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Manage Performance Management Systems - Case Study Example

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Summary to case study on topic "Manage Performance Management Systems"
Performance appraisal meeting wasn't the perfect place to begin with the termination process. Every bad news when being presented should include a preparation that leads up to the bad news. This preparation is called a buffer or a leeway period where the employee should be prepared in advance about what is to be expected in the near future.
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Download file "Manage Performance Management Systems" to see previous pages... As the case study tells us, Samantha's performance was not satisfactory either due to a shortage in quantity or a lack of quality. The situation for strongly against Samantha and seizing the opportunity, Peter fired her. However this wasn't the best possible process to terminate an employee. Peter should have prepared Samantha ahead of the termination that her performance wasn't up to the mark and she should increase her efficiency to maintain her place in the company.
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This negative reinforcement would have motivated Samantha to work harder and would have warned her about what could happen. This way if her performance would not have increased, her termination would set in as an automatic process rather than a shock.
Appraisal of an employee is not based solely on the output produced by that employee. Other factors such as experience of the employee, number of years served in the company, future value of the employee to the company all should come into consideration when an employee is being appraised.
Peter is committing a mistake by only judging the quantity and the quality of the output. There could be a variety of reasons why Samantha's output is not up to the standard. It could be because of the type of work that is male oriented or maybe Samantha is troubled by external sources which affects her performance at work. So therefore Peter should consider factors and analyze how those factors might be affecting Samantha's performance rather than just looking at the result.

Another mistake that Peter is committing here is that the decision taken is too abrupt. He should think out the termination process with more detail and information.

Another thing that Peter should look into when appraising is to consult other fellow members about the person being appraised. This would help identify the problem areas and also give a better idea of the employee's situation.

As mentioned earlier, Peter has not analyzed the situation clearly. He should have had prepared a full progress report on Samantha's work since she's been working with the company. Doing this would have given Peter a clearer picture about Samantha's situation and the reason for her low performance.

Peter also should have given a heads-up to Samantha about her possible termination in order to prepare her for her firing. The meeting could have been held in a different manner like a personal meeting rather than just being a performance appraisal to give it a more caring look for Samantha.

Not setting up a warning for Samantha, Peter has now got himself in a tangle. He wants to fire Samantha but is held back by her tears. The situation calls for a postponement for the immediate termination. Samantha should be given a time of 2 months to perform better than the standard in order to regain losses Peter had to incur because of her inefficiency. During this period Samantha must perform better or she will be fired from her current job at the company. Giving a grace period to Samantha will enable her to perform better to save her much needed job and it would also act as a warning and preparatory lesson.
Case Study 12.2

Employee evaluation is an assessment of employees based on their personal characteristics and their performance at work. This evaluation needs to be friendly in order for the employees to feel at ease.

Chan made quite a few mistakes in his employee evaluation. First of all Chan is too haughty ...Download file "Manage Performance Management Systems" to see next pagesRead More
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