UNIVERSITI UTARA MALAYSIA

COLLEGE OF BUSINESS, SCHOOL OF BUSINESS MANAGEMENT

SECOND SEMESTER, SESSION 2019/2020 (A192)

BSMH 3053 EMPLOYEE PERFORMANCE MANAGEMENT

(GROUP A)
GROUP PROJECT: ​WORK FROM HOME (WFH)
SUBMISSION DATE: ​29 JUNE 2020

LECTURER:​ ​DR. HOUCCINE MEDDOUR

PREPARED BY:

NO. NAME MATRIC NO.

1 KAUTHAMEN A/L APPU 256001

2 FATIN BINTI AHMAD FIRDAUS 263752

3 NUR SAKINAH BINTI MOHAMAD ARIFF 263800

4 SITI UBAIDAH ‘AMIRAH BINTI MOHAMAD 264022

5 NUR FARAH LIYANA BINTI SAWAL 264023

 TABLE OF CONTENT

1.0 INTRODUCTION …………...…...………………………………………...…………...….. ​1

2.0 WORK FROM HOME ……..…...………………………………………...…………...….. ​3

2.1 Advantages of Working from Home ………………………….………...…………...….. ​4
2.2 Disadvantages of Working from Home …………....…………………….…………...….. ​5
2.3 The Challenges of Working from Home …………....…………………...…………...….. ​6

3.0 EVALUATION OF WORK FROM HOME …………………………...………...…...….. ​7

4.0 SUGGESTION ON PERFORMANCE APPRAISAL FOR WFH EMPLOYEES ….... ​10

5.0 CONCLUSION …………..…..…………………………………………...…………...….. ​16

REFERENCES​ ….……………..……………………………………………...…………...….. ​17

APPENDIX ...…………………..……………………………………………...…………...….​ ​18

REFLECTION PAPER……………………..………….……………………………...…..​ ​18
Fatin Binti Ahmad Firdaus ………………………………………..………………...…..​ ​18
Siti Ubaidah ‘Amirah Binti Mohamad ...………………………...…………………..…. ​20
Nur Sakinah Binti Mohamad Ariff ….…..……………………...………………………. ​23
Nur Farah Liyana Binti Sawal ………………………………….……………………….​ ​26
Kauthamen A/L Appu ….…….....…………………………………………………….... ​29
THINK AND SOLVE ….…………….....……………………………………………….... ​33
Think And Solve 1 ….…………….....……...…………………………………………. ​33
Think And Solve 2 ….……………………...……….…………………………………. ​40
Think And Solve 3 …….…………………...……….…………………………………. ​43
Think And Solve 4 …….…………………...……….…………………………………. ​46
1.0 INTRODUCTION

Employee performance is defined as the way in which an employee performs his or her job and

performs the tasks required (Noordzij, 2017). Employee performance also refers to the way in

which the employee behaves at the workplace and how well they perform the duties that the

organization has obliged them to perform (Aguinis, 2013). Typically, the organization sets

performance targets for individual employees and in the hope that the employees offer customers

good value, minimizes waste, and operates efficiently (Donohoe, 2019). This relates to the

effectiveness, consistency, and efficiency of their production.

The performance also contributes to the assessment of how valuable an employee is to

the organization. Each employee is a serious investment for a company, so the return that each

employee provides must be significant. Performance management is a continuous process of

identifying, measuring, and developing the performance of individuals and teams and aligning

performance with the organization's strategic goals. There are two main components of the

definition of performance management which is a continuous process and alignment with

strategic goals. A continuous process is ongoing performance management which involves a

never-ending process of setting goals and objectives, observing performance, and giving and

receiving ongoing coaching and feedback. While alignment with the strategic goals of

performance management requires managers to ensure that the activities and outputs of

employees are consistent with the goals of the organization and as a result, to help the

organization gain a competitive advantage. Therefore, it establishes a direct link between the

performance of employees and the organizational goals and makes explicit the contribution of

employees to the organization.

1
 Employees’ performance can impact the organization by ​increased motivation for

performance ​(Columnist, 2017). Receiving feedback on one's performance can increase the

motivation for future performance. Employee performance is extensively used to help workers

recognize their success and that they can feel confident about their improvements over time. It

also helps them set new targets, keeping the energy in the office high. The rewarding of

high-performing employees often motivate these employees to make more of their efforts than

they had in the previous period. Knowledge and understanding of how one is performing, and

recognition of one's previous accomplishments, are the power for future accomplishments.

Besides, the ​self-esteem of employees can be increased​. Receiving feedback on one's

performance fulfills the basic human need to be recognized and valued at work. This, in turn, is

likely to increase the self-esteem of employees. It is one thing to have powerful employees doing

a fantastic job and it is best to nurture that success such that it evolves into something larger and

helps the whole organization or business. Watching employees grow highlights the possibility

they have for advancement and leadership.

Furthermore, organizational goals are made clear to achieve ​(Columnist, 2017). The

goals of the department and the company are made explicit and the employee knows the

connection between what she/he does and the success of the organization. This is a contribution

to the understanding of what the department and the company are thinking concerned and how

the corporate goals cascade down to the department and to the individual employee.

In advance, when employees perform their work successfully, ​the ethos of the

workplace would be improved​. Employees who are not motivated to do the job as indicated can

bring down the entire department. It is important to foster positive vibes and an enthusiastic

2
working environment. Cultivate a positive work environment by rewarding high-performance

employees with incentives and group recognition during meetings. High-performing offices are

also attracting high-quality recruitment talent because the office feels alive and is working

towards goals.

Employees’ performance can impact the organization by ​minimizing the employee

misconduct of the employees​. Employee misconduct is an extremely common problem that has

gained extensive media attention. Such misconduct includes accounting irregularities, the

omission of customer accounts, abuse of overtime policies, improper gifts to clients and potential

clients hoping to secure their business, and the use of company resources for personal use.

Although some employee is more likely to commit misconduct than others on the basis of

individual personality differences and other attributes, having good performance management in

place provides an appropriate context so that misconduct is clearly defined and labeled as such

and identified early on before it may lead to sometimes irreversible negative consequences.

2.0 WORK FROM HOME

In some worldwide companies such as Amazon, Dell, and Xerox, Work from home (WFH) is a

recent phenomenon. Home-specific employment allows workers to maintain a balanced working

life by not being tied to full time and work time. In general, both employees and employers

benefit from WFH. As technology improvement goes well in Malaysia, work from anywhere is

less constrained. It will reduce some of the burdens for employees such as stress, travel costs,

and the family. One way to flexible working arrangements separating part-time work and flexible

working hours is the WFH concept. Jobs and household health influence the quality of working

3
life. Because of its benefits, WFH's needs are becoming an increasing cause for concern among

employees. Since the industrial revolution, the WFH was used by non-agricultural workers. The

levels of men and women whose application of WFH is equivalent in the early 1990s (Deming,

1994).

