Utiliscan Case Study
POINTS: 14/15 – GOOD CASE ANALYSIS.YOUR RECOMMENDATIONS FOR THE AREAS OF CONCERN WERE GOOD SUGGESTIONS. PLEASE SEE MY COMMENTS AT THE END OF THE PAPER.
Case Analysis 2
Webster University
Abstract
Paul, the former Director of Human Resources at the Utiliscan Company conducted an employee survey prior to leaving the organization. Based on the survey results, the Utiliscan Company is currently faced with determining approaches to resolve the employee’s concerns. When developing the plans to address the issues, the current financial condition of the company has to be considered.
Based on the results from the survey, and keeping in mind Utiliscan budget restraints the less expensive issue that can be addressed first is the performance reviews. The results from the survey indicate, the performance reviews hadn’t been done on time or hadn’t been done at all. Performance evaluation is an integral part of performance management, employee development and good human resource management. As a human resource representative, facilitating an improved performance review process is part of the job’s due diligence. The best way to rectify the concerns of the employees is to implement a new performance review process. The performance review process design focus will be to ensure the supervisors and employees engage in sharing information and insight about annual performance. For current employees, there will be an annual and interim review. With the company expecting a significant growth rate, the performance review process should also have guidelines to address new hires. When the employee probationary period has ended, a review will be conducted and then the employee will follow the normal review process. The programmers and engineers are classified as exempt salaried employees and will have a probationary period of 6 months. The new hire will not have the annual review as the review after their probationary period will take its place. The probationary review will
Case Analysis 2
Webster University
Abstract
Paul, the former Director of Human Resources at the Utiliscan Company conducted an employee survey prior to leaving the organization. Based on the survey results, the Utiliscan Company is currently faced with determining approaches to resolve the employee’s concerns. When developing the plans to address the issues, the current financial condition of the company has to be considered.
Based on the results from the survey, and keeping in mind Utiliscan budget restraints the less expensive issue that can be addressed first is the performance reviews. The results from the survey indicate, the performance reviews hadn’t been done on time or hadn’t been done at all. Performance evaluation is an integral part of performance management, employee development and good human resource management. As a human resource representative, facilitating an improved performance review process is part of the job’s due diligence. The best way to rectify the concerns of the employees is to implement a new performance review process. The performance review process design focus will be to ensure the supervisors and employees engage in sharing information and insight about annual performance. For current employees, there will be an annual and interim review. With the company expecting a significant growth rate, the performance review process should also have guidelines to address new hires. When the employee probationary period has ended, a review will be conducted and then the employee will follow the normal review process. The programmers and engineers are classified as exempt salaried employees and will have a probationary period of 6 months. The new hire will not have the annual review as the review after their probationary period will take its place. The probationary review will