...(Ganly, 2010). Control mechanisms serve many important purposes; they allow an organization to protect their values they have created as well as the profit of the organization from reduction by competitors, partners, or customers. Control mechanisms add for better predictability, this in turn helps form better business models for an organization. This paper evaluates six different control mechanisms among six different organizations. The control mechanisms are: job descriptions, program evaluations, pay scale, communication, performance evaluations, and disciplinary procedures. Job Descriptions Consolidated Care depends on detailed job descriptions for their employees to be an effective organization. Job descriptions are effective because they establish lines of authority and areas of responsibility. Consolidated Care uses job descriptions not only as an outline of expectations of the employee but also a tool to provide an evaluation criterion and provide motivation. Consolidated Care employees respond both positive and negative to their job descriptions. Job descriptions also provide employees with the guidance of who to go to when a problem arises or questions occur. Though, there are some employees who react negative to job description. These employees believe job descriptions limit their abilities and use their job description as an excuse not to perform other tasks. For example, some employees simply meet expectations; when asked to perform another duty he or she will respond...
Words: 1630 - Pages: 7
...EMPLOYEES’ PERCEPTION OF THE PROBLEMS AND PRACTICES OF EMPLOYEE PERFORMANCE EVALUATION: a Case study of Awash International Bank (AIB) BY: ZELALEM BAYISA GURMESSA A project paper submitted to the school of graduate studies of AAU in partial fulfillment of the requirements for the degree of Masters of Business Administration [MBA] Advisor: Dr. TILAHUN TEKLU Assistant Professor of Management Department of Management August, 2007 Addis Ababa University School of Graduate Studies MBA Program Employees’ Perception of the Problems and Practices of Employee Performance Evaluation: A Case Study of Awash International Bank (AIB) BY ZELALEM BAYISA Approval Board Committee ________________________ Chairman, Graduate Studies __________________ Research Advisor __________________ Examiner __________________ Examiner ________ Signature _________ Signature _________ Signature ________ Signature Dr. Tilahun Tek lu Assistant Professor of Management Department of Business Management Faculty of Business and Economics Addis Ababa University Addis Ababa, Ethiopia C E R T I F I C A T E This is to certify that this project work, “Employees’ Perception of the Problems and Practices of Employee Performance Evaluation: A Case Study of Awash International Bank (AIB)”, undertaken by Zelalem Bayisa for the partial fulfillment of Master’s of Business Administration [MBA] at Addis Ababa University, is an original work and not submitted earlier for any degree either at this University or any...
Words: 20034 - Pages: 81
...Design of Training Project Through learning the organization will implement a systematic approach in the military evaluations process. Most military personnel have had to write an evaluation for their subordinates at one time or another. This organization has a distinctive way of processing evaluations. The organization process military evaluations electronically through the Army Knowledge (AKO) Forms and verify information using the following systems; Interactive Web Response System (IWRS), the Electronic Military Personnel Office (eMilpo), which manages active, mobilized reserve and, National Guard Soldiers, and the Command Management System (CMS) which analyzes submission data and provides the command a performance and timeliness overview of subordinate elements. Technology has enhanced our organization’s efficiency and processing abilities significantly as we rely in a system of systems to process military evaluations. Our organization is seeking to change behavior with training and development; contemplating new ideas to improve behavior and have employees’ process evaluations based on one standard, using the appropriate sources. Enhanced processing is always welcomed in our organization. After training completion employees are expected to improve. The evaluations section is very hectic because the number of monthly evaluations processed. Ongoing performance improvement will ensure all systemic uses are understood as mentioned above because finding data...
