e- performance appraisal system

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

e- performance appraisal system

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