performance presentation
TRANSCRIPT
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Employee performance appraisal systemof
Islami Bank Bangladesh Limited (IBBL)
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Bijit Kumar Saha 10113201098
Mahadee Asif Iqbal 10113201543
Md Abi Abdullah 10113201514
Tanzila tania 10113201524
Sora Nicky Mree 10113201539Fatema-Tuz-Zuhra 10113201547
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Background of the Report
Now a days, education is not just limitedto books and classrooms. In todays world,
education is the tool to understand thereal world and apply knowledge for thebetterment of the society as well as forbusiness. The theoretical knowledge is
acquired from academic arena, which isonly the half way of the subject matter.Practical knowledge has no alternative.
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Internship Program brings a studentcloser to the real life situation and
thereby helps to launch a career withsome prior experience. The Banking areais a fast growing and a vital sector for the
economic development of Bangladesh.That is why I did internee program atIslami Bank of Bangladesh Limited
Background of the Report
(cont..)
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Objectives of the report
Board Objective:
The broad objective of this report is to analyze theEmployee performance appraisal systemA Case
Study on Islami Bank of Bangladesh Limited. Specific Objectives:
To gather a practical knowledge about theEmployee performance appraisal system followed
by Islami Bank Bangladesh Limited.
To know how they evaluate their employeeperformance.
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To observed the employees satisfaction byevaluating employee performance.
To know employees opinion about performance
appraisal system.To suggest the ways and means for
improvement performance appraisal system.
To recommend actions that is necessary toredesign the performance appraisal of IBBL
Objectives of the report (Cont.)
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Methodology Research Design:
This is a exploratory research.
Sources of Data:
Primary data Secondary data
Data Collection Procedures
Primary Data Collection:
1. Practical deskwork2. Direct observation of daily activities
3. Formal face-to-face conversation with employees
4. Questionnaire
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Methodology
(Cont..) Sampling plan: Population: A group of individuals or items that share one or
more characteristics from which data can be gathered andanalyzed is called population. Here the population is the total
employees of the organization.
Sample unit: The sample unit of the survey was bothemployee & employers of the bank.
Sampling procedure: Non-probability convenience samplingprocedure is used in the survey.
Sample size: The sample size was 20 employees & 1 authority
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Limitations of the Study It is too much difficult to comment and
suggest about HRM practice based on only
the annual report.
Unwillingness to provide data because of
confidentiality.
Time consuming.
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Corporate Information of IBBL(As on 31st December,2009)
Date of Incorporation 13th March, 1983
Inauguration of 1st
Branch
30th March, 1983
Formal Inauguration 12th August, 1983
Authorized Capital Tk. 10,000.00 million
Paid up capital Tk. 7,413.00 millionDeposits Tk. 2,65,193.00 million
Investments Tk. 2,55,178.00 million
Foreign Ex. Business Tk. 2,77,739.00 million
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Corporate Information of IBBL
(Cont.)Number of Branches 212
SME service Centers 20
Zones 11
Number of Shareholder 52164
Manpower 9588
Local Shareholder 41.77%
Foreign Shareholder 58.23%
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Performance Evaluation:
To evaluate performance of an employee IslamiBank of Bangladesh Limited arranges aperformance evaluation program. Islami Bank usesRating scale for evaluating employee performance.
4.1.1 Annual Confidential report:A system of annual reporting on the work and
conduct of the employees shall be laid down bythe Managing Director and such report shall be
called the Annual confidential Report. The Bankmay also call for special confidential reports of anyemployee as and when necessary.
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4.1.3. Rating Scale
Islami Bank of Bangladesh Limited follows thefollowing rating scale-
Outstanding (40-45 points) Superior actions andresults that consistently deliver very high qualityperformance, far exceeding expectation.
Excellent (30-39 points) High quality performancewhere actions & results exceed expectation.
Good (20-29 points) satisfactory performance thateffectively meet expectation.
Average (Below 20) Actions and results thatmarginally meet the requirement of the job.
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4.1.4 Calculation of 100marks:
S/N Particulars Total Marks
1 ACR 35
2 Business Performance 15
3 Length of service in the grade 10
4 Academic Qualification 10
5 Institute of Bankers Examination Part-
= 4 Marks & Part- = 3 Marks
10
6 Training 12
7 Management Impression 8
Total 100
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4.2. Questionnaire Analysis:To collect information by
survey, personally I have interviewed both employees &employers in shape of depth interview.
4.2.1.Employees
Working experience of the employees:
S
L
N
o.
Work Experience
No. of
Respond
ents
1. Below 2 years 52. 24 years 10
3. 46 years 6
4. Above 6 years 9
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Table 2: Which method will you prefer for appraising theperformance?
Methods Number of employee Percentage(%)
1. Ranking method 4 20%
2.MBO 8 40%
3.Paried comparisonmethod
0 0%
4.Grading system 3 15%
5. Rating system 4 20%
6.360 Degree 3 15%
7.Checklist 0 0%
Total 20 100%
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0
5
10
15
20
1
.Ranking
2.
3.
Paired
4
.G
rading
5.
Rating
6.
Forced
Total
Number of employee
P ercentage (% )
Comments: In terms of methods of performance appraisal
used, it is observed that the employee prefer , MBO
40%,Graiding system 15%,Rating system 20%.These
findings also justify MBO method is more usable. This
bank follow rating scale method for evaluating
performance appraisal
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Q: Why do you prefer Management by objective forperformance evaluation?
