The Recruitment Process of Morgan Stanley
HRM Case 4 – Rob Parson
The given case describes the general hiring process of Morgan Stanley and how their employees are evaluated. The main purpose of this text is the evaluation of Rob Parson and whether or whether not he is suited for a promotion becoming managing director of a certain branch of the company. The text gives a description about Rob Parson past, academically in his job career prior to Morgan Stanley and how his colleagues describe him. In addition to this Paul Nasr is also described as he is the person who has to evaluate Rob and he is also the person who initially hirer Rob at Morgan Stanley.
Assessment of Rob Parson’s Performance All in all I would say that Rob Parson is doing a good job as you it is said that his skills of closing deals are very good. He might have problems to work in a team however he has to be told that other don't agree with the way he approaches his tasks. In addition to that I think that Rob Parson deserves a promotion however he will need to change his team playing approach. It is necessary to be able to work with other efficiently in this fast moving market and he has to be aware of that.
Evaluation and development summary (Rob Parson) Strengths | Development Areas | 1. Knows what he is doing | 1. Working in a team | 2.Commits to his work | 2. Leadership skills | 3. Knows how to make a deal | 3. Following the Morgan Stanley Culturc |
Performance objectives for the next year | Business Goals: Increase the market share in CMS | Professional Development Goals: Be seen as a Team Player at Morgan Stanley | Career Goals: Eventually be promoted if attitude changes |
Nasr’s Performance Appraisal, future goals and Issues that need to be raised
If I were in Paul Nasr position to conduct the performance appraisal for Rob Parson I would approach it in a conservative way. First of all I think it would help to praise him for his success at the firm and that in general things are going good. When it comes
The given case describes the general hiring process of Morgan Stanley and how their employees are evaluated. The main purpose of this text is the evaluation of Rob Parson and whether or whether not he is suited for a promotion becoming managing director of a certain branch of the company. The text gives a description about Rob Parson past, academically in his job career prior to Morgan Stanley and how his colleagues describe him. In addition to this Paul Nasr is also described as he is the person who has to evaluate Rob and he is also the person who initially hirer Rob at Morgan Stanley.
Assessment of Rob Parson’s Performance All in all I would say that Rob Parson is doing a good job as you it is said that his skills of closing deals are very good. He might have problems to work in a team however he has to be told that other don't agree with the way he approaches his tasks. In addition to that I think that Rob Parson deserves a promotion however he will need to change his team playing approach. It is necessary to be able to work with other efficiently in this fast moving market and he has to be aware of that.
Evaluation and development summary (Rob Parson) Strengths | Development Areas | 1. Knows what he is doing | 1. Working in a team | 2.Commits to his work | 2. Leadership skills | 3. Knows how to make a deal | 3. Following the Morgan Stanley Culturc |
Performance objectives for the next year | Business Goals: Increase the market share in CMS | Professional Development Goals: Be seen as a Team Player at Morgan Stanley | Career Goals: Eventually be promoted if attitude changes |
Nasr’s Performance Appraisal, future goals and Issues that need to be raised
If I were in Paul Nasr position to conduct the performance appraisal for Rob Parson I would approach it in a conservative way. First of all I think it would help to praise him for his success at the firm and that in general things are going good. When it comes