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Case Study On Performance Appraisal

Mr. Shroff is an experienced HR manager who has effectively used performance appraisal techniques like checklists and 360-degree feedback to evaluate employees. However, recently he has begun appraising employees known to two subordinates, Ram Kumar and P.K. Gupta, more leniently due to personal relationships. As a result, evaluations are unfair and only consider recent performance. Employee productivity and responsibility have decreased, and some good employees are planning to resign due to lack of proper feedback and promotion prospects.

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3K views1 page

Case Study On Performance Appraisal

Mr. Shroff is an experienced HR manager who has effectively used performance appraisal techniques like checklists and 360-degree feedback to evaluate employees. However, recently he has begun appraising employees known to two subordinates, Ram Kumar and P.K. Gupta, more leniently due to personal relationships. As a result, evaluations are unfair and only consider recent performance. Employee productivity and responsibility have decreased, and some good employees are planning to resign due to lack of proper feedback and promotion prospects.

Uploaded by

richa928
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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Mr. Shroff is a talented and well experienced human resources manager of Britestar Company.

He undertakes his role of HR manager by being an administrative expert and a change agent. He has always been an inspiration for his subordinates and the employees whose performance is measured and appraised by him. It is because of Mr.Shroffs 15 years of experience of working in HR departments helped him to get acquainted with various Performance Appraisal methods for evaluating the performance of his employees in a better way every time. He had always been implementing only those methods which he found result-oriented in terms of enabling the employees to know about their performance in the organization, to help them in providing adequate training, if required, to increase their potential, to provide concrete feedback and evaluate their current job performance to determine transfer, retention and termination of employees. He has been working in Britestar since last 5 years and has gained good amount of respect and faith from his employees due to his appropriate and fair performance appraisal techniques that facilitated the uses of performance appraisal. The mostly used techniques by him are Checklist method, 360Feedback and Assessment centers.

Because of Mr. Shroffs good rapport and close relations in the recent months with his subordinates Ram Kumar and P.K. Gupta, he has developed a new tendency to appraise the performance of those employees known to Kumar and Gupta with leniency and because he finds them similar to him (personality and knowledge wise). As a result of this unfair and inappropriate appraisal of Mr.Shroff, he also evaluates the performance of the employees taking into account their recent performances only. Hence, most of the employees productivity has reduced and is inefficient, even some of the good employees have become irresponsible towards their tasks along with different behavior showing no interest to put in their best efforts to realize the goals and mission of the company. Some employees are planning to resign as no proper feedbacks are provided when required and no better prospects for Promotions are expected to see the light of the day.

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