Essay on Case Application: Appraising the Secretaries at Sweetwater U

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1. Do you think that the experts' recommendations will be sufficient to get most of the administrators to fill out the rating forms properly? Why? Why not? What additional actions (if any) do you think will be necessary?
I don’t feel that the experts’ recommendations will be sufficient to get most of the administrators to fill out the rating forms properly. The managers would be pleased with the recommendation to rescind Mr. Winchester’s forced ranking technique but would definitely challenge the idea of not tying salary increases to appraisal forms because it’s what they’ve always done and it is the only way they feel they can provide competitive wages for secretaries. The issues of providing invalid feedback to each secretary
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Selection for such opportunities can be tied to effective performance appraisals.

2. 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? Vice President Winchester would probably like to continue using the graphic rating in a revised form that assesses the secretary’s performance related to competencies essential for the position and relevant job duties or objectives. He would probably change the format for future use. As I stated in my previous response implementing a more effective appraisal tool will take some time. Per the recommendations made by the experts, I agree that salary increases should not be directly tied to the performance appraisal. The appraisal should be a separate event from discussions of salary increases. Some companies have the HR department to approve merit recommendation prior to any discussion between the administrator and his/her employee. This practice allows the organization to assign merit increases within established budget constraints.
3. What performance appraisal system would you develop for the secretaries if you were Rob Winchester? Defend your answer.
I would develop an appraisal system utilizing the BARS technique. Although the BARS technique requires a great deal of time to develop but the end result is well worth the effort. Some might

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