CASES DUE DATE - APRIL 14.2821 CASE STUDY - EVIDENCE BASED HRM Encouraging Frequent and Predesthe Performance Coments INDIVIDUAL ASSIGNMENT Adobe Systems Inc. provides multimedia and creativity software products including Photoshop Adobe Acrobat Adobe Acrobat Reader Adobe was experiencing an incin tumorvet, which discovered was related to comployees disatisfaction with the performance review procen, lack of recognition, and the lack of regular feedback about their performance. Like other companies, Adobe used a performance review system in which managers provided devenal rating of employw on a wcale 64 bed how the employee's performance compared to that of other employees This created a competitive work environment, ther than the collaborative one that Adobe values. Each year after employees received their reviews, HR wapen volly move which was especially concoming because he was being To improve performance. Adobe decided to hando annual ratings and introduced as system called Check-in. Check-in emphasis ongoing feedback instead of managers discussing performance with employee only during the formal performance was died to our che old system. Check-in encourages manages and employees to have informal performance discussions last every other month Managers are diced to focus performance dissions around employees' performance objectives e prend what they goed to succeed. Also, sployees career development complete freedom to decide how often do what way they want to set goals and provide feedback. The di future focused. That is, both the employee and the manager consider what to change to increase the hood that performance will be citive. Employees are called on the basis of how they have performed against their goals rather than how they compare to other employees. More request performance foedhack is especially important to Milenial employees who are used to real time comunications through testing and postings Managers to laget have a complete legaty performance evaluation forms and submit them to R. R's role is to provide managers with commuting and tools to help with performance Scio atleta peliring toimus are completed or discussions have occured. Both managers and employees can access a resource center that provides materials about coaching, giving feedback med pencal professional development. For example, managers might be sure center to help them with each performance conversations such seisvelving piving employees difficult feedback HR relies on what is known dip in process to more that performance discussions occurring throughout the you. This meant that the manager own boubeld the manager table for having performance. The books employeusif discussions are occurring and if they have a development plan There are several indications that Check-in is effective HR includes questions about performance management in its meetings with their managers and felt spported by the Since Check-in was introduced voluntary Barnever has decreased by 25 percent. Also, it is estimated that Check-in care Adobe managers 80.000 bon each year that were previously spent completing employee performance evaluation form 1. Whal steps should managers take the performance disi ere effective? 2. What are the benefits and potential distantages of more frequent performance discussions between managers and comployees? 3. Which purpose of performance manage will be more difficult to achieve for companies like Adobe that decide to eliminate making or rating employee performance? CASES DUE DATE - APRIL 14.2821 CASE STUDY - EVIDENCE BASED HRM Encouraging Frequent and Predesthe Performance Coments INDIVIDUAL ASSIGNMENT Adobe Systems Inc. provides multimedia and creativity software products including Photoshop Adobe Acrobat Adobe Acrobat Reader Adobe was experiencing an incin tumorvet, which discovered was related to comployees disatisfaction with the performance review procen, lack of recognition, and the lack of regular feedback about their performance. Like other companies, Adobe used a performance review system in which managers provided devenal rating of employw on a wcale 64 bed how the employee's performance compared to that of other employees This created a competitive work environment, ther than the collaborative one that Adobe values. Each year after employees received their reviews, HR wapen volly move which was especially concoming because he was being To improve performance. Adobe decided to hando annual ratings and introduced as system called Check-in. Check-in emphasis ongoing feedback instead of managers discussing performance with employee only during the formal performance was died to our che old system. Check-in encourages manages and employees to have informal performance discussions last every other month Managers are diced to focus performance dissions around employees' performance objectives e prend what they goed to succeed. Also, sployees career development complete freedom to decide how often do what way they want to set goals and provide feedback. The di future focused. That is, both the employee and the manager consider what to change to increase the hood that performance will be citive. Employees are called on the basis of how they have performed against their goals rather than how they compare to other employees. More request performance foedhack is especially important to Milenial employees who are used to real time comunications through testing and postings Managers to laget have a complete legaty performance evaluation forms and submit them to R. R's role is to provide managers with commuting and tools to help with performance Scio atleta peliring toimus are completed or discussions have occured. Both managers and employees can access a resource center that provides materials about coaching, giving feedback med pencal professional development. For example, managers might be sure center to help them with each performance conversations such seisvelving piving employees difficult feedback HR relies on what is known dip in process to more that performance discussions occurring throughout the you. This meant that the manager own boubeld the manager table for having performance. The books employeusif discussions are occurring and if they have a development plan There are several indications that Check-in is effective HR includes questions about performance management in its meetings with their managers and felt spported by the Since Check-in was introduced voluntary Barnever has decreased by 25 percent. Also, it is estimated that Check-in care Adobe managers 80.000 bon each year that were previously spent completing employee performance evaluation form 1. Whal steps should managers take the performance disi ere effective? 2. What are the benefits and potential distantages of more frequent performance discussions between managers and comployees? 3. Which purpose of performance manage will be more difficult to achieve for companies like Adobe that decide to eliminate making or rating employee performance