Human Resource Management Chapter 1: Introduction to HRM

Performance appraisal at Kalyani Electronics Corporation

Q1. How do you evaluate the worker's appraisal in this case?
Ans. Employee evaluations need to be fair and unbiased as well as they need to be based on clear
expectations that employees know ahead of time. Employees need to be given specific job
requirements and have the opportunity to practice before being evaluated. If an employee’s work is
not up to par, it is very important that a step-by-step process is in place to improve this
performance. It is generally cheaper to keep current employees and improve their performance than
it is to recruit, hire, and train a new employee from scratch. The workers evaluated Mr. Prakash on
these lines:
a) He is a gentle person and able administrator displaying his high leadership qualities
b) He can handle the things efficiently
c) He recognizes the people's work
d) He is a good human as he did not fight with other internal employees
e) He never used to put any negative feeling on anyone and remained as a good person with the
company and its employees.
f) The employees thought that they will be secure and nicely look after by him.
Therefore, I believe that the above factors led to good appraise of Mr. Prakash by the employees.

Q2. Do you suggest any techniques to avert politics creeping into the process
of performance appraisal by subordinates? Or do you suggest the measure of
dispensing with such appraisal systems?
Ans. Performance appraisal is one of the functions of Human Resource Management for measuring
and evaluating the performance of the employees in an organization over a period of time as against
the set standards. Different methods are used for evaluating performance in different types of
organizations and 360-degrees performance appraisal is one of them and I believe that this method
of evaluating should be implemented to avert politics from the process because of the following:
 Helps improving performance of organization as a whole: The companies can use the data
collected through feedback programs to monitor consistent patterns and areas of weaknesses
for employees within the organization. Thus, the top management can more effective and
appropriately conduct training programs to overcome the weak areas. This will lead to
 Human Resource Management Chapter 1: Introduction to HRM
improvement in performance of various departments in the organization and as a result, the
overall performance of the firm goes up.
 Increased consistency in the performance: An all-round feedback helps in improving the
consistency in the working patterns of an organization. The employees are more concerned
regarding how others perceive them. This motivates them to perform consistently towards
achieving the organizational goal as this will help them achieve their personal goal as well,
which will further lead to individual growth. Thus the employees will feel more content with
their performance. 360-degree feedback allows employees to gain a more thorough
understanding of their impact on people they interact with every day. This method helps in
motivating the employees who undervalue themselves.
 Improved superior-subordinate relationships: In traditional appraisal system, the feedback
is totally in the hands of the supervisor thus he can be biased in his judgement. He can give
good ranking to those in his good books or he can rank employees on the basis of their
recent performance while they expect to be ranked on whole year’s performance. This can
lead to differences between superior and the subordinates. The 360-degree feedback helps in
creating an environment of trust. The employees feel more motivated and work in teams
towards achieving the common objective if the feedback is positive. Employees tend to be
more honest with each other and help each other.
 Complete analysis of the subject: Since feedback is from many sources and every source has
a separate relation with subject. So everybody gives feedback from their own perspective
and as per their experience and expectations. “Supervisors, for example, may judge
employees based on their output, while co-workers judge others based on their pleasantness,
and subordinates judge supervisors based on their fairness”. Thus, this feedback provides a
complete analysis of the person being reviewed and it has a positive impact on him and can
induce him to change as per the observations.
 Suitable for appraisal of top-management executives: This kind of feedback is suitable for
the review of the top management as they don’t have many people as their supervisor or
boss who can rate them. Plus, they are the people on whose decisions the organizations
operate so their decisions affect almost everybody from employees to customers to
suppliers.
 Human Resource Management Chapter 1: Introduction to HRM
 Helps creating satisfied and happy employees: Employees are more satisfied with their
performance after they are reviewed by many sources and get a chance to improve their
performance and improve their skills through effective training. Plus, they feel happy by
giving their views about their superior and this creates a sense of belongingness as their
views are considered important.