Report On

Performance Management System

By

Abida Chowdhury
ID# 17364002

An internship report submitted to Dr. Suman Paul Chowdhury in partial fulfillment of

the requirements for the degree of
Masters of Business Administration (MBA)

Brac Business School

Brac University
January 2020

©2020. Brac University

All rights reserved.
Declaration

It is hereby declared that

1. The internship report submitted is my/our own original work while completing degree at

Brac University.

2. The report does not contain material previously published or written by a third party,

except where this is appropriately cited through full and accurate referencing.

3. The report does not contain material which has been accepted, or submitted, for any other

degree or diploma at a university or other institution.

4. I/We have acknowledged all main sources of help.

Student’s Full Name & Signature:

Abida Chowdhury
ID# 17364002

Supervisor’s Full Name & Signature:

Dr. Suman Paul Chowdhury

Assistant Professor, Accounting Department
Brac Business School
Brac University

ii
Letter of Transmittal

Dr. Suman Paul Chowdhury, PhD

Assistant Professor
Accountant Department
BRAC University
66 Mohakhali, Dhaka-1212

Subject: Submission of Internship Report

Dear Sir,

This is my pleasure to present this Internship Report on “Performance Management System

at Rangs Motors Limited”, which I was appointed by your direction.
I have attempted my best to finish the report with the essential data and recommended
proposition in a significant compact and comprehensive manner as possible.
I trust that the report will meet the desires.

Sincerely yours,

Abida Chowdhury
17364002
BRAC Business School
BRAC University
Date: 19th December 2019
Acknowledgement
Firstly, I would like to express my gratefulness to the Almighty Allah for helping me to finish
up with a great strength and the ability to accomplish my accountabilities as an HRBP. I am
sincerely thankful to my advisor Dr. Suman Paul Chowdhury, Assistant Professor –
Accounting of BRAC Business School for his enthusiastic supervision during the preparation
of my internship report. Besides I would also like to thank Ms. Samina D. Amin, Group
CHRO, as my organizational supervisor. My appreciation goes to the entire BRAC Business
School for organizing this Internship Program as a mandatory part of academic purpose,
which enables the incorporation of theoretical knowledge with practical life experience.
Lastly, I am also grateful to all the people of RANGS Motors Limited, who helped me with
their views and experiences during the Performance Management study to create this term
paper a successful one.
Executive Summary

The Performance Management System is a process of setting destinations, building

arrangements to attain the goals and ideal outcomes. Rewards and acknowledgement are the
end phase of this process. Organizations utilize this framework to evaluate the demonstration
of an individual, a group, a capacity and afterward the association as a collective force. In this
project, the entire implementation framework is represented for the organization RANGS
Motors Limited.

Rangs Motors Limited started its journey in Bangladesh in the year 1998. In this note, the
vision, mission and values, targets and action plans are mentioned. Rangs Motors Limited has
a robust HR department which is working in accordance with the techniques of the
association and working with the point of accomplishing the crucial vision of the
organization. Rangs Motors Limited has mainly three divisions in HR department and these
are – HR development, HR services and administration. Performance evaluation system takes
place under the HR department. A survey is conducted at corporate office of Rangs Motors
Limited to evaluate the appraisal system.
Table of Contents

Declaration................................................................................................................................ii

Letter of Transmittal..............................................................................................................iii

Acknowledgement..................................................................................................................iiv

Executive Summary.................................................................................................................v

Table of Contents....................................................................................................................vi

List of Acronyms....................................................................................................................vii

Chapter 1 [Introduction].........................................................................................................1

Chapter 2 [Rangs At A Glance]..............................................................................................6

Chapter 3 [Internship Experience].......................................................................................17

Chapter 4 [Literature Review] ............................................... Error! Bookmark not defined.1

Chapter 5 [Performance Management System]..................................................................62

Chapter 6 [Findings from the Study]...................................................................................68

Chapter 7 [Summary of the Findings].................................................................................61

Conclusion...............................................................................................................................62

Recommendation....................................................................................................................63

References...............................................................................................................................64

Appendix.................................................................................................................................65
List of Acronyms

PA Performance Appraisal

PMS Performance Management System

RML RANGS Motors Limited

PM Performance Multiplier

APER Annual Performance Evaluation Report

PER Performance Evaluation Report

TNA Training Needs Assessment

ACR Annual Confidential Report

HRP Human Resources Planning

HRD Human Resources Development

CHRO Chief Human Resources Officer

Chapter 1

Introduction

1.1 Background
Performance Management System (PMS) is the core of any "people management" process in
organization. Organization exist to perform. If this is appropriately structured and executed it
can change the course of development and pace of effect of organizations. If individuals do
not perform organizations do not endure. If individuals perform at their pinnacle level
organization can finish and make waves. Performance Management Systems if appropriately
structured and actualized can change the course of development and pace of effect of
organizations. In the past organizations just as the HR function have burnt through a great
deal of time by wrongly focusing on performance appraisals instead of performance
management.
Effective performance management requires:
* Identifying the parameters of execution and expressing them plainly
* Setting execution measures
* Planning in participative manners where proper, execution all things considered
* Identifying abilities and competency holes that contribute/block to execution
* Planning execution advancement exercises
* Creating possession
* Systematically choosing and imparting what should be done (points, destinations, needs
and targets)
* An arrangement for guaranteeing that it occurs (improvement, activity or administration
plant)
* A few methods for surveying if this has been accomplished (execution measures)
* Data contacting the correct individuals at the perfect time (execution detailing) so choices
are made and moves made

A Performance Management System supports a business to endure effectiveness and

execution by connecting the workers' compensation to competency and commitment. It gives
chances to purposeful self-improvement and career development. It brings all the employees
under a solitary key umbrella. In particular, it gives supervisors and subordinates an
equivalent open doors an equivalent chance to convey what needs be under organized
conditions. Dealing with this procedure viably is not simple. It requires an elevated level of
coordination, diverted data stream and auspicious audit. Regardless of whether
representatives are at a solitary spot, or spread over various areas, the utilization of
innovation can help streamline the total procedure for increasingly compelling data the board.
Execution Management couldn't be characterized as it starts when the activity is characterized
and closes a worker leaves the organization.
The topic that I have selected for this report is “Performance Management System at RANGS
Motors Ltd”. I tried to incorporate my hypothetical information on HR and combined with
real time examples. I have attempted to cover all the significant elements of Performance
Management System – performance evaluation, rating, employee training and development,
annual increment, promotion and deliver my understandings of the various purposes of
Performance Management. At the end of the report I tried to share some recommendations
based on my knowledge followed by the conclusion which I gathered during the preparation
of this report.

1.2 Importance of the study

In today’s consequence, human resources are to be considered as a significant resource of the
organization and the importance of human resources is very exceptional to the organization.
The organization should realize that the strength of human resources is a higher priority than
the specialized and structure skill of the organization. The competitors can have a forceful
edge by having the direction on performance appraisal and management system. It very well
may be said that the perspective of organization is to accomplish the built up objective of the
organization and the work force to cope in this situation.
A presentation evaluation is a logical general and periodic procedure that evaluates an
individual employee’s job performance and profitability in connection to certain pre-built up
criteria and organization’s goals.
Assessing the individual’s performance, groups and organizations, is considered as a
common act in all society. While in certain cases these evaluations forms are organized and
officially authorized, in different occasions they are a casual and vital piece of day to day
activities. Hence the teachers assess the performance of students, bankers evaluate the
performance of creditors, parents evaluate the behavior of their children, and every people,
intentionally or unintentionally, assess our own actions from time to time. Performance
Management System is a technique for assessing the performance of individual’s in the work
place, usually including both the quantitative and qualitative parts of job performance.

2
Performance here states to the level of achievement of the responsibilities that make up an
individual's job. It shows how well an individual is accomplishing the job demand.
Frequently the term is mistaken for exertion, however execution is constantly estimated based
on the results and not activities. A student, for e.g., may apply a lot of exertion while
planning for the exams however may come out with a poor score. For this condition, the
exertion used is high yet execution is low. So as to see if an employee is worth to proceed
with his employment or not thus whether he ought to get a bonus, a compensation rise or
promotion, his performance should be assessed every once in a while.
This internship project represents about the Performance Management System which is
followed in Rangs Motors Limited .This task furthermore describes the issues looked by the
assesses and the appraisers in this structure. It furthermore clarifies about the methods taken
by the appraisers to improve the demonstration of the surveys with the objective that their
capability can be extended and later the prizes and affirmations are given as advancements,
inspiring powers and establishments.
This internship paper portrays about the Performance Management System which is followed
in Rangs Motors Limited .This task additionally represents the complications confronted by
the evaluates and the appraisers in this structure. It additionally explains about the means
taken by the appraisers to improve the performances of the appraisees so their effectiveness
can be expanded and later the rewards and acknowledgments are given as promotions,
incentives and empowerment.

1.3 Objectives
Primary Objective:
 To study the Performance Management System of the employees of RANGS Motors
Limited.
Secondary Objectives:
 To study and observe the adequacy of present Performance Appraisal technique being
followed in Organization.
 To assemble the feedback of appraiser and appraisee about the current Performance
Training strategy.
 To collect data about the disadvantages of the Performance Management System set
up in the organization.
  To make recommendations, built on employee response and other information
collected with a vision to develop the performance management system in the
organization.

