SEMESTER A221

BSMH 3053 EMPLOYEE PERFORMANCE MANAGEMENT

GROUP B

ASSIGNMENT GROUP :

DEVELOPING PERFORMANCE MANAGEMENT

PREPARED FOR:

PROF. MADYA DR. JOHANIM BINTI JOHARI

PREPARED BY GROUP 1:

STUDENT’S NAME MATRIC NUMBER

Noor Hafiza Binti Fazil 278096
Bryant Lau Jiun Hang 278148
Nor Ashikin Binti Ahmad Kamal 275348
Atierah Syazwana Binti Abdul Rahman 278397
Adlin Ilyana Binti Nor Azizi 278408
Nur Adiba Yasmin Binti Nor Azhar 284745
Siti Nazirah Binti Azmi 278703

DATE OF SUBMISSION:

18th January 2023

 TABLE OF CONTENT

TABLE OF CONTENT 2
1.0 Introduction 3
1.1 Company background 3
1.0 Introduction

1.1 Company background

Hartalega Holdings Bhd is one of the industries that is known as the largest
manufacturer of synthetic rubber gloves in the world whereby it is a priority for users for the
healthcare industry. Apart from its own brand, Hartalega is also an original equipment
manufacturer that makes high quality surgical and laboratory gloves. The company was
founded in 1988 by Kuan kam Hon who is currently an executive chairman of Hartalega
Holdings. He is an entrepreneur who has built his wealth as a house builder and then involved
in the business of weaving labels and badges. As such, Hartalega is a subsidiary of Hartalega
Industries Sdn Bhd which consists as a medical device company that focuses primarily on
manufacturing and supplying latex and nitrile gloves. It has offered its products to various
end-use markets such as Industrial, Healthcare and Laboratory.

Hartalega headquarters is located at Kuala Lumpur, Malaysia. In addition, the

Hartalega company has expanded its industry to three facilities in Malaysia which are
facilities in research, nine facilities in manufacturing and distribution located throughout
Malaysia, the US, China, Australia, New Zealand and also India. In addition, three facilities
Hartalega also carries out other activities such as sales and marketing, export, research and
development in automation systems and real estate. Therefore, Hartalega products are also
exported to Europe, the US, Asia, and South America. The company has a production
capacity of over 13 billion gloves annually, which accounted for about 30% of Malaysia's
exports. Mostly, the company revenue comes from sales in the United States, followed by
Europe and Asia.

1.2 Vision and mission of company

The mission of Hartalega is to constantly offer better, safer, and more practical gloves in
predetermined product markets in order to provide the best protection for people who operate
with their hands in hazardous and exposed environments. Meanwhile, the vision is to be
known as the best and most inventive glove manufacturer in the world while also being
acknowledged as a company that cares about the environment and the community.
 1.3 Description about the product or service

Nitrile Latex

Description The synthetic rubber substance Latex gloves made from natural
nitrile is frequently used to make rubber that offer a comfortable fit
disposable gloves. Compared to and a barrier against bacteria and
other glove materials, nitrile has viruses. It is form-fitting and
the highest level of puncture comfy enough to wear for
resistance which provides less extended periods of time.
protection from bacteria.
Additionally, nitrile gloves are
more resistant to chemicals than
latex or vinyl gloves.

Market ● Dental ● Dental

Segmentation ● Food ● Food
● Healthcare ● Healthcare
● Industrial ● Laboratory
● Laboratory ● Spa & Beauty Salon
● Spa & Beauty Salon ● Tattoo
● Tattoo ● Veterinary
● Veterinary

2.0 Job descriptions

Job Title Admin Assistant of Hartalega (Representative to HR dept)

Job Type Full Time

Department Water Supply Facility

Job Description ● Monitoring staff’s attendance under Water Supply

Facility department
● Opening an EPR order as per instruction
● Liaise southern things that will triggered with HR
concerns
● Recorded all the invoices from supplier
● Inbound the invoices to the receiving team for further
action
● Helps the superior to key-in the Key Performance
Indicator (KPI) for the department
Other than stated by the Admin Assistant of Hartalega, there is a few of responsibilities of
admin assistant, which are:
● Provides orientation for new employees
● Maintains human resources records for employees by recording the hiring, transfer,
termination, change in job classifications, and merit increase dates as well as tracking
vacation, sick, and personal time.
● Administers employee benefit programs
● Documents and tracks human resources actions by completing forms, reports, logs,
and records.
● Accomplishes human resources department and organization mission by completing
related results as needed.

