Unit IV Journal
docx
keyboard_arrow_up
School
Fayetteville State University *
*We aren’t endorsed by this school
Course
ORGANIC CH
Subject
Industrial Engineering
Date
Dec 6, 2023
Type
docx
Pages
5
Uploaded by brelink
Unit IV Journal
Breanna Link
Columbia Southern University
HRM 3302-21.01.02-2B24-S2
Unit IV Journal
There are three primary options for what to evaluate in performance appraisals. The first
option for what to evaluate in performance appraisals would be traits. Traits are defined as the
physical or psychological characteristics of an individual (Lussier, 2022). For appraisals, traits
are used to help determine specific skills that candidates have that are and would be useful to the
organization (Burch, 2018). For example, an organization may create an assessment for the
candidate to take to help determine what type of personality traits they have.
Traits are beneficial to organizations because they are easy to utilize and develop as well
as simple to score, which can help save the recruiter time when reviewing candidates job
applications. Traits are useful for candidates that have good people skills; however, it can have a
negative effect on individuals who are not as outgoing as others which could result in lower
assessment scores (Burch, 2018).
The second option would be behavior. Behavior is defined as actions taken by individuals
(Lussier, 2022). For example, if an organization is hiring for a front desk receptionist, they would
look for traits related to if the candidate is courteous to customers. One advantage of behavior
appraisals are they tend to be fair and accurate when using it for assessing employee
performances. They are also beneficial when wanting to consider employees for promotions or
other rewards. One disadvantage of behavior appraisals would be that he can be very expensive
and time consuming (Burch, 2018).
The third option for what to evaluate in performance appraisals would be results. Results
is defined as the measure of the goals achieved through a work process (Lussier, 2022). One
advantage of result appraisals would be its helps organizations keep track of employee
performance over a period of time. Result appraisals gives the managers of the organization an
opportunity to discuss what their employees are doing good at and what they could improve on
(Vinay, 2017). However, results appraisals are very time consuming and could overwhelm
managers that have a lot of employees. Another disadvantage of results appraisals would be it is
based on human assessment and what the manager views of the employee performance. The
manager cannot oversee all their employees to know if any mistakes or errors are being made.
Overall, results appraisals can cause a stressful environment to everyone in the organization
(Vinay, 2017).
If I was a manager, I would utilize the results appraisals approach with my employees. To
me, it seems like the fairest option to employees. For an example, if an employee wanted to be
hired for a better position within the company, as the manager, I would be able to observe the
employee for a few weeks and view their employee performance. By doing this, it will help me
determine if I choose to promote the candidate based of the employees’ actions. Depending on
the type of job it is and the position its hiring for, I do believe my option would vary to the traits
approach. For example, if I was hiring a psychologist, I would use the trait approach to help me
view a candidates personality type. ‘
Hey Stephanie,
It is very nice to meet you. Medications can be very expensive especially if patients don’t have
insurance that covers all or some of the cost. Many individuals are not able to get the proper
treatment needed to take care of their health due to individuals not being able to afford
medication. Hopefully something gets done about this because patients shouldn’t have to choose
between providing for their families and their health. I look forward to interacting more with you
throughout this course.
Your preview ends here
Eager to read complete document? Join bartleby learn and gain access to the full version
- Access to all documents
- Unlimited textbook solutions
- 24/7 expert homework help
Hey Stephanie,
It’s very nice to meet you. Medication can be very expenisive especially if the patient
doesn’t=cov
References
Burch, J. (2018, August 23). Behavior vs. trait appraisal. Bizfluent.
https://bizfluent.com/behavior-vs-trait-appraisal.html
Lussier, R. N., & Hendon, J. R. (2022). Human resource management: Functions, applications,
and skill development (4th ed.). SAGE.
https://online.vitalsource.com/#/books/9781544396880
Vinay, K. S. (2017, March 10). The Pros & Cons of Performance Appraisal. LinkedIn.
https://www.linkedin.com/pulse/pros-cons-performance-appraisal-vinaykumar-
s#:~:text=They%20can%20motivate%20employees%20if,Disadvantages%20of
%20performance%20appraisals%3A&text=If%20not%20done%20right%2C%20they
%20can%20create%20a%20negative%20experience.&text=Performance%20appraisals
%20are%20very%20time,to%20managers%20with%20many%20employees
Hey Stephanie,
It’s very nice to meet you. Medication can be very expenisive especially if the patient
doesn’t=cov