Strategic Human Resource Management

Section Five

CASE 5-1 continued

profile developed by Otis executives. By comparison on his or
her actual ratings with the ideal profile, managers can identify
areas for future development. Otis Elevator chose to use the
system only for developmental purposes, although recently it
began to consider other purposes for the system.^3

Questions

1. Aside from the advantage of instantaneous transmission
   of information, what other advantages do you see with
   this type of performance appraisal system on the
   Internet?


2. What problems do you think Otis Elevator experienced
   once the 360-degree system was successfully
   implemented on the Internet?


3. In the past, many human resource professionals have
   been almost obsessed with the forms or format used in
   performance appraisal systems. How is the Internet
   application of 360-degree performance appraisal
   systems different from the old obsession with form or
   format?


4. What else is necessary to help ensure that a
   performance appraisal system will be successful? How