There are few job requirement and skills needed as an admin assistant including :
● Certified Diploma or any equivalent education required
● Written and verbal communication skills
● Knowledge in microsoft office (Microsoft word, microsoft excel)
● Administrating skills
● Reporting skills
● Excellent time management skills
● Experiences or fresh graduate with related education field
● Ability to prioritize work

3.0 Performance appraisal system

According to Gay (1985), performance appraisal refers to a systematic process of

collecting and analyzing data. The main purpose is to determine whether an object that has
been set has been achieved or not. The performance assessment system is the process you use
to evaluate employee performance and analyze performance trends. It establishes a baseline
for performance evaluations while allowing for some flexibility based on the function. One of
the most significant activities in human resource management is performance appraisal. The
influence of the performance assessment system on employees is considerable since it is
directly tied to the rate of earnings or salary that employees would get. If the performance
evaluation system used is perceived as irregular, unjust, and onerous, the organization will
suffer directly. Reduced employee motivation, productivity that does not meet quality
standards, and unpredictable employee commitment all have an influence on the overall
operation of the firm.

Every organization has a core business that must be efficiently implemented in order
for the organization's principal vision to be realized. As a result, before reaching the end user
group, every product or service must be of the highest quality. In this context, it is essential
that employee performance, as well as the products or services supplied, be at the greatest
level possible, and that any faults and weaknesses be reduced, if not eliminated. Based on
Hartalega organization

Based on the selected organization, which is Hartalega, they make a performance

appraisal twice a year through the evaluation of each employee's Key Performance Indicators
(KPIs) in the middle of the year in July and the KPIs for the final decision will be made in
April next year. Hartalega uses KPIs to evaluate their employees’ because it will assist
employees in measuring their influence and how their everyday actions, which are arguably
the cornerstone of their position, contribute to the achievement of bigger corporate goals.
KPIs drive everyone in the same direction, resulting in a joyful contributor to your success.
The way the Hartalega company evaluates and gives performance evaluations is based on
KPIs that are divided into three parts, namely departmental KPIs, business KPIs and
individual KPIs. The maximum score for each KPIs is 4.0. The financial year will close in
April every year. They will evaluate and re-examine the findings of the 5s Audit, Structured
On-the-Job Training (SOJT) and the number of budgeted departments charged out.

3.1 The objective of performance appraisal system

The primary goal of performance appraisal is to measure the performance of an

employee. One of the key aims of performance evaluation is to assess an individual's
performance in relation to his or her goals, expectations, and aspirations for
self-improvement, as well as to gauge the organization's wider objectives. For a performance
assessment to be effective, the organization's and the employee's objectives must be aligned.
It is critical that the performance review be successful since it will not serve its purpose if the
objectives of the individual and the company are not aligned.

Second, the objective is to provide feedback for employees. A performance appraisal

aims to create a space for feedback to be exchanged to build talent and good leadership. This
feedback should come not just from the individual, but also from others who have regular
contact with the employee, such as coworkers and supervisors. To be successful, feedback
must be objective, detailed, honest, polite, and focused on methods to improve rather than
lingering in mistakes. This input must come not just from the employee, but also from those
who have regular contact with the employee. This objective data is intended to give more
insight and knowledge of strengths; comments should be directed toward developing resilient
minds and champions, as well as places for improvement. Finally, a feedback loop allows
employees and leaders to discuss the most significant objectives and difficulties to set
priorities and an action plan to meet the company's goals.

