Case Discussion Questions 1
Which aspects of Deloitte’s new performance management system do you find most radical?
If you were a manager at Deloitte, how would you have reacted to such a system? Would your answer change if you were an employee?
What are your thoughts regarding measuring performance with four simple questions? Do you think these are the right questions? How would you know if a particular question is effective?
How would you motivate managers to conduct frequent check-in meetings with employees? How would you counter the argument that these meetings take a lot of time?
How transparent is this system? Do you think Deloitte’s decision not to share individual ratings with employees is warranted?
Click to learn more …
Read the Deloitte University Press report titled “Performance Management Is Broken: Replace ‘Rank and Yank’ With Coaching and Development.”
https://dupress.deloitte.com/dup-us-en/focus/human-capital-trends/2014/hc-trends-2014-performance-management.html
Case Discussion Questions 2
Exercise 10.2: Creating a Retention Management System
You are working at Shek, Inc., an organization providing private and group surfing and scuba diving lessons, adventure tours, and rental services to tourists in Hawaii. Your company has around 200 employees consisting of instructors, sales, marketing, and office personnel. The company has an annual turnover rate of 80%, which you suspect is too high.
Questions
How would you assess why employees are leaving? After you choose your method of measurement (survey, interviews), develop questions to include in your instrument. How would you analyze the data to identify the top reasons for employee departures?
Let’s assume that you found out the following top three reasons for turnover in this company:
Management is very authoritarian and not supportive of employees.
Employee schedules vary a lot and often are announced with very short notice.
Employees feel they are working all the time with little downtime.
Case Discussion Questions 3
Exercise 11.2: Conducting a Market Review
A video game company named Zenyah with 8,000 employees recently hired your consulting firm to develop a more externally equitable pay structure. Zenyah began as a start-up 10 years ago and has grown very rapidly ever since. Lately, the company has been having difficulty recruiting and selecting talented candidates for key software development, marketing, and sales jobs, which is likely due to the external labor shortage for individuals qualified for those jobs. As such, Zenyah has asked your consulting firm to conduct a market review for the following benchmark jobs:
Computer programmer
Systems software developer
Applications software developer
Market research analyst
Marketing manager
Advertising sales agent
Advertising and promotions manager
Sales representative
As part of the contract, Zenyah has requested that your consulting firm conduct new job analyses on the benchmark jobs, as it suspects that the job descriptions are out of date and inaccurate. As a starting point, you decide to use O*NET (ONETonline.org) to draft initial job description summaries that you can use to compare to the job description summaries that appear in the market review sources.
Questions
Using O*NET, write three- to five-sentence job description summaries for each benchmark job.
Using Salary.com and CareerOneStop.com as free market review sources, gather pay data for as many of the benchmark jobs as you can, and enter the data into a table. Be sure to match the job description summaries you created for Zenyah with the job description summaries in the market review sources to ensure you are making an appropriate comparison.
