netrashetty
Netra Shetty
Xilinx, Inc. (NASDAQ: XLNX) is a supplier of programmable logic devices. It is known for inventing the field programmable gate array (FPGA) and as the first semiconductor company with a fabless manufacturing model.[1][2][3]
Founded in Silicon Valley in 1984, the company is headquartered in San Jose, California, U.S.A.; Dublin, Ireland; Singapore; and Tokyo, Japan. The company has corporate offices throughout North America, Asia and Europe.[4]
The business and market environment had indeed gone through various transitions. The rises of different opportunities as well as innovations enable various companies to extent and expand their operations in the international market. The changes in the external environment of local firms also led to transition in the business approaches and strategies. To be able to adapt to the demands of the global business operations, specifically the diversity of the people, the management of international companies should modify their business approach. Accordingly, this modern management approach is made of approaches which enable industries to gain foreign market entry and operate effectively alongside with other multinational and international industries. One of the most important factors of international management is the human resources.
Various studies have shown that to be able to manage the employees utilising the international strategy, the management of the company must be involved in empowering their culturally diverse human resources. Different human resource management approach is available for international operations. In this regard, businesses must be able to achieve a considerable level of organisational culture, IHRM issues and globalisation effects. The main goal of this paper is to determine how to improve employee hiring, retaining and promotion in the IHRM of international businesses were affected by globalisation.
Type of organization Manufacturing
Categories of employees Senior executive , line managers, mangers, Engineer and technical staff, operating staff, Sales force
Existence of Hr department yes
Purpose of performance appraisal promotion, guide to job changes, salary decision, employee development, supervisory understanding.
Performance appraisal approach comparison against standards, direct performance measure
Who does performance appraisal immediate supervisor
Feedback to employee about
resultsyes upto some extent
Methods of appraisal rating scale(personal trait and behavior scale, job dimension rating scale)
Problems organizational influence, personal biasness, difficult to set qualitative standard
Evaluation of performance appraisal
accuracy up to some extent
Reason for inaccurate evaluation subjective standard, rate error, negative communication
Description of Performance Apparisal System In PARCO on the basis of analysis
As the manufacturing organization, PARCO has various categories of employees including senior executives, line managers, managers, engineer and technical staff, operating staff and sales force, so it is comprised of various nature of jobs, making it complex to conduct a smooth performance appraisal system.
To deal with human resource of the organization, the main HR department is located in Karachi but its personnel department is working at the site located in Qasba Gujrat, Mahmood kot, Distt. Muzaffargarh
The main HR Department in Karachi formulates the actual appraisal policy and communicate to the personnel department at the site, then personnel department conducts performance appraisal of employees accordingly.
For employees on probation , their performance report is done after six months. For permanent employees, their appraisal is conducted after every one year. The organization financial year is July to June.
The personnel department conducts the performance appraisal of employees for their Promotion, their Job Changes, Development, and Salary Decisions. Personnel department normally uses different types of approaches for different types of employees depending upon their job nature. Mostly, they use Comparison Against Standards or Direct Performance Measurement approach. In this organization, both formal and informal systems are comprised for performance evaluation which are usually handled by immediate supervisor.
The formal system’s procedure is described below, while the informal system includes the activities like Club Sitting, Parties, Attitude during informal activities, Seminars, Games etc.
The appraisal method, used by the personnel department, is Rating Scale, in which they use Job Dimension Rating Scale and Personal Traits & Behavior Rating Scale. The reason for using these methods is that it covers the job activities to be done as well as the attitude & behavior required by that job. Five degrees of scale are used such as Very Good, Good, Fair, Satisfactory, Poor.
Parco has job security to its employees. Company also checks the references of the employees from their previous jobs. Promotion is given on experience and good work. In performance appraisal, the following characteristics are measured:
1.Employee Dependency
2.Delegation Of Authority
3.Behavior With Juniors
4.Communication Skills
5.Job Performance
6.Behavior With Supervisors
Procedure
Personnel department sends the appraisal form to immediate supervisors. Supervisors fill the forms and send back to the Personnel Department. On the basis of supervisor’s evaluation, the instructions from the personnel departments are communicated to supervisors to deal with the particular employees. But the employees appraisal results are not communicated to the employees formally but with the passage of time ,as needed, they are informally communicated by immediate supervisors.
After conducting appraisal, the personnel department communicates its evaluation with recommendations regarding appraisal policy. Then HR department makes decisions on the basis of Personnel department’s evaluation.
Problems In Performance Measurement & Evaluations:
Although Personnel Department tries to communicate a fair and smooth appraisal system but due to some reasons, the inaccuracy in performance measurement occurs. The reasons for this include:
1.Organizational Influences.
2.Personal Biasness.
3.Difficult To Set Qualitative Standards.
There are also some problems, which the personnel department has to face in the accurate evaluation of the measured performance. The problems include:
1.Subjective Standards.
