Khaled: In your opinion, why do companies and organizations establish a performance appraisal system?
Abu Muhammad: I mean, you can see who is more deserving of appreciation than who is more deserving of evaluation than the other, and who deserves it, and who works hard, and who deserves better, I mean as a better reward.
Khaled: This is your idea of the system, what does it mean?
Abu Muhammad: What is the evaluation?
Khaled: The subject that follows it tells you what are the specifications of a fair performance appraisal system, from your point of view? What is the mechanism that makes it a fair system?
Abu Muhammad: The first thing is a comparison between the whole group of those who are regular in their shifts.
Khaled: What do you mean behavior?
Abu Muhammad: It means that your respect for others is respect for the whole group, it means your dealings.
Khaled: I am not talking about personal dealings. I am talking about seeing how the regime itself is.
Abu Muhammad: From my point of view, from my point of view, now I have the first thing, which is regularity in work, no delays, no absences, no costs, no second thing, your dealings with your colleagues.
Khaled: No, you are talking about the performance of the employee himself. I want to talk about the system itself, how is it supposed to be fair? What I am talking about is the employee himself. What is the system itself? How do you see it being fair?
Abu Muhammad: It will be fair if you give everyone his right.
Khaled: How can each person give his right in any aspect?
Abu Muhammad: Justice means fairness. There is no difference between so-and-so and so-and-so. They must all be equal. We work in a unified system. The one who works more is the one who deserves it.
Khaled: This is what?
Abu Muhammad: This is from my point of view.
Khaled: Okay, okay, do you have a mechanism because you make this system fair by seeing that it is fair now or not? Ok, let this question go for two dimensions.
Abu Muhammad: Ok
Khaled: We go to the one who then tells you what are the specifications of an effective and efficient performance appraisal system that serves, motivates, and raises productivity? How can I make this system efficient, motivate employees, and raise employee productivity?
Abu Muhammad: It is necessary to motivate each employee separately. He must be motivated by any means, in any way. I mean, there is no specific method. On a day when he is idle, there will be no motivation, or for example, there will be punishment and reward, or it means continuous evaluation for certain people always or for me. always a specific class
Khaled: How can we make the system itself motivate you? For example, you talk about yourself, how can the system motivate you?
Abu Muhammad: The system motivates me, for example, even me, and it improves my job level.
Khaled: When will your job level improve? How does it improve?
Abu Muhammad: I mean, stimulus is fine. I will go internally. Any stimulus will come to me.
Khaled: What are the possible incentives?
Abu Muhammad: Like, for example, courses, like, like, employee of the month, as they say, like, for example, assignments, like rewards, like, for example, material and moral things that are not material, but are not limited to material ones.
Khaled: Well, does this have anything to do with the evaluations themselves?
Abu Muhammad: It has nothing to do with the fact that one is a producer who is productive in his cycle.
Khaled: OK, so the next question tells you what is the method used to evaluate your performance and how is that done?
Abu Muhammad: The method used in evaluating my performance?
Khaled: In evaluating your own performance, and how is that done?
Abu Muhammad: The first thing is the evaluation. I don’t know anything about it with the bosses. This is the first thing. The second thing is that they wrote in the system that your development plan was discussed with you, and I don’t know what, and that your boss sat with your boss’s employee with the employee to raise productivity, and so on. Nothing became real
Khaled: Very well. Well, tell you, to what degree does the performance appraisal system help you understand your need for training and development?
Abu Muhammad: To what extent?
Khaled: To what degree does the performance system help you as a person in training and development? To understand your need, I mean, by God, I need to train and develop myself in this and that need. I understood it through performance evaluation. He tells you to what degree the performance system now helped you understand this need.
Abu Muhammad: It didn't help me at all.
Khaled: Once it helped you.
Abu Muhammad: The evaluation did not help me because it is the first thing that I do not have anything. Praise be to God. I am persevering. I know myself. I am persevering. Praise be to God. Because I need, well, what did he explain to me what is the evaluation? Why do you give me the evaluation? This means, and what do you need from me?
Khaled: Sweet, this directs us to the next question related to your speech. It tells you to what degree does the performance appraisal system help you to strengthen effective communication with the supervisor and management? I will repeat the question to you in a clearer way. It tells you to what degree does the performance appraisal system help you, meaning that you build and strengthen effective communication between management or together with your direct supervisor who evaluates you?
Abu Muhammad: Evaluation, how did you understand the question?
Khaled: Go back and repeat the question. He says to you, I mean, to what degree does the performance appraisal system help you to strengthen effective communication with your supervisor? I mean, how do you communicate? Do you know what effective communication means? Effective communication means the communication between you and your boss, the feedback.
Abu Muhammad: There is no communication in the first place, there is no communication in it. They are already satisfied with this thing.
Khaled: Why does it mean? How does it mean?
Abu Muhammad: We do not help that you correspond with him unless it means that you have been wronged about something or something that you may fear for him.
Khaled: I mean, what I understood now is that the performance appraisal system has a quarterly meeting.
Abu Muhammad: Yes, there are no meetings at all.
Khaled: No meetings?
Abu Muhammad: There are no meetings between the boss and the employee.
Khaled: Not even with the administration?
Abu Muhammad: Not with the administration
Khaled: Ok, let's go to the next question. It tells you to what degree do you think that your performance evaluation is fair and why. Do not evaluate your performance to what degree do you think that your performance evaluations are fair
Abu Muhammad: The administration?
Khaled: To what Score See your performance ratings.
Abu Muhammad: My performance?
Khaled: Your performance evaluations, which you consider fair during your career.
