Taylor and PierceDevelopment starts from the individual employee. Performance Management at the Carter Cleaning Company Performance management system The current conditions surrounding Carter Cleaning Company evolves on a lackluster performance of both the rank-and-file and management level employees of the company.
The arguments for and against the use of rating scales It has been indicated above that the appraisal systems are vital parts of the overall performance management system. Overall, the use of rating scales allows a significantly precise manner of appraising the development of the individuals being rated.
Jack and Jill, on the other hand, being the company owners had the distinct responsibility of keeping the company afloat. The roles of the supervisors, area managers, HR and business owners in performance improvement at CCC The supervisors, area managers, human resource manager Caraand business owners Jack and Jill are tasked to carry out several roles in the process of performance improvements of the organization.
The use of rating scales will provide the CCC with the needed structure in their performance appraisal systems.
Thus, provision of good feedback is also a positive competency needed for having an effective performance review.
She believes that there are criteria such as quality, quantity, attendance, and punctuality that should be evaluated periodically even if a worker is paid on piece rate. Consequently, the supervisors are to be appraised by the managers while the managers are to be appraised by Cara, Jack and Jill.
In establishing the goals of the company and expectations from the employees, the professional development and improvements in work quality are defined using the said goals as benchmarks.
Similarly, Jack was never shy about telling his managers about store problems so that they, too, got some feedback on where they stood. Grant10 One must realize that a performance review is not a judgment of the individual alone, it seeks to develop the individual as a part of the organization.
Since they are the ones that directly function with the cleaners, it is their job to keep them motivated and at the same time monitor their work so as not to significantly veer away from the established standards of CCC. Is Jennifer right about the need to evaluate the workers formally?
Similarly, Jack was never shy about telling his managers about store problems so that they, too, got some feedback on where they stood. One general competency is effective communication skills. Partnering to Maximize Organizational Performance.
Ebner, Hu, Levitt, McCrocy49 In the case of Cara, the Human resource manager, it is her job to make sense of the data acquired from the appraisal from the managers. On the other hand, being a great determinant of behavior, rating scales does not indicate the cause of that behavior.
Mitchell and Rossmoore79 In relation to the claims above, it is apparent that the supervisors and managers have a lot on their plate regarding their actual job descriptions.
This is done by giving out standardized set of criterion that will be applicable to all employees. Kovach83 There are even some existing software that could exponentially increase the processing of the data. Development of the Individual Employee It is in this part of the performance management system where the area of employee development is centered.
Specifically, a period of days minimum is set aside for the appraisal period. Furthermore, contended Jack, manual workers such as those doing the pressing and the cleaning did periodically get positive feedback in terms of praise from Jack for a job well done, or criticism, also from Jack, if things did not look right during one of his swings through the stores.
It is in this part of the system that job descriptions are classified and clarified. Appraisal of the Employee This area covers the appraisal period of the employees. It is her job to recognize who to retain, who to let go, who to recognize and who to have a personal talk.
Furthermore, contended Jack, manual workers such as those doing the pressing and the cleaning did periodically get positive feedback in terms of praise from Jack for a job well done, or criticism, also from Jack, if things did not look right during one of his swings through the stores.
This informal feedback notwithstanding, Jennifer believes that a more formal appraisal approach is required. Luthans and SommerMoreover, it is her job to monitor whether the performance of all the personnel are developing or lagging based on their job descriptions.
The skills or competencies needed for effective performance review There are several general skills and competencies that are needed to provide an effective performance review. Studies have indicated that implementing such as system will allow the company to adjust areas of human resources, compensation and rewards system, learning, career planning, work design, recruitment and selection, performance coaching, and performance appraisal processes to suit the conditions and demands of doing business.
In this regard, the management of CCC has to provide some form of training and seminar on the supervisors as well as the other managers on the manner of using these scales as well as to establish the precise area on which the appraisal system intends to measure.
An Examination of Managerial Practice. As maintained in the disadvantages of using rating scales, it often has a very large room for error coming from the rater.
Gilley and Cunich11 The succeeding parts of will present the performance management plan of the company. Peak and Sinclair75 The managers, on the other hand, are the ones that appraise the supervisors.
Smith, Hornsby, Shirmeyer10 This also manifest that the data provided by the results of the rating scales are rather restricted to the attribute being measured. Why or why not? In addition, good coaching skills are also an admirable competency needed for effective performance review. The supervisors and managers of the CCC are the ones that are directly responsible for this part of the performance management system.Carter Cleaning Company: The Performance Appraisal.
After spending several weeks on the job, Jennifer was surprised to discover that her father had not formally evaluated any employee’s performance for all the years that he had owned the business.
We will write a custom essay sample on The Carter case assignment specifically for you mint-body.comp a performance appraisal method for the workers and managers in each store.
and other characteristics and establish action plans to attain specific goals. If the Carter Cleaning Company setting up a career planning program the company.
Experiential exercises cases continuing case Continuing Case: Carter Cleaning Company; The Performance Appraisal 1. Is Jennifer right about the need to evaluate the workers formally? Develop a performance appraisal method for the workers and managers in each store%(6).
Develop a performance appraisal method for the workers and managers in each store. Carter Cleaning Company The Career Planning Program Career planning has always been a pretty low-priority item for Carter Cleaning, since “just getting workers to come to work and then keeping them honest is enough of a problem,” as Jack likes to say.
Sep 20, · Performance Management at the Carter Cleaning Company Performance management system The current conditions surrounding Carter Cleaning Company evolves on a lackluster performance of both the rank-and-file and management level employees of the company.
Carter Cleaning Cases In: Business and Management Submitted By llafitag Develop a performance appraisal method for the workers and managers in each store. Graphic Rating Scale method (FigDessler, pg. ) The carter cleaning company: the high performance work mint-body.com you recommend that the company expand its quality.Download