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Other Added - Performance Appraisal - Should I Go To HR If I Disagree With My Review?
When you think of breakfast cereals, what product name comes to mind? When you think of digital camera, what product name occurs to you? Branding makes a product distinctive in the marketplace, its removes anonymity and gives identification to a company and its goods and services. “Branding” is actually a ve
If you approach human resources, it's better to ask for clarif
Many small businesses struggle to recruit the right people.They consequently spend excessive ammounts of time and energy on recruitment and training activities instead of growing their businesses.However, finding the right people on a consistent basis is not a question of luck - but about taki
It's difficult to answer the question without knowing how human resources works in your company, your relationship with the manager, and the nature and use of the appraisals. But here are a few things to consider.
It is probably within your rights to approach human resources with your concerns about a performance evaluation you feel is unfair. However, whether this will result in good outcomes or not is another question. It is true that human resources should be interested and concerned if you feel you have been evaluated unfairly, but it doesn't always work out.
Probably your best step is to try to deal with your concerns directly with the manager or supervisor who has evaluated you. Make sure you have indicated your disagreement on any paperwork (evaluation forms and documentation). If you can't make any progress with your manager, then it's fair to inform him or her that if the two of you can't resolve the issue between you, that you will approach human resources for clarification of the process and your options. Don't phrase that as a threat.
If you approach human resources, it's better to ask for clarifi
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It is probably within your rights to approach human resources with your concerns about a performance evaluation you feel is unfair. However, whether this will result in good outcomes or not is another question. It is true that human resources should be interested and concerned if you feel you have been evaluated unfairly, but it doesn't always work out.
Probably your best step is to try to deal with your concerns directly with the manager or supervisor who has evaluated you. Make sure you have indicated your disagreement on any paperwork (evaluation forms and documentation). If you can't make any progress with your manager, then it's fair to inform him or her that if the two of you can't resolve the issue between you, that you will approach human resources for clarification of the process and your options. Don't phrase that as a threat.
If you approach human resources, it's better to ask for clarif
The Institute of Pension and Payroll Management (IPPM) has a saying developed and used by its members: "We don’t simply do payroll, because payroll isn’t simple". Recently the Inland Revenue has introduced major changes which affect payroll and include legislation covering extended maternity leave, new pater
Probably your best step is to try to deal with your concerns directly with the manager or supervisor who has evaluated you. Make sure you have indicated your disagreement on any paperwork (evaluation forms and documentation). If you can't make any progress with your manager, then it's fair to inform him or her that if the two of you can't resolve the issue between you, that you will approach human resources for clarification of the process and your options. Don't phrase that as a threat.
If you approach human resources, it's better to ask for clarif
When you make a mistake with a customer, should you write them off as lost -- never to return again?Nope. There have been numerous studies which show that a customer who has had a problem and gotten it resolved in a timely manner and to their satisfaction is a more loyal customer than one who has neve
If you approach human resources, it's better to ask for clarif
With the number of small businesses increasing by the day, the competition from larger companies is also getting tough. If you own a small business, chances are that you have faced stiff competition from some mall, supermarket, or department store at one time. Although small businesses do not have the kind o
If you approach human resources, it's better to ask for clarification rather than launch a full scale accusatory rant about your manager. If HR sees you as reasonable in approach, they are more likely to consider your concerns.
It is good to remember that many human resource professionals are committed to the welfare of employees, but that their prime role is to serve the overall good of the company, and they are bound by formal and informal policies and procedures, and internal politics. Also, since they aren't as close to you and your performance as a manager or supervisor, they will tend to be hesitant to intervene too directly.
Finally, if you believe that your evaluation is negatively affected by managerial actions that are illegal (discrimination of various types, sexual harrassment), then it may be better to approach HR earlier in the process. HR tends to look at potentially illegal managerial decisions more seriously than differences of opinion that have no legal implications.
(c) 2007, Robert Bacal, Bacal & As
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