| Author | Le Thi Luong |
| Note | A project submitted in partial fulfillment of the requirement for the
degree of Master of Business Administration (Executive) in
International Business – Management of Technology (VN), School of Management |
| Publisher | Asian Institute of Technology |
| Abstract | Nowadays, organization realizes that individual performance appraisal system is a very
important tool to measure employee performance level, put them on the track to increased
productivity and keep them there. As such, company performance is improved. An effective
performance appraisal gives management the tools to measure individual performance
throughout the organization and identify top performers for further development and establish
a pay-for-performance compensation plan. Unfortunately, not all organizations can establish
such an effective system and implement it appropriately. There are a lot of pitfalls and errors
that undermine the purposes of performance appraisal system.
Appraising employee performance institutes one issue at VIDC. The company’s individual
performance appraisal system is not a powerful and effective tool to be used for today and
coming year when VIDC expands its business plan.
This research is conducted to identify why the system is not effective, how is implemented,
what are the advantages and disadvantage. Finally, several specific solutions are recommended
to improve the system and its application at VIDC. |
| Year | 2015 |
| Type | Project |
| School | School of Management (SOM) |
| Department | Other Field of Studies (No Department) |
| Chairperson(s) | Swierczek, Fredric William;Igel, Barbara |
| Examination Committee(s) | Sununta Siengthai;Tritos Laosirihongthong |