Professional Documents
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Submitted by
………………………………….
MBA Program-2018 (20th Batch)
MBA Sl No: …….class roll
MBA Roll No: hall roll
Department of Management
University of Dhaka
……………….
Assistant Professor
Department of Management
University of Dhaka
I have tried my level best to collect all the relevant information and to include them in the
report for successful completion of the report as outlined. It is mentionable that the
preparation of the report has enabled me to a large extent to apply my theoretical knowledge
into practical analysis. I would like to express my heartiest gratitude for your kind co-
operation and conscious guidance in completion of the report in the given time.
………………………………..
Signature
…………………..
Assistant Professor
Department of Management
University of Dhaka
Student’s Declaration
This is …………….., student of MBA Program, Department of Management, Univers ity
of Dhaka do hereby declare that the internship report on the topic entitled Attitudes of
Employees towards the Performance Appraisal System of Janata Bank Ltd. is
prepared by me during the completion of internship program under the supervision and
guidance of …………., Assistant Professor, Department of Management, University of
Dhaka.
I also declare that this internship report is prepared exclusively for academic purpose and
has not been previously submitted by anyone for any purpose.
…………………………………………………………
Name……….
MBA Program-2018 (20th Batch)
MBA Sl No: ….
MBA Roll No:………..
Department of Management
University of Dhaka
Acknowledgement
At the very beginning, I would like to express my heartfelt gratitude towards Almighty
Allah who has blessed me to complete the internship report with sound knowledge.
I am also grateful to Mr. Md. Mahbub Hossain, Assistant General Manager (HR), Head
Office, Janata Bank Limited, Dhaka for his kind permission to allow me to do interns hip
for the duration of three months in Janata Bank Ltd, Rampura Branch. Moreover, I am
thankful to …….., Senior Principal Officer (Branch Manager) and Mr………, Principa l
Officer, Rampura Branch, Janata Bank Limited for their co-operation during the interns hip
program.
I would like to thank to the employees of Janata Bank’s Rampura Branch who accompanied
me throughout the internship program with spontaneous assistance and sincerity in doing a
questionnaire survey and made my journey comfortable and easy.
Executive Summary
Performance appraisal is the systematic and periodic evaluation of the individual with
respect to his performance on the job and his potential for development. Performance
appraisal system has been an integral part of every firm. Understanding the essence of it,
most of the firms conduct performance appraisal after a definite period of time. Attitudes
of employees are formed towards the appraisal system. The employees hold positive
attitudes when they find the appraisal system fair, well informed and understandable to
them, regular feedback for improvement. Positive attitudes of employees towards the
appraisal system lead the satisfaction, motivation and higher productivity.
From the three months Internship program, a report titled on Attitudes of Employees
towards the Performance Appraisal System of JBL has been completed. The broad
objective of the study is to find out the attitudes of employees towards performance
appraisal system of JBL. The other objectives are to identify the existing performance
appraisal system of JBL, to know the strengths and weak points of Performance appraisal
system of JBL, to recommend for improving the appraisal system if any.
To do the study a methodology has been made. The nature of the study suggests taking
qualitative approach. From 11849 employees, 20 samples have been surveyed by using
convenience sampling technique for this study. Data have been collected from both primary
sources and secondary sources. As a major primary source, a questionnaire survey with 16
questions have been conducted. Then the data have been analyzed by tabulation, mean,
standard deviation and co-efficient of variation.
There are some major findings that have been presented here. Performance is appraised in
JBL once in a year through formal performance appraisal tool. Branch Manager of the
respective branch appraises the performance of all the employees working in that branch
under the supervision of him. He conducts the appraisal on certain traits including job
knowledge, skills, abilities, personality, behaviors towards others, effectiveness, efficie nc y
of each employee and gives score that best describes him based on the level of existence of
the traits. Confidential report is generally used with a combination of the graphic rating
scale for appraising the performance of an employee.
