Saturday, October 26, 2019
Performance Appraisal of Agilent Technology Essay -- essays research p
Executive Summary For this report, I had chosen Agilent Technologies Sales (Malaysia) Sdn Bhd as my research topic. It is one of the branches in the world that delivers innovative technologies, solutions and services to a wide range of customers in communications, electronics, life sciences and chemical analysis.      One of Agilent's goals is to maintain a good-quality relationship between employees and management regardless of the economic conditions in which the business is operating. Introduction      This report focuses on the Performance Appraisal     of Agilent Technologies. Performance appraisal is one of the factors related to an organization’s long-term success. It has the ability to measure how well employees perform and then use the information to ensure that performance meets present standards and improves over time.      To help us have a view in the performance appraisal system of Agilent Technologies, an interview was conducted with two members of the company, Ms. Lim and Ms. Tracy Leong. Ms. Lim is the Assistant Manager in Customer Service, whereas Ms. Leong has been working in the Customer Service department for more 2 years. She is responsible for ensuring that their company’s customers receive an adequate level of service or help with their questions and concerns. Also, she interacts with customers to provide information in response to inquiries about products or services and to handle and resolve complaints, through a variety of means, either in person, by telephone, e-mail or regular mail correspondence, or fax, or even over the Internet. In Agilent, the Human Resources (HR) department has focused on improving responsiveness, clarifying the scope of its services and continuing to build its expertise. Despite difficult economic conditions in recent years, they have continued working toward making Agilent an employer of choice across the globe. The aim is to provide employees with a working environment they find challenging and enjoyable by hiring some of the best people and encouraging open communication and feedback with management. In Agilent, it is the responsibility of the managers to maintain a work environment where employees can openly discuss their performance, progress and development. This requires open and frequent c... ...l process. This helps reducing sampling error by increasing the number of observations and reduces the effect of possible biases. This way, the supervisors and managers will feel more comfortable, since they are no longer solely responsible for what happens to the person as a result of the rating. Probably there are still many ways to be researched and then be conducted. However, I do think these three ways are as important as they will lead the performance appraisal to a better system in Agilent Technologies. References: 1.     Stone, R.J. 2002, 4th edn, Human Resource Management, John Wiley & Sons Australia, Ltd., Australia. 2.     Fisher, C. D., Schoenfeldt, L. F. and Shaw, J. B. 1993, 2nd edn, Human Resource Management, Houghton Mifflin Company, London. 3.     Paterson, T. T. 1972, 2nd edn, Job Evaluation: A New Method. Business Books Limited, London. 4.     www.agilent.com.my 5.     http://www.agilent.com/environment/esr/employment.html 6.     http://www.agilent.com/environment/esr/2001/agilent-employees.html
Subscribe to:
Post Comments (Atom)
No comments:
Post a Comment
Note: Only a member of this blog may post a comment.