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Performance Appraisals Contribution to Effective Training and DevelopmentThere are many different types of performance appraisals all vary in their validity and reliability. “Firms should emphasize the future, including the behaviors and outcomes needed to develop the employee, and, in the process, achieve the firm’s goals. This involves an assessment of the employee’s potential” (Aguinis, 2013). Perfomance Appraisals allows the organization to see where everyone stands within the company. Appraisals have a great effect on training and development, for instance, organizations use the feedback during the performance appraisals to see what they can do to make employees job better and how the company can benefit from it. One example is some warehouses use a machine to wrap their loads for shipping (Company A)
APPRAISAL4while use good old human labor (Company B). The difference is Company A employees will have less back strains and less workers compensations claims, while Company B will suffer fromhigher workers compensation claims as well as a low retention rate for their employees. Potential Forms of Discrimination Based on the Labor Laws and RegulationsThere are many forms of discrimation in the workplace from age to religion. The mostcommon forms of being race, religion and sex. Youssef (2015) cites Geomaat (2003), “The EqualEmployment Opportunity Commission (EEOC) emphasizes that performance appraisals must berelated to the actual job activities that are nondiscriminatory, properly recorded anddocumented.” Meaning that one can be overlooked because they are soft spoken or are not asoutgoing as the person next to them. According to Youssef (2015), the hardest types of bias tocontrol are perception and attributional because they are not solely based on the employees workperformance for the job they are performing. Although there are many discriminatory factors that