Reference no: EM133161440
COLLAPSE
Kuwait Projects Company (KIPCO) has a reputation for quality and excellence as a premier investment holding company in the Arab world. The company's 8,000 employees worldwide help it create innovative ideas, connect people and improve its network, foster an entrepreneurial culture and uphold standards of professional excellence, and satisfy its clients. At the core of KIPCO's business are its culture, its values, and its people. Accordingly, the company can attract and retain talent through its human resource management practices and therefore provide the best to its customers.
Imagine that you're a newly appointed manager for administrative affairs at KIPCO, and are facing a tough challenge. Three weeks after starting at KIPCO, your boss tells you that one of your first tasks is to improve the appraisal system used to evaluate secretarial and clerical performance at KIPCO. Apparently, performance appraisal is traditionally tied directly to the year-end salary increases, so most administrators are less than accurate when using the graphic rating forms as the basis of evaluation. In fact, what usually happens is that each administrator simply rates his or her clerk or secretary as 'excellent,' clearing the way for all support staff to receive the maximum pay increase.
However, the current budget simply isn't big enough to fund another 'maximum' annual increase for every staffer. Your boss also feels that the custom of providing invalid feedback to all secretaries on their year's performance is not productive, and so wants you to revise the system.
Questions
- What performance appraisal method would you develop for the secretaries? Defend your answer and explain in detail.
- What additional actions (if any) do you think will be necessary to implement a new system? Discuss in detail and give examples.