Human Resource Management And Industrial
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Pleas I need anyone help me in this case study

What Performance Appraisal?

James De Lisle, a newly appointed graduate, is a staff development officer in the Melbourne head office of Yarra Bank. One of a team of six, James and the other staff development officers are responsible for preparing and conducting middle-level management development and training programs.

Henry Austin is the manager. Aged 54 years and with 39 years service, Henry is somewhat of a legend in the bank. Bluff, autocratic and demanding, Henry is uncomfortable with younger, better-educated employees and their perceived lack of respect. As a result, he is quick to squelch any criticism or questioning of his decisions.

Just before lunch one day, James was shocked when Henry entered the staff development office and flicked an appraisal form onto each officer’s desk. ‘Read these and have the signed copies on my desk by two o’clock. Any questions? Good. And don’t forget – signed and delivered by two o’clock’.

After Henry left, James turned to his colleagues and asked, ‘He isn’t serious, is he? This isn’t a performance appraisal, it’s a joke!’

Ken Yeo, a bank veteran of 30 years, smiled. ‘He wasn’t joking, mate. You’ve just had your appraisal and you had better like it because that’s all you’re going to get!’

Discussion questions

1. If you were James, what would you do?

2. What impact would Henry’s approach have on his staff’s development, job satisfaction, motivation and performance improvement?

3. If you were the HR manager for Yarra Bank, how would you rectify this situation?

From Egypt, Cairo
First be clear what do you want to ask?
Go through the case thoroughly.
I think you might be known about what is Performance Appraisal.
Then assert the sittuation and think how you would react to all the questions which are mentioned on the end of the case.
The compilation of all becomes the answer of this Case Study?
sekar ravichandran

From United Arab Emirates, Dubai
Hiiii, I think first you have to conduct a behavioural modification training for the all employee of your company.
From India, Bhopal
@amr sileem: the case is not different from what happens in many real life organisations. Henry typically represents the boss who announces the verdict while james is the employee who has to take it or leave it ( actually that is not the option).

What one needs to understand here is that the behaviour demonstrated by Henry is reinforced year after year as no one questions - the employees don't question because of fear, and the peers/Hr turns a blind eye as they feel they have one department less to worry about. And typically, anyone who questions becomes an example for others to see so that they don't dare repeat.

Now, what should James do. This requires diplomacy and stealth. People like Henry will listen to people whom they feel are on their side and take their advice. At this moment, James has no option but to accept the appraisal. However, he should ask for a private audience with Henry to ask for his advice for the next year. He needs to use this opportunity to ask him as to what henry expects from him and where does he think he fell short this year.( this serves 2 purposes, it makes Henry feel that this guy looks up to him & 2, gives a chance to tell Henry what all he did in the current year). Thus without opposing or objecting, James gets to showcase his performance. This needs to be followed up with regular updates to Henry on pretext of taking his advice. Remember, this is not sycophancy, it is only a way around to gain confidence of someone who perceives every young guy to be oversmart & a threat. James needs to deliver on his tasks at the same time so that he can justify his role.

Q2: on the face of it, Henry's attitude comes as a shock, like it came to James. But we also see that his other team members seem to accept this behaviour as they have already gone through it. Unfortunately, this is how it works. After the initial shock, employees reconcile with the situation and carry on as if this is normal. A lot of time and effort then is spent on creating the right perception rather than in delivering on expectations.

Q3. People like Henry ( a legend as it says) become untouchable in the organisations. With passive encouragement from Management, they grow very strong. Hence, Unless the Hr manager has equal or higher authority,such situations cannot be handled. They will only lead to clash between two seniors and then take the shape of an ego issue. The best way for an HR manager to do this, is to institute a formal appraisal system which is process driven with specific milestones. There should also be a review system wherein every appraising person has his superior as the reviewer. Every effort should be made to keep the system transparent ( at least on the process side). This will put pressure on Henry to follow or to stand out as an non-compliant exception.

From India, Mumbai
Dear my friend Good day concerning your request, please find attached the information required, I think it will help you
From Egypt, Gîza

Attached Files
File Type: ppt performance-management-23779.ppt (575.5 KB, 1057 views)

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