netrashetty
MP Guru
Silicon Image is an American semiconductor design company. The company manufactures a variety of integrated circuits commonly used in modern computers and consumer electronic devices, but is focused on storage, distribution and presentation of high-definition content in the consumer electronics, personal computing, and mobile device markets. The company was founded in 1995, and is traded on the NASDAQ market under the symbol SIMG. The company, which employs around 600 people, is headquartered in Sunnyvale, California.
Simplay Labs, LLC, a wholly-owned subsidiary of Silicon Image, offers testing tools, technologies, support services, consulting and product certification to electronics manufacturers to increase performance, interoperability and ensure quality.
The company's products include high-speed communications devices for use in DVI capable displays and PCs, HDMI set-top boxes, DVD players, AV receivers, displays, PCs and mobile devices; and SATA chipsets for internal and external hard disk drives.
Performance Measurement System at PTC—Strengths:
Though the management claims that their Performance Measures are congruent to strategies, reliable and acceptable but they emphasized that the main strengths of their systems are the validity and specificity.
Validity:
The performance measurement systems used at PTC are valid. As stated by the management, the core job areas extensively. They are not only aligned with the company’s strategic objectives but are also free from deficiency. Contamination is acceptable as a few things extra from the actual job requirements are expected.
Specificity:
The performance measure used at PTC has a very high specificity because it guides the employees as to where they lack and how can they improve.
Will to Work:
PTC considers a person, an enthusiast who works at his own with initiative and resultantly inculcates a sense of ownership in him, which is always considered a basic facet for an individual performance. Despite the expertise in his area of work, company does not expect optimum effectiveness from a person without his will to work. Willingness is an efficient/effective response of an individual towards his work, which could not be achieved without interest and initiative. Will to work is basically related to “attitudes” of an individual towards work and his relationship with peers, colleagues including seniors. Someone who removes faults of the machine at his own without waiting for instruction is considered to be an individual with positive attitude. The one who awaits call/order of his seniors or colleagues looking for excuses is considered an individual with not very good attitude and is not a willing worker.
o Using the Behaviors to Aid Assessment:
The reviewer uses the behaviors identified in the competences as a guide to measure the job holder’s actual behavior. The final grade given will be derived from the balanced view of the reviewer after taking into consideration whether the jobholder behaves more or less like the behaviors expressed in the competences. The assessment is based upon evidence of skills and behavior relevant to each competence and evaluation is made against an ‘ideal standard’. These are only indicators so if one feels that company does not take account of a specific behavior he has observed it is acceptable to grade accordingly as long as one is confident to justify it.
o Allocating the Grades:
Allocating grades to indicate the level of performance/competence of jobholders is probably one of the most important aspects of the review process. All reviewers have a duty to ensure that the grades allocated are as objective, accurate and fair. The areas in which, the worker requires most development and his will to work should be addressed first in the sheet, so that the grades should support this view.
The reviewer should have an idea of the grades he will award prior to the interview using the behaviors and the rating system to measure actual behavior against.
Sources of Performance Appraisal:
At PTC the primary sources of performance appraisal are the managers and secondary sources are employees themselves. Though the peers also give their opinion but it usually does not have any weightage unless a conflict arises between the manager and the employee.
Simplay Labs, LLC, a wholly-owned subsidiary of Silicon Image, offers testing tools, technologies, support services, consulting and product certification to electronics manufacturers to increase performance, interoperability and ensure quality.
The company's products include high-speed communications devices for use in DVI capable displays and PCs, HDMI set-top boxes, DVD players, AV receivers, displays, PCs and mobile devices; and SATA chipsets for internal and external hard disk drives.
Performance Measurement System at PTC—Strengths:
Though the management claims that their Performance Measures are congruent to strategies, reliable and acceptable but they emphasized that the main strengths of their systems are the validity and specificity.
Validity:
The performance measurement systems used at PTC are valid. As stated by the management, the core job areas extensively. They are not only aligned with the company’s strategic objectives but are also free from deficiency. Contamination is acceptable as a few things extra from the actual job requirements are expected.
Specificity:
The performance measure used at PTC has a very high specificity because it guides the employees as to where they lack and how can they improve.
Will to Work:
PTC considers a person, an enthusiast who works at his own with initiative and resultantly inculcates a sense of ownership in him, which is always considered a basic facet for an individual performance. Despite the expertise in his area of work, company does not expect optimum effectiveness from a person without his will to work. Willingness is an efficient/effective response of an individual towards his work, which could not be achieved without interest and initiative. Will to work is basically related to “attitudes” of an individual towards work and his relationship with peers, colleagues including seniors. Someone who removes faults of the machine at his own without waiting for instruction is considered to be an individual with positive attitude. The one who awaits call/order of his seniors or colleagues looking for excuses is considered an individual with not very good attitude and is not a willing worker.
o Using the Behaviors to Aid Assessment:
The reviewer uses the behaviors identified in the competences as a guide to measure the job holder’s actual behavior. The final grade given will be derived from the balanced view of the reviewer after taking into consideration whether the jobholder behaves more or less like the behaviors expressed in the competences. The assessment is based upon evidence of skills and behavior relevant to each competence and evaluation is made against an ‘ideal standard’. These are only indicators so if one feels that company does not take account of a specific behavior he has observed it is acceptable to grade accordingly as long as one is confident to justify it.
o Allocating the Grades:
Allocating grades to indicate the level of performance/competence of jobholders is probably one of the most important aspects of the review process. All reviewers have a duty to ensure that the grades allocated are as objective, accurate and fair. The areas in which, the worker requires most development and his will to work should be addressed first in the sheet, so that the grades should support this view.
The reviewer should have an idea of the grades he will award prior to the interview using the behaviors and the rating system to measure actual behavior against.
Sources of Performance Appraisal:
At PTC the primary sources of performance appraisal are the managers and secondary sources are employees themselves. Though the peers also give their opinion but it usually does not have any weightage unless a conflict arises between the manager and the employee.
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