Tumasek Pewter: Performance Appraisal Assignment

Tumasek Pewter: Performance Appraisal Assignment Words: 1786

The Company Tumasek Pewter is an organization manufacturing pewter. Tumasek Pewter is the second best-selling pewter company in Malaysia. Their strong competitor is the Royal Selangor Pewter. There are 7 branches altogether internationally and locally. In Malaysia, they have 4 branches including in Penang. Internationally, they have 3 branches. There are two in China and one in Singapore. They have countless employees in these places. But the focus is on the Tumasek Pewter which is the Kepong branch. The Kepong branch of Tumasek Pewter had over 600 workers plus the top management.

About 500 of them are factory workers who work with the machines. The rest are from the marketing department, design department, production department, and operations department and so on. The Objectives Like every organization, Tumasek Pewter do conduct performance appraisal as well. It is the process of evaluating the job performance by all of the employees in the organization. By doing this, it also helps by stating the strengths and weaknesses of the employees. There are many objectives why they conduct the performance appraisal on each and every employee.

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Performance appraisal gives data that could help to describe the promo-ability and potential of every employee. It is also an important aspect for management succession planning. This is usually the top management. It helps to make things easier and clearer for the top management. Performance appraisal also acts as the determinant of the human resource strengths and weaknesses so that the human resource department could ‘repair’ the weaknesses and turn it into strengths. The completion of performance evaluation is significant in predicting the performance of job applicants.

This would decide whether or not the particular employee should be promoted or get an increment in wage. It is for the purpose of career planning and development for both employees and the organization. Managers can use the performance appraisal to council employees and assist them in developing and implementing their career plans. Organization could gain profit through good and well-developed employees. Performance appraisal provides information that helps the organization to make decision on compensation programs.

One of the objectives also include that the performance appraisal data are frequently used in several areas of internal employee relations such as promotion, demotion, termination, layoffs and transfer. The procedures Tumasek Pewter conducts the performance appraisal annually. Every year once, they will be having the performance appraisal. As for a particular employee that is employed during the performance appraisal period, the employee will be evaluated and judged by the company’s probation appraisal.

The performance appraisal will last for about a month. Tumasek Pewter’s performance appraisal is a very simple and brief appraisal which conducted between the manager and the employees under him. It is simply because Tumasek Pewter does not want the managers to focus to much on the employee appraisals as they have better and more important tasks to do. They believed that the performance appraisal should not overshadow the company’s production. They want quality production and do not want to focus too much on performance appraisal.

They practice a good balance in maintaining good quality in the production and employees. It is conducted by managers and subordinates. The most amount of evaluation to be made is by the operations manager because he has over 400 workers to evaluate. In the company, the employee will not be told they are on supervision by their managers. It is only till the second week of the appraisal period that the employees are told that they are under the appraisal period. Each employee will have a one on one talk or briefing with their departmental manager.

The conversation will be recorded as well as an evidence the managers conducted the appraisal with his subordinates. After the appraisal is done, they will meet once again for the evaluation and revelation part. The completion meeting is essential as it shows the weaknesses and strengths of the employees. The Performance Appraisal form The performance appraisal form of the company has 3 pages to fill in. It contains the employee’s personal details, rating scales, rating instructions, appraisal factors, recommendations by the managers and the comment space.

The managers are to look at the job performance, quality work, productivity, responsibility, attendance, co-operation, conduct and initiative of a particular employee. Before doing all these, the manager should be objective, transparent and impartial in the assessment. It is stated in the paper that prejudice, favoritism or personal grudge should not cloud the manager’s judgement. Managers should not let the heart rules the mind. Managers should consider one factor at a time independently and do not let the rating of one trait influence the rating of another.

In the rating instructions, managers are advised to be thorough and assessed accurately the performance of an employee corresponding to the requirement and scope at the top function before rewarding points in the appropriate spaces provided. Upon completion, managers must review carefully and check the ratings thoroughly. If there is any necessity, managers can make comments in the space provided which will also provide additional and relevant information concerning the employee. In the appraisal factors, there would be 20, 10, and 5 points allocated making a total of 100 percent.

