Zhong Xing Telecommunication Equipment Company Limited is a transnational organisation based in China. It is listed on the Shenzhen Stock Exchange and the chief board of the Hong Kong Stock Exchange. ZTE is one of the taking suppliers of high engineering telecommunications equipment in China.

Zhong Xing Telecom Pakistan ( Pvt. ) Ltd. , ZTE ‘s subdivision in Pakistan, is situated in the I-8 Sector. The Group is engaged in the design, development, production, distribution and installing of a wide scope of advanced telecommunications systems and equipment, including wireless communications systems ; wire line switch and entree equipment, optical and informations communications equipment, French telephones and telecommunications package systems and services.

It is one of the major telecommunications equipment providers in China ‘s telecommunications market and has besides succeeded in deriving entree to the planetary market. The Group has achieved a taking market place for its merchandises in China and has besides established longstanding concerted relationships with China ‘s prima telecommunications service suppliers, including China Telecom, China Netcom, China Mobile and China Unicom. With regard to the planetary telecommunications market, the Group has sold its merchandises to over 150 clients in more than 60 states and parts around the universe, including telecommunications service suppliers in India, Indonesia, Pakistan, Thailand, Russia, Romania, Nigeria, Egypt and Hong Kong.

As one of the first Chinese telecoms equipment supplier to prosecute concern in abroad markets, ZTE now has approximately 50,000 employees and 8,000 of them are working in approximately 100 representative offices around the universe. Through a combination of strategic selling, merchandise distinction, cost advantage betterment, human resources optimisation and rational belongings direction, ZTE has established steadfast commercial partnerships with over 500 operators around the universe.

Merchandise Portfolio:

ZTE has the most complete telecommunications merchandise line in the universe, covering every perpendicular sector of the wire line, radio and terminal markets.A

With its independent and originative R & A ; D capableness and customer-oriented and market-driven scheme, ZTE is capable of developing and bring forthing market-leading, excellent engineerings in radio, shift, entree, optical transmittal, informations, French telephones and telecommunications package. ZTE uses this expertness to supply end-to-end solutions tailored to the specific demands of clients around the world.A

Human Resource:

In ZTE Pakistan Human Resource Department works on different HR Practices, works really expeditiously, & A ; command the all map relates to HR. Now there are three sub sections in HR Department:

Recruitment & A ; Selection

Training & A ; Development

Compensation & A ; Development

HR section responsible for commanding the satisfaction degree, supplying the best resources in preparation & A ; development for their calling, provides a best compensation & A ; benefit system. Some employees are non satisfied with there occupation in ZTE Pakistan, due to some grounds of their salary bundle, some have low ability to work due to miss of preparation. Some grounds are cultural barriers like communicating job between Pakistani employee & A ; Chinese employee. HR is committed to decide the job.

ZTE Vision & A ; Mission:

ZTE purposes to be a planetary communications leader, which provides the clients worldwide with satisfying and customized merchandises and services.

Employee ‘s calling development and their benefits are extremely concerned and guaranteed to be turning along with the company ‘s development at the same gait.

ZTE strives for the best return on its stockholders ‘ investings and assumes societal duties proactively.

To go a universe leader in communications by 2008 and take to be a first endeavor by 2015.

Current Goals of the Company:

In the resulting twelvemonth, the Company will seek to make new benchmarks in the gross revenues of new merchandises in Europe and North America by capturing new market portions among planetary mainstream bearers and increasing attempts in new merchandise customization.

The Company will seek to prolong rapid concern enlargement underpinned by turning market portions in the GSM, TD-SCDMA, CDMA and handset sectors, to be achieved on the dorsum of reinforced ties with domestic mainstream bearers like China Mobile, China Telecom, China Unicom and China Netcom for chances in the bearer passage procedure.

In the extroverted twelvemonth, the Board of Directors will go on to give its attempts to bettering the Company ‘s corporate administration construction and increasing operational transparence, presenting strong consequences to honor stockholders and the community on the dorsum of rapid development of the place markets for 3G merchandises, French telephones and optical communications systems coupled with continued growing of the international market for communications merchandises.

Aims for the Year 2008:

In add-on to consolidating its presence in emerging markets, the Group will seek to research developed states and the market for transnational bearers. The Group will follow a localisation scheme for its human resources, research and development every bit good as production, and purchase on its progressively stronger gross revenues and selling web and trade name name.

The domestic market remains the Group ‘s nucleus market. ZTE will capitalise to the full on strategic chances presented by 3G to farther equilibrate their concern development among geographic parts domestically.

The Group will take to beef up and hasten research and development in order to present merchandises of top international criterions. The accretion of technological expertness and development of a well-trained squad over the old ages has laid a good foundation for developing such merchandises.

