Bangladesh Institution Of

Management

BIM

Welcome to my Presentation

Performance Appraisal
System of Square Toiletries
Ltd

Supervised by:
Md. Zafar Ali
Associate Management Counselor
MBA (Management)
Bangladesh Institute of Management
Prepared by
MD. Mahedi Hassan
ID-15DH026

Introduction
Performance appraisal is defined as evaluating
an employees current or past performance
relative to his or her performance standard.
STL believes equal employment opportunity for
all and thus company is committed to achieve
quality objective through continuous Performance
Appraisal. The company is wholeheartedly
fostering the best human resource practices in
Bangladesh. Square is maintaining a healthy track
record of lowest employee turnover rate among
the industry which is a reflection of employee
satisfaction and motivation. Square Toiletries ltd
uses a fair performance appraisal for employees.
But some time personal bias affects the
performance appraisal system

Objective of the Report

Broad Objective:
The primary objective is to know overall Performance
Appraisal System of Square Toiletries Ltd.
Specific Objective:
To create and maintain a satisfactory level of
performance.
To contribute to the employees growth and
development.
To ensure continuous ranking based on performance.
To facilitate fair and equitable compensation based on
Performance.
To ensure organizational effectiveness through
employees standard and improved performance.

Methodology
In order to make the report more meaningful
and presentable, two sources of data and
information have been used widely.

Performance appraisal
PA means evaluating an employees
current or past performance relative
to his or her performance standards.

Gary Dessler

Performance appraisal
Process

Appraisal system of Square

Toiletries ltd
The square toiletries ltd follows the 360 degree
Appraisal System. Because 360-degree access
actual performance of an employees and
provide feedback about employees and take
proper action to remove any lacking.
Self appraisal
Superiors appraisal
Subordinates appraisal
Peer appraisal
In The square toiletries the 360 degree knows
as PMS- Performance Management System.

Employees opinion about the present

appraisal system is appropriate

Remarks: Most of the employees are agree with the statement

that the present appraisal system is appropriate.

Performance Appraisal affects

the productivity

Remarks: All employees are agreeing with the statement

that Performance Appraisal affects the productivity.

Performance Appraisal helps

in retention

Remarks: 70% employees are agreeing and 30% strongly agree with the
statement that Performance Appraisal helps in retention

aware
about
Performance
Appraisal System

Remarks: Maximum Employees are disagreeing with the

statement those they arent aware about Performance
Appraisal System.

Findings:
Employees are not satisfied with the
way they are appraised
The frequency of appraisal is continuous
process
In most of the cases the immediate
supervisors is the appraiser
Maximum of the employees in an
organization
are
motivated
by
performance appraisal.
Most of the Employees are not are about
the Performance Appraisal system

Recommendation:
The importance of performance Appraisal
should be recognized and communicated
to all the employees
For excellent performance should be used
as a mentor to motivate employees
Employees should be given feedback to
improve on their weak areas
Create more awareness program about
PA
Clarity
in
objective
and
more
transparency should bring in PA

Concluding Remark:
The performance appraisal is the key to
the success of any organization
different organization uses different
techniques to appraise the performance
rewarded given for good performance in
term of cash reward, promotion or share
based scheme etc
Give warning for bad performers
The appraisal system should be properly
planned,
organized,
properly
implemented and controlled to achieve
the desired result.