What I thought must be tricky has proven to be obvious to HR practitioners, consultants, biz owners and academics. I’m referring to the HR Brain Twister I presented three weeks ago about using compromised data in performance records.
The experts I heard from expressed concern about damage to employee morale, loss of meaning for the PA system and possible legal challenges.
Thanks to all of you who responded to my question.
My reaction to the situation was that using the bad data was wrong. However, a couple of leaders in the organization, generally regarded as authorities on HRM and measurement methods, insisted it was an acceptable move.
Two good lessons here: 1) Do not allow garbage into your performance evaluation process and 2) if you know your stuff, go with your gut, even when others have a different opinion.
Your thoughts?