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Performance Appraisal: Reliability
It has been observed that sometimes, the most important aspect of success is simply showing up, or being at the right place at the right time. As cliched as this saying may sound to many employer's ears, the importance of reliability when evaluating the quality of an employee must not be underestimated. The ability of an employee to do his or her work on time and to be there at a designated hour is vital in ensuring the success of an organization. Even the most brilliant employee, if erratic, will win few accolades from a client. The perfect advertising campaign for a new toy if developed too late will mean little if the toy's competitors have already secured the traditional seasonal Christmas market share and the public's attention. An employee who strolls in two hours late every morning, even if he or she stays late, sets the tone for the entire office, and causes his or her colleagues to wonder -- 'why shouldn't I push my snooze alarm as well, if X isn't penalized.' If employers do not value reliability, overall workplace morale will plummet, and if employees do not value reliability, the overall efficacy of the company, and the company's very existence may be jeopardized.
Compliance with the law is also critical. When hiring, human resources managers must take care not to ask illegal and inappropriate questions, such as a female candidate's desire to have children, questions pertaining to sexual orientation, or aspects of the candidate's personal life not directly relevant to the job. Diversity training has become standard at most major companies, to ensure that an inclusive workplace atmosphere is created. Violating employee law has obvious legal consequences for a company in terms of financial losses, and a lawsuit can also damage the company's reputation amongst consumers and future employees. Finally, even if an employer is not 'caught,' flagrantly violating critical aspects of employee law, such as "overtime pay, family leave, final paychecks, or occupational safety and health," standards can have a negative impact upon employee morale and retention. (Guerin, 2006, p.2)
Works Cited
Guerin, Lisa. (2006) "When Do I Need an Employment Lawyer?" Nolo.com. Retrieved 10 Jan 2007 at http://www.nolo.com/article.cfm/pg/2/objectId/7FCAEE2C-39BA-429E-AD62ED43C0E1D72C/catId/CB627BAD-F421-4AF1-AE5C9D84021BB999/111/259/ART
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