Tag: promotion

Performance Appraisal

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Performance:

The degree of accomplishment of any task is called performance.

Appraisal:

Any criteria through which performance of any employee can be evaluated.

Performance Appraisal:

“It is a process of determining and communicating to an employee that how he/she is performing on job and ideally establishing a plan of action.”

It has three basic tasks to do,

1. Determine what employee doing
2. Communicate with employee about his performance
3. Set a plan of action for training needs if required.

Uses of Performance Appraisal

– Promotion
– Compensation
– Performance
– Training
– Firings (Layoffs)
– Transfers
– Test Validation
– Motivation

The above are some uses of Performance appraisal.

Determinants of Performance Appraisal

Efforts:

“Amount of energy individual uses to perform a task.”

Ability:

“Personal characteristics which a person uses to perform a task.”

Role Perception:

“Direction in which individuals believe that they should generalize their efforts.”

Individual Human Potential = (Inborn Abilities + Acquired Abilities) x Attitude

Process of Performance Appraisal

1. Establish the performance standard with employees
2. Mutually set measurable goals
3. Measure actual performance
4. Compare actual performance with standards
5. Discuss the performance evaluation with employee
6. If necessary, go for immediate corrective action.

Methods of Performance Appraisal

1. Graphical Rating Scale Method

“A scale that list a number of traits and a range of performance for each. The employee is then rated by identifying the scale that best describe his or her performance for each trait.”

Typical Graphic Rating Scale (Example)
Employee Name……………….        Job title ……………..

Department …………………….       Rate ……………

Data …………………………….

TraitsUnsatisfactory

Fair

Satisfactory

Good

Outstanding

Quantity of work: Volume of work under normal working conditions
Quality of work: Neatness, thoroughness and accuracy of work Knowledge of job
A clear understanding of the factors connected with the job
Attitude: Exhibits enthusiasm and cooperativeness on the job
Dependability: Conscientious, thorough, reliable, accurate, with respect to attendance, reliefs, lunch breaks, etc.
Cooperation: Willingness and ability to work with others to produce desired goals.

Table Reference

2. Alternation Ranking Method

“Ranking the employees from best to worst on a particular trait choosing highest then lowest until all are ranked.”

3. Paired Comparison Method

“Ranking the employees by making a chart of all possible paires of the employees for each trait and then indicating which is the better employee of the pair.”

4. Force Distribution Method

“It is similar to the grading on curve. Predetermined percentages of the ratees are placed in various performance categories.

5. Critical Incident Method

“Keeping a record of uncommonly good or undesirably bad examples of an employee work related behavior and reviewing it with employee at predetermined times.

6. Behaviorally Anchored Rating Scale (BARS)

“An appraisal method that aim at combining the benefits of narrative critical incidents and quantified rating by anchoring a quantified scale with narrative examples of good and poor performances.”

Steps to create BARS

6.1 Generate critical incidetns

6.2 Develop performance dimensions

6.3 Reallocation of incidents

6.4 Scale the incidents

6.5 Develop a final instrument

An Example of Behaviorally Anchored Rating Scale (BARS)

Performance

Points

Behavior

Extremely good7Can expect trainee to make valuable suggestions for increased sales and to have positive relationships with customers all over the country.
Good6Can expect to initiate creative ideas for improved sales.
Above average5Can expect to keep in touch with the customers throughout the year.
Average4Can manage, with difficulty, to deliver the goods in time.
Below average3Can expect to unload the trucks when asked by the supervisor.
Poor2Can expect to inform only a part of the customers.
Extremely poor1Can expect to take extended coffee breaks and roam around purposelessly.

Table Reference

7. Management By Objective (MBO)

“It involves setting specific measurable goals with each employee and then periodically reviewing the progress made by the employee.”

Introduction to Marketing

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Definitions of Marketing

There are many definitions of marketing. The better definitions are focused upon customer orientation and satisfaction of customer needs.

“Marketing is the social process by which individuals and groups obtain what they need and want through creating and exchanging products and value with others.”
– Philips Kotler

“Marketing is the management process that identifies, anticipates and satisfies customer requirements profitably.”
– The Chartered Institute of Marketing (CIM)

The CIM definition looks not only at identifying customer needs, but also satisfying them (short-term) and anticipating them in the future (long-term retention).

“Marketing is a total system of business activities which is design to plan, price, promote and distribute the want satisfying products or services to the target market in order to satisfy their needs and demands.”
– Williams J. Stanton

“The right product, in the right place, at the right time, at the right price-”
– Adcock

This is a snappy and realistic definition that uses McCarthy’s Four Ps.

The Philosophy of Marketing and the Marketing Concept

The marketing concept is a philosophy. It makes the customer, and the satisfaction of his or her needs, the focal point of all business activities. It is driven by senior managers, passionate about delighting their customers.

“Marketing is not only much broader than selling, it is not a specialized activity at all It encompasses the entire business. It is the whole business seen from the point of view of the final result, that is, from the customer’s point of view. Concern and responsibility for marketing must therefore permeate all areas of the enterprise.
– Drucker

“This customer focused philosophy is known as the ‘marketing concept’. The marketing concept is a philosophy, not a system of marketing or an organizational structure. It is founded on the belief that profitable sales and satisfactory returns on investment can only be achieved by identifying, anticipating and satisfying customer needs and desires.”
– Barwell

Now that you have been introduced to some definitions of marketing and the marketing concept, remember the important elements contained as follows:

1. Marketing focuses on the satisfaction of customer needs, wants and requirements.
2. The philosophy of marketing needs to be owned by everyone from within the organization.
3. Future needs have to be identified and anticipated.
4. There is normally a focus upon profitability, especially in the corporate sector. However, as public – sector organizations and not-for-profit organizations adopt the concept of marketing; this need not always is the case.
5. More recent definitions recognize the influence of marketing upon society.