In Malaysia, 'work from home' is not a recent trend. Since WFH was the new element of

human resource strategy, this idea has developed. Flexible work can be carried out in Malaysia,

taking account of technology, rules established by employers, and the preference of employees.

Malaysia's technology growth represents Malaysia's goal of achieving high revenue by 2020.

Therefore, Malaysia prioritizes high technology for enhancing economic growth.

2.1 Advantages of Working from Home

(i) Enough time to fulfill family demands and obligations.

The main purpose of working from home is to meet family needs (childcare or elderly

care) while doing their day-to-day work. Employees working in this way not only

monitor the progress of their children but can also guide them in their development.

This advantage can strengthen family relationships.

(ii) Save time and money

Many people waste time on their journeys to and from work. Before or after office

hours there are many commercial cities with insupportable volume traffic. WFH

allows employees to save their time from travel and commuting, reduce family stress

and work-related conflicts, and save money from fuel or public transport costs.

(iii) Enhances health and minimizes sick leaves

4
 The WFH policy would help workers with health problems by resting home and

operating at reasonable hours so that they do not record absence or request medical

certificates. The number of absentees, delayed clock-ins, and early clock-outs should

reduce health costs for employers. In addition, due to family concerns and demands,

there will be less impact on the late submission of work or missed deadlines.

(iv) Improved productivity and satisfaction

This benefit seems to be a significant factor in increasing employee satisfaction

(Bloom, 2014) observed that employees who leave the office at a half-rate are much

more than expected. People who have applied for WFH have been reported to be far

more pleased with their work. The Staples Benefit research showed higher levels of

job satisfaction. He argued that home workers had 25% lower stress levels; 73% said

they were eating healthier food, while WFH and 76% said they were loyal to their

company.

2.2 Disadvantages of Working from Home

(i) Drop into laxity

Monitoring and oversight of those who are WFH have not occurred. Individuals can

set their own working hours and do not have to dress to make them feel comfortable

and less under pressure. Consequently, work can be postponed, and issues cannot be

taken seriously until the deadline is neared.

(ii) Lack of competition

5
 Failure to connect and to communicate with colleagues and supervisors decreases the

competitive spirit and can decrease employee productivity. Since the workplace can

reach workers and have social networks, it can be the most efficient way to get rid of

tension at home and vice versa. Sadly, for those who are WFH, there can be no

escape route.

(iii) Mentally exhausted

In some cases, workers have longer hours, well beyond their workday, on the

weekends or even when they are sick, and with greater flexibility by working in their

homes or self-employment in the freelance economy. Since employees can always

work from anywhere, their jobs sometimes take longer. If they are working from

home, the company may think that they are never leaving the office. Keeping a device

in their pocket that is continually linked to their work email will keep it from ever

being off the clock. Notifications of blinking, clicking and pinging regularly send

workers home to work. This is not a better way to work. It leads to burn-out,

sleeplessness, and even mild depression. If workers cannot separate, this affects their

efficiency, since the tension of being constantly in the workplace reduces them. Just

like our body needs sleep to function correctly.

2.3 The Challenges of Working from Home

High self-discipline and self-management with a focus on tasks and results is an essential

component of the successful adoption of WFH. An employee should be highly disciplined,

motivated, and able to use WFH with excellent organizational and time management skills. For

6
example, it can help maintain the focus of an employee during work hours by allowing separate

workplaces at home and setting family rules. This method could benefit young employees.

Distraction from families may slow the momentum and delay the task. Employees should also

bear in mind that their employers and supervisors expect prompt and reliable job submission

when they want to participate with WFH programs, in line with the work of the workers in their

bureau. An employee needs to keep a timetable in order to complete the job before and despite

delays. They must start work on time every day to maintain their discipline in the workplace.

They must also be prepared to participate in seminars and training on their own or by the order of

employers immediately so that their expertise and skills can match their employees at the office.

3.0 EVALUATION OF WORK FROM HOME

In the organizational term, performance is basically defined as the contribution of an employee

of an organization or a company in order to achieve the specific goals and targets of the

organization. But performance appraisal or performance evaluation is something related to the

performance of the employees. In essence, performance evaluation is defined as the process of

identifying, evaluating and developing the employee's job performance within the organization,

so that organizational goals and objectives are effectively achieved while at the same time

benefiting employees in terms of recognition, feedback and career guidance (Lansbury, 1988). It

simply means that performance appraisal could be said that it is a method to evaluate an

employee’s job performance in an organization. Not only that, but this method could also make

the employer’s responsibilities easier which is providing rewards or any other compensation to

7
the employees. For example, providing bonuses and promotions depends on the results of the

performance appraisal.

Next, basically there are two methods for performance appraisal. Firstly, the traditional

method, which is the ranking method, paired comparison, grading method and force distribution

method. Whereas, the other method is the modern method. The examples of modern methods are

Management by Objectives (MBO), 360-degree appraisal, cost accounting method, assessment

centers, and many more. Other than that, there are some advantages to performance appraisal and

at the same time, there are some disadvantages too. Outcomes of performance appraisal can lead

to improvements in work performance and therefore overall business performance (Dechev,

2010). In this situation, usually, there could be two possibilities of reaction by the employees due

to this appraisal. For example, there are two types of employees where the first type of employee

accepts their mistakes when someone notifies them and tries to change their working style

meanwhile another type of employee is the employee who refuses to admit their mistakes and

change. Instead, they prefer the co-worker to change their style where the truth is that would not

be an effective way to work and achieve the goals.

Therefore, the employer should understand the fact performance appraisal styles differ

for each employee. Whereas, another employee may prefer different types of appraisal methods

according to their personal characteristic and work field characteristics. In this situation, the

employer and the organization’s Human Resource department should work harder and smarter to

determine the type of employees hired and which appraisal method would be mutually best for

each employee that works in their organization. By taking the best decision in this matter, the

8
organization could always achieve its target and goals. Not only that, but these can also

indirectly boost the employees’ motivation level and their job satisfaction level indirectly.

As we discussed earlier, not every appraisal method is suitable for every employee. The

internal and external environment needs to be considered first before an organization fixes the

performance appraisal method. Sometimes, current issues play a vital role in deciding the

performance appraisal method. For instance, the most unpleasant and unavoidable current issue

going on in this world and especially in our county is Corona Virus Disease (Covid-19). Due to

this pandemic season, most of the companies in Malaysia are practicing the “Work from Home”

(WFH). The term means that the employees of an organization doing their job from home with

the help of technology such as a laptop or any other suitable gadget. There will be minor changes

in the working environment and another aspect that can give either a good or bad impact on their

job performance. Therefore, every organization that practices working from home needs to

decide and fix an essential performance appraisal method in accordance with this current issue.

