Set the record straight

May 24, 2010 at 7:19 pm 2 comments

If you like performance reviews, you haven’t been happy about the articles appearing in the press over the last few weeks calling for the extinction of that annual ritual. From The New York Times to the Arizona Daily Star, columnists have been supporting the theories of Samuel A. Culbert, author of Get Rid of the Performance Review! Culbert says that in the case of performance reviews, offering no employee evaluations is better than the current system. He is a true believer in his mission.
A bit of troubling news in Culbert’s book is his statement, “HR professionals exploit the performance review to provide them a power base they don’t deserve.” Wow, I was surprised to see that. It seems that HR professionals have more to do than they can handle. I think many HR managers would be happy to give up the time consuming and tedious job of keeping track of reviews and reminding managers to give them.
Where do Culbert’s ideas come from? Is HR really a controlling group that just wants to create busy work to appear important? Apparently, Culbert thinks so. Reading that made me wonder if others feel the same way.
HR has been on a major push to develop a more strategic function within organizations. Most HR professionals are working hard to learn more about their businesses and increase their ability to have a significant impact on the bottom line. In many companies, the top HR executive reports directly to the CEO.
Culbert is right. You won’t get much respect if you don’t add value to your organization. But I don’t think that profile applies to most of the HR profession. Many HR professionals understand how to drive business results through effective recruiting, management and training and are working hard to set the record straight.

Advertisements

Entry filed under: HR Management, Uncategorized. Tags: , .

Are Full-Time Jobs Too Risky? Nice Businesses Finish First

2 Comments Add your own

  • 1. glenngooding  |  May 26, 2010 at 6:42 pm

    It is extremely important for people to know the score. If this is a performance review, then if done right, it gives employees information as to how well they are performing against the expectations they agreed to at the beginning of the performance period. I always suggest that managers conduct quarterly reviews, which eliminates surprises when the annual performance evaluation takes place.
    So, I have to say Mr. Culbert is way off base as far as I am concerned.

    Reply
  • 2. Amelia Fross  |  June 17, 2010 at 11:42 am

    It is extremely important for people to know the score. If this is a performance review, then if done right, it gives employees information as to how well they are performing against the expectations they agreed to at the beginning of the performance period. I always suggest that managers conduct quarterly reviews, which eliminates surprises when the annual performance evaluation takes place.So, I have to say Mr. Culbert is way off base as far as I am concerned.
    +1

    Reply

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s

Trackback this post  |  Subscribe to the comments via RSS Feed


Enter your email address to follow this blog and receive notifications of new posts by email.

Follow Bizarre HR on Twitter!

Archives


%d bloggers like this: