Research Project

Ibrahim: In your opinion, why do companies and organizations establish a performance appraisal system?

Salem: To give everyone who has a right his right, I mean.

Ibrahim: Sweet, what are the specifications of a fair performance appraisal system, in your opinion? And the mechanism that makes the system just means the performance appraisal distribution system?

Salem: You mean the opinion of the person?

Ibrahim: What?

Salem: What do I see suitable for assessments?

Ibrahim: Yes

Salem: I see from my point of view that each monkey takes its right to evaluation, which means that it does not include all the monkeys in its quota alone. For example, we say that the first three monkeys from 45 to 48 have a quota for one case, and from 49 to 50 quotas for the case of 51 and above his quota for one case, they do not collect them all in one One lot.

Ibrahim: Sweet, what are the specifications of an effective and efficient performance appraisal system that serves, motivates, and raises productivity?

Salem: I don't understand the question.

Ibrahim: The characteristics of an effective appraisal system, so what is the performance appraisal that evaluates you on, is it effective in your point of view?

Salem: You mean my direct boss.

Ibrahim: Yes

Salem: There is a plan in it between the shift head and the employee himself, so that if he concludes this plan, or passes it with all expectations, or passes it with better than that, he deserves evaluation.

Ibrahim: What is the method used to evaluate your performance and how is that done?

Salem: My personal performance, by God, my long life. I am now evaluating my performance for the next position, which is a shift foreman. I am now training to be a shift foreman. This is what I am currently evaluating.

Ibrahim: Sweet, God willing, to what degree does the performance appraisal system help you understand your need for training and development? Is your evaluation system now helping you? I mean, to what degree does it help you to evaluate yourself and develop yourself?

Salem: What do you mean by the evaluation that I took this year? By God, the evaluation that I took this year, praise be to God, is good and joyful because it makes me develop more and more.

Ibrahim: To what degree does that mean?

Salem: To the extent that it is possible to send a shift chief.

Ibrahim: To what degree does the performance appraisal system help you to strengthen effective communication between the supervisor and management?

Salem: I don't understand.

Ibrahim: I mean, evaluating your performance, does it strengthen the communication between you and the management and your direct boss?

Salem: What?

Ibrahim: To what degree?

Salem: To what degree in terms of what?

Ibrahim: I mean, will there be an interaction that you communicate with them in a friendly and friendly manner?

Salem: The evaluation, how do I tell you? It simplifies the conversations between you and your boss and makes you understand more. Or you can inquire from your boss, for example, if your boss gives you comfort, that you communicate with him in discussions about questions about something he helps you with. On the contrary, this is a good thing.

Ibrahim: To what degree do you think that your performance evaluation is fair and why?

Salem: Oh God, praise be to You. I see that this year’s evaluation did me justice.

Ibrahim: In general, I mean.

Salem: I see it is fair to me.

Ibrahim: Why?

Salem: Because I worked above the job I was holding.

Ibrahim: To what degree does performance appraisal help you understand your strengths and weaknesses?

Salem: One of the remarks of the shift chief and the assistants is my right that I work with is that on any job I send on it, there must be feedback from the chief. Did I settle it exactly or not?

Ibrahim: Sweet. To what degree did the performance appraisal system help you to develop and make a development plan for your career path? I repeat the question to you, to what degree did the performance appraisal system help you to develop and plan to develop your career path?

Salem: On my performance this year, my evaluation this year

Ibrahim: What do you mean, did your evaluation have a degree to which degree did the evaluation system help you? Does your evaluation system exactly help you develop and set a plan for your career path, or not?

Salem: By God, the assessment is the right to perform the assessment that the president made, and according to his words, I mean, and the inquiries that occurred between us, as well as regarding the assessment, suggest that I am developing more and more.

Ibrahim: I mean, do you know your career path now and your career plan?

Salem: Oh, I know that I, God willing, will hold the Foreman shift during this year, God willing, and the rest of the next is better.

Ibrahim: God willing, God willing. Well, to what degree do you think that the performance appraisal system helped you in motivation and productivity at work?

Salem: How can I tell you now that it made me now aspire to something greater than what I am currently in?

Ibrahim: It's nice. I mean, you're rating that you got made you aspire to be.

Salem: I mean, I continue and strive hard to be bigger and bigger in the company, God willing.

Ibrahim: To what degree do you see that the rewards associated with the performance appraisal system have an impact on the fair distribution of performance appraisals in the organization? I mean, does your evaluation of the equivalent reward that you took in exchange for the evaluation, do you see it as fair, and is it distributed fairly or not? talk about me.

Salem: I see that this is the year in which they took evaluations. I mean, it was a distinguished year from the rest of the years to the extent that they raised the percentages for evaluations and increased what is the annual increase related to the evaluation, which is the evaluation arrangement from good to excellent. I see that this year is fair, I mean.

Ibrahim: To what degree do you think that the current performance appraisal system measures the real effort of the employee?

Salem: I swear to God, to be honest, what I mean is that it is unfair to say the question again.

Ibrahim: To what degree do you think that the current performance appraisal system is measured on the real effort of the employee?

Salem: To be honest, I do not see that it is measured against the employee’s effort, that there is such-and-such, not such-and-such. In general, there are employees who deserve to take assessments and they take their right, but unfortunately not.

Ibrahim: I mean, in general, there is no justice in the distribution?

Salem: What?

Ibrahim: Is there a reason?

Salem: According to the administration's words, it means that they are bound by a certain quota, and they must walk according to this quota.

Ibrahim: What would you change or modify in the performance appraisal system if you could?

Salem: Uh, the amendment, which is the percentage of the employees’ evaluations, and increasing the number of quotas in general for the employees and the cadets, as well as the quotas. The quotas should be distributed more and more. I mean because we are bound to the company. We have a very simple quota in the quotas 1 2 from 400 to 300 people. I see if I have more, I will increase. The monkeys and increase the rate of employee evaluation.

Ibrahim: This question answers the next question, which is if the decision is in your hand, what can you add to the performance appraisal system that would raise and stimulate employee productivity?

Salem: Increasing the staff development plan for the Operator CRO, giving each one the possibility to reach the next stage after which he remains in the same position.