Performance appraisals at Dawood Hercules Corporation assess employees based on goals and key performance indicators (70%) and core values (30%). The process involves self-reviews, manager reviews, calibration exercises, and finalization by HR. However, barriers like subjective ratings and lack of employee interest exist. Recommendations to improve the process include incorporating performance trends over time, 360-degree feedback, and considering critical work incidents. The performance appraisal system aims to motivate employees and gauge productivity, though some enhancements could further optimize employee growth and development.

1. Performance
Appraisal
Prepared By:
Shahrose Bakh (20201-27898)
Rahina Inayat (20201-27775)
Sidra Sadruddin (20201-28138)
Acknowledgement:
Ms. Tayyaba Fasih & Ms. Ayesha
Waseem

2. Background of the study
It is believed to be the most
controversial techniques for a
human resource manager. It is
used to assess the mental and
physical health of the employees
It inculcates and formulates a clear
image in front of the management
regarding the employee, and how
well he is engaged in their assigned
tasks or where they might be feeling
any sort of difficulty.
Performance Appraisal is the element of employee’s motivation.
It allows to create an ease for HR managers
to assess and create better packages in
managing employees more adequately

3. Problem Statement
Statement 1
• The Performance Appraisal can be made
most effective in order to assure that
the productivity, motivation and growth
of the employee is not getting
compromised in any way.
Statement 2
• Make it easy for the managers to see
how employees are engaging and
contributing to the organization.
Statement 3
• There is the traditional performance
criteria in which employees have no
rights to evaluate themselves for the
appraisals.

4. Dawood Hercules Corporation (DH)
INTRODUCTION
• It is one of the most prestigious publicly listed company.
• The corporation is known for managing plans, deployment, as well as maintenance of investments
through their diverse range of sectors.
• Engro Corporation Limited is one of the subsidiaries of Dawood Hercules Corporation.
• The company is relatively small and has the fewer than 50 employees. The size of the company makes
each employee very significant for the company as they all have a unique job.

5. VISION, MISSION and VALUES
• VISION STATEMENT: “The leading investor and wealth creator of value driven businesses”.
• MISSION STATEMENT: “We will maximize profit by investing in businesses that share our
vision and fulfill our investment criteria to achieve our growth and return aspirations on a
consistent basis. We will create intrinsic value by incorporating efficiency and capability within
our existing operations and through our investments”.
• VALUES:
Integrity
Team-work
Diversity
Accountability

6. DATA ANALYSIS
• Questionnaire
• Made with the help of a course book of
HRM and approved by Maam Tayyaba
Fasih.
• Data collection
• Through interview from Human Resource
Manager of Dawood Hercules
• Interview was conducted through online
platform i.e., Zoom*
• Analyze the data and report the findings
• Provide certain recommendation based on
findings.
*https://us05web.zoom.us/j/87591421234?pwd=VXpsRnNaQ3JmZEd3Ymc2SDA3S2tsUT09

7. Finding THROUGH THE INTERVIEW
According to the data analysis of the company’s online appraisal system:
Traditional
System
Online
System

8. Structure of Performance Appraisal (1/2)
• 70% evaluation is based in GOALS AND KPIS.
• Each and everyone in the organizations have smart goals and have five tier performance
rating system:
Meet your need
Meet your improvement
Meet your expectation
Exceed expectation
Outstanding performance
Evaluate
Performance
Employer
Provide
Training
(online
platform)
Employee
makes
SMART Goals
HR and
Management
assess them

9. Structure of Performance Appraisal (2/2)
• 30% of the weight age goes to CORE VALUES (accountability, integrity, commitment to
excellence)
Evaluation Process:
Employee Self
review
Line Manager
Review
Department
Head
Departmental
meeting
Calibration
Exercise by
CEO
HR finalize the
Increment /
promotions

10. Barriers to performance Appraisal
The employers tend to reward everyone a middle standard rating to avoid the confrontation and
create a workplace conflict.
Employees shows less interest in using and analyzing their performances through online
platform.
Employers do take Peer Reviews to access the performances but, it is not the part of their
performance appraisal
Employees are expected to make smart and relevant short-term goals that can be done within a
year. But employees usually fails to do it and HR management needs to resolve this issue in order
to meet the criteria.

11. Recommendations
Following recommendations can help improve the overall efficiency of the performance
appraisal Process:
There is no proper criteria to access the employee’s performance by looking at past trends.
Example: If the employee has graded as Good last year, the employer will not see the trend and
will access them according to the performance of the recent year.
Trend Evaluation
If the above items are incorporated, we believe it'll vastly improve the overall performance and appraisal cycle
This provides a useful way to obtain an unbiased, specific, and well-organized response to
employee performance in a variety of ways.
360 Degree
Feedback
The process of incorporating critical events as a set of processes to define employee’s behavior
by compiling a description of events of special significance and including the same whilst
finalizing the performance appraisal of an employee
Critical Incident
Procedure

12. Conclusion
• Dawood Hercules Corporation is indeed commendable and promises
a long-term sustainable growth for the employees along with the
productivity of the organization.
• It allows to gage the employees into working more effectively and
fulfilling the desired goals on time.
• Career and promotion opportunities can be further enhanced with
the prescribed recommendations regarding the adoption of the
Individual Development Plan (IDP).