The Evaluation Trap: Why Your Performance Appraisal System is Most Likely to Be Used Against You in Court and What to Do Instead

This 90-minute webinar will help you identify the flaws in your performance appraisal system and provide practical guidance and tips on how you can rectify it to meet HR and legal compliance requirements.

Why Should You Attend:

While widely performed, at least in part, to provide organizations with legal protection, performance evaluations are actually typically used in court against the company they are meant to defend.

This thought-provoking webinar reveals the fatal flaw in one of HR’s most compliance-driven processes, the performance appraisal system. This session will explain where the system breaks down, and what to do instead to meet HR and legal compliance requirements while setting the stage for a revolutionary performance management system that works!

This webinar will further explore the well-intentioned but misguided compliance-based reasoning for mandating the use of performance reviews. It will also clearly describe the basic building blocks you will need to develop & maintain a performance management systems that complies with HR and legal needs while yielding far more effective results in the area of employee behavior modification, motivation and career development.

Learning Objectives:

• Attendees will gain
• Clarity as to why almost every organization is doing something everyone hates.
• Insight into what to do instead.
• Knowledge of how to evaluate the effectiveness of any evaluation system.

Areas Covered in the Webinar:

• Brief background of Performance Management Compliance.
• Two reasons labor attorneys believe performance appraisals are flawed.
• The danger of performance labels, grades, scores, ratings and rankings.

Case studies:

Delta, Coca-Cola, Walmart, GE & Microsoft.

• The critical difference between discriminant intent and discriminant impact.
• Developing employees vs. documenting the file.
• A more effective way to minimize legal risk and improve productivity.
• Training managers to coach rather than evaluate.
• Elevating HR professionals from “policy police” to “coaching consultants”.

Who Will Benefit:

• Human Resource Managers
• Human Resource Executives
• Vice Presidents of Administration
• CEOs
• COOs
• Chief People Officers
• Organizational Development Managers
• Senior Operations Managers
• Directors of Learning and Development
• Risk Management Specialists
• Attorneys and Legal Staff
• Human Resource Consultants