So far, you have reviewed the presentations on both Training (CH 7) and Performance Management (CH 8). You have listened to the discussions of how Job Descriptions list the essential functions of each specific job and discovered how managers use the Job Description to recruit and select individuals that appear to be a fit for their team. The chapters discuss how the JD helps set the stage for any training required at the onset of employment. It also establishes a tool/mechanism to evaluate the success of the employee. Given the material and any personal experience, please respond and discuss:

1) If you are the Director of HR charged with overseeing the Performance Management process and upon reviewing departmental statistics you notice a manager giving consistently low scores to all of their subordinates, what steps would you take to evaluate the managers process and determine the validity of the scores?

2) What other characteristics or environmental conditions would you expect to see in that particular department if the scores are deemed accurate? If the scores are deemed inaccurate?

3) How would you determine if this an anomaly stemming from a rater error or if the department is indeed struggling as a unit?

4) What would do to assist the manager?