Human Resource Management: cases - Essay Example

The supervisors are supposed to discuss the ratings with the employees they have to evaluate and then send the appraisal forms to the human resource department. Each employee has a file in which his or her ratings are placed. The ratings are supposed to be a yardstick of granting promotions and pay hike. The head of the human resource department had designed this form when he had joined the company fifteen years back. He feels that this process that has been adopted by the organisation completely fulfils the organisation's corporate values and objectives.

The organisation believes in equality of all the cadres of employees and this form ensures that the performance of everyone is judged in the same manner so that there is no friction among the employees as far as partiality or bias is concerned. The objective of the organisation is to build good human relations with its employees. The management feels that this is extremely important for the success of an organisation and this can be done only if everybody would be treated equally. Note for Supervisor / Manager: Kindly tick the most suitable option besides each parameter and write the scores in the extreme right column.

Add the total score and write it at the end of the form where it has been directed. Fill all other information. However the employees do not look at this appraisal system in the way the management links it to the organisation's corporate values and objectives. Barring the head of human resource department the officials of this department too do not give any weight to this appraisal system. Most of the employees of the organisation have an indifferent attitude towards it. It has been found that many supervisors spend just a couple of minutes to fill up this form.

Not only this, the indifference of a majority of employees towards this appraisal system force the supervisors to send the filled forms to the human resource department without discussing the ratings with them. A few of the supervisors pay a little more attention while filling up the forms but instead of discussing with the employees about their ratings, they very briefly inform them about their overall scores, without throwing a light on the different evaluation points. There are only selected few who seriously try to do the appraisal in the manner that is intended by the management.

There is no skill improvement programmes for the supervisors who conduct appraisals. They are not given any training on how to conduct the appraisals. Neither there is any training to brief them up on how to fairly judge the performances. Every year the appraisal forms and a brief guideline on how to fill them up arrive at their tables. Since the same document is arriving at their tables year after year they hardly throw a glimpse at the guidelines as they feel that they already know what has been written on it.

During the time of pay hikes and promotions the authorities rarely consult these forms. This is another malpractice associated with this performance appraisal process. This is the major reason why the supervisors feel it is