Which of the following is not a role played by the hr department regarding performance appraisals?

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Categories: Management

Question: Which of the following is not a role played by the HR department regarding performance appraisals?

  • A. Training of supervisors
  • B. Monitoring the appraisal system
  • C. Appraising of employees
  • D. Ensuring compliance with EEO laws
Answer

Answer C. Appraising of employees

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Categories: Management

Question: Which of the following is not a role played by the HR department regarding performance appraisals?

  • A. Training of supervisors
  • B. Monitoring the appraisal system
  • C. Appraising of employees
  • D. Ensuring compliance with EEO laws
Answer

Answer C. Appraising of employees

Give online quiz test

Yes! You can also try Performance Management FREE MCQ Quiz and improve your speed and knowledge

Share

Tags: Performance Management

Question:Directors may not be disqualified for Option A.continuing to trade when the company is insolventOption…

Question:Which of the following is not one the underlying principles of the corporate governance Combined…

Question:The view that business exists at society's pleasure and businesses should meet public expectations of…

Question:An organisation's obligation to act to protect and improve society's welfare as well asits own…

Question:The hand-of-government refers to the Option A.ability of the government to interfere in business negotiationsOption…

Question:Successful global initiatives addressing standards for business must begin and end with: Option A.the role…

In order to continue enjoying our site, we ask that you confirm your identity as a human. Thank you very much for your cooperation.

Human resource department plays an important role in designing and implementing performance appraisals. Infact, the HR team acts as mediator between the functional heads or reviewing authorities and the employee. It is the human resource team’s responsibility to ensure a smooth implementation of the appraisal process.

Let us go through the role of HR in performance appraisals in detail:

The first and the foremost responsibility of HR team is to design the entire appraisal process. Make sure the process is simple and does not take too much time. The HR team needs to know the responsibilities assigned to each and every employee for them to create and design a system where their overall achievements can be rated with respect to their key responsibility areas. An individual representing the MIS team cannot rate himself/herself on the KRAs of a marketing professional. As a HR professional, you need to sit with the functional heads of all departments so that you exactly know what all tasks have been assigned to which all team members.

The employees need to be fully aware of the performance appraisal process. The criterion of performance appraisal needs to be very clear and transparent. Provide proper training to employees so that they take the entire process of performance appraisal gracefully and sportingly. You need to make them understand that appraisals are done not to downgrade or insult anyone but help individuals set realistic goals and expectations for themselves and work towards it. There are employees who do not appreciate the idea of performance appraisal and feel it is just a waste of time and energy filling elaborate forms. It is the HR’s responsibility to change this perception. Performance appraisal is just not a method to increase one’s salary but provide feedbacks to employees and guide them accordingly. Call employees on a common platform and make them understand the importance of appraisal process and how would it help them in their respective careers.

The HR team also needs to sit with the reviewing authorities to ensure appraisals are done on time and only the deserving employees get the benefits. Appraisals should not be for everyone but only for those who have worked really hard all through the year. You need to help and sometimes also guide the managers and supervisors so that a fair appraisal is done and no deserving employee is at loss. You can also give your valuable feedback to the functional heads based on your day to day interaction with the employee concerned. Apart from his /her routine work, how one behaves at the workplace, what is his relation with superiors/ fellow workers, punctuality, and discipline also play an important role in performance appraisal.

Once the appraisal is done, it is your responsibility to hand over the increment letters or review reports. Make sure the letter is handed only to the employee concerned and not to anyone else. Appraisals and increments ought not to be discussed in public. Your role does not end here. As a HR professional, you need to ensure employees are satisfied with the appraisal process. You need to explain an individual as to why he/she has got or not got a salary hike .Immediately arrange a meeting with his superior if you are not able to handle the situation or find a solution. Many people start looking for a change or quit immediately after the appraisal process.

This happens because either the doubts are not addressed properly or individuals who have got a decent hike look for better opportunities outside. Take feedbacks from employees as to what they feel about their appraisal and whether they are satisfied or not?


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The article is Written By “Prachi Juneja” and Reviewed By Management Study Guide Content Team. MSG Content Team comprises experienced Faculty Member, Professionals and Subject Matter Experts. We are a ISO 2001:2015 Certified Education Provider. To Know more, click on About Us. The use of this material is free for learning and education purpose. Please reference authorship of content used, including link(s) to ManagementStudyGuide.com and the content page url.

