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HRM322 (Compensation and Performance Management)

Saudi Aramco Performance Management System
by

Leena Saud

on 4 January 2013

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Transcript of HRM322 (Compensation and Performance Management)

Saudi Aramco what is Saudi Aramco ?! Description of Performance Management Analysis the Performance Management Advantages and Disadvantages of Aramco Performance Management System Our Opinions about Aramco Performance Management System Recommendations Done by: Dhelal Zabramawi Haneen Jastanyah Leena Alhujaili Sura Alahmadi Safaa Radwan HRM322 Compensation and Performance Management international enterprise 75 years ago  Dhahran the world's most valuable company the world's largest single hydrocarbon network Yanbu Industrial City How is the company applying the performance management ?! The Performance Management Program is designed to encourage employees to contribute to work results through cooperative endeavors, continuous learning and purposeful action in meeting client/customer needs. The program involves three parts Performance plan Progress Review(S) Performance Appraisal

1- For a newly-hired (or newly promoted, demoted, reappointed, etc.) employee, a Performance Plan is developed by the Rater, verbally approved by the Reviewer and issued during the employee’s first week. 3- A Covered Employee must work under a Performance Plan for a minimum of ninety (90) calendar days prior to receiving a Performance Appraisal. One exception may be when an employee’s annual evaluation is tied to a pay increase approved by the Board of Supervisors during the budget cycle and becomes effective on the employee’s anniversary date. General Provisions: 2- For an established employee, a Performance Plan is developed by the Rater, verbally approved by the Reviewer and typically issued immediately following issuance of a Performance Appraisal during the employee’s anniversary month. 4- A copy of the issued and Reviewer signed Performance Plan is given to the employee. The original is maintained in the department personnel file. A copy is not sent to the Human Resources Department.

1- Reviews and verbally approves Performance Plans to ensure job relatedness and consistency with individual, team or organizational goals and objectives prior to employee issuance. The Reviewer: 2- Reviews and verbally approves Performance Appraisals prior to employee issuance.
Resolves disputes between the Rater and employee concerning Performance Appraisal ratings or Performance Plan content. 3- Reviews the final Performance Appraisal and Performance Plan after issuance for compliance purposes and provides final signatures. Instructions for Completing a Performance Appraisal The Appraisal form contains three performance categories: Organizational Conduct
Part(1) Customized Performance
Part(2) Leadership
Part(3) All employees are rated on three (3)
standardized performance dimensions
listed in this section of the appraisal. All employees are rated on the three (3) to
five (5) performance dimensions listed in
Part 3 of their current Performance Plan
that are transferred into Part 2 of the
Performance Appraisal. Only Managers and Supervisors are rated on three (3) standardized leadership dimensions listed in this category. Indicate “NOT RATED” in the narrative section for all other employees. A four-tier, non-numerical system is utilized to rate performance in the various dimensions listed within each performance category. Rating levels are Surpasses, Successful, Inconsistent and Unacceptable. Surpasses ratings reflect exceptional performance.

Successful ratings signify thoroughly acceptance.

Inconsistent ratings signify marginal performance.

Unacceptable ratings signify undesirable performance requiring improvement. Manager 1- What are the program of performance in your company? He submit the hard copy of the performance program. 2- Can you explain the sequence of the performance? 1- completes a performance plan and obtains verbal approval from the Reviewer prior issuance.

2- Meets with the employee at the beginning of an appraisal cycle to review and discuss the performance plan.

3- Monitors the employee’s performance throughout appraisal cycle ensures employee performance records are maintained
for evaluation purposes.

4- Initiates progress review discussion(s) during the appraisal cycle.

5- Assists the employee during the appraisal cycle to improve aspects of performance.

6- Prepares the Performance Appraisal in accordance with required timelines, incorporating performance feedback, if solicited, acknowledging good performance and identifying areas requiring improvement as appropriate.

