The Recruitment Process of Morgan Stanley

HRM character 4 snitch rector The give case describes the frequent hiring exercise of Morgan Stanley and how their employees are appraised. The main purpose of this school text is the paygrade of congratulate minister and whether or whether non he is desir up to(p) for a promotion seemly managing director of a certain get-go of the company. The text gives a commentary ab discover Rob parson past, academically in his job travel prior to Morgan Stanley and how his colleagues describe him. In amplification to this Paul Nasr is as well depict as he is the person who has to evaluate Rob and he is withal the person who initially hirer Rob at Morgan Stanley.Assessment of Rob Parsons surgical operation All in all I would express that Rob Parson is doing a bully job as you it is express that his skills of closing deals are very good. He might have problems to knead in a team up tho he has to be told that new(prenominal) dont agree with the trend he go ones hi s tasks. In addition to that I value that Rob Parson deserves a promotion however he pass on need to change his team playing approach. It is necessary to be able to work with other efficiently in this fast moving merchandise and he has to be aware of that.Evaluation and knowledge summary (Rob Parson) Strengths Development Areas 1. Knows what he is doing 1. Working in a team 2. Commits to his work 2. Leadership skills 3. Knows how to fuck off a deal 3. Following the Morgan Stanley Culturc carrying out objectives for the next year subscriber line Goals Increase the market share in CMS Professional Development Goals Be seen as a Team role doer at Morgan Stanley Career Goals at last be promoted if attitude changes Nasrs Performance Appraisal, future goals and Issues that need to be raisedIf I were in Paul Nasr lay out to take aim the exploit estimate for Rob Parson I would approach it in a materialistic way. First of all I regard it would help to praise him for his ach ievement at the firm and that in general things are going good. When it comes to evaluating his performance as a team player at Morgan Stanley, I would commencement exercise of all remind him of Morgan Stanleys way of doing business and that teamwork is an important item if you would like to be successful at the company.In addition to that I would indeed be important to give notice (of) Parson about the fact that around of his peers complained about the way he is engage business, leaving broken eggs. The goals I would set for Parson would be the instruct to play more(prenominal) along the corporate culture of Morgan Stanley and he leave behind most likely chance the desire promotion If you were Rob Parson, how would you conduct yourself in the performance military rating meeting? What are your goals? How would you try to crop the process? In Rob Parsons position I would approach the performance evaluation meeting in a self-assured way.He should listen to what the critic s have to affirm about him and and try to work with that. Denying his mistakes ordain not help him for his desired promotion and thus he should have a bun in the oven them and try to work out a plan with Paul Nasr how he can develop him in the future. In addition to that he should also be assured of his skills and that tell Paul that in general he will become more of a team player, however that or so situation in this area require quick reactions that do not cohere with Morgan Stanleys bureaucratic ways of doing things.The Recruitment Process of Morgan StanleyHRM Case 4 Rob Parson The given case describes the general hiring process of Morgan Stanley and how their employees are evaluated. The main purpose of this text is the evaluation of Rob Parson and whether or whether not he is suited for a promotion becoming managing director of a certain branch of the company. The text gives a description about Rob Parson past, academically in his job career prior to Morgan Stanley and ho w his colleagues describe him. In addition to this Paul Nasr is also described as he is the person who has to evaluate Rob and he is also the person who initially hirer Rob at Morgan Stanley.Assessment of Rob Parsons Performance All in all I would say that Rob Parson is doing a good job as you it is said that his skills of closing deals are very good. He might have problems to work in a team however he has to be told that other dont agree with the way he approaches his tasks. In addition to that I think that Rob Parson deserves a promotion however he will need to change his team playing approach. It is necessary to be able to work with other efficiently in this fast moving market and he has to be aware of that.Evaluation and development summary (Rob Parson) Strengths Development Areas 1. Knows what he is doing 1. Working in a team 2. Commits to his work 2. Leadership skills 3. Knows how to make a deal 3. Following the Morgan Stanley Culturc Performance objectives for the next year B usiness Goals Increase the market share in CMS Professional Development Goals Be seen as a Team Player at Morgan Stanley Career Goals Eventually be promoted if attitude changes Nasrs Performance Appraisal, future goals and Issues that need to be raisedIf I were in Paul Nasr position to conduct the performance appraisal for Rob Parson I would approach it in a conservative way. First of all I think it would help to praise him for his success at the firm and that in general things are going good. When it comes to evaluating his performance as a team player at Morgan Stanley, I would first of all remind him of Morgan Stanleys way of doing business and that teamwork is an important fact if you would like to be successful at the company.In addition to that I would then be important to tell Parson about the fact that some of his peers complained about the way he is pursuing business, leaving broken eggs. The goals I would set for Parson would be the advise to play more along the corporate culture of Morgan Stanley and he will most likely receive the desired promotion If you were Rob Parson, how would you conduct yourself in the performance evaluation meeting? What are your goals? How would you try to influence the process? In Rob Parsons position I would approach the performance evaluation meeting in a confident way.He should listen to what the critics have to say about him and and try to work with that. Denying his mistakes will not help him for his desired promotion and thus he should accept them and try to work out a plan with Paul Nasr how he can develop him in the future. In addition to that he should also be assured of his skills and that tell Paul that in general he will become more of a team player, however that some situation in this sector require quick reactions that do not cohere with Morgan Stanleys bureaucratic ways of doing things.