Reference no: EM133013342

Adobe was the fore­runner of change when they abandoned annual performance appraisals back in 2012. They felt that while they were forging ahead and evolving as a company, their performance management sys­tem was archaic and ineffective. It was a waste of time and had, ultimately become a box-ticking exercise. Adobe estimated annual appraisals con­sumed 80,000 management hours each year. This was the equivalent of nearly forty full-time employees working year-round. Clearly, a change was needed. Adobe replaced annual appraisals with regular one-on-one check-ins, supported by frequent feed­back , both positive and constructive. There are no performance ratings or rank­ings and they allow different parts of the organisation to determine how frequently they should hold check-in conversations, based on their work cycles. Now that forced rank­ing has been abolished, employees at Adobe are assessed based on how well they meet their goals. Managers are also trained on the nuances of giving and receiving feedback.

The result has been a marked increase in employ­ee engage­ment, with vol­un­tary turnover decreas­ing by 30% since check-ins were intro­duced.

a) Briefly explain the different types of Performance appraisal methods used by Adobe

b) Briefly explain what are the advantages and disadvantages of Performance appraisal?

(Do not directly copy from any source, please use paraphrasing when writing the answers with the help of any source)