Please respond to the following discussion board post. As a HR manager, if am as

Question

Please respond to the following discussion board post.

As a HR manager, if am asked to develop and implement a performance appraisal, I would first identify and select performance evaluation criteria that can apply with equal relevance in all regions. I would also seek the values and strategic goals that all regions have in common and base my criteria around these values. In a manufacturing organization, for example, safety is likely to be a priority around the world, making adherence to safety standards an ideal candidate for performance review criteria. At the same time, I would leave room for local managers and employees to set personal performance goals related to each employee's individual journey of development. I would assign local managers the responsibility of conducting evaluations and hosting face-to-face performance reviews because, when it comes to making personal connections with employees and establishing the trust and rapport necessary for an effective review, local leaders can make a significant difference. For a review to be truly effective, employees must feel comfortable and safe to admit their own weaknesses and mistakes while setting goals for improving their performance. Local leaders understand local employees' culture and share similar life experiences. They may also share native languages and colloquial mannerisms as well. All of these things can put people at ease.

I think it would be more beneficial if local managers in each region/ country customize the ways in which performance reviews are conducted. Using the global criteria and metrics that has been established, local managers can craft review procedures according to local customs and norms. The ways in which performance information is gathered, review conversations are conducted and employee-development goals are set can be very effective when the processes are familiar to both the reviewers and those being reviewed. For example, a manager in the United States may decide to use 360-degree performance surveys to gauge individual performance, while his counterpart in Japan uses a top-down evaluation approach, both of which are more familiar to employees in their respective regions.

Having said that, to summarize, I would like to utilize the ‘integrative’ strategy and to standardize some aspects across the different locations and to localize some aspects, so to achieve a “glocal” approach!

Explanation / Answer

Performance appraisals are perhaps the best way to not only let your employee know how she’s doing, but also to get feedback about how your organization is doing, whether your employees are committed to your goals, and what you can do to improve morale. performance appraisals that are mutually beneficial to both the employee and the organization requires an effective strategy and starts with preparation.

It’s crucial for you to have a solid performance review plan in place from start to finish so you can avoid stress, engage your employees, and increase productivity. In a BLR webinar titled “Stress-Free Performance Appraisals: Increase Productivity, Engage Employees, and Retain Top Talent,” Some performance appraisal best practices to help employers hone the process and get the most benefit.

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