Performance Appraisal

@ ICI Pakistan
Group Members
Anam Jallil
Fahad Ali
Hassan Taqi
M. Mobeen
 Introduction
→ ICI is a public limited company.
→ 61% of equity capital held by company and 39% by
the public.
→ 4 Manufacturing plants in Pakistan.
- Soda Ash at Khewra
- Speciality chemicals at Karachi
- PolyesterStaple Fibre at Sheikhupura
- Paintex at Lahore
Before 1963 _ Formal Appraisal Systems
_ Practices: adhocism, subjectivity, no involvement of rates
_ informality of procedure,” LOVE LETTER”

1963 OBJECTIVES:
. Monitor Performance
. Develop HR
. Provide opportunity
.
. -Formal Appraisal System
. -Post Appraisal interview for devising improvement plans
.
. FAULTS:
. Inability to link appraisal with business result
. Linenciecy
. Lack of guidance
1969

1969 Review of Appraisal

1970 * MBO
.
. * Assessment of potential for further growth from the appraisal system; succession plan
.
. * Long term approach; once in 2-3 yrs
.
1976

1981 * New forms introduced to appraise management trainees and management program separately
 Current Scenario
• Mr. Hamid has outlined following areas of
concern in the Appraisal System:
1. Identification of Future Objectives
2. Quantification of all Aspects of Management
3. Indistinct and Numerous Categories to Rate
Annual Performance.
4. Perception about Subjectivism in Appraisal
System
 Feedback from Employees
“There was no provision to explain why certain
objectives were not achieved?”

“Over-emphasis on quanitification of objectives

regardless of nature of the job performed”

- Mrs. N. Siddique, Asst. Finance Manager

“No provision for identification of the next year’s

objectives”

“Difficult to judge why a person places in category 7

instead of 5”

- Mr. Razi-ud-Din, Sales Manger

 MBO System Steps
1. Set Organization Wide Goals

1. Set Objectives in Consultation with

Employees

1. Conduct Periodic Reviews & Assessments

1. Appraise & Set Next Objectives

Exact Adjustments Required in
Appraisal