Presenetations for Hrm

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


7/12

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



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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

Documents

Presenetations for Hrm