Words: 1921 - Pages: 8
...the numbers and percentages of late performance evaluations for several departments within the county with late performance evaluations could cause several problems. First, they affect employee motivation when employees are waiting on evaluations to be completed for pay raises. This, in turn, may affect morale, productivity, and turn-over rates. The evaluation of employees’ job performance is an important personnel function and is critically important to the organization. Appraisals give the employees an opportunity to contemplate their performance at work. It is the time when employees look forward to a raise in the salary and a promotion. For the managers, appraisals are about reviewing the past performance of their employees and providing them with feedback along with some tips to improve. Performance appraisal is the means by which the work performance of employees is evaluated. Employee performance is assessed in terms of the quality and quantity of work he/she has put in. It is calculated in terms of the time and efforts contributed by the employees in achieving an assigned task. Reviews of employee performance taken within an organization are known as performance or employee appraisals. They aim at analyzing employee performance, identifying their potential and inabilities, in order to determine the employee training needs. They also aim at taking decisions about salary revisions and promotions of employees. Ideally, a performance appraisal should give...
Words: 2223 - Pages: 9
...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...
Words: 1757 - Pages: 8
...Performance Appraisal Performance appraisals are how an organization can rate and evaluate the accomplishments of their employees. Performance is considered to be the productivity, attitude, behaviors, and team skills. When an organization rates their employees they are also looking at that evaluation as it contributes to the organizations objectives and goals. Performance appraisals are important to an organization because they impact the way an employee performs within that organization as a whole. There are multiple ways to approach a performance appraisals, without them companies would have no means to evaluate how their employees are contributing to their company. “Performance appraisal is the process through which employee performance is assessed, feedback is provided to the employee, and corrective action plans are designed. “ (Youssef, 2012) There are multiple factors to consider when deciding to conduct a performance appraisal on an employee. The most important being how will the appraisal be conducted. It must be decided whether or not the evaluations will be conducted by the company itself, or will the organization hire out a company to do the evaluating. Will the employee rate themselves, will the supervisors rate the employees or vice versa, or will other team members evaluate their co-workers. Most organizations use a mixture of these options to get a well-balanced evaluation. The next step is to define the evaluation process, there are six steps to the process. The...
Words: 921 - Pages: 4
...company’s downfall that led its senior management to reduce their wage bill by laying-off unproductive staff whilst employer-employee relationships turned hostile. Therefore, this particular proposal intends to further elaborate on the activities of the HR department. The organization faces an uphill battle to motivate the remaining productive staff and to ensure maximum output at the lowest cost. This proposal then sheds light on the general schemes of making staff redundant and of motivating the remaining employees at the organization. JOB EVALUATION The proposal proceeds by firstly, introducing the concept of the process of job evaluation. This is the assessment of the relative worth of various jobs within the organization on the basis of a consistent set of job and personal factors, such as qualifications and skills required (BusinessDictionary.com, 2014). Basically, job evaluation is a process of determining the relative worth of a job. It should be seen as an integral part of organization’s procedures for evaluating jobs and establishing a fair pay structure. The basic procedure is to compare the jobs in relation to one another for example, in terms of required effort, responsibility, and skills. Job evaluation is a step-by-step process that is fulfilled after the successful completion of the following stages (Accountlearning.blogspot.com, 2014): Job Analysis This is a process through which required information about various aspects of jobs...
Words: 3730 - Pages: 15
...for many organizations, and many managers would gladly profess to be striving to manage the performance of their employees. In the survey of Nepal Bank Limited, it has been realized that satisfied employees just aren’t good enough. There is obviously a strong link between managed performance, motivation and increased productivity, and that’s why it is necessary to measure and track changes in performance of the employees in regular basis. With better understanding of performance management related to the services, one can determine the actions required to meet overall organizational goal. Measuring performance of the employees also help to establish a high performance culture in which individuals and teams take responsibility for the continuous improvement of business processes and for their own skills and contributions within a framework provided by effective leadership. Its key purpose is to focus people on doing the right things by achieving goal clarity. Specifically, performance management is about aligning individual objectives to organizational objectives and ensuring that individuals uphold corporate core values. It provides for expectations to be defined and agreed in terms of role responsibilities and accountabilities (expected to do), skills (expected to have) and behaviors (expected to be). The aim is to develop the capacity of people to meet and exceed expectations and to achieve their full potential to the benefit of themselves and the organization. Importantly...
