Utiliscan Case Analysis
Utiliscan Case Analysis
Paul, a former Director of Human Resources at the Utiliscan Company conducted an employee survey prior to leaving the organization. Utiliscan Company requested Paul to implement a plan, based on the survey results to address the employee’s concerns and to keep in mind the financial condition of the company. The plan will include changes that need to be made to the current systems, processes, policies, and activities based on survey results.
The first plan of action Utiliscan Company need to take into consideration is the company performance reviews. The results from the survey indicate the performance reviews has not been completed in a timely manner or either not done at all. Performance evaluation is an integral part of performance management, employee development, and good human resource management. A Human Resource representative needs to facilitate an improved performance review process, which is part of the job’s due diligence. The best way to resolve the concerns of the employees is to implement a new performance review process. The performance review process is designed to focus on how the employee is performing his/her job to standard and it is a way for supervisors and employees to engage in sharing information and insight about annual performance. For current employees, there will be an annual and semiannual review of their performance. With the company expecting a significant growth rate, the performance review process should also have guidelines to address new hires. When an employee probationary period has ended, a review of the employee performance will be conducted and then the employee will follow the normal review process. The new hire will not have the annual review; however, they will be counseled on a monthly basis, evaluated, and are kept abreast of his/her performance. By counseling, a new employee it will give the employee the opportunity to ask questions and to be receptive to critical criticism from
Paul, a former Director of Human Resources at the Utiliscan Company conducted an employee survey prior to leaving the organization. Utiliscan Company requested Paul to implement a plan, based on the survey results to address the employee’s concerns and to keep in mind the financial condition of the company. The plan will include changes that need to be made to the current systems, processes, policies, and activities based on survey results.
The first plan of action Utiliscan Company need to take into consideration is the company performance reviews. The results from the survey indicate the performance reviews has not been completed in a timely manner or either not done at all. Performance evaluation is an integral part of performance management, employee development, and good human resource management. A Human Resource representative needs to facilitate an improved performance review process, which is part of the job’s due diligence. The best way to resolve the concerns of the employees is to implement a new performance review process. The performance review process is designed to focus on how the employee is performing his/her job to standard and it is a way for supervisors and employees to engage in sharing information and insight about annual performance. For current employees, there will be an annual and semiannual review of their performance. With the company expecting a significant growth rate, the performance review process should also have guidelines to address new hires. When an employee probationary period has ended, a review of the employee performance will be conducted and then the employee will follow the normal review process. The new hire will not have the annual review; however, they will be counseled on a monthly basis, evaluated, and are kept abreast of his/her performance. By counseling, a new employee it will give the employee the opportunity to ask questions and to be receptive to critical criticism from
References: Mathis, R. L., & Jackson, J. H. (2009). Human Resource Management (13th ed.). Mason, OH: South-Western Cengage Learning.