100%(4)4 out of 4 people found this document helpful
This preview shows page 7 - 8 out of 8 pages.
goals. By providing a positive aspect it can build morale, excitement toward a career path, and help employee set up expectations for themselves. A positive appraisal can help retain valuable and effective employees.Along with the positive aspects of a performance appraisal, there is negative side to them, also. HR can do their best to create a positive work environment, but it take understanding of the laws and working with the organization. Discrimination can come in many forms in a work environment and there been law sent into place to make sure that it doesn’t happen. The hard part is HR making sure that other employees stereotyping, or personal bias don’t create a negative environment or have any effect on a employee’s performance appraisal. Some of the laws that have been created for such this are Equal Employment Opportunity Commissions (EEOC). This was set up to make sure that all laws and rights were being meet by the organization and employees. This makes sure that there is not any employment discrimination happening within a cooperation which is part of the Title VII (Youssef, 2015). Over the years there has been many acts and laws put into place to protect the employee from different types of discrimination. One of the other major laws/acts that have been put into place is he Americans with Disabilities Act (ADA). This act prohibits discrimination against disabled employees who are otherwise qualified (Youssef, 2015). Performance appraisals need to do in a clear and understand manner for employees to understand and employers to adhere to and are within the EEOC laws, if an employer is not following these standards and laws they can be heldaccountable for any actions. To make sure performance appraisals are effective there needs to be constructive feedback and clear goals set for employee.
Performance Appraisal If an performance appraisal is used effectively, it can be a positive for the organization and employee to have and use. Performance appraisals planning play a dynamic function in HR and management. The components that go in to make sure that is helps the employee and organization are extensive. An performance appraisal has planned out just right can excite the employee to keep on track. Performance appraisals should be based on fact, work behaviors and the attitudes of an employee. The feedback and the delivery of the performance appraisal must beclear and concise. HR needs to always make sure that employees and organization are being protected by following the laws set forth. Cappelli, P., & Conyon, M. J. (2018). What Do Performance Appraisals Do? ILR Review, 71(1), 88–116. Juneja, P (2019) Role of HR in Performance Appraisals. Retrieved from: