Case Study 1: Zephran Plastics

Zephran Plastics is a well-established plastics manufacturer that has been successful for over 60 years. It is an international company with resources in three countries. Due to changes in global demand, the plastics industry has been negatively affected. This has resulted in six consecutive quarters of net losses for the company. In an attempt to increase productivity and to increase efficiencies one aspect of the organizational plan is to restructure the workforce and determine if job performances match job descriptions and eliminate any possible redundancies. In order to compensate for production and sales, it is determined that the workforce needs to be reduced by approximately 10%. As a hired consultant, you are asked to provide a strategy for performance evaluation of all employees in preparation for determining further steps in the process.

1. Determine the Reason for Evaluating Employee Performance:
2. Identify Environmental and Cultural Limitations:
3. Determine Who Will Evaluate Performance:
4. Select the Best Appraisal Methods to Accomplish Your Goals:
5. Train Raters:
6. Observe and Document Performance:
7. Evaluate Performance:
8. Communicate Appraisal Results to Employees:
9. Terminate Employees:
10. Monitor the Legality and Fairness of the Appraisal System:

Case Study 2: Washington and Jefferson School Districts

Due to changes in population and a rezoning of school districts it has been decided that the Washington and Jefferson school districts will be merged. With current funding, no staff cuts will need to be made but a redistribution of students to balance school attendance will require a redistribution of staff as well. Both teachers and administration staff will need to be consulted and evaluated in order to make the most effective placements possible in the interests of the students, the parents, and administration alike. Your role as an I/O psychologist is to find a performance evaluation process to help facilitate this process.

1. Determine the Reason for Evaluating Employee Performance:
2. Identify Environmental and Cultural Limitations:
3. Determine Who Will Evaluate Performance:
4. Select the Best Appraisal Methods to Accomplish Your Goals:
5. Train Raters:
6. Observe and Document Performance:
7. Evaluate Performance:
8. Communicate Appraisal Results to Employees:
9. Terminate Employees:
10. Monitor the Legality and Fairness of the Appraisal System: