Siemens Malaysia

PERFORMANC
S
d
n
.
B
h
d
.
E
MANAGEMENT
AND
APPRAISAL

History of Siemens
Siemens is a global powerhouse
positioned along the
electrification value chain from
power generation, transmission
and distribution to smart grid
solutions and the efficient
application of electrical energy
as well as in the areas of medical
imaging and in-vitro diagnostics.
Siemens & Halske
company
Werner Von Siemens,
first sent
representatives

1899

1908
first recorded sale in
Malaysia.

flourished with the

country
helping to drive the
economic, social and
sustainable growth of
Malaysia

2008

PERFORMANCE MANAGEMENT PROCESS

Definition the continuous process of
identifying, measuring, and developing the
performance of individuals and teams and
aligning their performance with the
organizations goals.

Balanced Scorecard for new PMP

Customer
Financial
Professional
SG&A (Sell, General &
Administrative Expenses)

PERFORMANCE APPRAISAL
Definition evaluating an employees current and/or past
performance relative to his or her performance standards.
Effective appraisal require that supervisor set performance
standards.
Performance deficiencies eliminate by provide employee
with training, feedback and incentives.
3 step process
Setting work standards
Assessing employees actual performance relative to those
standards
Provide feedback to the employee- eliminate performance
deficiencies, continue to perform above par

Why appraise performance?

Employee base salary, promotion and retention benchmark on
employees appraisal
Play important roles in the employers performance management
process; continuously making sure that each employees and
teams performance make sense in term of the companys overall
goals.
Help to develop a plan for correcting any deficiencies in between
manager and subordinate
Facilitates career planning, help to review employees career plans
by accessing strengths and weaknesses
Help supervisors identify employees training and development
needs by identify performance gaps on employees performance
and compare to his standards.

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In 2014, KPI were introduced. Each employee

is required to enter 4 targets with no
restriction or limitation to the targets.
Benefits:

Targets can be
designed to fit each
employees role and
responsibility

More flexibility and

each target is
specific to each
individual

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THE END