HPT20103/L2

UNIVERSITI
MALAYSIA KELANTAN
SEMESTER OF FEBRUARY 2021/2022
HUMAN RESOURCE MANAGEMENT

GROUP ASSIGNMENT:

“APPRAISAL SYSTEM”

LECTURER’S NAME: DR. MARLISA BINTI ABDUL RAHIM

CLASS: L2
GROUP: 8
GROUP MEMBERS MATRIC NUMBER
MUHAMMAD HAKIMI BIN ABDULLAH H20A1243
NIK ALIF FAHMI BIN NIK MOHD ASSRI H20A1340
HADZLEEN NUR SYARFAQILA BINTI HAMDEN H20A1156
JENNIFER JAWAT ANAK NYAMBONG H20A1177
NUR ATILLA ALYSHA BINTI MOHAMAD RIDZUAN H20A1484
NURUL AYU WAHIDAH BINTI HANIFAH H20A1668
NUR AFEEQA ILANI BINTI NORAZUKI H20A1433
NURUL SHAHIRAH BINTI MAIYURIZAL H20A1697
NOR NABIHAH BINTI ZAKARIA H20A1932
ROSYAZLEEN BINTI RAHIM H20A1737
SITI NOORIHAN BINTI RAZALI H20A1780
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SUBMISSION DATE: 15 MAY 2022

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INTRODUCTION:
An appraisal system is a systems measure employee performance against
previously-agreed goals, set future objectives and give staff guidance on their
developmental and training needs. They help managers identify both achievements
and shortfalls in performance, and give a framework to guide future improvements.
Appraisal systems are often misunderstood and mismanaged. Careful preparation and
understanding is required if the appraisal process is to be successful, worth while and
relevant.

THE APPRAISAL INTERVIEW:

The appraisal interview is a difficult process for most managers. To conduct a

successful interview, several abilities are required. In this case, the term "interview" is
a misnomer. The manager and his subordinate must sit down together to examine the
subordinate's previous performance, set goals for the following time period, and
discuss how the management may assist the subordinate in overcoming any work-
related challenges.

An ongoing programme of counselling and coaching subordinates must

include an appraisal discussion of this sort, so that they are always improving their
knowledge and abilities. As a result, the appraisal system must be integrated with the
organization's training and development programme.

The appraisal system have many effectiveness such as are integrated into a
performance management system, receive top management support, are acceptable
and understandable and customized to the needs of the organizations. Appraisal
performance are essential for the growth of a company and the employee. It helps the
company to find out whether the employee is being productive or is a liability. It helps
the employee to find out where his / her career is heading. It is an essential part of HR
management.

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VIDEO OF THE APPRAISAL INTERVIEW:

For the video part 1 about the appraisal interview, we made a video between a
manager and two employees. Its about the employee performance in 10 month their
working in the company. The manager talking about these meetings being held is
relaxing to meet employees without involving work and the manager remain the
employee that is just a appraisal interview session only.

The manager asked the first employee about the attendance issue. It because,
this employee always come late to the office even thought she is a good employee in
manage the project. Manager asking his employee to give a reason why always come
late. After the first employee has been give his statement regarding the issue of late to
the office, the manager continues the appraisal interview session with the next
employee. She also ask this employee about his performance during working time.
This employee always emotional in preparing his work and she also want this
employee to give a reason why being emotional. So that she can give some advice to
both of this employee.

Lastly, after complete a problem sharing session, the manager advises the
employees to solve this problem as soon as possible because it bring affect on his
work performance and also affect the company. She also asked his employees to see a
counselor if they had a problem and were embarrassed to share the problem with her.

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COUNSELING EMPLOYEE:

Employee counselling is an essential component of performance reviews and

possible appraisals if they are to achieve their primary goal of assisting employees in
improving and developing. Employees may become even more dissatisfied following
counselling if it is not handled professionally and gently.

Counselling is defined as the assistance provided by the supervisor to

subordinates in analysing their performance and other workplace behaviours to
improve their performance. Counselling is often utilized in the context of coaching
and performance evaluation. This type of analysis highlights not only the possibility
for development but also the training requirements for future enhancements.

Employee counselling is a method of understanding and helping individuals

who have technical, personal and emotional adjustment problems interfering with
their work performance.

