Presenetations for Hrm
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Transcript of Presenetations for Hrm
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8/8/2019 Presenetations for Hrm
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HUMAN RESOURCE
MANAGEMENT
Group Members:
Amal Javaid
Ayana Qureshi
Ayyaz Farrukh
Nizami
Maaz Mansoor
Usman Bajwa
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Pakistan Tobacco Co. Ltd.- part of British American
Tobacco.
PAKISTAN TOBACCOCOMPANY
PTCs operations inPakistan began in 1947.
PTC produces high quality
tobacco products.
Emphasis on the
appraisal management of
its employees.
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Appraisalperiod at
PTC covered
a calendar
year.
Introduction of anew form for
management
evaluation.
Identificationof Individuals
for appraisal
Open
System ofAppraisal
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At Pakistan Tobacco Company, the
overall performance was rated on a 6
points scale. Later the 6 point scale
was compressed into 4 point scale.
#1
Mr. Shireen Khan, the Assistant
Manager in accounts served PTC for
32 years.
#2
Worked for 16 years in Finance and
finally was promoted after 6 years as
Assistant Manager.
# 3
Mr. Zahid had to reduce overtime by
5%.
#4
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For the management
appraisal at PTC, normal
distribution curve was used.
According to them about
60% of the employees lie in
the middle ranks, C.
20% of the employees lie
in lower rank that is D and
E. The remaining 20% lie
in higher rank i.e. A and B.
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ZAHID S APPRAISAL
RECENT WEAKNESSESACADEMIC
ATTAINMENT
Qualitative statements
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STRENGTHSANDWEAKNESSES
OBJECTIVES OF APPRAISAL SYSTEM AT PTC
TO IDENTIFYDEVELOPMENT
NEEDS OF
EMPLOYEES.
A STANDARDSYSTEM OF MERIT
RAISES
ASSESS AND
IDENTIFY
APPRAISEES
CAREER
ASPIRATIONSAND HIS/HER
POTENTIAL
ENCOURAGE
APPRAISEESTO CLOSELY
MONITOR
EMPLOYEES
IDENTIFYING THESTRENGTHS AND
WEAKNESSES OF
EMPLOYEES.
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III) Only sections I and II of the
appraisal form were shown to the
appraisees and they were
required to sign the report
iv) Mr shireen khan felt there was
too much of routine work and the
goals that were being provided to
him were unclear.
v) Mr Mustafa felt that to tell an
appraisee upfront his
weaknesses was hell-of-a job.
Useful to only verbally inform
the appraisees about their
weaknesses rather than formally
write them in the report.
No matter how objective one
might be in appraising, those
being appraised always felt that
they were the victims of prejudice
and unfair assessment
Mr Haq said that zahid seems
to take criticism very negatively
Qualitative statements
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Qualitative statements
vi) Zah
id bla
med His assistants
The fact that he did not get enough time to settle down in his job.
The tools given to him to operate in the new job were also inadequate
vii) Mr haq was also assessing the advantages and disadvantages ofan open disclosure
system.
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ProblemsFaced by
PTC
Sharing
Weaknesses
with olderand
other
employees
Conflicting
thoughts
between Mr.
Haqand Mr.
Zahid
Drawbacks of
Normal
distribution
Open
Disclosure
appraisal
system
Objectives
assignedto
employees are
vague
Problems and Justification
Objectives
should be
SMART
Damages employee
morale
Departmentalinequities
Some one has to
lose typically 20% in
PTC.
Unfair comparisons
Breed Competition
B/w employees
Make an employee
more hesitant and
cautious about their
performances
Culture does not
support this for of
system
Sentiments
and feelings ofemployees
Convince
subordinates
Zahid was notaccepting his
weaknesses andwas blaming
others.
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Core Problem
The core issue faced by PTC is the inability to
effectively disclose the weaknesses of their
employees upfront with the objective of improving
performance and to identify development needs of the
employees.
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Separate goals & objectives identification for every employee.
a) Specific b) Measurable c) Timely d) Relevant e) Achievable
Management should share the feedback with the
older employees effectively.
Employees should be trained to own up to their area of performance
Inefficient employees should not be on the pay roll.
Employees should be trained to take criticism and feedback positively
The appraisal system should be benchmarked in order to deal with the feelings of the
management being prejudice amongst employees.
Open Appraisal System:
1) Past Two Years Performance
2) Dependability of the Employee
Solution and Recommendations