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Performance appraisal system of Airfreight 2100, Inc / by Anne Ginelle A. Mecua.

By:

Mecua, Anne Ginelle A [author]

Contributor(s):

Abogadie, Lina C [adviser]

Material type: Text

TextLanguage: English Publication details: Indang, Cavite : Cavite State University- Main Campus 2014.Description: xii, 36 pages : illustration ; 28 cmContent type:

text

Media type:

unmediated

Carrier type:

volume

Subject(s):

DDC classification:

153.8 M46 2014

Online resources:

Click here to view thesis abstract and table of contents

Production credits:

College of Economics, Management and Development Studies

Abstract: MECUA, ANNE GINELLE A. Performance Appraisal System of Airfreight 2100, Inc. A Case Study. Bachelor of Science in Business Management major in Business Economics. Cavite State University, Indang, Cavite. Adviser: Prof. Una C. Abogadie. A case study was conducted in Airfreight 2100, Inc. to analyze the performance appraisal of the company. Specifically, it aimed to describe the organization and management of the Airfreight 2100, Inc.; describe the employee's performance evaluation process of Airfreight 2100, Inc.; analyze the performance appraisal system of Airfreight 2100, Inc. using SWOT analysis; identify the problems encountered by Airfreight 2100, Inc. in appraising employees; and recommend possible solutions to the problems encountered by the management. The study was conducted to provide valuable insights on the performance appraisal system of Airfreight 2100, Inc. The study covered the period 2009 — 2014. However, the details of the benefits received by the employees after the evaluation were not provided by the management. The performance appraisal system used was a process where the appraise rates him/herself and describes his/her achievements in quantifiable terms. After the self-appraisal, the final ratings were provided by the appraiser. The entire process of review seeks an active participation of both the employee and the appraiser for analyzing the causes of loopholes in the performance and how it could be overcome. The results were forwarded to the Human Resource Department to determine the trainings and seminars needed by the employee or for the recognition and rewarding of performance. The performance appraisal system adopted by the company was to serve as basis for recognizing excellent performance and to provide the necessary intervention to achieve better performance of the employees. This can also provide basis for career development, succession planning, bonuses, and merit increase. This appraisal system was practiced in making personnel department decisions such as promotion and training needs

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Holdings ( 1 )
Title notes ( 5 )

Holdings
Item type	Current library	Collection	Call number	Materials specified	URL	Status	Notes	Date due	Barcode
Theses / Manuscripts	Ladislao N. Diwa Memorial Library Theses Section	Non-fiction	153.8 M46 2014 (Browse shelf(Opens below))		Link to resource	Room use only	CS-483		00009174

Case Study ( BS Business Management -- Business Economics ) Cavite State University

Includes bibliographical references.

College of Economics, Management and Development Studies

MECUA, ANNE GINELLE A. Performance Appraisal System of Airfreight 2100, Inc. A Case Study. Bachelor of Science in Business Management major in Business Economics. Cavite State University, Indang, Cavite. Adviser: Prof. Una C. Abogadie.
A case study was conducted in Airfreight 2100, Inc. to analyze the performance appraisal of the company. Specifically, it aimed to describe the organization and management of the Airfreight 2100, Inc.; describe the employee's performance evaluation process of Airfreight 2100, Inc.; analyze the performance appraisal system of Airfreight 2100, Inc. using SWOT analysis; identify the problems encountered by Airfreight 2100, Inc. in appraising employees; and recommend possible solutions to the problems encountered by the management. The study was conducted to provide valuable insights on the performance appraisal system of Airfreight 2100, Inc. The study covered the period 2009 — 2014. However, the details of the benefits received by the employees after the evaluation were not provided by the management. The performance appraisal system used was a process where the appraise rates him/herself and describes his/her achievements in quantifiable terms. After the self-appraisal, the final ratings were provided by the appraiser. The entire process of review seeks an active participation of both the employee and the appraiser for analyzing the causes of loopholes in the performance and how it could be overcome. The results were forwarded to the Human Resource Department to determine the trainings and seminars needed by the employee or for the recognition and rewarding of performance. The performance appraisal system adopted by the company was to serve as basis for recognizing excellent performance and to provide the necessary intervention to achieve better performance of the employees. This can also provide basis for career development, succession planning, bonuses, and merit increase. This appraisal system was practiced in making personnel department decisions such as promotion and training needs

Submitted to the University Library 01/22/2015 CS-483