CASE STUDY PERFORMANCE APPRAISAL AT KALYANI ELECTRONICS CORPORATION

He planned to take his card to the foreman the next morning for reinstatement, a provision sometimes exercised in such cases. One day a foreman noticed Bhola, one of the workers, at the time-clock punching out two cards his own and the card of Nathu, a fellow worker. The workers under Pravesh had to take the shelter of Unions for airing their grievances and the Management was naturally disturbed over the state of affairs. Which of the following is not the typical Rater error? He had been offered a ride by a friend who had already punched out and who could not wait for him to go through the punch-out procedure. The Chief of Personnel said, “l think the incident should help us to appreciate the essential qualification required for a successful supervisor. However, these two officers functioned in collaboration with a view to pull down Mr.

Write short notes on any three of the following: The total was workers, 25 executives, Production , there were services groups, each Maintenance was Shukla was working as the strength of Maintenance and 50 supervisors. But Chatterjee was demoted. Prakash is more qualified for the position than other candidates. Do you suggest any techniques to avert politics creeping into the process of performance appraisal by subordinates? Nathu claimed innocence on the ground that he had not asked for his card to be punched and did not know at the time that it was being punched. Maier, of the following is not included in the seven accomplishments of good counseling?

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Which of the following courses of action would you have chosen and why? Which of the following is not considered as one of the best practices of potential evaluation?

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He should handle people tactfully. Sunday, July 5, case study 6 July. They have to be very careful in implementing their decisions also.

It has received several applications for the post of Commercial Manager-Computer Division. But a supervisor must have the ability and presence of mind to deal with such men.

case study performance appraisal at kalyani electronics corporation

The union took the case to Shukla and prevailed over him to take stern action against Chatterjee. Back Blog Product Blog. Which of the following is not a method of potential evaluation? Enlist the modern methods of performance appraisal.

Unknown November 15, at But, he wanted to show his performance record to the management at the next appraisal meeting. But Chatterjee was demoted. Nathu claimed innocence on the studdy that he had not asked for his card to be punched and did not know at the time that it was being punched. Electronis you suggest the measure of dispensing with such appraisal systems?

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These circumstances were verified by Bhola. Not only had it been impossible to replace these men to date, but disgruntlement over the incident had led to significant decline in the cooperation of the other workers. Which of the following is not the purpose of self-appraisal? Which of the following is not one of the limitations and constraints of performance appraisal? Prakash to join the Corporation as Joint General Manager.

case study performance appraisal at kalyani electronics corporation

Under the General Manager operation, maintenance, and headed by a chief. The situation started aggravating day-by day. Which of the following is not one of the steps essential for development and introduction of performance appraised system?

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He recognized stuyd these men were good workers and had good records prior to this incident. However, these two officers functioned in collaboration with a view to pull down Mr. Something more is required for elecfronics as he has to get things done rather than dohimself.

He pulled him up for this.

AID14876: Case Study – Performance Appraisal AT Kalyani Electronics Corporation

Critically evaluate c How would you help in improving rough and tough behaviour of employees? Which of the following is not the major issue in performance appraisal? He was promoted as Supervisor. The Chief of and under him Mukherjee Maintenance Engineer. Prakash has been quite work-conscious and top management found his performance under such apolitical atmosphere to be satisfactory. It could not decide upon the suitability of the candidate to the position, but did find that Mr.

The Personnel Director was inclined to believe the story elecrronics the two men but did not feel he could reverse the action taken. Prakash is more qualified for the position than other candidates. Sastry know very well about the system and its operation, whereas Mr.