Attock Refinery Limited Case Summary
Problems
The core problem being faced by Attock Refinery Limited is the inefficient appraisal system in the company. Performance appraisal is an extremely important tool in evaluating an employee’s overall performance and providing him/her with the necessary feedback in order to remove performance deficiencies. Now if the performance appraisal system is inefficient then how can employees be expected to improve their performance. There were various minor problems that led to this major problem but the most important minor problem was lack of training provided to appraisers who filled in the appraisal forms. The appraisal system used 1-5 rating scale and the appraiser had to give his/her comments to support his marking in order to explain why a certain employee scored low or high on a particular variable. They had to come up with long and descriptive sentences in order to justify their ratings but most of the time the appraiser failed to explain the marking or rating he gave the appraisee. Sometimes the remarks/comments never matched the rating given to the employee. The remarks could be very good but the score didn’t match the remarks. This created …show more content…
The promotion of employees also depended solely on appraiser’s judgment instead of being linked to the annual performance appraisal. There were many employees who performed really well but were not promoted. Though there were questions regarding career development in the appraisal system but the information was not being utilized properly to make promotion decisions instead promotions were based on personal biases. There was no set criteria for career development due to which the efficiency of human resource is affected as the ones who deserved the promotion were not being promoted at all. If hardworking people are not promoted, their motivation level decreases which affects their efficiency and causes high
The core problem being faced by Attock Refinery Limited is the inefficient appraisal system in the company. Performance appraisal is an extremely important tool in evaluating an employee’s overall performance and providing him/her with the necessary feedback in order to remove performance deficiencies. Now if the performance appraisal system is inefficient then how can employees be expected to improve their performance. There were various minor problems that led to this major problem but the most important minor problem was lack of training provided to appraisers who filled in the appraisal forms. The appraisal system used 1-5 rating scale and the appraiser had to give his/her comments to support his marking in order to explain why a certain employee scored low or high on a particular variable. They had to come up with long and descriptive sentences in order to justify their ratings but most of the time the appraiser failed to explain the marking or rating he gave the appraisee. Sometimes the remarks/comments never matched the rating given to the employee. The remarks could be very good but the score didn’t match the remarks. This created …show more content…
The promotion of employees also depended solely on appraiser’s judgment instead of being linked to the annual performance appraisal. There were many employees who performed really well but were not promoted. Though there were questions regarding career development in the appraisal system but the information was not being utilized properly to make promotion decisions instead promotions were based on personal biases. There was no set criteria for career development due to which the efficiency of human resource is affected as the ones who deserved the promotion were not being promoted at all. If hardworking people are not promoted, their motivation level decreases which affects their efficiency and causes high