Performance Appraisal

of
Beximco Textiles Ltd.

Submitted to
Ms. Parvin Agaz
Course Teacher
Manpower Planning & Personnel Policy
University of Development Alternative (UODA)

Submitted by :
Arefur Rahman

ID 9MBA 050175

Sk.Md Jahirul Islam

ID 9MBA 050178

Shifunnessa

ID 9MBA 050200

________________________________________________________

UNIVERSITY OF DEVELOPMENT ALTERNATIVE

Letter of Transmittal

May 10, 2007

Ms. Parvin Agaz

Course Teacher
Manpower Planning & Personnel Policy
University of Development Alternative (UODA)
Dhaka

Dear Madam,
Here is the report on, Performance Appraisal of Beximco Textiles Ltd.
This report is assigned us by you. We think that it is an important report
for us because it increases our knowledge in practical matters in the field
of Performance Appraisal. This knowledge will help us in the long run. We
prepare this report in a very short duration, there was some limitation
also. But we tried our best to make it as a complete one.
Lot of thanks to you to give us a chance to prepare such a practical life
related and challenging report.

Sincerely yours,
Arefur Rahman

ID 9MBA 050175

-------------------------

Sk.Md Jahirul Islam ID 9MBA 050178

-------------------------

Shifunnessa

--------------------------

ID 9MBA 050200

University of Development Alternative (UODA)

Acknowledgement

At the very beginning, we convey our deepest gratitude to the Almighty

for providing us the unique ability of analytical conception. Sincere thanks
go to our Course Facilitator, Ms. Parvin Agaz, for providing us the
opportunity of working with this term paper. We are grateful to her for
supplying us all the relevant data required for our study. We are also
grateful to our classmates and fellow friends who cooperated on the
study with us.

Dhaka, Bangladesh
January 10, 2007

Arefur Rahman
ID 9MBA 050175

---------------------------

Sk.Md Jahirul Islam

ID 9MBA 050178

---------------------------

Shifunnessa
ID 9MBA 050200

---------------------------------

TABLE
OF CONTENTS

Letter of Transmittal
Acknowledgement
Mission
Introduction
Way of Collection the Information
Activities of the Organization
Human Resources
Staffs of the Beximco Textiles Ltd.
Organ gram
Performance Appraisal of Executives
in Beximco Textiles Ltd.
Dummy Appraisal Sheet
Appraisal Method
Factors that effecting Appraisal
The way of making performance appraisal
in Beximco Textile Ltd.
Suggestion

INTRODUCTION
There is no doubt that the world of working as we know it is rapidly
changing. Even at little as fifteen years ago, the times were calmer than
they are today. But that doesnt mean that we didnt experience change
back then. As part of an organization then, HRM must be prepared to
deal with the effects of the changing word of work. For them, this means
understanding the implication of globalization, technology changes, workforce diversity, changing skill requirements, continuous improvement
initiative, and employee involvement.

Human Resource Management is

highly valued in todays world of rapid growing and expansion where coping
up with the fast changing surroundings is unavoidable.
Organization having a dream of delivering the best in their selected area
along with getting the optimum return cannot visualize their roadmap
without valuing their own people. This valuation takes place with the
proper implementation of HRM. There are many aspects of HRM and our
concerned one is Performance Appraisal. We have studied and observed
the Performance Appraisal process of BEXIMCO TEXTILES LTD. one
of the well-known & biggest textiles of Bangladesh. We tried to know how
they made Performance Appraisal for their Executives. To compete
effectively the organization must understand:

1 What is needed for making Performance Appraisal

2. Who are the major Rectors.
3. What method they apply for preparing Performance Appraisal sheet
3. What are the limitations.

Purpose of the Report

The main purpose of this report is to find out the HRM practice in the
organizations of Bangladesh in the aspect of Performance Appraisal .

Main Objectives of the Report

The main objectives of the study are:
To analyze the Performance Appraisal
Textiles Ltd.

procedure of Beximco

To make a comparison between the theories and their application in

real life.
To fulfill the MBA course requirement of the Manpower Planning &
Personnel Policy.

Way

of collect the Information

We have used both primary and secondary source of data to collect all
the information.

