Reference no: EM132750913

case study - QUESTIONS

You have recently been employed as the new HR manager at WeMOVEthis, a small logistics company specializing in home and office furniture. They have also recently added first class vehicle removal services at a cost-effective rate. WeMOVEthis manages all the steps of the project, ensuring that the client's needs are met. The staff compliment of WeMOVEthis has reached 30 employees in 2020 and consists of a range of jobs, such as administrators, debit/ credit controllers, truck drivers and the general workers who are the muscle behind the move. The front desk team is responsible for issuing quotes and allocating payments to the projects booked, ensuring no double bookings. The logistics team put together the team to assist with the move allocated to them and, from the inventory list provided, they assign the most appropriate size truck for the move.

The servicing and maintenance of the six vehicles is done on site by the mechanic assisted by the truck drivers. WeMOVEthis owns the following assets: • One truck with a car carrier trailer. • Two 10-ton Trucks, • One 6-ton Truck • One 1-ton Truck with a trailer Vehicle readiness checks on all trucks are done before each project. All employees at WeMOVEthis have the necessary licences and qualifications to perform their respective jobs, however mistakes slip in, accidents happen. Recently, the front desk supervisor has not been managing her team objectively. She often yells at administrators who slip up. The last administrator who invoiced and undercharged a client, was summarily dismissed by the supervisor. This was a week prior to your appointment as HR manager with the company.

There have also been complaints from customers about the stretched-out delivery time, and the lack of effort shown by the general workers. After working your first month at the company, you had to find out the hard way that a proper performance management system has not been implemented in any departments of the organisation. This has also cost the company thousands of Rands in CCMA settlements. You now have the perfect opportunity to implement a formal performance appraisal system linked to bonuses to try and increase employee morale and overall service delivery.

As the Human Resource Manager, how can you set effective performance appraisal standards for your employees at WeMOVEthis?

Identify the potential performance appraisal rating errors from the below scenarios that have been evident at WeMOVEthis:

1 The front desk supervisor's performance standards and the logistics supervisor's performance standards defined 'good' or 'fair' performance standards differently.

2.2 The front desk supervisor has rated unfriendly employees lower on all traits, rather than just on 'gets along with others'.

2.3 The logistics supervisor has rated all employees as average instead of using graphic rating scales during performance evaluations.