Performance appraisal approaches methods

Presentation On
Practices of Performance Appraisal Approaches/Methods
for Workers in Ready-Made Garments sector of Bangladesh
Presented By
Md.Jamal Uddin Bhuiyan
#ID : 142-054-0-155
Submitted To
Md. Abdur Rakib
Lecturer of BUFT

Performance Appraisal: A Concept
• Performance Appraisal is the systematic evaluation of the
performance of employees and to understand the abilities of a person
for further growth and development. Performance appraisal is
generally done in systematic ways which are as follows:
1. The supervisors measure the pay of employees and compare it with
targets and plans.
2. The supervisor analyses the factors behind work performances of
employees.
3. The employers are in position to guide the employees for a better
performance.
2

Objectives of Performance
Appraisal
• Performance Appraisal can be done with following objectives in mind:
1. To maintain records in order to determine compensation packages, wage structure,
salaries raises, etc.
2. To identify the strengths and weaknesses of employees to place right men on right
job.
3. To maintain and assess the potential present in a person for further growth and
development.
4. To provide a feedback to employees regarding their performance and related status.
5. To provide a feedback to employees regarding their performance and related status.
6. It serves as a basis for influencing working habits of the employees.
7. To review and retain the promotional and other training programmes.3

Advantages of Performance Appraisal
• It is said that performance appraisal is an investment for the company which can be justified by following
advantages:
1. Promotion: Performance Appraisal helps the supervisors to chalk out the promotion programmes for
efficient employees. In this regards, inefficient workers can be dismissed or demoted in case.
2. Compensation: Performance Appraisal helps in chalking out compensation packages for employees.
Merit rating is possible through performance appraisal. Performance Appraisal tries to give worth to a
performance. Compensation packages which includes bonus, high salary rates, extra benefits,
allowances and pre-requisites are dependent on performance appraisal. The criteria should be merit
rather than seniority.
3. Employees Development: The systematic procedure of performance appraisal helps the supervisors to
frame training policies and programmes. It helps to analyse strengths and weaknesses of employees so
that new jobs can be designed for efficient employees. It also helps in framing future development
programmes.
4. Selection Validation: Performance Appraisal helps the supervisors to understand the validity and
importance of the selection procedure. The supervisors come to know the validity and thereby the
strengths and weaknesses of selection procedure. Future changes in selection methods can be made in
this regard.
4

Advantages of Performance Appraisal
5.Communication: For an organization, effective communication between employees and
employers is very important. Through performance appraisal, communication can be sought for in
the following ways:
1. Through performance appraisal, the employers can understand and accept skills of
subordinates.
2. The subordinates can also understand and create a trust and confidence in superiors.
3. It also helps in maintaining cordial and congenial labour management relationship.
4. It develops the spirit of work and boosts the morale of employees.
All the above factors ensure effective communication.
6.Motivation: Performance appraisal serves as a motivation tool. Through evaluating
performance of employees, a person’s efficiency can be determined if the targets are achieved.
This very well motivates a person for better job and helps him to improve his performance in the
future.
5

Process of Performance Appraisal
6

This study has been conducted to focus on the following key objectives
and their relevant facts:
1.To analyze and explain performance appraisal process of South East
Ltd. and Maxcom International Ltd.
2.To asses and evaluate the existing performance appraisal Practice
and identify strengthens and weaknesses of existing performance
appraisal Practice of the above aforementioned industries.
3.To summarize and find out the performance appraisal process and
practice are conducting now in Bangladeshi Garments.
7

4. To evaluate performance management system in the
organization.
5. To provide a feedback to employees regarding their
performance and related status.
 A well-designed performance appraisal system supports
an integrated human resource strategy which enables
the attainment of organizational and business goals. And
therefore it will enable the assessment of the present
and future potential of staff and determines the training
and development needs.
Objectives of the Study
8

Literature Review
• Author :Haque
• Published Date:27 October 2015
• Performance Appraisal Approaches for Workers in Ready-Made Garments
sector of Bangladesh:The case studies of Bangladesh and Malaysia textile
comparatives.
• A comparatives study of Bangladesh and Malaysia. They used economic indicators
like Revealed Comparative Advantage (RCA) and Constant Market Share (CMS)
analysis. The RCA calculations clearly show an increasing strength of comparative
advantage to Bangladesh for the export of textile as well as apparel products. This is
mainly due to the negligible import for textile and apparel products. In the case of
Malaysia, the RCA calculations also show an increasing strength of comparative
advantage of export performance ratio for the export of textile and apparel
products.The net export/total trade ratio shows an increasing strength of RCA only for
the apparel products, but for the export of textile products, the RCA is shown negative
ratio.
9

