Sonia Final 04.09.2016 Presentation
Sonia Final 04.09.2016 Presentation
Sonia Final 04.09.2016 Presentation
My
Presentation
Sonia Sharmin
ID: 2012010000269
Batch: 30th
Major in HRM
An Analysis of Performance
Appraisal System of Janata
Bank Limited
Chapter One:
Introduction
Methodology
Result
Limitation
Methodology
Topic selection
Identify and collect data
Sources of data
Result
Out of 25 people
44% are strongly agreed
16% are agreed
12% are neutral
28% are disagreed
that Promotion is purely based on performance appraisal.
Limitations
Time limitation
Insufficient data
Assigned task was not related with topic
Chapter Two
Organizational Overview
Introduction
Functions
Goal, Mission, Vision, & Objectives
Corporate Governance
Products & Service in JBL
Introduction
One of the state owned commercial banks in Bangladesh
Janata Bank runs its business with 908 branches across the country
including 4 overseas branches in United Arab Emirates.
• To carry on, transact, undertake and conduct the business of banking in all branches.
• Full implementation and utilization of the Bank’s excellence program which aims to
provide services to customers.
Objective • To carry on business as financiers, promoters, capitalists, financial and monitory
agents, concessionaires and brokers
Corporate Governance
Audit Committee, Executive Committee and Risk Management Committee are working
alongside, internal control and compliance system of the Bank has been strengthened.
‘Complaint Box’ and ‘Help Box’ are being operated from the Head Office to all branches
ACR
Year Out of 100
1 Year 80
2 Year 90
3 Year 70
4 Year 70
5 Year 80
Total 390
Around 60% employees are agreed that the performance of the organization is
assessed by self, superior or consultant
Around 64% employees are strongly agreed that the performance appraisal helps to
win co-operation and team work
Around 88% employees are agreed that the performance rating is helpful for the
management to provide employee counseling.
Around 80% employees are agreed that Performance appraisal increases employee
motivation.
Around 80% employees are agreed that the performance system keeps on the major
achievement and failure or success of work.
Findings:
Self-appraisal is a tool to analyze oneself
The employees should be given a chance to
rate their own performance
Employees sometimes face manipulation
Benefits provided by the organization are
not satisfactory for some employees.
Lack of knowledge about Performance
Appraisal System for lower level employees.
It’s difficult to understand Performance
Appraisal System for some of the
employees.
Chapter Five:
Recommendation and Conclusion
Recommendation
Conclusion
Recommendation
Management should have performance appraisal recognition program
reducing grievance & improve personal skill.
Management should have arranged performance appraisal program
periodically for individual and organization development.
Management should have sufficient power to fix salary through the
performance rating.
Need performance rating policy to fix the increment.
Need a separate committee to review the performance appraisal result.
An appraisal system should be free from nepotism and from the aggressiveness
of the higher management to minimize the cost.
Conclusion
The Performance Appraisal System has been professionally
designed and it is monitored by HRD in Janata Bank.
A formal Performance review is important as it gives an
opportunity to get an overall view of job performance and
staff development.
Good performance reviews therefore don’t just summarize
the past they help determine future performance.