Case Study Progress Report

PERFORMANCE MANAGEMENT
(Diad-3)

Submitted to:
Dr. Deepak Sharma

S. No. Student Name SAP ID Roll No.

1 Smita Srivastava 80203190173 B046
2 Tanya Sardana 80203190148 B050
Performance appraisal in very basic terms is the systematic evaluation of the individual with
regard to his or her performance on the job and their potential for development. For
development of our case study on “Revamping Performance Appraisal”, we have
considered the following problem and context so far:

Problem:
Some women employees of XYZ complained of unfair practices being done to them by the
management which led them to eventually file cases. They were mentioning their low salaries
as compared to male employees who were experiencing bonuses and incentives out of their
performances. Women also frequently did not get any high ratings during performance
assessments that essentially prevented them from getting accepted with regard to their
applications for higher office. These poor performance assessment scores also were usually
used as a basis for the management of XYZ to expel what they believed were
underperforming employees from their workforce and replace them with more competent
workers.

▸XYZ is particularly careful on issues such as racial, religious and sex discrimination. 
▸However, it is noticed that top management positions are mostly occupied by only males. 

Further, researching on the Traditional methods used by the firm that creates biases or gives
rise to unfair ratings include the following:
 Graphic Rating Scales
 Ranking Method
  Checklist Method
 Critical Incident Method

To solve the challenges faced by women, New methods of Performance Appraisal has been
implemented:
 360-degree feedback
 Balanced Scorecard
 Field Review Method

Apart from discussing the old and new methods of performance appraisal, we will also
discuss how it had an adverse effects on the women employees of the organisation and
affected the culture of the organisation as a whole. Trying to revamp the whole performance
appraisal, XYZ brought a dynamic shift in the core value systems of the firm and progressed
towards building a room for improvement, change and effectiveness of the organisation.
After giving our own set of recommendations or suggestions, we will also try to effectively
link the new Performance Appraisal systems with the compensation and benefit structure of
employees as it plays a pivotal role here in enhancing their satisfaction, keeping them
motivated at the workplace and brings about a transformation in the leadership hierarchy of
the firm.