Karen Howell's Performance Appraisal

Karen Howell has a difficult task ahead with cutting 20 percent of the workforce. Unfortunately, Howell cannot conduct performance-based terminations to cut underperforming or poor performers with inaccurate performance appraisals (Bragger, Evans, Kutcher, Sumner, & Fritzky, 2015). Additionally, inaccurate performance documentation creates risk concerning unfair dismissal or wrongful termination claims. Therefore, Howell should primarily consult with D-Bart’s attorney to determine the best and fairest process necessary to cut the workforce, while ensuring compliance with state and federal employment statutes. Nevertheless, to downsize the force at the non-union San Jose facility, Howell must develop and implement a clear and fair workforce

Possibly an unpleasant management practice, the performance appraisal is a critical factor in measuring organizational performance (Prasad, Vaidya, & Rao, 2016). Performance appraisals create greater awareness of negative performance behaviors, negative traits, areas for improvement, expectations, and goals. Conceivably, a proper employee performance appraisal could have corrected Ben Renefro’s and Jackie Callahan’s negative behaviors and substandard performance, or at least documented it. As a Production Supervisor, Dave Bradshaw’s inaction or inadequate performance appraisals broke the link between employee performance and consequences. Thus, the inadequate appraisal systems negatively affected the manager-subordinate working relationship, time resources, workforce development, compliance, and inaccurately documented employees’ contribution (Longenecker, & Fink,

Therefore, the best method to protect from claims of discrimination is to make sure managers perform proper, accurate, and timely performance appraisals. Consequently, Windy Wright, Human Resource (HR) Director, and D-Bart leaders must reengage with managers to emphasize the importance of the performance appraisal process, legal requirements, and potential application and consequences. Moreover, Wright must ensure D-Bart has a formal performance appraisal system in effect and, more importantly, take measures to correct deficiencies as necessary (Longenecker, & Fink, 2017). Accordingly, D-Bart must conduct remedial training with management staff to increase awareness and appreciation for the process, organizational policies, and state and federal employment