As with other successful endeavors, the Group sees the enlisting and preparation of endowments as an underlying drive force for growing. In the twelvemonth in front, ZTE will actively beg high-calibre people on a planetary footing and develop a pool of direction forces to guarantee that human capital is equal to fit its corporate development. Meanwhile, the Group will carry on a thorough reappraisal of its experience in relation to constructing its corporate civilization, and seek to heighten solidarity and efficiency within the company by relentless fulfillment of the rules of velocity, invention and acquisition.

Developmental Strategy of ZTE Pakistan:

Strategic Target:

ZTE has become the universe ‘s first category communicating equipment and service supplier in the Pakistani Market holding strong roots.

Strategic Action:

Localization of gifted people

Merchandise Difference

Supreme Service Quality

Cost Leading Strategy

Brand Strategy

Organizational Hierarchy:

PERFORMANCE MANAGEMENT

AT ZTE

Performance Criteria used in the Organization:

At ZTE, both the outcome-based and behavioural-based standards are used. However, as most organisation goes for Numberss, ZTE ‘s rating standards are more focussed towards result of the employees. Major focal point is on the accomplishment of set marks for gross revenues and geting new clients ‘ etc. while sing the Do ‘s and Don’ts of behaviors in accomplishing those marks.

Department Selected at ZTE:

We have selected the Comprehensive Management Department ( CMD ) for our analysis. This section fundamentally manages all the squads working on different undertakings, as, at ZTE specific undertakings are carried out by Cross-functional squads. The different undertaking directors further study to the GM of this section.

The operational schemes for the section are:

Launch new merchandises and services.

Enhance the house ‘s overall image.

Generate extra gross through greater consciousness and information for the merchandises and services the organisation offers.

Communicating intelligence and information of involvement about organisations in the most positive visible radiation.

Promoting a better and more attractive apprehension of the organisation with internal and external communications.

Communicating with cardinal persons to positively act upon statute law and ordinance.

Reding determination shapers within the organisation sing the populace ‘s perceptual experience and reding actions to be taken to alter negative sentiments

Departmental Hierarchy:

Following are the occupation description signifiers for:

Technical Gross saless & A ; Marketing Manager and

Assistant Project Manager ( PM )

ZTE Pakistan ( Pvt. ) Ltd.

JOB DESCRIPTION FORM

Job Title/Designation: Asst. Undertaking Manager Employment Status:

Department/Project: SCO Permanent wave: _____*____

Supervisor ‘s Title/Designation: Undertaking Manger Temporary: __________

Reports to: Undertaking Manger Internee: ____________

Purpose OF THE JOB.

( What are the terminal consequences or aims of this place? Why does the occupation be? )

Help the undertaking director to develop a comprehensive execution agenda.

The occupation focuses on the completion of the module/task while run intoing the deadlines.

Influence determinations based on proficient ratings and public presentations of the merchandises.

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES.

( What responsibilities are required for the place to be? Estimate the per centum of clip spent in each. )

Identify current and possible constrictions and program to minimise resulting holds.

Implement the undertaken undertakings with in clip and guarantee client satisfaction.

Assign undertakings to applied scientists and oversee their execution.

Assist undertaking director to accomplish aggregation marks.

Oversee all issues refering to sub-contracting.

OTHER DUTIES AND RESPONSIBILITIES.

( Responsibilities/important responsibilities performed on occasion or in add-on to the indispensable responsibilities of the place. )

Address excess contractual petitions of the clients.

Reviewing design web alterations as required by the client.

Engagement in Progress Review Meetings with SCO in transmittal and switching solutions.

Outsourcing of Transmission undertakings.

Undertake frequently travel to topographic points of installing of merchandises.

Supervise installings to guarantee proficient truth.

Supervisory RESPONSIBILITIES.

( Supply the figure and type of employee supervised, degree of authorization to engage and end or to do recommendations. )

Supervisory authorization exercised on 5 to 7 subsidiaries.

Not authorized to engage or fire forces under his supervising.

Authorized to do recommendations for forces issues.

WORKPLACE LOCATION.

( The type of location of the occupation )

Centralized in Islamabad

EDUCATIONAL REQUIREMENTS & A ; EXPERIENCE.

Bachelors in Computer Engineering / BE ( Electrical, Telecom ) .

1-2 old ages of work experience in related field.

KNOWLEDGE AND SKILLS.

( Indicate which are required, preferable, or desirable. )

Written and spoken English ( required )

Good interpersonal accomplishments ( required )

Good computing machine cognition and accomplishment ( required )

Good Decision Making Skills ( required )

Analytic accomplishments ( desirable )

FISCAL RESPONSIBILITY.

