Cango Third Analysis Report Essay Example | Topics and Well Written Essays - 1750 words

Cango Third Analysis Report - Essay Example proceeding estimations are frequently done by the company in regards to motivating the employees to engage, align and act in proper synchronism with regards to the companys goals and objectives (Grubb, 2007, p. 2).The subjective measure of performance takes into account, the various influencing factors that jackpot affect an employees performance. further at the same time, since they are dependent on human judgments rather than judged from the objective point of view, in that respect is a tendency of errors. The reason for the errors can be mostly attributed to the humans ability of sagacity an employees capability and performance (Jones, Steffy & Bray, 1991, p. 307).It can be clearly seen from the transcripts that Clark has confessed to the fact that he is having a sober problem of evaluating his subordinates on the basis of their performance speckle following the companys normal surmount of subjective performance evaluation.It i s quite evident that while evaluating his team members, Clark is making errors related to the factors of leniency. As per the transcripts, Clark prefers to suggest employees with a higher rating on their subjective type performance appraisal rather than magnanimous them a lower rating. This clearly highlights his erroneous evaluation of performance reports, due to his lenient nature of evaluation, while providing the subordinates and team members with a derive of doubt. Clarks habit of providing handling performance appraisals on the basis of benefit of doubt also highlights his ability of judging his team members abilities, while using the subjective scale of performance. Clarks Way Out There can be a number of ways in which Clark can handle this problem while still following the companys subjective performance appraisal strategy. Training In an attempt to handle this problem, Clark can opt for help from fellow managers who are running(a) at Cango. Taking this approach of seek ing help will lead to an informal form of pedagogy from his colleagues, thereby making him more efficient in the handling of the performance evaluation body of the company. wear out judgment Another way to tackle his existing problem is through the fact of going for a one on one interview and feedback session for his team members with regards to the targets and assignments they have achieved. This will enable him to answer an informed and well justified choice, thereby removing his option of benefit of doubt, while evaluating his team members. 2. Clarks tracing and Its Implication It can be commonly said that the performance management system is done with the restore aim of motivating the employees. It involves the process of defining performance of the employees with regards to the competency required to perform the specified tasks. Performance analysis is also related to the process of determining and understanding the various factors that effectively contributes to the perf ormance of the employees as well as managing them for the purpose of developing their skills and competencies thereby converting them to highly valued resources for the company. (http//books.google.co.in/books?id=qCZTEPI52pkC&printsec=frontcover&dq=performance+management+system&source=bl&ots=YB_a0Dlos7&sig=HEKfKSExUpmHdDu2Yvut9Rv17hk&hl=en&sa=X&ei=u5tyUKLbEOPEmAW6-YDgBQ&ved=0CEUQ6wEwAgv=onepage&q=performance%20management%20system&f=false, p. 53) Performance management system can be either subjective or objective ground in nature. Objective based performance manag