2.Rating errors.
3.Negative Communication.
But the personnel department believes that its performance appraisal system is still working fine.
Founded in Silicon Valley in 1984, the company is headquartered in San Jose, California, U.S.A.; Dublin, Ireland; Singapore; and Tokyo, Japan. The company has corporate offices throughout North America, Asia and Europe.[4]
The business and market environment had indeed gone through various transitions. The rises of different opportunities as well as innovations enable various companies to extent and expand their operations in the international market. The changes in the external environment of local firms also led to transition in the business approaches and strategies. To be able to adapt to the demands of the global business operations, specifically the diversity of the people, the management of international companies should modify their business approach. Accordingly, this modern management approach is made of approaches which enable industries to gain foreign market entry and operate effectively alongside with other multinational and international industries. One of the most important factors of international management is the human resources.
Various studies have shown that to be able to manage the employees utilising the international strategy, the management of the company must be involved in empowering their culturally diverse human resources. Different human resource management approach is available for international operations. In this regard, businesses must be able to achieve a considerable level of organisational culture, IHRM issues and globalisation effects. The main goal of this paper is to determine how to improve employee hiring, retaining and promotion in the IHRM of international businesses were affected by globalisation.
Type of organization Manufacturing
Categories of employees Senior executive , line managers, mangers, Engineer and technical staff, operating staff, Sales force
Existence of Hr department yes
Purpose of performance appraisal promotion, guide to job changes, salary decision, employee development, supervisory understanding.
Performance appraisal approach comparison against standards, direct performance measure
Who does performance appraisal immediate supervisor
Feedback to employee about
resultsyes upto some extent
Methods of appraisal rating scale(personal trait and behavior scale, job dimension rating scale)
Problems organizational influence, personal biasness, difficult to set qualitative standard
Evaluation of performance appraisal
accuracy up to some extent
Reason for inaccurate evaluation subjective standard, rate error, negative communication
Description of Performance Apparisal System In PARCO on the basis of analysis
As the manufacturing organization, PARCO has various categories of employees including senior executives, line managers, managers, engineer and technical staff, operating staff and sales force, so it is comprised of various nature of jobs, making it complex to conduct a smooth performance appraisal system.
To deal with human resource of the organization, the main HR department is located in Karachi but its personnel department is working at the site located in Qasba Gujrat, Mahmood kot, Distt. Muzaffargarh
The main HR Department in Karachi formulates the actual appraisal policy and communicate to the personnel department at the site, then personnel department conducts performance appraisal of employees accordingly.
For employees on probation , their performance report is done after six months. For permanent employees, their appraisal is conducted after every one year. The organization financial year is July to June.
The personnel department conducts the performance appraisal of employees for their Promotion, their Job Changes, Development, and Salary Decisions. Personnel department normally uses different types of approaches for different types of employees depending upon their job nature. Mostly, they use Comparison Against Standards or Direct Performance Measurement approach. In this organization, both formal and informal systems are comprised for performance evaluation which are usually handled by immediate supervisor.
The formal system’s procedure is described below, while the informal system includes the activities like Club Sitting, Parties, Attitude during informal activities, Seminars, Games etc.
The appraisal method, used by the personnel department, is Rating Scale, in which they use Job Dimension Rating Scale and Personal Traits & Behavior Rating Scale. The reason for using these methods is that it covers the job activities to be done as well as the attitude & behavior required by that job. Five degrees of scale are used such as Very Good, Good, Fair, Satisfactory, Poor.
Parco has job security to its employees. Company also checks the references of the employees from their previous jobs. Promotion is given on experience and good work. In performance appraisal, the following characteristics are measured:
1.Employee Dependency
2.Delegation Of Authority
3.Behavior With Juniors
4.Communication Skills
5.Job Performance
6.Behavior With Supervisors
Procedure
Personnel department sends the appraisal form to immediate supervisors. Supervisors fill the forms and send back to the Personnel Department. On the basis of supervisor’s evaluation, the instructions from the personnel departments are communicated to supervisors to deal with the particular employees. But the employees appraisal results are not communicated to the employees formally but with the passage of time ,as needed, they are informally communicated by immediate supervisors.
After conducting appraisal, the personnel department communicates its evaluation with recommendations regarding appraisal policy. Then HR department makes decisions on the basis of Personnel department’s evaluation.
Problems In Performance Measurement & Evaluations:
Although Personnel Department tries to communicate a fair and smooth appraisal system but due to some reasons, the inaccuracy in performance measurement occurs. The reasons for this include:
1.Organizational Influences.
2.Personal Biasness.
3.Difficult To Set Qualitative Standards.
There are also some problems, which the personnel department has to face in the accurate evaluation of the measured performance. The problems include:
1.Subjective Standards.
2.Rating errors.
3.Negative Communication.
But the personnel department believes that its performance appraisal system is still working fine.