( Budgeting duties, blessing privileges on purchase orders and cheque petitions, coverage and scrutinizing maps. )

Responsible for maximal proficient truth of merchandises, with no remakings and/or amendments in deliverables, guaranting maximal earning.

Extent OF PUBLIC CONTACT.

Customers

Product component sellers.

Technical societies, technology councils for updated market information.

PHYSICAL DEMANDS.

( Walking, raising, equipment, operation, etc. )

Ability to go to and work in unsmooth terrains.

Working CONDITIONS AND ENVIRONMENT.

( i.e. , necessary travels, unusual work hours, unusual environmental conditions, etc. )

Must be able to work under changeless force per unit area.

Will be required to bear complex work load.

Check any of the undermentioned factors that are of import to successful public presentation in this place:

Problem Solving i?- Analytic Ability i?-

Communication Skills i?-

Bilingual i?±

Interpersonal Skills i?-

Dexterity i?±

ZTE Pakistan ( Pvt. ) Ltd.

JOB DESCRIPTION FORM

Job Title/Designation: Technical Gross saless & A ; Marketing Manager Employment Status:

Department/Project: Gross saless & A ; Marketing Div. I Permanent: _____*____

Supervisor ‘s Title/Designation: General Manager Gross saless & A ; Marketing Temporary: __________

Reports to: GM Gross saless & A ; Marketing Internee: ____________

Purpose OF THE JOB.

( What are the terminal consequences or aims of this place? Why does the occupation be? )

General Direction every bit good as close supervising by Manager Gross saless & A ; Marketing.

Practice effectual determination devising in issues related to the section.

To pull off and command selling maps and duties related to client dealing.

To guarantee client satisfaction through timely bringing of merchandises and services, maintaining appropriate path of other related activities.

Keeping a criterion of professionalism and personal gross revenues that sets a leading illustration for the gross revenues staff.

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES.

( What responsibilities are required for the place to be? Estimate the per centum of clip spent in each. )

Aid in developing and planing selling programs.

Following up with immediate and long term gross revenues programs.

Direct client dealing and dialogues.

Following strategic gross revenues marks set by Manager Gross saless & A ; Marketing and doing appropriate programs for the accomplishment of these gross revenues marks.

Reacting to enquiries sing the gross revenues representative place and the company.

Conduct studies from clip to clip to garner information about rivals ‘ competence and develop comparative analysis for the same.

Develop affable relationships with clients to ease direct merchandising.

Plan originative and effectual selling and/or advertisement runs to advance merchandise gross revenues.

Execute gross revenues contracts and guarantee timely service and bringing through deputation of duties.

Helping in planning and conducting meetings.

OTHER DUTIES AND RESPONSIBILITIES.

( Responsibilities/important responsibilities performed on occasion or in add-on to the indispensable responsibilities of the place. )

Attending countrywide and foreign seminars, workshops, exhibitions and preparations with a position of using them on the occupation.

Fixing and presenting advanced preparation workshops on such subjects as personal merchandising, developing leads, replying expostulations, shuting the sale, communications accomplishments, and clip direction.

Expression over proficient facets of the trades.

Arrange preparations and seminars for clients ( merchandise related preparations )

Developing and keeping public dealingss.

Supervisory RESPONSIBILITIES.

( Supply the figure and type of employee supervised, degree of authorization to engage and end or to do recommendations. )

Supervisory authorization exercised on 4 to 5 subsidiaries.

Authorized to do recommendations for forces issues.

WORKPLACE LOCATION.

( The type of location of the occupation )

Centralized in Islamabad

EDUCATIONAL REQUIREMENTS & A ; EXPERIENCE.

Bachelors in Software Engineering/IT.

More than 3 old ages of experience in related field.

KNOWLEDGE AND SKILLS.

( Indicate which are required, preferable, or desirable. )

Written and spoken English ( required )

Good interpersonal accomplishments ( required )

Good computing machine cognition and accomplishment ( required )

Good Decision Making Skills ( required )

Good Negotiation Skills ( desirable )

Good concern composing accomplishments ( preferred )

Good direction accomplishments ( preferred )

Analytic accomplishments ( desirable )

FISCAL RESPONSIBILITY.

( Budgeting duties, blessing privileges on purchase orders and cheque petitions, coverage and scrutinizing maps. )

Remain within budgeted resources for transporting out maps.

Ensure maximal return to the company by using effectual dialogues.

Practice blessing privileges with duties, maintaining cost-saving as the primary aim.

Extent OF PUBLIC CONTACT.

Customers

Rivals

Company interest holders and internal and external populaces

PHYSICAL DEMANDS.

( Walking, raising, equipment, operation, etc. )

None

Working CONDITIONS AND ENVIRONMENT.

