Introduction to Company:

Berger Paints is one of the oldest names in the paint industry, yet, it is one of the most
technologically advanced companies in the country. It is constantly striving for innovating
superior quality products and services. With more than 250 years of rich heritage, Berger
manufactures world class paints for all kinds of substrates and also provides unparalleled
services.

Berger Paints Pakistan Limited is not only a company with reputation but is a name to the
dynamic industry which has history and the pride to be the best at what it does. Berger Paints
Pakistan Limited often referred to as BPPL is considered to be the market leader in Pakistan
and has a wide array of products such as Regular Coatings, Industrial Paints, Marine Paints,
Outdoor Paints Protective, Color Bank, Textured Coatings, Heat Resistant Paints, Roofing
Compounds and Epoxies and Powder Coatings. BPPL gives a comprehensive and sustainable
painting solution and providing the best customer support. It connects consumers to technology
through specialized services. It has a strong distribution networking, Berger has reached almost
every corner of Pakistan. Whether it is World-class range or durability, BERGER is always
ready to answer to all weather conditions. It strives for the improvement of Quality of Work
Life (QWL) with competitive advantage.

Berger Paints Pakistan Limited is basically managed by its Finance, Supply Chain, IT, Budget,
Marketing & Sales departments. The manufacturing unit at Industrial State, Kot Lakhpat
Lahore is also the strategic advantage that it has because of their location. Berger’s corporate
strategy is to build larger market share through providing quality and speedy service. Its
primary focus is to strengthen its current position by provided value added customer service.
BPPL is committed to get highest consumer satisfaction. BPPL is committed to express itself
as an ethical and socially responsible company by producing environment friendly paints, in
an environment friendly production plants. BPPL is nothing without its valued customers. So,
to serve the best to the customers has been on top of all priorities. The actual information
provided in this report was collected from two different sources, namely primary and secondary
source. The information in the report was collected from primary sources like company’s
official website while secondary sources were published reports within the organization and
from the annual report.
Performance Evaluation System:

Performance evaluation is partly assessment-based and partly developmental. Performance

evaluation ensures that goals of an organization are being met in an effective and efficient
manner or not. Managing employee or system performance and aligning their objectives
facilitates the effective delivery of strategic and operational goals which as a result enhance
direct financial gains, improved management control and motivate workforce by improving
employee engagement and creating transparency in achievement of set goals. Berger follows
follwing types of performance evaluators.

 KPI (Key performance indicators)

 MBO (management by objectives)
 Behaviorally Anchored Ratings (BARS)
 Critical Incidents

KPI (Key performance indicators)

The rating scale has about 6 key performance indicators including similar points having
varied weightage and against which the employees are rated and evaluated in accordance
to their Job descriptions. Employee with the maximum compliance gets an increment as an
appraisal. The major heads have a form named performance appraisal form from which the
employees are evaluated.

Measurements Below Par Par Above Par

Manager’s
Standards
assessment
Leadership
Ethics/Integrity
Customer Interaction
Community Involvement
Contribution to Overall
Business
Manager’s
People assessment
Satisfaction

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 Performance
Teamwork
Training & Development
Employee Satisfaction
Auditors’
Control
standards
Audit
Legal
External
Customer Satisfaction company survey
Goal of 80%
Objective
Strategy Implementation
standards
Households
Cross-sell, splits, mergers
Retail asset balances
Market share
Objective
Financial
standards
Revenue
Expense
Margin

They observe the employee and give their written assessments. And tell at what aspect and
skill the employee lacks and where there is a room for improvement.

MBO (management by objectives)

Another form of evaluation system used by Berger is MBOs i.e. Management by
Objectives. It is that management system in which the objectives of an organization are
agreed upon so that management and employees understand a common way forward. The
organizational goals are initially set which are then demarcated into the departmental goals
and ultimately individual goals. The head give a certain time frame to achieve those goals
and by the end of that time, performance is reviewed, and feedback in turn of reward is

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 given if the goals are achieved. Here in Berger, this holds true for only the head of the
departments and has yet not being implemented on the lower level or the operational
managers.

Behaviorally Anchored Ratings (BARS)

Behaviorally Anchored Rating Scales is also one of the performance evaluation method
used in BPPL. The company tries to list the certain set of behavior that are expected of an
employee and aligns it with a scale. Unfortunately the example of a BARS scenario was
not available but the BARS designer of the company would follow the concept.

Critical Incident
Critical Incident method is slightly different from BARS where BARS state the certain set
of behaviors expected of an employee CI method provides with a likert-type scale.

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