Words: 3981 - Pages: 16
...Reward Case Study 1. Briefly explain the job analysis and job evaluation. Job analysis refers to the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job in an organization. The structure of the job analysis can be divided into two groups which is job-based structures and person-based structures. Job based structures are relying on the work content which is work duties, responsibilities, and functions required to perform for a job. While person-based structures shift the focus to the employee and emphasized on skills, knowledge or competencies and their usage for particular job. Job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. The job evaluation has to be aligning with the job analysis in order to ensure a more internally consistent pay structure. This is one of the ways to ensure the equity among all employees in an organization especially in their pay structure. 2. What is your opinion on Joan’s view on job analysis and job evaluation? State your stand and provide 2 reasons related to the above scenario. Firstly, Joan thinks that Deborah’s suggestion is time consuming and it is very troublesome as it will involve many staff in the job analysis and job evaluation process, Joan also suggested to recruit more new staff which she think is a better suggestion compared to Deborah’s. In my point of view, suggestion...
Words: 811 - Pages: 4
...UNIVERSITY OF MANAGEMENT TECHNOLOGY HUMAN RESOURCE MANAGEMNET (MG-540) SPRING 2013 TITLE: (TERM PROJECT: PERFORMANCE EVALUATION AND APPRAISALS) ASSIGNMENT NO/WAC #: (3) SECTION: DATE OF SUBMISSION: SESSION OF SUBMISSION: YOUR PROGRAM: ID 130580210-01 130580210-02 130580210-03 130580210-04 (EXEC) 31/12/2013 13 MBA EXEC S. # (Ascending Order) 1 2 3 4 LEAVE BLANK FULL NAME (AS PER ROSTER ATIF IQBAL RIAZ MASOOD ZEESHAN RIAZ ARSALAN ZAFAR FOR GRADING: COMMENTS: MARKS SECURED: Disclaimer This project report has been prepared by the authors as Students of Human Resource management in “University of management and Technology Lahore” in cooperation with the “HR Department of Shokhat khanam memorial cancer hospital Lahore” for academic purposes only. The views expressed in the report are personal to the students and do not necessarily reflect the view of the hospital or any of its staff or personnel and do not bind the Hospital in any manner. This report is the intellectual property of the university and Hospital and the same or any part thereof may not be used in any manner whatsoever, without express permission of the mentioned authorities in writing. HR PROJECT – PERFORMANCE EVALUATION & APPRAISALS Page 2 Acknowledgments Our first and sincere appreciation goes to Mr.Syed Aly Raza, our subject instructor, for all we have learned from him and for his continuous help and support in all stages of this project. We would also like to thank him for being an open...
Words: 3764 - Pages: 16
...Organizations and companies need employees to manufacture products or work with customers. Successful organizations discuss performance issues and work on strategies to help employees and management meet organizational goals. Employee incentive programs have been a successful way of helping achieve these goals. This paper will discuss performance management and show how apac incentive plans relate to their specific organizational objectives. It will also show if incentive plans help apac achieve its goals and objectives. Performance Management is defined as the process through which managers ensure that employees activities and outputs contribute to the organization’s goals. This process requires knowing what type of activities and outputs are needed in each individual organization, observing whether they occur and providing feedback to help employees meet expectations of the company. While giving feedback, management and employees may find performance issues and think of new ways to resolve issues. Performance Management can be approached in different ways. Performance appraisal is one way companies rate employees and was the way most organizations have previously evaluated employee performance. The evaluation of employee performance by using a scale has many negative results. Performance appraisal measures specific areas of employee performance usually annually or sem-annually. Evaluations usually rate employee performance on a scale and if the evaluation...
