SECTION C (20 Marks)
ANSWER ONLY ONE QUESTION FROM THE PROVIDED OPTIONS
Question 3
Assume you are the CEO of a company that employs a large number of industrial workers who are below graduate level and who possess technical job-specific skills. Your organisation is highly technology driven and requires everyone to perform well, keeping pace with the machine cycle time. Any below the standard performer can create a total mess in the assembly line production system, as the job remains in each work station for specific period of time. On the expiry of time schedule, job reaches to next workstation, even if it’s not fully completed in the earlier workstation. In the assembly line production system, we cannot back track a job as a result when the job travels through different work stations with incomplete workmanship, the end product fails to conforms to the requires quality and is rejected.
3.1 As CEO, you want to outline the objectives and reasons for adopting performance appraisal system in your organisation. Explain the main objectives of performance appraisals. (10)
To explain the main objectives of performance appraisals as a CEO, you would want to consider the following points:
1. Identify and recognize individual performance: Performance appraisals help in evaluating the performance of each employee. By assessing their skills, abilities, and achievements, you can identify top performers and reward them accordingly. This recognition acts as a motivation for employees to excel in their roles.
To outline this objective, you can explain the importance of distinguishing between top performers and underperformers, and how it helps in creating a culture of excellence within the organization.
2. Provide feedback and development opportunities: Performance appraisals offer a platform for constructive feedback. As a CEO, you can use this opportunity to provide employees with feedback about their strengths and areas for improvement. Constructive feedback helps employees understand where they stand and what steps they can take to enhance their performance.
When outlining this objective, emphasize how performance appraisals contribute to employee growth and development, leading to an overall improvement in their skills and job-specific knowledge.
3. Set clear performance expectations: Performance appraisals assist in setting clear performance expectations for employees. By defining and communicating these standards, employees understand what is expected of them in terms of quality, timeliness, and productivity. This clarity helps to align individual performance with organizational goals.
To explain this objective, highlight the importance of setting performance standards to ensure consistent and high-quality work across all workstations in the assembly line production system.
4. Identify training and development needs: Performance appraisal systems can help detect skill gaps and training needs within the workforce. By assessing employee performance, you can identify areas where employees require further training or development. This enables you to plan and provide relevant training programs to bridge those gaps.
When outlining this objective, you can emphasize the importance of continuous learning and skills enhancement to keep up with the technology-driven nature of the organization.
5. Support decision-making processes: Performance appraisals provide objective data that can support various management decisions, such as promotions, transfers, or terminations. By having a comprehensive assessment of each employee's performance, you can make informed decisions about talent management and resource allocation.
To explain this objective, describe the value of having reliable data and insights to make strategic decisions that align with the organization's goals and improve overall efficiency.
Overall, the main objectives of performance appraisals are to recognize individual performance, provide feedback and development opportunities, set clear expectations, identify training needs, and support decision-making processes.