Innovative Performance Appraisal System of the Electricity Generating Authority of Thailand
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Abstract
This research aims to study innovation of performance appraisal system for human resource management and evaluate the success in applying the performance appraisal system to the Electricity Generating Authority of Thailand (EGAT). This research is a qualitative research and information received from 10 key informants as follows: an Executive of the Electricity Generating Authority of Thailand or its representative, an Assistant Governor - Organizational Development, an Assistant Governor - Corporate Strategy, a representative from Human Resources and Organization Development Department, a representative from Personnel Development and Quality Department and 5 representatives from the EGAT by using Purposive Selection method and interview.
The results revealed that personnel management in the Performance Portfolio System was applied for organizational management. Based on the concept of the performance appraisal system, there are 5 steps as follows: 1) the operational planning process; Organizational goals are distributed into departments and individual levels respectively where employees and supervisors share a common action plan for working which operates through “Performance Portfolio System” 2) Performance monitoring process: The Performance Portfolio System is used to allow supervisors to monitor the performance of their subordinates and to prepare "One Page Performance Report" 3) Performance development process. There is a "Personal Competency Assessment System" for the group of potential employees developing themselves through creating useful works 4) Performance evaluation process operates through "Self-assessment system” by using the application for self-assessment from mobile phones or computers. 5) Rewarding process is used to link the performance of the personnel to the salary adjustment and promotion.
The success that the organization will receive as follows: 1) Personnel found that the Performance Portfolio system enhances systematic data collection. As a result, employees can assess, analyze their career paths, and recognize the skills needed for career development. 2) Executives are aware of human resource development focusing on the professional field of personnel, set clear goals to develop models and strategies for human resource development. It also encourages monitoring and evaluation of human resource development actions in each activity to recognize the level of success and use the information as a guideline to develop human resource development operations.
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