7- Obtains the Reviewer’s verbal approval of the appraisal
prior to meeting with the employee. 3- There are any impact on the company before use it? No, there will be any impact during using this program in fact all employees hope with it due to reword at the end of the year (money). 4- Do you think you will change in the future? No, we will not change it unless new technology appear in the world. Employee LEENA SURA Safaa Dhelal HANEEN I think Saudi Aramco is implementing one of the
best evaluation systems. No wonder, it has about 75 years and from time to time they were improving it. Saudi Aramco has a fair system that aims to improve the employee at the first position and then to improve jobs and departments. And this is the right objective of setting an evaluation system. Because if the organization does not improve the employees, so how they will improve the job?
Furthermore, Working at a place that has a good and fair evaluations system will make employees feel comfortable and safety and then they will perform well. Aramco headquarter in One of the most important cities to Aramco Aramco born as an Saudi Aramco operates Saudi Aramco was estimated to be worth $781 billion in 2005 we did not find any disadvantages of the performance management system because all employees are satisfied with the rewards in the end of the years. In my opinion, since this is a new
system has been implemented in
Aramco Company, it seems to be
perfect at the beginning but, after
some while it's defects (negative
sides) may appear. In my opinion, Saudi Aramco is
implementing a good performance
management system.
and since they are use it for many years. The company must tell the new hires about the performance management system early like any employee in the company. The system is a continuous pro- active
processes of planning, managing and evaluating The system encourages Fairness Employee must work under a Performance Plan
for a minimum of (90) calendar days prior to
receive a Performance appraisal.
The system focuses on
developmental side Feedback comments can be requested
from different sources The system is: simple to use integrated with other HR systems Flexible Advantages of Aramco
Performance Management System Uses different performance management system for employees who are newly-hired or (newly promoted, demoted, reappointed, etc.) Disadvantages of Aramco Performance Management System 1- What do you think about your company`s performance management system? The program is good and fair to encourage employee to work in a high performance.
Also it makes challenge between employees in order to get higher rate. 2- Are you happy with it? Yes, employees must understand the purpose of the program first
so everyone will like it. Description of Performance Management How is the company applying the performance management ?! The Performance Management Program is designed to encourage employees to contribute to work results through cooperative endeavors, continuous learning and purposeful action in meeting client/customer needs. The program involves three parts Performance plan Progress Review(S) Performance Appraisal

1- For a newly-hired (or newly promoted, demoted, reappointed, etc.) employee, a Performance Plan is developed by the Rater, verbally approved by the Reviewer and issued during the employee’s first week. 3- A Covered Employee must work under a Performance Plan for a minimum of ninety (90) calendar days prior to receiving a Performance Appraisal. One exception may be when an employee’s annual evaluation is tied to a pay increase approved by the Board of Supervisors during the budget cycle and becomes effective on the employee’s anniversary date. General Provisions: 2- For an established employee, a Performance Plan is developed by the Rater, verbally approved by the Reviewer and typically issued immediately following issuance of a Performance Appraisal during the employee’s anniversary month. 4- A copy of the issued and Reviewer signed Performance Plan is given to the employee. The original is maintained in the department personnel file. A copy is not sent to the Human Resources Department.

1- Reviews and verbally approves Performance Plans to ensure job relatedness and consistency with individual, team or organizational goals and objectives prior to employee issuance. The Reviewer: 2- Reviews and verbally approves Performance Appraisals prior to employee issuance.
Resolves disputes between the Rater and employee concerning Performance Appraisal ratings or Performance Plan content. 3- Reviews the final Performance Appraisal and Performance Plan after issuance for compliance purposes and provides final signatures. Instructions for Completing a Performance Appraisal The Appraisal form contains three performance categories: Organizational Conduct
Part(1) Customized Performance
Part(2) Leadership
Part(3) All employees are rated on three (3)
standardized performance dimensions
listed in this section of the appraisal. All employees are rated on the three (3) to
five (5) performance dimensions listed in
Part 3 of their current Performance Plan
that are transferred into Part 2 of the
Performance Appraisal. Only Managers and Supervisors are rated on three (3) standardized leadership dimensions listed in this category. Indicate “NOT RATED” in the narrative section for all other employees. A four-tier, non-numerical system is utilized to rate performance in the various dimensions listed within each performance category. Rating levels are Surpasses, Successful, Inconsistent and Unacceptable. Surpasses ratings reflect exceptional performance.

