Organization Change Management: Telespazio Appraisal Case Study

This case study examines Telespazio's performance appraisal system, initiated in 2005 to align employee efforts with company goals. The system, initially based on single-evaluator (supervisor) assessments, aimed to inform decisions regarding rewards, career advancement, and training. The case...Read More

Running Head: Organization Change Management
Organization Change Management
Telespazio Appraisal Case Study

Organization Change Management
Table of Contents
Performance Appraisal..........................................................................................................2
Advantages of Supervisor Evaluation.................................................................................................2
Disadvantages of Supervisor Appraisal Process..................................................................................3
Advantages of Dual Rate Appraisal System........................................................................................3
Disadvantages..............................................................................................................................4
Concern of HR team in Selectivity and Evaluation....................................................................4
Actions Suggestions for Equity and Selectivity...................................................................................5
Plan to transfer Appraisal System in Foreign Subsidiaries........................................................5
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Performance Appraisal
The performance appraisal was incepted in the year 2005 for aligning the staff members hard
word with the firm and the challenges of goals of the group in the local as well as the
international area. This system was incepted as the means to help the decisions with respect to
the employee’s management like rewards advancement in career, training, compensation etc. The
goal was the promotion of some rules: Sharing of the objective, Reference to the behaviors
which are observable, competencies and the transparency.
According to the case study, Telespazio engaged in the single evaluator performance appraisal
system. The appraisal was actually based on the one evaluator or one can call it as the direct
supervisor. The evaluation was the first duty of every manager that makes sure the apt visibility
of the outcomes by the level of management which are just the immediate above ones. The
exception of this only rule happens when the staff was assigned to the team’s project wise on the
general basis with the responsibilities of the project and mix lines. In such cases, the appraisal
usually is finished by both the project manager as well as the line managers. To be more
particular, the definition of the goals for every new year is the role of project manager because he
is responsible for the budget and also the timing of the project. The line manager is responsible
for the interview about the performance because this is one of the major necessities in the project
goals. This approach has two objectives: first is the accomplishment of the project goals of teams
and second is to make sure of the employee’s long term growth in the firm professionally.
The planning and the connection of the complete appraisal procedure is the responsibility of the
Human resource department that is also the in charge of the analysis and the preparation and the
evaluation of the complete results on the whole.
Advantages of Supervisor Evaluation
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When it comes to performance appraisal of the employees, the supervisor with whom the
employees work directly is the one who knowns them very closely. Of all the employees,
everyone would like their supervisor to appraise them as these employees works very closely
with their supervisors only for the whole time. The best advantage would be to the employees as
the evaluation would be done by knowing each small detail by the supervisor. Those are the
supervisors who evaluate them every day. This would become really easy for the firm too as the
results would be more accurate and the process of the evaluation would not be very long as it
would not need much time in evaluating the employees whom the supervisor knows already very
well.
Dis advantages of Supervisor Appraisal Process
If the supervisor does not see the employee working regularly, this could be a disadvantage for
the employee. Although this is the process which is really uncommon in the firms like
Telespazio but still there remains a chance for the same. Some supervisors stay or supervise from
the distant land as this can hamper the process of appraisal for all the employees. This can take
much time to evaluate in case of supervisor not knowing their employees very closely. Another
disadvantage for the employee could be if he or she does not get along with their supervisors.
This personal conflict can also hamper the appraisal process for the employee. The employee
may be good at his work yet he does not get along with the manager, then it becomes a big issue
for the process. The personal conflict can create a bias issue in the whole process. The fourth
issue that can hinder the process is that if the supervisor does not clearly know what exactly his
employees do. Having no clarity of work of the employees will make the supervisor not evaluate
them at all or evaluate wrongly. In case if the employee is working on something very complex
and the supervisor just know about his or her simple work only, then also there is a high chance
for the employee to get evaluated wrongly.
Advantages of Dual Rate Appraisal System
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Inspires professional growth for workers: When there are multiple raters or dual raters,
the professional growth is a nice way to grab for the employees. This can become a good
chance to use the feedback at this level of the firm for helping the people with their
talents. This can provide a good feedback to the employees as it will then come from
