QatarFoundation-Appraisal & Performance ManagementAbstractPerformance appraisal is a diverse and beneficial activitythat oversees the improvement of the skills and productivity of employees. Qatar Foundation has been a pioneer in bringing out the human potential throughresearch and innovations that are aimedat making Qatar a world leader in development. The performance and growth ofQatar Foundation have mainly beeninclined the continued management of the workers through appraisal andrecognition.
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Being a HR role, performancemanagement and appraisal has been a vital growth platform that has helped QatarFoundation reach its today’s goals. There has been a controversy over how QatarFoundation manages to achieve such performance bearing in mind that it is anon-profit organization. The foundation was formed as a growth platform througheducation that will help boost Qatar’s image in the global innovations and stability. The government has been a key player and supporter of the Qatar Foundation thusmaking the foundation strong and influential in the country. One of the keypillars of the Qatar Foundation is its dedication to research and educationwhich has been the backbone of Qatar’s growth to the big economy it is today.
Theheart of this performance is the general goals that drive every worker towards achievinghis or her targets enshrined in the organization’smission. At Qatar Foundation, performance management and appraisal are undertaken by the HR team that has over theyears been the backbone of the foundation. The Qatar Foundation is always guidedby the pay-per-performance that ensures acontinued skills assessment and appreciation. The key goal of the appraisal is to boost worker morale and alsoencourage productivity. IntroductionQatar Foundation as a non-profit organization has beena vital platform for Qatar’s education, Science, and culture development. The foundationhas been effective in elevating the country’s innovations through research and Sciencethat makes Qatar a major player in the development agenda in the Gulf region.
In the present scenario, theorganization has shifted their focus from performance appraisals to performancemanagement as a result of internationalization of human resources andglobalization of business (Ally & Prieto-Blázquez, 2014). The functions ofHRM have become far more complicated as today the major focus of strategic HRMpractices is on the management of talent. When used correctly, performancemanagement is a systematic analysis and measurement of worker performanceincluding communication of that assessment to the individual that we use toimprove performance over time.
Performance appraisal, on the other hand, is the ongoing process of evaluating employeeperformance. At Qatar Foundation, the strategic appraisal and performance managementhas shown effectiveness mainly in skill improvement (Yadav & Dabhade, 2013). The growth of the foundation has been hinged on the profound skill developmentand performance assessment. Appraisal at Qatar Foundation is an annual eventthat looks to identify and acknowledge the productive employees. Appraisal comes in many forms depending on the nature ofthe organization and the intended objectives. The key to employee relations is appreciation and acknowledgment of their productivity. Through this, the performancekept in check and also drives for better delivery of tasks.
One of the majordrivers of productivity at Qatar Foundation is the culture of appraisal that booststhe worker’s performance as well asdedication to their tasks. Appraisal and strategic performance management leadsto a high employee turnover and thus the growth of an organization (Tsinakos& Ally, 2013). Qatar Foundation has adopted this strategy where the HR teamconducts a regular performance assessment and appraisal. The growth of theorganization has been hinged on its overall management the workforce. The HRteam and the management conduct a regular performance assessment that is coupledwith an appraisal. Qatar Foundation has been in a continued growth and this hasbeen due to the focus on the worker’s performance. The organization is dedicated to a continued improvement of the worker performancethrough skill development and appraisal. Literature ReviewPerformance managementand appraisal at Qatar Foundation is guided by the mission and strategic goalsof the foundation.
One of the prime goals of appraisal is to identify and rewardtalents thus push the performance higher. The management at Qatar Foundation isoften involved in talent identification mainly in research and education thus furtheringthe growth of the foundation (Ally & Prieto-Blázquez, 2014). The performancemanagement often involves a lengthy process of identify the competencies of eachworker and thus invest in adding value tothe identified talents. The growth of the foundation has mainly been throughthe talent identification and improvement through training and appraisal.
QatarFoundation has in the recent past beenranked as one of the fastest growing foundations globally due to its investmentin talent identification and improvement (Yadav & Dabhade, 2013). The staffinput is of great value to Qatar Foundation and thus is given priority in the performancemanagement tasks. Performance is the heartbeatof Qatar Foundation in its ambitions to make a changein Qatar’s growth in all fields. Most of the staff at Qatar Foundation have associatedappraisal to the improved performance. An appraisalis mainly done through identifying and rewarding the most productive workers (Posthumaet al., 2013). The process mainly takes many forms depending on the level of experienceand the duration of the organization.
Performancemanagement is also a major opportunity for the HR to identify and come up with solutionsto the obstacles that the workers face. The growth of an organization in the overallresearch field and education has been due to its investment in talentdevelopment mainly through training. The management engages in the assessmentof the worker’s performance and coming upwith strategies to add to the identifiedtalents (Aggarwal & Thakur, 2013).
