Interview with Managers
Interviews with key managers of (company) was carried out in order to determine what kind of performance appraisal method the organization have been using as well as find out if the said performance evaluation system are recognized and supported by the department managers as well as determine whether the performance of employees are measured by the performance appraisal system. There were 10 managers who participated in the interviews.
The researcher called the selected employees and arranged for a one-on-one interview, however, a number of managers indicated that they did not have the free time for the interview but said that they were willing to have the interview over the phone. The interview used a structured protocol (Appendix A) to measure the extent of manager awareness and support for the current performance appraisal. The results of the interview are presented in this section. Awareness of Performance Appraisal Strategies
What type of Employee Evaluation System is being used by your organization? All of the managers reported that the organization currently use the conventional appraisal system, the group said that as far back as they can remember the organization have always used the conventional method that is to conduct periodic performance evaluation using an evaluation
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A manager also responded that they were used to this system and they find it stressful to do because the instrument is generic and is not based on the job description of each individual. How does your organization determine the performance rating of your employees? The evaluation instrument used by the company uses a rating scale with 7 points from very poor to excellent. They just followed the scale and did not ask where it came from or how it was developed. However, they feel that it is adequate and can identify which of the employees were actually doing their jobs.
Some managers also said that they just rate their employees based on what they have observed and their work outputs but they have no actual quantification of how effective they are on their jobs. Do you think your existing employee performance rating is effective? Majority of the group said that the performance rating is effective and that they are content with it because it meets their needs. The rating scale is also simple and the employees have been used to it that it is accepted by all.
The standard performance rating was actually established by some consultant they had hired a few years ago and had been the one used up to the present. Some managers commented that the performance rating needs to be updated but they are not sure as to who should be responsible for it. How do you communicate strategy and targets involving critical information, key drivers, performance expectations and results to your workforce? When the evaluation forms had been submitted to the human resource department, the responses are tallied and then computed.
The results are then given to the department managers and they are asked to hand out the individual ratings of the employees under their department and to discuss with them the ratings that they have given. However, the employees rarely question the scores that they get; some just sign the forms to agree with the ratings they have earned. Do you think the above system works perfectly for the organization? Explain. Most of the managers say that the current system works well, but much is to be desired for the performance appraisal system as it is being practiced to be perfect.
The managers felt that the current system is only superficial and promotes the status quo, however around 3 managers argue that the current system is working perfectly. They claimed that managers have been equipped to rate their employees and that saying that the current system is not working well is the same as not being able to perform their duties as managers. What type of rewards system does your company adhere to as incentive to your performing workforce?