Performance review phrases – HR management

Human resource managers play a crucial role in any company, as they are responsible for hiring and retaining people who satisfy the needs of the organization. They are liaisons between employees and department heads and must be highly aware of the strategic needs of the company in order to find those who are able to meet these requirements. They are also supposed to develop, shape, and lead workplace culture incorporated into the value systems of the organization.
Thus, the key skills for HR professionals are:

  • communication & Interpersonal Skills
  • critical listening
  • organizational skills
  • time management
  • conflict management
  • leadership
  • strategic thinking

You can use Performance review phrases for human resources management as follows:

Exceptional/Superior:

  1. Claire communicates with everyone in a warm and professional way regardless of race, gender or social class; therefore, everyone feels recognized and respected.
  2. Kate looks at employees as individuals with a diverse set of skills, needs, and interests. It helps her to create and maintain a comfortable work environment.
  3. Yvonne constantly monitors talent gaps and future workforce needs. She addresses most of the human resource challenges way in advance.
  4. Samantha easily solves disputes between regular employees and their supervisors.
  5. Den is ultimately good at approaching potentially uncomfortable situations. He is able to personalize communication so that all the employees feel comfortable.
  6. Silvia is a very strict HR manager; only twenty percent of the people who want a job can get it, but the quality of their work is impressive.
  7. Robert is always aware of the latest industry trends, which makes him a great human resource manager.
  8. Michael have a clear onboarding plan. New hires are very effective from the first days of work because of that.
  9. Roger uses the latest and most effective recruiting techniques. He is able to apply new tactics and personnel management strategies to reach potential candidates.
  10. When making hiring decisions, Helen does not rely solely on interviews. She spends a lot of time researching potential employees.

Exceeds Requirements/More than Satisfactory:

  1. Richard pays much attention to his candidate’s background and chooses only highly qualified ones.
  2. During an interview, Joshua cares for many different aspects of a potential employee. It raises the chance of choosing the right person for a particular position.
  3. Monica makes very accurate job descriptions that entice many prospective candidates.
  4. Michael encourages cooperation between different departments of the company.
  5. Before hiring a candidate, Francesca always runs a background check on them to expose any possible issues that might have been missed during previous interviews and tests.
  6. Valerie is great at screening and interviewing job candidates. She manages to determine all the strengths and weaknesses of every applicant.
  7. Clyde successfully negotiates salary issues with employees. She can easily reach a compromise with any person.
  8. Quentin has well-developed communication skills that allow him to facilitate communication between supervisors and their subordinates.
  9. Sandra has never made a mistake hiring new employees. All people chosen by her do their work fast and precisely.
  10. Monica prefers to do the initial recruiting work on the Internet. Therefore, she saves a considerable amount of time, shortlisting the most suitable candidates..

Meets Expectations/Satisfactory:

  1. Julia always selects the candidates, who have solid experience and a good employment history. That helps the business to thrive.
  2. The employees chosen by Martin are very ethical and loyal.
  3. Robert cares for candidates to have good communication skills. It improves the chances that an employee will flawlessly become a part of a team.
  4. Abigail builds an open and healthy workplace environment for all employees.
  5. Helen always treats job candidates with respect regardless of their race or gender.
  6. Jessica regularly organizes training seminars in order to improve the efficiency of novice supervisors.
  7. Susan has compiled a list of great screening questions. She uses it to effectively identify qualified applicants over the phone.
  8. Trevor reviews the resumes of job candidates very effectively. He quickly reads them and identifies the most suitable applicants.
  9. Cindy makes sure that published job postings are accurate and up to date.
  10. Rachel makes clever hiring decisions according to the company’s standards and guidelines.

Provisional/Needs Improvement:

  1. Alexander is more concerned about the human qualities of a candidate and less about their experience and education. It does not help the company to reach success.
  2. Emma uses ineffective and outdated tests to determine the technical suitability of job candidates.
  3. Ingrid loses many desirable job candidates because she scares them away with an overly long list of requirements.
  4. Anna does not except CVs by email, which makes her work slower and less productive.
  5. It takes a very long time for Wesley to decide upon hiring a candidate, which is unacceptable when there are some urgent matters.
  6. Daniel denies asking employees about their attitude to the company, but it is important for the progress of the firm.
  7. Felicity goes into many details during a job-interview, many of which are irrelevant. That takes too much time and does not help to make the right choice.
  8. Pavel is very ineffective at interviewing potential employees. He needs to improve his communication skills.
  9. Jennifer does not obtain enough information about candidates during interviews. She makes many bad hiring decisions because of that.
  10. Stacey fails to document employee performance issues. She needs to comply with standard operating procedures to avoid unexpected problems that may arise in the future.

Unsatisfactory:

  1. Victoria does not seem to know how to effectively modulate tone and manage body language. Thus, her manner of speaking sometimes may cause misunderstanding or even be considered insulting.
  2. Sue seems not to be aware of the strategic needs of the organization. Thus, she fails finding people who are able to meet those needs.
  3. Trevor does not follow the company’s policies when dealing with candidates for employment.
  4. Michelle is not fully aware of employment laws. She makes many mistakes when doing paperwork for hiring new employees.
  5. Many job candidates have complained about Dennis’s behavior. He needs to become more polite and professional.
  6. Jeremy is bad at making job descriptions. He fails to intrigue potential employees.
  7. Bruce does not respect the confidentiality of job candidates. Sometimes he makes unacceptable comments that compromise sensitive data of other people.
  8. Elizabeth often makes bad hires. The company loses a lot of money because of her mistakes.
  9. Sometimes Wendy makes hurried hiring decisions. It damages the company’s performance and leads to monetary losses.
  10. Paul fails to provide new employees with a clear set of onboarding instructions.

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