Primary source of Data Collections are:

The views and opinion expressed by the HR management of the
Beximco Textiles Ltd.

Secondary Sources of Data Collections are:

HRM manual of Beximco Textiles Ltd.
Annual report of Beximco Textiles Ltd.
Website of Beximco Textiles Ltd.

ACTIVITIES OF THE ORGANIZATION

Since the inception, Beximco Group became the pioneer of head hunting
for all of their Fields and successfully accumulated the best talents
from within the country as well as from abroad and could make an
excellent environment to flourish their qualities and capabilities by
utilizing their capacities in the process of manufacturing, maintenance
and of course in the management in broad. The human resources
engaged in Beximco Group are getting the best value of their potentials
and never look anywhere other than significantly contributing their
highest efforts for the continuous development of the company.

The ideal management of human resources in Beximco Textiles

ensured nurturing of the potentials of these talents through
working in an environment having the state of the art production
facilities and getting the satisfaction of job and reward, On the
other hand the company, employer of the highest number of
professional including the MBAs, CAs, CMAs, experts having the
doctors of philosophy (PhDs) has the proud to be the largest
employer of the country and has the strength of making things
simply possible which is always being difficult for the competitors
and 'impossible' to the others.
Beximco Textiles Limited a company of continuously maintaining the
best employee- management communication & relationship abiding
by the Internationally recognized and certified standard of
compliance has ensured not only recruiting the best manpower but
also has the record of retaining them through whom the company
brought the sheer success of achievements in the textiles and
garments. The story of success, achievements and the glory of the
company as well as the division or the Group as a whole is nothing
but the participation of it's human resources and of course,
conforming of all the compliance issues starting from the level of A
to Z i.e. production up-to the feeding of products into the market.
Most important feature:
*

Textiles product price is competitive.

Different package.

Design/Getup is very attractive.

Product using in all over the world.

Attractive & effective promotional activities.

Good HRD management.

Strong capital structure.

Different test in product mix.

Strong distribution network

Different manufacturing zone for frequent istributional.

Strong marketing/sales force.

Recently company introduces a new Brand Name is Beximco which

is fulfill the customer demand in our country.

PRODUCTS:
BEXIMCO

TEXTILES

currently 32 million

LTDs.

annual

liner meters.

production, capacity is

The

products of BEXIMCO

TEXTILES LTD are Shirt, Jens Pant, Ladies T-Shirt, Denim

Jeans, Child wear, Womens wear etc. besides this they are now
producing stretch Denim Slub Denim Tinted Denim, Shredded as
per buyers requirement BEXIMCO Group operating this foundry
business since 1990. They operate this business because they
have a lot of experience at this business.

In

this

whole

world

there

are

great

demand

of

Bangladeshi Garments Products and now probably this is

the prime items to export and earn foreign currency, So
we can say BEXIMCO TEXTILES LTD. developing

our

export percentages and earning foreign currency which is

affecting in our national

income

and o u r

economic

growth also.

BEXIMCO TEXTILES LTD is still producing the Garments

items. They only produce quality products-Only this reasons
though there is enough Textiles factory in Bangladesh but
they are still leading the market. There products has good
demand a l l over the world. The major buyers of this textile
factory

are, ZARA, JC Penny, PVH, Ashchity, Levies, Contton

Groups,

Mayoral,

Vanthusan etc.

H&M,

Charter

House,

Hanes,

Matalan,

BEXIMCO TEXTILES LTD. is a very creative company. They

always try to present different products of customers
demands. Before lunc h any new products they analysis the
market demand. Their management pay close attention they are
so much struck that if any body copping their products they
instantly take legal actions.

PRICE:
Price is very much related w i t h the products q u a l i t y . It is
very much critical for the company to take any decisions on
the basic of price. This is one of the most important
strength for the company. BEXIMCO TEXTILES LTD. always
produces q u a l i t y products. They can not negotiate with
their quality. So they always Use quality raw materials. They
use imported raw materials, to maintain t h e i r products
quality. They m a i n l y import raw materials from India, and
China, most of the imported products must need to pass a
j u s t i fi e d limits. The major raw ma teria ls of any Textiles
are Cotton and Fabric Color. The main source of this items is
China and I n d i a scrap is chittagong,
pay a lots of money for the
So

the

So t h ey also need

import

some raw

to

material.

manufacturing, price increase a little bit. But

considering the above quality the price is not consider high.

