Professional Documents
Culture Documents
Sequence of Presentation
Introduction Purpose & Responses to Performance Appraisal How Performance Appraisal Helps the Managers ? Who does the Appraisal ? Measurement Matters ? Rater Should Avoid from Errors . 5 Techniques of Performance Appraisal. 3 Comparing Techniques Analysis of ZUFLAH Analysis of Al-Flah Bank Ltd Recommendations
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Performance Appraisal
The process of measuring an employees performance on the job , comparing and recording the results , and communicating the results to the employees
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Measurement Matters
Organizations need to use fair & unbiased methods A good measurement system should be Valid Reliable Free of bias & errors
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2-Checklists
A group of people familiar with the job come up with a list of work behaviors important to job. The group also rate the relative importance of each item on the list Rater simply checks the items on the list that best apply to the individual being Rated.
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3-Essays
Rater use this method, write paragraphs describing the work behaviors of the employee being rated. Essays are not easily quantified but provide a detailed, in-depth look of employee Essays are more effective when taken from notes and observations & from entire rating period. If rater works only from memory, he may concentrate on employees personality rather work behavior
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5-Management By Objective
Goal setting approach A good MBO system with specific, measurable goals avoids many measurement problems. If means are not specified to reach objective then employee may use unethical or potentially destructive means to reach objective. Since every goal is different, it is difficult to compare the achievements of different employees.
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Comparing Individuals
All mentioned methods evaluate individuals without reference to other employees To eliminate the tendency to rate everyone the same way & to provide information to help managers to allocate rewards There are other methods that involve comparative evaluation of two or more employees
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Comparing Individuals
1) Ranking 2) Forced Distribution
3) Paired Comparison
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1-Ranking
Rater ranks everyone in a particular group from best to worst. Ranking is made on global performance criterion (like Best Programmer, Most Efficient Accountant. Ranking provides little information for improvement or development. Vulnerable to the Halo effect Do not make clear how good an individuals performance actually is.
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2-Focred Distribution
A rater places each employee into a category. Organization determines how many categories there are & Percentage of the employees that can be put in each category.
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2-Focred Distribution
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3-Paired Comparison
Rater compares individuals, one pair at a time on one global performance criterion It helps the rater develop a ranking that reflects the relative merits of various employee more accurately Paired comparison can take a lot of time
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Video
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ZUFLAH
Zuflah International Company is a leading name in Pakistans latest and modernized technology Tents and Outdoor equipments Industry. Zuflah is innovator, manufacturer & exporter of Tents
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ZUFLAH
Since 1985 organization started by supplying Tents and Sleeping Bags to Saudi Relief Committee, Saudi Red Crescent Society and other Relief Agencies, appointed by United Nations for Afghan Refugees.
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ZUFLAH
Zuflah International Co has constantly attached its innovative work and design with modern and latest technology. Most of them are registered with Controller of Patent and many of them are registered with design so that no body can copy innovative products nor they can sell in the market
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ZUFLAH
Vision Zuflah's vision is to be a world class outdoor equipment manufacturer exceeding the customer's expectations through dedicated employees, committed to excellence
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ZUFLAH
Mission Zuflahs team will contribute towards the development of best outdoor equipment in the world. Offering quality customer services and innovative products Using state-of-the-art technologies Ensuring cost-effective measures in procurement and operations
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ZUFLAH
Product Categories: Mountaineering Tents Camping Tents Frame Tents Self Operating Pop Up Tents Latest Relief & Refugees Tents Sleeping Bags & Mattresses
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ZUFLAH
Product Categories: Free Standing Mosquito Nets Insecticide Treated Mosquito Nets Ruck Sacks & Bag Packs Camping Garments Camping Furniture
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ZUFLAH
Business Partners: Organizations appointed by United Nations International NGOs Saudi Relief Committee for Earth Quake Disasters Pakistan Army Pakistan Air Force Pakistan Navy
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ZUFLAH
Business Partners: Red Crescent Society of Pakistan Govt of Punjab Govt of Khyber Pakhtoonkhawa National Disaster Management Authority
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ZUFLAH
Business Partners: Mountaineers Club of Pakistan MAF Hyperstar METRO Exporters
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ZUFLAH
Embassy of Kingdom of Saudi Arabia in ISLAMABAD
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ZUFLAH
Embassy of Kingdom of Saudi Arabia in ISLAMABAD
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ZUFLAH
Embassy of Kingdom of Saudi Arabia in ISLAMABAD
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ZUFLAH
Embassy of Kingdom of Saudi Arabia in ISLAMABAD
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ZUFLAH
Embassy of Kingdom of Saudi Arabia in ISLAMABAD
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ZUFLAH
Defense Related Modernized Products: Military Tents Military Sleeping Bags
ZUFLAH
Defense Related Modernized Products: Military Covers for Trucks MTV Covers for Missiles
Performance Appraisal in
Who appraises whom ? When the appraisals is performed ? Type of Performance Appraisal ? What measurement procedures are used ? How should they record the results ? How should they store and distribute the results ?
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ZUFLAH
Managing Partner
Partner
Partner
General Manager
Partner
Marketing Executive
Finance Executive
Production Executive
R&D Executive
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Bank Al Falah
Performance Appraisal of
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"To be the premier organization operating locally and internationally that provides complete range of financial services to all segments under one roof"
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ORGANIZATIONAL STRUCTURE
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Bank Al Falah
(Before 2007)
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A. B. C. D. E. F. G. H. I.
Personal Data Job Responsibility Goal Specification & Achievement Personal Attributes Overall Performance Training need/Career growth/Success Planning Apraisee`s Comments Group Head`s/ GM`s Comments Final Rating (by Department)
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Bank Al Falah
(After 2007)
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NOW DAYS MODERN Performance Appraisal Techniques are done under "Performance Management" Called
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what is
Performance Management?
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Performance Appraisal is but only one part of the bigger process of Performance Management. So, the short answer is that Performance Appraisal (annual review, employee review) fits under Performance Management.
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Performance Appraisals
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covers the
five
different
PROCESSES
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1- Planning 2- Coaching
3- Reviewing
4- Rewarding 5- Core behavioural competencies Model
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PLANNING
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> Employees along with supervisors agree on five to seven challenging goals > Goals should be (smart)specific measureable attainable relevant & timed > Supervisors will plan goals on send a copy of it to HR
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COACHING
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>Face to Face meeting (employee will ask FEED BACK from supervisor) >Documentation of
Performance log & One 2 One Form
will be done.
>And also employees will be encouraged to maintain their own Performance Log.
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If Under Performance is observed then Performance Improvement Plan may need to created.
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REVIEWING
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Evaluation Form
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Which tells that what is required to improve performance of each employee for the whole year.
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REWARDING
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employees & supervisors do meeting which helps in strengthening the employees working skills & power .
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THE PROCESS
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Input by the Employer & Output by the Employees after the Appraisal
"
Bank Al Falah
EXCLUSIVELY
SMART GOALS
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FINAL RECCOMENDATIONS
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> There should be modern APPRAISAL TECHNIQUES such as by using Performance Management softwares. >There should be Performance Managers & Sub Department of Performance Management (under HR) which should take appraisals during whole year. >After proper feed back from employees , supervisors & employees should do work on increasing individual`s ability.
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