performance appraisal and performance review
TRANSCRIPT
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Question 1
What are the pros and cons of annual performance reviews?
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The Positive Side
Face to face interaction Remarks on performance
Question 1
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Identity future potential
Skill Development
The Positive Side
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The Negative Side
Time Consuming Unclear Goals
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The Negative Side
Bias Conservative
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Negative Remarks Drawback
Labour Law Act
The Negative Side
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Question 2
Do you think that doing away with Annual Performance Review, APR is a way forward to
becoming a more mature and independent workforce?
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YES!!
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• Performance is an ongoing process.
• Know it now than later. Room for improvement
• Better productivity & loyalty due to company’s engagement in career growth
• Bogus & fraudulent. APR tied up with salary raise. Subjective and stir dissatisfaction as well as employee demotivation.
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Alternatives• Regular appraisals between managers and employees
• Involvement of feedback by customers and suppliers constantly will also better support the objectives of employee’s performance improvisation
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Question 3
How will doing away with performance reviews benefit employees and employers?
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• Lower salary (saves labor cost)Minimum living standard (Nanjing, 1620 RMB)
• Improve the relationship between employees and employers
Fixed Remuneration in government sector
• Subsidiary pattern differentiationStimulate creative potential
Benefits to employers
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• Reduce work stress and strengthBanking and insurance industry
• Improve the working environment and passion
• Improve employee engagement
• Two-way communication
Benefits to employees
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Question 4How will this backfire on employee and
employer?
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Lack of reliable strategies
High Cost system maintenance
Lack of accurate information
Limitations of performance ranking system
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Biased /forced performance
ranking
Legality and ethical performance
appraisal
Lack of up gradation of
software
Human Error
Conflict between HR Manager and
employee
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Question 5Are ranking terminologies important in an
organisation?
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• Do not improve, and may actually hurt performance (Williams, 2014).
Working Environment Pathological Competition Crisis of Trust
• Too time-consuming, expensive and generally ineffective (Patrick, 2014).
• Were designed for a work environment where control of individual employee performance
was a key function (sweatshop).
Only motivated top ranking employee (10%)
Accenture’ CEO Pierre Nanterme’s original words: “We’ve totally done too much effort for a limited outcome” .
Organisational perspective
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One-side judgemental approach to employees’ performance review.
Put employees in a passive roles (judged by their supervisor).
Downward communication from supervisor to employee.
Relationship is based on power and authority.
Ranking terminologies are only record the past performance.
Employees’ perspective:
Traditional ranking terminologies make organisations fail to evaluate and explore talented employees and innovative ideas.
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Question 6What are the common mistakes by employer in
conducting performance reviews?
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• Poorly Trained Managers• Central Tendency Error• Managers surprise their employees• Recency • Talking not listening• No Appreciation