Finally, according to the findings, most of the organizations prefer to use the

self-appraisal method. Self-appraisal is defined as the use of self as a performance information

source is an established practice (FARH, 1988). It simply means that an employee evaluates

themselves and their job performance in the workplace. Then, self-evaluation provides

employees an opportunity to systematically assess their performance (Islam, 2006). This is the

reason for the method known as one of the effective and efficient methods. This is because an

employee knows their strength and weakness very well compared to other people in the

organization, especially the Human Resource Manager and co-workers. Next, the process of

completing the appraisal form on their own by every employee can be done and present the draft

9
for discussion with an evaluator. This is where the problematic employees or employees who

could not maintain a good job performance can create a solution by their own effort. Other than

that, this method could be a great chance for them to restructure their mistakes in past tasks and

perform much better in upcoming jobs. Not only that, this method is usually preferred by office

jobs such as telecommunication jobs, but not suitable manufacturing-related jobs which need

evidently more manpower.

In our opinion, this self-appraisal method was most preferred in those days. But in this

work from the home season, the usage and demand for this self-appraisal are even getting higher.

This is because, when a person goes through work from home techniques, there will be no

managers or colleague around them when they perform their tasks. So, it clearly shows that no

one is there to evaluate their job performance but the only one who is there is the employee

itself. So, the only way to evaluate the task they did is self- evaluation. Here, employees can

understand and identify their strengths and weaknesses. It could be easy for them to improve

their strength even better and find a solution for their weakness. Not only that, it indirectly

motivates the employees too. Finally, employees who have an opportunity to assess their own

performance often come up with creative solutions that would not have surfaced in the one-sided

managerial evaluation (Islam, 2006). Here, we believe that the self-appraisal evaluation method

can improve each employees’ job performance.

4.0 SUGGESTION ON PERFORMANCE APPRAISAL FOR WFH EMPLOYEES

We will be discussing the performance appraisal for a Customer Service Representative who

works from home. Their job scope is mainly as answering incoming calls to the Customer

10
Service Department, identifying customer’s root cause of calls to generate effective solutions for

organization and customers, resolving customer’s conflicts, following up on customer’s issues

and concerns, contributing to the Customer Satisfaction Scores for the Region, adhering to the

legal and operational compliance, contributing to their team with a positive attitude and attending

to customers. We firstly stated the position of the appraisee, the period of evaluation (e.g.:

quarter year evaluation/mid-year evaluation/end of year evaluation/annual/monthly evaluation),

the name of the employee, their staff ID number, which department they belong to and who their

supervisor is. Then we divided the form into two, a simple rating and management by objectives

(MBO) method.

We suggest the use of a combination of a few types of appraisals. For the first and second

parts, we used the graphic rating form as it is simple and easy to be understood. We wanted to

measure the behaviors relevant to the specific job roles of Customer Service Representative to be

assessed, the reason why we used a simple rating for the first two sections of the appraisal. The

appraiser will mark ​X ​on any scale from 1 (very unsatisfied) to 5 (very satisfied). We adopted the

MBO appraisal type as we wanted the managers to have a talk with the employee to discuss the

employees’ goals for the next time period and review the success on previously determined

goals. This way, managers are also aware and acknowledged of what is wanted by the employee,

vice versa. In relation to the employees’ goals, we also wanted the goals to match the

organization’s goals. For example, a Customer Service Representative wants to be able to

introduce 70 customers to sign up with the company’s financial plan in a day, by this, the

manager can coordinate this employees’ goals to match with the organization’s goals being by

11
the end of the year, the organization shall have at least 10,000 customers signed up with the

company’s financial plan as a goal.

Lastly, we had put a section for the employee and appraiser’s name and signature box, so

they can be aware of who is appraising and who is being appraised in case of mistakes happening

in the future, they can refer back to these people for clarification. Below is the constructed

performance evaluation form for a Customer Service Representative that works from home:

CUSTOMER SERVICE REPRESENTATIVE

PERFORMANCE EVALUATION FORM

Period of Evaluation:

Date/Day:

Name: Department:

Employee ID: Supervisor:

1 – ​Very unsatisfied ​ 2 – ​Unsatisfied ​ 3 – ​Neutral

4 – ​Satisfied​ 5 – ​Very Satisfied

1. 1. Overall, how do you rate the performance of that individual in terms of your
role expectations?

1 2 3 4 5

Functional Expertise
Level of expertise, knowledge, and
comprehension of all aspects of the job and
those that need better expertise/experience.

Teamwork
Individuals work together with fellow
colleagues, value other employees' interests,
and show a spirit of cooperation.

Running
Executes all projects and assignments until f
inish. Follows on tasks in order to ensure su

12
ccessful accomplishment.

Independent Action
Effectiveness in time management, initiative
and independent action within prescribed
limits.

Courage
Directly confront problems, act and be
decisive. Does what is best for the customer
and the organisation.

Customer Focus
Recognizes customer wants and reaches out
to meet or exceed customer expectations and
projections of a polite manner.

Communication
Communicates successfully one-on-one and
in groups, while agreeably sharing
information and knowhow.

Adaptability
Faced with new challenges and demands,
employees respond intelligently, flexibly
and positively. Under conditions of change
or uncertainty move productively and
optimistically forward.

Influence
Gets support for anticipated changes by
taking proper account of consumer
expectations and desires.

Engagement
Commits to the organization's mission,
vision, and goals. Creates a sense of purpose
by inspiring others and achievement
recognition.

Relationship Building
Contributes to a high degree of trust,
equality and diversity while simultaneously
strengthening inner and outer relationships.

Strategic Thinking

13
Clearly shows understanding of the mission,
vision, and business unit, function, or region
strategies. Retains the company's overall
visual representation and interrelationships.

Punctuality and Attendance

Employees log onto a designated working
platform on time and leave at the right time.

2. How would you rate this individual's performance based on your expectations for
their specific role based on their job description?

1 2 3 4 5

Constantly answer incoming calls to the

Customer Service Department with a
positive and helpful mindset.

Ask appropriate questions to recognize the

cause of calls to create effective resolutions
for organization and customers while
effectively resolving conflicts.

Follow up on customer problems and

apprehensions in a timely manner.

Contribute to cumulative Customer

Satisfaction Scores for the Region.

Stick to legal and operational compliance by

strictly adhering all company policy and
procedures.

Contribute to the greater good of the team

with an enthusiastic and positive attitude.

Achievement of attending to at least 50

customer calls including emails per day

3. The competence in which this person does very well at and explanations as to why
(specific examples are desired):

14
 4. Aspect where employee should focus on delivering the organization's biggest
impact and explanations as to why (specific examples are desired):

5. What has this employee accomplished this year that has had the biggest impact on
you?

6. Future goals of employee:

7. Beneficial training for employee:

Additional comments:

Appraiser Name: Appraiser Signature:

Employee Name: Employee Signature:

15
 Table 1 shows the constructed performance evaluation form for a Customer Service Representative.

5.0 CONCLUSION

In conclusion, performance management is an effective way for a company to achieve its goal as

well as a good way of getting better performance from the employee. Consider some common

objectives in any company performance management, such as assigning the goal, planning,

training the workers for the specific goal, giving them feedback on what they have done about

their job. Performance management is the only process where the company is managed in the

right way. Company goals should be in range, it should be achievable, it should also be in

contact with employees. Another point is that management should compensate the employees for

their jobs, they should get more than what they expect from the company. If companies can reach

this decision, then they can effectively achieve their goal.