Besides, the Branch Manager does not set appraisal objectives of performance appraisal
jointly with employees. Any feedback with necessary guidelines is not given to improve
the performance of the employees. In Janata Bank Ltd, the appraiser can give any rating he
wants and there is nothing to do by appraisee and thus he can play an autocratic leadership
role. There is a chance of being victims of rating errors, lack of in depth knowledge of the
appraiser about the appraisee, tendency to take undue advantage. That is why, they don’t
have positive attitude towards the performance appraisal system of JBL.
For improving existing appraisal system, concerned authority may give more attention on
such a performance appraisal system that will be fair, independent, honest motive oriented.
The bank may use modern performance appraisal tool such as 360-degree appraisal where
appraisal will be made from every stakeholder of the firm like peer, subordinate, customer,
boss and thus a bias free appraisal can be ensured. Annual performance appraisal may be
replaced by continuous appraisal system so that appraisee can identify his areas of
improvement and cope up with the changes. The objectives of performance appraisal like
identification of eligible candidates for promotion, providing a valid ground for pay
increment should be jointly set by boss and sub-ordinates. The appraiser needs to be careful
while giving score because it carries the description of the employees so that qualifie d
appraisee can secure the benefits and disqualified appraisee go through the disciplinar y
actions. If these recommendations are ensured, then the appraisal system would be a better
one and the attitude of employees towards performance appraisal system will be always
positive attitudes that will lead them to work hard and secure a good score to have a
promotion or any other benefits.
Table of Contents
Page
Topics
No.
Letter of Transmittal i.
Acknowledgement iv.
5.1 Conclusion 33
5.2 Recommendations 33
Appendix 34-35
Questionnaire 34-35
Bibliography 36
List of Tables
Table Topics Page
No. No
Table 4.1 Deposited Amount of Janata Bank 12
Table 4.2 Criteria and Marks Distribution 15
Table 4.3 Marks Distribution in Interview 16
Table 5.1 Designation of the respondents 18
Introduction
Introduction
Janata Bank Limited is one of the most leading state owned commercial banks operating in
Bangladesh with 909 local branches and in UAE and USA with four branches. It has
employed 11849 skilled and talented employees for the smooth operation. Annual
performance appraisal of the employees is conducted here using a formal system. The
employee performance appraisal process is crucial for boosting up employees’ productivity
and improves their outcomes. When the appraisal system is effective in identifying the
strengths, weak points of each of the employees in a fair and proper way and provide s
feedback for improvement of the weak points to be viable, it is expressed by positive
attitudes of the employees that motivate to show a high level of productivity and vice versa.
Positive attitudes of the employees towards the Performance appraisal system plays an
important role. So, it is intended to identify the attitudes of employees towards performance
appraisal system of JBL.
This study will fill up the gap of finding out what types of attitudes the employees hold
towards the performance appraisal system of JBL. Nowadays in all the government firms,
traditional performance appraisal system is used in appraisal of performance. In most of
the cases, it does not include feedback mentioning the ways in which the employees could
improve in the future, what types of skills they need to gain to improve their performance.
So, the real purpose of performance appraisal is not served. It has been a show up that they
have an understandable procedure in place to measure employees’ performance. This study
will try to find out the attitudes of employees towards the performance appraisal system of
JBL so that JBL can take actions if necessary to modernize and operationalize employee
desired system.
1.4 Objectives of the Study
Primary Objectives: The broad objective of the study is to find out the attitudes of
employees towards the performance appraisal system of Janata Bank Limited.
Secondary Objectives:
This study is conducted only in Rampura Branch of JBL. Both male and female employees
are surveyed who have been working there. It is intended to find out their attitudes towards
the performance appraisal system of JBL. To generalize the attitudes of 11849 employees
working in 909 local and 4 foreign banks, 20 samples have been taken from Rampura
Branch of JBL.
Although intensive efforts have been given to make the report comprehens ib le
nevertheless, the following limitations encountered:
1. To do a comprehensive study, it requires much time where only three months was
really insufficient.
2. 20 samples were surveyed that were not enough to demonstrate the overall exact
scenario.