Besides this BEXIMCO TEXTILES LTD. always believes in fair
competitive markets. So they don't believes in price dumping
Unnecessary.

The

price

of

BEXIMCO

TEXTILE

LTD.

P r o du ct s are always stagnant, BEXIMCO TEXTILE LTD.

always tr y to se lls t h e i r products at very reasonable price,
and

nominal

profit,

which

is

not

over

burdened

customers.
2 Years Sales Chart
Year

P r o d u c t i o n (in Meter)

Tk.

2006

31.67 million

4289.58 million

2005

25.55 m i l l i o n

3399.91 m i l l i o n

2004

21 .62 m i l l i o n

2628.74 m i l l i on

Price List & Pack Size

f^o Brand

Size

Price (in Euro )

Shirt

XL

50-79

35-45

25-35

20-25

XL

48-65

35-45

22-35

20-25

XL

75-92

60-75

50-60

W(38-45)

40-80

30-37

35-45

25-30

30-35

20-24

25-30

T^Shirt

Denim Jack

Denim Trouser

Verities C h i l d Wear

30-80

for

PLACE (DISRIBUTION CHANNELS)

For any company's marketing activities.

Place

is

very much important. Place prays a very important role,

on

business.

commercial
channel

BEXIMCO

production

selecting

operation.

The

is

at
very

corporate

TEXTILE
1985.

LTD.

established

Proper

distribution

effective
head

for

office

of

business
BEXIMCO

TEXTILES LTD. BEL-TOWER , Road No-1, Dhnomnid,

Dhaka.

Now

it

is

at

BEXIMCO

INDUSTRIAL

PARK,

Kashimpur, Gazipur. It's a large set up and world standard.

Any buyer m u s t be conver sed if t hey v i s i t t hi s park. H is
near DEPZ. So there is no p r o b l em to d i st r ib u t e

the

product. Beximco Texti les Ltd g i v e a ll the customers same

importance, it s i t u a t e d su ch as place which is well connected
by h i g h way and I t s o n l y need one o u r to reach the Airport
or through its own veh ic les one and an h a l f our to reach the
Kamlapur R a i l w a y S t a t i on .
BEXIMCO

TEXTILES

LTDs.

environment,

facilities,

technology, securities are World standard. Always try to

fulfill their clients regiment. They give all the customers
sqme importance.

BEXIMCO TEXTILES LTD. Fracture facilities, like national

greed line of electricity, Gas connection, the have water
connections. So that BEXIMCO
opportunity
Though

to

BEXIMCO

G a z i pu r

operate the ir
TEXTILES LTD.

b u t trough th ei r

this products

TEXTILES

travel

LTD. get

business
is

soundly.

established

proper distribution

at

channel

every where of the world, by the brand

name BEXIMCO LTD. BEXTMCO TEXTILES LTD, t h e i r own

marketing force they have for the all ov er the worl d.. This
company has 10 marketing office a l l over the w or l d and
four showroom. Beside t h i s

BEXIMCO TEXTILES LTD.

manufacture th is product for Europe, A mer ic a, Middles

countries. Eur ope is the

biggest

BEXIMCO, then

USA,

and middles.

people

small

range

for

Now

market
for

for
local

BEXIMCO introduce to new

brand name BEXIMCO yellow and cotton. They maintain close

observation to the market so that nobody can use any fake
products by using their company name or brand BEXIMCO
TEXTILES LTD. has large transport facilities. They can
provide their own transport to send their products from their
factory to any buyers.

Market Segmentation :
Having evaluated different segments BEXIMCO TEXTILE
LTD. applied the full market coverage tragedy. Here the firm
attempts to several customers with all the products they need.
Specially BEXIMCO TEXTIEL LTD. produce is product for
Europe, America, Asia and middles countries. BEXIMCO
TEXTIEL LTD product is product for export from 1995.
BEXIMCO TEXTIEL LTD. going product some excellence
products like Jacket, Shirt, Denim Jeans, T-Shirt, for the
local people and the foreigner. The product

which is

available for local people is also world class standard.

