Performance appraisal: -

Abc gives utmost priority and importance particularly in this field since It
provides a way to help identify areas for performance enhancement and to help
promote professional growth. It should not be considered the supervisor's only
communication tool. Open lines of communication throughout the year help to
make effective working relationships. Each employee inside abc is entitled to a
thoughtful and careful appraisal. The success of the process depends on the
supervisor's willingness to complete a constructive and objective appraisal and on
the employee's willingness to respond to constructive suggestions and to work
with the supervisor to reach future goals.

The graphic rating scale, a behavioral method, is perhaps the most popular choice
for performance evaluations. This type of evaluation lists traits required for the
job and asks the source to rate the individual on each attribute. There are seven
performance factor in Abc Company by which they measure their performance
appraisal.
Abc’s seven performance factors are:

• Communication
• Customer Service
• Cooperation
• Quality and Nutrition
• Productivity
• Job Knowledge
• Professionalism

Reinforcement/ Behavior Modification Theory:

Measurement of employee job performance
When negative consequences are attached directly to undesirable behavior
Positive Reinforcement
When rewards are tied directly to performance
Employee Self-Appraisal:
 The feelings of workers regarding success are an integral part of the process of
performance management. The organization's Self-Appraisal offers a method for workers
to engage in the appraisal process. The goal of the Employee Self-Appraisal Type is to
collect comments from employees on work strengths, developmental requirements, and
steps that may be taken to enhance results.
Reward and Employee Relations Team:
Business Partners on broader employee relations and alter management issues, also as
developing and implementing policies and procedures during this area and undertaking
relevant project work. As a part of the Reward sub-team, on the opposite hand, it focuses
on maximizing return on investment to deliver Reward which will motivate the workers
to perform at the very best level also as managing overall Reward principles and
processes including base salary, incentives and versatile Reward. Such motivating
strategies are:
 Performance Driven - The level of employees Reward is linked to the performance
hence the very best performers will see the best Reward. there's also an immediate link
between the performance of the business and therefore the Reward we're ready to offer
 Competitive- Abc benchmark all aspects of Reward to make sure that it offers all its
employees a competitive Reward package
 Inclusive - Abc Reward program is designed to reflect the valuable contribution which
every employee makes, not just senior managers
 Flexible – They have made their top priority to allow its employees to tailor the Reward
they receive to their circumstances, whenever possible or practical

https://www.nestle.com.bd/aboutus

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https://www.toppr.com/guides/business-management-and-entrepreneurship/human-resource-
management/performance-appraisal/
http://www.msrblog.com/business/a-report-on-training-and-development-process-in-nestle-
bangladesh-ltd.html

Most common objectives of Performance Appraisal are:

 Maintain records in order to determine compensation packages, wage structure,

increments, rise in salary etc.
 Recognize the strengths and weaknesses of the employees and put the right people on the
right job according to their qualifications and abilities.
 Maintain and assess the potential of an employee for further progress and development.
 Provide feedback to employees about their performance and related status.
 Helps in influencing working habits of the employees.
 Review and retain the promotional and other training programmes.