1.0 OVERVIEW
In this case study the main character involved is the Managing Director Mr. Ariffin and the Factory Manager Mr. Jo. In this cases the conflict is started from the early appraisal interview where Mr. Ariffin attacked by word and accused Mr. Jo did not do the desired performance and he the causes of low performances among the employee and also involving Mr. Jo son’s as the main causes of Mr. Jo low performances. Then the conflict peak up after Mr. Jo bursting up his emotion and give back word to Mr. Ariffin that he the one main causes of low performance among the employee especially when the proposal to purchase machine guards is rejected due to budget problem.
2.0 INTRODUCTION OF PERFORMANCE APPRAISAL
Performance appraisal is a vital component of a broader set of human resource practices, it is the mechanism for evaluating the extent to which each employee’s day-to-day performance is linked to the goals established by the organization (Coutts and Schneider, 2004). According to (Snell and Bohlander, 2010), Performance appraisal is a process typically performed annually by a supervisor for a subordinate, designed to help employees understand their roles, objectives, expectations and performance success. (Gary Dessler, 2009) stated that performance appraisal as an evaluating an employee’s current and past performance relative to his or her performance.
The purpose of the performance appraisal is to evaluate who is doing a good job or not. But in reality performance appraisals are one of the most versatile tools available to managers. They can serve many purposes that benefits of both which are the organization and the employee whose performance is being appraised.
The performance appraisal, or review, is essentially an opportunity for the individual and those concerned with their performance. Most usually by line manager or top management need to know and to get together the result of evaluation after do the appraisal interview about the... [continues]
In this case study the main character involved is the Managing Director Mr. Ariffin and the Factory Manager Mr. Jo. In this cases the conflict is started from the early appraisal interview where Mr. Ariffin attacked by word and accused Mr. Jo did not do the desired performance and he the causes of low performances among the employee and also involving Mr. Jo son’s as the main causes of Mr. Jo low performances. Then the conflict peak up after Mr. Jo bursting up his emotion and give back word to Mr. Ariffin that he the one main causes of low performance among the employee especially when the proposal to purchase machine guards is rejected due to budget problem.
2.0 INTRODUCTION OF PERFORMANCE APPRAISAL
Performance appraisal is a vital component of a broader set of human resource practices, it is the mechanism for evaluating the extent to which each employee’s day-to-day performance is linked to the goals established by the organization (Coutts and Schneider, 2004). According to (Snell and Bohlander, 2010), Performance appraisal is a process typically performed annually by a supervisor for a subordinate, designed to help employees understand their roles, objectives, expectations and performance success. (Gary Dessler, 2009) stated that performance appraisal as an evaluating an employee’s current and past performance relative to his or her performance.
The purpose of the performance appraisal is to evaluate who is doing a good job or not. But in reality performance appraisals are one of the most versatile tools available to managers. They can serve many purposes that benefits of both which are the organization and the employee whose performance is being appraised.
The performance appraisal, or review, is essentially an opportunity for the individual and those concerned with their performance. Most usually by line manager or top management need to know and to get together the result of evaluation after do the appraisal interview about the... [continues]
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