LTD'

), we have the intention to study on Buman +esource7anagement regarding performance appraisal.

Sco)e of t*e St"(&

Performance appraisals are systematic ways of measuring,reviewing and analy-ing employee

performance over a given periodof time and using the information gathered to plan for the
employeesfuture with the organi-ation. This periodical, impartial feedbac' isused to judge employee
effectiveness as well as provide necessarydevelopment and training to improve the employees
contributions tothe organi-ations goals.mployees are the most significant resource of anybusiness,and
performance appraisals reflect the organi-ations commitment indeveloping this important resource of
human capital. Performanceappraisals grant upper management an opportunity to rewarde"cellent
performance or reprimand unsatisfactory performance. Thispowerful managerial tool should directly
reflect the overallorgani-ations goals and objectives$ the employee assessmentshould provide useful
feedbac' about the employees contributions or lac' of contributions toward these goals.

Review of Performance Appraisal System of EBL

12

Met*o(olo,& of t*e Ass#,n%ent

@hile preparing this report, we were very much strict on correctinformation, data collection of
managerial style practice andperformance analysis. sing all these, we tried our best toaccomplish
objectives.The report is originated from both primary and secondary datasource.

Primary data:

%ace to face conversation with employees.

(y arranging appointment with top officials of the company.

Secondary data:

1ompany)s brochure.

1ompany)s website.
L#%#tat#on of t*e Ass#,n%ent

Review of Performance Appraisal System of EBL

13

The scope is limited to the strategy formulation, evaluation andimplementation.There was a great
difficulty of finding appointment of the topofficials of (9. Although tal'ing to the officials interviewing
few personnel of different level of B+ Eepartment and top level management andtal'ing to personal
references was helpful, still we could notcover in depth analysis on the above*mentioned topic.Fetting
relevant papers, documents and information werestrictly prohibited.To protect the organi-ational loss in
regard of confidentialitysome areas of the report are not in depth.+estriction on time and resources of
data.