Since one of my interests is HR, this course has taught me many aspects of HR that will be essential if I pursue HR as a career. Although I have taken other HR classes and am a part of the HR club on campus, I do think learning the laws around HR is very important. Since, I have taken other classes I already learned these but would like to highlight the legal aspect of HR being very important.
The most important thing that I learned this term was the portion on performance and identifying how performance can be measured and the importance of making sure the tools used are relevant in measuring a person’s performance. A really helpful diagram was the ultimate criterion vs actual criterion Venn diagram. There are a lot of times where managers think that a certain measure of performance is the most accurate way but in reality, it falls into the criterion contamination. Also, a lot of the time not everything is being measured. For instance, there can be times where performance is simply measured based on one statistic, but doesn’t take into account other aspects of the job that are essential to the job and the company but can be difficult to quantify. This would be an example of criterion deficiency.
Another aspect of this topic is the desirable criteria. One that stands out to me the most is the discriminability of the criteria. In order for managers to be effective and reward the high performers, the measures of performance must be able to distinguish between the high performers and the low performers. This topic is important for me because, as a manager, I will need to know how to give effective performance reviews with employees. Also, if I am in HR and need to create tools to measure performance, this will have already given me a good understanding.