Assessing The Impact Of Saudi Aramcos Appraisal System On Its Essay

Assessing The Impact Of Saudi Aramcos Appraisal System On Its Employees Morale And Performanc - Essay object lessonHuman Resource Department also noticed that almost all non-Saudi employees resign once they overhear better jobs offer.In light of Industrial Security letter and Human Resources findings, it is clear that the employees commitment and morale is at unprecedentedly low level and as a result, Saudi Aramco managements youthful challenge is to motivate, recognize, increase self-belonging and reward their employees properly to ensure their optimum productivity. The lack of commitment and interest to break away is attributed by many, to the employees below expectation appraisals and rewards although, the current appraisal system has been used since 2003 and hence it is considered as sanely new appraisal system. This research is intended to provide Saudi Aramcos management with sufficient cogitate on how vital the current appraisal system can be on the success of the comp anion and its employees.Saudi Aramcos appraisal and reward systems are based on two componentsA feat instruction Program (PMP) that utilizes a five-categories rating scale in apprising their employees. A multi correspond forced be criteria.The old appraisal system was a simple word document filled by the supervisory program that contains tasks completed, strength areas, and weakness areas, development areas. To overcome the many disadvantages of the old system, Saudi Aramco shifted to a Performance Management Program (PMP).... The PMP, according to the company is a continuous, three-phase cycle of plan, managing, and reviewing performance. Within each phase, the supervisor and the employee will two have responsibilities. PMP is not something to be done to employees, it is an activity undertaken with employees. It is a partnership. The Performance Management Program (PMP) is designed to Improve the performance of Aramco and its employees. Enable supervisors and employees to pla n and review performance. Provide a forum for career planning discussions. Figure 1 PMP process The PMP utilizes a five-categories rating scale ranging from S which is significantly exceeds job requirements to D which is dissatisfactory performance. Each of the five-categories has a range of annual salary increase percentages for example S family line ranges from (9-11%) increase while M which is meeting job requirements ranges from (2-4%) increase. An employees performance is being measured by the supervisor against some competences and goals accomplished during the year (Murphy & Cleveland, 1995). Then, the general supervisor meets with his supervisors where they start discussing and defending their employees having in head word that the stronger the supervisor is the greater the chance that the employee will ram a satisfactory appraisal rating. Once this stage is completed, the manager meets with his general supervisors to discuss and approve their employees rating. Again, the stronger the general supervisor is, the greater the chance that the employees will get a satisfactory appraisal rating. Figure 2 Rating Factors 1.2. Problem Statement Evaluation of an somebody work performance as a formal management procedure is