Performance Appraisal Checkpoint Hrm240

Week 4 - CheckPoint: Performance Appraisal

In regard to the performance evaluation of reliability, it would be concerning for one or more managers to rate an employee based on what the standard of performance are rather than pinpointing a more definable rate. A standard of performance could be rated based on competing company levels rather than concentrating on a specific idea that is expected of the employee. It would be unfair for the employee and the managers, who are evaluating, not to have in more detail what is exactly expected of the employee for that particular company. If a company cannot make a more specific determination expected of their employees, then how is the company going to be aware of productivity levels.

Another challenge to performance evaluations can sometimes result in the criterion contamination. The performance of an employee who is not treated fairly due to inadequacies of the company itself will have a difficult time in seeking promotions. If we look at a sales position employee, they are given a territory in which to solicit the company and hopefully make a sale. However, based on a financially poorer territory, a sales person will have much more difficulty in performing their sales job as to a sales person who was given the territory that consists of a more financially rich area. If you base employee evaluations based on territorial sales, you must also consider the types of financial areas they work in. Both employees may be able to perform the same in customer service, but the areas in which they are given will result in unfair evaluations. A company, who does not comprehend the ramifications of this type of unfairness among employees, may lose employees if they do not consider all aspects of those employees’ duties and by what means the conditions the employees perform.