This research is being carried out to evaluate and present performance appraisal system in UAE. The company that is the subject of this research is Oman Insurance Company (OIC), a leading insurance company established in 1975 in Dubai…
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This paper illustrates that Oman Insurance Company (OIC) is a huge company whose total assets are in excess of DH 3.2 Billion and paid-up capital of DH 243.75 Million. It provides its customer with a variety and type of insurances and the security they need. The process of performance appraisal system in OIC consists of the following steps. Predesigned performance appraisal forms are distributed to respective line managers before the end of the year. The performance appraisal form contains various key success factors that have been identified for the performance of a certain position. These key success factors include both capabilities and competencies personal and work-related. Managers fill these form by ranking the employees on a scale of 6-10 based upon performance throughout the year, where 6 being lowest and 10 highest. The line manager has the discussion with the employee about the ranking identifying his strengths and weakness areas. An employee can give his own opinion as well and ask to change his rankings. If line manager disagrees he can contact HR manager. Based on the performance appraisal the development plan of an employee is formulated by the employee and the line manager in the form of SMART objectives for the next year. After developing the career path for the employee the action plan to achieve those goals e.g. training etc. are decided. In the end, these filled forms are sent to the HR manager, who updates the file of each employee for appropriate action such as compensation and benefit etc.
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The current study deals with an understanding of the capability of a performance appraisal system in influencing the employee performance within an organization. The focus of the study has been to understand whether there is a need to incorporate alternative measures within organizations to effectively influence organizational employees.
This research will begin with the statement that human resource has emerged to be one of the most important and integral facets of an organization. An organization has various forms of resources for it to function well and sustain in the market. Each resource is equally important but human resources or the workforce stands apart.
The aim of this research is to identify, describe, and critically analyze the factors, other than the traditional performance appraisal, responsible for employee performance in organizations and to conclude whether or not performance appraisal is a significant factor responsible for employee performance in organizations.
It takes care of the Nakheel’s talent which it needs to harness over a period of time. The process of performance appraisal brings together the individual and organizational development that is taking place within the organization. Nakheel looks forward to having the best possible partners which are there within the business operations and Kenexa makes it possible for it.
The overall pattern of the evolution is ascending. It means that there has been a gradual advancement in the human society, ever since it came into being. The advancement in science and technology, on one hand, is making our society a knowledge society and making the world a global village where physical boundaries are disappearing.
According to the discussion that there are some collaborative techniques that employers use in order to evaluate employee performance and these techniques can be quite helpful in conducting performance appraisals as well. These techniques include management by objectives or MBO, work planning and review, peer review.
However, it should be noted that the kind and nature of performance appraisal determines whether the employees would get motivated or not (Grote 103).
This means that it important to come up with a comprehensive performance appraisal system that
The paper also identifies and explores the established culture of employee selection and appraisal criteria in this organization to state that employee turnover rates are rather high and employees’ output needs improvement. The paper ends with a reflection by the writer
Performance appraisal may vary from one concern to another that it does not necessarily have to follow a general protocol. But appraisal is a performance feedback given on a regular basis at the end of specific months. No matter how big an organization is, it is the prime duty of an employee to realize his position in a company and his goals.