Appraising the Secretaries of

Sweetwater University-
Case Presentation
Team Members:
Kumaresan
Reshma
Sivachandran
Syed Aazam
Utkarsh
 9-17. Do you think that the experts’ recommendations will be sufficient to
get most of the administrators to fill out the rating forms properly? Why or
why not? What additional actions (if any) do you think will be necessary?

No, not necessarily effective.

The Administrators might be biased.
Appraise performance based on the jobs actual duties.
Administrators must understand and value the new process.
Provide training to improve the administrator’s appraisal skills and
monitor its effectiveness.
 9-18. Do you think that Vice President Winchester would be better off
dropping graphic rating forms, substituting instead one of the other techniques
we discussed in this chapter, such as a ranking method? Why or why not?

Yes, it might work good.

In Ranking method, employees are ranked from best to worst on a
particular trait.
Graphic rating forms has limitations such as unclear standards, halo
effect, central tendency, leniency, bias etc.
9-19. What performance appraisal system would you develop for the
secretaries if you were Rob Winchester? Defend your answer.

The main objective of a performance appraisal system is to develop

good performance from the employees and to raise production.
These appraisals should be consistent throughout the whole process
and in a consistent timely manner.
The employee must be evaluated on job performances and is thought
to show any areas that can be improved.
Thank You