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CASE: ROB PARSON AT MORGAN

STANLEY (A)
Qus 1. What is your assessment of Rob Parsons
performance? Should he be promoted? Support
your answer with clear rationale.
Qus 2. Using the data in the case, please complete
the Evaluation and Development Summary
presented in Exhibit 3 of the case.
Qus 3. If you were Paul Nasr, how would you plan
to conduct the performance appraisal
conversation? What would your goals be? What
issues would you raise and why, and how would
you raise them?
Qus 4. If you were Rob Parson, how would you conduct
yourself in the performance evaluation meeting? What
are your goals? How would you try to influence the
process?
Qus 5. Is 360 feedback the right method to appraise an
employees performance in such scenario? Support your
answer with the clear advantages and disadvantages of
this method.
What is Performance Appraisal?

Performance Appraisal (PA) is the process


that is used to evaluate the personality,
performance and potential of the employees of
an organization.

It is a process of evaluating and


communicating to an employee how he or she
is performing the job and establishing a plan
for improvement.

Hence, it is a system of review and evaluation


of job performance to assess accomplishments
and to evolve plans for development.
Objectives Of PerfOrmance aPPraisal

According to:
Employee Organization
To correct any deficiency
To decide base pay, promotion
To reinforce employees
and retention
strengths.
To ensure performance
To review career growth
management
Communicate expectations
To assess training needs
Aims at:
mutual goals of the employees &
Personal development
work satisfaction the organization are met
involvement in the growth & development
organization. increase harmony & enhance
effectiveness
Process

Setting
Performance
Taking Corrective Standards Communicating
Measures
Standards

Discussing Measuring
Results Performance
Comparing
Standards &
Performance
What is 360 Degree Feedback?

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360-degree feedback is an appraisal or assessment
process used to improve managerial effectiveness by
providing the manager with a more complete
assessment of the employees effectiveness, his
performance and development needs.

360 degree feedback is also known as Multi-rater


feedback, Multi-source feedback, Full-circle appraisal
or Group performance review.
360 degree performance appraisal
Measurement Parameters
360 degree feedback system appraises the employee and evaluates
the employee on various measurement parameters such as:

Managing and
Personal Commercial
Leading
Brand Awareness
Change

Coaching and
Building Strategic
Developing
Relationships Thinking
Others

Developing the Managing


Business Skills
Organization Performance
Advantages and Disadvantages of 360 Method

Advantages Disadvantages
Multiple sources of information Frank and honest opinion may not
be received
Perceived more valid and objective Stress might be put on individuals
for giving feedback

Helps employees in seeing Lack of action following feedback


themselves as others see them.

Provides important information Over reliance on technology


which neither employee nor his/her
superior may be aware of
Too much bureaucracy (Official
Procedure might slow the process)
Methods of PerforMance aPPraisal
Traditional Methods Modern Methods
1. Simple Ranking Method
1. 360 Method (HCl, Maruti Udyog,
2. Paired comparison Reliance, Infosys)
3. Graphic Rating scales 2. Assessment Center (RBI)
4. Forced choice Description (AssessPeople Ltd.)

method 3. Management by Objectives


(MBO)
5. Forced Distribution Method
4. Human Asset Accounting
6. Checks lists 5. Behaviorally Anchored Rating
7. Free essay method scales
8. Critical Incidents 6. 540and 720 Feedback
Methods
7. Social Media based appraisals
(workforce rypple, a platform)
https://www.washingtonpost.com/news/on-leadership/wp/2015/07/21/in-
big-move-accenture-will-get-rid-of-annual-performance-reviews-and-
rankings/

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