Successful ratings signify thoroughly acceptance.

Inconsistent ratings signify marginal performance.

Unacceptable ratings signify undesirable performance requiring improvement. Analysis the Performance Management Manager 1- What are the program of performance in your company? He submit the hard copy of the performance program. 2- Can you explain the sequence of the performance? 1- completes a performance plan and obtains verbal approval from the Reviewer prior issuance.

2- Meets with the employee at the beginning of an appraisal cycle to review and discuss the performance plan.

3- Monitors the employee’s performance throughout appraisal cycle ensures employee performance records are maintained
for evaluation purposes.

4- Initiates progress review discussion(s) during the appraisal cycle.

5- Assists the employee during the appraisal cycle to improve aspects of performance.

6- Prepares the Performance Appraisal in accordance with required timelines, incorporating performance feedback, if solicited, acknowledging good performance and identifying areas requiring improvement as appropriate.

7- Obtains the Reviewer’s verbal approval of the appraisal
prior to meeting with the employee. 3- There are any impact on the company before use it? No, there will be any impact during using this program in fact all employees hope with it due to reword at the end of the year (money). 4- Do you think you will change in the future? No, we will not change it unless new technology appear in the world. Employee 1- What do you think about your company`s performance management system? The program is good and fair to encourage employee to work in a high performance.
Also it makes challenge between employees in order to get higher rate. 2- Are you happy with it? Yes, employees must understand the purpose of the program first
so everyone will like it. Advantages and Disadvantages of Aramco Performance Management System The system is a continuous pro- active
processes of planning, managing and evaluating The system encourages Fairness
The system focuses on
developmental side Feedback comments can be requested
from different sources The system is: simple to use integrated with other HR systems Flexible Advantages of Aramco
Performance Management System Uses different performance management system for employees who are newly-hired or (newly promoted, demoted, reappointed, etc.) Disadvantages of Aramco Performance Management System Our Opinions about Aramco Performance Management System LEENA SURA Safaa Dhelal HANEEN I think Saudi Aramco is implementing one of the
best evaluation systems. No wonder, it has about 75 years and from time to time they were improving it. Saudi Aramco has a fair system that aims to improve the employee at the first position and then to improve jobs and departments. And this is the right objective of setting an evaluation system. Because if the organization does not improve the employees, so how they will improve the job?
Furthermore, Working at a place that has a good and fair evaluations system will make employees feel comfortable and safety and then they will perform well. we did not find any disadvantages of the performance management system because all employees are satisfied with the rewards in the end of the years. In my opinion, since this is a new
system has been implemented in
Aramco Company, it seems to be
perfect at the beginning but, after
some while it's defects (negative
sides) may appear. In my opinion, Saudi Aramco is
implementing a good performance
management system.
and since they are use it for many years. They don’t inform the new hires about the performance management system until they complete two years Communicate Performance trends and targets with employees. Ensure Continuous Reviews and Feedback from supervisor quarterly. Ensure that employees have of the skills, behaviors and competencies that allow them to understand and use the performance management system. Ensure the work that is completed is in alignment with strategic organizational goals. Recommendations The company must tell the new hires about the performance management system early like any employee in the company. Communicate Performance trends and targets with employees. Ensure Continuous Reviews and Feedback from supervisor quarterly. Ensure that employees have of the skills, behaviors and competencies that allow them to understand and use the performance management system. Ensure the work that is completed is in alignment with strategic organizational goals. Such a perfect system from a perfect company. i think nothing is better than working there. if im an employee, the most important thing for me is to be treated fairly and to get rewards for my good work then i`ll be motivated and i will work harder. my dream is to work in Saudi Aramco.
Such a perfect system from a perfect company. i think nothing is better than working there. if im an employee, the most important thing for me is to be treated fairly and to get rewards for my good work then i`ll be motivated and i will work harder. my dream is to work in Saudi Aramco.
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