Reference no: EM131807969

Discussion Question 1

Performance appraisals can and are a good teaching and or training tool however do you feel that they are generic in form or do you find that they are fair on an individual based evaluation? I as the General manager of our restaurant have to do performance appraisals on my team members and I sometimes find it unfair in that I have to rate the individual based on an overall perception of what is thought to be based on the abilities of the individual. When you hire individuals they have different weakness and different strengths no two are the same however the performance appraisals do not allow for the wiggle room I like to call it for individuals it is all black and white. I am curious as to your thoughts on this subject.

Discussion Question 2

I have read your post that is rich of information and very compelling that I will use in the future. After reading your post I was fascinate about the 360 degree feedback when performing employees daily surveillance activities within an organization. The American Psychological Associate (APA) has written about the use of the 360 degree strategy that organization managers use to monitor their employee performance then use internet survey tactics.

Discussion Question 3

The 360 degree evaluation is something that I implemented and utilized in a previous HR management position I held. All personnel including management loved the process and appreciated both the input and feedback of these evaluations. Is the implementation and utilization of this process a major factor in your decision to chose to acquire a company located either inside or outside the European Union? Were you able to find any disadvantages to this process?