The problem of ambiguous performance evaluation system at KRT VN Company

Abstract

This thesis addresses the challenges faced by KRT VN, a prominent company in the TIC (Testing, Inspection, and Certification) industry, regarding its ambiguous performance evaluation system. The company has been grappling with a high turnover rate, prompting a thorough examination of the underlying causes. Extensive evaluation revealed three primary factors contributing to the problem: poor communication, lack of objectivity in performance evaluations, and the absence of performance evaluation guidelines and documentation. Among these causes, the lack of performance evaluation guidelines and documentation emerged as the central issue. To address this challenge, it is recommended that KRT VN strategically utilize its HR resources to develop comprehensive performance evaluation guidelines and documentation. By establishing clear guidelines, the company can effectively communicate performance expectations, ensuring alignment with organizational goals. Moreover, well-defined evaluation criteria and metrics will enhance objectivity in assessing employee performance, minimizing biases and disparities across teams or departments. The accompanying thesis provides a detailed action plan outlining the necessary steps for successful implementation, including milestones, responsible parties, and estimated timelines. To foster a culture of transparency and accountability, regular training sessions should be conducted to educate managers and employees on the new guidelines. By implementing these measures, KRT VN aims to create a more equitable and productive work environment, leading to improved employee engagement, job satisfaction, and overall performance. With the support of HR resources and diligent execution of the action plan, KRT VN is poised to overcome the challenges posed by its current performance evaluation system and achieve sustainable growth in the future.