SOLUTION: SEU How to Develop a Better Performance Review System Case Study Questions
SOLUTION: SEU How to Develop a Better Performance Review System Case Study Questions.
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Analyze effective business letters, memorandums, and case studies.
● Perform all communication abilities, including thinking, writing, speaking, listening, and
assessing the technology.
Part 1: Case Analysis
Read the discussion forum below, which shows several employees’ posts about how to
develop a better performance review system. Then, answer the questions that follow.
Jackson: Hi team, this week we’ll use this forum to discuss our performance review system.
Specifically, we want to explore the benefits and drawbacks about the timing of our reviews.
Currently, our reviews are conducted annually. The HR team wants to know what we think about
quarterly reviews. The HR team wants us to share our views with them by September 10.
Cynthia: I’ve never experienced quarterly reviews before, so it’s hard for me to say if that’s better.
My hunch is quarterly reviews would be more fair and helpful. But I also assume they take a lot
of extra time for our managers. @Erin, I think your last company held quarterly reviews. What are
your experiences with more frequent reviews? Has anyone else worked at a company with more
frequent reviews? Tell us what it was like.
Erin: @Cynthia your assumptions match my experience. I enjoyed getting more frequent feedback.
But, when I was a manager, it was a crushing responsibility because the company expected me to
conduct the reviews without lightening my load elsewhere. @Nigel thanks for sharing your
experiences with monthly reviews. You mentioned the reviews are more like check-ins that don’t
require so much time by the managers. Totally makes sense to me. @Vilma also thinks your
comments about adding peer reviews make a lot of sense and relieve managers.
Nigel: Hi all, there’s one discussion point I hope we can meet in person (or by online conference)
to discuss. I appreciate the HR team wants our input about the frequency of reviews, but I’m
worried that we’re not addressing one of the problems: perceived fairness of the reviews. I believe
in 15 minutes; we could work out a few common concerns to share with the HR group from our
Jackson: Thanks for your comments, team. Overall, here are what I think are the key takeaways:
(a) we want more feedback, so quarterly reviews may be helpful; (b) we don’t want to create an
unreasonable burden on managers; and (c) we want more conversation around objectivity and
fairness of the reviews. At this point, I propose I draft our comments into a short report for your
review. I also suggest we set up a one-hour
Identify five strategies used in this online forum. (3 Marks)
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