( i.e. , necessary travels, unusual work hours, unusual environmental conditions, etc. )

Must be able to work under changeless force per unit area.

Will be required to bear complex work load.

Will be required to set about country-wide and international travel.

Check any of the undermentioned factors that are of import to successful public presentation in this place:

Problem Solving i?-

Analytic Ability i?-

Communication Skills i?-

Bilingual i?±

Interpersonal Skills i?-

Dexterity i?-

Detailed Ultimate, Conceptual and Operational Criteria for Technical Gross saless & A ; Marketing Manager:

Ultimate Standards:

Establish meaningful, reciprocally good and long-run client relationships that consequences in bring forthing and procuring fruitful concern chances.

Conceptual Standards:

Execute gross revenues contracts and guarantee timely service and bringing

Quality-defect degree as sent to clients

Keeping appropriate path of gross revenues related activities

Develop affable relationships with clients

Operational Standards:

Execute gross revenues contracts and guarantee timely service and bringing

No. of orders received

No. of orders delivered

No. of contracts accomplished in defined clip bound

Quality-defect degree as sent to clients

No. of inquiries answered

No. of mistakes corrected

Keeping appropriate path of gross revenues related activities.

% addition in Gross saless

% of maintained clients

Develop affable relationships with clients

No. of satisfied clients.

Work Aims:

DIVISION/DEPT: CMD

Work Aims for Technical Manager Gross saless & A ; Selling

( Jan-Jun 2009 )

S. No.

Activities

Completion Date/ Deadlines

Weight

1

Design and implement policies to Increase the sum of gross from new beginnings by non less than Rs 50 million

Jun-09

5

2

Return a plan cyberspace of non less than 12.5 % of disbursals

Jun-09

5

3 ( a )

Design, develop, and implement a system for tracking payments ( cheques and money orders ) that are held for more than a individual concern twenty-four hours.

Feb-09

5

3 ( B )

For a given payment, the tracking system should bespeak its day of the month of reception, its absolute sum, and its day of the month of sedimentation often

on-going

3

4

Type, format, and send out every memo to the VPs with 0 mistakes.

on-going

4

5

Reduce the cull rate for merchandises from its present degree of six per cent to a upper limit of three per cent.

Jun-09

5

6

Analysis of the client ‘s jobs and the grounds for their quit

on-going

5

7

Identify and implement the stairss needed to rectify the job and recommendations for future actions.

on-going

4

8 ( a )

Identify and map at least four major work procedures within XYZ division.

Jan-09

2

8 ( B )

Identify at least two work procedure betterments holding quantifiable operational or fiscal benefits

on-going

3

9

Launch two new advertisement plans

Apr-09

4

10

Within 24 hours of reception, has no more than 24-hour turn-around to direct bills for payment.

on-going

5

Sum:

50

Work Aims

( Jul-Dec 2009 )

S. No.

Activities

Completion DATE/ DEADLINES

Weight

1

Design and implement policies to Increase the sum of gross from new beginnings by non less than Rs. 50 million

Dec-09

5

2

Return a plan cyberspace of non less than 12.5 % of disbursals

Dec-09

5

3 ( a )

Design, develop, and implement a system for tracking payments ( cheques and money orders ) that are held for more than a individual concern twenty-four hours.

Aug-09

5

3 ( B )

For a given payment, the tracking system should bespeak its day of the month of reception, its absolute sum, and its day of the month of sedimentation often

on-going

3

4

Type, format, and send out every memo to the VPs with 0 mistakes.

on-going

4

5

Reduce the cull rate for merchandises from its present degree of six per cent to a upper limit of three per cent.

Dec-09

5

6

Analysis of the client ‘s jobs and the grounds for their quit

on-going

5

7

Identify and implement the stairss needed to rectify the job and recommendations for future actions.

on-going

4

8 ( a )

Identify and map at least four major work procedures within XYZ division.

Jul-09

2

8 ( B )

Identify at least two work procedure betterments holding quantifiable operational or fiscal benefits

on-going

3

9

Launch two new advertisement plans

Oct-09

4

10

Within 24 hours of reception, has no more than 24-hour turn-around to direct bills for payment.

on-going

5

A

A TOTAL

50A

Work Observation Criteria:

Standards

Mark

Description

Outstanding

5

all Standards are met to at least a systematically good degree, with no important failings and some countries of outstanding public presentation

Very Good

4

all Standards are met to a good degree with no important failings

Qualified

3

all Standards are met to at least a satisfactory degree, nevertheless there may be some incompatibility.

Unsatisfactory

2

Some Standards non met, important failing in some countries.