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In order to continue enjoying our site, we ask that you confirm your identity as a human. Thank you very much for your cooperation.

Human resource department plays an important role in designing and implementing performance appraisals. Infact, the HR team acts as mediator between the functional heads or reviewing authorities and the employee. It is the human resource team’s responsibility to ensure a smooth implementation of the appraisal process.

Let us go through the role of HR in performance appraisals in detail:

The first and the foremost responsibility of HR team is to design the entire appraisal process. Make sure the process is simple and does not take too much time. The HR team needs to know the responsibilities assigned to each and every employee for them to create and design a system where their overall achievements can be rated with respect to their key responsibility areas. An individual representing the MIS team cannot rate himself/herself on the KRAs of a marketing professional. As a HR professional, you need to sit with the functional heads of all departments so that you exactly know what all tasks have been assigned to which all team members.

The employees need to be fully aware of the performance appraisal process. The criterion of performance appraisal needs to be very clear and transparent. Provide proper training to employees so that they take the entire process of performance appraisal gracefully and sportingly. You need to make them understand that appraisals are done not to downgrade or insult anyone but help individuals set realistic goals and expectations for themselves and work towards it. There are employees who do not appreciate the idea of performance appraisal and feel it is just a waste of time and energy filling elaborate forms. It is the HR’s responsibility to change this perception. Performance appraisal is just not a method to increase one’s salary but provide feedbacks to employees and guide them accordingly. Call employees on a common platform and make them understand the importance of appraisal process and how would it help them in their respective careers.

The HR team also needs to sit with the reviewing authorities to ensure appraisals are done on time and only the deserving employees get the benefits. Appraisals should not be for everyone but only for those who have worked really hard all through the year. You need to help and sometimes also guide the managers and supervisors so that a fair appraisal is done and no deserving employee is at loss. You can also give your valuable feedback to the functional heads based on your day to day interaction with the employee concerned. Apart from his /her routine work, how one behaves at the workplace, what is his relation with superiors/ fellow workers, punctuality, and discipline also play an important role in performance appraisal.

Once the appraisal is done, it is your responsibility to hand over the increment letters or review reports. Make sure the letter is handed only to the employee concerned and not to anyone else. Appraisals and increments ought not to be discussed in public. Your role does not end here. As a HR professional, you need to ensure employees are satisfied with the appraisal process. You need to explain an individual as to why he/she has got or not got a salary hike .Immediately arrange a meeting with his superior if you are not able to handle the situation or find a solution. Many people start looking for a change or quit immediately after the appraisal process.

This happens because either the doubts are not addressed properly or individuals who have got a decent hike look for better opportunities outside. Take feedbacks from employees as to what they feel about their appraisal and whether they are satisfied or not?


❮   Previous  Article Next  Article   ❯

The article is Written By “Prachi Juneja” and Reviewed By Management Study Guide Content Team. MSG Content Team comprises experienced Faculty Member, Professionals and Subject Matter Experts. We are a ISO 2001:2015 Certified Education Provider. To Know more, click on About Us. The use of this material is free for learning and education purpose. Please reference authorship of content used, including link(s) to ManagementStudyGuide.com and the content page url.

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Question: Which of the following is not a role played by the HR department regarding performance appraisals?

  • A. Training of supervisors
  • B. Monitoring the appraisal system
  • C. Appraising of employees
  • D. Ensuring compliance with EEO laws
Answer

Answer C. Appraising of employees

Give online quiz test

Yes! You can also try Performance Management FREE MCQ Quiz and improve your speed and knowledge

In order to continue enjoying our site, we ask that you confirm your identity as a human. Thank you very much for your cooperation.

Human resource department plays an important role in designing and implementing performance appraisals. Infact, the HR team acts as mediator between the functional heads or reviewing authorities and the employee. It is the human resource team’s responsibility to ensure a smooth implementation of the appraisal process.

Let us go through the role of HR in performance appraisals in detail:

The first and the foremost responsibility of HR team is to design the entire appraisal process. Make sure the process is simple and does not take too much time. The HR team needs to know the responsibilities assigned to each and every employee for them to create and design a system where their overall achievements can be rated with respect to their key responsibility areas. An individual representing the MIS team cannot rate himself/herself on the KRAs of a marketing professional. As a HR professional, you need to sit with the functional heads of all departments so that you exactly know what all tasks have been assigned to which all team members.

