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Personal Management Project
Performance Appraisal
Banque SARADAR is one of the most efficient and active in
the Lebanese baking field.
As most of structured companies do, Banque Saradar dispose
of some means in order to conduct performance appraisal within
the
company. The bank courts on the contribution of everyone
especially
managers who must realize a seminar in order to prepare
themselves
to structure the forms and prepare the interviews and
finally
finishing the whole process.
On annual basis, each head of department fills the appraisal
form for the employees of their giver department. Employees
take
that form and keep it 48 hours. When the document is rendered
to
management 2 signed copies are registered. In parallel to
that
Written procedure, a meeting is set between the employee and
the
manager in order to discuss and evaluate.
During that meeting, each of the 2 parties gives his/her
point
about the previous year and they set goals and objectives for
the
coming year. Mutual expectations concerning performance are
also
highly then into consideration.
According to what is evaluated personal and professional
qualifications are the main pillars of the process; the employee
is
going to be observed through his ability to adopt a proficient
attitude
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at work. Behavior within the company is also fundamental
when
appraising its troops, dont forget that general observation
and
personal opinion are furthermore taken into consideration
during
interviews.
When it comes to results graphic tables are filled by
managers
who are expected to give a mark out of 6 which is going to
help
establishing final observation the most accurate way
possible;
employees do not have access to the calculations and rankings
but
they are informed about the raise of their salaries and the
feedback oftheir managers.
The appraisal placed is a fundamental places which deliver
to
management teams very precious informations about the engine
they drive. Evaluating productivity and performance as well
as
noting calculating salaries increase is rendered possible. The
spirit of
that picture also leads to the creation of thinking spaces
(e.g.
quality circles) that help the Whole Team to merge ideas about
how
jobs and tasks are executed in the aim of achieving
organizational
mission terms.
As an end we say assume that performance appraisal process
is
really efficient where every and each stage of the company
is
committed to it. The importance of creating a real and faithful
team
spirit is in fact the bidden but important part of the
iceberg.