Poor

1

Most Standards non met, cause for concern

Observation Undertakings:

Undertaking I:

Arrange frequent meetings to remain on path.

Observation Actions:

To detect the managerial accomplishments of Manager Gross saless & A ; Marketing following are the actions to be observed:

How good he was prepared for meetings?

Was he reading necessary stuffs before the meeting?

Did he develop agenda prior to the meeting?

Was he lettering inquiries or thoughts for treatment?

Task II

Present habitue and high virtue studies on assignment advancement

Observation Actions:

For this undertaking following are the actions to be observed:

Is concluding bill of exchange study turned in on clip?

Was study free of typographical mistakes?

Was the study formatted harmonizing to the defined process?

Undertaking III

Carryout analysis of the clients ‘ jobs

Observation Actions:

For this undertaking following are the actions to be observed:

Did he right place the grounds for the failure?

What are the stairss he has taken to rectify the job?

Did he do recommendations for future actions?

Observation Cube:

Undertakings

Mark

I

2

I

1

Three

3

Observation Analysis:

The employee got 2 points in undertaking I which implies that some criterions were non met. There are important failings in some countries. In undertaking II employee got 1 point which shows that most criterions were non met and it is a cause for concern. In undertaking III he got 3 points which means that his public presentation is equal. All criterions are met to at least a satisfactory degree ; nevertheless there may be some incompatibility.

Tight-spot:

The employee is n’t executing up to the outlooks and this is likely due to miss in peculiar accomplishments. It is therefore the single job of the employee.

Proposed Solution:

First, employee should be clearly communicated to about what he is supposed to make.

Second, indicated the missing countries should be provided necessary preparation and counsel.

Performance Evaluation at ZTE:

The public presentation rating is based on the followers:

Training consequences: HR Dept will send on the preparation consequences of each employee to concerned Dept.

Work Performance and Accomplishments: The concerned Dept will supply the list of work assignments and work performed by their applied scientists.

Command of ZTE values and policies: Every employee is required by the company jurisprudence to follow the ZTE ‘s corporate values and policies.

Performance Aims:

The overall Company Objectives sing public presentation are the execution of:

Management by aims, harmonizing to the Company scheme and program,

Dividing the organisation ‘s aims to persons. The nonsubjective designing follows the SMART rule.

The Managers get the understanding of the employees with the:

Performance aims,

Performance index,

Appraisal standard, by two manner communicating, after which the employee marks the Agreement of employee ‘s public presentation aims.

In the appraisal rhythm, the employee is apprised of the resource, support, and job for accomplishing the aims in clip. The public presentation of employees is so appraised monthly, after which the understanding may be modified if necessary.

Performance Appraisal Types:

The followers are the three ( 5 ) types of assessment:

Types

Abbreviation

Percentage of entire employees

Outstanding

( S )

Maximal 20 %

Very good

( A1 )

45 %

Qualified

( A2 )

25 %

Unsatisfactory

( C2 )

Minimal 10 %

Violator to ZTE Culture

( C1 )

3 %

Monthly Performance Evaluation Form

Code: __________________________ Name: _____________________________________

Appellation: _____________________ Department: ________________________________

Calendar month: _________________________ Location: ___________________________________

Class

Description

points

Immediate Supervisor

Work Accomplishments

Aims fulfillment

30

Complex work Load

10

Work Efficiency

10

Work Quality

10

Sub sum

60

Work Necessities

Knowledge of occupation

8

Work attitude

5

Discipline ( behavior, unity, promptness )

8

Team Work

4

Weekly advancement study

5

Sub sum

30

Work satisfaction

Internal & A ; External client satisfaction

10

Sub sum

10

Monthly Performance Evaluation Form for Directors

Assessment Items

Sub-items

Points

KPI

PAC success rate

10

FAC success rate

10

Signing & A ; Payment of Maintenance contract ( Managed service )

20

Evaluation by CSC

10

Sub sum

50

KEY EVENT

Submission of Project Information, Weekly Reports, Monthly Reports and Quality of Reporting

10

Collection of Customer Information

10

Employees Resigning/ Leaving rate

5

Employees Attendance, Mission Plan

5

Sub sum

30

Comprehensive Evaluation

Evaluation by Both PD

10

Employees Dedicated Survey

10

Sub sum

20

Tax write-off

Engineering Quality Inspection

**

Key Quality Accident in Project

**

Customers Complaint

**

Bi-Annual Performance Appraisal Form

Section 1

Name: ________________________________________________________

JOB TITLE: ________________________________________________________

DATE, TIME AND PLACE OF INTERVIEW: _____________________________

Name OF APPRAISER: _________________________________________

Section 2

1. Summarize briefly how you feel you have contributed to the smooth running of the administration over the past twelvemonth.

