Supervisors: Human Resource Management and Performance Appraisals

Introduction Performance appraisals benefit the keep company in a variety of ways. On the flip side, they potentiometer also create difficulties if they bent completed correctly. Many problems within the company can arise when supervisors havent been properly trained on appraisals. On a bigger note, companies can also be placed in legal trouble if appraisals atomic number 18 through with(p) incorrectly. To head off these issues, the Human Resource Department involve implement didactics to the supervisors who conduct effect appraisals. ProblemsEmployee phylogeny employ performance appraisals for provemental purposes is one of the greatest uses of them. Employees need to be aware of their strengths and weaknesses in gear up to produce the best results for the company. Improvements in performance will barely occur if the manager has proactive discussions and shows the employee how to vex improvements. In this case, Hubert isnt supporting Harriet by fibbing on her perfor mance appraisal. She will continue to drop off on her duties because she might not be aware that she is doing it. Reviewing a negative performance appraisal can be a very difficult task, but needs to be done to help the employees develop within the organization.Rating employees the same on the appraisals will not benefit the company at all. Not only is he hindering Harriets development, but it probably doesnt keep Neil motivated. If his performance is outstanding, his order needs to reflect that. Hubert should be able to tell him how valued he is to the company and how much his performance is appreciated. Retaining erect performers is easier when these positive performance aspects are communicated to them. When done correctly, appraisals help to increase employee development and keep valuable employees motivated.Administration UsePerformance appraisals are also used for administration use, an example being what the case represented. The way Hubert is conducting appraisals will no t help managers when it is time to determine pay increases, decisions need to be made about promotions, transfers, and demotions, or if disciplinary actions flow to termination (Mathis & Jackson, 2011). Now that it is time to make demotions, the appraisals need to help with decisions.These appraisals are not accurate due(p) to Hubert lack of correctly evaluating both supervisors (Mathis & Jackson, 2011, Case Supervisors). Since there is no documented differences between the two supervisors, the appraisals are useless for administration use. An appraiser should be required to provide justifications for the ratings in addition to appropriate financial support and information (Smith, 2012). The company is going to have to let the better performing supervisor go in order to avoid legal issues. This could create some negative impacts for the company because the appraisal process wasnt being implemented correctly.Legal IssuesDisparate Impact or preachingDiscrimination can either be in tentional or unwitting either way it is illegal. Performance appraisal need to show an absences of disparate impact and treatment (Mathis & Jackson, 2011). Using the scenario from the case, Harriet could file a lawsuit for discrimination is she were to get demoted or laid off during the reduction in force. Since there is no documented differences in their performance, Neil should be let go due to the seniority Harriet has everyplace him. There could be grounds for a lawsuit if Hubert decides to demote or laid off Harriet.She could shout that they fired her because of her gender, and there would be no way for the company to prove that she was the poorer performer. There have been identical cases like this. Adverse impact statistics have also been used successfully in Disparate Treatment cases to support an individuals claim of race or gender discrimination (Ducham, 2013). The importance of training manager correctly and evaluating the appraisal systems comes to light in this case. Supervisor TrainingIt is important for companies to properly train their supervisor avoid legal issues with performance appraisals. These appraisals are very beneficial to the company and training of them should be stressed by the Human Resource Department. From the situation that occurred in this case, it seems as if Hubert hasnt had any training on performance appraisals. To avoid situations like this from happening in the future, Hubert and all supervisors/department heads need to be trained on how to do these appraisals correctly.Mathis and Jackson (2011) pointed out some key topics that Human Resources should focus on when conducting training on appraisals. For this company, training how to communicate positive and negative feedback, when and how to discuss training and developmental goals, and how to avoid the common rating errors should be addressed (p. 347). ConclusionHubert has created a problem for this company, but has showed the importance of proper training on appraisal s. The company needs to evaluate their training procedure and make the appropriate changes. With a good training computer programme in place for supervisors, the company will be able to avoid future problems with appraisals.