Analysis of Case Study on Performance Appraisal | Desklib

This analysis of a case study on performance appraisal discusses the importance of the performance management system for organizations. It suggests that the elimination of the performance appraisal process is not a solution to the issue. The article also provides suggestions for improving the existing system of performance appraisal. The article is relevant to the subject of human resource management and can be useful for students pursuing courses in this field.

Running head: ANALYSIS OF CASE STUDY
ANALYSIS OF CASE STUDY
Name of the Student
Name of the University
Author Note

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ANALYSIS OF CASE STUDY
Answer to Question 1
Performance appraisal is related to the ways by which the performance of the
employees is reviewed by the organization or the method which is used by the various
organizations to evaluate the job performance of the employees. The performance appraisal
related methods are used by the organizations as a part of the entire career development
related initiatives of the employees (Albrecht et al. 2015).
In the case study about the organization named B.R. Investments the process of
performance appraisal was based on the performance of the employees in the organization
and their community activity as well. The performance of the employees was rated every six
months and this further affected the salary and promotions of the employees as well. This was
a major cause of dissatisfaction among the employees. According to the elimination of the
entire performance appraisal related process is not a solution to the issue (Stone et al. 2015).
The organization needs to build relationships with the employees and try to understand their
needs. The ratings provided to employees can affect their productivity and motivation at
work. Small amendments can be made to the existing system of performance appraisal so that
the employees have a good relationship with the management of the organization. On other
hand, the eradication of the entire process will be a major issue for the management of the
organization as they will not be able to track the performance of the employees on a regular
basis. This will further stop the improvement of the careers of the employees. The
performance appraisal or management system therefore holds huge importance in the
organizations (Jackson, Schuler and Jiang 2014).
Answer to Question 2
As an HR manager of the organization it would be my duty to make the employees
understand the importance of the performance appraisal system not only for the organization,

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ANALYSIS OF CASE STUDY
for their persona; benefits as well. I would have tried to hold meetings with the employees on
a regular basis and convince them about the benefits of the appraisal of their performance. I
would make them realise their mistakes instead of providing negative impact which can
demotivate them during the work process of the organization itself. This would have helped
the employees in understanding the positive side of this process. The effect that this system
can have in helping the employees in planning for their future prospects will motivate them to
take this system in a positive and constructive manner.
Answer to Question 3
The major change that can be made in the performance appraisal system of B. R.
Investments will be related to the rating system of the employees. The negative ratings
provided by the management can be a demotivating factor. The alternative method would be
to educate the employees about the issues that have occurred in their work process and then
guiding then to solve the issues. The management cannot just be free after providing ratings
and stop the increment of the employees. The major task of the human resource managers or
the leaders is to take care that the employees can achieve their targets and goals. The negative
feedback also needs to be provided in a constructive manner. This will help the employees in
understanding their shortcomings and taking care that they can improve themselves (Brewster
et al. 2016). Another step that can help the human resource managers to solve the issues is
related to providing the employees with appropriate training so that they can improve
themselves and become productive. The management needs to motivate the employees to
become productive and help in increasing the revenues of the organization. The performance
appraisal should also take place after a longer amount of time instead of every six months.
The yearly process of appraisal will be much more effective in this case as it will help the
employees to get a considerable amount of time to use the knowledge that has been received
by them from the training process. The management can also judge the employees in a proper

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manner after the time that has been provided to them to improve themselves. This will help in
making the process of performance appraisal much more effective for the employees and the
organization as a whole (Bamberger, Meshoulam and Biron 2014).
The process of performance appraisal is a major part of the performance management
system of the organizations. The elimination of this process as suggested by the top officers
of B.R. Investments will be a major problem for the operations of the organizations and the
management of the performance of the employees. The managers can keep a track of the
performance and improvement of the employees with the help of an effective performance
management system. Therefore, it is highly significant to develop an appropriate system of
performance management for the employees of all the organizations operating in the various
sectors and industries (Amarakoon, Weerawardena and Verreynne 2016).

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References
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee
engagement, human resource management practices and competitive advantage: An
integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1),
pp.7-35.
Amarakoon, U., Weerawardena, J. and Verreynne, M.L., 2016. Learning capabilities, human
resource management innovation and competitive advantage. The International Journal of
Human Resource Management, pp.1-31.
Bamberger, P.A., Meshoulam, I. and Biron, M., 2014. Human resource strategy:
Formulation, implementation, and impact. Routledge.
Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human
resource management. Kogan Page Publishers.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic
human resource management. The Academy of Management Annals, 8(1), pp.1-56.
Stone, D.L., Deadrick, D.L., Lukaszewski, K.M. and Johnson, R., 2015. The influence of
technology on the future of human resource management. Human Resource Management
Review, 25(2), pp.216-231.