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| *Ostroff, Fair and Company>>>Administrative and Office Support |
Reliability & compliance w/ the law? |
What are the challenges in each area when dealing with performace appraisals. what is teh impact on teh employees and the employers if the challenges were not addressed. If someone can help that would be nice Thx ??????? The main rule in any performance documentation is, if it isn't documented, it didn't happen. Apprasals should offer an honest evaluation of an employee's performance as well as an action plan to help the employee improve if needed. However, appraisals are subjective by nature. One boss's opinion of what constitutes "good" performance may not be the same as another's. It's important for performance feedback to be specific and measurable. For example, if I told you that you needed to "improve your attitude" you might not have a clue how to do that - but if I told you that you needed to smile and approach customers, and that you needed to learn more about our products, you would know what you needed to change. From a legal compliance standpoint, reviews are subject to the same laws that govern other areas of employment - we can't give preferential treatment to one person or group over another, we can't discriminate, we can't harass, intimidate, retaliate, or make threats, we can't make sexually suggestive remarks, etc. If we did, we'd be liable for legal action with respect to harassment and discrimination. |
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