MTC Vodafone

Paper Summary:

This paper explains that, in the current MTC Vodafone system, performance appraisals are carried out twice a year, based on the competency listings from the company's competency catalogue and on preset targets given to each employee. The author points out that the advantages of using the 360-degree performance appraisal system is that it provides the worker being reviewed with information regarding how his or her peers and managers perceive or evaluate the work of the individual. The paper relates that the study will be conducted as a combination of primary and secondary data, using both surveys and interviews of employees.

Table of Contents
Introduction
Review of the 360-degree Performance Appraisal System
Synopsis of MTC Vodafone Current Appraisal System
Methodology
Conclusion

From the Paper:

"Motivating and nurturing a talented workforce can be a competitive benefit for any organization-the human capital is the most critical for the success of the organization. Of all the assets that the organization possesses, the human element can provide the most variability and therefore require the greatest attention. The journal article "Maslow revisited: building the employee commitment pyramid" evaluates motivation from the perspective of the employee/employer dynamic and not just the individual's relation to the environment. Many of these factors of motivations change over the period of employment. An environment, which is responsive to the needs of the employees can also provide a more stable and trust worthy workplace for an employee. The task of finding, hiring, and keeping employees who show pride in their work and loyalty toward the company is becoming very difficult."

More papers on MTC Vodafone:

• Comparison Essay # 149529 : "O2 and Vodafone: A Comparison"
• Research Paper # 60797 : "360-Degree Performance Appraisals"
• Case Study # 91589 : "Job Design"

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