CASE STUDY….. Essay Example
CASE STUDY 6
For Jane’s case, six steps would be considered as part of her appraisal process.
Creation of a file
Performance management process begins with establishment of an employee file, which would assist in storing and retrieving information. The file would be instrumental in assisting the employee develop various skills and capacities because it will show progress and areas of weaknesses.
Provision of regular feedback
It is highly recommended that regular feedback be provided in each quarter. Higher frequency is required if the employee needs motivation or encouragement. The process of performance management begins with planning and ends with evaluation. During that period, managers and employees meet regularly to discuss various aspects surrounding progress and desired end-goals. Feedback is part of on-the-job training because it will provide the employee with new information, ideas, opinions, skills and techniques that would possibly enhance performance (MacKenzie, 2000).
The course of performance appraisal encompasses disciplinary measures to assist the employee strike a balance between personal and corporate needs. All employees occasionally engage in behavior and actions that may warrant disciplinary action. Such occasions will assist in informing the employee about code of conduct, professional codes of ethics, procedures employed during disciplinary action and legal measures available.
Management by objectives
Management by objectives (MBOs) is mainly applied for those employees that have well-defined goals and strategies for achieving every goal. MBOs are reviewed periodically to assist in redefining goals and tracking progress. MBOs plays a key role in assisting employees develop a professional career (Mayhew, 2014).
Those are lengthy and detailed meetings where performance appraisal documents are used to analyze performance in all areas of the job. During performance appraisal meetings, performance is rated in various areas including aptitude, communication skills, interpersonal relationships and proficiency. Self-evaluation is recommended during appraisal meeting.
After performance appraisal meeting, follow up action will be required to ensure that employee raises performance in areas of weaknesses. Follow up will also ensure that employee continue to maintain high performance in areas of high proficiency. Follow up is also vital for assisting employees overcome various challenges, making decision concerning wage or salary increase and establishing fresh goals for the next financial year (Carter, 2005).
The most effective strategy for assisting Sam should begin with carrying out a study concerning his current challenges. From information provided, Sam’s performance was good. However, towards the end of the probation something happened, which might have influenced his level of performance. Getting good information about him would play a leading role in establishing a good approach.
A meeting should be convened where Sam would be reminded of initial agreement and terms of affiliation. The reminder would serve as a platform for explaining to him the reason behind extension of his probation period. If he agrees to continue in probation, then a workable strategy would be used to overcome his current challenges and improve his performance. All his discipline issues should be handled professionally. In addition, it would be vital if Sam would be taken through the company’s policies, organizational code of conduct, international codes of conduct and ways of carrying out self-evaluation. Part of Sam’s performance problems emanates from poor time management strategies. Thus, to enhance his performance, good time-management skills need to be imparted. Regular feedback and management by objectives can also be instrumental in assisting Sam to realize his problems, encourage self-drive and participate actively in improving his performance. It is vital to encourage his willingness and capacity to undertake self-improvement exercises (Waseem, 2012). The reason is that effort of supervisors and managers will be futile if Sam does not agree to face his challenges. At the end of the meeting, Sam should also be made to be aware that future consideration would be highly dependent on his achievement of pre-set targets.
The steps involved in a corporate disciplinary process include the following.
Initial step in progressive discipline process is launching a conversation with the concerned employee. Such conversations would revolve around seriousness of matter at hand, organizational expectations and verification of facts. The conversation will assist the worker to understand the need for behavior change.
The second form of communication will be in a written format. The conversation is also part of coaching in an attempt to make the worker understand the severity of the matter and expectation of the management. The written warning will also encompass notification concerning expected consequences if good progress is not made within a specified period.
Improvement plan and employee suspension
This step will involve a brief suspension where the employee is given a free time to reflect on various issues affecting his or her performance. The employee will be expected to develop an action plan, which will be reviewed by the managers to aid in making necessary adjustments and behavior change. Termination process begins if improvement plan fails.
If the problem persists, the process of termination will begin with review of documents. The supervisor or manager concerned must provide a formal notification to human resource department. Termination will also involve documentation of the entire disciplinary process and the manner in which the employee participated (Lotich, 2014).
In case Sam would launch an unfair dismissal claim, the industrial commissioner will consider the entire process before dismissal. If the company had clearly documented the entire process, then Sam will not succeed. Consideration of the cause will involve analysis of Sam’s claims, dismissal documents, company’s claims, legal procedures of dismissal and terms of agreement between Sam and the organization. Decision to be made by industrial commissioner will depend on information obtained after analyzing the entire case.
. London: Kogan Page.Improving employee performance through workplace coaching: a practical guide to performance managementCarter, E. M. (2005).
Lotich, P. (2014). Progressive discipline. Retrieved from: http://thethrivingsmallbusiness.com/progressive-discipline-4-steps-to-employee- progressive-discipline/
Mayhew, R. (2014). Six steps of the performance appraisal process. Retrieved from: http://smallbusiness.chron.com/six-steps-performance-appraisal-process-1912.html
. Emmitsburg, MD: National Fire Academy.Performance appraisal systems for organizational successMacKenzie, I. S. (2000).
(neue Ausg. ed.). Saarbrücken: LAP LAMBERT Academic Publishing.Perfomance Appraisal Congruence A Tool to Measure Attitudinal Outcomes of EmployeesWaseem, M. A. (2012).
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