So, in this basis of export quality we can segment the market

l i k e following way:-'
Country

Percentage

Europe

45

U.S. A

32

Middles

18

Asia

Total

100

Company of Opportunity:
In order to service customers in a more efficient manner your company has
moved its Marketing IT, MIS, HRD, Logistics, Commercial, Finance &
Accounts, Administration and Central Procurement to the Industrial Park. This
has resulted in much better co-ordination improving customer service thereby.
Your company has established a central planning department for smoother
order planning and monitoring.
The vision of BEXIMCO for the year 2005 and beyond is of innovation, speed
and service driven marketing whereby customers* faith and BEXIMCO's
capabilities are enhanced in a financially beneficial way JC Penny ZARA, PVH
among others
is a good example of this strategy as their volumes have grown and promised
to grow further. We are trying to add new customers to our customer
profile. Targeting on new customers, we participated in different trade
fairs all over the world.

Human Resources
Beximco Textiles Ltd., the fabric-manufacturing unit of Beximco Textiles
Division has the accumulation of unique human capital of diversified talents
who plays the vital role in managing such a world-class facilities to be the
business partner of the world's reputed and top ranking customers in the
field of global textiles and apparels market.

The management of Beximco Textiles Limited knows the saying "our people
are our greatest asset" is not a slogan to put in an annual report, but a
bottom line business reality. No company can provide exceptional service,
achieve innovative breakthroughs, or respond rapidly to the current highly
competitive marketplace changes with an unmotivated, overwhelmed, or
burnt out workforce. They know that today's marketplace, organizations
compete not just on productivity but on knowledge, service, and
organizational responsiveness. To survive, they need to be fast, flexible,
focused, friendly and smart.

Thus Beximco Textiles Limited endlessly strives to achieve the best output,
by recruiting, developing, improving and properly utilizing it's human capital.

The company through an excellent environment in the Human Resources

management has a very good employee-management communication &
relationship, attractive remuneration, benefits & incentive schemes, superb
working condition maintaining the International standard of compliance have
ensured the highest level of job satisfaction and resulted to retaining of
skilled manpower to ensure the sky-high success for the company.

There are some significant factors, which contributed Beximco Textiles

Limited to reach the sky and being in the front row among the world class
competitors, which can be highlighted as follows:
The company never compromises to select the right people, for the
right position at the right time. It always prefers and encourages its
people to work in a team environment with an appropriate team spirit
because the company strongly feels that all it's people should be role
driven than personality driven.
All employees have their own defined roles toplay in an independent
manner
They are guided by having their own job description
For all processes and operations, Standard Operating Procedures
(SOP) are developed, maintained and available
All company rules, regulations and policies are documented and easily
accessible for the employees
Company provides intensive orientation prior to being assigned to the
job
A very scientific and effective employee performance appraisal
system exists which helps to monitor standards of employee
performance and at the same time enables the management to

observe and resolve the weaknesses and shortcomings that the people
have
At Beximco Textiles Limited there is a positive and two -way
communication amongst all levels and are regularly administered in
such a way, where the people feel they can express and share their
ideas, thoughts, discomfort and grievances on various personal and
management issues
The company provides a very competitive remuneration and auspicious
facilities and benefits for its employees
The company has developed and maintained very clear and
transparent guidelines for employee career progression
By focusing on the above mentioned points the ultimate outcome of people
management has been an effective one by making the people more
responsive, proactive, loyal and committed towards their work.

SOCIAL COMPLIANCE & HUMAN RIGHTS

We are living in a time that needs an demands special attention and fin
commitment

towards practicing ethical norms and values and

environment; safety at all the manufacturing facilities.

As a company whose operations span the globe, the management of
Beximco Textile Division has a great responsibility to influence the
conditions under which it manufacture the product. While accepting the
fact the management understand and respect the different norms, ethics
and values it encounter and does not compromise violation of an; human
rights and the fundamental compliance issues at work

place. The

management always prefer that it's all activities should be in the interest
of society, national & international community and obviously the company
itself.

