25 Research on Performance Appraisal Techniques in Bangladesh In Bangladesh

25 research on performance appraisal techniques in

This preview shows page 18 - 21 out of 57 pages.

2.5. Research on Performance Appraisal Techniques in Bangladesh In Bangladesh, there was little research work done on performance appraisal techniques. In recent years, organisations in Bangladesh are trying to establish a ‘performance culture’ which includes strategies to improve both individual and team performance to the overall success of the organisation. The name of this process is given Performance Appraisal Management (Zaman and Newaz, 2001). 8
Image of page 18
Absar et al (2007) found that most of the organisations used performance appraisal for taking various important Human Resource decisions. This study discussed the employee performance appraisal practices in the banking sector of Bangladesh. The study also explored the gap between the expectations and realities with respect to performance appraisal of employees in the selected banks. The study showed that the overall performance of the banks could be improved by making employees familiar with the performance appraisal tools and by valuing employees’ expectations in their performance appraisal process. In a case study, Ahmed and Sultana (2007) explored the performance management of ANZ Properties Ltd. They found that performance appraisal was almost informal at ANZ Properties Ltd. Performance appraisal was done by observation and comments of supervisors. The company used comparative approach to judge performance of one employee against others. Based on comparison, the employees were ranked. The company relied on managers or supervisors to get performance information of the employees. At ANZ Properties Ltd., performance feedback was not given on individual basis unless any complaint or negative comment had been raised against an employee. The best performers did not usually get any formal feedback. However, the poor performers used to get a time limit to improve their performance otherwise terminated. A case study was conducted on the overall personnel management (HRM) practices of Khulna Hard Board Mills (Taher, 1992). It discussed about the recruitment, selection, training and development, compensation, labor relations, and safety and health issues. The researcher unearthed different problems related to personnel management practices of the mill such as conflicts in personnel department, disproportionate span of supervision, inappropriate grade, high rate of absenteeism, antagonistic feeling of local workers, inadequate training programs, lack of skill audit, nepotism and favoritism in promotion and selection of employees, poor industrial relations, inadequate compensation, and poor safety and health services. They also identified some problems related to the performance appraisal system. 9
Image of page 19
The above literature survey reveals that, like other developing countries, performance appraisal techniques as an area of research has not received proper attention in Bangladesh. A few numbers of researches were conducted focusing on performance appraisal process not appraisal techniques. Most of the previous studies have focused on performance appraisal process of only one organisation or only one specified sector. Earlier studies those were conducted in Bangladesh
Image of page 20
Image of page 21

You've reached the end of your free preview.

Want to read all 57 pages?

  • Fall '19

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

Stuck? We have tutors online 24/7 who can help you get unstuck.
A+ icon
Ask Expert Tutors You can ask You can ask You can ask (will expire )
Answers in as fast as 15 minutes