3. Employees of the sample were busy with their official jobs and hence they could
not give proper feedback in some cases.
4. Some employees got scared to fill the questionnaire lest they should get fired from
the position they hold due to leaking confidential information that is against
company policy.
5. There was a lack of in-depth knowledge and analytical ability for writing such
report.
Chapter-2
Literature Review
Literature Review
Employee attitudes are clearly important to organizations because when attitudes are
negative towards anything in the firm, they may result in strikes, work slowdowns, absence
and employee turnover. They may be also part of grievances, low performance, poor
product quality (Davis et al., 2002). So, the performance appraisal in an unbiased and fair
way has been an integral part for ensuring better performance of employees within the
organization. It shows the training and development needs of the employees if the actual
performance does not satisfy the standard performance. The employers also offer
promotion, salary increment, bonus and other pecuniary and non-pecuniary benefits. The
correct evaluation of performance of employees can be done by the performance evaluatio n
system which can be used effectively (Mishra, 2013).
But in many organizations, the ratees don’t know the overall rating but seeing the pay rise,
they make assumptions about the overall rating. Many of the attributes and traits specific
measuring standards are not sometimes spelt to the raters as well as ratees (Alam, 2012).
Besides, subordinates don’t get the opportunity to formally communicate with the raters to
know their appraisal results. The raters do not conduct the performance appraisal progr am
fairly that ultimately result in dissatisfaction, grievance, under performance, strike (Rahim
et al., 2012).
There is a research gap in the finding attitudes of Employees towards performance appraisal
system of a specific public bank. Rahim et al. (2012) made a study with the objective of
knowing performance appraisal system of MBL. Bagul (2014) made a study on the
Employee’s performance appraisal system in a private firm. But no such research focused
on the attitudes of employees towards the performance appraisal system of any firm or any
industry. There is a research gap in finding out the attitudes of employees towards the
performance appraisal system of a particular firm. So, the topic “Attitudes of Employees
towards the Performance Appraisal System of Janata Bank Limited” has been selected
to be explored. This study will fill up the research gap of finding out attitudes of employees
towards performance appraisal system of a public commercial bank.
Chapter-3
Methodology
Methodology
The broad objective of the study is to find out the attitudes of employees towards
performance appraisal system of Janata Bank Limited. The nature of the study suggests
taking qualitative approach.
3. 2 Target population
Target population for this study includes 11849 employees who are working in all the
branches of Janata Bank Limited operating home and abroad.
The sample size of the study is 20 taken out from Rampura Branch of JBL.
Convenience sampling technique has been selected in this study for collecting data from
JBL. The reason behind the convenience sampling technique provides the freedom to
choose the items/ numbers in accordance own convenience. There is no required to prior
planning for selecting items/ numbers in this case.
3. 5 Sources of data
To carry out the study, data have been collected from both primary and secondary sources.
3.5.1 Primary Sources
Tabulation: Tabulation has been used to show the criteria and marks distributio n
in appraising performance, to show designation, length of service of the employees,
their gender, to visualize the frequency of feedback on different statements of
questionnaire survey.
Arithmetic mean: Arithmetic mean has been used to find out the average attitudes
of employees towards the performance appraisal system of Janata Bank Ltd.
Standard Deviation: Standard deviation has been used to find out co-efficient of
variation of attitudes of employees towards the Performance Appraisal System of
JBL.
Co-efficient of Variation: Co-efficient of Variation has been used to find out the
variance of employees’ feedback in expressing attitudes towards appraisal system
and consistency of feedback. If the value of Co-efficient of variation is less than 1,
it indicates that there is lower variance in feedback. On the other hand, if the value
of CV is more than 1 it indicates that there is higher variance in feedback.
Chapter-4
Janata bank limited has authorized capital 30,000 million, paid up capital 19,140
million,
The bank has 913 branches
The bank has employees of 11849(as on 31-3-2018)
Chief executive officer and managing department reputed banker of the bank
through which the bank is headed.