The employees need to be fully aware of the performance appraisal process. The criterion of performance appraisal needs to be very clear and transparent. Provide proper training to employees so that they take the entire process of performance appraisal gracefully and sportingly. You need to make them understand that appraisals are done not to downgrade or insult anyone but help individuals set realistic goals and expectations for themselves and work towards it. There are employees who do not appreciate the idea of performance appraisal and feel it is just a waste of time and energy filling elaborate forms. It is the HR’s responsibility to change this perception. Performance appraisal is just not a method to increase one’s salary but provide feedbacks to employees and guide them accordingly. Call employees on a common platform and make them understand the importance of appraisal process and how would it help them in their respective careers.

The HR team also needs to sit with the reviewing authorities to ensure appraisals are done on time and only the deserving employees get the benefits. Appraisals should not be for everyone but only for those who have worked really hard all through the year. You need to help and sometimes also guide the managers and supervisors so that a fair appraisal is done and no deserving employee is at loss. You can also give your valuable feedback to the functional heads based on your day to day interaction with the employee concerned. Apart from his /her routine work, how one behaves at the workplace, what is his relation with superiors/ fellow workers, punctuality, and discipline also play an important role in performance appraisal.

Once the appraisal is done, it is your responsibility to hand over the increment letters or review reports. Make sure the letter is handed only to the employee concerned and not to anyone else. Appraisals and increments ought not to be discussed in public. Your role does not end here. As a HR professional, you need to ensure employees are satisfied with the appraisal process. You need to explain an individual as to why he/she has got or not got a salary hike .Immediately arrange a meeting with his superior if you are not able to handle the situation or find a solution. Many people start looking for a change or quit immediately after the appraisal process.

This happens because either the doubts are not addressed properly or individuals who have got a decent hike look for better opportunities outside. Take feedbacks from employees as to what they feel about their appraisal and whether they are satisfied or not?


❮   Previous  Article Next  Article   ❯

The article is Written By “Prachi Juneja” and Reviewed By Management Study Guide Content Team. MSG Content Team comprises experienced Faculty Member, Professionals and Subject Matter Experts. We are a ISO 2001:2015 Certified Education Provider. To Know more, click on About Us. The use of this material is free for learning and education purpose. Please reference authorship of content used, including link(s) to ManagementStudyGuide.com and the content page url.

                                          next

In order to continue enjoying our site, we ask that you confirm your identity as a human. Thank you very much for your cooperation.

In order to continue enjoying our site, we ask that you confirm your identity as a human. Thank you very much for your cooperation.

In order to continue enjoying our site, we ask that you confirm your identity as a human. Thank you very much for your cooperation.

Human resource department plays an important role in designing and implementing performance appraisals. Infact, the HR team acts as mediator between the functional heads or reviewing authorities and the employee. It is the human resource team’s responsibility to ensure a smooth implementation of the appraisal process.

Let us go through the role of HR in performance appraisals in detail:

The first and the foremost responsibility of HR team is to design the entire appraisal process. Make sure the process is simple and does not take too much time. The HR team needs to know the responsibilities assigned to each and every employee for them to create and design a system where their overall achievements can be rated with respect to their key responsibility areas. An individual representing the MIS team cannot rate himself/herself on the KRAs of a marketing professional. As a HR professional, you need to sit with the functional heads of all departments so that you exactly know what all tasks have been assigned to which all team members.

The employees need to be fully aware of the performance appraisal process. The criterion of performance appraisal needs to be very clear and transparent. Provide proper training to employees so that they take the entire process of performance appraisal gracefully and sportingly. You need to make them understand that appraisals are done not to downgrade or insult anyone but help individuals set realistic goals and expectations for themselves and work towards it. There are employees who do not appreciate the idea of performance appraisal and feel it is just a waste of time and energy filling elaborate forms. It is the HR’s responsibility to change this perception. Performance appraisal is just not a method to increase one’s salary but provide feedbacks to employees and guide them accordingly. Call employees on a common platform and make them understand the importance of appraisal process and how would it help them in their respective careers.

