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SELAMAT TAHUN BARU CINA 2012

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'Farewell Dinner' khas untuk Dato' Anthony Firdauz Bujang

Barisan Ahli Jawatankuasa NUNW (Cawangan NSTP) dan  NUNW(Pusat) mengabadikan kenangan bersama mantan CEO NSTP, Dato' Anthony Firdauz Bujang selepas majlis makan malam khas tanda penghargaan diatas jasa-jasa beliau menerajui transformasi syarikat.

Kejutan untuk Dato' apabila wakil KKPA Pusat ,En.Chandrasekaran menyampaikan hadiah istimewa...jersey `keramat' pasukan Liverpool...`You'll never walk alone' Dato'!

Pengerusi KKPA Cawangan NSTP, En.Zulfakar mewakili ahli-ahli kesatuan NSTP menyampaikan cenderahati  kepada Dato' Anthony...Terima Kasih Dato'..jasamu dikenang!

AJK KKPA mewakili BBSA dari kiri: En.Ahmad Mahmood,En.Ahmad Nizam,En.Raymond Pareira dan En.Ahmad Dollah bersama mantan CEO NSTP...kalau rindu nak pekena sup tulang datang la ke BBSA Dato'!..

En.Amran mewakili Balai Berita Agil turut mengabadikan kenangan terindah bersama CEO ...bukan senang nak dapat peluang macam ni..!

En.Nazri Halid dan Pn.Vasagee tekun mendengar pesanan dan amanat dari Dato' Anthony...

Bendahari KKPA-cawangan NSTP , En.Rameshdev dgn gaya istimewa `thumbs up' untuk Dato'...kami di kesatuan mengucapkan selamat maju jaya dalam apa jua bidang yang bakal Dato' ceburi.

Cik Azura dan Pn.Vasagee disamping Dato' dan Datin...sekali lagi terima kasih  diatas kesudian meluangkan masa bersama kami Dato'!

KPI - IS IT MERE SLOGANEERING OR FOLLOW THE HERD SYNDROME

Some newspaper managements have lately joined the KPI via performance appraisals bandwagon merely because it is fashionable to do so. Their rush to jump on this bandwagon has resulted in many employees feeling disgruntled and demoralized. This is caused as many of the implementers of performance appraisals do not really understand the science behind key performance indicators and performance appraisals. 

Many an appraisor treats  performance appraisals as a punitive tool to knockdown an employee or deny him certain benefits for various reasons. KPI and performance appraissals are meant to evaluate employees and help them become more valuable to the company. Thus, the appraisor must be well trained, understand the objectives clearly and most importantly be unbiased in assessing employees. The implementers must also establish clear mechanisms to identify appraisals that smell of outright biasness and correct it.

Performance appraissals become important tools for promotion and merit increment assesments. However,  it should not be used to discipline employees or deny them profit sharing e.g.  ex-gratias or bonuses. For disciplinary cases it is essential that normal disciplinary procedures should be used to correct employees.

Newspaper managements must engage in more discussions with their union on this issue to maximise the effectiveness of KPI and performance appraissals for company.