e- performance appraisal system
Post on 06-Apr-2018
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8/3/2019 E- Performance Appraisal System
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Presented to:Mr. Farrukh Mohsin
Presented by:M. Sheraz Khan
S.M.Khurram Zafar
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Ghee Industry in Pakistan
Sufi Ghee Industry
Target Market Competitors
HRIS Implementation
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Needs Assessment
Current Performance Appraisal System
Objectives of Current performance appraisalsystem Identifying employees for performance monitoring,
salary increases, promotion, transfer and lay off ortermination of services.
Determining training needs for further improvement inperformance.
Motivating employees by indicating their performancelevels.
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To help each employee understand more abouttheir role
To increase mutuality between employees andtheir supervisors
To help prepare employees for higherresponsibilities in the future
To provide an opportunity to each employeefor individual goal-setting
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Executive Performance Appraisal System Self Appraisal Performance Review & Planning
Performance Review Discussion
Performance Assessment Suggestions for JobRotation and JobEnrichment
Final Assessment
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Non-Executive Performance AppraisalSystem
Performance on the Job
Job Knowledge & skill Multi-skill Utilization
Conduct & behavior
Punctuality & availability on job
Innovativeness Cost & Quality Consciousness
Initiative & Capacity to assume higher responsibility
Housekeeping & safety consciousness
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Halo / Horn Effect
Central Tendency
Regency
Leniency
Bias
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HITS and WFMS
Sage Abra HRMS
Empxtrack
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Proposed Action Plan at Sufi Ghee To measure work performance
To motivate and assist employees in improving their
performance To provide objective information for making decisions
on salary increases, promotions, bonus and transfers
To provide a solid path for career planning for eachindividual
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The performance appraisal is done on an annual /basis
Everyone should have the opportunity to perform
& develop according to the set objectives & agreedupon duties
Department Heads & Managers involved inperformance appraisals
The performance evaluation program requires thatan annual meeting be held with each employee
To give a chance to Subordinates to evaluate theirseniors a 360 Degree Evaluation
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Planning meeting 1.5 hrs
Writing performance appraisal 1 hr
Performance appraisal discussion 1.5 hrs
Preparation, thinking, planning 4 hrs
Total time consumed 8 hrs
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Online 360 degree approach
In past only 180 Degree approach used
Employee not happy with the evaluation hasthe authority to challenge
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Conclusion
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