...Developing a Performance Appraisal System Developing a Performance Appraisal System All organizations must have some staff in order to operate. These employees, paid or unpaid, need to be evaluated from time to time for pay raises, advancement, or rewards. The tools and evaluation techniques for performance appraisal are important and need to consider all aspects of an individual’s job position, attitude, and effectiveness in interactions with clients. Deciding which method is best suited to the specific organization, designing forms for evaluation, and distributing these tools often falls to the human resources department since their primary job duties are directly tied to employees. What is a performance appraisal system? Loosely defined, a performance appraisal system is the method by which an individual’s employment is evaluated by supervisors or management personnel to define how well or how poorly job duties are being performed. Additionally, the information gained can be used to counsel employees, document problems, or show what areas of training may need to be reviewed. Feedback for employees is one of the primary reasons appraisals are performed; however, they are equally important to the operation of the organization. Without some form of evaluation, there would be no way to know how well specific employees are doing their jobs and what aspects of employment may need to be changed to allow the agency to function more efficiently. Humans have an inherent need...
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...Research Paper The role of performance appraisal system on the development of human resource of Komenda College of education Introduction In every administration, whether private or public, there exist laid down aims and objectives that are to be achieved within a specific period. Nevertheless, these cannot be possible if the organisation focuses only on its financial and physical resources. There is therefore the need to concentrate on the human resource as well. This is necessary because it is only the people who are employed in the institution that can put together both the financial and physical resources of the institution in order to achieve its aims and objectives. With this in mind, each institution has to take the planning of its human resource as one of the most important issue. Pinnington and Edwards (2000) have defined “human resource planning as “the systematic and continuing process of analysing an organisation’s human resource needs under changing conditions and developing personnel policies appropriate to the long-term effectiveness of the organisation”(pp. 22). Cascio (1996) indicated that this can be done quarterly, bi-annually or annually and through some interrelated activities stated by Cascio (1996) and which include the following: i. Personnel inventory which is done to assess the current human resource base and how they are currently being used. ii. Human...
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...Performance Management? II. Purpose of Performance Management System III. Problems identified in Dubai Caterers Performance Management System IV. Advantages and Disadvantages of the current rating scale V. Ten Steps to Solve the current crisis VI. Conclusion and Identification of other problems I. Introduction: What is Performance Management? Performance Management is known as activities that focus on the job performance and evaluates it, precisely it has been defined as “strategic and integrated approach to increasing the effectiveness of organizations by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors” (Armstrong and Baron,1998). Performance Management is important for any organization as it aids in accomplishing organizational goals because through it employees can only be provided by appropriate and specific feedback to assist their career development and job performance. In addition to that it effectively evaluates employee behaviors with performance of specific objectives consistent with the work unit and organizational strategy. Moreover, performance deficiencies that may hinder accomplishing of organizational goals are addressed through employee development programs that meet the needs of the organization and the market. II. Purpose of Performance Management System Effective Performance Management Systems are hard to implement, manage and design and thus could be...
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...revenue over one billion dollars. Production is divided among three plants: plastic beverages containers located in Albany, Georgia; custom plastics parts located in Pontiac, Michigan; and plastic fan parts located in Hang Zhou, China. Research and development is handled in San Jose, California. Riordan’s major customers are automotive parts manufactures, aircraft manufacturers, beverage bottlers, appliance manufacturers, and the Department of Defense. Recently, Michael Riordan, President and Chief Executive Officer (CEO) made strategic changes in their manufacturing and marketing of their products. Their declining sales and profits over the last couple of years has driven the company to adopt a customer-relationship management (CRM) system, The sales strategy has gone from a single salesperson approach to customers being serviced by a sales team, which includes a sales person, product engineering specialist and a customer representative. Since the implementation of the strategic changes, Riordan has experienced a decline in employee...