The corporate head office is located in Motijheel, Dhaka.
Accepting deposits
Credit creation
Making Advances
Objectives of Janata bank are to provide innovative products, to train and motivate staffs,
to take part in corporate social responsibility. The aim of the bank is to be one of the leading
banks in its principle markets.
4.3.1 Vision
4.3.2 Mission
Special Deposit
For most of the people on fixed income the opportunity to supplement their monthly
earning is a golden one. And JBL Special Deposit Scheme gives a customer just that.
Under this scheme, customers can deposit money for a term of 5 years. The deposited
money is fully refundable at the expiry of the term. At the same time, during the term
period they can enjoy a monthly profit corresponding to their deposited amount. As for
instance, under this scheme a deposit of Tk 55,000/- gives a monthly income of Tk.500/-
.
Credit Card:
Credit card is the newest concept in our country. In our country Credit card was first
introduced by the Janata Bank Ltd. Ltd. Master card and VISA card are name of
popular credit card band. Credit card is safe, instant and universal money. Janata Bank
Ltd. ltd issued two types of credit card, which is as follows: –
This branch is very important as this branch located in the heart of Dhaka City at Rampura -
Malibagh main road. It provides loan to expand business and to run the business smoothly
Departments that are available in this branch are: Deposit, Clearing, Advance, Check issue,
Cash etc. Twenty-five employees work in JBL Rampura Branch. The designation of the
employees is- Senior principal officer, Principal officer, Senior officer, Officer, Peon,
Cook, Security Guard Sweeper etc.
4.7Existing Performance Appraisal System of Janata Bank Ltd
Janata Bank Ltd appraises performance of the employees by using formal performance
appraisal tool on the annual basis. In the branch, the branch manager appraises the performance
of the employees both the management (including- Principal Officer, Senior Officer, Officer,
Officer- Teller) and non-management (includes Peon, security guard, sweeper and cook). The
appraisal form used for employees are quite lengthy and comprehensive. The appraisal form
includes four parts.
Part-1 of the appraisal form includes 7 items. These items are- Employee Name,
Designation, Department, Reason for review, date employee began present position,
date of last appraisal, scheduled appraisal date.
In part-2 appraisal is done on a four rating scale as Very Good (41-45), Good (35-40),
improvement needed (30-34), and unsatisfactory (below 29). This scale lists a number of
traits (work dimension). These traits are -Job knowledge, awareness & obedience to
banks policy, concentration and devotion in banking activities, behaviors towards the
clients and colleagues, cleanliness, dependability, commitment, quality and quantity of
work, analytical ability, decision making, honesty, timely attendance, leadership,
interpersonal skills, marketing skills, presentation skill. The branch manager then ticks
any of the four rating scale for each trait that best describes the employees and finally
the score is totaled and then averaged dividing the total score with the number of traits.
In part-3, annual confidential report (ACR) is prepared separately for each employee
based on the scores secured from Part 2. The ACR contains recommendations of the
branch manager on employee’s promotion, training and development needs, annual
grade increment, special increment(s), number of special increment(s), and
consideration for another jobs. Then he sends the ACR to the Head Office. If any
employee is found very good or good, the branch manager recommends for promotion.
Those who score in the range of 30-34, it means they have deficiency in certain areas
and so improvement is necessary. Those who score below 29, they require immediate
improvement. No merit is granted to employees with this rating.
Part-4 is to be used by the management committee of the Head Office. Marks are given
in the appraisal report out of 100 based on the following certain criteria mentioned in the
table. These marks are later considered by HR Department of Head Office for
recommending performance increment. These criteria and marks distribution have been
shown in the following table.
Interpretation
A total of 20 respondents are surveyed for the study. In terms of designation, the above table
5.1 shows that 5% of the respondents are from SPO, 15% from PO, 20% from SO, 25% from
Officer, 10% from Officer-Teller, 25% from Office Staff.
