Appraisal Institute

organizational structure the performance appraisal of the employees is an important and key factor for the success of the organization. It is a practice which is established for the assessment of the employees performance and findings ways to improve the performance. The mehtod of performance appraisal has am impact on the pay of individuals, and other organizational success. This process is also designed to deal with problem behavior. The process of performance appraisal is the best way to improve the performance

Solution Trying to fix all the issues regarding performance appraisals is a difficult task. All of the proposed systems profess to be able to fix some of the problems, but none seems to cover them all. Therefore, the best solution is not the one that fixes all of the issues, but rather the one that addresses as many as possible, while also enhancing the workplace and performance. By these standards the most efficacious solution would be constant feedback and coaching, which improves morale and

and eager to do their work to the best of their ability. Thereby increasing their productivity and their contribution to the overall success of the business. Furthermore, stocks options were also made available to all employees. The performance appraisal system Every employee is evaluated twice a year by their supervisor. And their annual bonus is calculated based on this evaluation. There are several areas of evaluation. One of the basis of evaluation is “ideas

This tendency results in inflated ratings, as well as wholly inaccurate ones, since areas for performance improvement tend to be ignored or swept under the rug in performance appraisals. Central tendency bias refers to a tendency for raters, or managers to evaluate most of their employees as "average" when they apply a rating scale. So, for example, given a scale with points that run from one (poor) to seven (excellent), with

The researcher employed the theory of affection of Edwin Locke and the characteristic theory of the work by Hackman and Oldman. The premise of affection theory is that satisfaction at work is determined by the difference between what one wants in a job and what one has at work. The theory also states that the extent to which a person values a particular facet of work determines how satisfied / dissatisfied one is when expectations are met or not met. Therefore, when an employee values a particular

performance and develop plans. The 360-degree approach allows a wider range of people to evaluate and give feedback on an employee’s performance. A manager might conduct a self-appraisal, as well as receive feedback from peers, subordinates, superiors, and even customers and clients. Some advantages of 360-degree appraisal are that employees can get more than one perspective, and that people who work closely with the employee on a day-to-day basis can give feedback on overall performance, not just

Scenario 1: Commission Based Compensation A commission based approach to employee compensation has its pros and cons from the standpoint of the firm. Let us look at the advantages. Reduces fixed costs: As mentioned in the Wall Street Letter (2003), one of the main advantages of a commission based salary is that it helps to reduce fixed costs. Fixed costs cover the basic salaries of the sales personnel while the variable costs cover the commission. With a commission based salary structure, sales

in the hospital, has been declining. Such problem is explained by changes made to reimbursement policies, a larger emphasis on outpatient services, and an increase in local competition. Another major problem the hospital faces is the performance appraisal system. It seems inadequate for the system in

| PAKISTAN STATE OIL | ORGANIZATIONAL CHANGE & DEVELOPMENT | | | | SUBMITTED TO: Mr Ali Mujahid SUBMITTED BY: Gulnaz Abdul Aziz 11270 Salman Sachwani 11983 Wajeeh Ali Syed 11458 Faraz Mehmood 11461 Maira Moiz 12730 Contents LETTER OF ACKNOWLEDGEMENT 4 INTRODUCTION TO PAKISTAN STATE OIL 5 TARGET MARKET 5 MARKET SHARE 5 STRUCTURE AND CULTURE 6 DATA COLLECTION PROCEDURE 7 OBSERVATION 7 QUESTIONNAIRE 7 INTERVIEW 7 DIAGNOSING ISSUES AT PSO 8 RECRUITMENT

Guide to Planning, Recruiting, and Selecting for Human Resource Professionals (3rd ed.) Westport, CT: Praeger Lauby, S. (2013) Overcoming 5 Common Performance Appraisal Biases. Retrieved from: http://www.hrbartender.com/2013/training/overcoming-5-common-performance-appraisal-biases/ Margulies, J., & Murphy, T. H. (2004). Performance Appraisals. Retrieved July 11, 2007, from http://www.bnabooks.c