Corrected Question:
Jonathan is a part of the HR department in an advertising firm. During performance review, Jonathan realized he does not know the details of the job performed by a certain group of employees.
However, he proceeds with the review and evaluates their performance. Which of the following is most likely to have occurred after the performance review.
a. The outcome was easier to evaluate than the specific behaviors of the employees
b. The outcome was difficult to evaluate because Jonathan did not have the employee's job details
c. The performance review was deemed redundant because Jonathan did not know the details of the employee's Job
d. Jonathan did not have enough data to complete the performance review because he did not have the employee's job details
e. Jonathan was unable to evaluate the specific behaviors of the employees
Answer:
The correct answer is C) The performance review was deemed redundant because Jonathan did not know the details of the employee's job.
Explanation:
First what is a performance review?
A performance review, which is also known as performance appraisal or performance evaluation, is a formal assessment in which managers evaluate an employee's work performance, identify strengths and weaknesses, offer feedback, and set goals for future performance.
Ideally, the primary goal of this process is to provide course correction and encourage positive performance.
There are six steps to Performance Evaluation. The first of them is to Establish Performance Standards.
Performance Standards are codified expectations for each role or job position. Standards are necessary with each job position because they are used to fulfill the mission and vision of the company.
Performance standards are established through job descriptions, employee handbooks and operational manuals. Standards are subject to adjustment, based on changes in business needs.
According to the question, the manager didn't have sufficient information about the jobs he was evaluating. The most likely out come is C.
The reason is this: without a standard, Jonathan is most likely to be partial (intentionally or not) in his judgement about the performance of the employees.
Giving some people a pass on meeting standards creates problems with team morale and potential legal issues when firing employees and this defeats the primary purpose of performance evaluation.
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