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...| 2014 | RHuman Resources Management | [DGE Performance management System] | | ------------------------------------------------- Overview Dana Gas is the Middle East’s leading private sector natural gas company producing some 65,000 barrels of oil equivalent per day of oil, gas and natural gas liquids from its operations in Egypt and the Kurdistan Region of Iraq. Dana Gas Egypt We are 100% operator of production, exploration and developments in the Nile Delta and 50% joint operator in Upper Egypt. Dana Gas, via its subsidiary Dana Gas Egypt, owns a 100% interest in three concessions onshore Nile Delta, the El Manzala, West El Manzala and West El Qantara concessions. And 50% in Komombo ------------------------------------------------- Dana Gas Egypt Manpower Resourcing, Attraction and Retention Philosophies Our success derives from the competence and dedication of our Employees. Dana Gas was able to continue its success in building capacity and capability at all levels, combining global and regional searches to identify and attract skilled people. It is part of our evolving culture to value expertise in a way that will generate the necessary proficiency that we require across the Group now and for the future. Talent Development Developing our people and helping them to reach their full potential are key elements to deliver our Group’s business strategy. This continues to be one of our main priorities. We recognize that the success of our strategy...
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...HOW THE EFFECTIVE PROCESS OF STAFF ANNUAL APPRAISAL ENHANCE THE EMPLOYEES’ SATISFACTION? Abstract The satisfaction of employees is highly important to company. The efficiency and performance of the company totally relies and depends on the satisfied employees. The satisfied employees tend to be creative, initiative, and innovative that makes the organization grow and profitable. In this study investigates the impact of staff appraisal process on employees’ satisfaction, which it is one of the major management tools that affect overall company process, in addition, this research investigates solutions to enhance the process of the appraisal in order to improve the employees satisfaction. ¬ Keywords: staff appraisal, employees’ satisfaction, performance, and efficiency. Overview of Organization The organization that will be the topic of my study is Arab Bank. Arab Bank PLC is one of the largest financial institutions in the Middle East. Established in Jerusalem in Palestine in 1930 as a small bank, it related history is interlinked with that of the Shoman family and its founder Abdel Hameed Shoman, whose personal life reads as an extraordinary tale of success for his time and age. The Bank is ranked amongst the largest international financial institutions, with a rating of A- from Fitch, A- from Standard & Poor and A3 from Moody’s. The bank has a capital base of over USD 5.5 Billion and Total Assets of over USD 50 billion. Pretax Income reached...
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...Human Resource Management, 12e (Dessler) Chapter 9 Performance Management and Appraisal 1) Which of the following terms refers to the process of evaluating an employee's current and/or past performance relative to his or her performance standards? A) recruitment B) employee selection C) performance appraisal D) employee orientation E) organizational development Answer: C Explanation: Performance appraisal means evaluating an employee's current and/or past performance relative to his or her performance standards. Performance appraisal always involves setting work standards, assessing the employee's actual performance relative to those standards, and providing feedback to the employee. Diff: 1 Page Ref: 306 Chapter: 9 Objective: 1 Skill: Concept 2) The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to ________. A) apply for managerial positions B) remove any performance deficiencies C) revise their performance standards D) enroll in work-related training programs E) change their peer evaluation procedures Answer: B Explanation: The purpose of providing feedback to the employee is to motivate him or her to eliminate performance deficiencies or to continue to perform above par. Diff: 2 Page Ref: 306 Chapter: 9 Objective: 1 Skill: Concept 3) Which of the following is NOT one of the recommended guidelines for setting effective employee goals? A) assigning specific goals B) assigning measurable goals C) assigning...