more than one person and also from the one with whom the employees do not work
closely.
Deliver self-awareness from each stage of the company : The finest things about this
appraisal is that one obtains the appraisal on various levels like not just from the boss but
also from the other evaluators too. It also makes the person realize that for taking growth,
it is not just easy like impressing the boss. It takes a lot of hard work to do the same.
Disadvantages
Using it for the correct reasons: The main mistakes with it is the valuation can be used
for the bad goals like valuating the employee who is the favorite and not valuating nicely
who is not.
Create a culture that makes it comfortable: This type of evaluation and appraisal creates a
good environment for the employees yet it can be a disadvantage and can lead to
dissatisfaction and demotivation when people come to know that their evaluation is going
to have more than one person. Usually people are more comfortable with their direct
supervisor only.
Concern of HR team in Selectivity and Evaluation
Every year, a few means of communication is used for making sure that the vital info and the
values linked with the program stand out with each and every employee. Certainly, both
supervisors who were in charge of assessing their workforce and labors who will be assessed
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should be completely conscious of all the rubrics of the resolute. As specified by the HR team of
the firm: “clearness and fairness are vital to assuring that program is positively executed.”
Though the business created important speculations in aimed exercise and training for
evaluators, the examination of the information produced from Human Resources Management
System presented that the score scatterings were frequently prejudiced towards optimistic
presentation and rough in dissimilar business units and subdivisions
Actions Suggestions for Equity and Selectivity
Mr. Dettori measured the equity and selectivity concern to be most dangerous: After numerous
years of being dutiful in emerging the ethos of assessment, he did not see several ladders onward
in the ranking delivery. Marta Di Santo added: “Most ratings are exaggerated, others are not
distinguished some managers award superior ratings to all of their staff!” Mr. Dettori continued:
“These kinds of appraisal risk having a discouraging result on those employees who have been
correctly assessed by their supervisor, and who come out below the average.
There were some of the changes which was made by MR. Dettori. Their manager was made
aware of the differentiation which was done with their employees. It was needed for the
effectiveness of the system. The evaluation was done carefully. Every action taken should have
been a careful move as one single mistake could create lots of differences in the data. The
amendment of PAT must also state vital business change that they faced. The new structural
model was adapted by the generations; they needed to feel the confidence with this new way of
working. They needed to attain the deeper addition of the processes across the world and regulate
to a diverse setting. The worldwide application of the performance appraisal program was vital
for collaborating the new organizational supplies and supporting the procedure of global
addition.
Plan to transfer Appraisal System in Foreign Subsidiaries
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Organization Change Management
The extension of the program across the world was very critical for the firm to sustain in the
integration globally. The firm stated that year by implementing the system in the subsidy in
Argentina at first which is also considered to be the pilot firm and that firm especially did not
have any issues ongoing too. The firm faced no issues in transferring the subsidy to Argentina as
they worked well with the local department of HR. Then the plan further was to transfer the
system to Camila Beliera. It was a subsidy which required the structure for the system of
appraisal and a strategic role too. This was worked out with the help of 10 employees with the
local supervisors in making them aware of the system completely and then it was implemented.
By the end of 2013, the firm planned the transfer of the system in Germany and France. Both
these countries had very different managerial systems and leadership style. France had 400
employees and they had very different and strict culture and they as people were very efficient
and strong. This was not easy at all for Germany and France.
Hence, there are some of the strategies to transfer the system successfully which the firm could
have used. They are:
1. Making it formal: A clear picture of the tools and the process is necessary for transferring
the system of appraisal in the foreign country. Once the process is easily explained to the
supervisors in different countries, the transfer becomes very easy to be done irrespective
of any country the transfer is looked forward to.
2. Creation of duplication: In case of the transfer is not happening nicely, the firm should be
ready for the duplication creation. This is the worst scenario the firm should be ready for.
Cross-training can alleviate the risk of a firm in the transfer of system.
3. Training: The formal training of the systems should be given at first and this should be
the primary step to do.
4. Usage of the other systems: There is a chance for every firm to use different systems if
that particular appraisal system is not getting transferred easily. This step if followed by
the duplicity, would be perfect in the worst-case scenarios.
5. Smart Consultants: The consultant or the employees who are being used for the transfer
of the appraisal system should be smart enough to understand the process sooner so that
not much time is spent in explanation of the system. If the employees would be smart
enough, the work would be done efficiently as well as it will not take long to the transfer.
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