1.4 Scope of the Study

 This work is based on the performance evaluation procedure present in the
organization. It also pasteurizes the real time consequences in the organization. It
shows some of the advantages and disadvantages of the existing structure.
 This study contains the total details of plant level staff and the in-depth portray of
appraiser and appraise relationship and the importance of the entire appraisal structure
in the company. The research was based on the study of the different approaches of
the employees towards performance management system. To understand the
procedure properly, primarily I studied the performance management system where I
found that the performance management system is done annually.
 To study natures of the employees towards the performance management that I have
chosen some employees who can represent the entire employees of the organization.

1.5 Limitations of the Study

The limitations of this report are as below:

 Due to time restraint, I could not make a more detailed report.
 Study on performance management system needs lot of research which involved
enormous cost so lack of fund was also one of the major limitations.
 Respondent’s unwillingness on providing confidential information. They felt they are
leaking out some information, which they are not supposed to.
 Most of the respondents were not knowledgeable with the whole system of the
performance management system.
1.7 Methodology:

This internship report objective is to study the employee’s performance management system
in RANGS Motors Limited. Information will be collected through organized poll of
questionnaire, focus group discussion, organization visit, group meeting and one to one
meeting. Information will be collected from Human Resource Department, Rangs Motors
Limited.
Stage I:
In the first stage hypothetical examination will be completed to learn the employees’
performance management system in RANGS Motors Limited, procedures for employees’
performance management system and features related with performance management.
Stage II:

1. With the hypothetical consideration a few employees will be met interviewed with
particular survey to know their degree of fulfillment of performance management.
The participants of this survey will respond to some close ended questions. These
prepared questions will consequently discover the fulfillment level of the participants
on their job.
2. After gathering their thoughts through the questionnaire poll, some open ended
questions will be asked for own comprehension of the surveyor. This will be trailed
by some formal and casual discussions.

1.8 Data Analysis &Processing Method:

Documents examination will be presented by numerous statistical tools. Collected
information will be coded and confirmed. In addition information will be prepared by making
consistency checking with the aid of PC and important information regarding the matter just
as the information and use of statistical tools. Some manual methods will be applied during
the assortment of assessment through the questionnaire.
Chapter 2

2.1 RANGS At A Glance

Rangs Group is one of the most renowned business houses in Bangladesh. From a voyage
that started in 1979, Rangs Group has differentiated from its beginnings as an automobile
distributor in a multi-business and multi-discipline enterprise. Rangs is currently a recognized
name in automobiles assembling and distribution, public transportation, real estate and
construction development, pharmaceuticals, interior design, telecommunication as well as
FMCG manufacturing and distribution. Diversification has been at the center of the group
under the founder and the chairperson, Mr. Abdur Rouf Chowdhury. We unite excitement,
responsibility and success.

There is a thrill and enthusiasm in initial stages of new businesses and journeys however
nourishing and developing these endeavors into effective enterprises is a different issue. With
over 30 years of involvement with differing ventures and businesses and more than 50
companies the group hopes to be at the front line of taking local Bangladeshi corporates to
the worldwide stage.

Social impression is inbuilt into the group, which makes endeavors, for example, Dolonchapa
(the one and only female-only bus service in Bangladesh) conceivable. The consideration
with which these ventures have been set up and run is demonstration of making a genuine
effect on the ground and start discussion and change for social balance and real
empowerment. Pastvictories are never an assurance for future achievement. With new
advancements, and another millennial workforce pool joining the organization each other
day, the group is experiencing radical changes to set itself up for an energizing future.
Organizational culture worked around "Shaping for Excellence" is at the core of changing the
whole organization into a nimble, customer oriented, and drawing in association that vows to
take the association to where it needs to be - from effective and noteworthy organizations to
amiable and tech-savvy organization intended for the future.
 2.2 Rangs Motors Limited (RML)

Rangs Motors Ltd, a recognized brand in Bangladesh was formed in 1998 to take the control
over commercial vehicle promoting from Rangs Limited. It is the distributor for Eicher,
Mahindra and Mahindra in Bangladesh. The distribution channel works through the RML
approved showrooms, dealers and deals concerns. Rangs Motors offers a plenty of help
through its immense and differed network all through the country. The organization has
likewise begun assembling vehicles locally.

BRAND NAME

SL Mahindra & Mahindra Volvo Eicher Commercial Vehicle

1 Maxximo VX HD 20.15 Gold Bus

2 Big Bolero 20.15 Diamond Bus

3 BMT plus 20.15 Air Suspension Bus

4 Camper Gold VX 12.12 K Bus

5 Maxximo Plus VX 10.90 L Bus

6 Jeeto X7-16 (Human Hauler) 10.60 G Bus

7 Jeeto X7-16 (Human Hauler) Skyline Executive Bus

8 Jeeto L7-16 20.16 Covered Van

9 Maxximo Plus Terra 16XP Tipper

10 BMT 20.16 Truck

11 Camper Gold FBP

12 Supro Maxi Truck PST4

13 GIO

14 Three Wheeler Alfa

 2.2.1 Eicher (VECV)

When it comes to business, one size doesn't fit all. That is the reason RANGS Automotive
Division has presented the most stretched out scope of business vehicles for freight transport
needs. The most recent motor innovation and strong totals utilized in Eicher vehicles enable
them to handle unpleasant rustic territory as effectively as smooth city streets. Eicher as a
brand offers not only the automotive solution in Bangladesh as well as in the verge of
presenting in the ICT and Financial divisions in Bangladesh. Volvo-Eicher Commercial
Vehicles (VECV) is the lead organization of the Eicher Group, which was an impetus in the
green revolution in India with the creation of India's first agricultural tractor in 1959. VECV
is presently a main player in the Indian automotive space. To contact wide scope of clients
VECV has wandered into the Bangladesh showcase through the national inclusion that the
RANGS GROUP has created throughout the years. Guaranteeing appropriate after sales
services, the brand has gotten 60% piece of the overall industry in the business vehicle
segment of Bangladesh.

2.2.2 Mahindra & Mahinadra

For a fast emerging nation like Bangladesh, interest for earthmoving hardware is on the
ascent. The hunger for development in Bangladesh is best spoken to by the predictable GDP
development year on year of above 6.5%. For quite a long time, earth-moving items in
neighboring India have continued as before, while innovation around the globe has been
changing at a quick pace. With rising fuel costs and expanding the gainfulness of clients has
been enduring a shot.

After more than 4 years of research and more than 20,000 hours of machine testing under the
toughest conditions, Mahindra is glad to dispatch the new Mahindra EarthMaster SX 4WD
Backhoe Loader, a progressive new machine that will break every one of the models in the
4WD Backhoe Loader classification. Mahindra EarthMaster is a significantly unrivaled
machine, with more prominent unwavering quality, drastically less upkeep, better operational
kinematics and elements with a remarkable eco-friendliness that recoveries at any rate a liter
for each hour versus rivalry items. Power Outs are viewed as typical for a creating nation like
Bangladesh.
 2.2.3 Mahindra Generators

These diesel generators fuse the most recent innovation and offer a few favorable
circumstances they react quicker to unexpected stacking and emptying conditions, they
vibrate less, have lower clamor levels, offer low support costs, control voltage vacillations
and are intended to guarantee bother free tasks for more than 10,000 hours.

Today, Mahindra Powerol is a huge player in the worldwide power age industry and has
made advances in South Asia, Middle East and African nations. The emphasis on worldwide
markets has empowered Mahindra Powerol to take into account different sections like
Telecom, Government and Defense associations, Banking Industry, Retail Chains, Household
Utility, Healthcare, Hospitality, Infrastructure, Construction and Manufacturing.

Some special highlights of Mahindra Powerol are:

 100% testing of units fabricating at Mahindra Powerol

 Esthetically unrivaled, low impression, top notch sound fenced in areas giving ideal
cooling to motor and alternator

 Diesel motor and diesel generator control framework at standard in its group

 Designed to meet the most recent ecological framework

2.2.4 Ajax Fiori

Ajax Fiori was set up in 1992 for assembling Self-Loading Concrete Mixer and today is the
worldwide pioneer in this product. Throughout the years, it has considerably extended its
item range to likewise make Batching Plants, Transit Mixers, Concrete Pumps and Boom
Pumps.

Ajax Fiori items are upheld up by dish India vendor connect with more than 80 touch
indicates equipped give opportune and quality item support, that is unrivaled in the business.
Today, more than 12,000 gear are working acceptably all through the nation crosswise over
shifted applications running from CC Roads, Bridges, Irrigation Structures, Canal Linings,
Railways, Power Projects, Buildings, Factories, Foundations, Urban Developments, and so
on.
 2.2.5 Ranks Power Tech Limited (RPTL)

Positions Power Tech Limited is a sister concern of RANGS Group and is the sole distributor
of Eicher Diesel Genset. Some one of a kind highlights of the EicherGenset generators are:

 Low working expense

 Longer help interim

 Remarkable mileage

 Very practical parts costs

With a dream of intensity for progress, Genset will be your confided in accomplice in
planning, specialized interview, execution for control prerequisites and giving best monetary
power answer for institutional and retail clients. With unmatched demonstrable skill and
mastery, we help our customers in the underlying measuring of the power producing
arrangement and the structure of the establishment.

Our across the nation nearness through solid associations, well equipped with die hard
devotion group and certified extra parts stock gives best after deals bolster every one of the
occasions.

