Job Description Derivation
Essay Preview: Job Description Derivation
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WORK PLAN TEMPLATE
GROUP ASSESSMENT REPORT
WORK PLAN TEMPLATE
GROUP ASSESSMENT REPORT
TEAM MEMBERS
SIDHART DEV SHARMA
SESALINA
MOSESE
EVELYN
JIMAIMA TAOA (Absent)
VINAINA NAINIMA (TL)
MEETINGS CONDUCTED
During the three week period of the assessment the group had conducted 4 meeting 3 of which were face to face and 1 conducted online via Facebook.
The first meeting conducted on 23rd March at Statham campus at 4pm with duration of 20minutes to discuss the roles of the group members. The meeting was chaired by Sidhart Sharma observing agendas such as, roles of group members, tasks deadlines and activities. Although there was a high absenteeism due to members such as Mosese, Sesalina, Jimaima Taoa being absent without disclosing the reasons.
The second meeting was conducted via Facebook for members who were absent this was done on 26th March at 7pm for the duration of 1 hour. Discussion was based on repeating the agendas of the previous meeting. In this meeting
Sesalina was delegated to collect information from Fiji Broadcasting Corporation. The information was said to be analyzed on the meeting agreed upon the date 6th April, 12pm at Statham campus
The Third Assessment, was conducted on 6th April, 12pm at Statham Campus for the duration of 30 minutes. Where the group analyzed the work plan given from FBC, the uses of work plan and evaluation technics. This meeting was chaired by Sesalina and recorded Jimaima Taoa as absent. The group had on several occasions failed to establish any contact with her whatsoever.
The final meeting was conducted on the 16th of April at 1pm at Statham campus which lasted 20 minutes in which the members cross checked the final slide which was developed by Sidhart and Sesalina this slides where fairly distributed to all members targeting their strengths and weakness in the area.
OVERVIEW
1. Overview of fiji broadcasting corporation
2. Performance appraisal system
3. Key result areas and key performance indicators
4. Origin process- key result areas
5. Kra system break down
6. Kra based performance appraisal
7. Work plan (kra) template
8. Appraisal feedback and its utilization
FIJI BROADCASTING CORPORATION
The Fiji Broadcasting Corporation (FBC) is one of the two radio broadcasters in Fiji . It traces its history to 1935 when it first began operating under license from the Posts and Telegraphs Department with the call sign ZJV then FBC was referred to as Broadcasting Commission. At the end of 1952, the Legislative Council passed the Broadcasting Commission Bill. The commission members were appointed in June 1953. On July 1, 1954, the commission’s first programme was broadcast as part of the official opening ceremony.
In January 1998 the Fiji Broadcasting Commission was corporated under the government’s public sector reform programme and renamed Island Networks Corporation Limited. In June 1999, the new Government led to another change in name — this time to the Fiji Broadcasting Corporation Limited. Today it operates six radio stations; two in each of the major local languages (Fijian, Hindustani, and English) and its first free-to-air television FBC TV was launched on 25 November 2011.
The CEO of FBC is Riyaz Sayed-Khaiyum, a former Fiji Television journalist and the younger brother of Fijis attorney general, Aiyaz Sayed-Khaiyum.
Radio Fiji One and Radio Mirchi FM are classified public service broadcast stations, whereas the other four stations are licensed under commercial which means they are funded through advertisements. Further to this the FBC broadcasts one of the three local free to air television known as FBC TV.
The Fiji Broadcasting Corporation shares a wide strategic view for the media industry as one of their strategic plan is to develop and or broadcast quality products, such as movies, tv series and talk shows.
PERFORMANCE APPRAISAL SYSTEM
Performance appraisal system is an annual activity with quarterly reviews or strong monitory system which may operate on a consistent manner. It oversees a two way evaluation process of employee performance, where by employee is given fair opportunity to produce their views and recommendation in ways how to improve their performance.
Growth Mechanism- Identifies and eliminates skills gaps, where the employee may be under performing to lack of skills, this allows the employer or the direct supervisor to identify skills gap and to provide effective training which may develop the employee further this will help in the growth of the organization.
Decision Mechanism- Is an effective tool for decision making, whereby the employer or the managers can effectively decide