abhishreshthaa
Abhijeet S
Trinity Industries Inc. (NYSE: TRN) is a company that owns a variety of market-leading businesses which provide product and services to the industrial, energy, transportation and construction sectors.
Now, the company has five business groups which are Rail Group, Construction Products Group, Inland Barge Group, Energy Equipment Group and Railcar Leasing & Management Services Group.
In particular, the changes in the policies should adhere to the standards and regulations of Starbucks as well as the regulations of bodies/authorities that govern Starbucks. Issues should be very specific like the points raised in 3.0 for the said policies. Languages of the policies will ensure to be in layman so that everybody can comprehend. And explanations should be clear as possible. The policies should attempt at arriving at a win-win situation for both the partners and the organization. As such, the policies should be approached in an objective manner.
There are specific steps that Starbucks could utilise in policy-(re)making. In general, the pointers are the policy format, the do’s and don’ts and the important provisions to be considered. The actors are the top management, representative from partners at retail-levers such as baristas and shift supervisors to managers and representatives from unions and the Partner Sources unit. First, through consensus, these people should outline specific issues gathered. The activities are systematizing the data gathered and validating data. Next would be the resolution of issues and preliminary drafting of reward, recruitment and selection and development policies.
Second, there should be the consultation for outlets and for general assembly. For the former, the activities are the documentation of issues raised and the documentation of pre-resolution issues prior to synthesizing the issues and the resolution. For the general assembly, documentations of issues raised, documentations of final resolution and necessary amendments are the activities.
Type of organization Manufacturing
Categories of employees executives, supervisors, workers
Existence of Hr department yes (personal administration for executive and supervisor, industry relation department for workers)
Purpose of performance appraisal promotion, salary decision, employee development
Performance appraisal approach comparison against standards, interpersonal comparison
Who does performance appraisal immediate supervisor
Feedback to employee about results no
Methods of appraisal rating scale (job dimension rating scale, forced distribution)
Problems organizational influence, personal biasness, difficult to set qualitative standard
Evaluation of performance appraisal accuracy up to some extent
Reason for inaccurate evaluation rate error, negative communication
Description Of Performance Appraisal System In Pakarab
Pakarab Fertilizer is a manufacturing organization having various types of job nature like executives , managers , engineer and technical staff , operating staff ,and sales force. Because of various job categories , HR Department of Pakarab Fertilizers is subdivided into two units. One unit called Personnel & Administration manage the executives and supervisory staff. Second unit named as Industry Relations Department for managing working staff. This subdivision of HR Department makes it easy to conduct an effective and efficient Performance Appraisal System.
The policies about Performance Appraisal in both the departments are made separately. The policy issues are concerned with the purpose of Performance Appraisal which could vary in both subunits of HR department.
The common purposes of both the units of HR Department are promotion, supervisory understanding , salary decisions , and employee development. Performance Appraisal of executives and supervisors is made according to calendar year
and of workers is according to financial year (July to June).The criteria for promotion of an employee is good appraisal and seniority. Section Head writes the performance appraisal of the employees and it is countersigned by the divisional head. The rule exists is to write the Performance Appraisal in front of the individual with the proper justification but it is not actually in practice.
For appraising the performance of employees , different approaches are being in practice. In Pakarab Fertilizers, the most commonly used are Comparison Against Standards and Interpersonal Comparison . By adopting these approaches and to get the required results, different methods are used. In HR Department of Pakarab Fertilizers , the Performance Appraisal methods are Job Dimension Rating Scale and Force Distribution depending on the situation. Force Distribution method is used when to avoid from clustering of employees at one end of the scale.
Both the subunits of HR Department of Pakarab Fertilizers follow strict rules and regulations of the performance appraisal policy to conduct a fair appraisal system. The end results of this performance appraisal system are kept secret by the concerned subunit and this evaluation is used for employee development programs.
Now, the company has five business groups which are Rail Group, Construction Products Group, Inland Barge Group, Energy Equipment Group and Railcar Leasing & Management Services Group.
In particular, the changes in the policies should adhere to the standards and regulations of Starbucks as well as the regulations of bodies/authorities that govern Starbucks. Issues should be very specific like the points raised in 3.0 for the said policies. Languages of the policies will ensure to be in layman so that everybody can comprehend. And explanations should be clear as possible. The policies should attempt at arriving at a win-win situation for both the partners and the organization. As such, the policies should be approached in an objective manner.
There are specific steps that Starbucks could utilise in policy-(re)making. In general, the pointers are the policy format, the do’s and don’ts and the important provisions to be considered. The actors are the top management, representative from partners at retail-levers such as baristas and shift supervisors to managers and representatives from unions and the Partner Sources unit. First, through consensus, these people should outline specific issues gathered. The activities are systematizing the data gathered and validating data. Next would be the resolution of issues and preliminary drafting of reward, recruitment and selection and development policies.
Second, there should be the consultation for outlets and for general assembly. For the former, the activities are the documentation of issues raised and the documentation of pre-resolution issues prior to synthesizing the issues and the resolution. For the general assembly, documentations of issues raised, documentations of final resolution and necessary amendments are the activities.
Type of organization Manufacturing
Categories of employees executives, supervisors, workers
Existence of Hr department yes (personal administration for executive and supervisor, industry relation department for workers)
Purpose of performance appraisal promotion, salary decision, employee development
Performance appraisal approach comparison against standards, interpersonal comparison
Who does performance appraisal immediate supervisor
Feedback to employee about results no
Methods of appraisal rating scale (job dimension rating scale, forced distribution)
Problems organizational influence, personal biasness, difficult to set qualitative standard
Evaluation of performance appraisal accuracy up to some extent
Reason for inaccurate evaluation rate error, negative communication
Description Of Performance Appraisal System In Pakarab
Pakarab Fertilizer is a manufacturing organization having various types of job nature like executives , managers , engineer and technical staff , operating staff ,and sales force. Because of various job categories , HR Department of Pakarab Fertilizers is subdivided into two units. One unit called Personnel & Administration manage the executives and supervisory staff. Second unit named as Industry Relations Department for managing working staff. This subdivision of HR Department makes it easy to conduct an effective and efficient Performance Appraisal System.
The policies about Performance Appraisal in both the departments are made separately. The policy issues are concerned with the purpose of Performance Appraisal which could vary in both subunits of HR department.
The common purposes of both the units of HR Department are promotion, supervisory understanding , salary decisions , and employee development. Performance Appraisal of executives and supervisors is made according to calendar year
and of workers is according to financial year (July to June).The criteria for promotion of an employee is good appraisal and seniority. Section Head writes the performance appraisal of the employees and it is countersigned by the divisional head. The rule exists is to write the Performance Appraisal in front of the individual with the proper justification but it is not actually in practice.
For appraising the performance of employees , different approaches are being in practice. In Pakarab Fertilizers, the most commonly used are Comparison Against Standards and Interpersonal Comparison . By adopting these approaches and to get the required results, different methods are used. In HR Department of Pakarab Fertilizers , the Performance Appraisal methods are Job Dimension Rating Scale and Force Distribution depending on the situation. Force Distribution method is used when to avoid from clustering of employees at one end of the scale.
Both the subunits of HR Department of Pakarab Fertilizers follow strict rules and regulations of the performance appraisal policy to conduct a fair appraisal system. The end results of this performance appraisal system are kept secret by the concerned subunit and this evaluation is used for employee development programs.
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