2.2.6 Ranks Commercial Vehicle Limited

Ranks Group has a vehicle assembly plant at Sonargaon to tap the quickly developing
neighborhood advertise. The office rambling around 40 acreages of land collects get and
human haulers, which are sourced as completely knocked down (CKD) kits from Indian
worldwide vehicle producing Giant Mahindra and Mahindra (M&M) Limited assembling
plant. The extensive assembly plant and separate space for body manufacture will bring about
looking for no assistance from the outsiders guaranteeing all out quality control. The setting
up of the get together plant in the nation is a declaration of pledge to "Built in Bangladesh"
items. With its progressed mechanical procedures, huge scale get together set up and
ecofriendly center, this new office won't just add to modern development in the nation yet
will likewise produce business open doors for neighborhood inhabitants.
 2.2.7 Ranks Real Estate Ltd. (RREL)

Ranks Real Estate Limited has risen as the quickest developing land engineer with the crucial
changing the way of life of the city occupants by giving practical and stylish living and
working space that must be contrasted with the fruitful designers of the globe. Our quality
lies in customization, and alongside Ranks Interior Ltd, we have a special recommendation
that consolidates quality of designing with masterful customization.

2.2.8 Ranks Interior Ltd (RIL)

Ranks Interior Limited is a full-service interior design firm. Resolved to structure greatness
and give the best quality and administration, Ranks Interior Ltd. Guarantees dependability
and truthfulness in every one of the stages beginning from idea to finishing. By using solid
associations with planners, contractual workers, skilled workers and craftsman, we flawlessly
execute extravagance insides that mirror every customer's individual needs. Blending clean
lines and exemplary decorations, the organization finishes cunning private and business
extends that exhibit an agreeable with every customer, we guarantee that activities are
finished on spending plan and on schedule.

2.2.9 Ranks Agro Biotech

Working since 2000, Ranks Agro Biotech focuses on building appropriating and
establishment of nurseries and agrarian turnkey ventures incorporates nurseries. A portion of
our undertaking locales are in Bhoabnipur, Gazipur, Bikrampur, Sonargaon, and Ponchogoar.
Our mastery incorporates:

 Irrigation and fustigation systems

 Water, soil and substrate analysis

 Drainage water recycling

 Water treatment

 Computerized irrigation and fertilization control systems

 Climate control

 Vegetable, fresh herbs and flower cropping

 Integrated pest and disease management

 Post-harvest and transportation

 2.2.10 Rangs Pharmaceuticals

Rangs Pharmaceuticals means to serve the general public by improving personal satisfaction
through cutting edge items and administrations. With a group of 42 exceptionally devoted
representatives in Head Office and in excess of 1500 workers open country, and a committed
assembling plant, it vows to convey moderate quality prescription for the ordinary citizens.
Rangs has its very own enormous appropriation arrange covering everywhere throughout the
nation. They make the items accessible in each and every medication store of the nation from
the terminals arranged in most extreme.

2.2.11 Ranks Food and Beverage Limited

Ranks Food and Beverage Limited has begun its voyage from 2016 with the guarantee to
give protected and sound nourishment items to its clients, a guarantee to make more
beneficial alternatives in nourishment.

With the objective to guarantee sound living and to bring the best quality nourishment RFBL
presented its absolute first item, NabannaChinigura Aromatic Rice, under the brand
"NABANNA".

Without precedent for our nation, RFBL has propelled rice pack with a phenomenal pocket
alongside zip-lock offices, guaranteeing best processing, and sourcing. Inside an
exceptionally brief time this chinigura rice turned out to be especially famous among retail
advertises just as probably the most well-known present day exchanges, for example,
Shawpno, Unimart, Prince Bazar, Lavender, Hua Bang Supershop, Dhali, and so on.

2.2.12 Zhen Natural Limited

Zhen Natural Limited is a sister concern of Ranks Food and Beverage Ltd, a piece of one of
the best gathering of organizations in Bangladesh. They are a wholesaler of excellent
nourishment, wellbeing and wellbeing items from brands that maintain estimation of
wellbeing, maintainability and premium quality.

Tilda was the primary organization to bring "Basmati" toward the western world more than
40 years prior and has become a global nourishment brand selling in more than 50 nations.
It's an ideal opportunity to make it accessible to the purchasers of Bangladesh. The
organization has across the country operational workplaces and bolster administration and
access to Ranks Agro dispersion divert to make nearness in provincial zones. Enrolled at 94%
of MT stores in Bangladesh.
 2.3 SWOT Analysis of Rangs Motors Limited

SWOT analysis is most significant administration instrument used to achieving hierarchical

goals. SWOT is an abbreviations that represents strength, weakness, opportunities and threat.
Strength and weakness are association's inner factor and opportunities and threat outside
factor of the association. An association can adjust or improve the inner factors however the
association can't change the outer factors as it relies upon showcase and different hindrances.

 Strengths

In SWOT analysis most significant part is strength. With the strength organization make their
future arrangement and run the organization in like manner. Organizations strength is brand
valuerecognition in the market. The main quality of Rangs Motors Limited is defined
underneath.

 Brand Value

RangsGroup is 40 years old organization. Individuals from each corner in our country know
the name of Rangs Group.Rangs Motors Limited is leading automotive industry. Rangs
Group moto is that people will know RangsGroup name by ensuring appropriate aftermarket
service, the brand has gotten 60% piece of the market share in the business vehicle area of
Bangladesh. Beside whatever business RangsGroup do they have become pioneer specifically
industry. E.g Sea Resources Company is market leader in sea food industry. Bank Asia they
give service like no other Bank does.

 Customer Centricity

Rangs Motors Limited primary motto is to offer support of the customer. Rangs Motors
recently propelled Customer Centricity. It implies whatever it takes however one needs to
give support and service to the client.

 Strong Holds on Stakeholder

One of the most significant strength of Rangs Motors is stronghold on stakeholder. Rangs
Motors hold the rope firmly. They give support and service to the stakeholder to make them
glad and in control.

 Product Quality

Rangs MotorsLimited is sole distributer of Eicher and Mahindra and Mahindra in

Bangladesh. Eicher and Mahindra and Mahindra is best automobile product line in India.
They give the best quality product. Rangs Motors work with the NO 1. Product and give the
highest quality product in Bangladesh.

 Assembling Plant

Rangs Motors Limited has the Assembly Plant atSonargaon. The office rambling around 40
acreages of land assembles pick-up and human haulers, which are sourced as completely
knocked down (CKD) units from Indian multinational car manufacturing Giant Mahindra and
Mahindra (M&M) Limited assembling plant.

 Internationally Known

Rangs Motors Limited work with two globally known brand Eicher and Mahindra and
Mahindra beside to that Rangs Motors Limited likewise known universally by giving
individuals the trust and legitimate help.

 Weakness

Weaknesses are the qualities, which can be unsafe or put a negative effect on the
organization. There are a few shortcomings have been discovered which may affect
negatively and on the off chance that they are comprehended, it will assume a fundamental
job to make the organization's progress. Those are discussed below.

 Media Coverage

Motto of Rangs Group is individuals will know Rangs items by their service and quality and
it really work yet now we are in 21st century where each item must be distributed through
media. Individuals do not think about Rangs Motor Limited in the event that they don't
distribute them.

 Lower Product Line

Rangs Motors Limited another weakness is lower product line. Rangs Motors Limited’s
competitiorNiloyNitol Motors have a huge line of products. They can sale a product at lower
price but Rangs Motors Limited does not have that line of product to sale a product in lower
price.
  Opportunities

Opportunities are external parts that show the reasons a business is likely going to get more
achievement. An opportunity door can roll out a huge improvement for a business to advance.
The purpose behind why it is fundamental to find odds of Rangs Motors Limited is, these
open entryways can be served to the future accomplishment. The open doors are depicted
below:

 Untouched Market

Bangladesh is small country with bunches of opportunities. In this small area vehicle industry
does not approach all over Bangladesh. There are some immaculate market in Bangladesh. So
in this industry have significantly more chance to hold onto these untouched market.

 E-Bus

We live in period where individuals made advancement consistently. In automobile industry

new development is new vitality transports. Electric busses will take control over fuel
transports by next 5 to 10 years. In Bangladesh there are no organization who had assembled
or had business to E-Bus. So it is an open door for Rangs Motors Limited to take advantage
of this opportunity and work with it.

 Threat

Threats are external segments, which can be destructive for the organization. Every one of the
organization must know about their potential threats. On the off chance that the threats can be
survived, it will be transformed into extraordinary opportunities. The threats of RML are
depicted underneath.

 Transportation system change in Bangladesh

In Bangladesh Mass transportation structure will change. Government previously began

working and in 2019 Uttara to Agaragaon will be open for public use. It will be a threat for
whole vehicle industry. This automotive industry will not be able to support in future.
  Employee retention

In the organization, there are lots of employees who are very skilled in specialized division,
business office, and recovery office and marketing and sales department. New organizations
are giving such a significant number of ideas to the skilled employees to join their
organization by leaving RML. In this way, it very well may be a dangerous issue for the
organization.