The concept of work from home (WFH) is a recent phenomenon. In general, both

employees and employers have their own benefit WFH. WFH has its advantages and

disadvantages. WFH is also a challenge for both employees and employers. Previously, the

company used the old method of evaluation, since the concept of working from home was

established. The company has adopted a new method of valuation and the way it works is also

different.

16
REFERENCES

Aguinis, H. (2013). ​Performance Management.​ Bloomington, Indiana: Pearson.

Bloom, N. (2014, January-February). ​To Raise Productivity, Let More Employees Work from
Home​. Retrieved June 16, 2020, from Harvard Business:
https://hbr.org/2014/01/to-raise-productivity-let-more-employees-work-from-home
Columnist, G. (2017, Jun 16). ​How Employee Satisfaction Affects Organizational Performance​.
Retrieved from HR Daily Advisor:
https://hrdailyadvisor.blr.com/2017/06/16/employee-satisfaction-affects-organizational-p
erformance/
Dechev, Z. (2010). Effective Performance Appraisal. ​a study into the relation between employer
satisfaction and optimizing business results. Erasmus University.
Deming, W. G. (1994). Work at home: data from the CPS. ​Monthly Labor Review,​ vol. 117, no.
2.
Donohoe, A. (2019, June 7). ​Employee Performance Definition​. Retrieved from bizfluent:
https://bizfluent.com/facts-7218608-employee-performance-definition.html
FARH, J.-L. W. (1988). AN EMPIRICAL INVESTIGATION OF SELF-APPRAISAL-BASED
PERFORMANCE EVALUATION. ​Personnel Psychology,​ 41(1), 141–156.
Islam, R. &. (2006). Employee performance evaluation by the AHP: A case study. ​Asia Pacific
Management Review,​ 11(3).
Lansbury, R. (1988). Performance management: A process approach. ​Human Resource
Management, Australia,​ 46-55.
Noordzij, L. (2017, July 4). ​What is employee performance?​ Retrieved from Effectory:
https://www.effectory.com/knowledge/what-is-employee-performance/

17
APPENDIX

REFLECTION PAPER

FATIN BINTI AHMAD FIRDAUS

263752

Throughout this project, I personally liked the project although I still think that if this were not

the COVID-19 related situation it would have been easier for all of us. I think working from

home (WFH) is a good thing and I would really like to interview any managers regarding how

they manage and evaluate their staff when they do not see their staff in front of their eyes.

Throughout this experience, I learnt that WFH are sort of akin to the student life in which it does

ruin our life a little. We constantly must be on our devices almost the entire time and we go to

sleep with our laptops and wake up to our laptops. I asked my cousin who was a clerk on how

her experience with the sudden WFH was, she said that now she lives for work not work to live.

I can relate to her in that sense.

The new knowledge and experience that I gained was upon realizing that each position

having different methods of evaluation. All these while I have always thought that employees are

all being evaluated the same, one form, the same procedure for everyone. Now I know that

different position has different evaluation method, it makes it clearer that not everyone’s job is

the same. I also understood that the evaluation for each position makes a huge difference such as

evaluation for a building window cleaner is going to be much different from a salary worker

working in an office. Another thing that I have learnt is, we must communicate through the net

rather than meeting face-to-face to discuss on how we are going to break down this project. The

18
thing about discussing through the net (especially on WhatsApp) is that, when a person is typing,

the others have to wait, otherwise there’ll be a mix of information and while waiting there is a

potential that the (important) points to be discussed had already been forgotten. Not to mention,

each person comes online at different time of the day, making it hard to get a response all at the

same. The experience is stale, and I wish it could be easier for all of us as we go.

If I were given another opportunity to do this project again (with greater conditions), I

would find a company that practices work from home and ask for their manager who does job

evaluations. It would be refreshing to hear directly from the person who experienced it

themselves as they would provide more knowledge than mere articles on the internet. I have ever

thought about reaching out to job evaluator professionals on LinkedIn, but I did not have the

courage to do so. My work could have been better as I am not really satisfied with this work that

I have made in this project.

In the future, I hope I will be able to apply the knowledge that I have gained while

working on this project. I am always thankful and sorry for the directions and help given by our

lecturer, Dr Houccine, throughout working on this work. I will work better and harder on the

other assessment that is given.

19
SITI UBAIDAH ‘AMIRAH BINTI MOHAMAD
264022

As part of BSMH 3053, Employee Performance Management lecturer, we were assigned the task

of creating a group assignment and presentation in which we would present to our peers about a

performance appraisal work from home. My group was able to present a successful presentation

by explaining employee performance, how employees' performance can impact the organization,

the definition of work from home, why company introduces work from home option to

employee, benefits for employers and employees, advantages and disadvantages of work from

home, what organization has done in the past, method of evaluation used in the past, opinion on

the method used, the suggestion on performance appraisal for work from home employees about

the new method of evaluation and how it works.

Through this project, I learned many organization is using the concept work from home due

to the COVID-19 pandemic. Work from home ​is not a recent trend. Since WFH was the new

element of human resource strategy, this idea has developed. Flexible work can be carried out in

Malaysia, taking account of technology, rules established by employers, and the preference of

employees. Malaysia's technology growth represents Malaysia's goal of achieving high revenue

by 2020. ​In general, both employees and employers have their benefit from Work from Home.

Work from home has its advantages and disadvantages. The advantages of WFH is employees

have enough time to fulfill family demands and obligations. That means employees can

strengthen their family relationships. Other than that, employees can save their money and time.

This is because most the employees waste time on their journeys to go for work. So with WFH,

they can save their money from fuel or public transport costs. Work from home is not only have

20
advantages, it also has its disadvantages. The disadvantages of work from home is lack of

competition. Failure to connect and to communicate with colleagues and supervisors decreases

the competitive spirit and can decrease employee productivity. Besides that, mentally exhausted.

the company may think that they are never leaving the office. Keeping a device in their pocket

that is continually linked to their work email will keep it from ever being off the clock. This is

not a better way to work. It leads to burn-out, sleeplessness, and even mild depression. Work

from home is also a challenge for both employees and employers.

After I know more detail about WFH, I wonder how employers evaluate the performance of

employees. Our group has suggested using of a combination of a few types of appraisals.

Previously, the company used the old method of evaluation, such as the traditional method and

modern method. Examples of traditional methods are ranking method, paired comparison,

grading method, and force distribution method while examples of the modern method are

Management by Objectives (MBO), 360-degree appraisal, cost accounting method, assessment

centers, and many more. Now, the company has adopted a new method of evaluation and the

way it works is also different. The new method evaluation are simple rating and Management by

Objectives (MBO). ​We used the graphic ranking type for the first and second parts, since it is

clear and easy to understand. The purpose of this form is to measure behaviors relevant to the

specific roles of the work to be assessed. We also adopted the type of MBO appraisal as we

wanted the managers to have a talk with the employee to discuss the goals of the employees for

the next period of time and to review the success on previously set goals. That way, managers

are always conscious of what the individual needs and accepted, vice versa.