Furthermore, the objective is to aid in training and development. Performance

appraisal attempts to discover an employee's strengths and faults in his present employment.
Supervisors can develop training policies and programmers with the support of systematic
performance evaluation processes. It can assist in analyzing employees' strengths and
limitations so that new roles can be tailored for efficient personnel. It also aids in the
formulation of future development plans. Training is a systematic procedure that an
organization uses to offer information, skills, and abilities that are appropriate for a task or
position. This indicates that training is directed toward a specific goal and focuses on
immediate performance. In employee development, efforts are more focused on expanding
the skills, knowledge, and abilities of employees to prepare them for the jobs and positions
they will hold in the future. Therefore, a good training program requires careful planning and
formation, and this can be done with a systems approach.

The objective of the evaluation system is also to motivate for salary increase and
promotions. Many organizations already link performance evaluations to increases and
promotions, as salary is frequently linked to an employee's performance. When you take the
time to assess an employee's performance and establish whether they completed the goals set
for the prior period, it's much simpler to evaluate how much you'll raise their salary or if
they're ready to advance in your firm. Performance evaluations allow you to determine which
team members are doing the best. This may be simpler in a department that measures success
with tangible data, such as sales or customer service. However, most top achievers share a
similar theme, such as high-quality work and a willingness to always improve. You should be
able to appropriately reward them.

3.2 The role of performance appraisal in organizations

Performance appraisal is essential for effective management in a company. As already

known, this performance appraisal is used to evaluate employee performance on a
regular basis, depending on the company, such as the one we have chosen, Hartalega, and
is done twice a year. With that, there are several performance appraisal roles for a
company to monitor the performance of their employees as best as possible.

3.2.1 Provide an opportunity to exchange feedback

Usually, management or HR talks with employees about their performance, but

employees don't often get the chance to voice their concerns or problems. A lack of
communication will have an impact on and cause problems in the workplace.
Therefore, with the existence of this performance appraisal, it can connect
employers and employees so that they can exchange feedback in an effective way.
For example, as an admin assistant he or she can exchange the feedback with the
employer related to administers employee benefit programs. In addition, employees
can also feel valued because they can express their opinions or problems they
experience. (White, 2019)

3.2.2 Increase productivity and employee engagement

The management uses this to help employees understand their responsibilities

or scope of work and how employees can relate to the company objectives. This will
make the employee more responsible by letting them know how important they are
to the company's success. The use of performance as a tool to identify and develop
potential employees. Employees can increase their productivity and work after they
obtain feedback from HR or their managers. So, the admin assistant can conduct
their task very well. For example, the employee can manage to plan meetings or
complete the forms, reports and other tasks very well.

3.2.3 Helps to reinforce goal-setting and achievement

An effective performance management and performance appraisal system

supports employees in understanding the company's objectives and their respective
roles in achieving these objectives. This shows that they are aware of how their
contributions impact the company's overall growth. Performance management also
will help in the development of company and executive goals. If the admin assistant
does his or her job well, it will directly improve the company’s objectives. Aligning
your whole team with more important company's objectives establishes clear
priorities and a clear strategy for action, ensuring that individuals have a good
feeling of ownership in the company through their own goals.
3.3 Competency dimension

The competency dimension means assessment is not only based on tasks but includes all
aspects of performance. The assessment process must take into account task skills,
management and contingency skills, role skills, and transferable skills. The knowledge,
skills, and abilities (KSAs) of the personnel who are being evaluated are the main focus
of the competency dimension. In general, knowledge may be gained by experience,
research, or other means. Skill and ability are needed by employees to perform a task
well. Also, employees can apply knowledge and turn attitudes into actions, which will
then lead to appropriate and contextual behavior. Through behavior, we can evaluate the
level of employee efficiency in doing the task and whether it is sufficient for the job.