Porter Five Forces

The five forces model recognizes the sources of rivalry in an industry or area. It is one of the
notable promoting devices including the engaged and the desirability of the market is Porter’s
five forces model. In perspective of this model Michael Porter has characterized five powers
that impact the engaging quality of the market. In light of activities and perceptions in the
Rangs Motors Limited the Porter's five powers model is utilized to give a short thought
regarding the vehicle business in Bangladesh.

o Threat of new entrants High

In Bangladesh expert market is open and demand will growday by day. In Bangladesh around
17000 unit's transport truck sold every year. The development rate is humongous 8 percent
for every year since 2012. Accordingly there are risks of new comers. In late year PHP
vehicles enter the market with proton transport, trucks and vehicles. So there are some giant
organization who may enter this industry with Scania or Volvo bus, truck and vehicles. Those
organizations have enough cash and status to enter vehicle industry. Accordingly they can
catch the current organization market share.

o Threat of substitute Medium

Each industry has a substitute item. In Bangladesh vehicle industry substitute's item is
Railway and waterway transportation framework. As of late Bangladesh Government
contributes large amount of cash to improve these two areas.
 o Bargaining power of supplier High

In automobile industry there are no organization who made buses and trucks. Each
organization has a sole distributer for those brands. So negotiating power of supplier is high.
For Rangs Motors Limited negotiating power of supplier is high. Rangs Motors Limited is
distributer of Eicher and Mahindra and Mahindra. They control the cost and what unit will be
sold in each month. So Rangs Motors Limited suppliers makes a negative effect.

o Bargaining power of Customer High

In each side of the world consumer and customer consistently need to purchase quality item
with a modest cost. In an automobile industry individuals whether purchase a vehicle or
transport or trucks all that they get it would be for a long term. So they will initially research
and afterward purchase item. In Bangladesh vehicle industry customer assortments of
transports, trucks and autos to browse so negotiating power of Customer are high for
automobile industry.

o Industry Rivalry High

Each industry has an opposing organization to contend with them. In automobile industry
each organization needs to offer more items to become pioneer of market. So in this industry
rivalry is high. Rangs Motors Limited greatest opponent is NitolNiloyMotors who is sole
distributer of Tata. NitolNiloy Motors have immense product offering they can deal an item
in markdown however Rangs Motors cannot’. So for Rangs Motors Limited industry
contention is high.
Chapter 3

3.1 Internship Experience

In the course of my internship period, I operated in HR & Admin Department. I learned to do

a number of work and then I have been passed on several accountabilities. Then, I was
requested to develop a performance appraisal system for all the departments of Rangs Motors
Ltd. Apart from that I performed several other actions and now I am going to discuss the
accountabilities I had to handle throughout my internship period there:
Crafting Performance Appraisal:
 At the beginning, I went through and got myself familiar with their strategic policies.
 I prepared a totally quantitative performance appraisal format for marketing
department and for other different departments. I implemented quantitative
performance appraisal format according to the guidance by my supervisor.
 I made two kinds of formats which are self-assessment structure and supervisor
assessment form.
 Then I ran a pilot scheme, asked a few employees from different departments to fill
up the forms.
 After that I could examine the gaps in my format and adjusted the configuration as
needs be.

Piloting Review and Employee Satisfaction Evaluation:

 I worked with Employee Satisfaction Evaluation group and watched all departments’
employees and attempted to discover to their issues.
 Based on perception we built up an overview poll and led review of all departments.
 I assessed the results.
 Then I presented the papers to HR Head, Organizations Sr. GM and ED of the head
office for making the next phase about employee’s satisfaction.
Selection and Recruitment:
 I worked with the group of recruitment and selection.
 I started by collecting CVs and afterward I screened CV according to the
organization’s requirements.
 After CV screening I made "Interview appraisal record" and gave it to HR Head and
with the respective Department Head.
 Then I communicated with the candidatesregarding the interview time.
 At the day of meeting I organized all essential interview materials and welcomed all
candidates at Rangs Motors Ltd.
 After the interview I compute all marks and made a result sheet and gave the result
sheet to HR Head and the respective Department Head for final results.
 After that I called those top candidates for final interview
 Lastly, settling the result I called up the candidates and affirmed their joining date.
Employee PIF database:
 PIF implies Personnel Information Form. Here all representatives’ data are recorded
and through this HR can without much of a stretch track any employee. Also, this PIF
is preserved in anemployees’ individual personal files. Each employee has their very
own document and different data and all the papers with respect to his promotion,
show cause, pay structure, increase data, joining letters and so on are put away there.
 When organization recruited new employee that time I needed to make another
employee record file for the new employee. I made this PIF database and recorded
printed version of the considerable number of reports. This data is useful to
organization for future purposes.
Worked With Training Team:
 Worked as a witness of motivation training program for marketing departments’
employees.
 Arranged and experienced the training program called "The Awareness of Driving"
for organization’s drivers.
Insurance Bill and Others Bill:
 To recheck the insurance bills of transport, trucks and vehicles provided by certain
insurance company. I likewise needed to check for double charging, appropriate
amount of cash asked by them and making entries in a register.
 I prepared the day to day food and entertainment bills.
 I prepared month to month mobile bill by Robi.
 I needed to process and payments of bills for fuel restoration.
 I needed to process month to month home allowances for sales concerns remaining
outside Dhaka for business purposes. I needed to present every one of the bills for
auditing to the audit department. Subsequent to being audited I submitted all bills to
CFO for approval lastly I gave all bill to the accounts department.

3.2 Critical observation:

I got numerous things to learn during the time spent in preparing performance assessment
system. It isn't just an assessment process yet it likewise comprehended employees’ brain
research and contemplating the organization. Employees are looking for chances to expand
their aptitudes and capacities, guarantee their professional stability, show signs of
improvement pay and fabricate solid associations with the board. It is significant for HR
experts to know about the requirements, just as the effect of natural variables, when building
up their projects and approaches. As the activity advertise extends, it will be especially
significant for HR experts to give close consideration to angles that lock in their workforce
and are critical to representative execution. Connecting compensations to execution will be
inspirational and will lead organization to accomplish vision and mission.
To get enough information about HRM in organization the time span of temporary job is
moderately short. It is actually quite hard to discover each and every issue inside this
constrained timeframe.
Here, I will clarify what I saw in the organization.
 The jobs of different employments are not clear.
 Learning condition isn't profoundly empowered.
 Organization's employees’ were hesitant to give us the data as they are not
recognizable with this sort of review.
 Lack of understanding.
 Modern HR rehearses are not pursued effectively.
 There are just nine HR people in entire organization including me. In this way, they
need experienced Manpower in HR to develop the HR office for future needs.
 HR division is not principle strategy creator; here HR acts under the top
administration.
 They don't build up a yearly HR target.
 Difficulty to collect secret HR information for their inside security.
 They save their most extreme data at the executives and account division. So there
was very little chance to apply HR system.
 There was no alternative to do any creative task for the organization.
Chapter 4
4.1 Literature Review

Performance Management System is the procedure by which managers improve the

performance of their employees by using their capacity to compensate, discipline as fitting.
Performance is comprehended as accomplishment of the organization in connection with its
set objectives. It incorporates results accomplished, or achieved through commitment of
people or groups to the association's vital objectives. Performance Management System, the
board frameworks, which regularly incorporate performance evaluation.

Performance appraisal is characterized as the way toward evaluating the performance and
progress of an employee or a group of employee on a given job and their potential for future
development. It comprises of every single conventional system utilized in working
associations and capability of representatives.

4.2 Objectives of Performance Management

Performance Management should be possible in light of following goals:

 To keep up records so as to decide remuneration packages, wage structure, pay rates

raises, and so on.
 To distinguish the qualities and shortcomings of workers to put right men on right
position.
 To keep up and survey the potential present in an individual for further development
and improvement.
 To give an input to representatives with respect to their presentation and related
status.
 It fills in as a reason for impacting working propensities for the representatives.
 To survey and hold the limited time and other preparing programs.
 To judge the hole between the genuine and the ideal execution
 Helps to reinforce the connection between prevalent subordinate and the board
workers
4.3 Main Purposes of Performance Management

 Individual Rewards (Base and Incentive)

 Feedback for Sub-Ordinate (Plus and Minus)
 Recognition of Superior Performance
 Documentation of Weak Performance
 Personnel Decision-Making
 Future Goal Commitments (Planned Achievements)

4.4 Advantages of Performance Management

 Promotion

Performance Management System encourages the managers to chalk out the development
programs for talented representatives. In this respects, inefficient employees can be expelled
or downgraded in such situations.

 Compensation

Performance Management helps in chalking out remuneration packages for employees.

Performance rating is conceivable through performance appraisal. Performance appraisal
attempts to offer worth to an exhibition. Remuneration packages which incorporate reward,
significant pay rates, additional advantages, allowances and pre-requirements are reliant on
performance evaluation. The criteria should be merit as opposed to status.

 Employee Development

The methodical methodology of performance evaluation causes the supervisors to outline

preparing strategies and projects. It serves to studystrengths and weaknesses of employees
with the goal that new openings can be intended for productive employees. It likewise helps
in encircling future development programs.
 Selection Validation

Performance Evaluation encourages the supervisors to comprehend the legitimacy and

significance of the selection strategy. The supervisors come to know the legitimacy and
accordingly the qualities and weaknesses of selection strategy. Future changes in selection
strategies can be made in such manner.
  Communication

For an organization, successful communication among employees and employers is

significant. Through performance evaluation, communication can be looked for in the
following manners:

o Through performance evaluation, the businesses can comprehend and acknowledge

aptitudes of subordinates.
o The subordinates can likewise comprehend and make a trust and trust in supervisors.
o It additionally helps in keeping pleasant and suitable work management relationship.
o It builds up the spirit of work and lifts the confidence of employees.

All the above elements guarantee effective communication.

 Motivation

Performance evaluation fills in as an inspiration apparatus. Through assessing performance of

employees, an individual's effectiveness can be resolved if the objectives are accomplished.
This very well persuades an individual for better occupation and encourages him to improve
his exhibition later on.

