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Textile Mills

The document discusses a performance appraisal system used at a textile company. It notes that the head of fire and safety, Mr. Om, was recommended for his role by the general manager of personnel, Mr. Bhiwani, who is also a relative of Mr. Om. Mr. Om reports to the operations manager, Mr. Rabindra, who conducts Mr. Om's performance appraisals. The document finds the system unjustified for several reasons, including a lack of incentive for night shift employees, no peer or self-appraisals, no oversight of the appraiser, and no defined arbitration process for unsatisfied employees. It also notes the system is not justified for line employees or staff

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Anil Kumar Sharma
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© Attribution Non-Commercial (BY-NC)
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237 views

Textile Mills

The document discusses a performance appraisal system used at a textile company. It notes that the head of fire and safety, Mr. Om, was recommended for his role by the general manager of personnel, Mr. Bhiwani, who is also a relative of Mr. Om. Mr. Om reports to the operations manager, Mr. Rabindra, who conducts Mr. Om's performance appraisals. The document finds the system unjustified for several reasons, including a lack of incentive for night shift employees, no peer or self-appraisals, no oversight of the appraiser, and no defined arbitration process for unsatisfied employees. It also notes the system is not justified for line employees or staff

Uploaded by

Anil Kumar Sharma
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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CASE FACTS

Textile industry is prone to Fire accidents. CEO Mr.. Singhania was concerned about performance of an employee rather than their relation to the staff. Appraisal was done quarterly. Mr. Om was the supervisor of Fire & Safety, he was recommended by Mr.. Bhiwani to this job. Mr.. Bhiwani is the GM of Personnel & Administration and also happens to be a relative of Mr. Om. Mr. Om reported to Mr. Rabindra who is Operations Manager. Mr Rabindra was the appraiser of Mr Om.

PROBLEM STATEMENT & COMMENTS


Q1 - Is the performance appraisal system being used by the organization justified? NO, reasons being Night shift employees were not given any incentive to be efficient as day employee. Self appraisal & Peer appraisal are not collected. There is no reviewer over the appraiser to oversee the appraisal process. There is no defined arbitration process in case an employee is unsatisfied with the appraisal.

PROBLEM STATEMENT & COMMENTS


Q1. a) If the same system is used for the line employees is it justified for the line employees?
No, reasons being Different job holders have different JDs hence the appraisal form should be in accordance with that.

Q1. b) Is the system justified for the staff employees? No, reasons being Leadership quality holds less relevance to a staff in comparison to Supervisor or manager. Weightage of different elements should be different to employees working in different job roles.

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