In human resource industry there are certainly some myths or misconceptions breeds regarding its practices which degrades the status and thinking of the professionals towards the hr as a whole and also within the industry.
Its requires a lot of guts to speak the truth which actually prevails we need people to understand the truth as best to our ability and worked hard to make it visible to others regarding it.
Five Misconceptions
1. Conscientiousness is a better predictor of employee performance than intelligence.
Way to Resolve:
• Select new employees on both intelligence and conscientiousness
• In addition GMA (General Mental Ability) can also assessed through job knowledge tests, work samples, or simulation interview questions.
2. Companies that screen job applicants for values have higher performance than those that screen for intelligence.
Way to Resolve:
• Even if you are interested in people’s values, assess GMA and conscientiousness.
• Define what values are important to you. Then assess them through procedures such as behavioral description interviews.
• Consider which personality constructs are likely to reflect the values you want.
3. Encouraging employees to participate in decision making is more effective for improving organizational performance than setting performance goals.
Way to resolve
• Develop goals that are inspiring challenging and that stretch people’s capabilities.
• Once goals are clearly communicated and accepted, enlist broad participation, and do not shut down ideas.
• Support participation and goals attainment through the reward system, such as with gain sharing or other group incentive programs.
4. Most errors in performance appraisal can be eliminated by providing training that describes the kinds of errors managers tend to make and suggesting ways to avoid them.
Way to resolve
• Training, practice and feedback about how to avoid appraisal errors are necessary, but insufficient for eliminating errors.
• Eliminating errors may require alternative approaches to evaluation.
• Top managers should serve as strong role models for the performance evaluation process and attach managerial consequences to the quality of performance reviews.
5. If employees are asked how important pay is to them, they are likely to overestimate its true importance.
Way to Resolve
• Recognise that employee attitude surveys are subject to a variety of cognitive biases such as social desirability and lack of self-insight.
• Wherever possible, study employee behaviors in addition to attitudes; the two will not always converge.
By Priti Shah
Laurent & Benon Management Consultants Ltd, a public limited company with its corporate office Gurgaon with Pan-India presence. We as an organization strive to offer the right Human Resource Solutions at the right time and enable our clients to enhance the net worth of their human resource capital.
For further Information please Visit us at: HR Services, HR Staffing, HR Training, HR Consulting Firm, HR
Visit Blog at: Laurent and Benon Management Consultants Ltd
Its requires a lot of guts to speak the truth which actually prevails we need people to understand the truth as best to our ability and worked hard to make it visible to others regarding it.
Five Misconceptions
1. Conscientiousness is a better predictor of employee performance than intelligence.
Way to Resolve:
• Select new employees on both intelligence and conscientiousness
• In addition GMA (General Mental Ability) can also assessed through job knowledge tests, work samples, or simulation interview questions.
2. Companies that screen job applicants for values have higher performance than those that screen for intelligence.
Way to Resolve:
• Even if you are interested in people’s values, assess GMA and conscientiousness.
• Define what values are important to you. Then assess them through procedures such as behavioral description interviews.
• Consider which personality constructs are likely to reflect the values you want.
3. Encouraging employees to participate in decision making is more effective for improving organizational performance than setting performance goals.
Way to resolve
• Develop goals that are inspiring challenging and that stretch people’s capabilities.
• Once goals are clearly communicated and accepted, enlist broad participation, and do not shut down ideas.
• Support participation and goals attainment through the reward system, such as with gain sharing or other group incentive programs.
4. Most errors in performance appraisal can be eliminated by providing training that describes the kinds of errors managers tend to make and suggesting ways to avoid them.
Way to resolve
• Training, practice and feedback about how to avoid appraisal errors are necessary, but insufficient for eliminating errors.
• Eliminating errors may require alternative approaches to evaluation.
• Top managers should serve as strong role models for the performance evaluation process and attach managerial consequences to the quality of performance reviews.
5. If employees are asked how important pay is to them, they are likely to overestimate its true importance.
Way to Resolve
• Recognise that employee attitude surveys are subject to a variety of cognitive biases such as social desirability and lack of self-insight.
• Wherever possible, study employee behaviors in addition to attitudes; the two will not always converge.
By Priti Shah
Laurent & Benon Management Consultants Ltd, a public limited company with its corporate office Gurgaon with Pan-India presence. We as an organization strive to offer the right Human Resource Solutions at the right time and enable our clients to enhance the net worth of their human resource capital.
For further Information please Visit us at: HR Services, HR Staffing, HR Training, HR Consulting Firm, HR
Visit Blog at: Laurent and Benon Management Consultants Ltd