Ans: MBO is a systematic method. To focus on achievablegoal, to attain the best possible result from availableresources. BO includes ongoing tracking & feedback in theprocess to reach objective.
Q: Why do you not prefer others for performanceevaluation?
Ans: In other methods there are possible to chance ofbiasness at the time appraising performance ofemployees. Sometime it creates injustice with employee.In other performance appraisal system except MBO, alsochance of favoritism, nepotism.
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Table 4: How often do you prefer to evaluate
performance of employees in a year?
Number of
Employee
Percentage (%)
Bi-
annually
9 45%
Annually 5 25%
Monthly 3 15%
Quarterly 3 15%
Total 20 100%
Comments: As regard of this table the bank want to evaluate
performance appraisal Bi annually 45%, annually 25%,
Monthly 15%, Quarterly 15%.
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4.2.2 Managerial level
Q.1 : Purpose of Performance Appraisal
Ans: 1.To know about the post training performance.2. To identify the reason behind the performance.3. To know about the training needs of the employee.4. To identify the performance who will be entitled for
reward and incentives.5. To identify employee promotion.
Q.2.Which method do you follow to evaluateemployee performance appraisal?
Ans: Rating scale
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Q.3. Why do you evaluate the performance through ratingscale?
Rating scale method is easy to use, understand easily,comparing easily. In this bank all of employee know &understand about this method, in this method we evaluateeasily employees performance
Q.4.Why you do not follow other system? Justify all other appraisal system we chose this method. Other
appraisal system is not easy, time consuming, more complex.
Q 5: Who conduct the performance appraisal? Immediate, supervisors, rating.
Q 6: How often do you arrange evaluate performance foryour employee in a year?
Annually
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4.3 Rating scale: The rating scale method offers ahigh degree of structure for appraisals. Each employee
trait or characteristic is rated on a bipolar scale thatusually has several points ranging from "poor" to"excellent" (or some similar arrangement).
Advantages
1. The greatest advantage of rating scales is that they arestructured and standardized.
2. Ratings scale allows to be easily compared andcontrasted - even for entire workforces.
3. This encourages equality in treatment for all appraiseesand imposes standard measures of performance acrossall parts of the organization.
4. Rating scale methods are easy to use and understand.
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Disadvantages1. This is an assumption very difficult to prove in practice. It
is possible that an employee's performance may dependon factors that have not been included in the selectedtraits.
2. This includes various well-known problems of selectiveperception (such as the horns and halos effect) as well asproblems of perceived meaning. Selective perception isthe human tendency to make private and highlysubjective assessments of what a person is "really like",and then seek evidence to support that view (whileignoring or downplaying evidence that might contradictit).
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4.4 Compare this method with otherperformance appraisal methods
PA method Advantages Disadvantages
The360 degree feedback
evaluation
1.More comprehensive
2.Increases the credibility of the
appraisal result
3.Enhance
the staffs self development
1.Time consuming & more complex on
administration
2.Risk of confidentiality
Critical Incident 1. Cover the entire evaluation
period & not only focus on the
last few weeks.
1.Just write down ,Some incident Which
affects the
Departments Effectiveness Significantly
,may
Be just an accident.
Essay method 1.Most simple & accepted approach 1. Depend heavily on the ratters writing
ability.
2.Compare easy evaluation might be difficult
since no common criteria exist
MBO 1. Staff will try best to achieve the
organization goal.
2.It provide a measure of
achievement against
predetermined objective
1.Less helpful in employee development
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Findings
They use rating scale method for Performanceevaluation.
They use rating scale that this method is structuredand standardized.
They evaluate performance appraisal annually.Most of the employees prefer MBO for evaluating
performance of the employee.
Employees prefer MBO because it increase
organizational performance by aligning goals &subordinate objectives throughout the organization
Most of the employees are not happy with the presentsystem of the appraisal method that is rating scale.
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Findings (Cont.)
MBO is better than rating scale, by MBOincludes ongoing tracking and feedback in theprocess to reach objectives.
The organization is following evaluation process
hardly.They provide training facility for their employees
to improve their skills and efficiency. In the Bank they have limited career
development program for their employees. Their performance evaluation method is not up
to the standard.
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Conclusion
The Islami Bank Bangladesh Limited isone of famous bank in Bangladesh. Thisorganization is much more structuredcompare to any other banks operatingin Bangladesh. The IBBL aims to be thefirst among the banking sector within
the next 3 years and how it isperforming, it shows that the day is notso far when it will reach to itsobjectives.
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Employee performance appraisal of this
bank ensures the reliability,completeness, effectiveness andresponsiveness of The IBBL to its
employees. It also ensures that allpersonnel in each department, divisionsare complying with applicable laws andregulation. All these activities of the
Employee performance Systemcontinuously help the bank to achieveits goals and objectives in time.
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RecommendationRating scale is a back dated performance
appraisal method; they can use MBO method.
MBO is better than rating scale, by MBO
includes ongoing tracking and feedback in theprocess to reach objectives.
Monitor employee performance appraisalsystem on regular basis.
They should be arranging evaluation programBiannually.
They should give reward to employee forbetter performance.
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