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...accomplish this objective, Clean-Tech must ensure its employees are meeting their highest level of performance. By setting up formal and effective performance and career management plan, Clean-Tech helps employees understand their job responsibilities and expectations of the company in terms of job performance. Performance appraisals are very important to the continued development of our sales team and to the mission of our company. “In general, appraisal serves a twofold purpose: (1) to improve employees’ work performance by helping them realize and use their full potential in carrying out their firms’ missions and (2) to provide information to employees and managers for use in making work-related decisions.” (Cascio, 2006, p.379) A performance appraisal form will allow a formal review to be conducted and recorded of an employee’s job performance. The proposed performance appraisal form for our sales team is attached. Feedback Feedback is an important tool that must be utilized to develop an effective performance and career management plan. Feedback is necessary to sustain and improve employee job performance. Performance appraisal feedback must be a two way process and done on a regular basis. Feedback should be specific to recognized elements of performance (Cascio, 2006). Negative feedback must always include a list of positive things the employee can do to correct the behavior or the problem. Any individual feedback will be done on a one-on-one...
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...“Design A Smart Appraisal System for Modern Organization” Submitted to: Khan Sarfaraj Ali Associate Management Counselor Bangladesh Institute of Management (BIM) Submitted by: Md. Mamun Hossain Personnel Management Evening Batch Roll: 15 Bangladesh Institute of Management (BIM) Date of Submission: August 02, 2009 Table of contents SL No Topic Page No. 01 Introductory Discussion 1 02 Methods of performance Appraisal 03 Traditional Methods of Performance Appraisal 04 Modern Methods of Performance Appraisal 05 Performance Appraisal Review Form 06 Conclusion 07 Bibliography Executive Summary Performance Means the degree or extent with which an employee applies his skill, knowledge, and effort to a job, assigned to him and the result of that application Functions of Performance Appraisal includes to identify and define the specific job criteria, to measure and compare the performance in terms of the definite job criteria . KSAs are set to measure job performance in quantitative or qualitative terms. To develop and justify a reward system, relating rewards to employee performance. To identify the strengths and weakness of employees and to decide on proper placement and promotion. To develop suitable training and developments programs for enriching performance of the employees. Methods of Performance Appraisal are traditional...
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...Reasons For Appraisal The main objective of an appraisal system is improving the performance of the employee and thus improving organizational performance - an well designed system can help in achieving both. Actually, information gathered through the performance appraisal exercise are potentially valuable for practically all human resource functional areas; therefore, performance appraisal can be used for Human Resource Planning, Recruitment and Selection, Training and Development, Career Planning and Development, Internal Employee Relations, and Assessment of Employee Potential. Human Resource Planning Human Resource planning is a process where human resource requirements are systematically reviewed to make sure that the number of employees who possess the required skills for the smooth functioning of the organization are available. It includes conduction skills inventories, developing succession plans and acquiring information for further personnel needs. Managers and supervisors decide the employees who are to be promoted, demoted, transferred, laid-off and who would need training. They also assist individuals with career planning and ascertain whether the skills needed in the organization are lacking (www.opm.gov). An appraisal system that is properly constructed profiles the organization’s human resource strengths and weaknesses to support these efforts - data collected over a number of appraisal periods could be used in evaluating if the overall workforce quality...
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................................................... 1 2. Mapping out the topic and this review .................................................................. 1 Chapter 1 1.1 1.2 1.2.1 1.2.2 1.2.3 1.2.4 1.2.5 1.2.6 1.2.7 1.2.8 What is performance management? How have the concept and practice of performance management evolved over time? ............................ 3 Definition .............................................................................................................. 3 How have the concept and practice of performance management evolved in recent years? .................................................................................................... 4 From tools to system, and from system to process .............................................. 6 From individual appraisal to joint review ............................................................... 6 From...
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...actions. Performance appraisal is the ongoing process of evaluating and managing both the behavior and outcomes in the organization (Carrell, Elbert & Hatfield, 2008). It is not a process that happens once a year or every six months, but one that happens every day. Stripped to its essentials, performance appraisal always involves setting work standards, assessing the employees’ actual performance relative to those standards, and providing feedback to the employees with the aim of motivating him or her to eliminate performance deficiencies or to continue to perform above par (Dessler, 2011). Indeed, performance appraisals are widely used for administrating wages and salaries, giving performance feedback, and identifying individual employee strengths and weaknesses (Mathis & Jackson, 2011). Definition of Performance Appraisal P erformance appraisal is the process of evaluating the behavior of the employees in the work place (Maxwell, 1992). This process assumes that the employees are aware of their performance standards, and that the supervisor also provides the employees with the feedback, development, and incentives required to help the person eliminate performance deficiencies. Basically, performance appraisal is intended to engage, align, and coalesce individual and group effort to continually improve overall organizational mission accomplishment (Vance, 2006). According to Dessler (2012, p. 332), “Performance appraisal means evaluating an...
