Competency Level Assessment or well known as PTK is by virtue known as a vehicle to test the Malaysian civil servants’ level of competency towards their knowledge on governments administration. It is no doubt that this test is made compulsory for every civil servant to adhere. However this test is not valid if one wants to test their employee’s competency on the job simulation. But i believe the government have taken the appropriate steps to further enhanced their manpower capability in giving the best on delivery system.

I’ve a new article to review by Brian Strachan, on the bosses appraisal towards their subordinates that endeavors and potrays how your bos perceived about you, the cynical way that you should act to gain appraisal for future career advancement and etc.
Are Your Strengths Under Control?
by: Brian Strachan

I first learned of this particular concept of strengths and excesses in the context of annual performance appraisals. Periodic performance feedback, coupled with an annual performance appraisal, is an integral part of a well-run business. Honest appraisals which inform the employee of his or her development needs are critical to helping the employee improve. They also help the business improve because its employees are improving their performance. It’s a “win-win” proposition.

Unfortunately, not all appraisals are honest. The one for the outstanding employee is easy to conduct and is a pleasure. The one for the marginal employee can be difficult because the discussion can become argumentative and contentious. I have seen too many managers avoid the tough performance appraisal by simply deeming an employee’s performance to be satisfactory and avoiding any discussion of development needs.

This is unacceptable because it is unfair to the marginal employee. Sooner or later the true assessment will come to light and it will be a shock to the employee. Perhaps it will come in the form of a layoff notice. Perhaps it will come with a new manager Read more »