4.5 Methods of Performance Evaluation

 Traditional Methods:

o Paired comparison
o Graphic Rating scales
o Forced choice Description method
o Forced Distribution Method
o Checks lists
o Free essay method
o Critical Incidents
o Field Review Method
o Confidential Report
o Ranking
  Modern Methods:

o Assessment Center
o Appraisal by Results or Management by Objectives
o Human Asset Accounting
o Behaviorally Anchored Rating scales

 Paired Comparison Method:

Grade representative by making a diagram of every single pair of the employees for every
characteristic and showing which the better employee of the pair is.

In combined assessment the supervisor contrasts every employee and each other employee in
the group and rates each as either superior or weaker of the pair. After all assessments are
made, every employee is assigned out a summary or grading dependent on the quantity of
superior scores got.

 Graphic Rating Scale Method:

It records various qualities (correspondence, hierarchical skill, cooperation, and so forth.),
and a scope of execution for each. The employee is then appraised by distinguishing the score
that best portray his/her degree of performance for every quality. Assigned qualities for
characteristics are then totaled.
 Attitude
0 5 10 15 20

No interest In work: Consistent

Careless:
Interested
Complainer
In-different
in work:
Instructions
Accepts
Enthusiastic
opinions &about
advice
Enthusiastic
job
of &
others
Fellow-
opinions
workers
& advice sought by

Decisiveness
0 5 10 15 20

Take decisions
in consultation
Slow to Take decisions Takes with others
take after careful Decisions whose views
decisions consideration promptly he values
Take
decisions
without
consultation

 Forced Choice Method:

In this, the rater is given a progression of reports about an employee. These reports are
prepared in blocks of at least two, and the rater demonstrates which report is most or least
expressive of the employee.

This methodology is known as the forced choice method in light of the fact that the rater is
compelled to choose explanations which are readymade.

 Forced Distribution Method:

Like rating on a bend; prearranged percentage of rates are put in different classes (top 10%,
center 80% and base 10%, and so on.) are put in different execution classifications. The
extents in every classification need not to be even.
 No.
of
employees 20% 10%
10% 20% 40%
poor Below average good Excellent
average

Force distribution curve

 Critical Incident Method:

To track strangely positive or negative instances of a representative's business related conduct

and survey with the employee.

The supervisor’s consideration is centered on explicit or basic practices that different

compelling from inadequate performance.

 Essay Method:

An attribute method to performance appraisal that requires the rater to combine a report

describing employee behavior.

 Write a Behavioral Statement

 Strengths versus Weaknesses

 Describe Selected Traits

 Evaluate Performance
Sample of Staff Assessment Form [Descriptive Essay Type]:

 Field Review Method:

This is an evaluation by somebody outside the surveys claim division, for the most part
somebody from the corporate office or the HR department. The outcast surveys
representative records and holds interviews with the rate and his or her supervisor.

The technique is fundamentally utilized for settling on special choices at the administrative
level. Field surveys are likewise helpful when equivalent data is required from
representatives in various units or areas.
 Behaviorally Anchored Rating Scale Method (BARS):

It targets joining the advantages of story basic occurrences and evaluated appraisals by tying

down a measured scale with explicit account instances of good and lackluster showing. It

requires five stages:

 Generate basic occurrences

 Develop execution measurements

 Reallocate incidents

 Scale the episodes

 Develop a final instrument

 MBO (Management by Objectives) Method:

It was Peter F. Drucker who first gave the idea of MBO to the world route in 1954 when his
The Practice of Management was first distributed. Utilization of MBO in performance
examination is an ongoing reasoning.

It includes setting explicit quantifiable association wide objectives with every employee and
afterward occasionally auditing the advancement made. It includes six stages:

o Set the association's objectives

o Set departmental objectives
o Discuss departmental objectives
o Define anticipated outcomes
o Performance audits
o Provide criticism
Assessing the performance of managers and experts is the board by objectives.

Employee meets with his/her superior and concurs on a lot of objectives to accomplish during
a particular timeframe.

All through this period, progress toward the objective is observed, however the employee is
left commonly allowed to decide how to approach meeting them.

Toward the finish of the period, the employee and the superior again meet than assess
whether the objectives were accomplished and to choose together on another arrangement of
objectives.

 360 Degree Performance Appraisal:

Regular appraisers are: directors, peers, subordinates employees themselves clients of
administration and specialists. Performance evaluation by every one of these parties is known
as " 360 DEGREE PERFORMANCE APPRAISAL"
 o Supervisors:

Supervisors incorporate superiors of the employee different superiors knowing about crafted
by the employee and division head or director.

o Peers:

Peer evaluation might be consistent if the work bunch is steady over a sensibly significant
stretch of time and perform assignments that require joining.

o Subordinates:

The idea of having superior evaluated by subordinates is being utilized in many organizations
today particularly in developed countries..

o Self-Appraisal:

People comprehend to target their accomplishment and the standard by which they are to be
assessed, they are to an extraordinary stretch out in the best position to evaluate their very
own performance.

o Users of Service Customers:

Employee performance in administration organization identifying with practices, quickness,

speed in carrying out the responsibility and exactness, can be better made a decision by the
clients or clients of services.
 o Consultants:

Every now and then experts might be engaged in for assessment when employees or
employers not believe manager and the board does not confide in the self-evaluation a peer
evaluation or subordinate appraisal.

o Assessment Center Method:

An Assessment Center is a focal area where mangers may meet up to have their investment in
work related activities assessed via prepared observers.

Generally utilized for official contracting, assessment centers are currently being utilized for
assessing administrators or supervisory potential.

4.6 THE POST APPRAISAL INTERVIEW:

Through this interview we get to know an employee’s feedback information, and a chance to
the appraiser to represent his rating..

Further it causes both the gatherings to survey measures, set new models dependent on the
truth factors and encourages the evaluation to offer his proposal, help, and guide and mentor
the representative for his progression.

In this manner, the post evaluation meet is intended to accomplish the accompanying the
destinations.

o To let worker realize where stand

o To assist representative with improving occupation by explaining what is anticipated
from them
o To plan open doors for improvement and development
o To give a chance to representatives to convey what needs be on execution related
issue.
Chapter 5

5.1 Performance Management System

Performance Management System is the method by which supervisors improve the

performance of their teams by applying their supremacy to reward, discipline as suitable.
Performance is agreed as accomplishment of the organization in relation with its set goals. It
includes results attained, or accomplished through support of individuals or teams to the
organization‘s strategic objectives.
Performance appraisal is defined as the procedure of evaluating the performance and
development of an employee or a group of employees on a certain job and their prospective
for future progress. It consists of all official processes used in working organizations and
prospective of employees.
It is a yearly evaluation of an employee’s complete contributions to the company by his/her
supervisor. Performance management system evaluates an employee’s abilities,
accomplishments and development, or lack thereof. Companies use performance
management system to give employees big-picture comment on their work and to rationalize
pay increases and bonuses, as well as closure decisions.

5.2 Performance Management System at RANGS Motors Limited

 Aim of Existing Performance Appraisal System at Rangs Motors Limited.

The management of Rangs Motors Limited perspectives execution the board as an essential
piece of a far reaching human asset the executives’ methodology. Its goal is to boost person's
exhibition and potential with the end goal of accomplishing hierarchical objectives and
upgrading in general adequacy and efficiency, it additionally improves correspondence
among supervisors and staff on overseeing execution.

Performance goals are set toward the start of the presentation the executives cycle (January to
December) through open talk between the managers and the appraisees. Progress is checked
consistently and criticism from staff and managers is gathered to help explain destinations
and yield desire and upgrade execution.
  Performance Appraisal System

Rangs Motors Limited has four useful sub-branch of HR office. The divisions are HR
Development, HR Services, Compensation, Industrial Relations. Execution examination is
drilled under Operation of HR Services. Rangs Motors Limited has isolated it’s all out
workers into 2 classes for evaluation:

(1) Management representatives and

(2) Non-the executives representatives

For the management representatives, it has been demonstrated hatred for into Manager and
Officer. There are two classifications of official. One is office based official and another is
field power official.

All Appraisal procedure has been led once in a year. Appraisal process in referenced
underneath.

Figure: Classification of Employees from the Point of View of Performance Appraisal.

1. Manager’s Appraisal Processing:

SELF REPORTING

Line Manager

Department Head

Managing Director

2. Officer’s Appraisal Process in Rangs Motors Limited:

Self-Evaluation

Immediate

Department Head

Managing Director
The evaluation model which is pursued on yearly premise beginning from month of
December till January has been amazingly compelling for the workers of Rangs Motors
Limited.

 Evaluation Period

The assessment time of Rangs Motors Limited is from 01 January to 31 December if there
should arise an occurrence of all representatives other than laborers.

5.2.1 Responsibility for Appraisal

Regularly the human asset office is liable for planning the structure and usage of execution
evaluation programs. Notwithstanding, it is fundamental that line supervisors assume a key
job from start to finish. These people as a rule lead the examinations, and they should
legitimately take part in the program in the event that it is to succeed.

