PERFORMANCE APPRAISAL

IMPLEMENTATION
PROBLEMS
AT
ALBION DRINKS
GROUP 7
ASHA NACHI
GEORGE
NISHA
SIDDARTH
SUDIPTA
URPREET
 THE CASE
 The design and implementation of the
appraisal system must be properly addressed
 Identifies how one organization made a
number of easily avoidable mistakes which
would limit its ability to develop its appraisal
system
 BACKGROUND
 Albion Drinks-manufacturer of its own brand soft
drinks
 Grocery stores and supermarkets across the UK
 Private-label products to the major supermarket
chains
 Part of a larger parent organization (in FMCG
spectrum)
 1,200 staff:1,000 factory-based production
operatives & 200 based in the head office,
undertaking support activities
 Trade Union membership within factory high
 25% of the head office employees in Trade
Union
 Employee Relations climate good
 New HR Director
 ROLE PLAY
 HR DIRECTOR
 HEAD OFFICE HR MANAGER
 HEAD OFFICE MANAGER
 TRADE UNION REPRESENTATIVE
SCENE 1: OFFICE EMPLOYEES
DISCUSSING ABOUT NEW HR
DIRECTOR
SCENE 2: A DISCUSSION
BETWEEN NEW HR
DIRECTOR AND THE HR
MANAGER
 SCENE 3: HR MANAGER
COMMUNICATES THE SAME
TO ALL AND GETS THE JOB
DONE
SCENE 4: PROBLEMS WITH
APPRAISAL
 PROBLEMS
 No expertise
 Simply lifted the sister concern's existing
appraisal process and introduced it
 Resistance overlooked
 No training provided to existing managers
 Who should appraise whom?
 Lack of clarity in the terms used
 SOLUTIONS
 Process related to job performance
 Involve employees
 Make sure the performance rating process is
strategically useful- KRAs
 Train the employees on how to appraise
 Clarity regarding who would appraise whom
 Constant reviewing and monitoring of the process
SUGGESTIONS FOR EFFECTIVE
PERFORMANCE APPRAISAL
 The Appraisal System Should Be Tailored to
the Specific Needs of the Organization
 Rating Factors Should Be as Objective and
Concrete as Possible
 Appraisals Should Be Free of Bias
 Procedures and Administration Should Be
Uniform
 The System Should Be Easy to Operate
 The System's Results Should Be Used in Decisions
 The System Should Provide a Review or Appeals
Process
 The System Should Be Acceptable to Users
 The System Should Be Economical to Operate
 Performance Ratings Should Be Documented
 Raters Should Be Trained and Qualified
 The System Should Provide for Monitoring and
Evaluation
 Top Management Should Clearly Support the System
 CONTEMPORARY EXAMPLES
OF EFFECTIVE
PERFORMANCE APPRAISAL

 PepsiCo

 Xerox Corporation's Reprographic Business

Group
THANK YOU