The HR team also needs to sit with the reviewing authorities to ensure appraisals are done on time and only the deserving employees get the benefits. Appraisals should not be for everyone but only for those who have worked really hard all through the year. You need to help and sometimes also guide the managers and supervisors so that a fair appraisal is done and no deserving employee is at loss. You can also give your valuable feedback to the functional heads based on your day to day interaction with the employee concerned. Apart from his /her routine work, how one behaves at the workplace, what is his relation with superiors/ fellow workers, punctuality, and discipline also play an important role in performance appraisal.

Once the appraisal is done, it is your responsibility to hand over the increment letters or review reports. Make sure the letter is handed only to the employee concerned and not to anyone else. Appraisals and increments ought not to be discussed in public. Your role does not end here. As a HR professional, you need to ensure employees are satisfied with the appraisal process. You need to explain an individual as to why he/she has got or not got a salary hike .Immediately arrange a meeting with his superior if you are not able to handle the situation or find a solution. Many people start looking for a change or quit immediately after the appraisal process.

This happens because either the doubts are not addressed properly or individuals who have got a decent hike look for better opportunities outside. Take feedbacks from employees as to what they feel about their appraisal and whether they are satisfied or not?


❮   Previous  Article Next  Article   ❯

The article is Written By “Prachi Juneja” and Reviewed By Management Study Guide Content Team. MSG Content Team comprises experienced Faculty Member, Professionals and Subject Matter Experts. We are a ISO 2001:2015 Certified Education Provider. To Know more, click on About Us. The use of this material is free for learning and education purpose. Please reference authorship of content used, including link(s) to ManagementStudyGuide.com and the content page url.

                                          next

In order to continue enjoying our site, we ask that you confirm your identity as a human. Thank you very much for your cooperation.

7) Which of the following is most likely NOT a role played by the HR department in theperformance appraisal process?A) conducting appraisals of employeesB) monitoring the appraisal system's effectivenessC) providing performance appraisal training to supervisorsD) ensuring the appraisal system's compliance with EEO lawsAnswer:AExplanation:A) Supervisors rather than HR managers conduct the actual appraisals. However,the HR department monitors the system's effectiveness and compliance with EEO laws. HRmanagers also provide supervisors with tools, advice, and training in regards to performanceappraisals.Diff: 3Chapter:9Objective:2Skill:Concept 7) Which of the following is most likely NOT a role played by the HR department in theperformance appraisal process?A) conducting appraisals of employeesB) monitoring the appraisal system's effectivenessC) providing performance appraisal training to supervisorsD) ensuring the appraisal system's compliance with EEO lawsAnswer:AExplanation:A) Supervisors rather than HR managers conduct the actual appraisals. However,the HR department monitors the system's effectiveness and compliance with EEO laws. HRmanagers also provide supervisors with tools, advice, and training in regards to performanceappraisals.Diff: 3Chapter:9Objective:2Skill:Concept 7) Which of the following is most likely NOT a role played by the HR department in theperformance appraisal process?A) conducting appraisals of employeesB) monitoring the appraisal system's effectivenessC) providing performance appraisal training to supervisorsD) ensuring the appraisal system's compliance with EEO lawsAnswer:AExplanation:A) Supervisors rather than HR managers conduct the actual appraisals. However,the HR department monitors the system's effectiveness and compliance with EEO laws. HRmanagers also provide supervisors with tools, advice, and training in regards to performanceappraisals.Diff: 3Chapter:9Objective:2Skill:Concept

Which of the following is not a role played by the HR department?

Q.
Which of the following is not a role played by the HR department regarding performance appraisals?
B.
Monitoring the appraisal system
C.
Appraising of employees
D.
Ensuring compliance with EEO laws
Answer» c. Appraising of employees
[Solved] Which of the following is not a role played by the HR department ...mcqmate.com › discussion › which-of-the-following-is-not-a-role-played-b...null

What is the role of HR in performance appraisal?

Human resource department plays an important role in designing and implementing performance appraisals. Infact, the HR team acts as mediator between the functional heads or reviewing authorities and the employee. It is the human resource team's responsibility to ensure a smooth implementation of the appraisal process.
Selection is a negative process. It is not an aim of performance appraisal. Performance appraisal deals with the record of performance of the personnel working in an organization. Was this answer helpful?

What is not included in the purpose of performance appraisal?

Training implies a systematic procedure whereby employees are imparted technical knowledge and skill for specific jobs. It is not an aim of performance appraisal.