Performance appraisal Performance appraisal is one of the detailed category falls under employee relation in human resource management. Proper parameters are important to evaluate the performance of any employee, and proper reporting is important to consider for a top executive while evaluating it is necessary to consider all the role and responsibilities of the concerned position. In the case of financial security investment, Baskin’s promotion is backed by the ability to come through impressive clients and exposure at the right time. If there would be proper statistics and appraisal methods adopted by this organization, then the performance statistics of brook were better than Baskin. Comparing the employee relation and turnover rate of different groups, each group including Baskin’s had high turnover rate than brook’s group. This ability to save turnover cost for the organization should be recognized for the motivation of any employee. Appraising brook’s performance would also motivate other managers to incorporate these abilities in their own groups. Praising of brook’s employees and brokers also need recognition to provide a satisfaction about the functioning of organization and human resource management system. Inability to appraise deserving performance could risk the reputation and transparency of organization and negatively affect its employee’s job satisfaction level [Ben17]. Mary Corey’s Case Case Questions: 1. Discuss the main issues in the case. Can Helen terminate Mary without running into legal problems? Discuss.
2015). Thus if Mary’s aprupt job behavior is due to illegal drug then she has no protection under the law and she can be terminated by showing minimal concern. If she has a problem of alcohol abuse then a strong case can be made against her. On the basis that Mary continued to show up late for work, her performance has dropped, the inability to make decisions and solve problems as well as the cases for her coming back drunk from her lunch break. Helen can fire Mary and won’t face any legal action as she has already given her two prior warnings which are written. Before deciding whether to terminate an employee, conduct a thorough investigation of the events in question and get the employee’s version or explanation. Consider whether a neutral third person would find the employee’s explanation plausible.
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- Human Resource Management