Peer Response on Managing Biases and Performance Appraisal Issues

Response to Professor
Hi
In a global environment where a manager can have employees working all over the world technology is the only solution that will allow for companies to operate globally while also providing the necessary personal touchpoints that allow leaders to stay connected to their employees. Bias has been a major discussion point over the last couple of years and this includes in performance reviews, also there is concern that bias can exist in machine learning. This requires companies to make sure that they routinely test the decision making of software to make sure that it does not include bias. What would be some of the steps that you would take to make sure that bias does not exist in the process of evaluating performance reviews?

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Response to xxxx
The past performance of an employee is a predictor of future performance because it details the history of the employee. A performance appraisal outlines the job of the employee and how they conduct themselves and work to help the company. Most of the time, and employee who has issues will continue to have issues. It is helpful for the employer to see the past history so they know how to react whether it be firing the person or finding our what else could be going on. The electronic database is helpful because the employee can see where they stand within the company. It assists them in seeing how they have truthfully grown and developed over the year or maybe where they have fallen short. At my job we look at past performance because it helps us determine who to hire and why. This improves opportunities for successful promotion because the better the history and job performance, the more likely the employee is selected for another opportunity internally in the organization.
Response to yyyyy

Past performance is definitely a predictor of future performance and utilizing tools such as performance reviews can help to see whether an employee is progressing or remaining stagnant after previous reviews and discussions. Annual performance reviews are used to go over an employee’s strengths, weaknesses, and what they need to work on. Along with these reviews extra training can also be given to the employee to assist them with growing and overcoming their weaknesses. The performance reviews can be used to see whether the employee has taken this advice and utilized it in a productive manner and has shown signs of progression. Or, there is the chance the employee is not progressing and wants to stay where they are at. Performance reviews can be used to determine raises, promotions, and any other advancements within the company.
An electronic database that contains performance appraisals can help improve opportunities for successful promotion because all previous appraisals will be kept and ready for management to look over and review. If there is an employee that does an excellent job, has had previous reviews that weren’t great, but used the advice given and is now thriving and showing they want to succeed, this can be used to ensure the correct employees are receiving promotions and have worked for the positions.