Presented to: Mr. Farrukh Mohsin Presented by: M. Sheraz Khan S.M.

Khurram Zafar

Ghee Industry in Pakistan Sufi Ghee Industry Target Market

Competitors

HRIS Implementation

Needs Assessment Current Performance Appraisal System Objectives of Current performance appraisal system
Identifying employees for performance monitoring, salary increases, promotion, transfer and lay off or termination of services. Determining training needs for further improvement in performance. Motivating employees by indicating their performance levels.

To help each employee understand more about their role To increase mutuality between employees and their supervisors To help prepare employees for higher responsibilities in the future To provide an opportunity to each employee for individual goal-setting

Executive Performance Appraisal System

Self Appraisal Performance Review & Planning Performance Review Discussion Performance Assessment Suggestions for Job Rotation and Job Enrichment Final Assessment

Non-Executive Performance Appraisal System

Performance on the Job Job Knowledge & skill Multi-skill Utilization Conduct & behavior Punctuality & availability on job Innovativeness Cost & Quality Consciousness Initiative & Capacity to assume higher responsibility Housekeeping & safety consciousness

Halo / Horn Effect Central Tendency Regency Leniency Bias

HITS and WFMS Sage Abra HRMS Empxtrack

Proposed Action Plan at Sufi Ghee

To measure work performance To motivate and assist employees in improving their performance To provide objective information for making decisions on salary increases, promotions, bonus and transfers To provide a solid path for career planning for each individual

The performance appraisal is done on an annual / basis Everyone should have the opportunity to perform & develop according to the set objectives & agreed upon duties Department Heads & Managers involved in performance appraisals The performance evaluation program requires that an annual meeting be held with each employee To give a chance to Subordinates to evaluate their seniors a 360 Degree Evaluation

Planning meeting Writing performance appraisal Performance appraisal discussion Preparation, thinking, planning Total time consumed

1.5 hrs 1 hr 1.5 hrs 4 hrs 8 hrs

Online 360 degree approach In past only 180 Degree approach used Employee not happy with the evaluation has the authority to challenge

Conclusion