Case Study 2

Rudy Castelo was hired six months ago by Swallow Marketing Corporation and has increased sales by 50%. His supervisor wants to keep Rudy motivated and prevent competitors from hiring him away. Implementing regular performance appraisals could help recognize Rudy's achievements, identify opportunities to advance his career, and reward top performers like Rudy which contributes to the company's growth and competitiveness.

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Case Study 2

Uploaded by

Shahaneh Balatero

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Case Study 2: SWALLOW MARKETING CORPORATION

Mr. Rudy Castelo was hired by Swallow Marketing Corporation as counter salesperson for San
Fernando branch six months ago. His official working hours begins at 9:00 a.m. and ends at 5:00 p.m.
from Monday to Friday. It is almost always that serves customers until 6:00 p.m. He does not complain
and he feels happy that his unit is performing.

An evaluation of the number of units sold by Rudy’s unit indicated a 50 percent increase for the
past six months. That period coincides with the period that Rudy had been working for the company.

There were four salespersons in the branch who were able to sell 80 units of the company’s
products during the six months prior to Rudy’s hiring. When Rudy came in, he sold 40 units and the
other four duplicated their previous six months’ output.

The four salespersons have been working for the company for over two years and each receives
a monthly salary of Php 20,000.00. As a new recruit, Rudy’s salary is pegged at Php11,000.00 per month.
Rudy can only hope for an increase after salary reviews which are made by top management every two
years.

After his six months stint, Rudy has only become entitled to the only benefit, the 13th month
pay. He has yet to earn his vacation and sick leave benefit.

Rudy’s supervisor is happy that his unit was able to sell more with Rudy’s help. His concern now
is how to keep Rudy fully motivated and to keep the competitors from hiring him

i. How will the alternatives cope up with such strategic plan to keep Mr. Castelo
fully motivated in the workplace?
ii. ii. How will alternatives be able to manage the company in giving employees
contentedness with their job?
iii. iii. How will alternatives affect the company's value from competitors?

PERFORMANCE APPRAISAL
The preponderance of most companies usually ensues by having performance
appraisal. This is not only a frequent interaction that strengthens employee-manager
relationships, but in turn, this is central to effective management that gives every
employee the guidance they need to progress and even develop in their position –
accurately assessing an employee's skills, strengths, and weaknesses. Most companies
commonly do this annually, semi-annually, or quarterly to provide employees with broad
feedback on their work, as well as to justify salary raises, incentives, and termination
choices. Thus, If Rudy’s supervisor utilizes this kind of system into their company, it
could have contributed the most to the company's growth and this can recognize the
achievements and contributions made by his employees.

I. How will the alternatives cope up with such a strategic plan to keep Mr. Castelo fully
motivated in the workplace?

ADVANTAGE: This is highly significant for Mr. Castello because this could help
him to become motivated entitled to more benefits such as wage increase and
promotion in the company he’s working. The moment his supervisor evaluates his job
performances and overall contribution to the firm on a regular basis, his supervisor can
see and appreciate what he accomplished. Bestowing a well-recognition to Mr.
Castello’s performance can enhance self-confidence, excitement, and morale.
Performance appraisal are a simple but effective way for everyone in the company to
recognize those that live up to the company's values.

ii. How will alternatives be able to manage the company in giving employees
contentedness with their job?

ADVANTAGE: According to Gallup's 2018 Employee Engagement Report,

employees who believe their job has a purpose are more engaged, and engaged people
stay at organizations longer, are more productive, and are 21 percent more profitable.

this could be a tool to bestow Mr. Rudy’s attributes and can help to develop a
plan for employee development, such as additional training and increased
responsibilities, as well as identify ways to improve and advance in their careers.

orget to praise employees for their personal attributes carefully monitor the
amount of attention and direction they give employees.

could allow the company to give him motivations and encouragements to

consistently do his great job as being the top performers for the company. The company
could also bestow feel they were well-recognized the last time they went the extra mile
at work.

iii. How will alternatives affect the company's value from competitors?
ADVANTAGE:

An evaluation of the number of units sold by Rudy’s unit indicated a 50 percent increase
for the past six months. That period coincides with the period that Rudy had been working for
the company.

A performance assessment, also known as an annual review, performance review or evaluation, or

employee appraisal, assesses an employee's abilities, accomplishments, and growth, or lack thereof.

Human resources (HR) departments frequently create performance appraisals as a tool for employees to
advance in their careers. Individuals receive feedback on their work performance from them. It ensures
that employees are managing and reaching the expectations placed on them, as well as providing
assistance on how to achieve those goals if they fall short.

Because firms have a limited pool of funds from which to pay incentives like increases and bonuses,
performance appraisals assist in determining how those monies should be allocated. They let businesses
to assess which employees have contributed the most to the company's growth, allowing them to
reward their top performers appropriately.

Managers and employees should communicate about each other's contributions throughout the year,
not just during performance appraisals.