Human Resource Management final

2

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Chapter 7 HRM incident 2: Performance Appraisal.

1. From Sweeny electronics’ standpoint, what difficulties might Nakeisha’s PA practices create?

Madam Nakeisha is the production supervisor of Sweeny electronic and she has granted favor to one of the employees by rating him as an outstanding worker in all categories. The employee will receive a salary increase as the company's policy justify that an employee will be eligible for a 10% increase to support their life as the cost of living has been expensive. However, Madam Nakeisha’s PA practices may lead to the following challenges, first, she may be perceived as incompetent for the rest of her life in the company especially if Mr. Bill mentions what happened to other employees. Ahmad (2004) claims that the level of competence can be measured by evaluating the process involved in designing PA, if this comes to the public domain, Nakeisha may consider as incompetent. Second, Mr. Bill plans to let fellow employees know what happened and they are likely to resist the PA process since they cannot trust if it will be genuine or not on their performance.

2. What can Nakeisha do now to diminish the negative impact of her evaluation of Bill?

I believe that the supervisor doesn't enjoy giving fellow employees negative feedback that may affect their PA, however, some issues cannot be ignored and have been addressed to caution others and improve organization operations. Madam Nakeisha is perceived as a bad leader by helping Mr. Bill to be seen as an outstanding employee but he was an average worker. To reduce the negative impact created, she might do the following, first, she may consider revising the appraisal and ensure Mr. Bill is rewarded according to his performance, this may create a conducive environment and the employee might start to trust her again and repair the broken relationship. Second, she might consider calling for an internal meeting among all employees and reviewing the aspects to be considered in evaluating individuals' performance appraisals. Employees will feel like part of the company and start trusting the process of PA, Nurse (2005) argue that any kind of measuring standards should be communicated effectively outlining organization expectations from their employees.

3. Might a forced distribution Performance Appraisal system overcome the problem that Nakeisha has created? Discuss

A forced distribution method is an essential tool used for the performance assessment of employees in the performance management system. The method can effectively help madam Nakeisha and the entire company solve the issue they are having with Mr. Bill's performance appraisal. The company will establish two or more aspects like skills and competencies to consider and focus on while evaluating Mr. Bill’s performance, the aspects will then be founded to Madam Nakeisha and her appraiser team to verify them and rank employees according to their performances. The results will then be counted and ranked, employee with the highest score or who attain the pass mark will be appraised and awarded accordingly. The method will establish an open and fair exercise to all and Mr. Bill's performance will be justified fairly without favor and therefore, eliminate the issue.

References

Ahmad, R., & Ali, N. A. (2004). Performance appraisal decision in Malaysian public service. International Journal of Public Sector Management.

Nurse, L. (2005). Performance appraisal, employee development, and organizational justice: exploring the linkages. The International Journal of Human Resource Management, 16(7), 1176-1194.