Table 5.2: Gender of the respondents
Gender Frequency Percentage
Male 14 70%
Female 6 30%
Total 20 100%
Source: Questionnaire Survey
Interpretation: It is shown in the above table 5.2 that the percentage of male and female in total
respondents is 70% and 30% respectively.
Interpretation: A total of 20 respondents has been surveyed for the study. In terms of length
of service, above table 5.3 shows that 40% of the respondents come under the length of Service
of 0-4 years, 30% from 5-9 years, 20% from 10-14 years, 10% from 15 or above.
Table 5.4: Appraised by Formal Performance Appraisal Tool
Feedback Frequency Percentage
Yes 20 100%
No 0 0
Source: Questionnaire Survey
Interpretation: All of the respondents answered that their performance is appraised once
in a year.
Table 5.6: Appraiser of Performance
Feedback Frequency Percentage
Immediate Supervisor 4 20%
Peer 0 0%
Self 0 0%
Subordinate 0 0%
Any other- branch manager 16 80%
All 0 0%
Source: Questionnaire Survey
Interpretation: Traits evaluated in appraisal of performance is similar for all employees. Total
seven traits are appraised for overall appraisal of an employee. These traits are-job knowledge,
skills, abilities, personality, behaviors towards others, effectiveness, efficiency. The rater gives
score to the appraisee that best describes him based on the level of existence of the above traits.
Table 5.8: Methods used in Appraisal
Feedback Frequency Percentage
Self-Assessment 0 0%
Annual Confidential Report 16 80%
360 Degree Appraisal 0 0%
Electronic Performance Monitoring 0 0%
Any other-Graphic Rating Scale 4 20%
Source: Questionnaire Survey
Neutral
3 3 9 -0.65 0.4225
20 73 12.1125
Source: Questionnaire Survey
𝑋 )2
∑ ( 𝑋𝑖 – ̅̅̅̅ 12.1125
SD =√ =√ = √0.6375 =0.798
𝑁−1 19
Interpretation
It is found out that the mean value is 3.65 which is more than the standard average value 3. It
indicates that most of the respondents think that the performance appraisal system is well
informed & understandable in JBL. On the other hand, the value of CV is only 0.22 which is
less than 1, so there is lower variance in response of the employees. It means that the feedback
of every employee is consistent.
Table 5.10: Objective Based Performance Appraisal System
Neutral
3 6 18 -1.3 1.69
20 86 18.45
Source: Questionnaire Survey
_ ∑xi fi ∑xi fi 86
X = ──── = ──── = ──── = 4.3
∑fi N 20
𝑋 )2
∑ ( 𝑋𝑖 – ̅̅̅̅ 18.45
SD =√ =√ = √0.971 =0.985
𝑁−1 19
Coefficient of Variation: SD/Mean= 0.985/4.3=0.23
Interpretation
It is found out the mean value is 4.3 which is more than the standard average value 3. It
indicates that the most of the respondents showed positive attitudes to the statement that
performance appraisal system of their branch is based on specific objectives such as for
identifying training needs, promotion, annual requirement etc. Moreover, since the value of
CV is only 0.23, so there is low variance in feedback of the employees. It means that the
feedback of every employees is consistent.
Table 5.11: Setting Performance Appraisal Objectives
Neutral
3 15 45 -0.1 0.01
20 62 10.05
Source: Questionnaire Survey
𝑋 )2
∑ ( 𝑋𝑖 – ̅̅̅̅ 10.05
SD =√ =√ = √0.5289 =.727
𝑁−1 19
Interpretation
It is found out that the mean value is 3.1 which is slightly more than the standard average value
3. It indicates that the respondents are perhaps neutral with the statement that the appraiser
jointly sets performance objectives with me. Moreover, since the value of CV is only 0.234
which is less than 1, so there is lower variance in feedback of the employees. It means that the
feedback of every employees is consistent and appraiser does not jointly set performance
objectives with them.
