Analyzing Performance Appraisal System at B.R. Investments - MGT 211

This case study examines the performance appraisal system at B.R. Investments, a finance company with 15 branches and over 200 home office employees. The report evaluates the management's proposal to discontinue the existing appraisal system and suggests alternative approaches for the HR manager. It emphasizes the importance of performance appraisals for employee motivation, communication, and career development. The analysis recommends modifications to the system, including increased remuneration, performance-based financial rewards, target-setting with recognition, and recreational programs to alleviate employee stress, ultimately aiming to improve overall organizational growth. Desklib provides students with access to a wealth of resources, including solved assignments and past papers, to support their academic endeavors.

Running head: HUMAN RESOURCE MANAGEMENT – A CASE STUDY
HUMAN RESOURCE MANAGEMENT – A CASE STUDY
Name of the Student
Name of the University
Author Note

1HUMAN RESOURCE MANAGEMENT – A CASE STUDY
EXECUTIVE SUMMARY
The major task of the human resource manager is, in layman terms, to manage the various
members of the workforce of the concerned company. The following report aims to put forth an
evaluation as to whether the performance appraisal of the company should be discontinued. The
report also puts forth the ways in which the concerned human resource manager should have
tackled the situation. The report tends to reach its end with certain recommendations pertaining
to the changes that B. R. Investments needs to bring about in the employee performance
appraisal system.

2HUMAN RESOURCE MANAGEMENT – A CASE STUDY
Table of Contents
Introduction..........................................................................................................................3
Contradiction with the management on the discontinuation of performance appraisal. .3
Role of the HR manager..................................................................................................4
Modifications in performance appraisal system..............................................................5
Conclusion...........................................................................................................................6
References............................................................................................................................7

3HUMAN RESOURCE MANAGEMENT – A CASE STUDY
Introduction
The major task of the human resource manager is, in layman terms, to manage the
various members of the workforce of the concerned company. B. R. Investments is one of the
famous finance companies in the country and has been operating from 15 different branches in
the country and employees almost 200 people in the home office of the concern. The following
report aims to put forth an evaluation as to whether the performance appraisal of the company
should be discontinued. The report also puts forth the ways in which the concerned human
resource manager should have tackled the situation. The report tends to reach its end with certain
recommendations pertaining to the changes that B. R. Investments needs to bring about in the
employee performance appraisal system.
Contradiction with the management on the discontinuation of performance appraisal
The performance appraisal system of the company generally refers to the process in
which the job performance of the concerned employee is documented and evaluated by the
concerned management of the organization. This process of employee appraisal is highly rather
solely dependent on the performance of concerned workforce of the company. The performance
appraisal of the concerned employee might also be referred to as the performance evaluation,
employee appraisal, development discussion or the performance review of the concerned
employee (Bratton and Gold 2017). The performance appraisal of the employees tends to help
the concerned members of the workforce by motivating them into giving their best while serving
the company (Bernardin and Wiatrowski 2013). In the concerned case, the management of B. R.
Investments had opined that it would have been better to put forth a discontinuation of the
employee performance appraisal schemes that had been operational in the organization. However
according to the experts in the field, the employee performance appraisal schemes should be

4HUMAN RESOURCE MANAGEMENT – A CASE STUDY
present in each and every organization. This helps in motivating the various employees of the
organization so as to help in the overall growth of the organization. The performance appraisal of
the concerned employees might help in the improvement of the communication that takes place
within the concerned organization. The appraisal process might help the concerned members of
the workforce of the company to develop a better understanding of the job roles that have been
assigned to them. The performance appraisal of the concerned employees also helps in providing
a proper career path to the concerned employees of the organization. The performance appraisal
might also help the concerned employees of the organization with the various decision-making
abilities that they demonstrate.
Role of the HR manager
The role of the human resource manager in an organization is huge. The basic
functionality of the human resource manager of an organization is to bring about a management
of the various employees who have been serving the organization. The other most important
function of the human resource personnel is to perform an overview of the functions of the
various departments that are active within the organization. The human resource department of
the organization tends to be responsible for the effective communication that exists among the
various members of the workforce of the company (Dusterhoff, Cunningham and MacGregor
2014). The human resource management of the organization is often entrusted with the duties of
carrying out the appraisal process that is conducted within the organization. The human resource
personnel of the organization might be responsible for sharing the feedback on the performance
of the employees (Salleh et al. 2013). In this case, the human resource department of the
company in discussion, B. R. Investments, is advised to hold a meeting with the concerned
employees in order to have a proper idea of the grievances that the concerned employees might

