Coxs Bazar International

University
CASE STUDY

PERFORMANCE APPRISAL
Human Resource Management

Submitted to,

RAJIDUL HOQUE
Head of the Department,
Assistant Professor,
Faculty of Business Administration
Coxs Bazar International University

Submitted by,

MD RIFAT ZAHIR
BBA 2nd Batch
ID: 2014201004
Faculty of Business Administration
Coxs Bazar International University

SUBMISSION DATE: MAY 16, 2016

Human Resource Management

Case Study on PERFORMANCE

APPRISAL

Question - 1: Do you think you would like working in a company with

this sort of performance system? Why or why not?
Yes, I would like to work very much with in a company with such sort of performance
system.
When written effectively, employee performance evaluations can be helpful to both my
employer and me. For the employer, itll help to create a benchmark on an employees
productivity, and itll provide structure for a pay-for-performance system.
Itll also create assurance that if I am performing in a subpar way, they will have the
information necessary to take the proper steps of reprimanding or terminating. For me, itll
provide feedback on how I can improve, what areas I do shine in, and, aside from getting a
raise, itll document my performance as it relates to getting my next big promotion.
Besides there are some other points Id like to mention, which are as followsAVOID BEING TOO VAGUE

The 10-minute performance review really doesnt work. When employers wait until the last
minute to put together a performance review, they are usually short and salty. There is no
substance, because everything is discussed in broad terms that dont help the employer or the
employee.
PREPARE!

Going along with our previous pitfall, employers need to spend time preparing for a
performance review in order for it to be effective. If you have 10 employees that you need to
give reviews to, spread them out based on hire dates and dont wait until the end of the year.
Throughout their work life, keep a file or document where you can jot down specific
instances of both good and bad performances and job habits. This will allow you to reflect on
the specifics and write a review that matters to the employee. If you dont prepare, theyre
usually not going to take you seriously, and the review wont work.
FOLLOW UP

One of the most tedious aspects of performance reviews is the bureaucratic forms that need to
get filled out and dutifully and sent to HR. As part of the review, you should be setting goals
for the coming year. The worst bosses forget about these goals as soon as theyve completed
the review. Theres no quarterly review of the goals to see if the employee is on track, and
there is no constant stream of feedback. Performance reviews only work if there is follow-up
throughout the entire year and not just for an hour (or less for some) once a year. To be
effective, the goals of the coming year have to be kept in the forefront for both employee and
employer.
USE EMPLOYEE SELF-REVIEWS

In my opinion, self-reviews are extremely helpful because they give employees a way to
reflect on their own performance. Most employees tend to be harder on them then their boss
would be when reviewing their performance. This will give the employer more details on
how the employee has performed, because they are more likely to remember everything, as
opposed to a supervisor whos keeping track of 7-10 employees.

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Human Resource Management

Case Study on PERFORMANCE

APPRISAL

Question-2:

Why would a company like Watchovia invest so much

effort into performance evaluation?
A company like Wachovia must just invest so much effort into performance evaluation since
evaluation is an implication of measuring the general performance and the progress made by
the society. Evaluation helps in making the correction on the things that are not working
properly as required by the company hence bringing a positive impact. Performance
evaluation also serves to keep employees on toes so as to meet the targets of the company at
the required time hence avoiding so many delays that could emerge.

Question-3:

Why are managers are required to provide quarterly

coaching sessions? Isnt a once-a-year system enough?
Its secure enough for the managers to provide quarterly coaching session to employees in
that it will be helping them to have all that is required of them in mind always. When
training is offered frequently, one is not able to easily forget what he is necessitated to do, but
will be learning it more and more as the number of coaching session increases. Unlike
having it once in a year, one is able to easily forget all that was read during the coaching
session and will automatically become complacent.

Question-2: Do you think goal setting will increase employee

motivation and performance?
Yes, setting goals in a company and meeting the goals will definitely increase employee
motivation and performance. This is in that when the goals are met, a company automatically
enjoys a good profit or experiences a greater input hence everybody, in this case the
employees benefits as well since they are the major source of the input hence making them
highly motivated.

In summary, employees in a company need to be given a very conducive working

environment in order to feel free whenever they are operating their duties. Each and every
company must also set their objectives and insure that they are met within the required
duration.

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