Table 5.12: Employees Awareness of Performance Appraisal System
Neutral
3 5 15 -0.7 0.49
20 74 12.45
Source: Questionnaire Survey
𝑋 )2
∑ ( 𝑋𝑖 – ̅̅̅̅ 12.45
SD =√ =√ = √0.655 =0.8095
𝑁−1 19
Interpretation
It is found out that the mean value is 3.7 which is more than the standard average value 3. It
indicates that the respondents are slightly agree with the statement employees are fully aware
of the performance appraisal system in this branch. Moreover, since the value of CV is only
0.219, so there is low variance in feedback of the employees. It means that the feedback of
every employees is consistent.
Table 5.13: Feedback with Necessary Guidelines
Neutral
3 4 12 0.5 0.25
20 50 11.25
Source: Questionnaire Survey
_ ∑xi fi ∑xi fi 50
X = ──── = ──── = ──── = 2.5
∑fi N 20
𝑋 )2
∑ ( 𝑋𝑖 – ̅̅̅̅ 11.25
SD =√ =√ = √0.592 =0.769
𝑁−1 19
Interpretation
It is found out that the mean value is 2.5 which is less than the standard average value 3. It
indicates that the respondents showed negative attitudes towards the statement that the
appraiser provides me feedback with necessary guidelines to improve performance. Moreover,
since the value of CV is only 0.308, so there is lower variance in feedback of the employees.
It means that the feedback of every employees is consistent.
Table 5.14: Rating Nature
The appraiser can give me any rating he wants and there is hardly anything I
can do.
- -
Scale xi fi fixi (xi-x) (xi-x)2
Strongly disagree 0 0 -3.5 12.25
1
Disagree
2 1 2 -2.5 6.25
Neutral
3 2 6 -1.5 2.25
20 90 21.25
Source: Questionnaire Survey
_ ∑xi fi ∑xi fi 90
X = ──── = ──── = ──── = 4.5
∑fi N 20
𝑋 )2
∑ ( 𝑋𝑖 – ̅̅̅̅ 21.25
SD =√ =√ = √1.118 =1.057
𝑁−1 19
Interpretation
It is found out that the mean value is 4.5 which is more than the standard average value 3. It
indicates that the respondents probably strongly agree with the statement that the appraiser can
give any rating he wants and there is hardly anything I can do. Moreover, since the value of
CV is only 0.235, so there is low variance in feedback of the employees. It means that the
feedback of every employees is consistent.
Table 5.15: Existing Performance Appraisal System Motivates
Neutral
3 6 18 0.4 0.16
20 52 10.8
Source: Questionnaire Survey
𝑋 )2
∑ ( 𝑋𝑖 – ̅̅̅̅ 10.8
SD =√ =√ = √0.568 =0.754
𝑁−1 19
Interpretation
It is found out that the mean value is 2.6 which is less than the standard average value 3. It
indicates that the respondents don’t agree with the statement that the existing appraisal system
motivates them to work hard. Moreover, since the value of CV is only 0.29, there is lower
variance in feedback of the employees. It means that the feedback of every employees is
consistent.
Table 5.16: Strengths of Performance Appraisal System of JBL
Feedback Frequency Percentage
Helps to identify T & D needs 0 0%
Interpretation
When asked about the strengths of existing performance appraisal system, 40% respondents
answered that it helps to find the valid grounds for pay increment. 50% employees preferred
answering that existing performance appraisal system helps to identify the employees who are
very good and deserve promotion. The rest of the respondents focused that strength of the
existing appraisal system is to boost up motivation level of the appraisee.
Interpretation
In identifying weak points, 50% respondents answered that there are errors in rating like
strictness/leniency and 20% says the branch manager does not have enough knowledge about
his subordinates. Around 25% respondents emphasized choosing the option tendency to take
undue advantage by the rater as a weak point from the checklist. The rest of the respondents
feared in answering.
