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1.1 Origin This report is prepared as a prerequisite for the completion of the Human Resource Management. This report will demonstrate how well the students have grasped elements of effective Human Resource Management skill. We have chosen to examine the performance appraisal system of BRAC Bangladesh, World Vision Bangladesh and Compassion International Bangladesh.
1.2 Objective
The main goal of this report is to give a summary of the performance appraisal system used by
BRAC Bangladesh, World Vision Bangladesh and Compassion International Bangladesh. The specific objectives of the report are: To give an overview of the Non Governmental Organizations of Bangladesh. To find out the specific performance appraisal system used by the three NGOs mentioned above. To analyze their appraisal system. To make a comparative analysis of the appraisal systems followed by these organizations. To make recommendations based on the findings from the comparative analysis.
1.3 Methodology A mixture of primary and secondary sources of information was used for this report. The Primary sources of data are the survey results. The survey was administered through a structured questionnaire at World Vision Bangladesh, BRAC Bangladesh and Compassion International Bangladesh. Internet and Company annual reports were consulted for Secondary data sources.
1.5 Literature Review Performance appraisal: Evaluating an employees current and/or past performance relative to his or her performance standards. Performance management: The process employers use to make sure employees are working toward organizational goals. Graphic Rating scale: A scale that lists a number of traits and a range of performance for each that is used to identify the score that best describes an employees level of performance for each trait. Alternation Ranking Method: Ranking employees from best to worst on a particular trait, choosing highest, then lowest, until all are ranked. Paired Comparison Method: Ranking employees by making a chart of all possible pairs of the employees for each trait and indicating which is the better employee of the pair. Forced Distribution Method: Similar to grading on a curve; predetermined percentages of ratees are placed in various performance categories. Behaviorally Anchored Rating Scale (BARS): An appraisal method that uses quantified scale with specific narrative examples of good and poor performance. Management by Objectives (MBO): Involves setting specific measurable goals with each employee and then periodically reviewing the progress made. The Grote Approach: Grote ApproachSM is the online employee performance appraisal and management software created by Dick Grote.
The practices of performance appraisal systems in NGOs CHAPTER 2: OVERVIEW OF ORGANIZATION (NGO) INDUSTRY NON-GOVERNMENTAL
2.1 What are Non-Governmental Organizations (NGOs)? Non-governmental organizations (NGOs) are generally considered to be non-state, non-profit orientated groups who pursue purposes of public interest, excluding the private sector (Schmidt and Take 1997). One of the most widely used definitions is given by Operational Directive 14.70 of the World Bank: private organizations that pursue activities to relieve suffering, promote the interests of the poor, protect the environment, provide basic social services, or undertake community development (World Bank 2001). More broadly, the term is applicable to any nonprofit organization (NPO) that is not affiliated with government. According to the World Bank, NGOs are value-based organizations which depend, in whole or in part, on charitable donations and voluntary service, and in which principles of altruism and voluntarism remain key defining characteristics.
2.2 Overview of the NGOs in Bangladesh The social development scene in Bangladesh is characterized by a strong presence of nongovernmental organizations (NGOs). Bangladesh has relied on non-governmental organizations (NGOs) since its inception in 1971 as a means to elevate the welfare of its citizens. The NGO sector initially developed in response to much-needed relief and rehabilitation efforts after the nations War for Independence and natural disasters. Since then, the NGO sector has grown and become the champions of sustainable development (Davis 1). Afterwards, with assistance from foreign donor agencies, they expanded their activities to deliver a variety of services including microcredit, essential healthcare, informal education, women empowerment and rights advocacy. As is well-known, the NGO sector in Bangladesh has been a very strong one in terms of the number and size of NGOs, the role it plays in the development of the country, especially in poverty alleviation, and its spectacular successes in the social and economic arena. The presence of non-governmental organizations (NGOs) in developing countries is often assumed to indicate a vibrant civil society that can help promote good governance and effective policy implementation where state infrastructure is weak. In case of Bangladesh, NGO sector as a whole has shifted away from its initial focus on promoting political mobilization and accountable government, to the apolitical delivery of basic services. The result of this depoliticization of NGOs is an accelerated erosion of democratic institutions in Bangladesh.
The practices of performance appraisal systems in NGOs CHAPTER 5: Compassion International Bangladesh
5.1 Company Overview 5.1.1 History of Compassion Compassion International exists as a Christian child advocacy ministry that releases children from spiritual, economic, social and physical poverty and enables them to become responsible, fulfilled Christian adults. Founded by the Rev. Everett Swanson in 1952, Compassion began providing Korean War orphans with food, shelter, education and health care, as well as Christian training. Compassion's work spans 57 years, from modest beginnings in 1952 when one man felt compelled to help 35 orphaned children in South Korea, to today, where more than 1 million children in 25 countries benefit from that original vision.
5.1.2 What They Do Compassion focuses on spiritual, physical, economic and social needs of children. Child Sponsorship: Sponsoring children in need is the core of how Compassion works. By sponsoring a child, you can change the life of a child forever. Child Participation: Participation in a Compassion child sponsorship program is a long term, holistic process rooted in learning. Church Partnership: Compassion forms partnerships in places where local churches are active and focused on caring for children who are ensnared in poverty. We love this shared faith and sense of purpose: it's a partnership that works. Church's Role: Compassion may know children, but we don't necessarily know your children yet. That's why the role of the local church and community is so vital. Project Overview: Although many factors go into launching a new Compassion project, it all starts with a few people who are interested in helping poor children and determine to do something about it. Child's Family: Just like a good church partnership, Compassion's child sponsorship program success is vitally linked to a child's family.
5.2 Findings and Analysis 5.2.1 Method Followed by Compassion International Bangladesh Compassion International Bangladesh follows a formal appraisal system in their organization for appraising the employees performance. The method followed by them is a combination of Graphic Rating Scale and Grote Approach. The HR Specialist sets a list of traits and a range of performance values as standards for the evaluation. The supervisor then rates each subordinates by checking the score that best describes his or her performance for each traits. The assigned values for the traits are then totaled. The appraisal is done for employees of all the levels, but it is done differently for different level of employees. They use different methods for different levels of employees. Compassion International appraises the employees once a year.
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5.2.4 Appraisal Interview Compassion International conducts a formal appraisal interview to review the appraisal with the employees after the evaluation process is completed. This interview is performed to make them learnt about their own states so that they can improve their deficiencies and maintain their good performances. Compassion International also wants to make the employees feel that they have the right to know how the organization treats and think about them.
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CHAPTER 8: CONCLUSION
The findings of this report clearly indicate that different NGOs in Bangladesh follow different systems to evaluate and apprise their employees. Some of them use the standard systems that are mentioned in the text. But some of them modify it in their own way to fit the criteria of their organization. All of them have a well defined appraisal system, about how they do it, who does it, which particular method is followed, when it is done and many other details. We have found that all the employees are appraised strictly. Though there is a chance for biasness, but most HR officers try to overcome it.
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