21
 The kind of new knowledge and experience I gained through this project is now I know

performance management is an effective way for a company to achieve its goal as well as a good

way of getting better performance from the employee. Consider some common objectives in any

company performance management, such as assigning the goal, making a plan, training the

workers for the specific goal, giving them feedback on what they have done about their job.

Performance management is the only process where the company is managed in the right way.

Company goal should be in range, it should be achievable, it should also be in contact with

employees. Another point is that management should compensate better for the employees for

their jobs, they should get more than what they expect from the company. If companies can reach

this decision, then they can effectively achieve their goal.

Yes, I am satisfied with my work and the cooperation given by the group members. Without

group members, this project would not work. The communication among the group member is a

key aspect of the group project. It's very difficult to achieve the desired result without successful

communication. Once information is effectively shared, the burden becomes split among the

group members and the job at hand is simpler for all. During our project, we used whats-app for

communication purposes within our group. Group communication is essential throughout the

project so that confusion and unnecessary delays are minimized. When there is effective

communication, messages to be communicated become simpler. The possibility of

misunderstanding can be minimized.

22
NUR SAKINAH BINTI MOHAMAD ARIFF
263800

Based on this project, some may argue that most employees should change their place of

working from office to home. In my opinion, the benefits of working from home compensate for

the drawbacks due to various reasons. I have learned that working from home is a lot more

comfortable for a lot of people. the employees also can have enough time to fulfil family

demands and obligations so that, they can strengthen their family relationships. Besides,

employees will save a lot of time and money if they don't have to drive too much, which ensures

more employees can have more room for jobs and enjoying themselves. Employees also can

improve their productivity and satisfaction when working from home when the research stated

that the level of stress had decrease when the employees working from home.

To be fair, there are also certain disadvantages of working from home. For instance, the

employees can be mentally exhausted as they always keeping a device with them, the employer

can always email or contact them easily. This is not a better way to work when it may lead to

burn-out, sleeplessness, and even mild depression. In summary, working from home would be

encouraged as the advantages overcome the disadvantages.

In my view, this form of self-appraisal was the most favoured approach in these days. But

in this work from home season, the use and demand for this self-appraisal is even higher. It is

because, as a person goes into the practice of working from home strategies, there should be no

bosses or colleagues near them as they do their duties. So, it is clearly shows that no one is there

to evaluate their job performance, but the only one who is there is the employee himself. So,

self-appraisal is the only way to evaluate the task they did. Employees should consider and

23
recognise their strengths and weaknesses. By doing this approach, it is indirectly can motivates

the employees. Here, I assume that the self-appraisal approach will enhance the efficiency of

every employee's work.

As a suggestion to use a combination on a few kinds of approaches, this project teaches

me on how to design the appraisal that suits employees who are working from home. For the first

and second part, the graphic rating form have been used because it is clear and convenient for

employees and employers to understand. This form is intended to measure the behaviours

relevant to the specific roles of the job to be assessed. The purpose of the MBO appraisal is to

allow managers to have a conversation with employees to discuss the objectives and the goals of

employees for their next period and to review their successes beforehand. By doing so, managers

know and recognize what employees want, and vice versa.

I 'd say I'm satisfied with the work on the project. By doing this project, I can reflect on

what I have learned in the classroom, even though it wasn't a face-to-face lecture. If I had been

given another opportunity to carry out a similar project, I would like to have a video call with the

person who oversaw the employee's performance appraisal, usually the Human Resources

Manager. This is because I would like to see them based on their opinions and suggestions as to

how they handle the employee's performance appraisal as the employees are working from home.

In conclusion, performance appraisal is one of the most important factors in any

organization and is also a great tool used to record productivity. Every organization must have

objectives and objectives set and every employee must be involved in the process. The success

appraisal would also increase efficiency and boost the confidence of the employees. Appraisals

are a positive way for managers to let employees know how well they perform the duties

24
assigned to them. Sometimes we get caught up in our work and do not realize what the whole

company is trying to do for its employees. If the compensation is a lousy employee dinner and a

nice thank-you note, your job is remembered. Employees should also be thankful for any work

they may have because the company did not have to hire by any means whatsoever.

The concept of working from home is a recent phenomenon. In general, working from

home may benefits both employees and employers. The working from home has its advantages

and its disadvantages. The working from home is also a challenge for employees and employers

alike. Previously, the company used the old evaluation tool since the concept of working from

home was established, the company need to adopt a new valuation method and the way in which

it operates is also will be slightly different.

25
NUR FARAH LIYANA BINTI SAWAL
264023
Performance management is an ongoing daily process that creates an environment in

which individuals and groups can perform to the best of their abilities. Skills, abilities, and

behaviours are monitored, encouraged to enable workers to meet and possibly exceed the goals

and standards required for successful organization. The workplace performance management is

based on two factors. First, to ensure that workers are competent in their job to achieve the

success company they want. Second, help employees to grow and perform according to needs

and expectations.

We know that COVID-19 will remain at least for the short term, that a large number of

bureau employees work remotely and that the HR Department will need to provide effective

answers to a new list of priorities. Whereas for everyone this is new territory, only certain parts

of the multinationals established are required to lead. The HR manager is now the right time to

examine his team and evaluate what adaptable skills are available that can be key to the crisis

management team. The role of this team is to give a disseminated workforce who are likely to

work from home regular support and communication. This team needs a mix of skills to be

efficient and coherent; planning and governance, communication, empathy and positivity,

flexibility and an attitude of perseverance.

Look at back to this assignment, there’s a lot of things that I’ve learned especially about

how the HR team evaluate the performance of workers during this pandemic. As we know,

during the pandemic, most of the company need to force their workers to work from home. Work

from Home (WFH) was a privilege offered to some companies throughout the country, but now

26
it has become the norm with the MCO. Most businesses were forced to move from the

conventional to partial or full WFH operating methods. For some, the transition is smoother than

for others, particularly if employees are already well qualified in remote work practices and the

necessary technology has been made available even before the MCO.

But not every worker can adapt work from home especially for those who are work

frontline such as photojournalists, doctors, police and others. It is also not easy to work from

home, particularly for women with children, since they have to juggle child care (meals,

homework online) and work in the office. Although the teleworking program has been promoted

in Malaysia since 1990, the implementation of the WFH remains low and controversial in

Malaysia, even though it provides many benefits. To Malaysian jobs, the mobile workforce is

fairly recent. However, in formal business organizations in Malaysia, there has not been a

teleworking practice either part-time or full-time. The work from home concept must be still

applied in a formal way to professionals such as the construction industry.

All advantages, however, are certainly inconvenient. It can be a challenge for

communication and collaboration. When everybody is in different places, successful

communication and coordination can be difficult to accomplish. Problems in communication

may increase the isolation of domestic workers. If we work in our office, we will participate in

all meetings but we will have to make extra efforts by working from home. This ensures that the

marketing methods and techniques need to be well conceived. It's tougher to shut down next

drawbacks.

