Research Project
Q: Why do companies and organizations develop a performance appraisal system?
A: For the employee to evaluate, for example, according to each department and each company has a specific system. For example, in some companies throughout the year at the end of the year he evaluates and in companies every three months he gives you four assessments that he took from you at the end and in some of them six months. The purpose of the assessment is to see your work over a year. Complete your presence and departure, your work, your effectiveness, and these things.
Q: Sweet, what are the characteristics of a fair evaluation system, from your point of view, or the mechanism that makes the system fair?
A: Explain more
Q: I mean, what are the specifications that you see as the evaluation system that you take as fair, that is, good, and what is the mechanism that is supposed to be taken on the basis that the evaluation is fair?
A: First, there is always a lot of talk and confusion in the evaluation. If you want the evaluation system to be fair, your boss and the one above him must be fair. What does that mean, so that if you work and strive at the end of the year, you will get a certificate that you deserve. But in most companies, no matter how hard you work or whatever you do, you will take your right. There are many excuses, but A person strives and finishes the meals that he must at work, so that he comes to work when he is not coming. I mean, for example, he takes a walk. I mean, you are coming to work. Work hard at work and finish at work. May God grant you success.
Q: What do you think is the system that makes the system fair?
A: The system that you must put in place is that without intermediaries' number one, do not put intermediaries, and the second thing is not because, for example, my cousin, the same as my tribe, is a neighbor of these things. Put the fear of the Lord of the worlds before you and evaluate people for their efforts, not because men are courting you more, hear your words more and do not want Doesn't bother you more.
Q: What are the specifications of an effective and efficient performance appraisal system that serves, motivates, and raises productivity?
A: Explain to me in a better way
Q: I mean, what are the specifications of effective performance evaluation? I mean, what is the need that makes your evaluation effective with higher efficiency?
A: What gives you more motivation and productivity is that it is as simple as taking your rights. I mean, if you take your right that you have been working hard on throughout the year, if you have a goal in your head that I am this year, I must take an evaluation that exceeds the years that have gone. You finish work only, but you work to motivate yourself and develop your mind. I mean, it is possible that while you work, you will get an idea. Maybe this idea will benefit the company from it. When the company benefits from it, the idea is yours right after you present it to them and separate it to them. Second privileges other than the one who finishes his job, but it may be privileges, it may be that it is an exceptional year for you, I mean, like this.
Q: I mean, do you see yourself getting motivated and see the things that motivate you the most? What is motivating you?
A: I motivate myself by myself. This is the first thing. The second thing is that the administration itself should have things that motivate you. For example, I mean there is an employee of the month, but no one takes it. And the employee of the year is there. No one takes it. I mean, even praise for your work. No one praises you for your work. Kindness is at least a kind word, things that motivate. I mean, you may enter grumpy people without a kind word or anything. Perhaps this makes you pessimistic even at work. However, the work environment differs when the work environment is beautiful, the work environment is pure, and the work environment means that it helps your performance to be different from what everyone is. Myself and myself, I mean, there may be problems, there may be envy, it can be many things.
Q: What is the method used to evaluate your performance and how is it done?
A: Performance evaluation
Q: The method now, what is the follow-up method now in evaluating your performance, and how is this done?
A: From the side of the company or the administration itself, it evaluates you through your presence and departure. The first thing is the duties that are in the schedule. When you enter, you will see the schedule that I have today. This is his job, so you settle it other than this daily check. You have already accomplished the duties that you have to attend and leave, your daily work, your daily checks, breakdowns, and problems, etc. You must be effective with your colleagues, because even when your friend needs help, you must help him because within the evaluation it is about teamwork, working together, these are the main points I mean.
Q: To what degree does the performance appraisal system help you understand the need for training and development?
A: How does it mean clear
Q: Does your evaluation mean that your evaluation helps you understand your needs for training and development? I mean, did you evaluate such and such evaluation, does this evaluation help you to develop and train more, or not? It means understanding your needs according to your assessment.
