Cango Third Analysis Report Essay Example | Topics and Well Written Essays - 1750 words

Cango Third Analysis Report - Essay Example Performance appraisals are often done by the company in regards to motivating the employees to engage, align and act in proper synchronization with regards to the company’s goals and objectives (Grubb, 2007, p. 2). The subjective measure of performance takes into account, the various influencing factors that can affect an employee’s performance. But at the same time, since they are dependent on human judgments rather than judged from the objective point of view, there is a tendency of errors. The reason for the errors can be mostly attributed to the human’s ability of judging an employee’s capability and performance (Jones, Steffy & Bray, 1991, p. 307). It can be clearly seen from the transcripts that Clark has confessed to the fact that he is having a serious problem of evaluating his subordinates on the basis of their performance while following the company’s normal scale of subjective performance evaluation. It is quite evident that while evaluating his team members, Clark is making errors related to the factors of leniency. As per the transcripts, Clark prefers to recommend employees with a higher rating on their subjective type performance appraisal rather than giving them a lower rating. This clearly highlights his erroneous evaluation of performance reports, due to his lenient nature of evaluation, while providing the subordinates and team members with a benefit of doubt. Clark’s habit of providing handling performance appraisals on the basis of benefit of doubt also highlights his ability of judging his team members abilities, while using the subjective scale of performance. Clark’s Way Out There can be a number of ways in which Clark can handle this problem while still following the company’s subjective performance appraisal system. Training In an attempt to handle this problem, Clark can opt for help from fellow managers who are working at Cango. Taking this approach of seeking help will lead to an informal form of training from his colleagues, thereby making him more efficient in the handling of the performance evaluation system of the company. Better judgment Another way to tackle his existing problem is through the fact of going for a one on one interview and feedback session for his team members with regards to the targets and assignments they have achieved. This will enable him to make an informed and well justified choice, thereby removing his option of benefit of doubt, while evaluating his team members. 2. Clark’s Suggestion and Its Implication It can be commonly said that the performance management system is done with the sole aim of motivating the employees. It involves the process of defining performance of the employees with regards to the competency required to perform the specified tasks. Performance analysis is also related to the process of determining and understanding the various factors that effectively contributes to the performance of the employees as well as managing them for the purpose of developing their skills and competencies thereby converting them to highly valued resources for the company. (http://books.google.co.in/books?id=qCZTEPI52pkC&printsec=frontcover&dq=performance+management+system&source=bl&ots=YB_a0Dlos7&sig=HEKfKSExUpmHdDu2Yvut9Rv17hk&hl=en&sa=X&ei=u5tyUKLbEOPEmAW6-YDgBQ&ved=0CEUQ6wEwAg#v=onepage&q=performance%20management%20system&f=false, p. 53) Performance management system can be either subjective or objective based in nature. Objective based performance manag