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TheAppraisalSystemofAGBellLtdIntroduction:ThisreportinvolvedtheobjectiveofAGBellLtdintroducinganappraisalsystem;theadvantagesandconstraintsofappraisalsystems;thetypeofappraisalscheme;andtheguidelinestoissuetomanagersinAGBell.Section1（a）KeyobjectivesofAGBellLtdintroducinganappraisalsystem:---Toprovidefeedbacktomanagement.Inthecase,useappraisalsystemcanhelpmanagerfindwhatthestaffdeficiencythingsandpreponderance,andaccordingthisthemanagercanassignjobsreasonable.-(b)Advantagesofappraisalsystems-Itcanprovideinformationformanager.-Itcanhelporganizationmakeplanforsolveproblemsandallocationresource.-Thisisaimplementandmanagetransformway.-Itbenefitsforbuildteamanditcanimproveteamrelationshipbetweendifferentteam.-Itcanenhancecommunicateandcooperationinthedifferentorganization,itcanhelporganizationachievethetarget.-Itcanmakesurewhatthestaffdevelopmentandtrainneeds,anditbenefitforthereserveforcedevelopofstaff.Constraintsofappraisalsystems-Toomuchpaperworkandtrivialincludedinprocess-Preoccupationwiththeprocessitselfratherthanwiththeoutcomesoftheprocess-Inappropriateorirrelevantmeasuresofperformance-Lackoftrustbetweenmanagersandemployees-Tootime-consuming-Employeesareencouragedtofocusonmeetingobjectivessetbytheappraiser,andasaresult,qualityiscompromised-ManagerspayinglipservicetothesystemratherthanlinkingemployeeobjectivestoorganizationalgoalsSection2(a)FormofemployeeBehaviorallyanchoredratingscalesSlidingscalesofgrading360-degreeappraisalSelfappraisalRoleofmanage-InenablingtheHRpoliciesandpractices,orbringingthemtolife-InactinguponadviceorguidancefromHR-Incontrollingtheworkflowbydirectingandguidingtheworkofothers.-Inofferingfeedbackandmotivatingtheemployee-InenablingtheHRpoliciesandpractices,orbringingthemtolife-InactinguponadviceorguidancefromHR-Incontrollingtheworkflowbydirectingandguidingtheworkofothers.-InofferingfeedbackandmotivatingtheemployeeAccordingtoyourownobservationstomakeobjectivityevaluationRoleofemployees-providethejobdescriptionandkeyfunctionalarea-providethejobdescriptionandkeyfunctionalareaAccordingtoyourownobservationstomakeobjectivityevaluationThroughobtaindataforappraising:-Levelsofcustomersatisfaction-Salesvolumes-Productionstatistics-Feedbackfromteammembers-Recordofattendance.RoleofHRspecialistTheHRManagerensuresconsistencyofimplementationoftheappraisalprocess,providesaccesstoappraisaltraining,offersadviceandassistanceasrequiredtoallparticipants,andassistanceasrequiredtoallparticipants,andensuresthatrecordsarekeptconfidentially.TheHRManagerensuresconsistencyofimplementationoftheappraisalprocess,providesaccesstoappraisaltraining,offersadviceandassistanceasrequiredtoallparticipants,andassistanceasrequiredtoallparticipants,andensuresthatrecordsarekeptconfidentially.HRspecialistshouldestablishtheappraiseteamandtrainthemforavoidtheappraiseresultsufferbysubjectiveaffect.Ensuresthatrecordsarekeptconfidentially.RoleofotherpeopleinvolvedAccordingtoyourownobservationstomakeobjectivityevaluation(b)IthinktheAGBellLtdsuitthebehaviorallyanchoredratingscales.(1)AlthoughestablishingBARSforeachofthejobroleinalargeandcomplexorganizationcouldbeverytime-consuming,butimplementitwillsavetime.(2)Thismethodareveryusefulandexactly.Inthecase,thestaffcaneasytofindwhatskilltheydeficiency.TheresultofappraisalcanhelpAGBellLtdoffersomenecessarychangetolearningandtrainingforenhancethestaffquality.(3)Thismethodhaveenoughdemocracy,iteasymakestaffacceptable.AGBellLtdthinkpeoplearevaluedasakeyresource,sotheappraisalsystemdemocracywillhelpcompanyretaintheemployee.(4)Thismethodhasangoodfeedbackfunction.Inthecase,thegoodfeedbackfunctionwillhelpAGBellLtdstaffremedyshortageanddevelopedgoodqualities.Section3TheguidelinestoissuetomanagersinAGBellLtd:Appraiseeandappraiserpreparebeforethemeeting:(1)Ensurethatappraiserandappraiseareproperlytrainedintheappraisalprocess.(2)Plantheplace,timeandenvironmenttoensuretherewillbenointerruptions.(3)Reviewtheappraisee’spreviousemploymenthistory.(4)Obtaintheappraisee’sjobdescriptionifsuchadocumentexists---ifnot,thentheappraisecouldprepareaninformalbutwrittenaccountofwhattheyunderstandtobeadescriptionoftheirpresentjobrole.(5)Obtainfeedbackontheappraisee’sperformance.(6)Theappraiseshouldundertakeaselfreviewoftheirownworkperformance.(7)Prepareanagendafordiscussionattheappraisalmeeting.(8)Completeanyin-housepreparationdocumentation.Duringthemeeting:(1)Theappraiserandappraiseshouldendeavortoactivelylistentoeachother.Bothpartiesshoulddiscuss,makesuggestionsandsuggestalternatives.(2)Theappriseshouldbeencouragedotalk,andtoidentifypotentialbarrierstoachievingperformancetargetsandsolutions.(3)Bothappraiseandappraisershoulddiscusspotentialwaysofimprovingperformance.(4)Bothappraiserandappraiseshouldagreethedegreeofconfidentialitytobeassociatedwiththemeeting.Privacyandconfidentiality:(1)Appraisearrangementsmustmaintainacertaindegreeofprivacy,(2)Appraiseprocessmustkeepconfidentiality.TheappraiserwilleasymaketheobjectivedecideBeforethecloseofthemeeting,bothpartiesshould:(1)Agreeperformancetargetsorobjectives(2)Agreethe