3.3.1 The relevant competency dimension that should be measure

Competency refers to an individual's actual performance, whereas competence

describes an individual's ability to fulfil the responsibilities of their work
(Nolan,1998). When evaluating employee performance, the organisation should
measure a few important competency aspects. A competence model must be
created based on a job analysis and content validation process that is based on an
organization's strategic goals, with competencies established at the behavioural
level and criteria for discriminating between different degrees of knowledge
(Smither,1998). It is critical to have an individual with an appropriate competency
dimension for a certain role. An employee's expertise will help them accomplish
their work more efficiently because they already know and grasp the task of their
profession.
As admin assistant (Representative to HR Department) in Hartalega Holdings
Bhd, there are two relevant competency dimensions that should be measured
during the evaluation process which is skills and knowledge. Knowledge workers
and their productivity are the most precious assets for the twenty-first century
(Drucker, 1999). In today's fast-paced world, one may argue that knowledge is only
powerful if it can be accessible and absorbed to improve individual and/or
organisational performance. In organisations, knowledge has replaced capital as the
driving force. To enhance employee knowledge, employers must apply knowledge
management in organization. According to O’Dell and Grayson (1998), knowledge
management is a deliberate approach for delivering the correct knowledge to the
right people at the right time and assisting individuals in sharing and putting
information into action in ways that aim to improve organisational performance.

[Link] Knowledge

As an admin assistant under the water supply facility department in

Hartalega Holdings Bhd (represents the HR department), the most
important knowledge is job knowledge. Job knowledge is the understanding
of a specific set of duties for a work, as well as the continual ability to keep
up with changes in job tasks. The individual needs to know how to use
Microsoft Word, Microsoft Excel and system use by Hartalega Holdings
Bhd in doing her daily tasks correctly. The admin assistants are required to
master using two systems called BOSS i-Net and e-PR. Admin assistants
need to key in employee attendance under the department they belong to,
including the water supply facility department by using BOSS i-Net. For
the water supply facility department, the admin assistant needs to monitor
attendance for 45 employees who are working under the department by
using the BOSS i-Net system.

Meanwhile, admin assistants also know how to purchase orders by

using the e-purchase requisition (e-PR) system on behalf of the
organization. If the company wants to buy something, they need a formal
document called a purchase requisition. This document will be prepared by
the admin assistant by using the e-PR system. The admin assistant will be
responsible to handle the purchasing process following the order by the
supervisor. After the supervisor has listed what item they want to order, the
admin assistant will open a superior quotation and hand it out to the
manager for approval purposes. After getting approval by the manager, the
admin assistant will submit the order using the e-PR system.

If the admin assistant did not have knowledge on how to do their

job, they would not be able to complete their task correctly. This shows why
 knowledge is very important as an admin assistant representative to the HR
department in Hartalega Holdings Bhd.

[Link] Skills

The next relevant competency dimension is skill. Skill is the capacity to

accomplish a certain task or activity to a high level of proficiency. The most
important skills needed by an admin assistant are skill in communication,
including verbal and written communication. Great communication abilities
enable employees to comprehend and be grasped by others. These include,
but are not limited to, successfully expressing ideas to others, actively
listening in conversations, providing and receiving critical criticism, and
delivering and receiving public speaking.
For an admin assistant, having great communication skills is essential
as they will confront lots of people in the organization. An admin assistant
for Hartalega Holdings Bhd under the water supply facility department is
required to communicate with managers and employees under the same
department everyday. This is because when there is absenteeism among
employees without notice, the manager will directly ask the admin
assistant. Admin assistants need to contact the employee who takes a leave
without notice for confirmation. This situation requires an admin assistant
to have great communication skills to ensure they deliver the correct
message to the employees.
Beside that, if the employee forgets to clock in or clock out during
entering and returning time, the email will be directly delivered to the
manager. The manager will call the admin assistant to check upon the
problem and remind the employee to not repeat the same mistakes. The
next competency measured under skills is employee’s responsiveness.
Admin assistants need to have a quick response upon any issues addressed
in the organization, involving their job scope. Employee’s responsiveness
refers to how quickly, correctly, and effectively employees respond to
individuals who need assistance or advice.
In Hartalega Holdings Bhd, admin assistants under their department,
are responsible to take care of anything related to the HR department. If the
employees are doing overtime such as working during a public holiday,
admin assistants are the one who are responsible to handle the employee
attendance. They need to quickly get Overtime Form for a public holiday
and ask for a signature from the executive for claiming purpose on behalf of
the employee. Admin assistants need to act quickly, as there is a deadline to
claim the overtime which is 3 days. After 3 days, if the admin assistant
failed to get the signature from the executive, the claim will be rejected.
This situation shows that admin assistants need to have a quick
responsiveness upon any issues.
 3.3.2 How and why each dimension should be measure

