question archive It is generally agreed that a legally defensible performance appraisal should include the following: Performance appraisal criteria based on job analysis Absence of disparate impact Formal evaluation criteria that limit managerial discretion A rating instrument linked to job duties and responsibilities Documentation of the appraisal activities
It is generally agreed that a legally defensible performance appraisal should include the following: Performance appraisal criteria based on job analysis Absence of disparate impact Formal evaluation criteria that limit managerial discretion A rating instrument linked to job duties and responsibilities Documentation of the appraisal activities
Subject:BusinessPrice:2.87 Bought7
It is generally agreed that a legally defensible performance appraisal should include the following:
Performance appraisal criteria based on job analysis
Absence of disparate impact
Formal evaluation criteria that limit managerial discretion
A rating instrument linked to job duties and responsibilities
Documentation of the appraisal activities.
As the HR manager, how will be sure the company meets this criteria?
Purchase A New Answer
Custom new solution created by our subject matter experts
GET A QUOTE
Answer Preview
Answer:
As a HR manager below is how I ensure that the company meets the legal criteria for performance appraisal -
1. Creating a formal performance management and appraisal process with a clear step-by-step procedure for the employees and their evaluators.
2. Making the process as transparent as possible through online status updates and ability for the employees to raise any concerns.
3. Setting goals at the beginning of year would provide a clear direction to the individual and help him/her grow in the organization.
4. Making it mandatory for all the teams to follow the system designed for performance evaluation to maintain consistency across the organization and avoid any gaps in the performance evaluation and the actual performance.