5.4.1 Employee Self-Evaluation

The representative's yearly exhibition assessment, it is prescribed that each worker be

required to assemble a rundown of their achievements during the assessment time frame. This
ought to incorporate the last status of recently settled objectives, any extraordinary
undertakings finished or in progress, and some other extra assignments, trainings, advisory
group cooperation, and so forth. Moreover, the representative should make a rundown of
objectives as well as interests for the forthcoming year, and arrange some other
documentation or potentially takes note of that they may have gathered over a similar time
span. This documentation ought to be given and talked about the immediate administrator in
a pre-assessment meeting which the chief/director can then properly consolidate into the
worker's survey. This basic expansion to the exhibition the board procedure upgrades the
experience for the representative by including them as a functioning member in their activity
execution and improvement, as opposed to latently accepting scores on past errands.
Furthermore, with this communitarian design, correspondence is upgraded and workers are
more averse to be amazed or feel misjudged when the assessment is concluded – as they were
engaged with the procedure from the earliest starting point.
5.4.3 Immediate Supervisor

A worker's quick director has generally been the most sensible decision for assessing
execution and this keeps on being the situation. The manager is ordinarily in an amazing
situation to watch the worker's activity execution and the administrator has the obligation
regarding dealing with a specific unit. At the point when another person has the errand of
assessing subordinates, the manager's power might be undermined. Likewise, subordinate
preparing and advancement is a significant component in each supervisor's activity and, as
recently referenced, examination projects and worker improvement are generally firmly
related.

5.5 Sample of Performance Appraisal of Rangs Motors Limited:

PERFORMANCE EVALUATION REPORT (PER)

(FOR OFFICER)

RANGS MOTORS LIMITED

A) Particulars of Reported Officer – By HR (Head Office)

01. Name of the Employee :

02. Designation :

03. Date of Joining : Date of Last

Promotion :

04. Organization/Department/

Division :

05. Present Pay-Scale :

06. Present Pay : Basic: Allowance: Special Gross:

Allow. :

07. Review Period: From : To :

08. Type of Report : Probationary Annual

B) Score Sheet of Reporting Officer – By HR (Head Office)

Length of Service Marks for normal Marks for

1: Total :
including Bonus length of service: Bonus :

2: Academic Qualification Total :

Professional
3: Total :
Qualification

4: Professional Training Total :

Late : Absent : Early Out :

5: Penalties Unauthorized Explanation / Major/ Minor

Absent : Warning : Punishment :

6: APER Total :

Section – I: By Reported Officer (Self-Reporting)

1. State your main duties and responsibilities as per Job Description:

A)

B)

C)

D)

E)

F)

G)

H)

I)

J)
2. In the light of above duties and responsibilities state your achievements and failures

against

Goal/target set by Management.

A) Achievements (Covering all aspects duties/responsibilities):

B) Failures (Covering all aspects duties/responsibilities) :

3. State the reasons for failure to achieve goal/target. Also highlight if any difficulties faced

A)
B)
C)
D)
E)

4. Did you receive any Training (new or refresher) last year? If yes, how did training help

you to improve?

Your own and team performance?

5. Did you put forward any creative ideas/suggestions to Management to improve the

performance of Company and Group? If yes, how your ideas were implemented?

6. State your plan including creative ideas/suggestions for the next year to achieve success:

A)
B)
C)
D)
Section – II: By Reporting Officer

Essential Responsibilities: below, state the responsibilities of the individuals as per Job

Description. Rate each job duty on a scale of 1 to 5, the latter being the highest (Rating

Points: Excellent – 5, Very Good – 4, Good – 3, Satisfactory – 2, Below Satisfactory – 1).

A) Performance Factors: General Behaviours/Conduct

Rating
Particulars
(1 - 5)

1: Knowledge of the Job

2: Initiative and Resourcefulness

3: Judgement and Policy Compliance

4: Creativity and Forecasting Ability

5: Leadership Quality

6: Coordinating and Managerial Skills

7: Communication Skills (Oral and Written)

8: Computer Skills (Word, Internet, Power Point, Excel, Access etc.)

9: Interactive Skills with Superiors, Colleagues, subordinates and Stakeholders

10: Ability to explore organization’s Strength and Weakness

Average Score
 B) Performance Factors: Responsibilities (Write down a pen picture of his/her

performance)

Rating
Particulars
(1 - 5)

Section – III

Rating and Recommendation – By Reporting Officer

Performance Factor Rating

Below satisfactory
Excellent (5) Very Good (4) Good (3) Satisfactory (2)
(1)

Recommendations

Promotion Increment Additional Special Allowance/ Job Confirmation*

(Annual) Increment Reward

 Comments:

Name & Signature of the Reporting Officer

with Designation

Date :

Section – IV

Comments and Recommendation – By Next Reporting Officer

Comments :

Recommendation :

Name: Designation:

Signature: Date:
Section – V

Comments and Recommendation – By MD or Departmental Head

Comments :

Recommendation :

Name: Designation:

Signature: Date:

Signature of the Reported Officer Date:

Signature of Group CHRO, HR Signature of Consultant, HR

5.7 Policy for Employee Performance Evaluation (Yearly)

• The all-out assessment was under 100 imprints. For Self Evaluation there were 40 imprints
and other 40 imprints was given by Reporting Officer and 20 Marks gets by his/her
Performance Evaluation Report.

• For section A: Hear descript about Employee and Employee subtleties

• For part B: For Self Evaluation and determined the all-out imprints 40 by the representative.

Segment - 2: In Supervisor's Evaluation for Section 2 there will be just 25 imprints which
will be given by Reporting Officer
5.8 RATING SCALES

RATING SCALES

Sl.No Particulars Marks

1 Length of Service 15

2 Academic Qualification 10

3 Professional Qualification 05

4 Training 10

5 Employees performance Report PER 20

6 Performance Factor Rating 15

7 Job Description 15

8 Employee Performance 10

Total=100

5.9 Uses of Performance Management System at Rangs Motors Limited

Following are the determinations for which the performance of employees are appraised-

5.9.1 Development

Performance Management System at Rangs Motors Limited can figure out which employee
needs all the more preparing and it can assess the consequences of the preparation programs.
It helps the subordinate-supervisor counseling relationship and it urges manager to watch
subordinates' conduct to support workers.

5.9.2 Basis of Reward Allocation

It is utilized as the premise of remuneration assignment. It causes the organization to choose
who gets pay rise, give legitimate ground at the time of promotion and different prizes.
5.9.3 Motivation
The nearness of well-planned assessment framework propels individuals at Rangs Motors
Limited. It supports activities, builds up an awareness of other's expectations and animates to
perform better.

5.9.4 Legal Compliance

Performance evaluation fills in as a lawfully faultless purpose behind advancements, transfer,
release and rewards.

5.9.5 Training and Development

Performance Management System at Rangs Motors Limited can figure out which employee
needs additionally preparing and it can assess the aftereffects of the preparation programs. It
additionally figures out which sorts of training need and best for worker.

5.9.6 HR Planning
It functions as a significant contribution to aptitudes inventories and HR planning. At the
point when all the practical heads finishes the entire methodology of assessment they send it
to HR Department for their record and ensuing procedure.

5.9.7 Compensation
It gives data that can be utilized to figure out what to pay and what will fill in as evenhanded
monetary package. Base on the exhibition the Supervisor wards Individual Performance
Multiplier (IPM) at last that IPM in a roundabout way chooses how a lot of pay rise one will
get.

5.9.8 Communication
Assessment is a reason for a progressing conversation among superior and subordinate about
employment related issues. Through connections the parties become more acquainted with
one another better. Rangs Motors Limited is giving accentuation on this viewpoint.

5.10 Annual Increment:

• Normal yearly augmentation will be granted once every year to the employee who has
finished one year's administration dependent on yearly performance evaluation.
• Annual Increment will become due consistently (subject to acceptable execution) from the
date of joining which will be given after survey of performance of the employees.

• Increments are typically 1 stage in unique cases more than one-advance increase might be
prescribed relying upon performance subject to endorsement of the Board of Directors.

• An employee who got cautioning letter as an issue of disciplinary activity may not be given
yearly increases relies on gravity of the offense.

• However increment will be given rely upon organization money related position.

5.11 Promotion:
Promotions of employee of all under working in Rangs Motors Limited are made by Head
Office HR. The HR of Head Office will set up the rundown of employee for promotion to the
following higher evaluation based on the Performance Evaluation Report (PER) and on the
suggestion of the particular Head of Dept. /Offices. For that reason Heads of Dept./Offices
must send the PER for the year finished on 31st December of every year to Head Office HR
by the fifteenth January of the following year.
Promotion is the progress of an employee to the following higher step in a similar
evaluation/class of starting with one classification then onto the next class.
• Promotion may possibly be given to an employee if his obligations are upgraded. (Extra
assignments don't really expand one's duty level)
• An employee might be viewed as qualified for promotion to next higher position contingent
upon his/her nature of performance and subject to accessibility of the situation at the higher
evaluation/classification.
• Promotion will typically not surpass each evaluation in turn. In any case, in uncommon
cases more than one evaluation advancement might be considered whenever affirmed by the
administration.
• Sincerity trustworthiness devotion and respectability of the staff part should be considered
for advancement.
• Every employee is appraised independently and contrasted and different representatives in a
similar evaluation all through the organization. The committee surveys the whole rule
important to confirm that all employees meet the job necessities including scholarly
capability, proficient capability, experience, legitimacy and position.
5.12 Special Promotion:
Special promotion might be given to a meriting employee for his/her remarkable exhibition,
dedication to obligations, activity and drive in the release of obligations paying little heed to
position and rank, if so affirmed by the Appraisal Committee.

5.13 Special Increment

All Special Increment past one addition might be endorsed by a Committee comprising of
DCEO, Rangs Motors Limited as Chairman and Director – HRD, Adviser, Rangs Motors
Limited and GM, HRD as part based on suggestion made on the ACR.The advantage of such
Special Increment will be compelling from first day of January consistently and appropriately
affirmed by CEO, Rangs Motors Limited.

