Dear friends,
I came across this interesting case study. I would like to know your opinions on this.
Case Study
That was first Monday of May. I just finalized the list of officers and engineers who were selected for 2-year Executive Management Development Programme (EMDP) which was suppose to commence from Jun end. EMDP was sponsored by the company and was affiliated with renowned management institute.
Let me tell about the course. The criteria for selection was as under:
1) Employee must complete minimum five years with the company.
2) He should be rated minimum “Meets Expectations (ME)” during last three years Performance Appraisal.
3) He should complete other training programmes related to the managerial and executive effectiveness. (These programmes are residential programmes from 3-8 days)
Methodology for selection was as under
a) Every year the list of the officers who fulfils above criteria is declared,
b) Management Institutes carries Entrance Test (Written, GD, Presentations and Interview)
c) The participants are assessed thoroughly.
d) Final list of successful employees is declared for the course
Employees who are selected for the course has to sign three years Bond with the company. During the course every participant has to give the presentation on the progress and he has to take one developmental project in a month. This course has to be done after officer hours. Management Institute has designed the programme, which suits the requirement of the company and its business.
30 Employees were selected for the course and I sent the list to my VP for his approval.
I relaxed as I completed one task. The whole process was smooth. VP called me on phone and told that the list is fine with him. I just made a circular with details plan for communication. I save the file and was suppose to fire the print.
I saw Mr. Pradeep Jani coming towards me. Pradeep is a Sr. Manager and a very good Automobile Engineer who was handling the team of 10 engineers and around 150 blue-collar workmen in his shop. He was known for his short tempered and for his reactive personality among all the employees.
“Come on Pradeep. How are you?” I asked
“You people are not making me fine” he responded
“What’s happened yaar, we are here for you, tell me what’s happened?
“Tell me what the criteria for the selection for EMDP?” he asked. I explained him whole process.
“If your process is so through why I was not called for the entrance test? I am old employee, competed almost 11 years in the company, I am good engineer. My performance is good. Then why I am not called. Raman who is junior for me, new in the company got the opportunity?” He blasted on me.
“Cool down Pradeep. Let me check the case, will you take a coffee?” I got two cups from vending machine.
Pradeep was furious on me and was holding me responsible for not calling him for appearing for the test.
I check the personal history of Pradeep and told “Pradeep, I am sorry, but you are not consistent during last three appraisals”
“How? How you can say this?
I explained him about that data which was available on HRIS. Data shows that Pradeep was rated ME two times and one time RME, i.e. “Reasonably meets expectations”. It means he meets expectations, but need more consistent in his work. He agreed with the data available.
“Oh, Vinod, I was not knowing this fact that my rating will be linked everywhere. Otherwise I had not agreed with…..” He left the sentence in between.
“Yaa, tell me” I asked him
He was reluctant to tell. I decided to go in detail.
Question
Nithya
From India, Bangalore
I came across this interesting case study. I would like to know your opinions on this.
Case Study
That was first Monday of May. I just finalized the list of officers and engineers who were selected for 2-year Executive Management Development Programme (EMDP) which was suppose to commence from Jun end. EMDP was sponsored by the company and was affiliated with renowned management institute.
Let me tell about the course. The criteria for selection was as under:
1) Employee must complete minimum five years with the company.
2) He should be rated minimum “Meets Expectations (ME)” during last three years Performance Appraisal.
3) He should complete other training programmes related to the managerial and executive effectiveness. (These programmes are residential programmes from 3-8 days)
Methodology for selection was as under
a) Every year the list of the officers who fulfils above criteria is declared,
b) Management Institutes carries Entrance Test (Written, GD, Presentations and Interview)
c) The participants are assessed thoroughly.
d) Final list of successful employees is declared for the course
Employees who are selected for the course has to sign three years Bond with the company. During the course every participant has to give the presentation on the progress and he has to take one developmental project in a month. This course has to be done after officer hours. Management Institute has designed the programme, which suits the requirement of the company and its business.
30 Employees were selected for the course and I sent the list to my VP for his approval.
I relaxed as I completed one task. The whole process was smooth. VP called me on phone and told that the list is fine with him. I just made a circular with details plan for communication. I save the file and was suppose to fire the print.
I saw Mr. Pradeep Jani coming towards me. Pradeep is a Sr. Manager and a very good Automobile Engineer who was handling the team of 10 engineers and around 150 blue-collar workmen in his shop. He was known for his short tempered and for his reactive personality among all the employees.
“Come on Pradeep. How are you?” I asked
“You people are not making me fine” he responded
“What’s happened yaar, we are here for you, tell me what’s happened?
