university of texas HMRS5131 Application Exercise 7.4

QUESTION

1. After reviewing Exhibit 7.4.2 list what you regard as the major problems with the Darby appraisal system. Make specific recommendations about changing the system.2. What revisions to the rating form would you suggest? What particular methods (formats) discussed in chapter 7 do you recommend? Do you recommend the same methods for all Darby jobs?3. Suppose the firm wants to use the current form for employee feedback. Do you think the instrument will be useful for this purpose? Why or why not? What, if any, revisions would you suggest so that the form can be used employee development?4. Suppose Darby has used this form to both promote people and make merit pay adjustments. Suppose also that Darby has been informed that the six African Americans have claimed discrimination based on promotion and pay policies. What (if any) advice can you give the company? What specific data should Darby evaluate in the context?5. Based on the survey data and what you know about performance appraisal, what are most important for a rater training program? Are there any particular rating errors or biases clearly in need of attention based on the survey data?6. Self-rating with this form average almost two points higher than supervisory appraisals. Should supervisors review self-appraisal before they evaluate the performance? Explain your answer based on possible rating errors7. Steve just read a Jack welch book (former CEO of GE), where he noticed that Jack previously used “forced distributions for rating” what should you tell Steve about this rating method? How does it work and what is the ‘track’ record?8. Should the managers be formally evaluated? If so, decide the system you recommend9. A performance appraisal ‘guru’ said to use ratings of “relative frequency”. What does this mean? Give an example.

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