A senior executive, middle aged was expecting promotion for the past 4 years, which is due for him as he is with the organization from its inception. The performance appraisal methods are changing every year, as HR manager is highly curious and adventurous in testing many new methods. The middle aged executive cannot cope up with the up gradation of software related to not very high performing or low. He accomplishes his targets and has been loyal to the organisation.
When every time his promotion is denied based on performance rankings and his juniors move up the later, he felt cheated and victimized. He curse and loath the system of performance appraisals and recently, his behaviour is changing on the negative side, not cooperating with his superiors (once junior), , absenteeism increasing and performance still going low.
Answer the questions:
1. What is the major issue in this case?
2. Is the performance evaluation system in the company not good?
3. Who is responsible for the poor performance of the executive?
Answers
Performance evaluation case
1. The major issue that has been picked up in this case is the often changing evaluation systems in a business organization which hinders the promotion of the employee and becoming a problem for him.
2. The performance appraisal method used in the country is not good because it keeps on changing again and again making it tough for the people to cope up with the bars and standards of different methods every time.
3. The reason of the poor performance of the executive is the often changing performance appraisal system which does not let him get used to a particular pattern of working and sudden changes hampers his growth.
Know more:
Q1) Explain the concept of Performance appraisal.
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Q2) Define Performance appraisal.
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Analysis of the given case study
Explanation:
In the given case,it has been stated that the senior executive(middle aged) was expecting a promotion since 4 years which he deserves since he has been a part of their organization for a significant amount of time.
The new Human Recruitment Manager is quite curious and he keeps on changing the methods of work and keeps on upgrading the softwares and their functions.
Our Senior manager,being middle aged, was not able to cope up with the frequent changes due to changes in softwares and thus his performance reports turned out to be really bad which resulted in not getting the promotion he deserves.
This resulted in him being less proficient,less interested and his behavior started turning negative.
Based on the above analysis,the given questions can be answered as follows:
a) There are 2 major issues in the given case study which led to the current situation. The first issue is of the HR Manager,his frequent upgradation of the softwares used by the company without taking any feedback of the employees and not allowing their senior aged employees to learn the softwares properly.
The second issue is of the senior employees themselves,their age is an important factor here. As the age increases,the capability of learning and working decreases.This,however,is a problem with every organization and can be tackled by transferring their senior employees to other departments which use the same software as before.
b) The performance evaluation is not at the fault here. The person or the personnel implementing the system is at the fault. Changing the systems frequently without taking the feedbacks of the their employees,who are the end users of that system, is not correct.
c) A single person cannot be blamed for the poor performance. The way in which the system was being implemented was not correct. The system led to both increase in performance of young employees and decrease in performance of senior employees.
The system should be implemented in such a manner that it turns into a win-win situation for both the employees and the owners.