Why would an organization decide to use focal-point reviews instead of the less burdensome anniversary model for performance appraisals? And, in your opinion and based on your HR knowledge, which method is better?

Explanation:

In my opinion, the use of focal point reviews is more advantageous for an organization than the anniversary model for employee performance evaluations, since in the anniversary evaluation there is an annual performance evaluation, carried out on the employee's hiring date or at the end of the year, this model may be more complex due to the difficulty of organizing the evaluation of all employees, since there are different dates for hiring employees, which can mean a problem with the agenda that interferes with the evaluation.

Focal point reviews, on the other hand, are more advantageous because they can be carried out whenever there is an identification of reduced performance of employees, and allow managers to carry out integrated performance evaluations, which gives the advantage of eliminating some type of bias that compromises the fairness of the assessment. In the focal point reviews, there is an employee evaluation based on comparisons between employee performance, which ensures greater efficiency in evaluating and developing actions to improve employee performance.

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