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...Subject: | Cross Cultural Management | Instructor Name: | Balach Jamali | Date: | 23-12-2011 | Final Project: | Case Analysis | | | Group Members Abdullah Abdul Rehman (9151) Hammad Mukati Umair Bawani So Long to the Sunday Classifieds Management Dilemma * The innovative strategies for recruitment * To boost the recruitment efficiency & reducing the cost to hire. Management Response * Use the idols/ heroes in ad * Brief of benefits & facilities * Contract recruiting, campus recruiting, employee referrals, computer databases, and internet recruiting. Q.1: Assess the effectiveness of a recruitment advertising strategy that relies on imaginative, highly visual, eye-catching ads. What are the potential strengths and drawbacks of this approach to recruitment advertising? Ans 1: The effectiveness of recruitment advertising is to send a unique and memorable message about the company to the gain the attention of the applicants in a single moment and to create attention, interest, desire and action and create a positive impression about the firm. After watching this ad the many applicants will apply in the company. The drawback of this approach would be that many applicants would send their resume which would be difficult for the company to sort out the most effective employee and would be more time consuming for the company. Q.No 2: What type of company (in what kind of industry) would benefit most from contract recruiters...
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...performance management. B. Identify at least five components of what might be included as part of a performance management program. Answer：Performance management is a continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization. There are five components of a performance management program as follow: Planning work and setting expectations: In an effective organization, work is planned out in advance. Planning means setting performance expectations and goals for groups and individuals to channel their efforts toward achieving organizational objectives. Getting employees involved in the planning process will help them understand the goals of the organization, what needs to be done, why it needs to be done, and how well it should be done. Continually monitoring performance: In an effective organization, assignments and projects are monitored continually. Monitoring well means consistently measuring performance and providing ongoing feedback to employees and work groups on their progress toward reaching their goals. Developing the capacity to perform: In an effective organization, employee developmental needs are evaluated and addressed. Developing in this instance means increasing the capacity to perform through training, giving assignments that introduce new skills or higher levels of responsibility, improving work processes, or other methods. Providing employees...
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...RESEARCH PROPOSAL TO STUDY THE EXISTING SYSTEM OF PERFORMANCE APPRAISAL SYSTEM IN BHEL AND DESIGN A SUITABLE PERFORMANCE APPRAISAL SYSTEM FOR BHEL. PROBLEM DEFINITION: The problem is found owing to the present scenario of Bharath Heavy Electronics Limited (BHEL).This research is an attempt to have a circumspective view of performance appraisal of Bharath Heavy Electronics Limited and to understand in the performance appraisal policies of management. In today’s world performance appraisal of employees is one of the important functions of the organization as most of the employees leave the job when they are not satisfied with the management. That leaves to increase in job turnover of the employees in the organization. OBJECTIVE OF THE STUDY: To study the existing system of performance appraisal system in BHEL. To design a suitable performance appraisal system for BHEL. To study the satisfaction of employees in the organization. To study the difficulty faced by them in the organization. METHODS OF DATA COLLECTION: The study is based on primary data collection through questionnaire. Sampling Unit: Sample unit for the study where employees of Bharath Heavy electronics ltd. Bangalore. Sampling Size: Looking at the various situational analysis, strategic issues and constraints the sampling size was made of 50 employees considering the various quantitative and qualitative factors.. RESEARCH DESIGNDescriptive Research under Non-Probabilistic model will be...
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