Case Study 2 WOW PRODUCTIONS is its strong talent. Since its inception, it has b

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Case Study 2 WOW PRODUCTIONS is its strong talent. Since its inception, it has been able to depend on reliable directors. At their stra- Wow Productions is a Canadian company special- izing in the production of films, documentaries, tegic meeting each year, the company reminds the dramas and animation programs for television. directors of their responsibility to maintain tight The quality of its productions has earned the control over the management of their studio's company an excellent reputation on the market. productivity and performance. Over the last three years, the organization has During a team meeting, some Studio 2 employ grown substantially, doubling its workforce. With ees learned that, unlike them, Studio 3 employees over 800 employees working in four studios across weren't evaluated each year by their director. The the country, it has become a major industry player, company's president heard about these discus- Furthermore, since it was founded in 1990, Wow sions and wants to understand exactly what's Productions has won a number of international happening. She therefore asks the HR manager to awards. A cloud has however appeared on the analyze the situation. horizon: in the last 18 months reactions to its productions have been cool and profits have fallen, studio directors individually before summing up The HR manager first meets each of the four The company's president believes that what sets Wow Productions apart in its market segment the situation as follows Studio1 Studio 2 Studio 3 Studio 4 The director The director The director .does not set any employee performance goals The director sets performance goals for. sets performance goals for poor performers only meets with top performers once a year to congratulate them and recognize their efforts and good performance all the employees e meets these employees hoids one-on-one - holds several one-on-one meetings as needed during as often as necessary meetings with all the during the year in some employees twice a year (inthe year cases, they are let go or mid-year and at year-end). dismissed. The names and characters in this case study are fictitious, and any resemblance to actual persons living or dead is purely coincidental. 1. Identify four probable causes for the lack of uniformity in the application of mana 2. What are your top three recommenda Questions You are the HR manager and you decide to prepare a report for the president, setting out an overview of the situation and proposing recommendations. tions to ensure effective management of performance within the organiza tion? Justify your answ source: Reproduced with the permission of the Ordre des conseillers en ressources humaines agréés. All reserved

Explanation / Answer

Four causes of non uniformity of Performance Management Practices.

(a) No centralised performance management system in place.

(b) Lack of communication between the directors of studios and with the top management.

(c) Performance goals are not clearly defined for different studios. In this case, the employees are on the mercy of the respective directors only.

(d) Delegation of absolute powers to the studio directors who manage perfromance their own way.

2. Three recommendations.

(a) Enactment of a separate perfromance management system for employees of all departments.

(b) Guidelines from the top management for directors to maintain standard operating procedure for performance measurement. Their roles should be limited to measurement and recommendation only.

(c) Designing a communication policy and schedule for meeting among and within the employees of different studios. clearly defining the communication channels and frequency.

Above recommendations are essential to maintain the uniformity in PMS, elimination of biases and centralised control of the performance management process.

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