The management of Beximco Denims from the very top to bottom

believes that human beings are it's most valuable assets and prim movers.
Realizing this, management makes special attention and huge investments in
the area of overall safety, health, hygiene are environment control for
it's employees the ensure a most safe and sound work environment and,
to integrate productivity and safety in a conducive and highly professional
environment to achieve the company's performance objectives.

Beximco Textiles Division is not merely a manufacturers of quality fabrics

and garments for it's global business partners, it is also concerned about
environmental safety and respect the lawful rights and obligations of it's
employees. To minimize the environmental impact, all it's facilities art
carefully designed and operated in such f caring eco-friendly manner
which earns the incomparable trust of all global partners. In the process
of it's operational excellence Beximco Textiles Division has incorporates
mechanism to institutionalize social compliance throughout it's all mills am
factories.

As there is no short cut way to achieve the ultimate objective of

compliance, the management of Beximco Textiles Divisor has setup
Compliance and Human Right; department in order to fulfill the
requirements

and standards regarding all issues related to social

compliance and human rights. The division lies a very competent,

knowledgeable and dynamic compliance team which is run by a General

Manager. The entire Compliance and Human Rights department is

extremely dedicated to raise the level of awareness of the entire
workforce of the division about personal safety, occupational safety and
environmental safety at their respective job locations.

With a vision of building a true and dynamic enterprise through

maintaining a very fair and transparent rules of business - the compliance
department of Beximco Textiles Division has developed and introduced a
unique & universal code of conduct namely FAIR LABOUR PRACTICES
(FLP) for the division in conjunction with law of the land, buyers code of
conducts, 1LO conventions, Fair Labour Association (FLA), Worldwide
Responsible Apparel Production (WRAP), Ethical Trading Initiative (ETI)
and Business

for Social Responsibility (BSR) to ensure it's social

accountability standard on the following issues .

Child Labour 3 Forced Labor
Equal Opportunity
Harassment & Abuse
Health & Safety " Wages & Benefits
Working Condiions
Hours of Work
Environment Requirements
Freedom of Association

STAFFS OF BEXIMCO TEXTILES LTD.

Beximco Textiles division is one of the largest body in our countries
textiles sector. It has six individual units. Those are
Beximco Textiles Ltd.
Padma Textile Mills Limited.
Beximco Apparels Limited
Beximco Fashionss Limited
Beximco Knitting Limited
Beximco Denims Limited

These six individual units all together known as Beximco Textiles. These
six individual units have their own Finance & Accounts Dept, Marketing
Dept, Commercial Dept, Merchandising Dept & others departments, but
they

are controlled by the one Human Recourses &

Compliance

Department.
Almost 500 (five hundred) executives and 7,000 (seven thousand) nonmanagement staffs working in Beximco Textiles Ltd.
Here we only discuss about the Performance Appraisal procedure of the
Executives .

COMPANY ORGANOGRAMM
Directors
CEO

GM
Accounts

GM
MIS

Sr. GM
Commercial

GM-Sales &
Marketing

Manager
Accounts

Sr. Manager
MIS

Manager
Commercial

Manager
Marketing

DGM
Accounts

DGM
MIS

Asst. Manager
Commercial

Asst. Manager
Accounts

Asst. Manager
MIS

Sr. Executive
Commercial

Sr. Executive
Accounts

Sr. Executive
MIS

Executive
Accounts
Asst. Manager
MIS

Executive
Commercial

DG M
Marketing

Sr. GM
HRM

Manager

Sr. GM
Compliance

Sr. GM
Engineering

Sr. Manager

Sr. GM
Engineering

HRM

Compliance

Asst. Manager

DGM

Sr. GM
Engineering

Sr. GM
Engineering

HRM

Compliance

Asst. Manager
Marketing

Sr. Executive
HRM

Asst. Manager

Sr. Executive
Marketing

Executive
HRM

Sr. Executive

Executive
Marketing

Compliance

Compliance

Executive
Compliance
Sr.
Executive
Sr.
GM
HRM
HRM

Sr. GM
Engineering

Sr. GM
Engineering
Sr. GM
HRM

PERFORMANCE APPRAISAL OF EXECUTIVES IN BEXIMCO

TEXTILES LIMITED

PERFORMANCE APPRAISAL:An organizations goals can be achieved only when people put in their best
efforts. How to ascertain whether an employee has shown his or her best
performance on a giving job ? The answer is performance appraisal.
Employee assessment is one of the fundamental jobs of HRM, but not an
easy one thought.