5.14 Probation and Confirmation

All entry level officials and staff other than arrangement made on contractual premise will be
on post-trial supervision for at least 6 (Six) months and for Trainee Officer probation period
is for 1 Year .After the probation time frame, their exhibition will be assessed by their senior
reporting official and share the report to HRD.
Whenever found appropriate, they will be affirmed by CEO. Whenever found unsatisfactory
their trial period might be additionally expanded or their administrations will be ended by the
equipped position.

5.15 Reward and Compensation System

The reward arrangement of an association incorporates whatever an employee may esteem
and want and that the business is capable or ready to offer in return for worker commitments.
The reward system comprises of a compensation and non-compensation structure.
Compensation alludes to all types of monetary returns and substantial administrations and
advantages representatives get as a major aspect of a business relationship.

5.16 Pay Structure

Pay structure is the overall compensation of various occupations (work structure) and the
amount they are paid. The compensation structure for employees of the supply chain
department of SPL is appeared: Basic Salary + Home Rent + Transport + Medical
Allowance.
5.17 Training Program

Under the Training program, Rangs Motors Limited has been sending its latent capacity and
submitted employee to various institutes at home and abroad as per the accessible chances to
embrace work related preparing .HRD of Rangs Motors Limited will set up a preparation
schedule on quarterly, half – yearly and yearly reason for consistently in counsel with Head
of Dept./Section/Unit, APER (Annual Performance Evaluation Report) and furthermore
structure Training Need Assessment (TNA) Report.
Chapter 6
6.0 Findings from the study
6.1 Analysis and Interpretation of Collected Data from Respondents

For evaluating Rangs Motors Limited’s performance appraisal a wideexamination of the

collected data through the questionnaire survey is shown below-

6.2 Determination of Objectives of Performance Appraisal System (Question no-1 of

Appendix-A)

Options No of Respondent
Percentage
(sample size 35)

Reward allocation 15 43%

Identification of training and 9 29%

development needs

Facilitate promotion, transfer and 5 16%

termination decisions

To improve employee quality 4 9%

Motivation strategy 2 3%

Table-01

Objectives of Performance Appraisal System

 16
14
12
10
8
6 No of Respondent(sample
4 size 35)
2 Percentage
0

Graph-01
All alternatives given in the survey satisfy the reason for performance assessment framework
anyway reward allotment get 43% inclination as in SVFL performance evaluation is
generally utilized for this reason. 29% of inclination is given by respondents to recognizable
proof for preparing needs, facilitation for transfer, promotion or termination and quality
improvement for employee. 16% of inclination is given by respondents to inspiration
methodology.
Recommendation:
As 43% workers underscores on the reward distribution, the organization must spotlights on
the prize designation too. The impetuses, increase strategy must be changed and it ought to be
useful to the employees with the goal that the activity fulfillment and inspiration increments.
6.3 Are you aware of the objective of the performance appraisal system? (Question
no- 2 of Appendix-A )

Options No of respondent

(sample size 35) Percentage

Very much

29 84%

Some what

5 14%

Don’t know

1 2%

Table-02
 35
30
25
20 No of Respondent(sample
15 size 35)
10 Percentage
5
0

Very muchSome whatDon’t know

Graph-02

 84% Employees are aware of the purpose of the performance appraisal system.

Recommendation:
The majority of the employees know about the goal of the presentation examination which is
a positive point. On the off chance that the employees know about the goal of the exhibition
evaluation, they will know precisely what is the organization going to do the in the usage of
the examination.

5.3 Performance appraisal helps the organization in achieving goal. (Question no-3 of
Appendix-A )

No of Respondent
Options (sample size 35) Percentage

Yes 27 76%

No 6 20%

Don’t know 2 4%

Table -3
 30

25

20
No of Respondent(sample
15 size 35)
Percentage
10

0
Yes No Don’t know

Graph-03
 76% Employees say yes that performance appraisal benefits the organization in attaining
objective.
Recommendation:
The greater parts of the employees have their trust in the evaluation framework and its
commitment in the organization. That demonstrates the viability of the presentation
evaluation arrangement of Rangs Motors Limited.

6.4 The systems will also contribution in potential appraisal. (Question no-4 of

Appendix-A)

No of Respondent

Options (sample size 35) Percentage

Yes 26 72%

No 5 20%

Don’t know 4 8%

Table-04
 30

25

20
No of Respondent(sample
15 size 35)
Percentage
10

0
Yes No Don’t know

Graph-04
72% employees think that the structures will also involvement in potential appraisal.

Recommendation:

A major level of employees replicates the confidence in the performance evaluation system
of Rangs Motors Limited.

6.5 Promotion process in the organization is based on –(Question no-5 of Appendix-A )

Table-05

No of Respondent
Options (sample size 35) Percentage

Performance 2 4%

Experience 4 12%

Both 29 84%
 35

30

25

20 No of Respondent(sample
size 35)
15 Percentage

10

0
PerformanceExperience Both

Graph-05

4% employees say that promotion says that procedure in the organization is based on
performance, 12% employees say that based on experience and 84% say both.

Recommendation:

As indicated by study on the employees, the promotion depends on the experience and
performance. On the off chance that the two criteria coordinates the evaluation report of the
employee, he will be advanced.

6.6 Satisfied with the current performance appraisal system (Question no-6 of Appendix-A )

Options No of Respondent(sample size Percentage

35)

Highly satisfied 18 54%

Satisfied 12 36%

Dissatisfied 2 2%

Just satisfied 3 8%

Table-06
 18
16
14
12
10 No of Respondent(sample
8 size 35)
6 Percentage
4
2
0

HighlySatisfiedDissatisfied Just satisfied

satisfied

Graph-06
54% Employees are highly pleased with the current Performance appraisal system and 36%
employees are fulfilled with the current performance appraisal system.

Recommendations:

The level of Highly Satisfied is truly high. The pace of disappointment is truly low. In any
case, the evaluation system may take a shot at them too by leading post evaluation meet.

6.7 Determination of who are Related With Appraising system (Question no-10 of
Appendix-A)
 Findings-To preserve good communication between direct superior and subordinates GDIC
restricted their appraising system within it. As direct superior and subordinates both struggle
for attaining organizational and personal goals are interconnected.
6.8 Need for Continuous Performance Review over the Year (Question no-11 of
Appendix

Options No of Respondent Percentage

(sample size 35)

Weekly 0 0%

Monthly 0 0%

Quarterly 3 7%

Yearly 32 93%
Table-07
Frequency of Performance Appraisal Techniques

35
30
25
20
15 No of Respondent(sample
10 size 35)
5 Percentage

0
WeeklyMonthlyQuarterlyYearly

Graph-07
Though there is a establishment of periodic review but it is hardly perceived. 93%
departments appraised their performance yearly only 7% quarterly appraised their
performance. The management wishes it should be done bi-annually.

Recommendation:
Yearly Appraisal System is more accepted when it is happened yearly.

6.9 Traits used to evaluate performance (Question no-9 of Appendix-A)

Options No of Respondent Percentage

(sample size 35)

Performance 11 30%

Skills 8 25%

Ability 4 10%

Job Knowledge 4 10%

Experience 8 25%

Table-8
Importance of traits related to performance appraisal system
 12

10

No of Respondent(sample
6
size 35)
Percentage
4
2

Graph-8
 Behaviors used for evaluating performance fluctuate based on different job standards. Sales
and production importance more on performance than others. 25% give importance skills and
experience and 10% give importance capability and job understanding.
Recommendation:
The traits used in performance evaluation are greatly composed to the employees which
replicate in the assessment.
6.9 The Effectiveness of Periodic Review in the Organization (Question no- 10 of
Appendix-A)

Options No of Respondent Percentage

(sample size 35)

Tell & Listen 1 4%

Problem Solving 22 63%

Listen 12 33%

Table-09
Effectiveness of Periodic Review
 25

20

15 No of Respondent(sample
size 35)
10 Percentage

0
Tell & Listen Problem Listen
Solving

Graph-09
 33% defendants discovers they only listen their superior’s guidance and tell their superior
about their problem but problems are not solved however, majority (63%) feel their
supervisors’ show them the way of resolving complications.
Recommendation:
Through diverse conferences and training session, the idea in the mind of employees
concerning their superior must be spread out. And new leadership training element must be
arranged.
6.10 Assessing the Effectiveness of Performance Appraisal (Question no-11 of Appendix
-A)

Options No of Respondent Percentage

(sample size 35)
Strongly
Disagree 7 20%

Disagree 1 5%

Undecided 7 20%

Agree 10 30%

Strongly Agree 10 25%

Table-10
Showing the effectiveness of performance appraisal
 12
10
8
6 No of
4 Respondent(sample size 35)
2 Percentage
0

Graph-10
In reply30% granted, 25% strongly agree and 5% distressed.
Recommendation:
The percentage on the view concerning the success of the performance appraisal is neither
positive nor negative. Through post appraisal interview, the problem must be found out and
steps must be taken to resolve the problem.

6.11 Necessity of execution examination (Question no-12 of Appendix-A)

Comments-100 % of the respondent figure execution evaluation can assume powerful job to
improve business condition. All most all the employee sees that, performance evaluation
would straightforwardly persuade employee in working harder subsequently the
organization's profitability would increment.

