Business

CaNgo conducts a performance appraisal of its employees to be able to establish their contribution and worth to the organization.Issues

The appraisal process of the staff was conducted by the managers of the different departments within the organization. The human resource department developed a standard form for the employees to fill and one for the appraising managers. The methods of appraisal used were performance ranking and paired comparison methods. The paired comparison involved the listing of the various factors in the workplace and scores are awarded. The performance review involved the assessment of workers yield in their specific duties. The actual performance is compared against the expected performance and the deviation is determined. The managers compare the performances of their employees and they are able rank them (Davi, 2009, par. 3-5).

The factors that the managers appraised were

- Quality of work. They consider the employees ability to meet the expected standards and the ability to satisfy our customers. The accuracy of the work done is measured and the effectiveness of the employee. Half of the employees met our quality and some failed to meet it due to their inability to work under pressure and meet deadlines. Our quality assurance department needs to work on this to ensure that we do not compromise our quality (Grote, 1996, p. 36).- Quantity. The levels of production for each employee are measured within a specified period of time. It measures their ability to meet the expected results. Most of the staffs were able to meet expected produce and some even exceeded the targets. Those who exceeded the expected results are the employees who have been in CaNgo for a long period. This was encouraging and we are taking all measures to ensure that employee retention rate is high (US Department of the interior, 2004, p. 6).

- Timeliness. The ability of the workers to meet their deadlines was also measured. Most of them were able to submit their work on time and we came up with a work program to ensure that those who are still slow will get the necessary assistance.

- It was also noted that most of the employees possessed excellent skills in leadership, interpersonal and communication. This shows that our employees have the potential to take up vacant management position that might arise in the future instead of hiring externally.

- The managers who were appraising the employees had been trained on the methods and the standards to use to measure the performance. However, Warren one of my managers rated Nick in a level we did not expect. This was because in the past year, Nick did not meet our expectations in the market research he had been conducting. He consistently gave us bad results and this showed that Warren did not conduct a fair appraisal.

SWOT Analysis
The appraisal and review of our employees needed a swot analysis to ensure that it was correct and the mistakes made would be corrected.

Strengths.
The employees of CaNgo possess quality skills in technical knowledge in their areas of expertise. This is important since the workers feel comfortable in the departments they work because, that is what they are trained to do. The culture in the workplace is also good since we have interaction sessions from time to time. This has simplified the appraisal process since, the relation between the managers and employees is good, and this has also enabled our managers understand the employees better. Since our workforce comprises of young people, the level of energy and the ability to handle pressure is good. The trainings we offer our managers has been useful in the conducting the appraisal and most of them conducted the process in an excellent way. This was important so that we could get a clear picture of the capabilities of the workers (Randall  Katharine, 2010, par. 5).

Weaknesses
One of the major weaknesses facing us is the relationship between our managers and workers. It came to our notice that some are distant relatives. This was noted in the case of Warren and Nick and it could compromise the appraisal procedure. The specialization technique has denied our employees a chance to exploit their talents in other fields. It was noted that some employees have got talent in different departments and they could be useful. The structures in the organization made our appraisal difficult since the departments are so many (Internet Centre for Management and Business Administration, 1999, par. 4).

Opportunities
We could utilize the employees with diverse talents so that they are trained on different fields. This will be useful in the filling of arising vacant positions. The employees who portrayed excellent skills in leadership will be useful in the replacement of the absent managers.

Threats
The competition in the market is worrying and this will be a threat to employee retention. Also, the constant changing technology needs a strong workforce that is easy to train so that, we keep pace with the market conditions. The workload for our workers could compromise the quality of our customer service.

Recommendations
The appraisal conducted was useful in the review of the performance of the employees. This enables us know the potential and capabilities in our workforce.
The workers who were ranked high should receive the incentives according to our incentive scheme.
The best ranked should get promotions chances arising.
 Warren should give a report of his actions.
All the other managers did a great job.
Appraisals should be done on a quarterly basis instead of annually.