What is the difference between Performance Appraisal and Performance Management?

Performance Management and Performance Appraisal

Performance management is the term used to describe the actions taken to identify, gauge, enhance, and track a human resources institution’s performance. The actions are carried out in light of both the present and the future. As a result, managers aggressively seek initiatives to get the best possible work from staff members while also creating plans to further develop their professional capabilities. Performance appraisal, in contrast, describes the ongoing practice of assessing the performance of human resources. The past, namely the performance of employees since their most recent evaluation, is the focus of performance appraisal. Ultimately, performance evaluation is more of a reactive whereas performance management is a proactive measure.

Ethical Issues in the Situation

Discuss two ethical issues in this situation?

The ethical issues in the situation related to the provision of equal opportunity in recruitment and ensuring diversity in the workplace. Regarding the ethical issues of diversity, the concern challenge revolves around acknowledging, comprehending and valuing deviations in race and gender that may be potentially favorable or not favorable for new recruits for the position. However, respecting the need to achieve diversity, the other ethical issue complicates in the ensuring that potential candidates have equal opportunities for the new position.

Arguments For and Against Each Candidate

Discuss two arguments for and two arguments against selecting each candidate?

Firstly, the African-American female candidate should be selected since her gender and race may inevitably put her in a disadvantaged position. By selecting the candidate, the marketing executive could work towards ensuring equal opportunity for diverse persons. Secondly, African-American woman should be hired because she is an arguably better performer than her competitor. In the case, if her boss rated everyone fairly rather than rating them on the low side, her score would be 0.4 points higher in the range of 4.2 - 4.6 as compared to her competitor’s 4.0 - 4.4.

On the other hand, the white male should be hired for the apparent reason that he was scored higher than the African-American female on performance appraisal. Indeed, the marketing executive understands the latter may have received an unfair rating, but that is outside the scope of his/her responsibility. As such, the marketing executive should act on information provided by the bosses of two candidates. Additionally, the white male should be hired on the merit of his performance which the marketing executive acknowledges is a fair reflection of his performance. Otherwise, the refusal to hire could have deprived him of equal opportunities.