Performance Evaluation: Avoiding Common Pitfalls in Human Resources (HR)

Performance evaluations are, unfortunately, often overlooked as they are only conducted once per year. Yet, if done correctly, reviews can be very beneficial to both the employer and the employee. On the other hand, poorly planned, executed, or managed review processes can cause issues for everyone involved. Below are some tips to help ensure your company's performance evaluation process runs smoothly.
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First, managers must clearly define expectations for each position. Doing so ensures that employees know what is expected of them and allows management to identify areas of weakness. Without clear expectations, individuals will either do nothing or work toward their agenda.

Next, managers should be consistent in who conducts the review. For example, if an employee has poor performance, chances are he or she will complain to someone else within the organization. Therefore, you should have one person perform all reviews. That way, you can avoid any confusion and take the proper action if needed.

Finally, use multiple methods to evaluate performance. After all, not everyone learns in the same way. Furthermore, some people are better at expressing themselves through written documents, while others excel during one-on-one conversations. In addition, you might consider using different methods for different positions or departments.

To sum it up, performance evaluations aren't meant to be painful. Instead, they're designed to provide constructive feedback and guidance to employees so that they can continue growing and developing. If used properly, reviews can be extremely useful.

Avoiding Common Pitfalls in Human Resources (HR)

HR is the most important part of every business and should always be looked at. So make sure that if your company has a policy against discrimination and harassment, you follow it!

Know what you want from your employees before hiring them. Have a plan for training and development. And remember to trust your instincts, you know when someone is right for the job or not.

HR should have a pulse on what's happening in the marketplace, the economy, and the industry. They should be looking for trends and changes in their respective industries and implement new practices when appropriate.

HR is the ultimate team player. They need to be able to communicate and build relationships with all members of the organization. Managers should see them as trusted advisors and not just administrators.

Be honest, treat everyone equally, and be fair. Don't try to get too cute or creative with your policies and procedures. Be transparent and respectful at all times. Do your homework. Understand your company and its culture. Know the different generations and how they operate. Hire people who fit. Work with your upper management and other key leaders to determine what you need versus what you would like to have. It takes longer to train someone new than it does to train someone who already knows the job.

Be organized, keep everything confidential, and document everything. Always manage your people well and provide growth opportunities. Also, never forget your basic responsibilities and duties. These include but are not limited to recruitment, screening, interviewing, testing, employment agreements, payroll, benefits, workers' compensation, training, performance reviews, terminations, and safety.

Don't let your personal feelings affect the decisions you make. It is important to be professional and to act in the best interest of the company. Keep your mouth shut unless you are asked a question or given specific instructions by management. Do not interrupt anyone. Also, do not criticize anything. Do not speak negatively about the company to anyone. Never gossip about your boss or co-workers.

Keep your door closed when you are working. Never give out your home number or email address. Always take care of your appearance and hygiene. Come to work on time. Arrive a few minutes early. Dress appropriately and maintain a professional attitude.

The biggest mistake I've seen is that many companies don't know why they are doing certain things. Why do we have to pay unemployment? What is the benefit of paying for health insurance? When managing employees, always remember that you are responsible for their career development. The best thing that an HR person can do is to get to know her employees personally, then connect them with the right opportunity. Help them get where they want to go.

Never underestimate the importance of building a positive relationship with your employees. Take the time to understand the individual strengths, weaknesses, and personalities of those you work with. When you know your people, you can motivate them more effectively. If you have trouble making friends, remember that the best way to get started is simply to listen first. Ask questions and offer sincere praise.

Sometimes the hardest thing for a manager to hear is when his or her employee says, 'I quit.' Before that happens, however, some steps can be taken to improve the situation. First, gather information. Second, talk to the employee about the issues. Third, ask yourself: Is this person worth keeping around? How much effort am I willing to put into trying to fix the problem? Will it be better for both parties if I terminate the relationship? Sometimes it's best to move on.

Take your time when terminating someone. Think about what could happen if they become upset and decide to sue you for wrongful termination.

Find a mentor. Someone who you respect and admire. Learn from him or her. Go to lunch with them and learn something new each time. If you are in HR, you must keep current with the latest techniques and technologies. You also need to stay abreast of what is going on in the company, inside and outside the HR department. Finally, you must be a trusted advisor to your managers and directors. Not only will these skills help you advance within your company, but they will also prove invaluable to future employers."

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To avoid common pitfalls in performance evaluation in human resources, it is important to set clear and measurable performance standards, avoid biases, involve the employee in the process, provide adequate training to evaluators, and follow up on the results of the evaluation.


Woohoo.... Someone just summarized my entire post. Thanks for reading. And for contributing