Words: 459 - Pages: 2
...International Business and Cultural Studies Performance management effectiveness in Thai banking industry: a look from performers and a role of interactional justice Pachsiry Chompukum Chulalongkorn University Abstract Businesses are facing up to high competitive pressure, especially banking industry. After 1997 crisis, banking industry meet more challenges from new financial landscape. Aiming to improve organizational performance, they have been adopting management tools, namely performance management. To enhance impacts of performance management, it is important to understand employees’ perceived performance management effective since the process requires high involvement and commitment from employees. Data were collected from 476 employees in the four largest banks in Thailand. Results from structural equations analyses support hypothesized model that attitudes towards performance evaluation directly relate to perceived performance management effectiveness and interactional justice mediates the coaching- perceived performance management effectiveness. Discussion, limitation and future research are included. Keywords: Banking industry in Thailand, Banking industry and performance management, Effectiveness and performance management, Interactional justice, Performance Management. . This research was supported by Chulalongkorn University Centenary Academic Development Project. Performance management, Page 1 Journal of International Business and Cultural Studies...
Words: 4624 - Pages: 19
...Learning 9 Knowledge Management Processes and Goals 10 Current Knowledge Management Systems 11 Organizational Learning 11 Knowledge Management in Organizations 12 The Knowledge Management Processes Cycle 12 KM Strategies 14 Codification Sub-Strategies – Earl’s codification-oriented sub-strategies are: 15 2. MOTIVATION 16 2.1 Motivational Concept 16 Ego-focused versus other-focused emotions 17 2.2 HIERARCHY OF NEEDS 19 Herzberg’s Two-Factor (Motivation-Hygiene) Theory 20 2.3 MOTIVATIONAL THEORIES 21 MOTIVATION THEORIES ARE OFTEN CULTURE-BOUND 23 Maslow's Needs Hierarchy. 23 McClelland's Three Needs Theory 23 Adams' Equity Theory 23 Hertzberg's Two-Factor Theory 23 3. RECRUITMENT 23 3.1 Sources of recruitment 23 The traditional recruitment sources were: 24 The modern recruitment sources are: 24 3.2 Internal recruitment 24 3.3 External recruitment 25 3.4 Recruitment process 26 4. EMOTIONAL BEHAVIOR IN ORGANIZATIONS 27 4.1 Frustration and Anxiety 27 The specific goals are to help organizations, managers, and employees 27 Understanding the Causes of Conflict 28 4.2 Stress – Strain and Pressure 30 4.3 Drug use in the Industry 32 The Benefits of Going Drug-Free 32 U.S. Department of Labor 34 5. JOB EVALUATIONS 35 5.1 Evaluation Overview 35 The Challenge: Disconnection 35 5.2 Evaluation Vision 36...
Words: 43803 - Pages: 176
...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 costly for many organizations that need to determine first the purpose of this system in order to implement it effectively. According to Jeffrey Mello, there are five main purposes of an effective performance management system. These purposes are summarized as follows: 1. To facilitate employee...
Words: 2915 - Pages: 12
...consider those factors that affect job performance when making strategic decisions. Employers can significantly improve job performance by understanding how to enhance and improve the contributing factors. Keywords: job performance, how to improve job performance, importance of job performance, what affects job performance The Key to Improving Job Performance Job performance is a critical subject that has been assessed for many years. Job performance is based on how well one performs their job. An organization’s overall success is dependent upon the performance of its employees. Thus, it is imperative that employers understand and consider those factors that affect job performance and how. This will allow employers to implement strategies that will improve job performance. The following factors have been known to affect job performance: job satisfaction, organizational culture, performance evaluation programs, employee participation, and goal-setting. Therefore, understanding how to enhance and improve these factors will serve to significantly improve job performance. The Issue Measuring job performance is not an exact science and is not always simple. Since there are various factors that affect job performance, it is not easily...
Words: 3483 - Pages: 14