27
 In my opinions, continuous management of performance relies on regular checks. The

work could have taken place once a month or any other week. Companies must encourage their

employees to increase these talks once a week. The check-in provides a forum for staff to share

concerns, update and ask questions. Social differences have removed meetings in person, but I

think I desire video rather than telephone check-ins. Virtual meeting platforms also enable

managers to view the facial expressions of other people and encourage focused discussion.

Thus, this project shows me how to build the evaluation that fits workers who work from

home as a recommendation to incorporate certain types of approaches. The graphic rating type is

used for the first and the second component, so the managers and workers understand it clearly

and conveniently. This form will measure behaviours that are relevant to the particular role of the

task to be evaluated. The purpose of the MBO evaluation is to enable managers to talk to their

employees about their goals and targets and to examine their achievements in advance.

To conclude, during this pandemic, for both workplace and market reasons, it is often

necessary to adjust organizational, team and individual goals. Managers and employees should

collaboratively set modified individual targets and decide on what is required when evaluating

what an employee should accomplish. One ultimate important factor in the decision to take a

break from the employee assessments is to ensure that employees still have a framework in

which they can provide feedback and learn and grow throughout the crisis period.

28
KAUTHAMEN A/L APPU
256001

First of all, I feel really happy for receiving this topic as my project for this Employee

Performance Management subject. There are a lot of new things I managed to learn through this

project and extra knowledge related to this topic since I do not have that much of knowledge in

this field before this. Although, teachings and information related to this were taught in class, we

still need to work or practice on it to understand more about this. That is what I gained when I

went through this project work regarding this performance appraisal.

Firstly, I learned that how an organisation evaluates their employees. Based on my

understandings after settled this project, I got to know that every organisation has their own way

or technique to evaluate their employees. Not only that, the technique and method they prefer to

use is not simply decided but according to the characteristics of their employee. This is because,

as an organisation management they understand that not every employee is the same and not

every appraisal method is suitable for everyone. Next, I understand that not all the organisation

success at the first time when they decided to use a specific appraisal method for their

employees. But mostly, they will use trial and error method which means that they have to try

one by one and decide which one will be the suitable method for their organisation and

employees. But, at the same time, I also understand that this is not an easy task for the employers

to try every single method and pick the best one at last. To be honest, it really consumes a lot of

time, money and energy which is the most important thing in this task and process. This is

because, to finish this task, everyone including management and employee must cooperate and

work together so that everyone can identify the good and bad in every method. Not only that, this

29
is one of the ways to understand what is in employees’ mind. For an example, some will feel like

this would be the best method and some will feel like this method would not be that appropriate

to our organisation and many more. So here, by doing this project, I could understand all those

possibilities could happen whenever an organisation decide to start this process and come to a

decision.

Next, I also able to gain new knowledges after finishing this project. The first one will be the

various methods of job evaluation. As per my basic knowledge, I only know and familiar with

some job appraisal method, but the research I did before starting this project taught me that there

is more method for job appraisal which I do not know. So, that is the moment I started to explore

more about this. This is not only for the project purpose but also for my self-knowledge. Other

than that, through my research and findings, I also found that every method has its own

speciality, advantages and of course disadvantages. That is the reason I mention earlier that not

every method will be appropriate for every organisation. Mostly, it depends on the type of

organisation such as the type of product or service they produce and the type of employees

working at that organisation. But in this section, I also went through some difficulties. The most

common one is I was not really sure with the information I collected. This is mainly because

there are a lot of website provided different types of information. It means that, even though

most of the website gave same information, but still there was some website that provide a

different information where I felt like it was irrelevant. This was especially when I did my part in

this project work which is about job appraisal methods. For example, the examples for

performance appraisal method under the modern method and traditional method was confusing

since different examples were given in different websites. So, I had to search even more

30
especially the journals and articles related to this so that I can get a correct and precise

information. This process consumed more time and to be honest it was really worth since I could

able to find a proper and relevant information.

Apart from that, I also gained experience in different field which is communicating with

others and collecting data or information from organisation. I feel like I able to gain more

experience in communicating with others especially with the people who is in the top

management of an organisation. This can be clearly seen when I initiate to call my friend and his

father who own a company in my hometown. So, it was a great opportunity for me to contact

them and collect information related to my project work. I got a lot of information regarding my

topic which is performance appraisal and of course some other information that not related to my

project work but related to my course and my future job field. Not only that, they also shared

with me their experience of the process they carried out in performance appraisal system for their

company. Basically, they shared the problem they faced with their employees and the other

managers while undergoing this process and how they managed to face and overcome the

problems. Other than that, they also shared the technique we could use to determine an

appropriate and suitable performance appraisal method for the employees.

Next, as I mentioned earlier, I also got some information and knowledge that not related to this

project work but for my studies and future. They shared the basic problems faced by employer

from the employees other than during this performance appraisal process. For an example, about

the union in the company, problem faced by employer because of employees, problem faced by

employees because of employer, problems by both external and internal factors and many more.

Not only that, the knowledge they shared made me understand that how difficult it is to run a

31
company with these thousands of employees. Not only that, through this information and

knowledge I could experience the real situation of what I studied in previous semesters at my

university. Although this experience is not related to my project, still I do feel grateful because it

could help indirectly for my future.

Finally, to be honest I feel really satisfied with my work and contribution but at the same time I

feel like I will be more satisfied if I could able to interview an organisation face to face to get the

information. As we all know, since this Covid-19 and MCO issues, we are not advisable to

conduct an interview session directly with the selected company management and we have to

fully depend on the information we got from the internet. Personally, my opinion would be,

students will understand more if they could conduct an interview directly with the manager in

charge to gather the information regarding performance appraisal. Not only that, they also can

ask the employees’ opinion about the organisation’s performance appraisal system directly. This

could indirectly help the employers to know the feedback from the employees. Finally, as a

Human Resource Management student, this project was very helpful for me and I hope the

knowledges and information gained from this project could be useful in future.

32
THINK AND SOLVE

THINK AND SOLVE 1

Problems with Employee Performance Appraisals

Based on the above problems, suggest FIVE (5) ways on how to improve the existing

performance appraisal process.

They’re just not accurate in a lot of cases and for a lot of reasons​. Here are some examples:

1. They’re an easy outlet for favoritism, which results in employees getting ratings that are

higher than warranted.

2. Managers often don’t have or don’t make time to complete them in an honest, open way.

And without doing so, that means that they will not be as accurate or as helpful as they

should be.

3. Even in the best of circumstances, performance appraisals will be subjective, and each

manager will bring his or her own biases to the process, hindering the ability to compare

results.

4. No one likes to give others negative feedback, which often means problems will get

paper over or left out entirely.

5. Systems often don’t get updated to reflect true goals, especially in today’s environment

where goals change much faster than annually. That leaves a situation in which an

employee is being reviewed on items that are wholly or partially irrelevant.