MEANING AND DEFINITION OF

PERFORMANCE APPRAISAL:-

In simple terms, performance appraisal may be understood as the

assessment of an individuals performance in a systematic way, the
performance begin measured against such factors as job knowledge,
quality of output, initiative, leadership ability, supervision, dependability,
co-operation, judgment, versatility, health and the like. Assessment
should not be confined to past performance alone. Potentials of the
employee for future performance must also be assessed.

A more comprehensive definition is :Performance Appraisal is a formal structured system of measuring and
evaluating an employees job related behavior and outcomes to discover
how and why the employees is presently performing on the job and the
employee can perform more effectively in the future, so that the
employee, organization and society all benefit.

The second definition includes employees behavior. Behavior can be

active or passive do something or do nothing. Either way, behavior
affects job results. The other terms used for performance appraisal are
performance rating, employee assessment, employee performance review,
personnel appraisal, performance evaluation, employee evaluation, merit
rating etc.

PROCESS

OF

APPRAISAL:-

The following

outlines is the

performance
appraisal process. Each step in the process is crucial and is arranges
logical.

Objectives of Performance Appraisal

Establish job Experience

Design an Performance Appraisal

program

Appraise Performance

Performance Interview

Use Appraise Data for Appraise Process

WHOSE PERFORMANCE SHOULD BE RATED :To the question as to whose performance should be rated, the answer is
obviously employees. When say employees is it individuals or group ?
Specially the rate may defined as the individuals. Work group, division or
organization.
Work Group Level For merit pay
Individual Level To assess target needs.

WHAT SHOULD BE RATED ? :As we know that there are two kind of nature which is rated. Thats are
(1)

Objective of Nature

(2)

Subjective of Nature

Objective of Nature :Quality :- The degree to which the process of result of carrying out an
activity approaches perfection in terms of either conforming to some
ideal way of performing the activitys intended purpose.
Quantity :- The amount of product, expressed in monetary terms,
number of units or number of completed activity cycles.
Time lines :- The degree to which an activity is completed or a result
produced, at the earliest time desirable from the standpoint of both
coordinating with the outputs of others and of maximizing the time
available for other activities.
Cost Effectiveness :- The degree to which the use of the organizations
resources is maximized in the sense of getting the highest gain .

Subjective of Nature :Need of Supervision :- The degree to which a job performer can carry
out a job function without either having to request supervisory assistance
requiring .

Interpersonal Impact :- The degree to which measure the environment

where rhe employee is working.

WHO ARE RATERS ? :Raters can be immediate supervisor, specialists from HR department,
subordinates, peers, committees, clients, self-appraisal or a combination
of several.
Immediate Superior
Subordinates Can assess the performance of their superiors.
Peers are in a best position to evaluate the job performance.
Clients.
Rating Committee
Self-appraisal or a combination of several.
HR specialist

APPRAISAL METHOD :Now we will look at special ways in which HRM can actually establish
performance standards and devise instruments that can be used to
measure and apprise an employees performance. Three different
approaches exist for doing appraisal, employees can be appraised against
I. Absolute Standers
II. Relative Standards
III. Objectives.

No one approach is always best :each has its strength and weakness.

IN WHAT WAYS CAN

ONE EVALUATE ABSOLUTE

STANDERD ?
Our

first group of appraisal methods uses ABSOLUTE STANDERD.

These means that employees are compared to a standard: and their

evaluation is dependent of any other employee in a work group. Include in
this group are the following methods:

i.

The Essay Appraisal :-

A Performance Appraisal method whereby an appraiser writes a narrative

about the employee.

ii.

