Performance Appraisal of Agilent Technology Essay -- essays research p

Executive SummaryFor this report, I had chosen Agilent Technologies Sales (Malaysia) Sdn Bhd as my inquiry topic. It is one of the branches in the world that delivers innovative technologies, solutions and services to a grand range of customers in communications, electronics, life sciences and chemical analysis. One of Agilents goals is to maintain a good-quality relationship between employees and management regardless of the economic conditions in which the line of merchandise is operating. IntroductionThis report focuses on the Performance Appraisalof Agilent Technologies. Performance judgement is one of the factors related to an organizations long-term success. It has the ability to whole tone how well employees perform and because use the study to ensure that procedure meets present standards and improves oer time. To help us have a suasion in the performance assessment system of Agilent Technologies, an interview was conducted with two members of the company, Ms. Lim and Ms. Tracy Leong. Ms. Lim is the booster Manager in Customer utility, whereas Ms. Leong has been utilisationing in the Customer Service department for more 2 years. She is responsible for ensuring that their companys customers pay back 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 proclamation complaints, through a variety of means, either in person, by telephone, electronic mail or regular mail correspondence, or fax, or even over the Internet. In Agilent, the Human imagerys (HR) department has focused on improving responsiveness, clarify 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 superior across the globe. The aim is to provide employees with a working environment they sense c hallenging and enjoyable by hiring some of the best people and supporting 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 buy at c... ...l process. This helps reducing sampling error by increasing the number of observations and reduces the import of possible biases. This way, the supervisors and managers will feel more comfortable, since they be no interminable solely responsible for what happens to the person as a result of the rating. in all probability 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.References1.Stone, R.J. 2002, 4th edn, Human Resource Management, John Wiley & Sons Australia, Ltd., Australia.2.Fisher, C. D., Schoenfeld t, L. F. and Shaw, J. B. 1993, 2nd edn, Human Resource Management, Houghton Mifflin Company, London.3.Paterson, T. T. 1972, 2nd edn, Job paygrade A New Method. Business Books Limited, London.4.www.agilent.com.my5.http//www.agilent.com/environment/ sedimentation rate/employment.html6.http//www.agilent.com/environment/esr/2001/agilent-employees.html