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    Session 18 Case - Rob Parson at Morgan Stanley (A)

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    Sreejith Madhav
    The document discusses performance appraisals and 360 degree feedback. It defines performance appraisal and its objectives for both employees and organizations. It also defines 360 degree feedback, discusses its measurement parameters, and lists advantages and disadvantages. Additionally, it discusses various traditional and modern performance appraisal methods.

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    Session 18 Case - Rob Parson at Morgan Stanley (A)

    Uploaded by

    Sreejith Madhav
    118 views15 pages
    The document discusses performance appraisals and 360 degree feedback. It defines performance appraisal and its objectives for both employees and organizations. It also defines 360 degree feedback, discusses its measurement parameters, and lists advantages and disadvantages. Additionally, it discusses various traditional and modern performance appraisal methods.

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    Session 18 Case- Rob Parson at Morgan Stanley (a)

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    The document discusses performance appraisals and 360 degree feedback. It defines performance appraisal and its objectives for both employees and organizations. It also defines 360 degree feedback, discusses its measurement parameters, and lists advantages and disadvantages. Additionally, it discusses various traditional and modern performance appraisal methods.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    118 views15 pages

    Session 18 Case - Rob Parson at Morgan Stanley (A)

    Uploaded by

    Sreejith Madhav
    The document discusses performance appraisals and 360 degree feedback. It defines performance appraisal and its objectives for both employees and organizations. It also defines 360 degree feedback, discusses its measurement parameters, and lists advantages and disadvantages. Additionally, it discusses various traditional and modern performance appraisal methods.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 15

    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?

    Copyright - ManagementStudyGuide.com
    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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