Wednesday, March 27, 2019

Performance Appraisal of Agilent Technology Essay -- essays research p

Executive SummaryFor 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 Agilents goals is to declare a good-quality relationship between employees and management regardless of the economic conditions in which the business is operating. IntroductionThis report focuses on the proceeding Appraisalof Agilent Technologies. Performance appraisal is one of the factors related to an organizations long-term success. It has the mogul to measure how well employees perform and then use the information to jibe that motion 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 deuce members of the company, Ms. Lim and Ms. Tracy Leong. Ms. L im 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 companys 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 brood and resolve complaints, through a variety of means, either in person, by telephone, e-mail or regular mail correspondence, or fax, or til now over the Internet. In Agilent, the benevolent Resources (HR) department has focused on up(a) responsiveness, clarifying the scope of its services and continuing to build its expertise. Despite operose economic conditions in recent years, they have continued working toward qualification Agilent an employer of choice across the globe. The aim is to provide employees with a working environs they find challenging and enjoyable by hiring some of the best concourse and encouraging undefended 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 offspring 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 payoff of the rating.Probably there are still many shipway 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.References1.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, occupation Evaluation A New Method. Business Books Limited, London.4.www.agilent.com.my5.http//www.agilent.com/environment/esr/employment.html6.http//www.agilent.com/environment/esr/2001/agilent-employees.html

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