Staff & Performance Management: Alternatives for Attock Refinery Limited

Staff &
Performance
Management

Table of Contents
Analysis of the scenario and develop the alternatives..............................................................................3
Best alternatives available to the organization:........................................................................................3
Course of Action.....................................................................................................................................4
How organization can implement the suggestions...................................................................................5
References...................................................................................................................................................6

Analysis of the scenario and develop the alternatives
The given scenario is based on Attock refinery limited which started operations in 1922.
It produces 43,000 barrels of oil per day. The company is constantly upgrading which will help
them in sustaining in the competitive environment for longer duration. The existing scenario is
based on assessment of performance appraisal method that is being adopted by the company.
During the decade of 1990s, the company was based on behavioral based appraisal method
which was a mix of targets as well as competencies. Later the company shifted from paternalistic
culture to the performance driven culture. Due to the subjective nature of the existing PMS, the
company shifted towards another approach that was objective. In this, the performance reviewed
on the basis of assigned targets. However, the organization faced several challenges in respect of
the role of PAC, lack of training, growth opportunities and more. On the basis of the given
scenario, the company can adopt below mentioned alternative methods to make further
improvements:
360-Degree Feedback: It is a multidimensional performance method wherein the
performance of employees is reviewed by different people such as peers, customers, managers
and more. Through this, employees will get honest review regarding the performance.
Additionally, it will eliminate the biasness in the performance appraisal approach (Manjula,
2018).
Assessment center method: This method makes employees able to get clarity how their
behavior is being observed by others and its impact on their performance (Kiradoo and et. al.,
2021). In context of ARL, employees can consider the opinion of managers and peers to assess
their existing performance.
Psychological Appraisal: In context of the given scenario, ARL can also adopt
psychological appraisal to determine the hidden potential of the employees. Under this method,
future performance is analyzed rather than the past performance of the workforce (Alsuwaidi and
et. al., 2020).
Best alternatives available to the organization:
ARL has changes its performance management approach over the period of time.
Previously, it was subjective which modified by the company in terms of making necessary