Question

Case Study - Performance Management at the Yanbu University College Library
The Yanbu University College, Yanbu, was established in 2005. As in the case of many other modern university libraries worldwide that face resources challenges and the need to serve an increasingly diverse customer base, the YUC Library has implemented numerous initiatives. One such initiative is a performance management system. However, several of the components of the performance management process at the YUC library are in need of improvement. First, there is no evidence that a systematic job analysis was conducted for any of the jobs at the library. Second, the forms that the employees are rated on contain vague items such as “general behavior.” The forms include no specific definition of what “general behavior” is or examples explaining to employees (or managers) what would lead to a high or a low rating in this category. In addition, all library employees are rated on the same form, regardless of their job responsibilities. Third, there is no evidence that managers have worked with employees in setting mutually agreed-upon goals. Fourth, there is no formal or informal discussion of results and needed follow-up steps after the subordinates and managers complete their form. Not surprisingly, an employee survey revealed that more than 60% of the employees have never discussed their performance with their managers. Finally, employees are often rated by different people. For example, sometimes the head of the library rates an employee, even though he may not be in direct contact with that employee.
Based on the above description, please answer the following questions.
1.   Please identify one component in the performance management process at the YUC Library that has not been implemented effectively (there are several; choose only one).
2.   Describe how the poor implementation of the specific component you have chosen has a negative impact on the flow of the performance management process as a whole.
3.   Discuss what should be done to improve the implementation of the component you have chosen in question 1.
Note: Each Answer should be of Minimum 100 Words

Answer 1

Q1 Answer  - As per the given information, one very important component that has not been implemented in the performance management process at the YUC library is that there is no evidence that managers have worked with employees in setting mutually agreed-upon goals..

Q2 Answer - As there is no evidence that managers have worked with employees in setting mutually agreed-upon goals..it make an adverse effect on the performance of the library .for example more than 60% of the employees have never discussed their performance with their managers. so they don't know there deficiency and weakness in their work and finally, it spoils the purpose of the whole process.

Q3 Answer - To full fill the purpose of performance management process the manager should work with employ to set mutually agreed goals so that they find the real problem in the YCB library and that help them to improve their efficiency..