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 go to a good 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 scotch conditions in which the business is operating. first appearanceThis report focuses on the Performance Appraisalof Agilent Technologies. Performance approximation is one of the factors related to an organizations long-term success. It has the ability to measure how well employees coif 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 prudent 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 handle and resolve complaints, through a variety of means, either in person, by telephone, e-mail or regular mail correspondence, or fax, or notwithstanding 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 dispute 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 backside 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 scent 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 some(prenominal) ways to be researched and then be conducted. However, I do think these three ways are as important as they will manoeuver 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, 2n d edn, Human Resource Management, Houghton Mifflin Company, London.3.Paterson, T. T. 1972, 2nd edn, wrinkle 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