Performance management at QatarFoundation also improves identifying the key challenges that hinder the workersfrom achieving their targets. The progressive performance and the talent recognitionhas been a vital growth point for Qatar Foundation. The foundation has beenable to make progress in the value added to the staff competencies through appraisal. QatarFoundation’s HR team has also invested in evaluating the worker’s effectiveness based on the level of experienceand talents (Tsinakos & Ally, 2013).
Through the assessment, the HR is ableto come up with task allocation strategy. Performance is also managed based onthe demand for every task and the worker’s abilities to handle the task. Performanceappraisal at Qatar Foundation helps keep the worker on track as they realize thatthey are being watched and assessed.
Further, the HR has invested in addressingthe issue of stagnant performance through evaluating the staff output (Yadav& Dabhade, 2013). Weakness realized among the workers is addressed throughvarious means. The role of appraisal at Qatar Foundation is not aimed at identifyingthe best performance but also a method tonotice the obstacles that hinder effective performance. Through the method, thepoorly performing workers are identified and changes recommended to the obstaclesthey face. Qatar Foundation has been able to build a strong performance managementand appraisal system that links with the HR and the workers (Ally -Blázquez, 2014). The management through the HR team has been able to identifyways through which the effectiveness of each worker can be improved. Qatar Foundation pays more attention to the valueadded to a student’s competence and abilities. Through its agendas to boosteducation and research in the country, Qatar Foundation has gained ampleexperience in interacting with many institutions.
The staff development and competenciesat Qatar Foundation is a major priority that occurs through performancemanagement (Posthuma et al., 2013). Qatar Foundation’s performance managementis a strategic process that ensures that the skills of each staff member are well evaluated and put to use. The HR teamensures that the effectiveness of each worker is brought out in the delivery oftasks. The Qatar Foundation has also laid out strategic plans to ensure itboots worker performance through talent development. The performance managementat Qatar Foundation is also done in regard to the goals of the foundation and the staff abilities. Theperformance management method is lengthyand is driven by the organization’s policyof continuous improvement. The workersare also made to understand their rolesand the expectations from the management.
This keeps them focused on theirroles as well as the mission accomplishment as aligned with the Qatar Foundation’s strategic goals (Aggarwal & Thakur, 2013). Qatar Foundation has not only worked on skill improvement but also waysto work on the obstacles that hinder good performance. Performance factor atQatar Foundation is of great importance and it is best brought to light through the performance and appraisal systemadopted by the organization. The management maintains a steady assessment and evaluationof each of the workers performs alongsidetheir skills or level of competency. This enables the HR team to realize areas or departments where the fullpoetical of a worker is not fully put to use and thus focus on such areas (Yadav& Dabhade, 2013).
The process has been a steady skill-developer that todaymakes Qatar Foundation a force to reckon with the area of education and talentdevelopment in the country. RecommendationsThe topic of performance management and appraisal isa diverse one that offers many perspectives in assessing the productivity in anorganization. The report makes an assessment ofthe Qatar Foundation and its approach to appraisal and performance management. To better assess the appropriateness of the topic the following recommendationshave been listed;· The value of appraisal inan organization should be goal-based and show the significance to both thestaff and the organization at large.
· The topic ought to applytheoretical approach and deduce from the literature on the value and implicationsof appraisal to Qatar Foundation· The discussion shouldassess whether the performance management and appraisal system at QatarFoundation boosts worker morale and dedication to work ConclusionQatar stands as one of the pillars of the gulf developmentin economics, literacy, and politics. The country has invested in research and educationthat has gone far in making it a hub of innovations. One of the leading forcesin this endeavor has been the Qatar Foundation through its Science and researchprogrammes. The Qatar Foundation has had its share of success that has beenattributed to its performance assessment and management among its staff. Throughappraisal and performance management, the Qatar Foundation has been able to identifyobstacles that prevent it from even making more progress. The appraisal systemhas both been a way of rewarding the best performers and also a way of linkingmore with the staff. The HR team at Qatar Foundation contributes greatly totalent recognition as well as improves the competencies of the workers.
Througheffective management of the talents at Qatar Foundation, the foundation has beenable to make remarkable progress. One of the greatest contributions by QatarFoundation in the country is in the field of research and education. Thefoundation has been a key pillar of the government’s progressive agenda ofmaking Qatar a hub of innovation and research. Performance appraisal adopted atQatar Foundation has been effective mainly adding value to the existingtalents. Students who are privileged to benefit from the Qatar Foundation haveproofed more effective in transforming the field of research and Science.
Agood performance management and appraisal system ought to look at both the strengthsand weaknesses of a worker. In the Qatar Foundation’s performance managementaffairs, the HR team focuses on what can be done to change the weaknesses intostrength for the staff. Through this, the organization has progressively changedand added value to the performance of its staff and thus its observed progress. References Aggarwal, A., & Thakur, G. S.
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