Essay on Case Application Appraising the Secretaries at...

1. Do you think that the experts recommendations will be sufficient to get most of the administrators to fill out the rating forms properly? Why? Why not? What additional actions (if any) do you think will be necessary? I don’t feel that the experts’ recommendations will be sufficient to get most of the administrators to fill out the rating forms properly. The managers would be pleased with the recommendation to rescind Mr. Winchester’s forced ranking technique but would definitely challenge the idea of not tying salary increases to appraisal forms because it’s what they’ve always done and it is the only way they feel they can provide competitive wages for secretaries. The issues of providing invalid feedback to each secretary†¦show more content†¦Selection for such opportunities can be tied to effective performance appraisals. 2. Do you think that Vice President Winchester would be better off dropping graphic rating forms, substituting instead one of the other techniques we discussed in this chapter such as a ranking method? Why? Vice President Winchester would probably like to continue using the graphic rating in a revised form that assesses the secretary’s performance related to competencies essential for the position and relevant job duties or objectives. He would probably change the format for future use. As I stated in my previous response implementing a more effective appraisal tool will take some time. Per the recommendations made by the experts, I agree that salary increases should not be directly tied to the performance appraisal. The appraisal should be a separate event from discussions of salary increases. Some companies have the HR department to approve merit recommendation prior to any discussion between the administrator and his/her employee. This practice allows the organization to assign merit increases within established budget constraints. 3. What performance appraisal system would you develop for the secretaries if you were Rob Winchester? Defend your answer. I would develop an appraisal system utilizing the BARS technique. Although the BARS technique requires a great deal of time to develop but the end result is well worth the effort. Some mightShow MoreRelatedBba (Case Study Hrm)1386 Words   |  6 PagesCase Incident: Jack Nelsons Problem (page 30) 1. What do you think was causing some of the problems in the savings and loan home office and branches? There is clearly a problem with communication, and the effects are felt in the area of employee commitment. Additional contributing factors include the lack of consistency in the policies and procedures of various locations. There is no cohesiveness to the staffing activities of this organization. Read MoreHuman Resource Management6466 Words   |  26 PagesApplication Case-1 Finding People Who Are Passionate About What They Do Executive Summary: Trilogy Enterprises inc. is a fast growing software company with a unique and highly unorthodox culture. It provides solutions for automotive and telecommunications companies to gather and analyze consumer data, and acquire customers in the United States and internationally. The company’s solutions include Smart Leads; an Internet based scoring and segmentation service to predict consumers’ likelihoodRead MoreHuman Resource Management6456 Words   |  26 PagesApplication Case-1 Finding People Who Are Passionate About What They Do Executive Summary: Trilogy Enterprises inc. is a fast growing software company with a unique and highly unorthodox culture. It provides solutions for automotive and telecommunications companies to gather and analyze consumer data, and acquire customers in the United States and internationally. The company’s solutions include Smart Leads; an Internet based scoring and segmentation service to predict consumers’ likelihoodRead MoreFinding People Who Are Passionate About What They Do4016 Words   |  17 PagesChapter 02 Case No. 01 Case Incident: â€Å"Finding People Who Are Passionate About What They Do† Executive Summary Trilogy Software, Inc., of Austin, Texas, is a fast-growing software company (with earning in the $100- $200 million range), prides itself on its unique and unorthodox culture. Many of its approaches to business practice are unusual. There is no dress code and employees make their own working hours; Responsibility is heavy and comes early, with a â€Å"just do it now†attitudeRead MoreHrm Case Study12223 Words   |  49 PagesCase Study-1 Jack Nelson’s Problem Chapter-1 Introduction to Human Resource Management Page: 1 * The case is all about the necessity amp; functions of HR unit in a local bank. In this bank Jack Nelson is a member of board of director and Ruth Jonson is an excellent employee. As Mr. Nelson was very much curious about how Jonson operate her machine, she briefly gave an idea about it. Speaking with the in-charged supervisor of a branch of this bank Nelson found that something was wrong inside