Personal Management Project

Personal Management Project Performance Appraisal “Banque SARADAR” is one of the most efficient and active in

the Lebanese baking field. As most of structured companies do, “Banque Saradar” dispose of some means in order to conduct performance appraisal within the company. The bank courts on the contribution of everyone especially managers who must realize a seminar in order to prepare themselves to structure the forms and prepare the interviews and finally finishing the whole process. On annual basis, each head of department fills the appraisal form for the employees of their giver department. Employees take that form and keep it 48 hours. When the document is rendered to management 2 signed copies are registered. In parallel to that “Written procedure”, a meeting is set between the employee and the manager in order to discuss and evaluate. During that meeting, each of the 2 parties gives his/her point about the previous year and they set goals and objectives for the coming year. Mutual expectations concerning performance are also highly then into consideration. According to what is evaluated personal and professional qualifications are the main pillars of the process; the employee is going to be observed through his ability to adopt a proficient attitude

at work. Behavior within the company is also fundamental when appraising its “troops”, don’t forget that general observation and personal opinion are furthermore taken into consideration during interviews. When it comes to results graphic tables are filled by managers who are expected to give a mark out of 6 which is going to help establishing final observation the most accurate way possible; employees do not have access to the calculations and rankings but they are informed about the raise of their salaries and the feedback of their managers. The appraisal placed is a fundamental places which deliver to management teams very precious informations about the “engine” they “drive”. Evaluating productivity and performance as well as noting calculating salaries increase is rendered possible. The spirit of that picture also leads to the creation of “thinking spaces” (e.g. quality circles) that help the Whole Team to merge ideas about how jobs and tasks are executed in the aim of achieving organizational mission terms. As an end we say assume that performance appraisal process is really efficient where every and each stage of the company is committed to it. The importance of creating a real and faithful team spirit is in fact the bidden but important part of the iceberg.