IRE367H1 Lecture Notes - Lecture 9: Performance Appraisal, Capital Intensity, Quality Costs

• School: UTSG
• Department: Employment Relations, Centre for Industrial Relations and Human Resources
• Course: IRE367H1
• Professor: Mark Easton

Document Summary

Decision to link performance appraisal to pay. Should link to merit raise or bonus be: Discretionary systems tend to penalize women and. How should the total amount be determined? minorities more. No limit on numeric amount on a given year, just adds up all increments and pays them. No control over labor costs - bottomless pit of giving out pay. Maximum amount allocated; allows upper management to control labor costs and makes it more fair to have formal policies to go to each manager for how it should be allocated. Crucial to consider in light of the increased reliance on teams for accomplishing goals in the contemporary workplace. Yes individuals in terms should be evaluated. Teams so interdependent that it would be impossible and unfair to single out contributions of individuals. Will create resentment and less team cohesion. Best to stay with gain or goal sharing systems. No individuals in teams should not be evaluated.