2. What do you experience have been your chief accomplishments with peculiar mention to the old action program?

3. What do you experience have been your chief countries of trouble?

4. How could these hold been overcome?

5. What peculiar strengths do you experience you have and to what extent are they being used?

6. What weaknesses, if any, do you hold in carry throughing the duties of your occupation?

7. How would you measure your ain ability to be organised and acquire things done?

8. How flexible, adaptable and committed are you?

9. Have you been able to assist with any jobs your co-workers may hold experienced in relation to their occupation?

10. How would you depict your relationship with all your co-workers?

11. How would you depict your relationship with the clients?

12. What do you like most and least about your occupation?

13. How ambitious does you happen your current place?

14. Make you hold any capablenesss or involvements which you feel might be better used than at present?

15. Are you cognizant of the relevancy of any preparation you have undertaken over the past twelvemonth in relation to your occupation? – give an illustration.

16. In what countries do you believe you could better your public presentation?

17. What changes do you believe could be made to relieve any troubles, failings and force per unit area and enable you to utilize your strengths to do your occupation more enjoyable/challenging?

18. Have at that place been betterments in the manner the administration has developed over the past twelvemonth?

19. How have you contributed towards these betterments?

20. Make you experience that we provide adequate aid to assist you develop?

21. What do you see yourself making within:

a ) The following 2 old ages?

B ) The following 5 old ages?

22. What do you experience could forestall you from accomplishing the above?

23. What are your cardinal work marks for the following twelvemonth?

24. What preparation is needed to run into these work marks?

25. Are at that place any extra points in regard to your occupation which you would wish to

discuss?

Section 3: Action Plan FOR NEXT Year

Name: __________________________________________________________

JOB TITLE: _______________________________________________________

Date OF INTERVIEW: _____________________________________________

Name OF APPRAISER: ______________________________________

____________________________________________________________________

1. Cardinal ACHIEVEMENTS SINCE LAST REVIEW

____________________________________________________________________

2. KEY WORK TARGETS FOR NEXT PERIOD

____________________________________________________________________

3. New RESPONSIBILITIES ( if any )

____ ______ _____ _____ _____ _____ ______ _____ _______ ______ _____ _____

4. ADDITIONAL ACTION POINTS ( if any )

_____________________________________________________________________

5. Training AND DEVELOPMENT NEEDS

NEEDS OBJECTIVE ( S )

___________________________________________________________________

6. ADDITIONAL Remark

REVIEW Date: ______________________________________________________

APPRAISER ‘S SIGNATURE… … … … … … … … … … … … … .. Date… … … … … …

EMPLOYEE ‘S Signature… … … … … … … … … … … … … … … … … Date… … … … … …

Appraisal Procedure:

Purpose

To transport out an one-year assessment, utilizing the signifiers, fixing in progress and so transporting out as many reappraisals as necessary.

Scope

All employees at ZTE are appraised utilizing the above format assessment signifiers.

Procedure

1. Twice a twelvemonth, the line directors appraiseeach employee, who reports straight to them.

2. The valuators arrange a face to confront meeting with the employee no less than 7days in progress, and so give them a transcript of the appraisal signifier with Section 1 completed.

3. The valuators ask the employee to fix for the meeting by composing down their ideas under each point in Section 2 on the signifier.

4. The valuators besides prepares for the meeting by composing down their observation of the employee under each point in Section 2 on the signifier.

5. The meeting is so carried out. Initially the first such meeting takes up to 2 hours per employee, but is contained within 1 hr after that.

6. Working through each of the points in Section 2, the line director asks the employee what they think and so responds with extra ideas of his ain.

7. At the terminal of the meeting a upper limit of 15 proceedingss are provided to appraiser to finish Section 3 of the Action Plan, in concurrence with the employee.

8. Once the action program is completed with the reappraisal day of the month ( can take a month, exact day of the month to be confirmed close clip ) both parties write in their remarks and subscribe the signifier.

Behavioral Aspects Appraised at ZTE:

Planning:

Relates to employee ‘s ability to efficaciously be after and measure so measure the planning activity after associating programs to departmental ends and implementing them in clip. It besides requires affecting others.

Poor A A = A A A A A A 1

Planing is non in harmoniousness with departmental ends

Does non be after efficaciously and within clip

Does non affect others while be aftering

A

Average = A A 2

Involves others when planning

Plans are in harmoniousness with departmental ends

Plans are good thought out and implemented

Good A A A A A = A A 3

Continuous monitoring of be aftering procedure

Departmental ends act as guidelines for planning activities

Always involves others whenever appropriate

Excellent A = 4

Planning is done sing a huge country of related information

Planing activities adds value to section ‘s public presentation

Accepts duty for programs while actively affecting others A

A

Decision Devising:

A

Relates to the ability of employee to measure state of affairss and develop solutions and options and make up one’s mind consequently so as to accomplish effectual results. It includes implementing solution to jobs, prioritising work and managing confidential information.

