StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...
Nobody downloaded yet

How Can an HR Department Make Certain that its Performance Appraisals are Unbiased: Does the HRM Concept Effectively Monitor its Managers to Guarantee Fair Appraisals - Research Proposal Example

Comments (0) Cite this document
Summary
The aim of this research proposal "How Can an HR Department Make Certain that its Performance Appraisals are Unbiased: Does the HRM Concept Effectively Monitor its Managers to Guarantee Fair Appraisals?" is to address the performance management tool designed to measure the performance appraisal and highlight the corporate tools available to reduce bias in the review process…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER98.1% of users find it useful
How Can an HR Department Make Certain that its Performance Appraisals are Unbiased: Does the HRM Concept Effectively Monitor its Managers to Guarantee Fair Appraisals
Read TextPreview

Extract of sample "How Can an HR Department Make Certain that its Performance Appraisals are Unbiased: Does the HRM Concept Effectively Monitor its Managers to Guarantee Fair Appraisals"

Download file to see previous pages To introduce a background to the performance appraisal process, it is important to understand the uses of the employee assessment system. A performance appraisal is designed to evaluate how well an employee performs their job function in comparison to a group of set standards, and then to communicate that rated information to the employee. There are several functions of the appraisal that are designed to identify employee strengths/weaknesses, identify room for growth in the company, planning for employee future development, and as a means to establish a career planning path with the organization. Outcomes of these appraisals are often important to an employee and include increased compensation, possible promotion based on
productivity factors, or even termination for unsatisfactory performance. Because of the importance of the outcome on the financial and corporate future of the employee, receipt of a fair and unbiased appraisal is crucial. If the employee feels that he/she has not received adequate compensation due to a manager's personal unjustified discrimination or exertion of personal values in the assessment, the employee may argue bias in the review process and demand a new appraisal. However, it seems no matter how hard HR managers and benefits managers try, their efforts are often perceived as unfair (Employee Benefits Magazine 2005, p.18). With a commonality between continuous employee perceptions of unfair assessment, this poses a difficult challenge for the organization to determine bias issues among its management staff.
A common tool adopted by organizations to aid in assessing specific job functions is the checklist. This checklist consists of statements such as accepts criticism or always reports to work on time and other specific characteristics that denote compliance with corporate expectations.  ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(How Can an HR Department Make Certain that its Performance Appraisals Research Proposal, n.d.)
How Can an HR Department Make Certain that its Performance Appraisals Research Proposal. https://studentshare.org/human-resources/1703627-research-proposal-how-can-a-hr-department-make-certain-that-its-performance-appraisals-are-unbiased-does-the-hrm-concept-effectively-monitor-its-managers-to
(How Can an HR Department Make Certain That Its Performance Appraisals Research Proposal)
How Can an HR Department Make Certain That Its Performance Appraisals Research Proposal. https://studentshare.org/human-resources/1703627-research-proposal-how-can-a-hr-department-make-certain-that-its-performance-appraisals-are-unbiased-does-the-hrm-concept-effectively-monitor-its-managers-to.
“How Can an HR Department Make Certain That Its Performance Appraisals Research Proposal”. https://studentshare.org/human-resources/1703627-research-proposal-how-can-a-hr-department-make-certain-that-its-performance-appraisals-are-unbiased-does-the-hrm-concept-effectively-monitor-its-managers-to.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF How Can an HR Department Make Certain that its Performance Appraisals are Unbiased: Does the HRM Concept Effectively Monitor its Managers to Guarantee Fair Appraisals

Performance Appraisals and Reviews

... to plan its finances for the next budget year. When carrying out performance appraisal, the managers should ensure that the mode of appraisal is in line with the employment laws which prohibit all kinds of employment discrimination. For the employees to trust and accept the results the method used should be consistent; ‘same employee classifications should be evaluated based on the same criteria’ (Arthur, 2008). This is to ensure fairness and avoidance of discrimination allegations. There are various types of appraisals; annual confidence reports, management by objectives, ranking, critical incidents and 360 degree appraisal systems. These can be used in isolation or combined for better evaluation. The appraisers should be trained on how...
8 Pages(2000 words)Term Paper

Performance Appraisals

Performance appraisal is also used in performance management where subordinates are given a chance to appraise their employer’s performance in meeting their expectations and relaying such expectations to employers (DeNisi & Pritchard, 2006). Performance management is used to manage and align organization’s resources so as to achieve the targeted goals. Therefore, the way performance appraisal is managed in an organization is a determinant of whether the organization will fail or succeed. DeNisi and Pritchard (2006) advise that every organization that plans to attain a competitive edge should put performance appraisal among its top priorities. This competitive advantage is highly depends on the way communication ski...
5 Pages(1250 words)Research Paper

