n 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.

Which is the HR generalist$$s best response to the department manager$$s concern about being a strict rater?

Answers

Advise the department manager to apply the standards set by the company fairly and objectively.

Suggest a training session with all department managers to calibrate expectations and understanding of rating levels.

Alert the CHRO of the issue and suggest individual guidance provided by HR on how to consistently rate employees.

Offer to review the department manager$$s initial ratings and provide input on whether the ratings are too strict.