VIDEO OF THE COUNSELLING EMPLOYEE WITH PROBLEMS:

For the video part 2 about the counselling employee with problems, we made a
video between a counsellor, manager and two employees. It’s about the employees
who had a problem with other employee at their workplace. The manager told the
employee to feel free telling their problems to the counsellor because they will protect
the privacy of their client unless it can be harmful to company or others. The goal of
this session is to find a solution to solve the employee’s problems.

The counselor asks the first employee about the problem he face. He has a
problem with his counterpart. His counterpart is the kind of person who need to be
told first to do the job and if not he won’t do it at all. In this case, the client need to
sit down and have a slow talk with his counterpart and tell him to do the job without
being told and not expecting him to do all the work. Next, the counsellor asks the
second employee about the problem she face. Well, the problem is similar to the first
one but this time she has problem with her colleagues. Her colleagues like to slow
down her work time rather than working she prefer to gossip and make up stories with
her other friends. Her colleagues don’t care about her feeling and regularly comes to
work late. In this case, she need action to reprimand her colleagues. She need to report

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this kind of behaviour to the superiors so they can take immediate action on her
colleagues because it will bring more problems if they don’t resolve it.

Lastly, after complete a problem sharing session, the counsellor advice the
employees to solve their problem immediately because it will bring effect on their
work performance and also to the company image. The counsellor also asked her
client to see her again if they had a problem in the future.

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AFTER APPRAISAL INTERVIEW

In this part we try to highlight the situation after the appraisal interview was
going on in every company or an organization’s that mostly faced the same situation
in handling employees after the appraisal interview. In this section, there are three
situation that commonly happened in an organization when the appraisal interview
has been done. Basically, employees who are unable to perform satisfactorily after all
assistance has been provided so that they can improve may need to be dismissed.
Continuing to employ poor performers is bad for the morale of the employee himself,
his supervisor, and his colleagues.

Appropriate follow-up action must be taken after a discussion has been held
between the supervisor and each of his subordinates. Most medium to large sized
companies give a reward like bonuses and salary increments to their employee’s If
they performance well and achieves the goals of the organization. Beside if the
employees are trying to do a good job but is unable to reach reasonable standard,
organization will be giving them a training and so on. The organization also will be
giving their employee’s seminar and so on to improve their employee to be better and
perform well in future. But after giving an opportunity to improve the employee that
reach reasonable or still in below standard, they will measure again their employee’s
or subordinate work. If the employees or subordinate that still not perform well, he or
she may be dismissed from the organization.

Besides that, managers need to deal with an employee’s poor performance as

best as possible to improve their performance in a good standard because not only
recruited and trained involve a high cost but firing the ineffective employee also
costly. At the same time, the organization need to follow the guidelines which need to
be followed before an employer dismisses an employee on the grounds of poor
performance that The Industrial Court has been established for example it is common
practice for employers to give up to three written warnings to an employee’s whose
performance is not satisfactory. The procedure needs to follow up because of to
ensure employees have adequate time to improve their performance. If the period time
was given to the employees expires the organization will be made and take a right
decision.

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VIDEO OF AFTER APPRAISAL INTERVIEW:

For this section, we made two situation that we think it interested to discus and
we try to show the reaction and action that involves in those two situations, the first
situation that we make it as a short drama is the situation where’s the good employee
or in other words the employees that perform well, give, and contribute his work as
best as possible at the organization. Because of that, the employer satisfied with the
job that’s very good and honoured to give his employees a best reward. As we know
that rewards can stimulate workforce an increase papacy and enthusiasm to person to
do a better job. Whereas the second situation revolves around the situation of how a
manager deals with employees who have problems and do not perform well in an
organization. Then, we can also see the situations where a manager uses his advantage
and discretion to evaluate an employee and use appropriate methods before
dismissing an employee without dismissing the employee arbitrarily.

CONCLUSION:

In conclusion, appraisal interview has been optimistically defined as the

process of identifying, observing, measuring and developing human resources in
organisations. In this study, the student can find the purpose of the appraisal interview
between leader and employee is to motivate employees by holding a dialogue
regarding the current work situation and problem at the workplace. This involves
facilitating good work performance, employee development and well-being.
Furthermore, a good appraisal interview will be an important tool for promoting a
good working environment. A valuable and useful appraisal interview depends on
recognizing this as a positive experience. By doing this study, in hope can help
student to be better able to deal with problem well in future. This assignment
encourages students to create unique, form a creative mind and thought-provoking
scenarios that provide exceptionally rich experiences for students.