Table 5.18: Steps taken against poor performers
Feedback Frequency Percentage
Arrangement of T & D 0 0%
Reallocation of the job 3 15%
Demotion 0 0%
Any other- Asking for Show Cause 15 75%
Fringe of Benefit 2 10%
Source: Questionnaire Survey
Interpretation
75% respondents answered that in case of identification of poor performers, the rater asks for
show cause letter to explain his underperformance. 15% of the respondents preferred to the
option reallocation of the job while identifying of underperformance. The rest of the 10%
replied that their benefits are fringed for a definite period as a measure of punishment.
Interpretation
The respondents gave a set of steps to be taken by JBL to improve performance of the
employees. 40% of the respondents proposed to reduce rating error while conducting appraisal
being fair and impartial. 20% respondents recommend to use modern appraisal methods like
360 Degree Appraisal, Management by Objectives (MBO). The another 20% focused on
feedback because it makes them aware about their lacking and to rectify them. Out of the rest
of the respondents, 10% of the respondents argued that they should be given chance for self-
assessment and another 10% stated that the objectives should be jointly set by employees and
the appraiser.
5.2 Findings of the Study
After the questionnaire survey and analyses of the study, some remarkable findings have been
identified which are summarized below:
Janata Bank Limited uses confidential report system for appraising the performance of the
employees. Confidential Report is a descriptive report prepared generally at the end of every
year by the employees’ immediate superiors. The impressions of the superior about the
subordinates are merely recorded. It is mostly being used by the Government organizatio ns in
Bangladesh as a tool to appraise the performance of their employees and to take necessary
actions. In this method, subordinate is observed by his superior regarding his performance in
the job and on his duties done. After that, superior writes confidential report on the
performance of the subordinate, mainly on job knowledge, awareness & obedience to banks
policy, concentration and devotion in banking activities, behaviors towards the clients and
colleagues, cleanliness, dependability, commitment, quality and quantity of work, analytica l
ability, decision making, honesty, timely attendance, leadership, interpersonal skills,
marketing skills, presentation skill and remarks if any and keeps all the things in the form of
writing. It highlights the strong and weak points of the employees’ behavior. This technique is
normally used with a combination of the graphic rating scale because the rater can elaborately
present the scale by substantiating an explanation of his ratings. Confidential report is kept
confidential and is not revealed to anyone and finally it is forwarded to the top manageme nt
officials in a sealed envelope for taking decisions on whom confidential report has been made.
Confidential reports are the main criteria for facilitating promotion, increasing pay, transferring
or terminating of any employees.
The weak points of the Performance appraisal system of JBL are described here briefly. The
appraiser does not provide any feedback to the employees why their ratings have fallen, why
they are underrated, what mistakes are to rectify and how to improve performance. Employees
may face the either positive or negative consequences of the appraisal. In JBL, confidentia l
report is written only by Branch Manager though according to theory it should be written by
immediate supervisor. Rating errors are huge because the manager has lack of knowledge
about subordinates and strictness/leniency problem is severe. It is the immediate supervisor
who knows well the strong and weak points of the employees working under him, not the
branch manager. The appraisal is supposed to be fair and impartial but in reality, there is huge
outsiders influence like political pressure and pressure from top management personnel, unions
on the branch manager to provide positive report about a particular employee so that the
employee can easily get promotion. Most of the employees flatter the branch manager to
manage unethical advantage. Sometimes, in fear of poor rating, non-management employees
show interest in doing personal jobs of the branch head for example, go for buying the daily
necessaries or buying treasury bill from Bangladesh Bank, picking and dropping the children
from school to home. In some cases, branch manager is seen to exploit undue advantage from
female employees through sexual harassment. By offering bribe, some employees want to get
high rating to smoothen the path of promotion or salary increment.
