Human Resource Management - Case Study

CASE STUDY

1. As Ivan's Manager, what should your strategy be in handling the performance evaluation interview with Ivan?
Ans:
The strategy behind the performance evaluation interview with Ivan and Ivan's Manager follows 360-degree appraisal.

 360 degree appraisal:
It is a method of appraisal in which people receive performance feedback from those on all sides of them in the organization - their boss, their colleagues and peers and their own subordinates. Thus, the feedback comes from all around them, 360 degrees. This form of performance evaluation can be very beneficial to managers because it typically gives them a much wider range of performance-related feedback than a traditional evaluation.

 360 degree feedback:
360-degree feedback is a method and a tool that provides each employee the opportunity to receive performance feedback from his supervisor and four to eight peers, reporting staff members, co-workers and customers. It allows each individual to understand how his effectiveness as an employee, co-worker, of staff member is viewed by others. The feedback provides insight about the skills and behavior desired in the organization to accomplish the mission, vision, and goals and live the values.

2. What remedial measures do you suggest to tackle the situation?
Ans:
Ivan's behavioral attributes are not up to the mark. He creates animosity wherever he goes. But he is an excellent worker and his performance in terms of achievement is significant. Therefore Ivan should be given a change in the nature of job he performs with limited mobility amongst sales and promotion department.

3. As an appraiser do you suggest with holding Ivan's increment? Give reasons.
Ans:
No, Ivan should be given an increment since his performance in terms of achievement is significant. The change in his environment would aid him the use of better behavioral attributes.