BMZ ACADEMY
BMZ ACADEMY
@061 262 1185/068 053 8213/0717 513 144
BMZ ACADEMY 061 262 1185/068 053 8213
, BMZ ACADEMY
Reference list is at the end.
1.1 Identify and explain the performance appraisal method used in the case
study and provide justification for your answer. (5)
360 degree feedback
The performance appraisal method used in the case study appears to be a 360-degree
feedback approach. This is evident from the description of sending questionnaires to
various stakeholders, including senior employees, peers, internal customers, and
external customers, to gather feedback on Zikode's performance from multiple
perspectives.
In a 360-degree feedback system, feedback is collected from various sources who
have interactions with the employee being evaluated. This method provides a
comprehensive view of the employee's performance, incorporating insights from
supervisors, peers, subordinates, and sometimes even external stakeholders like
customers. This holistic approach allows for a more thorough evaluation of the
employee's skills, competencies, and behavior in the workplace.
The justification for using a 360-degree feedback method in this case is that it
overcomes ratimg errors of 1 rater and it offers a broader and more balanced
assessment of Zikode's performance beyond just his direct manager's observations.
It helps in identifying areas of improvement by capturing different viewpoints and
experiences, such as his interaction with internal and external customers,
communication skills, and expertise in his role. This method also promotes self-
awareness and encourages employees to take ownership of their development by
receiving feedback from multiple sources.
1.2 What are the advantages of using this method in Zikode’s case? (5)
• More comprehensive as responses are gathered from different sources.
• Can be linked to Total Quality Management as it emphasizes internal and
external clients.
• Reduces bias since responses come from many people
• May increase employee self-employment
BMZ ACADEMY 061 262 1185/068 053 8213/0717 513 144
Page 2 of 114
, BMZ ACADEMY
• Large amounts of data can be used and it then becomes part of big data
approaches to performance management.
• It can become a powerful tool for change in organisation culture as it creates
more open and democratic approaches to management.
1.3 Discuss performance management stages present in the case study.
Support your answer with relevant extracts from the case study. (9)
Performance contract stage 1: Establishing a performance contract between the
employee and the supervisor, who represents the employer, is the first step in the
performance management process. This step of the PM process is also known as the
performance planning phase. Employees and managers discuss expectations and
agree on the goals and caliber of performance expected of the employee at the very
beginning of the performance management cycle.
Case study: “When Zikode did his performance contracting, he was made aware of
these responsibilities and the performance standard he must meet”
Performance appraisal stage : Performance appraisal, also known as performance
evaluation or performance review, is a formal process used by organizations to assess
and evaluate employees' job performance over a specific period. It involves
systematically reviewing and documenting employees' accomplishments, strengths,
areas for improvement, and overall contributions to the organization.
Case study: “The results indicate a strong thread of similar opinions in certain areas,
for example, the responses show that Zikode lacks the expert knowledge needed in
his role and his communication skills are very poor”
1.4 Identity the stages that were not implemented in the case study and explain
how these stages should have been implemented in Zikode’s case. (6)
Employee development stage: while Zikode acknowledged the need for guidance and
support, there is no clear indication of a structured performance development plan.
After recognizing the need for improvement, Zikode and his manager should have
collaboratively developed a performance development plan. This plan would outline
specific actions, resources, and timelines for addressing performance gaps,
enhancing skills, and achieving performance goals. Zikode and his manager should
BMZ ACADEMY 061 262 1185/068 053 8213/0717 513 144
Page 3 of 114
, BMZ ACADEMY
have developed a performance improvement plan outlining specific actions,
resources, and timelines for addressing performance issues and enhancing his skills
and competencies.
Performance feedback stage: Although feedback was collected through
questionnaires, there is limited mention of ongoing feedback provided to Zikode
throughout the performance period. Zikode's manager should have provided regular
and timely feedback on his performance, not just during formal performance reviews.
Ongoing feedback sessions would have allowed for immediate course correction,
recognition of achievements, and addressing performance issues as they arise.
Zikode's manager should have conducted regular feedback sessions with him,
providing constructive feedback on his performance, addressing any concerns, and
offering support and guidance for improvement.
1.5 Advise the line manager on the process to follow in response to Zikode’s
performance feedback. Outline the process in detail with the various options
available. (25)
In response to Zikode's performance feedback, the line manager should follow a
structured process aimed at addressing performance issues, supporting employee
development, and fostering a positive working relationship. The first step involves
thoroughly reviewing the feedback collected from various stakeholders, including
senior employees, peers, internal customers, and external customers. During this
review, the line manager should identify common themes, patterns, and specific areas
of concern highlighted in the feedback, such as communication skills, expertise, and
interpersonal relations.
Following the review, the line manager should schedule a private meeting with Zikode
to discuss the feedback received. It's crucial to ensure confidentiality and create a
supportive environment conducive to open dialogue. During the meeting, the manager
should provide constructive feedback to Zikode in a non-confrontational manner,
clearly communicating the observations, concerns, and areas for improvement
identified in the feedback. Additionally, the manager should encourage Zikode to share
his perspective on the feedback and seek clarification on any points he finds unclear
or disagrees with, while actively listening to his concerns, challenges, and reasons for
his performance issues.
