WELCOME TO WELCOME TO YOU ALL YOU ALL

PRESENTING A CASE STUDY ON PRESENTING A CASE STUDY ON PERFORMANCE PERFORMANCE

APPRAISALAPPRAISAL

PREPARED BY AMITA SHARMA

AN INTRODUCTION TO THE AN INTRODUCTION TO THE CASE STUDYCASE STUDY

There is a SUPERSTORE operating in New Delhi for past 5yrs.Mr. A.R. REHMAN is the area manager for superstore. He manages 22 stores in WEST DELHI.

Mr.RAJAN is the cashier cum accounted & also holds the responsibility of depositing the collected cash in the bank every next morning.

But one morning when he was about to go to deposit the Sum of Rs.3,25,000,the cash bag was missing due to some circumstances.

As per rule book, He was terminated despite of having good record in the past 4yrs & best employee award.

At the end of the case the bag was found because it was mistakenly taken by a customer child.

CONCLUSION

• NO DOUBT RULE BOOK IS TO BE RESPECTED BUT IT SHOULD HAVE DIFFERENT CRITERIA FOR DIFFERENT LEVEL OF MISTAKES.WE SHOULD TAKE A DECISION CONSIDERING EVERY ASPECT,FROM ORGANISATIONS VIEW AS WELL AS EMPLOYEES VIEW..

• TERMINATING SUCH A GOOD CANDIDATE WHO WAS A BEST EMPLOYEE & HAS A GOOD RECORD FOR PAST 4 YEARS IS A LOSS FOR THE ORGANISATION.

HERE GRAPHIC RATING SCALE METHOD CONSIDERS THE FOLLOWING

QUALITIES

RESPONSIBILITY

DEPENDABILITY

INITIATIVE

INTEREST IN WORK

LEADERSHIP POTENTIAL

COOPERATIVE ATTITUDE

COMMUNITY ACTIVITY

The employees who were rated high were given promotion & increments in their salary.

But 3 employees were dissatisfied with the whole criteria. they complained to the head that the method doesn’t represent their actual performance. the method considers behavioral, characteristic and traits but it doesn’t concentrate on the real performance and results achieved by the employee.

They tried to threaten the head by saying that they will create a labors union and ban it.

The head was frightened and took a decision of stopping the appraisal system and not doing any performance evaluation.

PERFORMANCE APPRAISAL

PERFORMANCE APPRAISAL IS A SYSTEMATIC & OBJECTIVE WAY OF JUDGING THE RELATIVE WORTH OR ABILITY OF AN EMPLOYEE IN PERFORMING HIS JOB.

IN THIS CASE AT LAST THE MANAGER TOOK THE DECISION OF NOT CONDUCTING APPRAISAL OF EMPLOYEES IN FUTURE BECAUSE THE WHOLE PROBLEM AROSED FROM IT.

AS FAR AS I AM CONCERNED I DON’T AGREE WITH THE MANAGEMENT DECISIONS OF DISCONTINUATION OF PERFORMANCE APPRAISAL.

BECAUSE PERFORMANCE APPRAISAL IS ONE OF THE MOST ESSENTIAL ACTIVITY TO BE CONDUCTED BY THE ORGANISATION FOR ITS EMPLOYEES OVERALL DEVELOPMENT.IT HELPS ORGANISATION IN

MOTIVATING EMPLOYEES TO DO WELL AND REWARDING THEM IN FORM OF INCREMENTS & PROMOTIONS FOR THEIR GOOD PERFORMANCE.

DEFINING PERFORMANCE & MEASURING PERFORMANCE. IDENTIFYING TRAINING & DEVELOPMENT NEEDS. PROVIDING FEEDBACK TO EMPLOYEES & HELP THEM TO

DEVELOP. SO,PERFORMANCE APPRAISAL SHOULD BE

CONTINUED TO KNOW THE ACTUALPOTENTIAL & EFFICIENCY OF EMPLOYEES,SO THAT THEY DEVELOP THEMSELVES IF THEY LACK BEHIND AND IN TURN CONTRIBUTING IN THE GROWTH OF THE ORGANISATION.

If I was HR Manager in that situation then

Firstly I would listen & try to understand the problem & dissatisfaction of the employees.Then I would try to convince them that performance appraisal is done for their and organizations growth. The main problem of employees was that the graphic rating scale doesn’t represent their performance & results. It is more a behavioral and trait based approach. I would say that I would try to do some amendments in the technique used in performance evaluation. And that new technique of appraisal will focus more on their performance and results and then accordingly increments and promotion would be decided.

DIFFERENT TECHNIQUES OF PERFORMANCE APPRAISAL

GRAPHIC RATING SCALE METHOD GRAPHIC RATING SCALE IS ALSO KNOWN AS

LINEAR RATING SCALE. IN THIS METHOD A PRINTED APPRAISAL FORM IS

USED FOR EACH APPRAISEE.THE FORM CONTAINS VARIOUS EMPLOYEE CHARACTERISTICS & TRAITS & HIS JOB PERFORMANCE,VARIOUS CREATIVE ABILITY,ANALYTICAL ABILITY,DECISIVENESS,EMOTIONAL MATURITY ETC, DEPENDING ON LEVEL OF EMPLOYEE.

THE RATER ESTIMATES THE DEGREE TO WHICH QUALITY IS POSSESSED BY THE EMPLOYEES.THE DEGREE OF QUALITY IS MEASURED IN THE SCALE WHICH CAN VARY FROM 3pts. TO SEVERAL POINTS.THE DEGREE MAY BE NUMBERED AS 5,4,3,2,1 ORDER & CAN BE USED TO DENOTE POINTS FOR VARIOUS DEGREES OF EXCELLENT,VERY GOOD,AVERAGE,POOR & VERY POOR.

I AS A HR MANAGER WOULD NOT WISH TO USE THIS METHOD BECAUSE IT DOESN’T EMPHASIS MUCH ON EMPLOYEES PERFORMANCE AND TARGETS ACHIEVED,RATHER IT CONCENTRATES MORE ON CAHRACTERISTICS & TRAITS,BEHAVOUR.

IT IS TOTALLY A SUBJECTIVE JUDGEMENT BASED ON TRAITS.

DESCISION ABOUT SALARY INCREMENT & PROMOTIONS SHOULD NOT BE BASED ON RATING DONE BY USING THIS METHOD BECAUSE

IT IS ONLY GOOD IN MEASURING VARIOUS JOB BEHAVIOURS OF AN EMPLOYEE, BUT LACKS DETERMINING ACTUAL PERFORMANCE.

AS TRAIT IS PERSONAL QUALITY OF AN EMPLOYEE WHICH CAN’T BE IDENTIFIED BY MERE OBSERVATION & IS LIKELY TO BE MISLEADING.

ANOTHER PROBLEM WITH THIS APPROACH IS IN THE IDENTIFICATION OF TRAITS WHICH SHOULD BE EVALUATED.

What 360 degree approach?It is one of the modern technique performance

appraisal system.

SELF PEER

EXTERNAL CUSTOMER

SUBORDINATES

PEER

INTERNAL CUSTOMER

SUPERIOR

MERITS OF USING 360 DEGREE TECHNIQUE

THANK YOU ALL FOR LISTENING TO US

PATIENTLY.

HAVE A NICE DAY