Q: In your opinion, why do companies and organizations develop a performance appraisal system?
A: For each person to take his right to his job and his work, he takes the right to his achievements
Q: What are the specifications of the fair performance appraisal system, in your view?
A: Performance evaluation specifications, in my view, should be fair
Q: how?
A: There must be a person searching for the subject to see our employees accurately
Q: It means that the employees will be followed up
A: Follow-up of employees closely
Q: This is the mechanism that makes the system fair and excellent. What are the characteristics of a fair and efficient evaluation system that serves, motivates, and raises productivity? I mean, by simplifying the question, I mean, how are the specifications that make the system fairer, raise efficiency, and stimulate productivity?
A: Certainly, the rewards mean that when you reward the employee, there is nothing but the achievement of his rewards, for example. It is certain that they are motivated and at the same time you make it clear that there is a fair performance evaluation because there is competition.
Q: What is the follow-up method for evaluating your performance, and how is your performance now?
A: Performance now, I mean, how do they follow up on my performance? I am as an operator alone. I mean, the operator of a local unit in the control. He may be closer to the administration. They see my work. The administration is more different than when someone works outside. They see my operation of the unit. They see my follow-up to the unit.
Q: I mean, through in-kind follow-up, exactly?
A: Exactly
Q: Well, to what degree does the performance appraisal system help you understand your need for development and training?
A: The second question
Q: To what degree does the performance appraisal system help you understand your need for training and development? I mean, your evaluation helps you. To what degree does your evaluation help you to develop and train?
A: By God, look at the question. This means it is appropriate. If I settled my work that I have and took an appropriate assessment for the job that I have, it is possible that I motivate myself more and develop myself more to get a better assessment.
Q: Ok, sweet, so he knows your points
A: I know my points that I am missing, and I take them and practice them in order to get a better evaluation
Q: To what degree does the performance appraisal system help you to strengthen effective communication with the supervisor and management? I mean, does your evaluation help you to communicate with the management and supervisor?
A: It is possible
Q: Describe the degree for me
A: Frankly, the communication is very weak. The evaluation between the employee and the supervisor is very weak.
Q: To what degree do you think that your performance evaluation is fair and why?
It is possible for me, if I tell you fairly, you speak in general. If I tell you fairly, I mean, I do the work that I am supposed to do. It is fine here. Look at fairness. But if it is, and if I produce more and I get a better evaluation, it means that it shows my work. I know how it means. I worked and got a very good evaluation, for example. I did my diligence in performing my normal work, and I got a good one. This is in return for my fair work. I see justice as such.
Q: So now your evaluation is fair according to your work?
A: Until now, it is considered fair because I already have a position, which means it is higher than the rank I am in
Q: To what degree does the performance appraisal system help you understand your strengths and weaknesses?
A: How excuse me?
Q: Does your performance appraisal system help you understand your strengths and weaknesses, or not?
A: No
Q: I mean, it doesn't help you in anything you don't understand where your strengths are
A: No, no
Q: To what degree does the performance appraisal system help you to develop and make a development plan for your career path?
A: By God, it is possible that he will make you prepare a development plan for you, which is good, frankly
Q: I mean, to what degree does it help you?
A: I mean, to a good degree, frankly, I mean
Q: The system means, after your evaluation, you know where your line is heading
A: It is possible
Q: To what degree do you think that the performance appraisal system helped motivate you and your productivity at work?
A: Of course, when my performance is fair, it will motivate me and increase my productivity
Q: I mean, if your evaluation helps motivate you
A: Yes, sure, yes
Q: To what degree do you think that the rewards associated with the performance appraisal system have an impact on the performance appraisal distributions fairly in the organization?
A: I mean, for example, Bonus
Q: What are the rewards in general?
A: It means helping to motivate the employee
Q: To what degree?
A: By God, to a great degree, frankly, it certainly motivates the employee
Q: Do you think that the rewards are fair?
A: To a certain extent, yeah
Q: To what degree do you think that the current performance appraisal system measures the real effort of the employee?
A: There is nothing that honestly measures the real effort of an employee
Q: Well, what can you change or modify in the performance appraisal system, if you can?
A: By God, I will clear the supervisor’s discussion with the employee. Let the supervisor discuss with the employee before the performance and see what he has of shortcomings. I mean, if he was diligent before the performance on the basis that the employee already knows why he took, for example, if he took a poor or good evaluation, or this he knows what he did.
Q: Nice words. If the decision is in your hands, what can you add to the performance appraisal system that would raise and stimulate employee productivity? Of course, this is the last question, feel free to answer.
A: Can I promise the employees, I mean, whoever I see is diligent, I promise him, so I motivate the rest of the employees, but I promise and
Q: And you are left behind, ha-ha-ha-ha-ha
A: I can't keep my promise
Q: I mean, this idea makes promises to raise productivity
A: Promises, that is, they are not just promises, promises, and I estimate that at the end of the year I can.
Q: In a question, I will add it. I mean, if you have the decision, what is modified in the organizations? I mean, I will not talk to you about the company as public organizations, if the decision was in your hands, if it were equal to decisions in terms of performance, evaluation and rewards?
A: I will not link the job performance to the annual increase, let the annual increase be fixed, and the job performance is determined for him by one reward, and the taker is acceptable, for example, or weak, he does not have a reward. annual evaluation
Q: What is the salary and increase link?
A: No, the increase is fixed for employees in general
Q: I mean, as specific ratios
A: For example, 5%, meaning all employees take 5% of the bonus. If it is good or excellent, I reward him with the bonus.
