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    MBAO 6030 Morgan Stanley Case

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    Jobin John
    Morgan Stanley is a global financial services firm formed in 1997 through a merger. It uses 360-degree performance evaluations to collect feedback on individual employees from supervisors, peers, and direct reports. The evaluations cover multiple dimensions of performance, including both behaviors and outcomes. While allowing for development feedback, the evaluations are also used to inform administrative decisions like compensation and promotions.

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    MBAO 6030 Morgan Stanley Case

    Uploaded by

    Jobin John
    48 views9 pages
    Morgan Stanley is a global financial services firm formed in 1997 through a merger. It uses 360-degree performance evaluations to collect feedback on individual employees from supervisors, peers, and direct reports. The evaluations cover multiple dimensions of performance, including both behaviors and outcomes. While allowing for development feedback, the evaluations are also used to inform administrative decisions like compensation and promotions.

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    Morgan Stanley is a global financial services firm formed in 1997 through a merger. It uses 360-degree performance evaluations to collect feedback on individual employees from supervisors, peers, and direct reports. The evaluations cover multiple dimensions of performance, including both behaviors and outcomes. While allowing for development feedback, the evaluations are also used to inform administrative decisions like compensation and promotions.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    48 views9 pages

    MBAO 6030 Morgan Stanley Case

    Uploaded by

    Jobin John
    Morgan Stanley is a global financial services firm formed in 1997 through a merger. It uses 360-degree performance evaluations to collect feedback on individual employees from supervisors, peers, and direct reports. The evaluations cover multiple dimensions of performance, including both behaviors and outcomes. While allowing for development feedback, the evaluations are also used to inform administrative decisions like compensation and promotions.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 9

    Case Study:

    360 Performance Evaluation at


    Morgan Stanley

    HR Management
    MBAO 6030
    Morgan Stanley: Background
    (Source: www.morganstanley.com)

     Morgan Stanley is a global financial services firm


     Formed in 1997 with the merger of Dean Witter,
    Discover & Co. and Morgan Stanley Group, Inc
     World-class origination and distribution skills and
    a unique balance of institutional and retail
    capabilities
     Morgan Stanley had offices in the World Trade
    Center; ~40 of 3,700 employees were missing from
    the attack on the WTC in September, 2001.

    MBAO 6030 Human Resource Management


    Morgan Stanley: Facts
    (Source: www.morganstanley.com)

     $487B in assets under management (2001)


     Revenue sources (2001):
     asset management (73%)

     credit services (10 %)

     securities (17%)

     63,000 employees in 700 offices in 28 countries


     Total return since merger in 1997*: 227%
    (vs. 56 % for S&P 500)
    *As of May 31, 2001
    MBAO 6030 Human Resource Management
    Morgan Stanley:
    360 Performance Evaluation
    Who is the performance evaluation being given
    to and what is being evaluated?

    Are performance evaluations used to evaluate:


     Individuals?
     Teams?
     Projects?

    MBAO 6030 Human Resource Management


    Morgan Stanley:
    360 Performance Evaluation
    Who gives the 360 degree performance evaluation to
    the employee?

    Who provides input to the evaluation?

    Is all the input equally weighted? Are some sources of


    feedback more important than others?

    How is the feedback given to the evaluated employee?

    MBAO 6030 Human Resource Management


    Morgan Stanley:
    360 Performance Evaluation
    How is the 360 degree performance evaluation
    used?
     For employee development?
     For administrative decisions? If so what kinds
    of decisions are affected by the evaluation
    ratings?

    MBAO 6030 Human Resource Management


    Morgan Stanley:
    Performance Measurement
    How is Performance Measured?
     Objective/quantitative or Subjective/qualitative? Give
    an example from the evaluation form.

     Single or multiple dimensions of performance. Give


    an example from the evaluation form.

     Are behaviors or outcomes used as performance


    criteria? Give an example from the evaluation form.

    MBAO 6030 Human Resource Management


    Morgan Stanley: Critique of
    Performance Evaluation process
    What is your assessment of the new 360
    degree performance evaluation process at
    Morgan Stanley?
     Strengths?

     Weaknesses?

     Recommendations?

    MBAO 6030 Human Resource Management


    Morgan Stanley: Critique of
    Performance Evaluation process
    Does the new 360 degree performance
    evaluation procedure enhance or detract from
    the firm’s new strategic objectives?

    MBAO 6030 Human Resource Management

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