Performance evaluation of Hiblow Philippines Inc. /
Lontoc, Jorelle Izabel D.
Performance evaluation of Hiblow Philippines Inc. / Jorelle Izabel D. Lontoc. - Indang, Cavite, Cavite State University- Main Campus, 2018. - ix, 34 p. : ill. ; 28 cm. illustrations ; cm.
Case Study (Bachelor of Science in Business Management Major in Human Resource Development Management) Cavite State University
Includes bibliographical references.
LONTOC, JORELLE IZABEL D. Performance Evaluation of Hiblow Philippines Inc. Undergraduate Case Study, Bachelor of Science in Business Management. Cavite State University, Indang, Cavite. January 2018. Adviser Ms. Danikka A. Cubillo.
The study was conducted at Hiblow Philippines Inc., located at Blk 4 Lot 2 SEPZ First Cavite Industrial Estate Langkaan, Dasmaririas, Cavite. The study was conducted to analyze the performance evaluation system of the employees of Hiblow Philippines Inc. Specifically, the study was aimed to: (a) describe the company profile; (b) describe the employees performance evaluation system used by the company; (c) determine management actions based on employees performance; (d) identify the problems encountered by the company in implementing the performance evaluation system; and (e) recommend solutions to the problems identified. The study mainly covered the performance evaluation system of the company. Hiblow Philippines Inc. has its own performance evaluation system in determining and verifying the capability and skill of all employees related to work performance and appraisal. Moreover, the main purpose of the evaluation is to have proper verification on employee performance. Based on the results of the performance evaluation of an employee, the management could acknowledge those talented employees and those who will get a merit increase, promotion and bonus. At the same time, because of the result of the evaluation they could identify those employees which they need to transfer or re-assign, and to terminate. The merit increase that an employee gets depends on their position. Hiblow Philippines Inc. has its own schedule in evaluating an employee. They conduct an annual evaluation to monitor the progress of the regular employee's job performance, while for non-regular employees like trainees; the evaluation schedule is two weeks before their training period ends. That is to determine whether they are qualified to be a probationary, which will undergo a new evaluation. The problem that the company encountered regarding the performance evaluation was not having enough time in giving back the result to the employee after an evaluation. Thus, the employee doesn't have any idea about the result of the evaluation. Therefore, making the employee uninformed about the things that they need to improve. The SWOT analysis of the study was limited to performance evaluation system. The management prefers to conduct the evaluation once a year, from October to November and the results will be on December. In performing the evaluation, HPI used different types of evaluation forms based on their job positions. The performance evaluations for non-regular employee's results were used as a basis in order to become a regular employee while for regular employee's the results were used as a basis for giving bonuses and conducting job promotions. The performance evaluation also contains several specific categories to maintain orderliness and a static criterion for the evaluation.
Employees--Rating.
Personnel management.
658.312 / L86 2018
Performance evaluation of Hiblow Philippines Inc. / Jorelle Izabel D. Lontoc. - Indang, Cavite, Cavite State University- Main Campus, 2018. - ix, 34 p. : ill. ; 28 cm. illustrations ; cm.
Case Study (Bachelor of Science in Business Management Major in Human Resource Development Management) Cavite State University
Includes bibliographical references.
LONTOC, JORELLE IZABEL D. Performance Evaluation of Hiblow Philippines Inc. Undergraduate Case Study, Bachelor of Science in Business Management. Cavite State University, Indang, Cavite. January 2018. Adviser Ms. Danikka A. Cubillo.
The study was conducted at Hiblow Philippines Inc., located at Blk 4 Lot 2 SEPZ First Cavite Industrial Estate Langkaan, Dasmaririas, Cavite. The study was conducted to analyze the performance evaluation system of the employees of Hiblow Philippines Inc. Specifically, the study was aimed to: (a) describe the company profile; (b) describe the employees performance evaluation system used by the company; (c) determine management actions based on employees performance; (d) identify the problems encountered by the company in implementing the performance evaluation system; and (e) recommend solutions to the problems identified. The study mainly covered the performance evaluation system of the company. Hiblow Philippines Inc. has its own performance evaluation system in determining and verifying the capability and skill of all employees related to work performance and appraisal. Moreover, the main purpose of the evaluation is to have proper verification on employee performance. Based on the results of the performance evaluation of an employee, the management could acknowledge those talented employees and those who will get a merit increase, promotion and bonus. At the same time, because of the result of the evaluation they could identify those employees which they need to transfer or re-assign, and to terminate. The merit increase that an employee gets depends on their position. Hiblow Philippines Inc. has its own schedule in evaluating an employee. They conduct an annual evaluation to monitor the progress of the regular employee's job performance, while for non-regular employees like trainees; the evaluation schedule is two weeks before their training period ends. That is to determine whether they are qualified to be a probationary, which will undergo a new evaluation. The problem that the company encountered regarding the performance evaluation was not having enough time in giving back the result to the employee after an evaluation. Thus, the employee doesn't have any idea about the result of the evaluation. Therefore, making the employee uninformed about the things that they need to improve. The SWOT analysis of the study was limited to performance evaluation system. The management prefers to conduct the evaluation once a year, from October to November and the results will be on December. In performing the evaluation, HPI used different types of evaluation forms based on their job positions. The performance evaluations for non-regular employee's results were used as a basis in order to become a regular employee while for regular employee's the results were used as a basis for giving bonuses and conducting job promotions. The performance evaluation also contains several specific categories to maintain orderliness and a static criterion for the evaluation.
Employees--Rating.
Personnel management.
658.312 / L86 2018