CASE STUDY PERFORMANCE APPRAISAL AT KALYANI ELECTRONICS CORPORATION

Since it was the rule of the company that each man must punch out his own card, the foreman asked Bhola to accompany him to the Personnel Director, who interpreted the incident as a direct violation of a rule and gave immediate notice of discharge to both workers. He was in the habit of treating his subordinates in the traditional style. Management administered the performance appraisal technique and the subordinates appraised the performance of all these managers. His acceptability and credibility have all along been of the highest order. He had been offered a ride by a friend who had already punched out and who could not wait for him to go through the punch-out procedure. Also discuss, in brief, the methods of Potential evaluation.

Discuss, in brief, the role of coaching and counseling in improving performance of employees. The Plant Manager could not agree with this point of view. Search for a suitable replacement of Pravesh was accordingly initiated and Jitendra was identified for the purpose. What precautions should be taken while designing performance appraisal system so that it may serve the desired purpose? Jitendra and Pravesh are working in an engineering organisation – a reputed one where excellence goes hand-In-hand with every new imperative flexibility. Also discuss, in brief, the methods of Potential evaluation. Mukherjee was perturbed at this turn of events.

The decisions must be evaluated in terms of their long term consequences to the organisation.

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Given some guidance on how to deal ,with the type of persons he had to work with, the sad situation could h. Furthermore, if we start considering all these variations in circumstances, we will find ourselves loaded down with kapyani thinking he is an exception. The two workers came to see the Personnel Director on the following duy.

Mukherjee took a serious view of the incident and served a strong warning letter to the worker.

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Management aporaisal the performance appraisal technique and the subordinates appraised the performance of all these three managers. In this case, although Personnel director and plant manager are right, yet, it is equally important that considering the commitment and intention of the two workers, they should not be discharged.

The Sales Manager reported that he was faced with the necessity of notifying one of their best customers that his order must be delayed because of the liability of one department to conform to schedule. However, these two officers functioned in collaboration with a view to pull down Mr.

AID14876: Case Study – Performance Appraisal AT Kalyani Electronics Corporation

An honest and hardworking man need not necessarily kalyami to be an elfective supervisor. The Chief of Personnel said, “l electroncs the incident should help us to appreciate the essential qualification required for a successful supervisor. Majority of the subordinates working under Pravesh were dissatisfied with their job and were feeling frustrated and depressed over the way they were being handled by him.

Search for a suitable replacement of Pravesh was accordingly initiated and Jitendra was identified for the purpose. He performed his duties in a near perfect manner.

case study performance appraisal at kalyani electronics corporation

Anand were competing with each other in convincing their subordinates about their performance and used all sorts of techniques for pleasing them like promising them a wage hike, transfers to the job of their interest, promotion, etc. Joint General Manager and asked Mr. Prakash has been watching the proceedings calmly and keeping the management In touch with all these developments. Sastry wanted to switch over to Computer Division in view of the prospects, prestige and recognition of the position among the top management of the Corporation.

But a supervisor must have the ability and presence of mind to deal with such men.

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Also point out the merits of this method. Which of the following statements is correct? Thus he could handle the troubled situation. A very cordial and harmonious atmosphere prevailed upon in this department under John.

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kalyni However, Mr, Prakash has been kapyani work-conscious and top management found his performance under such a political atmosphere to be satisfactory.

He viewed this assignment — As a chance to prove his performance. Prakash to join the Corporation as Joint General Manager. Prakash is a stranger to pegformance system as well as its Modus Operandi. Which of the following is not considered as one of the best practices of potential evaluation? In the paired comparison technique of performance appraisal, which of the following formulae is applied?

Sastry wanted to switch over to Computer Division in view of the prospects, prestige and recognition of the position among the corporatiln management of the Corporation. Which of the following factors does not influence the measurement of work performance? Ultimately, a manager has to get the work done from people. But, he wanted to show his performance record to the management at the next appraisal meeting.

Anand were competing with each other in convincing their subordinates about their performance and used all sorts of techniques for pleasing them like promising them a wage hike, transfers to the job of their Interest, promotion etc. Performannce pointed out that the incident was costly to the company in the possible loss of a customer, in the dissatisfaction within the employee group, and in the time and money that would be involved in recruiting and training replacements.

case study performance appraisal at kalyani electronics corporation