Unit VIII Case Study
Staffing Organizations HRM 4302
Columbia Southern University
Case Study Staffing Evaluation at Hallmark
Hallmark is a company that has been in business since 1910. They are the largest
manufacturer of greeting cards as well as the owner of Binney & Smith, the creator of Crayola
Crayons (Phillips, J. 2019). One of the things that makes Hallmark interesting is how they use
emotion and creativity to help connect customers to their products. As their commercials say,
“When you care enough to send the very best.” (Betonio, D. 2017).
, Hallmark wanted to find some tools that would allow them to hire more quality staff on a
consistent basis. What they chose was to create a staffing index that was not too complex in
nature. A simple rating system that was “1 = Average 2 = Above Average 3 = Good
4 = Very Good 5 = Walk-On-Water Good” (Phillips, J. 2019). Hallmark would immediately
assess the employee on their abilities as they begin with the company and then again in six
months (Phillip, J 2019).
There are pros and cons with this method. The pro is that it is equal in that it assesses all
employees on their abilities upon beginning with the company and then again in six months with
the company. It does allow Hallmark to see which employees receive the top ratings and which
employees do not, which in turn helps them use that as a measurement tool. One of the good
aspects of Hallmark is that they are not using this assessment as their gauge on employee
performance, but gauge employees on the company’s performance overall. (Phillips, J. 2019)
The con with this method is I don’t see what the employees are being assessed on, what
areas the employees are struggling with, if the employees are receiving low ratings due to issues
other than their capabilities, if there is a possibility the employee may do better as time
progresses versus a six-month period.
11:14:40 GMT -05:00
Staffing Organizations HRM 4302
Columbia Southern University
Case Study Staffing Evaluation at Hallmark
Hallmark is a company that has been in business since 1910. They are the largest
manufacturer of greeting cards as well as the owner of Binney & Smith, the creator of Crayola
Crayons (Phillips, J. 2019). One of the things that makes Hallmark interesting is how they use
emotion and creativity to help connect customers to their products. As their commercials say,
“When you care enough to send the very best.” (Betonio, D. 2017).
, Hallmark wanted to find some tools that would allow them to hire more quality staff on a
consistent basis. What they chose was to create a staffing index that was not too complex in
nature. A simple rating system that was “1 = Average 2 = Above Average 3 = Good
4 = Very Good 5 = Walk-On-Water Good” (Phillips, J. 2019). Hallmark would immediately
assess the employee on their abilities as they begin with the company and then again in six
months (Phillip, J 2019).
There are pros and cons with this method. The pro is that it is equal in that it assesses all
employees on their abilities upon beginning with the company and then again in six months with
the company. It does allow Hallmark to see which employees receive the top ratings and which
employees do not, which in turn helps them use that as a measurement tool. One of the good
aspects of Hallmark is that they are not using this assessment as their gauge on employee
performance, but gauge employees on the company’s performance overall. (Phillips, J. 2019)
The con with this method is I don’t see what the employees are being assessed on, what
areas the employees are struggling with, if the employees are receiving low ratings due to issues
other than their capabilities, if there is a possibility the employee may do better as time
progresses versus a six-month period.
11:14:40 GMT -05:00
