Performance Management System of Banglalink Essay

The mark an employee receives in his/her evaluation plays a very important role in his/her chances of promotion. Banglalink uses the public presendation reassessment form which is gener whollyy termed as Adjective Checklist The Performance Review forms be sent to all the people who act as supervisors of a certain descend of employees. The supervisors are instructed to esteem their subordinates They are specifically instructed to evaluate the job effect of the employee and not to evaluate the employee himself or herself as a person. The supervisor call fors out the form himselfDuring his evaluation, he may consult with the employee if the supervisor has any remarks he puts them on the form also. After all these are completed, he assigns marks on the rating. The marks are specified on the form. After the supervisor completes his evaluation, his section head reviews the form If he has other(a) thoughts about the person evaluated, he then consults both the supervisor and the sub ordinate, whose performance was evaluated, and then clarifies the matter. He then gives his own remarks. Then the form is sent to the Departmental Head, who gives the final acknowledgement when he assesses that everything is in order.Thus all the filled out forms are gathered and sent to the Banglalink head-office, where these forms are grouped and arranged Then the top charge reviews these forms. They evaluate the markings trustworthy. Then they gage make a certain judgments on the employees abilities and performance The amaze puzzle of the employee and his current salary along with the marks and recommendations he received are combined to make a matrix With this matrix, the employees development is calculated. pic Appraisal Feedback After the evaluation has been done, the top management makes their decisions nd forms emerging plans Where the evaluation results are not satisfactory, the top management asks for more entropy After getting the culture, they sit with the Depart mental Head of the employee under interrogation and then they proceed to assess the situation. Later they discuss the situation with the rater and the employee he rated and then they make their decision. When the evaluation results are positive and the top management has made their decisions about the employees increments or promotion, the employees are given the information in an informal manner.Thus, they are assured of the assessment that has been made of them. In this way they are kept motivated. 3. interrogation Methodology Type of Research The project falls in the category of exploratory and descriptive research, i. e, a research designed to evaluate the Performance Appraisal of Banglalink. This applies to the research part. antecedent to that, the organizational part is helpful for the clear understanding of the existing position of Banglalink and also serves the purpose of the exploratory.Besides, a limited scale of causal research has been also included to examine the c ause and effect relationship among variables. staple fiber Research Method The basic research method in this supposed Knowledge, field survey and practical orientation. In that the annual report and websites were the major(ip) source of alternate data. Besides, the discussion with the concerned managers/employees (Primary data) yielded the additional information to fill up the gaps and helped in clear understanding. Sources and Method of data collectionTo bunk out the research study, data has been collected both from primary winding and secondary sources Primary Data Primary data have been collected as follows Structured Questionnaire Keeping the problem statement in view, a number of questions in the form of checklist had been formulated. The checklist had been the main tool for relevant question to the primary data sources to formulated the operational definition of the problem statement and merely find out the area of study. Questionnaire were developed incorporating mixed type of questions. wiz type of questionnaire for the managers at Banglalink and the other type is for employees. Some questions were common for all while some questions were exclusive for either group. Questionnaires were designed in such(prenominal) a way so that all-important elements of the performance appraisal governance can be covered by it. After questionnaire formulation, an exhaustive and study discussion was conducted and necessary adjustments were made. Pretest for screening of the questionnaire has been carried out. After pretest, the final questionnaire has been prepared.