The human resources department may determine the degree of performance in

terms of skills, knowledge, and ability of people working in the organisation by
utilising a behavioural interview. All sorts of businesses utilise behavioural job
interview strategies. Unlike standard job interview questions that require
employers to discuss previous roles or offer qualifications, these questions seek
tangible examples of talents and experiences that are directly related to the
position. A behavioural interview is a common interview method used by
companies to evaluate job prospects based on their previous conduct. Behavioural
interview is being used by Hartalega Holdings Bhd to measure admin assistant’s
soft skills such as communication skills. Behavioral interview questions encourage
an admin assistant to describe in depth, using concrete examples from real-life
experience, how they've proven the exact talents necessary for the job they'll be
doing at the middle market firm.
Knowledge can be measured by using questionnaires. A questionnaire is being
conducted by Hartalega Holdings Bhd to get feedback from the employee
regarding their performance. In general, an employee questionnaire is a form of
questionnaire examples designed to ask employees questions about certain issues
or topics regarding their job scope. It frequently offers questions on employee
happiness about their workplace, coworkers, duties, and experiences with the firm
with which they are now employed. However, questions may different based on the
office head's judgement. Office managers may sometimes ask employees to answer
questions on certain issues merely so they can grasp what and how their staff
believe. There are many questions being asked in the questionnaire such as, “How
do you think your role helps the company meet its goals?”, “In what areas do you
feel your performance is strongest?” and “Which goals have you achieved so far?”.
By asking those questions, employers can gauge employee understanding of their
role in driving company performance.

3.4 Appraisal methods

Appraisal methods refer to the ways that are used to identify the knowledge, skills, abilities,
competencies of a person to determine the qualification for a specific position of a job.

3.4.1 What appraisal method that adopt by the company

Hartalega adopts some appraisal methods to ensure that employees achieve the goals that
have been set by the company. Hartalega will use these methods to assess and evaluate their
employees. This will help Hartalega employees to achieve the goals set by the company.
(Valamis, 2022)

[Link] Management by Objectives (MBO)

Management by Objectives (MBO) is a process by a company to set specific objectives for

employees to work towards as the primary motivation. With MBO, employees are able to see
their achievements in relation to the company's top priorities as they perform their tasks.
MBO enhances the consistency between the activities and the results, which significantly
increases the productivity of the employees. The main purpose of MBO is to improve
efficiency by comparing the productivity of the company's employees against specific
standards that have been set and the manager will identify the problems and find the solutions
to solve them. With the implementation of MBO, the main benefit is that it increases
employee motivation and commitment, and it allows better communication between
management and employees. (Management by Objectives (MBO): Learn Its 5 Steps, Pros and
Cons, 2022)

The following are the 5 steps to implementing Management by Objectives (MBO)：

1. Objective setting. Managers and employees must be aware of the goals and vision that
have been set by the company. Once employees and managers understand the company's
objectives, they will be motivated by these objectives.

2. Performance standards. Setting specific standards to measure the performance of

employees. Performance standards allow managers to easily identify whether the employee's
performance is reaching the standards that have been set by the company.

3. Motivate employees to participate in setting personal goals. Once company goals have
been shared with employees from the top to the bottom, employees should be encouraged to
help set their own goals to achieve these larger company goals. It gives the employees more
motivation because they have more power.