5HUMAN RESOURCE MANAGEMENT – A CASE STUDY
be facing while serving the organization. The concerned human resource department of the
organization might be advised to deal with the various methods that need to be followed in order
to solve the various problems that the employees have been facing (Aggarwal and Thakur 2013).
The human resource department of the organization must also need to present to the concerned
authorities the actual representation of the work that is done by the concerned employees so as to
aid the process of the employee appraisal in the organization.
Modifications in performance appraisal system
The company in discussion, B. R. Investments, might be advised to abide by certain steps
in order to bring about the needed modifications in the performance appraisal system that is
followed by the concerned company. The company might be advised to implement the needed
measures in the field of the employee management so as to bring about a change in the overall
growth of the company (Barnes-Farrell 2013). The concerned management of the company
might be advised to bring about an increase in the remuneration that it pays to the concerned
employees of the concern. These financial rewards that are based on the performance of the
employees tend to provide the employees of the concern with greater amounts of the motivation
in the matters that might ultimately lead to the overall growth of the company (Cheng 2014). The
employees might also be provided with certain targets and deadlines by the management of the
organization. The management of the organization is advised to extend certain rewards and
recognitions to the employees who might achieve the targets and the deadlines that have been set
by the company (Fletcher and Williams 2013). This might help the concerned employees to get
motivated towards serving the organization and thus help in bringing about an overall growth of
the concerned organization in discussion, B. R. Investments. The concerned management of the
concern is further advised to introduce some amusement programs for the concerned staff that

6HUMAN RESOURCE MANAGEMENT – A CASE STUDY
might help them to get relieved of the stress that they might feel due to the workload that they
might feel while completing the various tasks that are assigned to them.
Conclusion
Thus, from the above discussion it might be concluded that the company in discussion, B.
R. Investments would face a positive growth if they choose to abide by the recommended
courses of action that are discussed in the above report. The company in discussion might benefit
from the implementation of the increased remuneration, the financial awards and the installation
of the recreational facilities within the business organization in discussion, B. R. Investments. It
might safely be concluded that the concerned management of the organization needs to
implement the recommended steps in order to motivate the current employees of the organization
thereby bringing about an overall growth in the concerned company.

7HUMAN RESOURCE MANAGEMENT – A CASE STUDY
References
Aggarwal, A. and Thakur, G.S.M., 2013. Techniques of performance appraisal-a
review. International Journal of Engineering and Advanced Technology (IJEAT), 2(3), pp.617-
621.
Barnes-Farrell, J.L., 2013. Performance appraisal: Person perception processes and challenges.
In How people evaluate others in organizations (pp. 161-180). Psychology Press.
Bernardin, H.J. and Wiatrowski, M., 2013. Performance appraisal. Psychology and
Policing, 257.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cheng, S.Y., 2014. The mediating role of organizational justice on the relationship between
administrative performance appraisal practices and organizational commitment. The
International Journal of Human Resource Management, 25(8), pp.1131-1148.
Dusterhoff, C., Cunningham, J.B. and MacGregor, J.N., 2014. The effects of performance rating,
leader–member exchange, perceived utility, and organizational justice on performance appraisal
satisfaction: Applying a moral judgment perspective. Journal of business ethics, 119(2), pp.265-
273.
Fletcher, C. and Williams, R., 2013. Appraisal, feedback and development: Making performance
review work. Routledge.
Salleh, M., Amin, A., Muda, S. and Halim, M.A.S.A., 2013. Fairness of performance appraisal
and organizational commitment. Asian Social Science, 9(2), p.121.