internet matchmaking company
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Delivarable length: 3-4 pages with appropriate references.
You are the Director of Human Resources for the internet matchmaking company, "People, people who need people.com". In recent months, your company has been sued by three employees who were laid off based on information in their performance appraisals. These employees have alleged that their performance appraisals did not accurately reflect their work and were based on inaccurate interpretations of work performance by the managers who prepared the appraisals. One employee has won her case and two others are currently pending in court.
You have done some preliminary analysis and have discovered the problems lie not in your administrative processes, but in how your managers rate and measure their employee's performance. Before you can take any corrective actions (training, etc.), it will be important for you to identify specific problems and come up with solutions that will help prevent those problems from reoccurring.
For this project you need to use your textbook, the full-text database in the Libray, and/or other internet resources and prepare a research paper that incorporates the following:
Identify and describe at least 4-6 problems that occur when managers complete performance reviews. Since the focus of our class is on decision making, focus on problems that relate to decision issues in your findings.
Provide specific suggestions for each of the problems you identified so that supervisors can eliminate or reduce each of the problems identified. Try to avoid "general" recommendations as they rarely cover or help correct all the problems you will identify.
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Solution Summary
Internet matchmaking company is discussed very comprehensively in this explanation.
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PROBLEMS THAT MANAGERS NEED TO ADDRESS WHEN THEY COMPLETE PERFORMANCE REVIEWS
1. There is no agreement between the manager and the employee as to what performance level is acceptable to the company. This is the expected performance level. If the performance level falls below this level then there is need for correction and if the performance level is above this level then there is a need for rewarding the employees. This problem relates to the communication of the expected performance to the employees.
2. Another problem is that there is a gap in the perception of the importance of the performance level of the employee and that of the manager. For instance, the manager feels that improving customer relations is the most important function of the employee but the employee feels that increasing sales is his mort important function.
3. The written forms for performance evaluation are completed in confidence by the managers and the employee has no inkling of what performance evaluation has been done till he is given the rewards/punishments by the human resources. For instance, the employee has no idea as to when the evaluation is completed, how he has been evaluated and why he has been evaluated in a particular manner. There is virtually no feedback between the manager and the employee.
4. There is no clear cut rule or communication between the ...
Education
- BSc , University of Calcutta
- MBA, Eastern Institute for Integrated Learning in Management
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