Literature Review
This is mainly due to the excessive import of textile products. The CMS results suggest
that export gains of both countries for textile and apparel products are largely attributed
to the size of the market effect and also to their competitiveness effect. Regarding the
export growth of selected textile products for both countries, the CMS results
demonstrate that, in most cases, Malaysia shows better competitive performance than
that of Bangladesh.
10

Methodology
Quantitative method applied here.
11

SL Dimension/
Variable
South East Ltd. Maxcom
International Ltd.
1 Sex Female Male
2 Age 20-25 28-33
3 Education Secondary school Master’s level
4 Designation/ Post Sewing machine
operator
Senior Executive, HR
5 Experience 2-4 years 5-7 years
6 Awareness of the
objective of the PA/
management system
Yes Yes
i) Who are the
responsible for
conducting the PA
Supervisors Managers
ii) How often is appraisal
carried out
Once in two months Once in a year
iii) Are you aware of your
performance rating
Yes Yes
12

SL Dimension/
Variable
International (bd) Ltd
7 The PM criteria are
based on quality and
quantity of work and not
on personality or
position
Agree Agree
8 On what basis
performance appraisal
is made in your industry
Total output and
efficiency
Total output and efficiency
9 Does your industry
arrange any training
program for improving
the productivity of the
workforce or the
efficiency of the worker
Yes Yes
i) How often arrange the
training program
Once in two months Every month
10 What are the barriers to
effective performance
No barriers at all No barriers at all
13

SL Dimension/
Variable
International (bd)
Ltd
11 What strategies of your
organization have been
linked to the PA systems
to make it more effective
Reward/ Bonus
strategy
Reward / Bonus strategy
12 I received adequate
feedback regarding my
performance
Agree Strongly Agree
13 I don’t get criticized /
feedback by my
supervisor when I
perform poorly
Neutral Agree
14 My manager discusses
regularly my job
performance with me
Neutral Agree
15 Are you getting pay,
benefits and promotion
opportunities based on
Yes Yes
14

SL Dimension/
Variable
International (bd)
Ltd.
16 Promotion process in
this organization is
based on
Experience Experience
17 Do you agree that your
performance has a
significant impact on
your salary
Agree Agree
18 Does the top level
management make
biased decision in
apprising performance of
its employee
No No
19 The feedback I receive
from my supervisor/ top
level management is fair
Agree Agree
20 Are you satisfied with the
existing performance
Satisfied Satisfied
15

SL Dimension/
Variable
International (bd)
Ltd
21 My company
provides the
appropriate rewards
to the best
employees after
assessing the
performance
Agree Agree
16

Human resource function in the organization makes the organization
more smooth and easy to operate. Many HR professional believe their
function has become more involved in business decision, more
strategically oriented and more effective as a business partner. The HR
function is adding more value to the modern organization day by day.
The changing HR profession makes this profession more challenging &
responsible. At the time of my survey at South East Ltd.and Maxcom
International Ltd, I found the strengths and also the weaknesses in the
present HRM practices of these industries.
Findings of the study
17

I. The performance appraisal process is very modern,
and gives reward in the basis of good performance.
II. The officers of these industries are very much friendly
with their worker.
III. In the time of my research, I noticed that there is no
office politics in that organization which is a positive
sign of fair employee evaluation.
Strengths of these factories
18

There are some slight weaknesses I have found
and they are:
i. Appraisal system is only based on
performance basis which limits the area of
employee evaluation.
ii. The top level managements don’t monitor
regularly with the subordinates about the job
performance.
Weakness of these factories
19

Performance Evaluation of Garments Sector
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I have completed my survey in these industries. During this time
I have found some scope for the development of these
industries. There are some opinions for the further development
of these factories.
a. They can implement other performance appraisal methods
to evaluate their employees.
b. They may include giving certificates and positive feedback
towards their employees which enables the employees to
gain more self-esteem and trust to them, which in return will
reflect to their individual performances.
Recommendation
22

Performance Appraisal is the process of assessing
the performance and progress of an employee or a
group of employees on a given job and his / their
potential for future development. We earn many
foreign currency from Garments Industry in
Bangladesh. So we should take care of Garments
industry for our long run.
CONCLUTION
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Performance appraisal approaches methods

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