Job satisfaction and performance management of SMEC Ltd.

INTRODUCTION - Human resource is considered to be the most valuable asset in any organization. It is the sum total of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the employed persons who comprise executives, superiors and the employees. Human resource should be utilized to the maximum possible extent, to achieve individual and organizational goals. Employees performance plays an important role in attaining goals. However employee performance is influenced by motivation and job satisfaction. Employee satisfaction or job satisfaction plays an important role in deciding the organizations strength, which forms the real strengths for any organization. Labor turn over is an important term in this context, which means the rate at which the employees leave the organization. A high rate of labor turnover means number of dissatisfied employees. Therefore, retaining the employees in the organization, study of job satisfaction levels among the employees becomes important. Employee retention and employee satisfaction have always been important issues for managers. High levels of absenteeism and turnover can affect the organization. Satisfied employees tend to be more productive, creative and committed to their employers. Organizations that can create work environments that attract, motivate and retain competent individuals will be better positioned to succeed in a competitive environment that demands quality and cost-efficiency. An accepted method to know the job satisfaction level is to conduct a survey among the employees, finding about their perception towards their job. SCOPE OF THE STUDY -The scope of the study is extended only to the employees working in the SMEC Ltd. Dhaka office. It does not cover employees working in other divisions of SMEC in other cities. In this connection I would like to mention that only job satisfaction and performance appraisal procedure of HRM will be focused. OBJECTIVES OF THE STUDY The specific objectives of the study are: To analyze the job satisfaction among the employees. To analyze the performance appraisal procedure in SMEC Ltd. To analyze the opinion of the employees about the performance appraisal procedure. To analyze the reasons of employee turnover of SMEC Ltd.

To fulfill the objectives of this research, the study will be undertaken to analyze the job satisfaction among the employees followed at SMEC Ltd. METHODOLOGY- Primary as well as Secondary data will be used to collect information on the area for the study. a) Primary Data- Questionnaires will be personally administered to the employees of SMEC. There are many factors which influence the performance of the employees such as:

Job Security Interest (from intrinsic aspects of jobs)

Opportunity of advancement Appreciation (from supervision) Company and management Intrinsic aspect of job (excluding ease) Wages Supervision Social aspects of job Working conditions (excluding hours) Communication Working hours (from working conditions) Ease (from intrinsic aspects of jobs) Benefits

Secondary Data- Secondary data can be classified as two types. They are as follows: 1)Internal Data-Internal data will be collected from the manuals and records of the organization. 2)External data- External data will be collected through: the company website, books on human resource management and journals.

Sampling Design- Sample of 50 employees will be taken as sample respondents for the purpose of the study. Tools and techniques for collection of data- Primary data will be collected through the means of questionnaire and the questionnaire will be administered to the respondents of the company. CONCLUSION The whole essence of the management activities of an organization culminates in the system of performance appraisal adopted in that organization. This, in turn, reflects the extent of the individual contributions and commitment of the employees in different hierarchical levels toward the achievement of organizational objectives/goals. It goes without saying that an effective performance appraisal system can lead an organization to take strides towards success and growth by leaps and bounds. Conversely, an ineffective performance appraisal system can seal the fate of an organization by creating chaos and confusion from top to bottom in the administrative hierarchy. As a consequence the chances of success and growth of that organization are doomed. The significance of performance appraisal, being a major and pivotal HR activity, can hardly be overemphasized for the growth, development and success of any organization. Unfortunately, in most of the public sector organizations, this fundamental activity is not given due importance. The ultimate corollary of this scenario appears in the shape of slow progress and lower productivity of the employees and of the organizations as a whole.