Hrm Mansha Final

HUMAN RESOURCE MANAGEMENT PERFORMANCE MANAGEMENT AND PERFORMANCE APPRAISAL Presented To: Miss Ainee Afzal Presented By: •Ali Riaz •Ghulam jIllani •Muhammad Shahzad Ahmad Khan •Mubashar Ali Shan

HISTORY AND INTRODUCTION OF MANSHA BROTHERS • Started its carrier in August 1989 as the authorized distributor for Panasonic Office Automation Equipments.

HISTORY (CONTINUED) • Major share in telecommunication (PABX) • Authorized dealer for Polycom (Audio/Video Conferencing Solution). • Believe in professional and competent workforce. • Started its own software house in 1997 with concept of solutions in telecom field.

MAIN OBJECTIVES • To Become Total Document Solution Provider. • To Become Total Telecommunications Solution Provider.

VISION STATEMENT Strives to be an economic, intellectual and social asset to the country and community in which we Live and do business

BRANCHES OF MANSHA BROTHERS

They have five major branches situated in: • • • • •

Lahore (Head Office) Karachi Islamabad Faisalabad Quetta

BUSINESS STRATEGIES • Integrate whole sale / retail With prompt after sale service. • Provide one of the best Customer services in Pakistan.

COMPANY LOGO Use the logo in all their GST invoices and especially for participation in Public and Private Tenders

GROUP COMPANIES

• National / Panasonic / Technics Parts Center • Mansha Soft (M-soft), IT Company • Mansha Trading Company • Zahdia Technologies • Panasonic Media Solution • Panasonic Total Solution

PERFORMANCE MANAGEMENT • Set the goals according to strategic aims • Focus on Total Quality Management (TQM) • MB believe that by performance management, they can enhance their employees’ motivations and devotions to their work as well as with the organization Quote of Mansha Brothers: “We set the goals according to company’s strategic needs”

PERFORMANCE APPRAISAL

• At Mansha Brothers, we appraise performance from the concerned employee. • Supervisor’s role • Appraisal techniques • They provide a friendly environment to the employee.

CONDUCTING PERFORMANCE APPRAISAL • Conduct appraisals for extra training or for promotions • We use self-rating performance appraisal techniques.

STEPS 1) We define the job 2) We conduct performance appraisals 3) Finally feedback session starts

TOOLS OF PERFORMANCE APPRAISALS Narrative form At Mansha Brothers we use the narrative form to appraise one’s performance.

Mixing the methods For different branches we use computerized and web-based narrative forms to appraise the performance.

PROBLEMS IN APPRAISAL PERFORMANCE • • • • •

Unclear standards Halo effect Central tendency Strictness Bias At Mansha Brothers, we have clearly defined the standards of appraisals which overcome the first problem and the other problems also do not exist as we have provided our managers a complete training how to conduct appraisal and how to avoid problems.

WHO SHOULD MAKE APPRAISAL ?? • Traditionally, the person’s direct supervisor appraises his or her performance. • At Mansha Brothers, Immediate Supervisor and Department Manager appraise performance.

SOURCES OF INFORMATION • The person whose performance is being appraised is the source of information for the management

APPRAISAL INTERVIEW

After filling the appraisal form, the employee is called for the appraisal interview which is then taken by the Department Manager and Operations Manager.

TYPES OF APPRAISAL INTERVIEW

Four major types of appraisal interview: • • • •

satisfactory-----promotable satisfactory-----not promotable unsatisfactory----correctable unsatisfactory-----uncorrectable

EFFECTIVE APPRAISAL INTERVIEW Three major steps which used at Mansha Brothers : • Encourage the appraisee • Have a trained staff • We always talk to the interviewee in a frank/Free conversation mood

Job analysis for Supervisor Call Center Job Description:

Job Specifications:

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• Minimum Bachelors degree holder. Master degree holder will be preferable. • 3 years customer services or calls center experience of a multi-national organization. • Must posses’: tactics to handle the customer complaints and a leading attitude. • Candidate should have pleasant personality as he or she need to deal with the customers and the higher management of the organization.

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Team Leader Job description prepared by Mr. Ali Riaz on 01-11-2008 Customer services To assign customer complaints to field engineers and prepare daily activity reports. Will report to Manager Call Center and will lead the field engineers. To prepare daily, weekly, monthly and yearly service reports. Middle level Manager

Job analysis for Business Development Officer Job Description:

Job Specifications:

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• Masters of Business Administration major in marketing. • 2-3 year sales experience of a recognized firm. • Must posses’: Selling skills, good communication skills and abilities to adjust with the available environment. • Candidate should have pleasant personality as he or she needs to deal with the customers and the higher management of the organization.

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Business Development Officer Job description prepared by Mr. Atif Rana on 10-10-2008 Sales and Business development Increase the firm’s revenue by selling products. Will report to Manager Sales and will have to build up a good relationships with outer world of the organization. Make daily activity report, prospect report and sales report in a computerized system.

Performance Appraisal Form Points to be considered in Appraisal Form: Standardized for all branches

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Past year performance Past year achievements Perception about organization What was the difficulties in last year Future aims Any training required to make job effective Required action to be taken by management Required points to be filled by employee (time management , delegation skills, creativity, etc.)

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