Performance Appraisal

Topics: Human resource management, Human resources, Performance appraisal Pages: 10 (2269 words) Published: August 22, 2013

A study of the Human Resource issue of
Nakilat Damen Shipyards Qatar

Table of Contents

1.0Executive Summery5

2.0Introduction of the Company6

3.0The background of the issue – high employee turnover6

4.0The impact on the business7

4.1 Drop in production7

4.2 Cost for the company7

4.3 Time7

4.4 Team dynamics8

4.5 Continuity8

5.0Root cause of the issue9

6.0The Human Resource issue10

7.0Impact on Human resource11

7.1 Low employee morale11

7.1 Loss of Trained workforce12

7.2 Cost for new recruitment12



ANNEX A.NDSQ Performance appraisal (iniciated in Nov 2012)17

Executive Summery

Human Resource management refers to the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. There are some important human resource practices which are shown in figure 1, that influence the company performance.

| |Strategic HRM | | | |

|Analysis and design of work |HR planning |Recruiting |Selecting |Training and development |Compensation |Performance management |employee relations | | |Company Performance | | | | | | | | | | | | | | |Figure 1: Human Resource Management Practices

The roles of the Human Resource functions include three product lines, Administrative role, Business partner and Strategic partner. In most companies the Human resource department handles mainly the administrative part, but for a growth of the company performance the human resource manager needs to focus on all the three areas.

In my report I would like to discuss an issue that the company faced that involved a human resource practice. I will further elaborate how this issue has influenced the company and its functions and the solutions that could be used to solve the problem.

Note: As I have left the company in 2012 March, the statistics includes in my report are when I was working in the company and the problem faced was during that time.

In order to manage performance effectively the following human resource practices should be in place so that the performance of the employees can be measured and reviewed accordingly in order for them to know where they stand in the organization and what improvements need to be done so that they will be more competent in their job role. Performance management is the means through which managers ensure that employee’ activities and outputs are congruent with the organization’s goals. Performance appraisal is the process through which an organization gets information on how well an employee is doing his job. Performance feedback is the process of providing employees information regarding their performance effectiveness.

Introduction of the Company

Nakilat Damen Shipyards Qatar (NDSQ) which was established in 2010, which was joint venture of Qatar Gas Transport Ltd (Nakilat) and Damen Shipyards Qatar Holding BV (Damen Shipyards Group). As a startup company we had a small number of employees initially. The work force was recruited in batches of about 20 persons, from India and Philippines. The company staff was consists of a different mix of cultures.

The background of the issue – high employee turnover

The company which was started in 2010 with the initial number of 80 employees increased the head counts within a year to more than 200 employees. According to the statistics from Human resource department which was in January 2011, the total number of employees was 328 and the End of Service (EOS) was 62. Which creates a problem in the company as the turnover comes to about 15%. From this number most were the initial employees who had started off with the company and grown learning and performing from the beginning of the project.


References: A. NDSQ Performance appraisal (iniciated in Nov 2012)
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