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HUMAN RESOURCE

MANAGEMENT
PERFORMANCE
MANAGEMENT AND
PERFORMANCE APPRAISAL
Presented To:
Miss Ainee Afzal
Presented By:
•Ali Riaz
•Ghulam jIllani
•Muhammad Shahzad Ahmad Khan
•Mubashar Ali Shan
HISTORY AND INTRODUCTION OF MANSHA BROTHERS

• Started its carrier in August 1989 as the


authorized distributor for Panasonic
Office Automation Equipments.
HISTORY (CONTINUED)

• Major share in telecommunication (PABX)

• Authorized dealer for Polycom (Audio/Video


Conferencing Solution).

• Believe in professional and competent workforce.

• Started its own software house in 1997 with concept


of solutions in telecom field.
MAIN OBJECTIVES
• To Become Total Document
Solution Provider.
• To Become Total
Telecommunications
Solution Provider.

VISION STATEMENT
Strives to be an economic, intellectual
and social asset to the country and
community in which we Live and do
business
BRANCHES OF MANSHA BROTHERS

They have five major


branches situated in:

• Lahore (Head Office)


• Karachi
• Islamabad
• Faisalabad
• Quetta
BUSINESS STRATEGIES
• Integrate whole sale /
retail With prompt after
sale service.
COMPANY LOGO
• Provide one of the best
Customer services in Use the logo in all their
Pakistan. GST invoices and
especially for participation
in Public and Private
Tenders
GROUP COMPANIES

• National / Panasonic / Technics


Parts Center
• Mansha Soft (M-soft), IT
Company
• Mansha Trading Company
• Zahdia Technologies
• Panasonic Media Solution
• Panasonic Total Solution
PERFORMANCE MANAGEMENT

• Set the goals according to strategic aims


• Focus on Total Quality Management (TQM)
• MB believe that by performance management, they can enhance
their employees’ motivations and devotions to their work as
well as with the organization

Quote of Mansha Brothers:

“We set the goals according to company’s strategic needs”


PERFORMANCE APPRAISAL

• At Mansha Brothers, we appraise


performance from the concerned
employee.

• Supervisor’s role

• Appraisal techniques

• They provide a friendly environment


to the employee.
CONDUCTING PERFORMANCE APPRAISAL

• Conduct appraisals for extra


training or for promotions
• We use self-rating performance
appraisal techniques.
STEPS
1) We define the job
2) We conduct performance
appraisals
3) Finally feedback session starts
TOOLS OF PERFORMANCE APPRAISALS

Narrative form
Mixing the methods
At Mansha Brothers we
use the narrative form to For different branches we
appraise one’s use computerized and
performance. web-based narrative
forms to appraise the
performance.
PROBLEMS IN APPRAISAL PERFORMANCE

• Unclear standards
• Halo effect
• Central tendency
• Strictness
• Bias

At Mansha Brothers, we have clearly


defined the standards of appraisals which
overcome the first problem and the other
problems also do not exist as we have
provided our managers a complete
training how to conduct appraisal and
how to avoid problems.
WHO SHOULD MAKE APPRAISAL ??

• Traditionally, the person’s direct supervisor


appraises his or her performance.
• At Mansha Brothers, Immediate Supervisor and
Department Manager appraise performance.

SOURCES OF INFORMATION

• The person whose performance is being appraised


is the source of information for the management
APPRAISAL INTERVIEW

After filling the appraisal form, the


employee is called for the appraisal
interview which is then taken by the
Department Manager and Operations
Manager.
TYPES OF APPRAISAL INTERVIEW

Four major types of


appraisal interview:

• satisfactory-----promotable
• satisfactory-----not promotable
• unsatisfactory----correctable
• unsatisfactory-----uncorrectable
EFFECTIVE APPRAISAL INTERVIEW

Three major steps which used


at Mansha Brothers :

• Encourage the appraisee

• Have a trained staff

• We always talk to the


interviewee in a frank/Free
conversation mood
Job analysis for Supervisor Call Center

Job Description: Job Specifications:

• Team Leader • Minimum Bachelors degree holder.


• Job description prepared by Mr. Master degree holder will be preferable.
Ali Riaz on 01-11-2008 • 3 years customer services or calls
• center experience of a multi-national
Customer services
organization.
• To assign customer complaints to • Must posses’: tactics to handle the
field engineers and prepare daily customer complaints and a leading
activity reports. attitude.
• Will report to Manager Call • Candidate should have pleasant
Center and will lead the field personality as he or she need to deal
engineers. with the customers and the higher
• To prepare daily, weekly, monthly management of the organization.
and yearly service reports.
• Middle level Manager
Job analysis for Business Development Officer

Job Description: Job Specifications:


• Business Development Officer • Masters of Business Administration
• Job description prepared by Mr. Atif major in marketing.
Rana on 10-10-2008 • 2-3 year sales experience of a
• Sales and Business development recognized firm.
• Must posses’: Selling skills, good
• Increase the firm’s revenue by selling
communication skills and abilities to
products.
adjust with the available environment.
• Will report to Manager Sales and will • Candidate should have pleasant
have to build up a good relationships personality as he or she needs to deal with
with outer world of the organization. the customers and the higher management
• Make daily activity report, prospect of the organization.
report and sales report in a
computerized system.
Performance Appraisal Form

Points to be considered in Appraisal Form:


Standardized for all branches

• Past year performance


• Past year achievements
• Perception about organization
• What was the difficulties in last year
• Future aims
• Any training required to make job effective
• Required action to be taken by management
• Required points to be filled by employee (time management , delegation
skills, creativity, etc.)
Any Questions related to Presentation???