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■ The Company should have a proper job description for the employees. Job description has a
huge impact on the effectiveness of a performance management system. So BanglaCAT should
have the job description for the employees that will help to establish performance standards and
expectations effectively.
■ The performance appraisal system in BanglaCAT is very effective for the organization. It
provides a way to judge the employees properly. It works as a guideline to improve the employee
performance because after the evaluation results, company identifies the training need for the
employees.
■ As the analysis shows that employees have confusion about the fairness of the system it should
be revised and reviewed so that the employees have no uncertainty about the process. Sometimes
the employees do not rate the other employees fairly or properly. Sometimes they do not
complete the evaluation seriously. So the system should be scrutinized well so that the
employees rate each other properly. As a result possibility of misjudgments can be removed
easily.
■ Currently the performance management process of BanglaCAT is completed manually that
takes a lot of time and money. It can be completed through the Intranet of BanglaCAT that will
save time and cost.
■ Goal Setting or Balance Scorecard can be used instead of the 360 degree and KPI. Now-a-days
most of the foreign company practice balance score card and goal setting methods.
■ During the survey it is found that the employees are really concerned about the performance
management system of BanglaCAT. If the authority of the performance management of
BanglaCAT listen and ask for the employees’ opinion continuously and understand their point of
view the system can be a great example for corporate practice. Because working together is
better than being at odds.
■ Instead of only judging the performance of the employees, the performance management
system should search for more ways to make that contribution as valuable as possible by
increasing the involvement and commitment of the employees.

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■ Now a day the competition is beyond the limit. Competitors are always ready for setting up
and taking notice. So implementing some changes in the system may create a positive influence
to the organization.
■ Performance management process is not an annual event. The system will be more effective if
it provides the feedbacks to employees throughout the year.