A: Of course, in this question, there are two answers for some people. He takes the evaluation. This is the opposite. He evaluates, for example, with acceptable good or less than that. He says, "It's okay. I won't work. I won't develop myself. I won't strive. I won't try to get problems or malfunctions, but for example, it's me." As a person, I am trying to take, for example, I took the evaluation this year. It is good. What is it? I sit and not go. I am trying to solve problems, I am trying to work more, and I am trying to highlight myself. I mean, I clear my name higher, because last year my name was low. This year I will try to clear my name higher.
Q: To what degree does the performance appraisal system help you to strengthen effective communication with the supervisor and management?
A: Feast of question
Q: To what degree does the performance appraisal system help you to strengthen effective communication with the supervisor and management?
A: By God, for many people, I mean, if the evaluation satisfies me, I am satisfied with the evaluation and I am happy. Communication with everyone is what it is, but with the supervisor or the administration. Communication will be smooth and very beautiful. This is what I see from my point of view. And smooth and there are no impurities in the subject.
Q: To what degree do you think that your performance evaluation is fair and why?
A: I honestly see that it is not fair. My evaluation this year I see that it is not fair. I do not know, frankly, that it is only fair.
Q: To what degree does the performance appraisal system help you understand your strengths and weaknesses?
A: Approximately 50 to 60%, because I already know all the points, and I am working on all the points, and God is generous.
Q: To what degree does the performance appraisal system help you to develop and make a development plan for your career path?
A: Almost 100% of the evaluation helps me by 100%. It changes from one person to another because of a beautiful evaluation.
Q: To what degree do you think that the performance appraisal system helps you to be motivated and productive at work?
A: By God, it is approximately 50%, depending on the mood. If the evaluation is bad, then it tends to be a very bad percentage.
Q: Ok, sweet. To what degree do you think that the reward associated with the performance appraisal system has an impact on the fair distribution of performance appraisal in the organization?
A: Honestly, this is for him, but I know because each year the percentage differs from the year after it.
Q: This means, well, do you have a vision or suggestion on this point exactly?
A: By God, I hope that the same second companies will increase because the second companies will keep us at high levels in terms of evaluations, bonuses, and other things. I hope they learn from the second companies.
Q: God willing, well, to what degree do you think that the current performance appraisal system measures the real effort of the employee?
A: Zero percent
Q: What would you change or modify in the performance appraisal system if you could?
A: The assessment is with your direct boss, not with the department head, because the department head is sitting in an office in a corner by himself. He does not know, but your direct boss.
Q: Excuse me for the boycott, if you had the ability to make a change, I mean, in the evaluation system, what would you change in it, you as a person?
Q: I, as a person, will change. Can I change the percentages? Rating percentages in general. It means impossible, for example, station employees come to play what they are coming to persevere. So, I put a small percentage. I mean, for the unachieving and the weak, I put them in a small percentage, but I raise the percentage very high and oppress people. This is the first thing. I will settle it by decreasing the percentage of acceptable and poor, because they are the ones who are not distinct. Very few, a small percentage, but we can increase the percentage of excellent and very good. We equate them with the good. The percentage of excellent, very good, and almost good, if we leave them all 30% 30% 30%, and the weak and acceptable 10% will be kind of equivalent.
Q: The question here says, if the decision is in your hands, what can you add to the performance appraisal system that would raise productivity and motivate employees? Of course, it is the same as the previous question, but here I will add, what do you see added to raise the evaluation, make it raise productivity, and keep the employee's morale high?
A: It may mean that we add some things, for example, as you say, we use in the specializations of the one who has an employee of the month, you must fill them, and we can add that he is not the employee of the month, because he is, for example, the employee of the week. He spends more than he does on normal days, I mean, for example, one employee, for example, he exerts his effort in one week, he takes the employee of the month, may God bless him. You took an employee of the week, for example, at the end of the year, for example, you join how many employees do you have, for example, how many employees do you have per month, you took two or three times an employee of the month, so your performance was stronger, and your motivation was stronger than others, so we can include it among the points
Q: I mean, the more points you collect, the more points you collect
A: I mean, almost yes, it becomes like collecting points
Q: I mean, the bonus will be raised with you
A: I mean, it is almost the same idea, but it needs more detail, as this is possible as the heads of the pens