The Critical Incident Appraisal

A Performance Appraisal method that focuses on the key behaviors thats

make the difference between doing a job effectively or ineffectively.

iii.

The Checklist Appraisal

A Performance Appraisal type in which a rater checks off those

attributes of an employee that apply.

iv.

The Adjective Rating Scale Appraisal

A Performance Appraisal method that lists a number of traits and range

of performance for each.

v.

The Forced-Choice Appraisal

A type of Performance Appraisal method in which the rater must choose

between two specific statements about an employees work behavior

vi.

The Behaviorally Anchored Rating Scale

A Performance Appraisal technique that generates critical incidence and

develops behavioral dimensions of performance. The evaluator appraises
behaviors rather than traits.

WHAT ARE THE RELATIVE STANDARDS METHODS ? :In the second general category of appraisal methods, individuals are
compared against other individuals.
I. Group Order Ranking :-

Evaluating an employees performance by comparing the employee with

other employees.

II. Individual Ranking :Ranking employees performance from highest to lowest.

III. Paired Comparison :Ranking individuals performance by counting the number of times any one
individual is the preferred with all other employees.

OBJECTIVES
Management by Objectives :- (MBO)

A performance Appraisal method that includes mutual objective setting

and evaluation based on the attainment of the specific objectives.
MBOS advantages lie in its results oriented emphasis. It assists the
planning and control functions and provides motivation, as well as being an
approach to performance appraisal. Thats because employees know
exactly what is expected of them and how they will be evaluated.
Moreover, employees understand that their evaluation will be based on
the success in achieving mutually agreed-on objectives.

The major disadvantage of MBO is that it is unlikely to be effective in an

environment where management has little trust in its employees. This
type of environment could be one where management makes decisions
autocratically and relies heavily on external controls to direct employee
behavior. The amount of time needed to implement and maintain an MBO
process may also cause problems.

FACTORS THAT CAN DISTORT APPRAISAL:Halo Error :The tendency to let our assessment of an individual on one trait influence
our evaluation of that person on there specific traits

Similarity Error :Evaluating employees based on the way an evaluator perceives him-self or
herself

Inappropriate
substitutes

Leniency
error

Halo
error

Inflationary

Pressures

Central
tendency

Central Tendency :The tendency of a rater to give average ratings.

Attribution Theory :-

Similarity
error

A theory of performance evaluation based on the perception of who is

control of an employees performance.
Impression Management ;How an employee influence the relationship with a supervisor.

Leniency Error
A means by which performance appraisal can be distorted by evaluating
employees against ones own value system

THE WAY OF MAKING PERFORMANCE APPRAISAL

IN BEXIMCO TEXTILES LTD.

As we know that there are many method to making Performance

Appraisal. An business organization can apply any one of them. We find
that in Beximco Textiles Ltd. basically follow Checklists method. Here at
the end of the one year, through E-mail a printed form is send to all the
executives from HR department.

There is some quarry in that form

about the employees like Name, Designation, Department, Reporting

Supervisor, Job description, Functional area etc. Every executive from
Jr. Executive to Sr. General Manager should fill up that form if they
need appraisal.

After fill up that form they should send it to the HR

department through E-mail within fixed date. Generally at the beginning

of a new year (month of January) that form is send to the executives.
They get maximum 15 days to fill it up and submit. HR executives submit
their form to the head of the department, and the head of the
department of HR send his appraisal form to the C.E.O. After the

directors the C.E.O is the al in al of the hole Textiles. So he dont need to

appraisal for promotion, but there is a chance to increase his salary and
the others facilities. Therefore he is also submit his appraisal form to
the directors, because without directors no one can increase his salary
or cant give self promotion. Its took two three months to publish the
appraisal report. But it effects from the beginning of the year, it means
the appraisal is counted from the January. Those who get promotion or
get increment they get a CONGRATULATION card from HRD with a
stick of rose. Its not easy to get permission every year but in Beximco
Textiles every body get increment every year. The company deduct the
tax from the salary those who eligible for that. There is no overtime for
the executives. Thats why most of the assistant didnt want promotion;
because we find that with all remuneration a assistant earn more then an
executives.