33
Use of 360 degree assessment

A 360-degree evaluation would inspect an individual's performance from all sides including

supervisor, subordinate, customers, and self viewpoint. This would give a precise overview of

a person’s performance within the company.

Use multiple criteria

Employees can behave in several unpredictable ways in different circumstances the whole

period of year, therefore, managers should not limit the appraisal process to one or two actions

on the part of that individual employee. Not only that, the manager should also lessen the use

of trait-based evaluations where it tends to be more subjective than behaviour/results based.

This can lessen bias, stereotyping, similarity error, and attribution error.

Training for evaluators

Evaluators need to go for performance appraisal process training. Through this training, they

will learn the common problems that come with doing performance appraisal and avoid this

while performing this task. They should go for training to use performance assessment

methods and forms to match what kind of job that the employee has, for example, if it is a

building janitor, they can use a rating scale, if it’s a manager, they can use an MBO evaluation

method. This is highly important so that jobs are evaluated based on job scopes and job

descriptions.

34
Lack of documentation of problems​, as noted above, becomes a problem itself. This means

employers are open to wrongful termination claims if an employee has a record of good reviews

but is later fired for poor performance seemingly out of nowhere.

It costs a lot—both in terms of time spent and money invested in performance appraisal

systems—to implement a performance appraisal process. That money does not always translate

to improved productivity if the process is not carried out to its highest potential.

Adoption of online performance appraisal system

This problem can be solved by adopting an online performance appraisal system where datas

are kept in the cloud. Employers can just log onto their online based program and view all

needed forms, including staff profile information and self evaluation. By using this, they can

use a 360-degree assessment and submit the performance appraisal to the human resources for

approval or signatures. This will also eliminate usage of paper or needing to search people for

signatures or missing forms. Not to mention, it can be done anywhere. Few example

companies that offer this service include SAP, Reflektive, Goalify Professional, A hundred

and more.

Employees often dread them​. If the performance appraisal is not linked to specific career goals,

top talent might not see the point—and thus may view them as a negative experience. This

problem means that the mere act of having a performance review process can actually result in

higher turnover— especially for top talent.

35
 Linking financial rewards to performance appraisal

As top talents have already seen performance appraisal as a negative experience, the evaluators

should link financial rewards to this system as research done by Kampkotter in 2014 fins that

appraisals with a clear link to monetary outcomes have positive effects on individual

behaviour and attitude outcomes. Examples of financial rewards include bonuses, promotions,

recognition or pay rises. This way, employees appraised can be satisfied with the performance

appraisal and reduce the turnover rate in the company.

Having an official performance review process can actually hinder timely feedback the rest

of the year. This is because managers often view the performance review process as a catch-all

time to cover anything that has been going on with the employee—and thus put off having

discussions outside of this process.

Planning for monitoring & evaluation

Monitoring and evaluation (M&E) can be effective instruments for enhancing project planning

and management efficiency. Monitoring helps project managers to understand whether

projects progress in a timely manner and ensures the planned process for project inputs,

activity, outputs and external factors. Evaluation may be a tool to help project managers in

determining how far the project's priorities in the project documents have been accomplished.

36
 Monitoring and evaluation are also related to pre-identified development plan outcomes. They

are motivated by a need to take responsibility for achieving the desired outcomes and provide

a framework for informing corrective decision-making.

Giving otherwise good employees negative feedback in this format can cause extreme

frustration​—even to the point of reducing overall employee satisfaction. This is especially true

if the feedback is no longer relevant because it was not delivered in a timely manner.

Implement Rating Scales Method

Rating scales method is a method of evaluation of performance which evaluates employees on

a scale based on the specified factors. The scale includes different categories. The method

usually allows more than one success criterion to be implemented. Another reason the method

's popularity is because of its simplicity, which helps many workers to easily analyze it. The

approach helps employers to measure employee efficiency when employers calculate the

scores. The greatest advantage of rating scales is their simplicity and standardization. This

makes it possible to compare and contrast evaluations, even for workers as a whole. The same

basic assessment and performance criteria, with the same set of responses, apply to each

employee. It encourages fair treatment for everyone and applies uniform performance metrics

in the company. For example, some of the employees are low in communication skills. So

37
 from this method, they would know what they should improve. That person must always go

beyond the prescribed work requirements in order to receive an outstanding rating for a factor

such as quality of work.

REFERENCE

Nawaz, M. S., & Pangil, F. (2016). The effect of fairness of performance appraisal and career

growth on turnover intention. ​Pakistan Journal of Commerce and Social Sciences

(PJCSS)​, ​10​(1), 27-44.

Memon, M. A., Salleh, R., Mirza, M. Z., Cheah, J. H., Ting, H., & Ahmad, M. S. (2020).

Performance appraisal satisfaction and turnover intention The mediating role of work

engagement. ​MANAGEMENT DECISION,​ ​58(​ 6), 1053-1066.

Kampkötter, P. (2017). Performance appraisals and job satisfaction. ​The International Journal of

Human Resource Management,​ ​28(​ 5), 750-774.

Rossi, P. H., Freeman, H. E. & Lipsey, M. W. (1999). Evaluation: A Systematic approach.

Thousand Oaks: Sage.

Purdon, A. (2003). A national framework of CPD: continuing professional development or

continuing policy dominance?. ​Journal of Education Policy​, ​18​(4), 423-437

38
39
 THINK AND SOLVE 2

Managing star performers is not always easy. What strategies have proven successful for

you when managing high performers, or a team of employees who produce varying results?

Suggest FIVE (5) strategies in managing high performing employees.

There are several strategies in managing high performing employees. Firstly, since they know

they are valuable, as an employer, you should motivate them that they can achieve their aims in

the organisation. This is because, if that kind of employee feels that they do not have the

opportunity to prove their talent, they might search for the other opportunities. It means that

they might shift to other organisations that provide better opportunity. In this situation, as an

effective employer, you should have either a formal or informal talk with them regarding their

ambitions and goals they want to achieve. By doing this, the employee could believe that this

organisation can help them achieve their ambitions and goals. For example, if you find that a

valuable employees’ ambition is to become a great leader among their colleagues, then the

employer should try to appoint them as leader in some of the organisation’s projects or group

tasks. Not only that, by doing this it's easier for the employer to evaluate them and their job

performance. This could indirectly make them stay loyal and stay in your organisation for a

longer period too.

Next, strategies could be taken by the employer if the star performers may be motivating

with different things. As per the statement, if the star performers want to work remotely,

employers should consider them because they may feel motivated in this type of work rather

40
than working in other ways. But the problem could arise here from the other employees. For

example, the other employees may feel that the employer is biased only to the star performance.

This could indirectly demotivate them. So, in this kind of situation, employers should play a fair

role. If a star performer is motivated with different things and demands it from the employer,

the employer should survey what problems may arise from this and at the same time they

should also know how to overcome it. For example, if a star performer demands an extra bonus

or reward for completing a task because they can feel motivated, the employer should consider

this idea for other employees too so that it would not affect both groups of employees in a

negative way. It simply means that an employer should take decisions fairly and not encourage

favouritism.