4. Monitor the employee's progress. This step is very important as it will determine how well
employees can achieve the goals set by the company. Managers must constantly monitor the
performance of their employees to ensure that the company's goals are achieved.

5. Evaluate and reward employees. The manager will conduct regular performance appraisals
for employees. Through performance appraisals, the manager will identify employees whose
performance is good and those whose performance is poor. In addition, the manager will
reward those employees who meet the standards in order to motivate them to continue to
work at that performance level.

[Link] 360-Degree Feedback

360 degree feedback is a method of reviewing employee performance. This method

allows employees the opportunity to receive feedback about their performance from their
managers, supervisors, subordinates and others. Each person's perception is different, so the
feedback given is based on their own perceptions. This means that employees will receive
different feedback and through this feedback, they will be able to know how they are
performing at work. The review process can be as detailed or as brief as the person providing
the feedback chooses. (What Is 360-Degree Feedback?, 2022)

To measure the performance of its employees at work, Hartalega conducts an annual

employee survey, also known as the "OHI". Through this survey, Hartalega is able to gather
the opinions of the employees in the company and identify the areas that need to be
improved. In addition, the higher the company's score in OHI, the better the company's ability
to continue to perform. The score of Hartalega in the OHI has increased from 69 in 2020 to
74 in 2021. This means that Hartalega's employees have performed better in the year under
review.
The following are the 4 steps to implementing 360-Degree Feedback.

1. Be prepared to give and receive feedback. Employees must be prepared to receive

feedback or provide feedback to others. When receiving feedback from others, employees can
take the advice from others but are not necessarily to use it. The main decision is dependent
on them and they have to decide whether the feedback is beneficial to them or not.

2. Identify goals. When receiving feedback from others, employees need to identify what
their goals are. The feedback they receive will help them get closer to achieving the goals
they have set for themselves.

3. Filter the feedback. To implement this approach, employees will receive a lot of feedback
from their colleagues, superiors and managers. The feedback they receive may not be the
same. It is important for employees to filter out the feedback that is appropriate and beneficial
to their performance.

4. Take action. Employees must use this feedback to take action to improve their current
performance and ensure that they can effectively achieve the goals that have been set by the
company.

3.4.2 How and why the appraisal method is employed

Hartalega has employed Management by Objectives (MBO), one of the organization's

performance assessment methods. This is so that MBO's use of appraisals can encourage
interaction between managers and employees. As a result of the extensive connection and
communication that MBO includes between managers and their employees, trust,
communication, and camaraderie are all fostered, all of which are essential elements in
boosting cooperation. Additionally, it fosters a friendly workplace atmosphere. MBO
contributes to the development of a culture of respect and trust both inside a department and
outside of it. MBO also improves decision-making and problem-solving since managers work
closely with staff to find and resolve problems. Employees are then evaluated based on their
performance and goal-achievement, which is seen to be fair and motivating.

Making it feasible for employees to contribute to the objectives of the company

should be seen as the main purpose of this circumstance. To measure each employee's
success, Hartalega will set exact standards. The manager will keep an eye on team members'
performance to make sure they can accomplish the goals established by the company. The
manager will also provide the employees feedback based on their performance to make sure
they are aware of their strengths and limitations at work. In addition to evaluating employee
performance indicators (KPIs) in connection to KPI formulation through annual performance
reviews, Hartalega can develop a high-performing workforce.

Hartalega will award those that met or exceeded their KPIs with rewards. The staff
will benefit since the awards will encourage them to work. Employees will be encouraged to
maintain their emotions at a high and active level to meet the criteria that have been set by the
organization by being rewarded. The employees will gain since the incentive will motivate
them to work. Employees will be acknowledged for meeting the company standards, which
will motivate them to keep their emotions fresh and committed.
4.0 Sample of performance

Employee’s Name: Employee’s Role:

Appraiser’s Name: Period Covered By This Appraisal:

Scale Adjectival Description

1 Did not met standard Performance does not meet the job requirement.
Employees must demonstrate an improvement or
disciplinary action will be taken

2 Below standard Performance is generally below the standard that

company and manager set.