PoorA A =A A A A A A 1

Negligence of facts

Trouble in placing issues

Hasty in taking determinations and does non confer with with others

Average =A A 2

Uses logic and concluding in job resolution

Sometimes indecisive

A

GoodA A A A A =A A 3

Effective analysis of jobs

Solutions/decisions are based on established facts

ExcellentA = 4

Takes duty for determinations

Creative in deciding jobs and issues

High grade of determination devising A

Quality Service:

Relates to the quality of employee ‘s client service behaviour and how good he/she responds to client demands.

A

PoorA A =A A A A A A 1

Does non react good to suggestions for betterment

Lack of service oriented behaviour. Unable solve client issues

A

Average =A A 2

Displaies a good service orientation

Plants with others to place solutions to client demands

GoodA A A A A =A A 3

Effective communicating with clients

Effective direction of clients feedback

ExcellentA = 4

Establishes and promotes extremely professional attitude in concern traffics

Seasonably followup on client feedback and declaration of issues

Anticipates future client demands and suggest ways to bettering public presentation A

Teamwork:

A

Relates to employee ‘s ability and will to join forces with coworkers to accomplish set ends. It includes inter and intra section coaction, willingness to portion cognition and accommodating to alter.

PoorA A =A A A A A A 1

Negative behaviour with colleagues

Lack of will to portion cognition

Lack of committedness to put ends

Trouble in accommodating to alter

A

Average =A A 2

Open to alter

Good apprehension of company ends

Exhibits concerted behaviour and sharing of cognition

GoodA A A A A =A A 3

Good working relationship with coworkers

Effective version to alter

Always shows concerted attitude and sharing of cognition

ExcellentA = 4

Mentoring coworkers

Always ready to portion cognition

Effective version to alter every bit good as aid others in accommodating to alter

Adds value to the squad

A A

Influencing Others:

A

Relates to employee ‘s ability to efficaciously pass on issues and influence others to react and positively impact the organisation.

A

PoorA A =A A A A A A 1

Inconsistent behaviour

Does non show thoughts clearly and briefly

A

Average =A A 2

Ideas are clear and concise

Able to actuate others to react

Effective communicating

A

GoodA A A A A =A A 3

Ideas/issues are decently communicated to others and understood

Encourages communicating with others and establishes trust

ExcellentA = 4

Plants with committedness in actuating others and edifice morale

Effective communicator and negotiant

A

A

Communication:

Relates to employee ‘s behaviour to ease free flow of communicating and taking barriers to communicating.

PoorA A =A A A A A A 1

Ineffective unwritten communicating

Non-cooperative with coworkers

Does non supply options to barriers in communicating

A

Average =A A 2

Lacks ability to act upon cooperation among coworkers

Sometimes provides options to barriers in communicating

Does non back up constructive feedback

A

GoodA A A A A = A A 3

Creative preparation of options to barriers in communicating

Open to feedback and suggestions

Actively seeks input from coworkers

A

ExcellentA = 4

Promotes a concerted working environment

Actively seeks feedback

plants on suggestions to better public presentation

A

Analysis:

Performance assessments are carried out on a monthly footing for staff & A ; workers. Merely employees who have completed their probations are eligible to be appraised. Staff & A ; Worker class are treated individually in Monthly and bi-annually assessments.

There are two types of assessments ; Monthly Appraisal & A ; Bi-Annual assessment.

Monthly Appraisal: The immediate supervisor evaluates his subsidiary and the HOD reviews the assessment and has the right to alter it. This shall be carried out in first hebdomad of every month. The monthly public presentation allowance will be given to employees harmonizing to their public presentation.

Bi-Annual Appraisal: Bi-Annual Appraisal rhythm is followed by the Calendar Year i.e. Jan to Jun and Jul to Dec. The bi-annual assessment is the elaborate one filled by both the valuator and the employee. It non merely provides the elaborate facts but besides is a beginning for cross look intoing what employee was supposed to make and what s/he really performed and whether it is in line with what s/he was told to make.

