i need very much detailed answer as humar resource management course.

1. Which rater biases does Oliver seem to be displaying? 2. Using the guidelines for effective performance evalua- tion interviews (Figure 8-14), develop a plan for what Oliver should do to improve his ability to conduct more effective performance appraisal interviews. 3. Examining the performance appraisal form in Table 1, what recommendations would you have for its improvement? Part 4 Macing. Developing and Evaluating Human Resim in just telling you what I've woen. If you want to improve perfect, but the customers love him. He is just the most you'll be more open to listening to feedback. Oh actually cany going guy If we get behind schedule we just send that's great" Oliver wrote quickly on his paper and we him out to make nice and no one gets upset. We couldn't tinued let's actually put the listening to criticism thing met by without him. Besides, I only save tuin a rating of something you need to do better. There! That's go meets expectations as well Now we have the areas for improvement so I can fill out Jumping out of his char. Ben replied. This makes no this form properly. We'll list punctuality, staying calm, and sene! Scurt is the reason we get behind schedule? Whe accepting criticism as areas that you need to work on 1 weren't here we wouldn't need anyone to kiss up to the was having trouble thinking of three weaknesses, but now I think we're set Oliver held out his hands in a calming gesture, and said Ben sat speechless, unsure what to say "You're getting upset again, Ben What's with that? Didn't we just agree that you were going to work on that prob The Overall Rating lem? Please Have a seat I think we're just about done. You Oliver peut down his pen, and said, on the bright side. I just need to sign these forms for me uying that we had am rating you at meets expectations. You'll be happy to this meeting. Oliver held out his pen to Ben, who seemed unsure how to react know that you are aligned with all of the other engineers on this project. Good job! White cach of you has strengths DISCUSSION QUESTIONS and weaknesses. I'm happy to say that everyone is doing fine overall. I'm sure you'll agree that we have a very 1. Which rater bicseh does Oliver seem to be displaying! good team." 2. Using the guidelines for effective performance evalua- tion interviews (Figure 8-14), develop a plan for what What About Scott? Oliver should do 10 improve his ability to conduct Finally finding his voice. Ben said, "Wait. We're all rated more elective performance appraisal interviews the same? What about Scott Browski? That guy is a walk 3. Examining the performance appraisal form in Table 1. ing disaster. We all spend time fixing his mistakes because what recommendations would you have for its he can't do anything right. And if you care so much about improvement? punctuality, maybe you've noticed that he is late at least In the next installment of the WE Connections story once a week." (at the end of Chapter 9) HR staff mull over their compen Annoyed, Oliver said, "Woah Calm down. Ben. There's sation strategy when some employees express dissatisfac no need to come down so hard on Scott. He may not be tion with the equity of the company's system. Performance Appraisal Meeting need improving, however Let me tell you what you need Project Manager Oliver Caine skimmed his notes as he to work on. Furst, I've noticed you coming in late a couple waited for Ben Robins to come to the meeting room. He of times. That's never a good idea, especially for a junior hoped tien would arrive soon as he wanted to get the con person. Please do what you can to cut that versation finished quickly. He had a lot of other people Laraning forward in his char Ben looked started as he to get through. It was performance appraisal season and Sild, Well okay. Is it's true I was late on the stor Oliver had to sit down with each of his seven software ings, but that's because I've been having some car trouble engineers, just as he had done the year before One This month. You know that I work late most nights, come promised the HR people that he would hand in the forms times till 10.00pm. And I've never takes a sick day I can't by Friday, which had seemed like a good idea three wecks believe that being 10 minutes late twice is at the top of your ago when he had agreed to it. Unfortunately, there had been list. That really doesn't seem to be significant in my mind some unexpected issues with his project in the meantines Looking uncomfortable. Oliver replied. You don't need now he had to quiere all of the performance management ally, this reminds me of anther area that needs improve to get upset, Hen I'm trying to help so here and actu- activities into a couple of days Ben walked into the conference on, and smiled as he ment. You seem to get upset too easily. Come to think of it, said, "Hi, Oliver, I hope I didn't keep you waiting." Pse seen you react strongly to things that people say in our project meetings. I wish you would make more of an effort Oliver replied, "No, I was a little carly. Come on in and to stay calm and reasonable." sit down. Let's per this performance appraisal done." Shaking his head. Ben said, "Excuse me? I loonestly Smiling good-naturedly. Ben shrugged and chuckled as don't know what you are talking about have never gotten he said, "Sounds good to me. Just tell me how great I am and I'll get out of your hair." upset in a project meeting! I may have detended an idea, Ben shut the door and slid into a chair, Looking expec- but that's it. Can you give me an example of a time when you think this happened tantly at Oliver to begin Oliver sighed, and shook his head. He said. "No, I don't have an exact dates anything, but I know I've seen it, and Performance Feedback on more than one occasion. It seems silly to argue about Glancing down at the performance appraisal form (see this. Why would I li?" Table 1 he was in the process of hastily completing. Oliver Eyes flashing. Ben replied quietly with his teeth said, "Ben, I see that you have been with us for just over clenched, "I'm not saying that you are a liar, Oliver. I'm seven months, and you have been working with me for the siniply disagreeing with what you're saying. You're just Jast four Generally, I can say that you have been doing a wrong." good job. You have always banded in your work on time, Oliver shook his head impatiently. "Well, I think you're and people seem to like you. There are some areas that the one who is wrong. But, we're getting off track here TER 1. Which rater biases does Oliver seem to be displaying? 