Brief Summary
South Field packaging provides packaging materials and services to medical device manufactures .This case captures difference in perspective between VP Mark Sanders and one of his direct report Regional Manager, Frank Belby on performance standards and annual performance review. Sanders' preparation for Belby's annual performance review provides a foundation for discussing the common challenges and difficulties associated with performance reviews. Specific issues include the requirement to define criteria for evaluation as well as the question of whether Belby's health should result in his performance review. Overall South field's evaluation processes a great and efficient approach to evaluate worker’s potential.
1. What is your evaluation the appraisal process ("SPR”) at Southfield? Is it well designed? Is the required performance interview a good idea? What change would you make to improve the system?
The Current appraisal process is an …show more content…
These were the reasons for which Mark Sanders thought that Belby isn’t a good candidate for the company as he doesn’t make good personal choices and hence might not make good choices for the company. When a selfish thought is taken, where you only see in the best interest of the company, one does need someone who is fit mentally or physically fit to stay in the company for the long run in a valuable position. But this cannot be one of the highlights to give a lower rating, as in a company; ‘performance’ is judging a person’s ability to complete a task should be taken into consideration, which is very high for Belby. He is efficient, working 15 years and a lot of clients are extremely loyal to him as he is to the company. Therefore, clients are a shadow of Belby. Sanders agrees that if Belby leaves the company so will a lot of his
South Field packaging provides packaging materials and services to medical device manufactures .This case captures difference in perspective between VP Mark Sanders and one of his direct report Regional Manager, Frank Belby on performance standards and annual performance review. Sanders' preparation for Belby's annual performance review provides a foundation for discussing the common challenges and difficulties associated with performance reviews. Specific issues include the requirement to define criteria for evaluation as well as the question of whether Belby's health should result in his performance review. Overall South field's evaluation processes a great and efficient approach to evaluate worker’s potential.
1. What is your evaluation the appraisal process ("SPR”) at Southfield? Is it well designed? Is the required performance interview a good idea? What change would you make to improve the system?
The Current appraisal process is an …show more content…
These were the reasons for which Mark Sanders thought that Belby isn’t a good candidate for the company as he doesn’t make good personal choices and hence might not make good choices for the company. When a selfish thought is taken, where you only see in the best interest of the company, one does need someone who is fit mentally or physically fit to stay in the company for the long run in a valuable position. But this cannot be one of the highlights to give a lower rating, as in a company; ‘performance’ is judging a person’s ability to complete a task should be taken into consideration, which is very high for Belby. He is efficient, working 15 years and a lot of clients are extremely loyal to him as he is to the company. Therefore, clients are a shadow of Belby. Sanders agrees that if Belby leaves the company so will a lot of his