Abu Muhammad: My career is not fair at all.
Khaled: Why?
Abu Muhammad: Because in it there is preference for people over others, and in it it means preference in it
Khalid: What is the comparison? Dy fair trade-off?
Abu Muhammad: No, it is never fair.
Khaled: Why?
Abu Muhammad: By God, I see sensitive things in it, but the person who understands the sign understands, meaning there are not supposed to be mentioned, but I mean, now we are at the station, since the day we were employed, in which people are compared to others, why? This is what I hope everyone is looking for.
Khaled: Differentiating people over others, do you mean that it is nepotism, for example?
Abu Muhammad: Yes, people, I mean, nepotism is not nepotism, but there is a differentiation of people over others, regardless of his evaluation.
Khaled: Why is this comparison?
Abu Muhammad: I don't know, I don't know why this politics exists.
Khaled: I mean, you know that there is a comparison between people, but you don't know why.
Abu Muhammad: It is there. I do not know why.
Khaled: Okay, okay, to what degree has the performance appraisal system helped you understand your strengths and weaknesses?
Abu Muhammad: It did not help me at all to understand the strengths and weaknesses, because there was no clear plan to develop your job performance.
Khaled: It's very sweet. Well, this is also a related question that tells you to what degree did the performance appraisal system help you to develop and make a development plan for your career path?
Abu Muhammad: I cannot prepare a development plan. Of course, the development plan that the administration makes are plans, even some of which are not related to my work. I work.
Khaled: Your field
Abu Muhammad: It is not linked at all, but any Topic, which title is so short, they put, and we are done. I mean, you must finish the Tasks, and there is no Task, and I mean, they give you 2 Courses one day and the second, for example, and you must finish it, so it has nothing to do with specialization. My right to the job is my right.
Khaled: It's very sweet. It's nice. Ok, Abu Muhammad, let's go to the questions that follow it. To what degree do you think that the performance appraisal system helped you to motivate you and be productive at work?
Abu Muhammad: On the contrary, I mean evaluation, I see it as disappointing, very disappointing. I mean, evaluations, I mean, are not fair at all. Motivation must be like evaluation, that is, a material or moral stimulus. It is not all there.
Khaled: So, you are talking now, the evaluation did not give you any motivation at all, not once? I mean, what currently gave you neither motivation nor productivity?
Abu Muhammad: No, on the contrary, I know my job. I know why it comes to work. I know what to do, but if there are tasks or is pressure, I bear the pressure. I don't have a problem, and I can do more any tasks. What do you say deal with this employee?
Khaled: It's nice to go to the next one. He tells you to what degree do you think that the rewards associated with the performance appraisal system have an impact on the distribution of these evaluations?
Abu Muhammad: Saying the question is second.
Khaled: I mean, he tells you now, at the end of the year, that you will receive rewards, as I understood, from the Saudi Electricity Company
Abu Muhammad: You mean the Bonus.
Khaled: You take bonus, you take an increase in the salary, so these are considered rewards, besides moral rewards, or rewards, for example, grades. These are considered rewards. Are these rewards related? Does it have a direct link in the distribution of performance evaluations annually? I mean, it is possible, as a person, as a president, for example, to come and evaluate people, and by God, I see. I look at the rewards, which are such-and-such.
Abu Muhammad: Yes, your words are correct.
Khaled: Well, now I want to understand now to what degree it has an impact on the distribution of ratings.
Abu Muhammad: It has an effect.
Khaled: What is the effect of this? I want to understand it.
Abu Muhammad: By God, look, for example, if I get a bad rating, for example, I mean, I wouldn’t deserve it next year. Maybe I wouldn’t deserve a promotion. This is the first thing I don’t deserve to be promoted. The second thing is that if he gives me an excellent example or gives me a good percentage, I will improve even if the promotion does not come. Something about something is motivating.
Khaled: Okay, very sweet. Well, Abu Muhammad tells you to what degree do you see that the current performance appraisal system measures the real effort of the employee?
Abu Muhammad: No?
Khaled: To what extent do you see the current performance appraisal system that measures the real effort of your performance as well?
Abu Muhammad: Nothing is measured at all.
Khaled: What does it measure?
Abu Muhammad: What does it measure? Someone who is going to work will take his right here, not here, no matter how much you work, you must be loved in general. If you are loved, salvation means that your affairs are good.
Khaled: Ok, let's go to the next question. We have two questions left, so I will give you the first question. Almost all the penultimate question is related to the last, but in a second way, it tells you what you can change or amend in the performance appraisal system if you can? What does the performance appraisal system mean? Can I change it and see that it is useful?
Abu Muhammad: First, the percentage is not restricted. I do not limit the percentage to the employees. This is the first thing. The second thing is that every person who works is given his rights. Everyone who works is given his rights. And whoever fails will be held accountable in any way according to the system, according to the manager. He himself is the one who will be held accountable. assessments, or hold him accountable for things other than assessments, or assign him other tasks like this.
Khaled: The last question tells you, if the decision is in your hands, what can you add to the performance appraisal system that would raise and motivate employees? I mean, what can I add to this system to make it raise and improve the employees in a way?
Abu Muhammed: The first thing I do is System Tasks from the beginning of the year. If this employee completes all the tasks perfectly and, in proportion, and in it, for example, as the work evaluation committee says, is your right? Did you complete it in it? People who accomplished the same task better than you or worked later. Everything means step by step. Everything comes first, so that no one will be wronged. Either he will be vague for a whole year, and he will come at the end of the year and give you an evaluation, and we ended up not.
