Performance Appraisal Problems
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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.
1. Identify and describe at least 4-6 problems that occur when managers complete performance reviews.
2. 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
This solution talks about human resources in an internet based Matchmaking Company. It also explores the problem of performance appraisal. .
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PROBLEMS WHEN MANAGERS COMPLETE PERFORMANCE REVIEWS
1. There is a difference in perception between what constitutes standard performance between those of the managers and the employees.
2. There is a difference in importance given to different performance indicators by the managers and employees.
3. The performance appraisal forms are completed alone by the managers and the employee cannot ask for clarifications, nor is there any direct discussion.
4. The ...
Education
- BSc , University of Calcutta
- MBA, Eastern Institute for Integrated Learning in Management
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