PLEASE READ THE INSTRUCTIONS. This is Doctoral work!! Provide one response to EACH student’s POST. Each response should be 150 words. PLEASE KEEP IN ORDER; the responses must be relevant to the...

WRITTEN ASSIGNMENT        2
WRITTEN ASSIGNMENT
Table of contents
Response to Sammy Paz    3
Response to Kilburn Fulton    3
To monitor management performance, HR specialists can implement several strategies    4
Response to Tiffany Pescini    4
Your corrective action recommendations are spot-on    5
References    6
Response to Sammy Paz
You raise an important issue with relation to the recency impact in performance reviews. Inaccurate and biassed judgements might result from focusing just on recent performance. It is crucial for HR professionals to urge managers like Cameron to take the full performance period into account when evaluating employees in order to address this problem. A more accurate picture of an employee's contributions over time may be provided by conducting regular check-ins and keeping thorough performance diaries. Using this method guarantees that performance evaluations are fair and accurate representations of the employee's overall performance.
It is crucial to maintain a balance while providing feedback, especially when it comes to being generic or ambiguous. Even while constructive criticism is important for an employee's development, giving too many ambiguous instructions might make employees unsure of what has to be improved (Aguinis & Burgi-Tian, 2021). Managers like Cameron may benefit greatly from feedback training from HR professionals, which will help them provide detailed feedback that encourages progress. Templates and instructions for conducting performance evaluations can improve the uniformity and clarity of criticism. Overall, your observations highlight the significance of honest and efficient performance reviews, as well as HR's responsibility...