2. Using the guidelines for effective performance evalua- tion interviews (Figure 8-14), develop a plan for what Oliver should do to improve his ability to conduct more effective performance appraisal interviews. 3. Examining the performance appraisal form in Table 1, what recommendations would you have for its improvement? Part 4 Macing. Developing and Evaluating Human Resim in just telling you what I've woen. If you want to improve perfect, but the customers love him. He is just the most you'll be more open to listening to feedback. Oh actually cany going guy If we get behind schedule we just send that's great" Oliver wrote quickly on his paper and we him out to make nice and no one gets upset. We couldn't tinued let's actually put the listening to criticism thing met by without him. Besides, I only save tuin a rating of something you need to do better. There! That's go meets expectations as well Now we have the areas for improvement so I can fill out Jumping out of his char. Ben replied. This makes no this form properly. We'll list punctuality, staying calm, and sene! Scurt is the reason we get behind schedule? Whe accepting criticism as areas that you need to work on 1 weren't here we wouldn't need anyone to kiss up to the was having trouble thinking of three weaknesses, but now I think we're set Oliver held out his hands in a calming gesture, and said Ben sat speechless, unsure what to say "You're getting upset again, Ben What's with that? Didn't we just agree that you were going to work on that prob The Overall Rating lem? Please Have a seat I think we're just about done. You Oliver peut down his pen, and said, on the bright side. I just need to sign these forms for me uying that we had am rating you at meets expectations. You'll be happy to this meeting. Oliver held out his pen to Ben, who seemed unsure how to react know that you are aligned with all of the other engineers on this project. Good job! White cach of you has strengths DISCUSSION QUESTIONS and weaknesses. I'm happy to say that everyone is doing fine overall. I'm sure you'll agree that we have a very 1. Which rater bicseh does Oliver seem to be displaying! good team." 2. Using the guidelines for effective performance evalua- tion interviews (Figure 8-14), develop a plan for what What About Scott? Oliver should do 10 improve his ability to conduct Finally finding his voice. Ben said, "Wait. We're all rated more elective performance appraisal interviews the same? What about Scott Browski? That guy is a walk 3. Examining the performance appraisal form in Table 1. ing disaster. We all spend time fixing his mistakes because what recommendations would you have for its he can't do anything right. And if you care so much about improvement? punctuality, maybe you've noticed that he is late at least In the next installment of the WE Connections story once a week." (at the end of Chapter 9) HR staff mull over their compen Annoyed, Oliver said, "Woah Calm down. Ben. There's sation strategy when some employees express dissatisfac no need to come down so hard on Scott. He may not be tion with the equity of the company's system. Performance Appraisal Meeting need improving, however Let me tell you what you need Project Manager Oliver Caine skimmed his notes as he to work on. Furst, I've noticed you coming in late a couple waited for Ben Robins to come to the meeting room. He of times. That's never a good idea, especially for a junior hoped tien would arrive soon as he wanted to get the con person. Please do what you can to cut that versation finished quickly. He had a lot of other people Laraning forward in his char Ben looked started as he to get through. It was performance appraisal season and Sild, Well okay. Is it's true I was late on the stor Oliver had to sit down with each of his seven software ings, but that's because I've been having some car trouble engineers, just as he had done the year before One This month. You know that I work late most nights, come promised the HR people that he would hand in the forms times till 10.00pm. And I've never takes a sick day I can't by Friday, which had seemed like a good idea three wecks believe that being 10 minutes late twice is at the top of your ago when he had agreed to it. Unfortunately, there had been list. That really doesn't seem to be significant in my mind some unexpected issues with his project in the meantines Looking uncomfortable. Oliver replied. You don't need now he had to quiere all of the performance management ally, this reminds me of anther area that needs improve to get upset, Hen I'm trying to help so here and actu- activities into a couple of days Ben walked into the conference on, and smiled as he ment. You seem to get upset too easily. Come to think of it, said, "Hi, Oliver, I hope I didn't keep you waiting." Pse seen you react strongly to things that people say in our project meetings. I wish you would make more of an effort Oliver replied, "No, I was a little carly. Come on in and to stay calm and reasonable." sit down. Let's per this performance appraisal done." Shaking his head. Ben said, "Excuse me? I loonestly Smiling good-naturedly. Ben shrugged and chuckled as don't know what you are talking about have never gotten he said, "Sounds good to me. Just tell me how great I am and I'll get out of your hair." upset in a project meeting! I may have detended an idea, Ben shut the door and slid into a chair, Looking expec- but that's it. Can you give me an example of a time when you think this happened tantly at Oliver to begin Oliver sighed, and shook his head. He said. "No, I don't have an exact dates anything, but I know I've seen it, and Performance Feedback on more than one occasion. It seems silly to argue about Glancing down at the performance appraisal form (see this. Why would I li?" Table 1 he was in the process of hastily completing. Oliver Eyes flashing. Ben replied quietly with his teeth said, "Ben, I see that you have been with us for just over clenched, "I'm not saying that you are a liar, Oliver. I'm seven months, and you have been working with me for the siniply disagreeing with what you're saying. You're just Jast four Generally, I can say that you have been doing a wrong." good job. You have always banded in your work on time, Oliver shook his head impatiently. "Well, I think you're and people seem to like you. There are some areas that the one who is wrong. But, we're getting off track here TER