"It is the time for Gegar Ltd. to Improve"

This year is a year full of surprises. Gegar Ltd. has reached its highest sales with an increase of 20% compared to last year. The owner started to make a few changes to align with future needs in terms of manpower requirements and improvement in the current practices. Bob Alan, the owner uses zero-based forecasting approach for manpower planning. Last three months, Bob Alan identified that there was a need to hire one more staff at purchasing unit. 2 weeks after that, when Bob Alan was in the office, he happened to entertain two customers who came to buy cars. During their conversation, Bob Alan had mentioned the job vacancy, and one of them was interested and submitted his Curriculum Vitae (CV) to him.

The candidate, John, is now in his third month as Purchasing Assistant Manager here. Previously he was the Assistant Manager at Sekoplas, a manufacturing company. On his first day at Gegar Ltd., Human Resource (HR) officer had introduced John to Jane, a Senior Executive who have been working in purchasing unit for almost 8 years. Jane was asked to guide John, and she has been doing it until now. Jane started to feel frustrated as she planned to meet Bob Alan to express her interest in applying for the position. She has high hopes and confidence in her ability to perform the role successfully. Jane is really dissatisfied as she still guides her assistant manager. She is curious about John's capability and credibility. Jane worries if this is due to negligent hiring.

Last year, Bob Alan promoted Roland and Joe Jee his friends into supervisory positions at one of the Service Centers. Bob Alan deeply respects Roland's abilities and commitment. He has a close relationship with her parents. In fact, Bob Allen has spent time with Rolland on a trip to Bangkok and had discussed the next place to visit. Bob Alan, Roland, and Joe Jee, get together for lunch frequently. Recently, all have registered for an online master's degree in business administration (MBA) program. It seemed that no promotion from within and probably it is going to be a trend in Gegar Ltd.

Today, Bob Alan has just received an email from HR officer reminding him of the submission of evaluated appraisal forms. Bob Allen has completed all the evaluations for the fifteen staff. However, he feels that he intentionally and unintentionally distorts his ratings of Rolland and Joe Jee, and now when he read comments given by Aiden, who is in the sales unit, he started to realize that an improvement must be made in Gegar Ltd. This is important as he plans to proceed with internal growth and expansion strategy. Below are supervisor's comments and employee's comments parts in appraisal form:

\fEmplqvee's Comment: As usual [perform my roies as required. So far, I never had discussion on career developmentai plan. I am hired to get Gegar Ltd. back on its feet, and I have done that. I have faced up a challenge here when the customer who request extra work for -ee as they claimed that the former owner promised them this and that. I get 'ustrated. Here, we are stuck with promises that were not documented. I do my best to full request on a proper ling, but I get busy on the jobs. I am in dilemma whether iing or cars must go out. I communicate with my superior evetj' day. I give him notes about the parts I need. However, I have been asked by person in charge in purchasing unit on the Fist. It '5 nice to work here most of the time. I have ain-'ays fitted working on old cars and we do great work. I he money is starting to be aka}: and we are getting better sates. Hoping to see a betterment with a new support sta must be hired. Of course, I would give myftdi commitment towards our targets. EmpIOJ-'e '5 Signature: Aiden Date: Date: December 25 2022