CANDY AND PERFORMANCE MANAGEMENT Once vendor Halogen was selected, Jelly Belly. HR ARE DANDY AT JELLY BELLY Jelly Belly makes some of the most innovative faros spent 2 days in trining, and then trained s0 managers on and Babv Wipes. erext Berer) or Rotten Egg, Booger. Supervisors appreciated the ability to provide more rele..1. Bant comments than they coukd before, Employees felt the ing game. Innovation didn't extend to their outdated appraisals were better aligned with their job competencies performance appraisal processes. The problem came to and more interactive with the ability to make comments. lighta few years ago when two branches of the family-owned The process also met Jelly Belly's goals for time savings and busines merged, creating one company with two ineffee else of use, and that's pretty sweet. tive performance appraisal processes that depended on paper forms and outdated software. Questions Knowing that accurate reviews with clearly commu- 1. How do the performance management changen thine nicated expectations and measurable objectives increase at Jelly Belly address the four purposes of performance employee satisiaction, the HR department set several goals management systems? (LO 1) fot a new performance appraisal process as they began 2. Explain which of the six steps in the appraisal process their research: seem to be addressed and how they are affected by the - Eany to use so managers would use it. new system. (LO 2) - Save time for everyone, 3. Research: What other companies offer performance - Web-based for consintent appraisal processes across mul- management system sof ware? Rescarch two of those sys tipile locations: tems and explain how their produets seem to address - Fexible enough to customize different types of forms the purposes and steps of performance appraisal whith competencies. processes. ( L.O 1, 2)