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 doesn’t mean that we didn’t 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, work-

force diversity, changing skill requirements, continuous improvement

initiative, and employee involvement. Human Resource Management is

highly valued in today’s 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” procedure of Beximco

Textiles Ltd.

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 LTDs. annual production, capacity is

currently 32 million liner meters. 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 a 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, H&M, Charter House, Hanes, Matalan,

Vanthusan etc.
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, So t h ey also need to

pay a lots of money for the import some raw material.

So the 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 ro du ct s are always stagnant, BEXIMCO TEXTILE LTD.

always try to se lls t h e i r products at very reasonable price,

and nominal profit, which is not over burdened for

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
L 35-45
M 25-35
S 20-25
T^Shirt XL 48-65
L 35-45
M 22-35
S 20-25
Denim Jack XL 75-92
L 60-75

M 50-60
Denim Trouser W(38-45) 40-80
30-37 35-45
25-30 30-35
20-24 25-30
Verities C h i l d Wear 30-80
PLACE (DISRIBUTION CHANNELS)

For any company's marketing activities. Place is

very much important. Place prays a very important role,

on business. BEXIMCO TEXTILE LTD. established

commercial production at 1985. Proper distribution

channel selecting is very effective for a business

operation. The corporate head office of 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 conversed 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 e m to d i st r i bu 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 TEXTILES LTD. get

opportunity to operate the i r business soundly.

Though BEXIMCO TEXTILES LTD. is established at

G a z i pu r b u t trough th ei r proper distribution channel

this products travel 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 o v e r the worl d.. This

company has 10 marketing office a l l over the w o r l d and

four showroom. Beside t h i s BEXIMCO TEXTILES LTD.

manufacture th is product for Europe, Ameri ca, Middles

countries. Europe is the biggest market for

BEXIMCO, then USA, and middles. Now for local

people for a small range 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 5

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
STAFF’S 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) non-

management staffs working in Beximco Textiles Ltd.

Here we only discuss about the ‘Performance Appraisal” procedure of the

Executives .
 COMPANY ORGANOGRAMM
Directors

CEO

GM GM Sr. GM GM-Sales & Sr. GM Sr. GM Sr. GM

Accounts MIS Commercial Marketing HRM Compliance Engineering

Manager Sr. Manager Manager Manager Manager Sr. Manager Sr. GM

Accounts MIS Commercial Marketing HRM Compliance Engineering

DGM DGM Asst. Manager DG M Asst. Manager DGM Sr. GM

Accounts MIS Commercial Marketing HRM Compliance Engineering

Asst. Manager Asst. Manager Sr. Executive Asst. Manager Sr. Executive Asst. Manager Sr. GM
Accounts MIS Commercial Marketing HRM Compliance Engineering

Sr. Executive Sr. Executive Executive Sr. Executive Executive Sr. Executive Sr. GM
Accounts MIS Commercial Marketing HRM Compliance Engineering

Executive Executive Sr. GM

Executive Marketing Engineering
Compliance
Accounts
Asst. Manager Sr.
Sr. GM
Executive Sr. GM
MIS HRM
HRM HRM
PERFORMANCE APPRAISAL OF EXECUTIVES IN BEXIMCO

TEXTILES LIMITED

PERFORMANCE APPRAISAL:-
An organization’s 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 individual’s 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 employee’s 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 employee’s 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. That’s 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 activity’s 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 organization’s

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 employee’s 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 that’s

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 employee’s 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 employee’s 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.

MBO’S 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. That’s 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

Leniency
error
Inappropriate
substitutes

Halo
Inflationary error

Pressures

Similarity
Central error
tendency

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

Attribution Theory :-
A theory of performance evaluation based on the perception of who is

control of an employee’s 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 one’s 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 don’t 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 can’t 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. That’s why most of the assistant didn’t 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 can’t eligible for the Performance

Appraisal if he or she didn’t 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 can’t 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 didn’t 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.