2. RG-H1215
Presenting by
Batch No II
Name of Students Roll No
Md. Rofiqul Islam
Mohammad Zahidur Rashid Bhuiyan
Md. Mizanur Rahman
116
96
97
3. RG-H1215
Overview of this presentation
• Acknowledgement
• Objectives of Review
• Scope & Methodology
• Sources of Information
• Key Findings and Recommendations
• References
4. RG-H1215
Acknowledgement
This study will be incomplete until my gratitude and heartfelt regards to my honorable
study supervisor S. M. Ariful Islam, Senior Management Counselor, Bangladesh
Institute of Management is conveyed. His invaluably experienced guidelines and
continuous suggestions encouraged us to step in this study of Information System
incorporates with Human Resource Management. We are simply grateful to our
teacher.
In way of the completion of this study we would also like to remember all the help and
support from my colleagues at CARE Bangladesh. Special thanks for my department
and IT for their great tolerance to my boundless queries. We walked together to the
path of the completion of this study.
The contribution of many authors, publishers and firms in the computer industry that
contributed case materials, ideas, illustrations and photographs used in this text are
also thankfully acknowledged.
5. RG-H1215
Objectives of Review
A high-level review conducted of current HR Performance Management System,
practices and procedures through a review of key documentation (HRM Policy and
Procedure of the Organization) that attached along with this report and discussion
with the individuals responsible for the processes from the HR team.
The objectives of the review, agreed with our team prior to the commencement of
fieldwork, were as follows:
• To analysis the cause of performance variation, specially low performance.
• To examine the various contributing factors such as organization values, best
practices, initiatives etc. that work for better environment.
• To study the role of management.
• To contribution of the employee.
• To analysis the effectiveness of information system.
6. RG-H1215
Scopes
Due to time constrains and limited knowledge on HR functions this assignment covers
the review of HR Performance Management practice of CARE-Bangladesh related to:
• HR Planning.
• Job Analysis.
• Recruitment & Selection Procedure.
• Performance Appraisal System.
• Human Resources Information System.
7. RG-H1215
Methodology
To perform the assignment of the Performance Management System following
methodology was applied:
• Performed an initial meeting with team members.
• formulated a work program.
• Entrance meeting with the HR department personnel of CARE-Bangladesh.
• Gone throw the HRM Performance Management & Recruitment-Selection policy of
the said scoped area.
• Draft report formulated and reviewed & feed backed by the team.
• Final report prepared and submitted to BIM management.
8. RG-H1215
Sources of Information
Primary Source:
Mainly, information & data for the assignment was collected from Mr. Md. Abu Zahid,
HR Manager of CARE-Bangladesh.
Secondary Sources:
• HRM Wikipedia.
• Human Recourse Management by Gray Dessler.
• Human Recourse Management by K Aswathappa.
9. RG-H1215
Key Findings
Findings/Observations
Appraisal forms are the key instruments used to measure performance. Care and
attention are required to ensure that the forms include all the necessary components.
Used form include a combination of the following:
• Basic employee information.
• Accountabilities, objectives, and standards.
• Competencies and indicators.
• Major achievements and contributions.
• Development achievements.
• Developmental needs, plans, and goals.
• Client input.
• Employee comments and
• Signatures.
10. RG-H1215
Key Findings…
Findings/Observations
Regardless of the specific components included in the appraisal form, there are several
characteristics that make appraisal forms particularly effective. These are;
• Simplicity.
• Relevancy.
• Descriptiveness.
• Adaptability.
• Comprehensiveness.
• Definitional clarity.
• Communications and
• Time orientation.
11. RG-H1215
Key Findings…
Findings/Observations
Performance management system include up to six separate formal meetings between
the supervisor and the subordinate:
• System inauguration.
• Self assessment.
• Classical performance review.
• Merit/Salary review.
• Development plan and
• Objective setting.
13. RG-H1215
Recommendations
Whilst this study has confirmed existing studies into HRMIS (specifically Performance
Management), it provides a platform for future work in this area, which should
concentrate on a number of issues.
• Be job specific, covering a broad range of jobs in the organization.
• Align with organization’s strategic direction and culture.
• Provide an accurate picture of each employee’s performance.
• Monitor and measure results (what) and behaviors (how).
• Evaluation period maintained quarterly. This provides fairly frequent opportunities for a
formal discussion about performance issues between subordinate and the
supervisor.
14. RG-H1215
Recommendations
• Include both positive feedback for a job well done and constructive feedback when
improvement is needed.
• Provide legal documentation to demonstrate due diligence for legal challenges related
to dismissal or vicarious liability (an employer can be held liable for the acts or
omissions by its employees during the course of employment).
• Information may be preserved in details formed, like; feedback about employee,
supervisor comments detail etc.
• Program may be re-arranged through web-based, which will be able to cover wide
area.
15. RG-H1215
References
• Mr. Md. Abu Zahid, HR Manager, CARE-Bangladesh.
• HRM Wikipedia.
• Human Recourse Management by Gray Dessler.
• Human Recourse Management by K Aswathappa.
• Alan Price: Human Resource Management in a Business Context, second edition
2004
• Torrington D., Hall L., and Taylor S. (2005) Human Resource Management sixth
edition.
• Ball Kirstie S. (2000) “The use of human resource information systems”: a survey
(Journal)
16. RG-H1215
Conclusion
The review of HR Performance Management and HRIS are immensely important for
efficient operation and effective utilization of the work force. From this review
assignment the management will be able to identify and incorporate some areas
within the scope of the HR department function which requires management attention.
Management’s endeavor to overcome the identified weak points may improve the
Policy and Information System.