BMZ ACADEMY 061 262 1185/068 053 8213/0717 513 144
Page 4 of 114
BMZ ACADEMY
@061 262 1185/068 053 8213/0717 513 144
BMZ ACADEMY 061 262 1185/068 053 8213
, BMZ ACADEMY
Reference list is at the end.
1.1 Identify and explain the performance appraisal method used in the case
study and provide justification for your answer. (5)
360 degree feedback
The performance appraisal method used in the case study appears to be a 360-degree
feedback approach. This is evident from the description of sending questionnaires to
various stakeholders, including senior employees, peers, internal customers, and
external customers, to gather feedback on Zikode's performance from multiple
perspectives.
In a 360-degree feedback system, feedback is collected from various sources who
have interactions with the employee being evaluated. This method provides a
comprehensive view of the employee's performance, incorporating insights from
supervisors, peers, subordinates, and sometimes even external stakeholders like
customers. This holistic approach allows for a more thorough evaluation of the
employee's skills, competencies, and behavior in the workplace.
The justification for using a 360-degree feedback method in this case is that it
overcomes ratimg errors of 1 rater and it offers a broader and more balanced
assessment of Zikode's performance beyond just his direct manager's observations.
It helps in identifying areas of improvement by capturing different viewpoints and
experiences, such as his interaction with internal and external customers,
communication skills, and expertise in his role. This method also promotes self-
awareness and encourages employees to take ownership of their development by
receiving feedback from multiple sources.
1.2 What are the advantages of using this method in Zikode’s case? (5)
• More comprehensive as responses are gathered from different sources.
• Can be linked to Total Quality Management as it emphasizes internal and
external clients.
• Reduces bias since responses come from many people
• May increase employee self-employment
BMZ ACADEMY 061 262 1185/068 053 8213/0717 513 144
Page 2 of 114
, BMZ ACADEMY
• Large amounts of data can be used and it then becomes part of big data
approaches to performance management.
• It can become a powerful tool for change in organisation culture as it creates
more open and democratic approaches to management.
1.3 Discuss performance management stages present in the case study.
Support your answer with relevant extracts from the case study. (9)
Performance contract stage 1: Establishing a performance contract between the
employee and the supervisor, who represents the employer, is the first step in the
performance management process. This step of the PM process is also known as the
performance planning phase. Employees and managers discuss expectations and
agree on the goals and caliber of performance expected of the employee at the very
beginning of the performance management cycle.
Case study: “When Zikode did his performance contracting, he was made aware of
these responsibilities and the performance standard he must meet”
Performance appraisal stage : Performance appraisal, also known as performance
evaluation or performance review, is a formal process used by organizations to assess
and evaluate employees' job performance over a specific period. It involves
systematically reviewing and documenting employees' accomplishments, strengths,
areas for improvement, and overall contributions to the organization.
Case study: “The results indicate a strong thread of similar opinions in certain areas,
for example, the responses show that Zikode lacks the expert knowledge needed in
his role and his communication skills are very poor”
1.4 Identity the stages that were not implemented in the case study and explain
how these stages should have been implemented in Zikode’s case. (6)
Employee development stage: while Zikode acknowledged the need for guidance and
support, there is no clear indication of a structured performance development plan.
After recognizing the need for improvement, Zikode and his manager should have
collaboratively developed a performance development plan. This plan would outline
specific actions, resources, and timelines for addressing performance gaps,
enhancing skills, and achieving performance goals. Zikode and his manager should
BMZ ACADEMY 061 262 1185/068 053 8213/0717 513 144
Page 3 of 114
, BMZ ACADEMY
have developed a performance improvement plan outlining specific actions,
resources, and timelines for addressing performance issues and enhancing his skills
and competencies.
Performance feedback stage: Although feedback was collected through
questionnaires, there is limited mention of ongoing feedback provided to Zikode
throughout the performance period. Zikode's manager should have provided regular
and timely feedback on his performance, not just during formal performance reviews.
Ongoing feedback sessions would have allowed for immediate course correction,
recognition of achievements, and addressing performance issues as they arise.
Zikode's manager should have conducted regular feedback sessions with him,
providing constructive feedback on his performance, addressing any concerns, and
offering support and guidance for improvement.
1.5 Advise the line manager on the process to follow in response to Zikode’s
performance feedback. Outline the process in detail with the various options
available. (25)
In response to Zikode's performance feedback, the line manager should follow a
structured process aimed at addressing performance issues, supporting employee
development, and fostering a positive working relationship. The first step involves
thoroughly reviewing the feedback collected from various stakeholders, including
senior employees, peers, internal customers, and external customers. During this
review, the line manager should identify common themes, patterns, and specific areas
of concern highlighted in the feedback, such as communication skills, expertise, and
interpersonal relations.
Following the review, the line manager should schedule a private meeting with Zikode
to discuss the feedback received. It's crucial to ensure confidentiality and create a
supportive environment conducive to open dialogue. During the meeting, the manager
should provide constructive feedback to Zikode in a non-confrontational manner,
clearly communicating the observations, concerns, and areas for improvement
identified in the feedback. Additionally, the manager should encourage Zikode to share
his perspective on the feedback and seek clarification on any points he finds unclear
or disagrees with, while actively listening to his concerns, challenges, and reasons for
his performance issues.
BMZ ACADEMY 061 262 1185/068 053 8213/0717 513 144
Page 4 of 114
