Please answer the following (make sure to follow format guidelines for all discussions and replies as described on the assignment rubrics [e.g., length of response, professionalism]):

1. Job duties are important elements in a given job and are important to identify and measure employee performance criteria. When evaluating performance, weights are typically assigned to show the relative importance of different duties in a job. How are these duties weighted in your job (or pick a class if you do not work)? If they are not weighted, how would you weight them? As you make your list, identify the type of information for each criteria (i.e., trait based, behavior-based, results-based).

2. Performance appraisals are used to assess an employees performance and provide feedback. In the US, performance appraisals are widely used for administering actions (e.g., wages and salaries, disciplinary procedures) and developmental actions (e.g., identifying strengths and weaknesses). What is the main premise behind the legal concerns of performance appraisals? Are any of the tools mentioned in the chapter used in your performance appraisal at work (or school if you do not work)?

3. As an HR manager, you need to make sure anyone conducting an employee performance must be trained to avoid rater errors. Have you ever experienced any rater errors in your own appraisals? What about in terms of providing appraisal feedback during your appraisal interview (are the appraisal interview hints for appraisers followed, Figure 10-12)?