WHO ARE THE RATERS ?

Raters can be immediate supervisor, specialists from HR department,

subordinates, peers, committees, clients, self-appraisal or a combination
of several. Here we find that in Beximco Textiles Ltd. raters are the
specialists from HR department. We find here that every kind of
specialist is available here. We also find that almost 15-20 Chartered
Accounts working here in Finance & Accounts department. Lots of
foreigner (from India, Pakistan, Sri-lanka, Denmark, Holland) working
here. We are telling this history because in every department we find
lots of specialist. Obviously in HR department also. There are some very

high quality specialist serving in the HR department. Some of them are 30

years experienced.

HOW THE RATERS WORK ?

At first the specialists

selected the item for

the appropriate

information about the employee. So they prepare preliminary appraisal

sheet for collect the information. There they include employees name,
department, reporting supervisor, job description, scope of working etc.
Through E-mail they send this information collection sheet to the all
executive, with this sheet the also send a forwarding letter where they
describe some points like scope, the last date of submitting the sheet
etc. After ending the last date they (HR person) took the print copy
(hard copy) which they get from the executives. Then they set a panel
for analyzing all the sheets. Some times they themselves collect
information for justifying the statement. After collecting everything the
panel

then decide is he or she eligible for promotion or only for

increment. Thus they prepare the Performance Appraisal sheet . Here we

should remember that no executives cant eligible for the Performance
Appraisal if he or she didnt pass one working year after successfully

Distort OF THIS KIND OF APPRAISAL:-

As we know that there are three kind s of Performance Appraisal used in

the business organization. But we also know that
No one approach is always best :each has its strength and
weakness.

The Performance Appraisal process and techniques that we have

suggested present system in which the evaluation is free from personal
biases, prejudices, and idiosyncrasies. This is defended on the basis that
objectivity minimize the potential arbitrary and dysfunctional behavior of
the evaluation, which may be detrimental of the achievement

of the

organizational goal. Thus our goal should be to use direct performance

criteria possible.

Obviously in every method there is some distort . The following

distort we find in the method which is applying in Beximco Textiles
Ltd.

There are some distort in the system which is followed by the

Beximco Textiles. Some times the employees can

give excess

information or work description in which he is not involved.

Some times the employees cant understand what he/she will

actually described in the column of Scope and Report Produce.

In this method the specialist have a chance to be

appear in

conflict with the others panel members.

There is a great chance for the panel members to do partiality.

One or more panel members may have their loving employees. So in
the appraisal they might try to give them priority then others.

In the big organization like Beximco Textiles there we can expect

Conflict . Some managers might have conflict with the person

who is the honorable member of the panel. In that case that

members apply all his power to stop that managers promotion.

Some panel members may have the bad impression about

some

units. In that case they didnt fill interest to give promotion of

that particular units executives.

Lastly we can say that A completely error-free performance appraisal is

only an ideal we can aim for. In really, most appraisals falls short of this
idea. This is often due to one or more actions that can significantly
impede objective evaluation.

SUGGESTIONS :-

As we found that in every method there is some error. No one approach is

always best :each has its strength and weakness. So individually no
method is so strong to apply. Our suggestion is that try to be honest
from your mind and apply it in your work. No matter what method you are
applying. Mind it do no do ant injustice to any body, because some where,
some how you will get its return. One increment or promotion can change
some bodies life. So be clear to your mind when you are in that position.
Its better for the organization to mixed some method which is
appropriate for their own and apply in the partial field. Collect some good
side from some method and prepare a appraisal policy. Apply it in the
organization to reach the organization in its destination
You should remember that An organizations goal can be reached only
when people put their best efforts. How to ascertain whether an
employee has shown his or her best performance on a giving job? The

answer is Performance Appraisal Select the right person and give them
award through Performance Appraisal. Then they will give their best
effort for the organization.

MISSION OF BEXIMCO TEXTIL LTD. :

Each of our activities must benefit and add value to the

common wealth of our society. We firmly believe that, in
the final analysis we are accountable to each of the
constituents

with

whom

we

interact;

namely:

our

employees, our valued customers, our business associates,

our fellow citizens and our Shareholders.