6.12 Question no-13o f Appendix-A

Comments-At administrative level all know about the evaluation procedure anyway at
official level through mail/enlistment they are given a thought in any case, this level
assessment relies upon prompt prevalent so the evaluation framework is not obvious to them.
6.13Determine the strength of performance appraisal system (Question no-14 of
Appendix-A)

Options No of Respondent(sample Percentage

size 35)
Help to identify
Deficiencies 19 55%
Provide valid ground
for determining 12 35%
Incentives
Help to identify
achievements 4 10%

Table-11
Strength of Performance Appraisal System

20
15
10
5
No of Respondent(sample
0
size 35)
Percentage

Help to identify Provide valid Help to identify

Deficiencies ground for achievements
determining
Incentives

55% respondents think main asset of this system is to help out in recognizing insufficiencies,
35% think it provide legal ground for defining incentives, 10% think it helps to identify
attainments.
Recommendation:
The greater parts of the employees have confidence in the quality of the Performance
Appraisal System of Rangs Motors Limited. Yet, activity ought to be taken to build the rate.
6.14 Question no-15 of Appendix-A
Comments- Only HR office respondent's response this review and others dodge it they said
they dispense the activity for non-the executives worker and orchestrate preparing for the
board representative.
6.15 Determination of Challenges and defeating of those difficulties (Question no-19, 20
and 21 of Appendix-A)
Objective-To discover disadvantages of evaluating framework
Finding - Everybody among respondents maintain a strategic distance from these inquiry
(19&20) said they don't confront any difficulties. Most maintain a strategic distance from
these inquiries (21) among the individuals who addressed not many are uncertain and others
emphatically oppose this idea.
Chapter 7

7.0 Summary of the Findings:

Believing it to be one of the most significant part of HRM, Rangs Motors Limited has given
due significance in planning and execution Appraisal System. In the wake of dissecting the
essential and auxiliary information in regards to the exhibition evaluation arrangement of
Rangs Motors Limited and inferable from the specialist's involvement with this association
some significant actualities are joined beneath as finding of the examination:
1. Performance evaluation is straightforwardly connected with remuneration distribution and
by implication connected with recognizable proof of Training need, give substantial ground
to advancement, help to improve representative quality and last yet not minimal lift up
inspiration system.
2. All employees both administrative and official level know about systems utilized for
assessing their exhibition.
3. To keep up great correspondence between prompt predominant and subordinates limited
their evaluating framework to it. As prompt unrivaled and subordinates both exertion for
accomplishing hierarchical and individual objectives are interrelated.
4. Rangs Motors Limited accepts that an association needs various kinds of employees for a
few exercises. Individuals in the administration, an official and laborer and bound to contrast
in regard to work style, capability just as assessment characteristics dependent on their
activity criteria.
5. All most all the employee sees that, performance evaluation would straightforwardly
persuade employee in working harder accordingly the organization's efficiency would
increment.
6. 100% official/administrators didn't have the foggiest idea about their last year generally
appraising, however observing the compensation rise they mark suspicion about the general
rating.
7. Most of the representatives are profoundly happy with current execution examination
framework.
8. More preparing ought to be given
9. Need more collaboration and connection inside divisions
10. Needed to make mindfulness for all workers about the association's objectives and
technique.
Conclusion:
Performance examination is a human resource procedure by which the organizations decide
how viably the employees are playing out the activity. It happens essentially for
administrative workers with the end goal of recognizing shortcoming and qualities just as
open doors for development and aptitudes advancement.
It is hard to give a total comment in the wake of leading an exploration inside such a
constrained time span. Anyway with the overview examination it very well may be said that,
the evaluation arrangement of Rangs Motors Limited, is a cutting edge and all around worked
out framework with a little opportunity to get better to a great extent. There is a blended
inclination existing in the association, the raters feel the framework is very where as others
feels it could have been something more. The hazy areas of the framework is recognized in
the exploration, whenever taken consideration, the framework will be a solid one and
individuals of Rangs Motors Limited will be increasingly fulfilled at last contribute better in
accomplishing the corporate objective. A significant number of the issues about the
exhibition evaluation framework are known to senior administration. They are deliberately
considering rolling out certain improvements just as examination structure. The change will
be consolidated by the up and coming barely any years.
Recommendations
Subsequent to having investigated the information, it was seen that essentially there was no
standard evaluation in the association. To be a compelling device, it must be on the nonstop
premise. This is what has been referenced over and over in the report, as, without congruity,
it turns into a repetitive exercise. Before really choosing drafting what ought to be the sort of
examination the accompanying things to be dealt with:
o The very idea of execution examination ought to be promoted all through the
association. Except if this is done, individuals would not acknowledge it, be it how
critical to the association.
o Further, at the hour of affirmation likewise, the examination structure ought not
prompt duplication of any data. Rather, point by point examination of the
representative's work must be done – which must joins both the business related just
as the other individual qualities that are significant for work execution.
o It ought to be noticed that the evaluation structure for each activity position ought to
be distinctive as each occupation has diverse information and aptitude necessities.
There ought not to be a typical examination structure for each activity position in the
association.
o The time span for directing the evaluation ought to be updated, with the goal that the
activity turns into a nonstop wonder.
o According to the examination framework in a large portion of the cases just the
managers of a specific representative assess his/her subordinate's exhibition and in
this procedure biasness can happen.
In a perfect world in the present day situation, assessment ought to be done, taking the
perspectives on all the concerned gatherings who make them bear on the worker. In any case,
since an adjustment in the framework is required, it can't be a radical one. It should be slow
and an adjustment in the attitude of both the workers and the head is required.
References

WEBSITES

 http://Rangs Motors Limitedgroupbd.com/

 http://www.slideshare.net/saagoor/report-performance-appraisal-of-square-

pharmaceutical-ltd

 http://www.slideshare.net/vipulFACE/project-report-on-performance-appraisal-of-bsnl

 http://www.wrbrpapers.com/

 http://www.wrbrpapers.com/previous_issue/May/2011

 https://www.investopedia.com/

 http://www.managementstudyguide.com/

 https://www.thebalance.com/

 http://www.whatishumanresource.com/performance-appraisal

 https://www.cipd.co.uk/

 https://corehr.wordpress.com/

 https://www.sumhr.com/

 http://www.yourarticlelibrary.com/

 http://open.lib.umn.edu/

 http://www.hrinasia.com/

 https://www.keka.com/

 http://www.mbaofficial.com/
Appendix

Questionnaire

Rangs Motors Limited

Questions for Employees

Dear Respondent,

I am a post graduate student of Brac University with major in Human Resource Management.

I am leading this analysis for the purpose of achieving my internship report founded on

“Performance Management System of Rangs Motors Limited: An Analysis”. This

questionnaire is a part of my academic necessity and will be only used for educational

tenacity. So, my request is to get all kind of support from you to arrange my report. I am

declaring you that all the material and opinion delivered by you will be kept fully private, and

will be used only for this report determination. No evidence will be revealed/printed without

your consent.
General Profile of Respondents

Sex : a) Male b) Female

Age Group : a) 25 – 35 b) 36 – 45 c) 46+

Designation :

Main Questions

1. Purposes of performance management system. You can put tick (\/)marks for more than
one option.

o Reward allocation
o Identification of training and development needs
o Facilitate promotion, transfer and termination decisions
o To improve employee excellence
o Motivation strategy

2. Are you conscious of the purpose of the performance appraisal system?

o Very much
o Some what
o Don’t know
3. Performance evaluation helps the organization in accomplishing aim?

o Yes
o No
o Can’t say

4. Do you think that the structure wills also input in prospective evaluation?

o Yes
o No
o Can’t say

5. Promotion method in the organization is based on-

o Performance
o Experience
o Both

6. Are you pleased with the present performance evaluation system?

o Highly satisfied
o Satisfied
o Just satisfied
o Dissatisfied
7. Who do assess the performance? You can put tick (\/)marks for more than one option.

o Immediate supervisor
o Peer
o Rating Committee
o Self
o Subordinates
o 360- Degree Feedback (supervisor, peer, customers)
o Others

11. How regularly you do the assessment?

a) Weekly b) Monthly c) Quarterly d) Yearly

12. What are the qualities you do use to assess performance?

a) Ability b) Performance c) Production

d) Job Knowledge e) Skills f) Experience

13. Your practice about your conversation with your supervisor during performance purposes
analysis.
o Tell and listen
o Problem solving
o Listen

14. “The performance evaluation system inspires people to work hard”-

o Strongly Disagree
o Disagree
o Undecided
o Agree
o Strongly Agree

16. Does your superior or anyone from the management explain you in detail about the
organization’s performance evaluation system? If yes, then how?
-Yes/No

Comment…………………………………………………………………………………

17. In your view what are the main strong points of the performance evaluation system of
your organization?
o Help to recognize insufficiencies
o Provide effective ground for defining incentives
o Help to identify attainments
18. What do you do when you identify poor performers?

o Provide training for successful performance

o Rearrange the job
o Degrade from existing position
o Let go them from job
o Any other-

19. Do you face any challenges throughout the time of evaluating performance? If yes, then
which of the subsequent, you can put tick (\/)marks for more than one option.
o setting standard
o Having indefinite knowledge about evaluation system
o Lacking appropriate training
o Lacking basic knowledge about subordinate
o Legal topic and organizational values
o Regency error/ biasness/central tendency/leniency/strictness
o Others

20. How could you overcome these problems?

o Considerate the possible problems and try to solve it by debate with employees
o Having appropriate training
o Monitoring external and internal impacts
o Consuming right implement
o Keeping record
o Provide opinion on performance, on daily/ weekly/ monthly basis

21. “My superior can give me any score he/she wants and there is barely something I can do”

o Strongly Disagree
o Disagree
o Undecided
o Agree
o Strongly Agree

Signature