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Genevieve Northup
Editor, Germany
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One inherent risk in the use of performance evaluations is that they may become the basis for or evidence in workplace discrimination or wrongful termination lawsuits. Based on an analysis of court proceedings in such lawsuits, researchers developed indicators to make performance appraisals defendable.
According to them, companies should consider the following in developing and executing appraisals that can withstand legal proceedings:
RESPONSIBILITIES AND CAPABILITIES: Use performance criteria that are based on responsibilities and tasks of the position, as well as the capabilities of the employee necessary to successfully complete such requirements (Kreitner, 2009, p. 276, 283).
BEHAVIOR: The basis of your evaluation should be an individual's behavior rather than an individual’s characteristics. (Kreitner, 2009, p. 283). In doing so, managers remain focused on “how” well employees accomplish requirements (Kreitner, 2009, p. 283).
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apeksha mehrishi
Student (MBA), India
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Tips for Successfully Implementing Performance Appraisal Techniques
Thanks for these appropriate suggestions!
Conduct (...)
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srinivas
Lecturer, India
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Positive Intent of Performance Appraisal
Irrespective of the outcome of performance apprais (...)
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ANDRES RENDON
Manager, Colombia
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Results of Performance Evaluation
Just right now we are implementing the first appra (...)
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Jaap de Jonge
Editor, Netherlands
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Legal Performance Appraisal Tips
Let's keep this discussion focused primarily on le (...)
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Ed Neri
HR Consultant, Philippines
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Local Laws Performance Evaluations and Appraisals
6. LOCAL LABOUR LAWS: To avoid lawsuits or risk of (...)
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ANDRES RENDON
Manager, Colombia
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Legal Performance Evaluation Tips
I agree with you Mr. Jaap, it's key to "keep recor (...)
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Bernie Althofer
Teacher, Australia
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Developing and Executing Performance Appraisals that Can Withstand Legal Proceedings
Workplace bullying complaints and allegations can (...)
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Onyango Lucius
Events Marketer, Uganda
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Performance to the Organisation
Its good to introduce these things to the employee (...)
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