Seven Stupid Things Human Resource Departments Do To

8/8/2019 Seven Stupid Things Human Resource Departments Do To

http://slidepdf.com/reader/full/seven-stupid-things-human-resource-departments-do-to 1/18

Seven Stupid Things HumanSeven Stupid Things HumanResource Departments Do ToResource Departments Do To

Screw Up PerformanceScrew Up Performance

AppraisalsAppraisals



Lets begin ….. ButLets begin ….. But

acknowledgments firstacknowledgments first This article is based on the book: This article is based on the book:

Performance Management - WhyPerformance Management - Why

Doesn't It Work, and the McGraw-HillDoesn't It Work, and the McGraw-Hillbook entitled Performancebook entitled Performance

Management released in October,Management released in October,

1998.1998.



Where is the problem?Where is the problem?

Managers don't do dumb things just to fillManagers don't do dumb things just to fill

up their time. A lot of the time we find thatup their time. A lot of the time we find that

when managers are doing performancewhen managers are doing performanceappraisals badly, they are getting a lot of appraisals badly, they are getting a lot of

"help“ from their human resource (HR) or"help“ from their human resource (HR) or

personnel department.personnel department.

Central HR departments can create aCentral HR departments can create asituation that virtually destroys any valuesituation that virtually destroys any value

from the performance appraisal process.from the performance appraisal process.



Stupid Thing #1Stupid Thing #1

Focusing on and stressingFocusing on and stressing

the paperwork and forms.the paperwork and forms.



Where’s the stupidity ?Where’s the stupidity ?

When the emphasis on the forms andWhen the emphasis on the forms and

paperwork overshadows the real purpose of paperwork overshadows the real purpose of

doing appraisals, then huge amounts of doing appraisals, then huge amounts of

resources are wasted.resources are wasted.

When HR departments focus on getting theWhen HR departments focus on getting the

forms done, that's exactly what they get.forms done, that's exactly what they get.

Forms done. If that's all this is about, hire aForms done. If that's all this is about, hire amonkey to do it. Any fool (no insult to themonkey to do it. Any fool (no insult to the

monkey) can tick off boxes on a form and sendmonkey) can tick off boxes on a form and send

it on.it on.



Stupid Thing #2:Stupid Thing #2:

Believing that a ‘ratings” basedBelieving that a ‘ratings” based

form of appraisal will serve asform of appraisal will serve asprotection against lawsuits byprotection against lawsuits by

employees.employees.



Where’s the stupidity?Where’s the stupidity?

If you are caught speeding, do you think theIf you are caught speeding, do you think thecourt is going to accept as evidence acourt is going to accept as evidence apoliceman's statement that "On a scale of 1-policeman's statement that "On a scale of 1-

5 the driver was a 4?" I don't think so. But5 the driver was a 4?" I don't think so. ButHR departments believe that THEIR form isHR departments believe that THEIR form isgoing to withstand legal scrutiny. It's not. It'sgoing to withstand legal scrutiny. It's not. It'stoo subjective and too vague. This desire fortoo subjective and too vague. This desire for

false security is one reason HR folks feelfalse security is one reason HR folks feelthey need to pressure managers to get thethey need to pressure managers to get theforms done - at least until their first lawsuit.forms done - at least until their first lawsuit.



Stupid Thing #3Stupid Thing #3Assuming that Using anAssuming that Using an

automated systemautomated system

improves the processimproves the process



Where is the stupidity?Where is the stupidity?

What it does is it takes a lousy paper process, and then makes itWhat it does is it takes a lousy paper process, and then makes ita lousy computerized process, so now we go much fastera lousy computerized process, so now we go much fasterpretending we are doing something useful.pretending we are doing something useful.

Performance appraisal is an interpersonal communicationPerformance appraisal is an interpersonal communicationprocess. Even between two people, it's often not done well.process. Even between two people, it's often not done well.Automating the process is a waste of money and time, and HRAutomating the process is a waste of money and time, and HRdepartments that go that route are doing charitable work for thedepartments that go that route are doing charitable work for thevendors of the software.vendors of the software.

It's bad enough we mechanize a human process using paperIt's bad enough we mechanize a human process using paperforms. Now we can take it one step further. Heck, now managersforms. Now we can take it one step further. Heck, now managersnever have to speak to staff. This is progress?never have to speak to staff. This is progress?



Stupid Thing #4: UnderStupid Thing #4: Undertraining or mis-training or nottraining or mis-training or not

training managers in thetraining managers in the

processprocess



Where is the stupidity ?Where is the stupidity ?

