A study on Employees Performance Appraisal of Aarong

Executive Summary
Human Resource Management focuses on the most key element of the organization. There are
several resources needed by the organization but most effective one is the human resources.
Human resource functions are broadly recognized by all organization, among these important
functions performance appraisal is a remarkable one. The report of the internship has been titled
as; A Study on Employees Performance Appraisal of Aarong. The study basically based
on the study overall employees performance appraisal.

Literally, performance appraisal, performance assessment and performance management, all the
terms refer to the process of comparing the actual performance with the relative standards, here
employees performances are evaluated to determine the extent to which employees performances
contribute to strategize organization goals. The appraisal process of Aarong, one of the leading
fashion brands have been described in a precise form. Aarong undoubtedly has been working as a
benchmark for other fashion houses in Bangladesh since 1978 with a wide arena of product
range. Having been an intern here, several things have been appeared in mind to make the report;
finally performance appraisal process has been chosen. Performance appraisal has been selected
because its a vast area to study and so many things to learn in a realistic point of views.

The report actually aimed at having a pragmatic notion on performance appraisal process and
how t effects in the development of human resources and organization development. Here the
study also has fulfilled some other relevant purposes, such as; having a view of assessment of the
organization to discuss critically and recommend on the shortcomings that found.
The report has been a means of significance, because it has contained so many dimensions
including; describing the key areas of assessment with relevant criticism and some realistic
recommendations based on descriptive assumptions.

A study on Employees Performance Appraisal of Aarong

The report is made on the basis of both primary data including questionnaire targeted on the
employees ranked started from thirteen. The questionnaire survey made over 30 people, who
served as the sample for the study. The secondary data collected from different books and
websites. There are several things that limit the report, such as; access to information from the
website and also the sampling which could have been a bit more, but it has not been possible
because so many people were a bit reluctant answer.

The findings, analysis and discussion part, have been the soul of the report, where several
substantial things have been focused. Initially the part has started with having a view on the
appraisal process of the organization where it has been found that organization conducts
assessment once in a year, line managers of different departments are responsible for the
assessment of their departments. The appraisal contains ten broad criterions, on which employees
are rated and the scale limits are between 0-50, which are unsatisfactory to outstanding category.

Describing all the process finally it has been ended up having the ideas, that the appraisal
criterions are similar to the Myers Briggs big five traits and also the rating method organization
uses similar to Graphic Rating Scale. In another segment of this report, the results that are
based on questionnaire survey, here several facts have surfaced by the responses. Remarkably
respondents have been answered mostly same in some cases exceptions occurred. Through out
the study its been found that most of the respondents have had job experiences and they are
aware of assessment process well. Respondents summarized answers have become as; they
believe that their contents in the assessment should come up with more perfection levels. They
also think that their raters should be more cautious on the process because they think they need
more precious knowledge and abstain from all sorts of errors and biases. Also the questions
addressed some important aspects where the results after the assessment completes and it has
been found that maximum employees become able to secure current positions and also
promotion and other consequences also happen. Other important findings have been that;
appraisal works as a future guidance for employees career path. So overall the appraisal has
been an effective tool to fasten organization effectiveness. Yet the process is not an easy one,

A study on Employees Performance Appraisal of Aarong

shortcomings are likely to occur. First the Graphic rating scale process which consists of several
inadequacies such as; errors from appraisers, and straight forward process etc, then the process
has got no peer review and some contents that not suitable for all employees and so on.

Then the next segment the recommendation part, where the several suggestive ideas to improve
the appraisal process. The suggestions are here as; the use of critical incident method which is
effective narrative appraisal technique which includes the performance related behaviors both
positive and negative, by explaining what actually happened during the evaluation period. Then
some recommended model peer reviews and also the needs of maintaining employee diary and
log where all the activities that employee do are recorded and to communicate the overall
process will e communicated to the appraisers to improve feedback process. Then a
recommendation on the use of MBO (Management by Objective) process where future goal
setting with having the mutual participation of both managers and employees also with the
periodical reviews on the accomplishments

This is the summary of the report where it has been intensely tried to come up with the ideas that
the appraisal is really a substantiate tool to appraise the most important resource performance
and have the organization with the best performer to reach towards its ultimate destinations.
Thats why the appraisal must be taken strategically, in the HRM arena its a vast areas of
concentration thats why it is earnestly addressed that the shortcomings ought to be lessened to
make the process a reliable one.