Policies & Proceedures
Appraisal & Counseling
By: Atef Moosa
Procedures:
•The company is committed to having a simple robust, well
defined performance management system in place. Per-
formance appraisals will be conducted by the department
heads every 6 months
•Appraisal cycle will be from January to December.
•The performance of all employees will be evaluated in No-
vember. A performance Appraisal report should be complet-
ed to record the results of each performance appraisal.
•Decisions on salary increments and alterations will be
based on the current and past appraisals.
•Employees who have joined before June 30th will be con-
sidered for annual increment.
•Mid-term performance evaluations may also be carried out,
if employee’s performance is below the standard expecta-
tion to enable necessary corrective actions.
•Employees will be rated against relevant criteria to reflect
the level of performance achieved.
Objectives of Performance appraisal:
•To review the performance of the employees over a given
period of time.
“
I took this fantastic pic-
ture of sun-set on lake
Zurich during my recent
vacation. The reflecction
of the Sun, Mountains,
water, fountain, clouds,
sky ( the mix of so many
colours) is too brilliant to
be expressed in words”
Sanjeev Agarwala
Chief Financial Officer
Al Habtoor Group
•To judge the gap between the actual and the desired per-
formance.
•To help the management in exercising organizational con-
trol.
•Helps to strengthen the relationship and communication
between superior – subordinates and management – em-
ployees.
•To diagnose the strengths and weaknesses of the individu-
als so as to identify the training and development needs of
the future.
•To provide feedback to the employees regarding their past
performance.
•Provide information to assist in the other personal decisions
in the organization.
•Provide clarity of the expectations and responsibilities of
the functions to be performed by the employees.
•To judge the effectiveness of the other human resource
functions of the organization such as recruitment, selection,
training and development.
•To reduce the grievances of the employees.
This issue of Sawalef will highlight the policy and procedures of the Performance Appraisal. The Performance Ap-
praisal is defined as a structured formal interaction between a subordinate and supervisor, that usually takes the
form of a periodic interview (annual or semi-annual), in which the work performance of the subordinate is exam-
ined and discussed, with a view to identifying weaknesses and strengths as well as opportunities for improvement
and skills development.
