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Enrollment 16077
DEDICATION
We dedicate this project to our Performance teacher, Sir Adeel Anjum and to Our Parents who was the source of Motivation and inspiration through out of this project.
ACKNOWLEDGEMENT
Thanks to Al-mighty Allah who bestowed us the capability and opportunities to complete this Project, and thanks to our Performance teacher Sir Adeel Anjum who teaches us so well that we are able to make this project.
TABLE OF CONTENTS
PERFORMANCE APPRAISAL PURPOSE OF APPRAISAL SYSTEM APPRAISER LEADERSHIP ATTRIBUTES APPRAISER AT ABL TIME FOR THE APPRAISAL SYSTEM PERFORMNACE APPRAISAL SOFTWARE PROMOTION CRITERIA PERFORMANCE APPRAISAL CRITERIA METHODS FOR PERFORMANCE APPRAISAL RATING SCALE CHECKLIST MANAGEMENT BY OBJECTIVE PROCEDURE FOR CONDUCTING APPRAISAL INTERVIEW LEGAL & ETHICAL ISSUES IN APPRAISING EMPLOYEES FACTORS AFFECTING THE APPRAISAL PROCESS AT ABL
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PERFORMANCE APPRAISAL
Appraisals are the fact of organization life. Performance appraisal is a formal periodic review that allows an organization to measure and evaluate an individual employees behaviors and accomplishments over a specific period of time Hiring the best employees and training them does not ensure that employee give their best performance. To ensure this, organization must keep a check on their performance. This check on an employees performance can be kept through performance appraisal. In ABL the performance appraisal process has a significant and critical importance as major decision regarding promotion, transfers, a compensation& benefits for the identification of training & development needs are taken on the basis of this performance appraisal.
For
training
and
development
needs Compensation and benefits Succession planning Decisions regarding promotion, transfers
APPRAISER AT ABL
In ABL branch manger is responsible for filling the performance appraisal forms of employees on the recommendation of the head of department of each branch. The employees are not involved in the appraisal process.
PROMOTION CRITERIA
In ABL according to management there is only one major criterion for promotion of employees Performance Time span The concept of performance is emphasized and the promotion and career development path is based on Performance of the employees, those who perform outstanding and according to expectations of the management have better chances of promotion and increase in their salary bank requirement means that the company requires particular skills and competencies and its strategy demand certain people to be promoted. A second criterion for promotion in ABL is tenure of services provided by the employee. In this criteria the promotions are given to the employees according to their ranges according to our information provided by the hr manager in ABL is that the range 1-3 officers get promotion after completing their tenure of services in bank for 2 years, range 4-6officers get promoted after 3 years of their services plus depending on their performance and range 7-9 get promotion as recommended by the head office in Karachi.
Skill:
The degree to which the job requires the person to perform different tasks and involves the use of number of different skills, abilities and talents.
Behavioral competencies:
Whether the attitude of the employee is positive or not. While conducting the performance appraisal, each employees
performance is compared to predetermined standards and expected levels of output. Thus it is determined that to what extent the respective employee has been able to achieve its target. Good performance is a key criterion for promotions in ABL. Simultaneously the concept of pay for performance is emphasized and being practiced in the bank, which is considered to be a motivational, tool being acquired by the bank. Thus those who perform to the best of their knowledge and abilities and according to the expectations of the management have better chances of promotion and increase in their salary.
RATING SCALE
In ABL rating scale is the oldest and most widely used method of appraisal for their employees. In this method, they evaluate employees job related aspects i.e. work skills like record keeping and solve queries and also employees personal characteristics which includes Cooperation, loyalty, dependability, attendance, honesty, integrity, attitude, initiative, written and interpersonal communication.
This rating scale is used for measuring quantity of work and quality of
Work. To use the rating scale, the assessor goes down the number of traits and a range of performance for each the employees is then rated by identifying the score that best describe his or her level of performance for each trait. According to ABL, this method is Less-time consuming to measure performance It provides a quantitative analysis as well as qualitative data.
CHERKLIST
The second technique used in the performance appraisal is checklist in ABL. Some pre determined task and responsibilities are kept in a written form by the management and a copy of that is provided tot the employee who has to perform
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Those tasks in a given span of time and the tasks done or performed successfully add points to the appraisal forms.
Management by objective
A third technique used in the performance appraisal method is management by objective. The performance of the employee is rated according to the goals and achievements achieved by the employees during the appraisal period .the larger weight age in the appraisal form regarding the performance of the employee is provided thorough this technique.
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employees
Employees expectations
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