This document summarizes the pros and cons of annual performance reviews. It discusses that annual performance reviews allow for communication, training and development opportunities, and linking compensation to performance. However, they are also very time consuming, may not accurately reflect an employee's contributions, and can demotivate employees who receive negative reviews. The document also considers questions about alternatives to annual reviews and how to conduct reviews effectively without common mistakes like subjectivity, lack of preparation, or only providing critical rather than constructive feedback.

1. Group Member ID
Chiam Chun Kit 1001541849
Gao Yi Jia 1000921851
Gwee Chen Foo 1001541852
Mohammad Emrul Hassan Emon 1001541092
Wei Wen Yue 2021000241
HRM Group Presentation

2. Question 1
What are the pros and cons of annual performance
review?

3. Annual Performance Review
 System evaluation an organization employees
 Behavior
 Outcome
 Could use in the future development
 Training and development
 Most of the organization
 Perform annually

4. Pros
 Communication
 Top down and bottom up
 Training and development
 Target and develop talent
 Send to training
 Skills
 Knowledge
 Compensation and Benefit
 High performance will get bonus and increment.
 According to the Hygiene factor
 Salary is one of the factor will affect the dissatisfaction in workplace.

5. Cons
 Time consuming
 According to HR practice leader at CEB
 Spend average 210 hours in a year
 Employees 40 hours a year
 Do not accurately reflect employee contribution
 Mostly supervise and consult by manager
 Demotivate
 Once the employee got bad result will depress
 Performance will be decrease

6. Recommendation
 Have to depends on the organization strategies.
 There is no perfect practice
 Minimize the cons and maximize the pros.

7. Question 2
Recently, there is an article in Washington Post
stating how Accenture is doing away with its
annual performance reviews. Do you think doing
away with annual performance review is a way
forward to becoming a more mature and
independent workforce?

8. Answer
 Abolishing this long practiced tradition will transform the
company to a more mature and independence workforce.
 Both of the managers and employees find the traditional
technique complexity.
 The employees who give these reviews find it torture to fill
hundreds of forms especially on large organizations. It take
too much time .
 Those on the receiving, at the end find it depressing and
humiliating when being criticized . It affects motivation.

9. Question 3
 How will doing away performance review benefit
employee and employer?

10. Answer
Accountability
providing evaluating
or feedback
• According to the
Chief Executive,
Jack Wealth
• Implementation new
system
Save time
• According to the
Adobe implement
new system
• Benefit
Checking-in
• Top management
discuss and look at it
• Coaching/consulting

11. Question 4
 How will be backfire employee and employer?

12. Answer
Social media
• Platform
• Judgment
• Firing people
• Violate
Spying
• Sensitive
• Capture down
Comparing workers
• Lives in benchmarks
and ranking
• Negative impact

13. Question 5
 Are ranking terminologies important in an
organization?

14. Answer
Relying on ranking to assess:
 Consumers
 Products
 Fans
 Favorite teams
 Parents
 Schools
 When the rankings were used to evaluate employee
performance, what will be the outcomes?

15. • Inspire employee to become
more competitive
• Work harder
• Higher-ranked employees
• perform even better
• Lower-ranked employees
• more effort at work
• Ranked in the bottom employees
realize not suitable for the job
and leave the company
• Some employees Complacent
• Some employees Depressed
• The higher-ranked employees
• Relax
• The lower-ranked employees
• Demotivated and depressed
• Good performance employees
• Seek new challenges
• Poor performed employees
• Avoid challenges
• Stay in the company

16. Result
 Good employers know every well about their
employees and how the employees will react to the
ranking results.
 It is essential that you are aware of individual
differences and deal with your employees
differently based on individual circumstances.

17. Question 6
 What are the common mistakes by employers in
conducting performance reviews?

18. Answer
1. Too much subjectivity on employee performance
 the“Halo Effect”
 - focus a highly obvious characteristic of his employee
to affect their overall judgment of this person
2. Being late or postponed to summit reviews
 bad impression to employees
 talk about previous performance
 doubt with the whole appraisal process significance
 less receptive and initiative when completing self-evaluations or
participating

19. Continue
3. Failing to
 conduct interim reviews
 giving surprising feedback
4. Trend to Be Critical, not to be Constructive
5. Failure to Follow Up and poor preparation