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minimize the likelihood of disputes arising over whether employees are continuing
to perform at the same level it is important for the performance management
system to follow the five criteria outlined in the text: performance measures must
measure all aspects of performance (and not measure irrelevant aspects).
Performance measures must be consistent among employees and raters. The
measures must be acceptable to those involved and they should "specifically tell
employees what is expected of them and how they can meet those expectations"
(Noe, Hollenbeck, Gerhart, & Wright, 2010, p. 251). It is important to provide
examples and give checkpoints to employees so they understand how they are
doing in between reviews. In the event I had been in the HR departments of the
companies described in this case, it would be important to review each incident
against these criteria. It would be important to measure each woman's performance
against others in a consistent, fair manner, perhaps utilizing an impartial reviewer
with an absence of personal details (e.g. their maternity leaves). It would be difficult
to go back and resurrect the facts, however. It might be more prudent to ensure that
going forward all processes are fair and equitable.