52992002 09 Performance Management And 
Continuing Case:
Carter Cleaning
Company
Performance
Management
and Appraisal
Attracting – DEVELOPING - Keeping
Prepared by
Group Dynamic
Kelvin Lye, Wong Shwu Fen & Masood
Case Details
No formal evaluation of employee’s performance for all these years
Problem?
1.
Reasons?
How?
(Informal
)
2.
Jack has many other priorities (boosting sales, lowering cost etc.)
Staff turnover (employees not staying long enough to be appraisable)
Manual Workers
•
Praise them for job well done
•
Give criticism when things don’t look right
Managers
•
Inform them directly about store problems
•
Give useful feedback on where they stand
Case Details
Solutio
n?
Use more formal appraisal approach
Manual Workers
•
Include criteria such as
1. Quality
2. Quantity
3. Attendance
4. Punctuality
What should be included? Managers
•
Include a list of quality standards for matters such as
1. Store cleanliness
2. Efficiency
3. Safety
4. Adherence to budget
Questions
Question 1
Is Jennifer right about the need to evaluate the workers formally?
The managers? Why or why not?
Question 2
Develop a performance appraisal method for the workers and managers in each store.
Question 1
Is Jennifer right about the need to evaluate the workers formally? The manager? Why or why not?
Jennifer right? YES!
Need to evaluate the workers and manager formally
Why?
Question 1
Is Jennifer right about the need to evaluate the workers formally? The manager? Why or why not?
Why?
Through formal performance appraisal, manager and workers will know
•
Scope of appraisal
•
Guidelines of appraisal
•
Consequence action related to appraisal result.
Translate the employer’s goals into specific employees’ goals
(Manager and workers’ goals aligned with CCC’s goal)
Store manager and workers assist in
1.
Identify and set the expected goal
(SMART)
2.
Avoid counter productivity goal
Question 1
Is Jennifer right about the need to evaluate the workers formally? The manager? Why or why not?
Why?
Through
Carter Cleaning
Company
Performance
Management
and Appraisal
Attracting – DEVELOPING - Keeping
Prepared by
Group Dynamic
Kelvin Lye, Wong Shwu Fen & Masood
Case Details
No formal evaluation of employee’s performance for all these years
Problem?
1.
Reasons?
How?
(Informal
)
2.
Jack has many other priorities (boosting sales, lowering cost etc.)
Staff turnover (employees not staying long enough to be appraisable)
Manual Workers
•
Praise them for job well done
•
Give criticism when things don’t look right
Managers
•
Inform them directly about store problems
•
Give useful feedback on where they stand
Case Details
Solutio
n?
Use more formal appraisal approach
Manual Workers
•
Include criteria such as
1. Quality
2. Quantity
3. Attendance
4. Punctuality
What should be included? Managers
•
Include a list of quality standards for matters such as
1. Store cleanliness
2. Efficiency
3. Safety
4. Adherence to budget
Questions
Question 1
Is Jennifer right about the need to evaluate the workers formally?
The managers? Why or why not?
Question 2
Develop a performance appraisal method for the workers and managers in each store.
Question 1
Is Jennifer right about the need to evaluate the workers formally? The manager? Why or why not?
Jennifer right? YES!
Need to evaluate the workers and manager formally
Why?
Question 1
Is Jennifer right about the need to evaluate the workers formally? The manager? Why or why not?
Why?
Through formal performance appraisal, manager and workers will know
•
Scope of appraisal
•
Guidelines of appraisal
•
Consequence action related to appraisal result.
Translate the employer’s goals into specific employees’ goals
(Manager and workers’ goals aligned with CCC’s goal)
Store manager and workers assist in
1.
Identify and set the expected goal
(SMART)
2.
Avoid counter productivity goal
Question 1
Is Jennifer right about the need to evaluate the workers formally? The manager? Why or why not?
Why?
Through