Third is star performers can get bored easily if not challenged. In this situation,

employers should try to give more challenging projects or tasks to this group of employees so

they would not get bored easily. At the same time, there are no chances to arise problems for

giving more challenging and difficult tasks than others to them since they are the one who asked

for that task. Since this opportunity is only given to the star performance, sure they will utilize

this opportunity very well. It means that they will put 100 percent of their effort to succeed in

the project given. Other than that, the star performer can get challenged easily when given a

task or project that cannot be done by other employees or demotivated by other employees. This

idea also can be used by the employers towards them. Not only that, it could also influence

other employees to become motivated and be a star performer in future too.

Next, it is harder to incentive performance. As per the statement, problems may arise

from the other employees if the employer always provides incentives to the star performers. But

41
in this situation, the other group employees should understand the point that the star performers

deserve these incentives. This is because they work even smarter and harder than them. Thus,

they could give a better output than others and this is obviously not favouritism. My opinion in

this case is, the other group of employees should take this as a motivation and work more harder

to reach the star performers level rather than criticizing or mocking them. Here, as a supportive

employer, they should motivate other employees by giving incentives according to their efforts

and results so that they can produce more star performers.

Finally, usually the star performers are resistant to feedback. It means that they could

not accept if others give negative comments or feedback towards their performance although it

is a bad performance. This could be said as ego or underestimate the normal employees because

they assume themselves as the only valuable employee in that organisation. In my opinion,

employers should take a fair action towards the star performers if they could not take the

feedback given by other employees although they made mistakes. This indirectly shows that the

star performers are downgrading other employees and this may lead to misunderstandings

among them. Not only that, employers should also advise and explain to the star performers

about the advantages of receiving either good or bad comments and feedback from others.

These strategies could be taken by an employer to manage the high performing employees.

42
 THINK AND SOLVE 3

As you look through it, it is obvious the past manager had “favorite” employees and you

aren’t sure if you should base the evaluations on this information. How would you handle

this?

Based on this situation, we would like to suggest on how to handle outlining the process for

performance evaluations. Performance evaluations should be performed reasonably, accurately

and professionally to safeguard the needs of staff and to shield the company from legal liabilities.

So, there are no favourite parts on which employees because all employees are working hard to

make a good performance in their work. One way to ensure consistency is to use a standard

evaluation form for each assessment. The form that can be use should focus only on the core

areas of job performance. Limiting these areas of focus makes the assessment more meaningful

and relevant and allows the employer and employees to address the issues that matter most.

Analysis of the job which we can review job specifications and build performance

standards for the roles stated in each description. A performance standard shows what the

individual has to achieve to fulfill output standards. It also shows the degree of results that falls

short of the standards of the company’s expectations. We will realize that the task will be

focused on the organizational purpose and goals, the department and the task itself.

Assess the employees, considering the number of employees and their varied positions.

For example, whether the company is a small business with a few dozen employees or a large

corporation with several departments, the performance management program must be tailored to

meet the needs of the workforce. A small business can usually survive with a less formal

43
performance management program however, this does not necessarily mean that it is less

efficient than one with a few more components.

Identify the performance measure. Standard performance evaluation helps employers to

assess an employee's job performance objectively and can reduce the amount of time and

pressure involved with filling out the assessment form. Although developing these measures can

be one of the most time-consuming parts of creating a performance evaluation system, it is also

one of the most powerful. To begin developing standard performance evaluation in the practise,

study the work requirements for each role and select the main components of the work that can

be clearly evaluated. Work with the employees in each area to collect quantitative data, analyze

past volume trends and establish qualitative measurements that represent the purpose and goals

of the organization. Informal performance evaluation, which coaches and disciplines.

Performance assessment should not be a formal interview once or twice a year. As specified in

its description, performance evaluation is an ongoing procedure. While formal assessment may

only take place once or twice a year, people need regular feedback on their performance to know

how they are doing.

Set the feedback guidelines. Feedback is what performance evaluations are all about.

When we introduce a performance evaluation program, make sure that anyone who performs the

assessment understands what type of input to provide, how to provide it, and how to get it back

from the employee. Effective performance feedback reinforces good ability sets and constructive

behaviors when identifying potential opportunities with a consistent path to progress. Any form

of reviews cannot delay until the regular assessment process ends for HR. Alternatively, it should

be provided in real time and incorporated into the culture of the organization. Another great way

44
to boost productivity performance evaluation is to use peer evaluations, often known as

360-degree feedback. Once, this is a function that can be included in most success improvement

software programs. Peer reviews are helpful as they allow colleagues to compliment other

colleagues and to highlight good facets of their results, as well as to show where changes can be

created (Pollock, 2018).

References

Pollock, S. (2018, January 11). ​6 Strategies for Effective Performance Management​. Retrieved

from HR Daily Advisor:

https://hrdailyadvisor.blr.com/2018/01/11/6-strategies-effective-performance-managemen

t/

45
 THINK AND SOLVE 4

Five ways on best practices for conducting performance reviews with telecommuters are:

1) Enhancing visual contact

Using video, at least regularly, is a perfect opportunity to engage with staff and pick up on

nonverbal cues that are missed because people don't talk face to face. When businesses execute

performance evaluations via video with simulated staff, interactions are more meaningful,

stimulating, and accurate. Seeing the person you refer to diminishes the risk of

miscommunication. Giving honest feedback to workers over a video conference call is a perfect

opportunity to display gratitude and engage in communication.

2) Identify the kind of data that needs to be collected

Data is still a key driver of performance management, even with a more modern style of

performance review. Consider productivity, volunteerism for new tasks, readiness to help others,

social engagement with peers, and other KPIs.

3) Ask about self-evaluations

Self-evaluations are a perfect resource for administrators to understand how telecommuters

interpret their own performance. While only can such tests help close the distance between

performance and expectations, they also offer an ideal opportunity to communicate incentives,

priorities and growth conversations. Self-evaluation allows workers to learn new skills, express

what they enjoy about their work, and bring up points of discomfort. Via self-evaluation,

46
employees will identify what their managers need to be more effective at their jobs and value

feedback on their work.

4) Based on outcomes and actions

Employers performing performance evaluations on employees they may not see might be

inclined to focus appraisal purely on outcomes, but it would be an error. The action of a

telecommuter is an essential component of success which may be challenging to see and measure

but which should not be underestimated. Focusing about what job is being performed and how it

is being accomplished provides a more detailed description of how good the individual performs

it.

5) Take daily performance updates

In today's fast-paced environment, it's hard to recall what was done last week let alone what

occurred over the span of a year. Check-ins and success evaluations performed on a daily basis

during the year are less frustrating, require less time, and are more accurate than periodic

assessments. If managers receive accurate input, there are incentives for workers to strengthen

the poor points and continually produce positive outcomes.

47
48