Chapter-6
6.1 Conclusion
This study has tried to find out the attitudes of employees towards performance appraisal
system of JBL. Most of the employees have negative attitudes about the performance appraisal
system of JBL. A questionnaire survey has been conducted to identify the attitudes of
employees towards the existing performance appraisal system of JBL. JBL appraises the
performance of the employees only by branch manager of the respective branch once in a year
using the oldest appraisal tool, confidential report in combination with graphic rating scale,
that has been already obsolete. There is a scope of biasness, unfairness, rating errors, tendency
to take undue advantage etc. Nowadays, many modern appraisal method has emerged like 360-
degree appraisal, MBO, Assessment Centre etc. If the employees are involved in performance
appraisal of themselves, peers, subordinates or bosses, they will feel empowered and valued
that will motivate them to work effectively and efficiently. From the study, it is understood
that the existing performance appraisal system is not out of criticis m of the employee as they
hold negative attitudes towards it in some extents.
6.2 Recommendations
A good performance appraisal system allows the appraisee to get feedback about his
performance and to identify areas of improvement. In fair appraisal, best performers get better
pay and benefit packages that motivate a great extent and underperformers get penalized. To
ensure a good performance appraisal system in JBL, it is needed to solve the findings first of
all. Here some recommendations are prescribed that may be followed by the Management of
JBL to avoid the lacking.
Please give a tick mark (√) which is appropriate to you. You can give more than one tick
mark if necessary
1. Is your performance appraised by formal performance appraisal tool?
a) Yes b) No
2. How frequently does your performance is appraised?
a) Monthly b) Quarterly c) Biyearly d) Yearly
3. Who do appraise your performance?
o Immediate supervisor
o Peer
o Self
o Subordinates
o Any other……
o All of the above
4.What are the traits evaluated for appraisal of your performance?
Job Knowledge
Skills and ability
Personality
Behaviors towards others
Effectiveness and efficiency
Any other……
All
5. What are the performance appraisal methods used to appraise your performance?
o Self-Assessment
o Annual Confidential Report (ACR)
o Management by Objectives(MBO)
o 360 Degree Appraisal
o Electronic Performance Monitoring
o Any other………………………
Statements for finding out your attitudes towards existing performance appraisal system
of JBL.
Strongly agree 5
Agree 4
Please give a tick mark (√) in any cell which is
Neutral 3
appropriate for your comment
Disagree 2
Strongly disagree 1
SL Questions 5 4 3 2 1
6 The performance appraisal system is well informed & understandable in
JBL
7 Performance appraisal system of my branch is based on specific
objective.
8 The appraiser jointly sets performance appraisal objectives with me
9 Employees are fully aware of performance appraisal system in this
branch.
10 The appraiser provides me feedback with necessary guidelines to
improve the performance.
11 The appraiser can give me any rating he wants and there is hardly
anything I can do.
12 The existing performance appraisal system motivates me to work hard.
14. What are the weak points of performance appraisal system of JBL?
Absence of sound knowledge about subordinates
Errors in Rating
Tendency to take undue advantage by appraiser
Any other-
15.What steps are taken identifying poor performers?
o Arrangement of T & D
o Reallocation of the job
o Demotion
o Dismissal
o Any other-
16. According to you, what steps should be taken for improving performance apprais al
system?
Bibliography
Bank Limited, J. (2019). Annual Report 2018. Retrieved 14 September 2019, from
https://www.jb.com.bd/includes/pdf/annual_report/annual_report_2018.pdf
Davis, K. (2002). Organizational behavior (11th ed., p. 207). New York: McGraw-Hill.
Dessler, G. (2003). Human resource management (9th ed., pp. 241,243-245,254,256). New
Delhi: Prentice-Hall of India Private Limited.
Khan, F. (2018). Performance Appraisal & Management System of IDLC. Academia, 8,10,22-
30. Retrieved from
https://www.academia.edu/37588726/Performanc e_Appraisal_and_Management_System_of
_IDLC
Mishra, D. (2013). Employee Appraisal System Case of Hong Kong and Shanghai Banking
Corporation (Hsbc Bank. International Journal Of Business And Management Invention, 2(2), 61.
Rahim, S., & Islam, D. (2019). Performance appraisal system of Mercantile bank limited: An
evaluation. Journal Of Business & Retail Management Research, 13(04), 4-5, 6-10. doi:
10.24052/jbrmr/v13is04/ art-28