HR folks design some new forms, and a new way of HR folks design some new forms, and a new way of doing performance appraisals. They print out somedoing performance appraisals. They print out somebasic instructions, print out some forms, and distributebasic instructions, print out some forms, and distributethem to managers. The assumption is managers willthem to managers. The assumption is managers will

know the purpose goes much further than "getting theknow the purpose goes much further than "getting theforms done".forms done". That's not going to happen. If the HR folks yell and That's not going to happen. If the HR folks yell andscream, they probably WILL get the forms back, but notscream, they probably WILL get the forms back, but notmuch more.much more.

Managers need extensive training, not only regardingManagers need extensive training, not only regarding

the nuts and bolts of the appraisal process, but aboutthe nuts and bolts of the appraisal process, but aboutthe why's and interpersonal parts of it. Without that,the why's and interpersonal parts of it. Without that,one gets an empty paper chase (while people pretend itone gets an empty paper chase (while people pretend itis a useful way to expend energy).is a useful way to expend energy).




Why train?Why train? First, because the only way it works is whenFirst, because the only way it works is when

employee and manager work together, inemployee and manager work together, in

partnership. Both manager and employee need topartnership. Both manager and employee need tohold the same understanding about why they arehold the same understanding about why they aredoing appraisal, how it will be done, and what isdoing appraisal, how it will be done, and what isexpected.expected.

Very few organizations offer anything but aVery few organizations offer anything but asuperficial orientation to the appraisal process.superficial orientation to the appraisal process.

That's because they see it as something done TO That's because they see it as something done TOemployees. It isn't, except of course when the HRemployees. It isn't, except of course when the HRdepartment treats it as something done todepartment treats it as something done toemployees. Then managers will probably do it thatemployees. Then managers will probably do it thatway.way.



Stupid Thing #5:Stupid Thing #5:

Thinking pressuring managers Thinking pressuring managers

to get the forms in isto get the forms in isproductive.productive.




Managers see it as a waste of time.Managers see it as a waste of time. Unfortunately, a good many HRUnfortunately, a good many HR

departments believe it's just a question of departments believe it's just a question of ordering, yelling, coercing or beggingordering, yelling, coercing or beggingmanagers to get them done.managers to get them done.

If managers felt they were useful, theyIf managers felt they were useful, they

would do them. The key to getting themwould do them. The key to getting themdone is to make them useful.done is to make them useful.



Stupid Thing #6: One sizeStupid Thing #6: One size

fits all fantasyfits all fantasy




Imagine the difficulty for HR staff if every managerImagine the difficulty for HR staff if every managerused a different form, or different method. How wouldused a different form, or different method. How wouldyou keep track? How would you file them?you keep track? How would you file them?

But if you think about it, does it make sense? Can weBut if you think about it, does it make sense? Can weevaluate a teacher the same way as a advertisingevaluate a teacher the same way as a advertisingmanager?manager?

But still, HR departments expect managers to use aBut still, HR departments expect managers to use asingle tool for everyone, often a rating form. This kindsingle tool for everyone, often a rating form. This kindof inflexibility addresses a filing problem. Is that whyof inflexibility addresses a filing problem. Is that whywe do appraisals? To make it easier for the HRwe do appraisals? To make it easier for the HRdepartment? No, we do it to improve performance.department? No, we do it to improve performance.



Stupid Thing #7Stupid Thing #7

Playing the appraisal cop.Playing the appraisal cop.




Unfortunately, HR and personnel departments get stuck with theUnfortunately, HR and personnel departments get stuck with theresponsibility of getting appraisals done by managers. It is aresponsibility of getting appraisals done by managers. It is astrong indicator that the system being used is or has failed. Howstrong indicator that the system being used is or has failed. Howcome?come?

In a properly functioning system, each manager is assessed on aIn a properly functioning system, each manager is assessed on anumber of things, one of which will be their fulfillment of thenumber of things, one of which will be their fulfillment of theperformance management and appraisal function. Theperformance management and appraisal function. Theresponsibility lies with management.responsibility lies with management.

No appraisal system is going to work until each manager's bossNo appraisal system is going to work until each manager's boss

makes it clear that getting it done is going to be a factor in themakes it clear that getting it done is going to be a factor in themanager's own appraisal.manager's own appraisal.HR departments shouldn't be appraisal cops If anyone is to doHR departments shouldn't be appraisal cops If anyone is to dothat, it should be the manager's boss. Anything less is going to bethat, it should be the manager's boss. Anything less is going to bea waste of time and effort.a waste of time and effort.

Seven Stupid Things Human Resource Departments Do To

Documents

Transcript of Seven Stupid Things Human Resource Departments Do To