3 Standard Performance met the standard that company and

manager set.

4 Achieve Standard Performance merely achieves the standard but still

below the expectations. All the goals, targets and
objectives were achieved.

5 Exceed Standard Performance beyond the expectation and exceed the

standard that has been set by the company. The
performance represents outstanding work done by
the worker. The worker demonstrate an incredible
level of achievement, in terms of knowledge
technical skills and initiative in doing work.

SECTION A - KNOWLEDGE
Ratings : Please rate the employees on the following factors :

1 2 3 4 5

Microsoft Office Experts

The employee are proficient and applies his expertise
in creative ways regarding microsoft office such as
microsoft word, outlook, excel and powerpoint

Safety Rules
The employee always comply with all the safety policy
and procedures set by the company

Quality of Work
The employee able to get the job done and met the
expectations and goals set by the employer
Quantity of Work
The employee knows how to prioritize the time so that
they get to alloted work done

Job Knowledge
The employee portrays thorough knowledge of the job
and always take the opportunities to expand the skills

Managing change and improvement

The employee deliver a quick respond to any issue and
attempts to make an improvement and best solutions

SECTION B - SKILLS

1 2 3 4 5

Verbal Communications
The employee able to clearly share any ideas and
opinion calm in any tense situation

Written Communications
The employee able to respond to all email and
messages in a timely and professional manner

Flexibility
The employee always meet or exceeds the job
expectations and able to apply new effective methods

Decision Making/ Problem solving

The employee able to recognize the issue and come out
with alternatives and best solution to solve the issue

Good Team Player

The employee is highly engage to the team and formed
a good relationships with the team

Employee’s responsiveness
The employee always early for the meetings and give
great respond towards any impromptu event

Thinking Skills
The employee able to objectively analyse any
information and draw a rational conclusion or idea

Reviewers Comment
5.0 Conclusion

Looking at Hartalega performance evaluation, it is important to carry out performance

evaluation in the organization with the aim of knowing the level of performance, skills and
knowledge and ability whether it is good or not good. Therefore, this performance evaluation
is not just a performance evaluation process for someone by rewarding or punishing as a
result. But on the contrary, it has the purpose of coordinating and improving the performance
of an individual to meet or achieve the overall goals of the organization. In addition,
performance evaluation is important to be used to check the work performance of an
employee in a given period. This is to highlight both the strengths and weaknesses of the
employees for them to improve their performance in the future. In addition, in terms of good
pretest management, it can help employees to understand the company's set goals and what
they expect to achieve those goals. This means, they understand in terms of how their
contribution affects the growth of the entire business.
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HarperCollins, New York, NY.

Nolan, P. (1998). Competencies drive decision making. Nursing Management, 29(3),

27-2

O'Dell, C. and Grayson, C.J. (1998), If Only We Knew What We Know: The Transfer of
Internal Knowledge and Best Practice, The Free Press, New York, NY.

Smither JW. (1998). Lessons learned: Research implications for performance appraisal
and management practice. In Smither JW(Ed.), Performance appraisal: State of the art
in practice (pp. 537–547). San Francisco: Jossey-Bass.

Investopedia. (2022). Key Performance Indicator (KPI): Meaning, Types, Examples

[Link]

Investopedia. (2022). Performance Appraisals in the Workplace: Use, Types, Criticisms.

[Link]

Wishart, J. (2022, October 21). Why are KPIs Important? The Importance of KPIs.
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reasons-why-you-need-kpis-infographic

Valamis. (2022, September 27). Performance Appraisal.

[Link]

Management by Objectives (MBO): Learn Its 5 Steps, Pros and Cons. (2022, August 30).
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What Is 360-Degree Feedback? (2022, September 13). The Balance.

[Link]

Hartalega. (n.d.). Retrieved from Hartalega:

[Link]

Hartalega Holdings Berhad: Overview. (n.d.). Retrieved from GlobalData:

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[Link]
83603be9fa5395fab90120d0b0f6

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