I have actually seen the following comments written in performance appraisals: “

Question

I have actually seen the following comments written in performance appraisals: “She’s a good religious lady. She has high morals and values with decisions.” “She doesn’t hear real well at the front desk. This is most likely because she has problems with her left ear.” “He has to act more masculine while in the garage. Coworkers are uncomfortable around him because he flames out over minor conflict.” “This employee is a fine pubic representative.” “The fact that she speaks Spanglish is very distracting to our customers…” “I’m not impressed with this gal’s outfit.” “She has been around a long time and because of her experience, age and tenure, she is the most successful bill adjuster.” “He does not have attention to detal. Which causes a problemin our accounting department.” Questions: Pick three and describe why they are inappropriate in terms of human resources management practices or principles. To what degree should HR managers or senior management hold supervisors accountable for producing quality performance appraisals? Why?

Explanation / Answer

a.“I’m not impressed with this gal’s outfit.

Outfit could be one of the criteria or main KPI ofr an employee if she is wokring on a client interaction or a receptionist role. Still It sholuld not directly convey in a single sentence like this. It can be rephrased as "Your job demand outfit which could be much better than what you generally posses. You have to improve a lot in this area",

b.“He does not have attention to detal. Which causes a problemin our accounting department

Spelling error or typo error for "detail" is there. While conveying something very important from an HR to an employee.

c.“The fact that she speaks Spanglish is very distracting to our customers…

Spanglish is not a dictionary or an official terminology. It is an offense or an insult to a persons dialect. HR idealy shpuld nopt use such sub optimal language while expressing their concern over an employee.

Quality performance appraisal is very much necessary to understand the employees contribution, the areas to be improve and how well the employee is aligned to organisational objective. Good review systems brings about good productivity through proper motivation interms of promotion , hikes etc and to the low perform employees by introducing proper training and development programs. Thus if quality lacks in review systems, it is a serious fault from top managers and HR persons. This will create ambiguity among all organisational levers and will create a gap between objectives and output. Employee dis satisfction, attrition and low productivity will be the possible outcomes for such poor review system.

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