2.

Performance appraisal
As we could know that Mr. wong strongly agree the company has regularly evaluate the
performance appraisal activities. Company Fujitsu Component Malaysia has evaluates an
employees current or post performance relative to his or he performance standards.
Company Fujitsu Component Malaysia will evaluates their employees performance appraisal
according to the setting work standards, assessing the employees actual performance relative
to those standards and providing feedback to the employee with the aim of motivating him or
her to eliminate performance deficiencies or to continue to perform above par.
In addition, Fujitsu Component Malaysia human resource department also agree their

company has formal procedures and evaluation forms for performance appraisal and
management practices. This is because company Fujitsu Component Malaysia has several
effective appraisal steps to evaluate. First, make sure you define the employees job and
performance criteria. It was to make sure that you and your subordinate agree on his or her duties
job standards and on the appraisal method you use. Second, comparing your subordinates actual
performance to the standard, and it usually involves some rating form. Finally, it was a feedback
session that manager and subordinates discuss his or he performance and progress.
Moreover, Mr. Wong also strongly agree company Fujitsu has tailor-made criteria for
performance appraisal. It was due to company Fujitsu use the method of graphic rating scale
method. It was a most popular performance appraisal technique. A scale is used to list a number
of traits and a range of performance for each, then the employee is rated by identifying the score
that best describe his or her performance level for each traits. For instance, the company Fujitsu
Human Resource Manager Mr. Wong Tee Jin may opt to assess generic job dimension such as
communication, team work, know-how and quantity ot evaluate the performance appraisal by
subordinates.

For the interview, Mr. Wong also agrees that company Fujitsu Component
Malaysia was implemented specific rules for reward by performance. Thus, the company
Fujitsu was using the paired comparison method. The company Fujitsu was reward their
subordinates by performance and helps make the ranking method more precise. Example,
human resource manager fujitsu wong tee jin paired comparison method to ranking
employees by making a chart of all possible pairs of the employees for each trait and
indicating which is the better employee of the pair.
2.4 Career Management
Through the interview, as we can know that Mr. Wong also strongly agree company has
regular promotion planning. Promotion traditionally refer to advancements to positions of
increased responsibility. For instance, company Fujitsu human resource manager has regular
promotion planning to provide an opportunities to reward exceptional performance as well as to
fill up positions with tested and loyal employees. In Fujitsu Component Malaysia, human
resource department have a formal promotion planning which employee will receive a formal
promotion policy describing the criteria by which the firm awards promotions.
Besides that, Mr. Wong also agree company Fujitsu Component Malaysia has provides
developmental opportunities for employees. For instance, the company Fujitsu human resource
manager has several things to provides developmental opportunities for employees such as
through orientation and training for subordinate who first begins his or her job in order to make
sure he or she get off to a good start. It can also provide mentoring assistance as well as keep
subordinates informed about how they can utilize the firms current career related benefits, and
encourage them to do so.
Furthermore, Mr. Wong also strongly agree company Fujitsu implemented periodic internal
employee position transfer . Example, ours company Fujitsu Component Malaysia may transfer a
worker to vacate a position where he or she is no longer needed and to fill one where he or she is
needed as well as more generally to find a better fit for the employee within the firm.

From the information as we collect in company Fujitsu, Mr. Wong has exactly agree the
company Fujitsu has regular channels for external transfer. By the way, the company Fujitsu

Component Malaysia has external transfer employee to given a chance for another
assignment or some personnel growth. Employee who external transfer may have several
reasons including personnel environment, more interesting job, greater convenience, location
of work or the job offering greater advancement possibilities.

2.5

Reward System
Without a tinge of doubt, Company Fujitsu has a reward system to employee in order to

boost their productivity. In the conversation with Mr. Wong, he was strongly agree that
company Fujitsu has a link specific pay for employee with performance. For instance, the
company Fujitsu Component Malaysia using the merit pay or a merit raise, it was a salary
increase the firm awards to an individual employee based on his or her individual performance.
Although the merit pay can apply to the incentive raises given to any employee in terms of
exempt or nonexempt, office or factory, management and non management, but it often used for
white-collar employees and particularly professional.
In the facts of matter, Mr. Wong also totally agree company Fujitsu link bonus with
monthly performance. They are short-term incentives of the factors influence ones bonus that is
eligibility. For instance, the company Fujitsu Component Malaysia based bonus eligibility on a
combination factor including job level, base salary and key jobs having a special impact on
profits. The percentage size of the bonus for employee usually greater than top-level executives.
Furthermore, Mr. Wong also strongly agree firm link pay for employees with company
profits. For instance, the employer of company Fujitsu Component Malaysia must to decide the
total amount of bonus money to make available which is fund size. Those fund size are no hardand-fast rules about the proportion of profits to pay out. In company Fujitsu Component
Malaysia, employee was reward bonus according how much percentage company profits was
earn.

Besides that, apart from the interview, we been know that Mr. Wong was totally agree the
company Fujitsu has a link bonus with different positions of employee in company. Most

company are using the short-term incentives of factor influence ones bonus which is
individual performance. Normally, the employer will sets a target bonus as well as maximum
bonus for each eligible position. For instance, the company of Fujitsu Component Malaysia
has previously decided which of one or more financial measures to use to measure each
employees performance, the firm computers preliminary total bonus estimates, and compares
the total amount of the money required with the bonus fund available.

Conclusion
In the nutshell, we can conclude that the appraising performance for company Fujitsu is
difficult and an essential supervisory skills. The supervisory or human resource manager
usually does the actual appraising and a supervisor will rates his or her employees to high or
to low is doing a disservice to them and to the company. Mr. Wong must therefore be familiar
with appraisal techniques, understand and avoid problems that can cripple appraisals, and
know how to conduct appraisal fairly.
Besides that, for the part of career management the employers Company Fujitsu
Component Sdn. Bhd are often preoccupied with getting the employees performance aligned

with the companys standards and needs. As we could know career management will
enabling employees to be better understand and develop their skills and interests and to use
these skills and interests most effectively within the company and after they leave the firm.
Last but not least, the reward system was using by the Company Fujitsu Component
sdn.bhd to motivate their employees. The Company Fujitsu has using the management
approach to emphasized improving work methods through observation and analysis as well
as using the incentive pay as a way to reward employees who produced over standard.