The employer or manager will give the points that the employee deserved and there will be remarks for the manager to write. It will enhance the employee’s development. There are 8 factors for the managers to fill in. The first factor will be job performance which knowledge of job, competency, ability to work independently and rate of learning. In the quality work factor, employee should produce quality and accepted work which can be able to be productivity enough. Productivity is the measurement of one’s efficiency and ability to produce high yield, quantity or volume of work with good results in a given time period.

These 3 factors have the full mark of 20 percent each. Responsibility is essential for a job. It is the demonstration of reliability, dependability and trustworthiness when given job assignments. The employee must prove his commitment and accountability by discharging duties well and show capability for increased responsibilities. Employees are evaluated on their attendance as well. An outstanding attendance record with no medical leave or unpaid leave (annual leave, and compassionate leave excepted), punctual for work and does not leave work place.

Collaborative management is also being evaluated. Employee should be able to provide co-operation. Employee must possess good interpersonal relationship with fellow workers at all levels. Obedient and co-operative in carrying out orders and willing to work overtime when requested and provide capacity for teamwork. The employee must possess a good self-conduct in which being courteous, well-mannered, good work attitude, disciplined, accepts constructive criticism and willing to learn. The initiative and proactive factor is also evaluated.

Employees should be a self-starter, resourceful and creative in responding to challenges and work environment. Contributes and suggests new ideas and solutions to problems areas. The various methods: Graphic Rating Scale and Forced Distribution Method Tumasek Pewter uses the graphic rating scale and also the force distribution method. The graphic rating scale method is the simplest and most used appraising technique or method. Almost all the organizations used this method as their appraisal technique. It lists traits like job performance, quality, reliability and responsibility.

The points range in Tumasek Pewter is from poor to excellent. There are excellent, good, above average, average, below average and poor. Employees are rated by giving points that best describes his or her performance for each traits. For example, the point allocated for the job performance criteria is 20 percent full mark and an employee is given 16 percent. Therefore, he will get 16 out of 20 points for the job performance factor. The company has use this method for over 40 years now and is still using it as one of their performance appraisal technique.

After getting the overall results of each and every employee from the graphic rating scale, the rating of every employees are added up together for an overall rating. There would be groups or categories of different overall rating employees. In Tumasek Pewter, they will place all the ratings to a single bar chart and analyze the possible groups or categories. The top 20 percent of the employees will be considered as the high performers, the next 20 percent are considered as the high-moderate performers (second est), the next 20 percent will be of the moderate performers, the next 20 percent again are the low-moderate performers and then the last 20 percent will be considered as the low performers. The organization will group these employees into very definite categories. They will have the best, moderate and worst performers in the organization. These 2 methods are used in Tumasek Pewter. They chose these 2 methods because they have a handful of employees to evaluate and it is best to know who the best performers are and who the not so good performers are.

By this way, the poor performers could be trace and then pay more attention to which training and development can be given to enhance the work capability. This scale does not always end up where the low performers will be sack and the low-moderate performers will feel pressure because during the next review they will be the targeted ones to fall into the low performers categories as they are closed to that category during the current review. Tumasek Pewter does not sack people who are low performers as the method portrayed. Tumasek Pewter practice the forced distribution method but with their own opinions and functions.

They do not follow entirely the same as define in forced distribution method. Conclusion Every weaknesses and strengths of the employees are revealed. After the performance appraisal is done, some employees will get promoted or there would be an increment in wages. Normally, Tumasek Pewter practice increment in wages because there are not much job positions for the younger workers to take over. The managerial roles are well served by the veteran employees of the organization. They also practice and focus a lot on training and development after the performance appraisal.

They will send employees with high appraisal results to motivational talks or even self-improvement seminars. The purpose is for the high performers to maintain and at the same time upgrade to be a better job or task performers. Meanwhile, the organization will send those with poor performance to training to be more productivity. Tumasek Pewter practice these aspects because they believe in developing people will be the key essential in the organization and sacking people with low performance is pure unacceptable except if the employee is involved in fraudulent and have behavioral or psychological problems.

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Tumasek Pewter: Performance Appraisal Assignment. (2018, Oct 04). Retrieved July 3, 2020, from https://anyassignment.com/samples/tumasek-pewter-performance-appraisal-1322/