Simple accounting changes that could reduce biases in performance measures

Running Head ORGANIZATIONAL CHANGE MANAGEMENT 1
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Running Head ORGANIZATIONAL CHANGE MANAGEMENT 2
ORGANIZATIONAL CHANGE MANAGEMENT
Simple accounting changes that could reduce biases in performance measures
For any organization, its performance evaluation is a must in which is generally done at
management level. People sitting at the managerial level may use different accounting policies
for performance evaluation of an organization which is also important for the purpose of decision
making of business. Some of the data organization can rely on during performance appraisals, or
evaluations are compensation adjustments, succession planning, development initiatives,
engagement plans and, recruitment and retention strategies in which for them to be executed and
be successful relies on the accuracy and fairness of the data for performance evaluation.
One of the changes which can help in minimizing and avoiding bias in the performance
measures process is for managers having appraisals on periodic and timely feedback instead of
an annual basis. For instance, the managers are instead of doing the performance evaluations at
only the end of the year; they should do it on a monthly basis. Embracing a management system
for performance in which employees can attach files and notes it ensures their actual
accomplishments are in consideration while the managers are done with their appraisal.
By having different and, several parties input and use of the reviews result in forms a
basis of an accurate look at the performance of an employee when rating their overall
performance hence being one of the keyways of reducing or eliminating bias.
Through benchmarking and calibration, managers and supervisors of any organization
it’s useful for them to meet and deliberate why and how they rate performance hence ensuring
rate consistency in all departments. (Bol, 2011)
Also for managers to reduce the chances of bias, while making a judgment on the
performance they consider using ‘Goal completed, Goal Started’ rating scale instead of the
traditional ‘Exceeds Expectations, Meets Expectations’ rating scale.
Using automated or online performance management system in which appraisal templates
can be customized and built, and also an organization can maintain and update them. It is a
flexible and quick way of avoiding bias in the appraisal.
In addition, the use automated performance management software helps in monitoring the
ratings of performance evaluations done by managers and supervisors, which is not only helps in
fairness to employees appraisal but also useful in making business decisions based on accurate
results. (CRG emPerform, 2015)
Some of the implications of different types of change for the change manager
Most of the change management work is done by managers, senior leaders, and
supervisors in an organization. The change management is a discipline which involves ensuring a
smooth implementation of change with lasting benefits and also considering its impacts on the
organization and its people. A change manager facilitates the process of the change.