PLEASE!!! THIS IS DOCTORAL WORK. Turnitin and Waypoint are being used to check for plagiarism, and...

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PLEASE!!! THIS IS DOCTORAL WORK. Turnitin and Waypoint are being used to check for plagiarism, and please use APA format. Please pay close attention I NEED INSTRUCTIONS TO BE READ THROUGHLY AND FOLLOWED, to plagiarism, it's not tolerated. make sure to use in-text citations demonstrating that I am citing my references. Please do not use fake references, this instructor will check, and this instructor will check Please keep plagiarism under! 0% or lower. VERY IMPORTANT. Let’s make sure all questions are covered and answered.

Mistakes in the Performance Appraisal Process [WLO: 2] [CLOs: 1, 2, and 3] To avoid mistakes that can negatively affect the outcome of a performance appraisal, HR professionals are expected to examine the overall performance appraisal process, as well as examine the employees involved in conducting performance appraisals. Prior to beginning this discussion, please review the Forbes article Ten Biggest Mistakes Bosses Make in Performance Reviews, and analyze three mistakes presented in the article. Assume that Cameron, a new manager, is making the three mistakes you analyzed, and evaluate methods or solutions that could be used to avoid these mistakes in the future. Describe what your role as an HR professional would be in coaching Cameron’s three selected mistakes. What corrective measures should you use to remediate opportunities and support managers, like Cameron, who are responsible for conducting performance appraisals? Your initial post must be a minimum of 300 words. Support your recommendations with at least one scholarly and/or credible source. The Scholarly, Peer Reviewed, and Other Credible Sources

mistakes-in-the-performance-appraisal-process-hrm640-wk2-dis2-h25ugn1l-zbv35vmx.docx

Dipali · Accepted Answer

WRITTEN ASSIGNMENT		1
WRITTEN ASSIGNMENT
Table of contents
Discussion	3
References	6
Discussion
	Employee morale, motivation, and professional growth may all be strongly impacted by the performance assessment process, which is a crucial part of talent management within a company (Na-Nan et al., 2022). Managers, particularly those who are brand-new to their positions, can make standard errors during this process. Three errors from the Forbes article "Ten Biggest Mistakes Bosses Make in Performance Reviews" will be examined in this discussion along with solutions to prevent them. We will also talk about the role of HR experts in mentoring managers like Cameron and the remedial actions to help them conduct efficient performance reviews.
Mistake 1: Lack of Preparation
	A typical error mentioned in the Forbes article is managers' lack of preparedness. Cameron and other inexperienced managers can overlook employee performance reviews in-depth or fail to establish clear expectations prior to the evaluation. Cameron can be urged to spend time gathering and evaluating pertinent material, including as performance indicators, comments, and self-assessments, ahead to the evaluation meeting in order to avoid making this error. In order to ensure that managers have the required resources and direction, HR experts may offer training and materials on efficient preparation practices.
Mistake 2: Focusing Only on Recent Performance
	The paper also mentions the error of concentrating just on recent performance.

PLEASE!!! THIS IS DOCTORAL WORK. Turnitin and Waypoint are being used to check for plagiarism, and please use APA format. Please pay close attention I NEED INSTRUCTIONS TO BE READ THROUGHLY AND...

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