In preparation for upcoming performance evaluations, the chief human resources officer $($CHRO$)$ sends an email message to all department managers outlining key policies and processes to follow when conducting reviews. A department manager on the email distribution list meets with an HR generalist to discuss several issues, including critical hiring needs, the general decline of the market, the possibility of essential layoffs, and the direct impact of the CEO$$s company$-$wide strategy on the manager$$s department. They also talk about the manager$$s low ratings of employees$$ performance last year when compared to the ratings of other department managers who used an identical scale. They discuss the extent to which this strict process unfairly punished the manager$$s department. Because of the latter concern, the manager requests the HR generalist$$s guidance on how to establish operational objectivity this year. The HR generalist provides guidance by reviewing the key points in the CHRO$$s email message to ensure that the manager understands the requirements, the review process, and how ratings impact bonuses and compensation.

How should the HR generalist respond if the department manager asks whether performance appraisal results will justify layoff decisions?

Answers

Performance appraisal results are the primary factor for determining layoffs. However, legal issues and the impact on company$-$wide strategy are also considerations.

Performance appraisal results are the primary factor for determining layoffs. However, market decline is also a consideration.

Salary is the primary factor for determining layoffs. However, performance appraisal results are also a consideration.

Seniority is the primary factor for determining layoffs. However, performance appraisal results are also a consideration.