Proposed Bi-Annual Performance Appraisal Form

Org./Dept:

Name:

Position:

Length of service

Appraisal day of the month & A ; clip:

Appraiser:

Part A

Q. 01 State your apprehension of your chief responsibilities and duties.

Q. 02 Has the past twelvemonth been good/bad/satisfactory or otherwise for you, and why?

Q. 03 What do you see to be your most of import accomplishments of the past twelvemonth?

Q. 04 What do you like and dislike about working for this administration?

Q. 05 What elements of your occupation do you happen most hard?

Q. 06 What elements of your occupation involvement you the most, and least?

Q. 07 What do you see to be your most of import purposes and undertakings in the following twelvemonth?

Q. 08 What action could be taken to better your public presentation in your current place by you, and your foreman?

Q. 09 What kind of training/experiences would profit you in the following twelvemonth? Not merely job-skills – besides your natural strengths and personal passions you ‘d wish to develop – you and your work can profit from these.

Q. 10 What sort of work or occupation would you wish to be making in one/two/five old ages clip?

Part B

Q. 11 List the aims you set out to accomplish in the past 12 months ( or the period covered by this assessment ) with the steps or criterions agreed – against each remark on accomplishment or otherwise, with grounds where appropriate. Score the public presentation against each aim ( 1-3 = hapless, 4-6 = satisfactory, 7-9 = good, 10 = excellent ) :

Objective measure/standard mark remark

Q. 12 In visible radiation of your current capablenesss, your public presentation against past aims, and your future personal growing and/or occupation aspirations, what activities and undertakings would you wish to concentrate on during the following twelvemonth? Besides think of development and experiences outside of occupation accomplishments – related to personal purposes.

Q. 13 Score your ain capableness or cognition in the undermentioned countries in footings of your current function demands ( 1-3 = hapless, 4-6 = satisfactory, 7-9 = good, 10 = excellent ) . If appropriate bring grounds with you to the assessment to back up your appraisal. The 2nd subdivision can be used if working towards new function demands.

product/technical cognition

clip direction

planning, budgeting and prediction

coverage and disposal

product/technical cognition

communicating accomplishments

deputation accomplishments

IT/equipment/machinery accomplishments

meeting deadlines/commitments

creativeness

problem-solving and decision-making

team-working and developing others

energy, finding and work-rate

steadiness under force per unit area

leading and unity

adaptability, flexibleness, and mobility

personal visual aspect and image

18. Corporate duty and moralss

Part C

To be completed during the assessment by the valuator:

Q. 14 Describe the intent of the appraisee ‘s occupation. Discuss and compare with self-appraisal entry in Q. No. 1. Clarify occupation intent and precedences where necessary.

Q. 15 List the aims that the appraisee set out to accomplish in the past 12 months ( or the period covered by this assessment – typically these aims will hold been carried frontward from the old assessment record ) with the steps or criterions agreed – against each remark on accomplishment or otherwise, with grounds where appropriate. Score the public presentation against each aim ( 1-3 = hapless, 4-6 = satisfactory, 7-9 = good, 10 = excellent ) . Compare with the self-appraisal in Q. No. 11.

Objective measure/standard self-score/app’r mark remark

Q. 16. Score the appraisee ‘s capableness or cognition in the undermentioned countries in footings of their current ( and if applicable, following ) function demands ( 1-3 = hapless, 4-6 = satisfactory, 7-9 = good, 10 = excellent ) . If appropriate provide grounds to back up your appraisal. The 2nd subdivision can be used for other standards or if the appraisee is working towards new function demands. Compare scores with the self-appraisal in Q. 13

product/technical cognition

clip direction

planning, budgeting and prediction

coverage and disposal

product/technical cognition

communicating accomplishments

deputation accomplishments

IT/equipment/machinery accomplishments

meeting deadlines/commitments

creativeness

problem-solving and decision-making

team-working and developing others

energy, finding and work-rate

steadiness under force per unit area

leading and unity

adaptability, flexibleness, and mobility

personal visual aspect and image

18. Corporate duty and moralss

Q. 17 Discuss and agree the appraisee ‘s calling way options and wants, and preparedness for publicity, and comparison with and discourse the self-appraisal entry in Q. No. 12. ( Some people do non wish for publicity, but everyone is capable of, and by and large benefits from, personal development – development and growing should be available to all, non merely people seeking publicity ) . Note the agreed development purpose ( s ) :

Q. 18 Discuss and agree the specific aims that will enable the appraisee to make competency and to run into needed public presentation in current occupation, if appropriate taking history of the coming twelvemonth ‘s programs, budgets, marks etc. , and that will enable the appraisee to travel towards, or accomplish preparedness for, the following occupation level/type, or if no peculiar following function is identified or sought, to accomplish the coveted personal growing or experience. These aims must adhere to the SMARTER regulations – particular, mensurable, agreed, realistic, time-bound, ethical, recorded.

Q. 19 Discuss and agree ( every bit far as is possible, given budgetary, handiness and mandate considerations ) the preparation and development support to be given to assist the appraisee meet the in agreement aims above.

Signed and dated by appraisee: and by valuator: