Appraisal system in Bangladesh

Prof.M.A. Akkas, MGT Deptt.DU.

Akkas (1995), Professor of Management, University of Dhaka, in his article “Employee Performance Appraisal System in the Nationalized Commercial Bank of Bangladesh”, has made a vivid explanation of the employee performance appraisal practices in the enterprises of Bangladesh.  He indicates that both public and private enterprises in Bangladesh are using some sort of employee performance appraisal technique. In most cases, an appraisal is done annually. The widely used method of appraisal is known as Annual Confidential Report (ACR). It contains traits and performance related factors. ACR form has been examined and found that that the ACR system is mainly trait -based and thus neglects the reviews on direct job related dimensions. The factors are very much subjective in nature. In many cases, the last few months before the appraisal dates are crucial in influencing the assessment of appraisal. Repetition of interrelated criteria has made the ACR long and complicated. The supervisory officer is reluctant to give negative feedback from the understanding that they have to work with employees next days. The ACRs are applicable to all employees irrespective of the grades. However, forms are different for different grades of employees.

The immediate supervisor usually appraises his subordinates, which is countersigned by the immediate supervisor’s superior. The counter signing officer indicates his or her rating. If he disagrees, he must give reasons. Employees are rated against a five point scale starting from excellent to very poor. An excellent employee is one who demonstrates complete mastery of the job and is recognized as a rare professional in the field. Employee showing unacceptable performance with frequent failures to meet expected result is rated as very poor. All employees are rated on 100 marks. 100 marks are allocated to different factors as they apply to different group of employees. Here there is a tendency to keep the result of the rating is secret.

The ACR is filled up confidentially. This non-communication keeps the employee in the dark about what is expected of them or where they stand.  Some companies feel that rating discussions lead to needless controversy and allegation. To bring improvements, an open appraisal system should be introduced and the results of the appraisal, particularly, when they are negative, should be communicated to the employees, so that try to improve their performance. An atmosphere of trust and confidence should be developed so that the raters and the employees may discuss matters frankly and offer suggestions, which may be beneficial to the organization and the employees.