Appraisals & HR
Discussion
Like just about everyone out there working, I get a yearly appraisal.
When I sit down for the discussion, I'm there with my Line Manager, and also there is our HR person sat in the corner. HR are there, making notes, to 'make sure everything is done properly'.
Is this normal procedure?
My only previous experience of this is my time in the military, but the yearly assessments we had there were just between myself and my Line Manager, nobody else was present during the meeting.
I'm just curious as to what happens to everyone else, as I'd like to solidify or dispel my thoughts of said HR person and why they sit in on meetings.
When I sit down for the discussion, I'm there with my Line Manager, and also there is our HR person sat in the corner. HR are there, making notes, to 'make sure everything is done properly'.
Is this normal procedure?
My only previous experience of this is my time in the military, but the yearly assessments we had there were just between myself and my Line Manager, nobody else was present during the meeting.
I'm just curious as to what happens to everyone else, as I'd like to solidify or dispel my thoughts of said HR person and why they sit in on meetings.
It's certainly not abnormal, but it is certainly unnecessary. It has developed as a result of two issues; lack of management skills of some of those with direct reports and concern over overly intrusive employment rights. Senior managers have therefore attempted to compensate for both by introducing HR branches and supporting procedures and policies.
Many organisations find that skilling up their managers reduces the requirement for "HR support", which in turn reduces a major component of their fixed costs, (HR) personnel.
Many organisations find that skilling up their managers reduces the requirement for "HR support", which in turn reduces a major component of their fixed costs, (HR) personnel.
Any manager incapable of conducting an annual/quarterly appraisal without HR is not worthy of the role.
Similarly, any organisation implementing such a system without training their managers is woeful.
If HR are sitting in to "audit" eg consistency, a great step forward in most businesses.
OP - did the manager scene set and point out why the HR person was present. IMO a basic start to any meeting of this nature.
Similarly, any organisation implementing such a system without training their managers is woeful.
If HR are sitting in to "audit" eg consistency, a great step forward in most businesses.
OP - did the manager scene set and point out why the HR person was present. IMO a basic start to any meeting of this nature.
Thanks for the replies chaps, interesting to see that it's fairly standard procedure to have HR in the interview with us.
The HR person is, as explained by my manager at the time, there to make sure things go correctly, for me and my manager I would say.
I only question it as said HR person has a bit of a reputation (of which I won't go into!) and I suspected that they were inviting themselves into the meetings in order to overhear what was discussed, so they can stay well informed in their little 'Empire'.
The HR person is, as explained by my manager at the time, there to make sure things go correctly, for me and my manager I would say.
I only question it as said HR person has a bit of a reputation (of which I won't go into!) and I suspected that they were inviting themselves into the meetings in order to overhear what was discussed, so they can stay well informed in their little 'Empire'.
Fatman2 said:
Magic919 said:
HR are basically there to protect the company. That's about it.
+1And from experience to ensure that any decent performance is duly unrewarded (or as little as the company can get away with
)Well, Brigand , either your manager doesn't know how to do an appraisal, or how to tell HR to sling their hook.
Why don't you try suggesting that the discussion in an appraisal is a confidential review twixt manager and employee and this will be compromised by the presence of HR or any other third party. All they need to do is see the form
Wonder what HR would do if you refused to let the interview start until they leave? Could get you a very good appraisal - for cojones if nothing else!
If all else fails I've 30 years experience training line managers how to do appraisals
Why don't you try suggesting that the discussion in an appraisal is a confidential review twixt manager and employee and this will be compromised by the presence of HR or any other third party. All they need to do is see the form
Wonder what HR would do if you refused to let the interview start until they leave? Could get you a very good appraisal - for cojones if nothing else!
If all else fails I've 30 years experience training line managers how to do appraisals
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