“Tell me what the criteria for the selection for EMDP?” he asked. I explained him whole process.
“If your process is so through why I was not called for the entrance test? I am old employee, competed almost 11 years in the company, I am good engineer. My performance is good. Then why I am not called. Raman who is junior for me, new in the company got the opportunity?” He blasted on me.
“Cool down Pradeep. Let me check the case, will you take a coffee?” I got two cups from vending machine.
Pradeep was furious on me and was holding me responsible for not calling him for appearing for the test.
I check the personal history of Pradeep and told “Pradeep, I am sorry, but you are not consistent during last three appraisals”
“How? How you can say this?
I explained him about that data which was available on HRIS. Data shows that Pradeep was rated ME two times and one time RME, i.e. “Reasonably meets expectations”. It means he meets expectations, but need more consistent in his work. He agreed with the data available.
“Oh, Vinod, I was not knowing this fact that my rating will be linked everywhere. Otherwise I had not agreed with…..” He left the sentence in between.
“Yaa, tell me” I asked him
He was reluctant to tell. I decided to go in detail.
Question
- What should be the importance of Performance Management System in such circumstances?
- What were the main reasons for monitoring performance?
- Which method of appraisal should be used for Pradeep’s case.
Nithya
From India, Bangalore
dear nithya
this is such an nice situation and experience for all, these kinda of situation happens often in an manufacturing industry rather than the service or corporate scene, bcos in industries the Seniority is first and formost considered, Mr pradeep one you mentioned have been felt his seniority in this case and frustrated.. that the reason he came to your cabin and asked for the reason, he has worked for eleven years and he knw well abt the proceedures of the pms followed, the seniority made him to ask the system
evry management shd think over wat kind of PMS will suit for their system, the importance of the PMS in such a situation is clearly stating the proceedures and critera's we looked,it shd include the discipline,kra acheived, flexibility and reliability to his work,any specific appraisal for accomplishing new task,improvements or any fines etc has to be the bottom line in PMS with this data's we are able to proceed a smooth appraisal
Reasons for monitoring performance is to bring him up in the growth ladder by giving sufficient training and helps, moreover if we dnt have data's of performance we are unable to answer the questions raised by other, every HR shd have Pakka data's in hand to argue,without data's how can we justify,
In Pradeep case you dnt need to change the existing practise, instead have a word with VP abt this as if this is like a starting point of mis understanding between the pradeep and his junior, u also said the candidates have to take up new projects, for those project to become succesfull we also need pradip efforts, so putforth these things to VP and ask him to suggest, let he himself suggest for this and if not you already have training programs for the year, try to engage pradeep in most programs so that next year he can be selected, also convey your efforts to pradeep, this will make him to understand the situation and your role too
regards
ram
From India, Madras
1this is such an nice situation and experience for all, these kinda of situation happens often in an manufacturing industry rather than the service or corporate scene, bcos in industries the Seniority is first and formost considered, Mr pradeep one you mentioned have been felt his seniority in this case and frustrated.. that the reason he came to your cabin and asked for the reason, he has worked for eleven years and he knw well abt the proceedures of the pms followed, the seniority made him to ask the system
evry management shd think over wat kind of PMS will suit for their system, the importance of the PMS in such a situation is clearly stating the proceedures and critera's we looked,it shd include the discipline,kra acheived, flexibility and reliability to his work,any specific appraisal for accomplishing new task,improvements or any fines etc has to be the bottom line in PMS with this data's we are able to proceed a smooth appraisal
Reasons for monitoring performance is to bring him up in the growth ladder by giving sufficient training and helps, moreover if we dnt have data's of performance we are unable to answer the questions raised by other, every HR shd have Pakka data's in hand to argue,without data's how can we justify,
In Pradeep case you dnt need to change the existing practise, instead have a word with VP abt this as if this is like a starting point of mis understanding between the pradeep and his junior, u also said the candidates have to take up new projects, for those project to become succesfull we also need pradip efforts, so putforth these things to VP and ask him to suggest, let he himself suggest for this and if not you already have training programs for the year, try to engage pradeep in most programs so that next year he can be selected, also convey your efforts to pradeep, this will make him to understand the situation and your role too
regards
ram
From India, Madras
Dear Preethi,
AIMA gives the programme. You can check the details in www.aima-ind.org.
Regrads,
Nithya
From India, Bangalore
AIMA gives the programme. You can check the details in www.aima-ind.org.
Regrads,
Nithya
From India, Bangalore
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