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Performance Appraisal as a tool for work engagement

ABOUT THE TOPIC


It is a justification of individual employee Performance fulfillment of a promise Appraisal Official valuation
is a method by which the job performance of an employee is evaluated. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations.

Work engagement - people employ and express themselves physically, cognitively, emotionally and mentally during role performances. Performance appraisal Approach in ABRL: Formal approach Criteria: Based on traits and target achievement Method: (i) Graphic rating scale (ii) Critical incidence method

GAP IN RESEARCH
Generally the research would be on yearly/half yearly appraisal, but with Aditya Birla group we would be doing it on a monthly basis. ABRL conduct the performance appraisal for front end employees every month to appraise their performance.

LITERATURE REVIEW
Sabreen sultana (crescent school of business) found that the performance process in JOCIL limited(Andhra Pradesh) is stressful for both the managers and employee receiving the appraisal.

Ramya. R(periyar university) found that the performance appraisal has helped in increasing the profitability of SAIL which has clearly shown by their performance on BSE

Moulder (2001) states that performance appraisals are valued for defining expectations and measuring the extent to which expectations are met. She goes on to state that appraisals can make clear to employees where they are having success and where they need to improve performance. She indicates that appraisals are useful in setting goals and in fostering improved communications among work groups and between employees and supervisors. Vroom (1990) states that formal performance appraisal plans can be designed to meet the following key needs: (a) The organization; (b) The supervisor; and (c) The employee. He stresses the need for effective evaluation as it can effectively serve these critical areas.

Hawthorne studies/Experiment, the four part of the experiments illumination experiment(1924-1927), Relay experiment(1927-1929), Mass interviewing room experiment(1928-1930), Bank wiring observation experiment proved that the performance of employees has increased after provided the good working condition like social factors, psychological factor, welfare and special attention to the workers.

OBJECTIVE
1. To study the process of performance appraisal in a high esteem company like Aditya Birla Group. 2. To understand how the performance appraisal helps/benefits the employee as well as the employer.

3. To find out the satisfactory level of the employee.

NEED
1. The organization needs to find whether the employees are engaged due to performance appraisal because employees engagement is important than just satisfaction, only then quality of work can be appreciated. 2. This study would help in pointing out the flaw(s) in performance appraisal process in the company if any based on the satisfaction and the performance of an employee. 3. This study also helps in understanding whether the employee is being given adequate incentive to perform better and work towards the welfare of the company

SCOPE
Studies the appraisal system in the company This study extends only to part of Aditya Birla Group (Chennai) Helps new joinee in understanding how the performance evaluation flow works in the company.

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