Performance appraisals

... appraisals can be of two types-objective or subjective. While objective performance appraisals are based on facts subjective performance appraisals are based on individuals’ perceptions. As such objective measures appear to be more valid and reliable. However, it is a fact that the actual performance of an employee cannot completely be evaluated based on facts or statistical data alone. Therefore, effective management system makes use of both objective and subjective performance appraisals. Objective performance appraisals are results-oriented as the focus is on facts or statistical data whereas subjective measures are “based on individuals’ perceptions and can be used for appraisals based on traits, behaviors, and results” (Jennifer 254...
5 Pages(1250 words)Research Paper

Human resources management: performance appraisals

A 360-degree performance appraisal takes into consideration the views of all the other individuals who enter any form of interaction with the members of the college i.e. the employees or the faculty members. Therefore this form of appraisal will consist of a number of perspectives about the members of this organization.The selection of a performance appraisal system will be influenced by the type of organization that it will be used for. For a college the requirement is for a comprehensive evaluation system. However, the management may have preference for a certain appraisal system over the new one and this could be an issue. Furthermore, if the members believe that a particular type of appraisal system will affect them positively...
4 Pages(1000 words)Essay

Performance Appraisals

... method: The forced-choice rating method does not engage conversation with managers unlike the field review method. This method has numerous differences; the most common is to compel the evaluator to choose the good and bad fit statement from a group of statements. These statements are subjective or attained in advance to evaluate the worker. The score or weights allocated to the individual statements are not exposed to the evaluator so that she or he cannot support any employee. In this way, the evaluator favoritism is mostly abolished and related standards of performance develop for an objective. This method is of little worth wherever performance appraisal interviews are carried out. (v) Critical incident appraisal method...
4 Pages(1000 words)Essay

Performance Appraisals

...PERFORMANCE APPRAISAL Performance Appraisal Performance appraisal refers to the process through which organizations document and evaluate the performance of their employees. Different organizations carry out Performance Appraisals in different ways. One of such strategies is discussed by Lisa Quast through her article, “How to Make Performance Reviews Relevant” on Forbes magazine. This paper aims at reviewing“How to Make Performance Reviews Relevant” by Lisa Quast. According to Lisa Quast many managers do not appreciate the importance of performance appraisal and some will only agree to it as a result of mounting pressure from the HR. She points out that many managersdo not pay much attention to filling appraisal forms something that has...
2 Pages(500 words)Essay

Performance Standards and Appraisals

...Performance standards and appraisals Performance standards and appraisals Performance appraisals and standards are used in healthcare facilities or organizations as the basis for disciplining or termination of employees. This paper describes the performance appraisal system used in my workplace, including how performance standards are created and communicated to employees. This paper also describes the effectiveness of the performance appraisal system through outlining strengths and areas of improvement, and also explains how I might incorporate positive discipline into my performance management approach as well as the impact. In my workplace, performance appraisal is an ongoing process whereby employees are evaluated in a constant basis...
2 Pages(500 words)Term Paper

Performance Appraisals

...Performance Appraisal and number affiliation submitted Performance Appraisal Performance appraisal is the process through which a manager tests and assesses the behavior of an employee by comparing these behaviors with current standards, document the comparisons and use these results to relay response of where the employee should improve and why. This paper is will discuss merits; bias associated with this system and how it can be used to achieve the strategies of an organization. The method incorporates documentation of employee’s performance within a given period of time. This is important to the organization in determining periods of good and bad performance of an employee. The organization therefore can easily follow up and make...
2 Pages(500 words)Essay

Performance Appraisals

This paper declares that performance appraisal is more important for the people who are assessed if compared to those who assess. However, many companies were able to put emphasis on providing feedback to the later; that is why every performance appraisal results in gradual improvement of the assessment mechanism. In other words, the employees may express their vision of how the process can be changed in order to reflect better the peculiarities of one’s performance. So, the appraisals that will be performed latter will be more accurate and more helpful than the original ones.
This essay makes a conclusion that having examined all the points that were mentioned in the paragraphs above, one should make the following conclusion...
6 Pages(1500 words)Essay

Methods of Unbiased Appraisals

.... This paper will outline several current methods of keeping a human resources department unbiased, any current problems with the currently employed methods, and propose new methods based on such findings. This study will outline the current methodologies of human resource management in various organisations of differing sizes. While this paper will touch on topics such as the importance of unbiased and objective behaviours, the focus will remain on how a human resources department in general can offer unbiased appraisals, enforce such unbiased behaviours, and remain objective despite cultural, legal, and economic differences from each region of business. Although this study must briefly describe the importance of such unbiased behaviours...
9 Pages(2250 words)Research Proposal
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Research Proposal on topic How Can an HR Department Make Certain that its Performance Appraisals are Unbiased: Does the HRM Concept Effectively Monitor its Managers to Guarantee Fair Appraisals for FREE!

Contact Us