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Chapter 1Performance AppraisalDefinition and concept
According to Flippo, a prominent personality in the field of Human resources, “performanceappraisal is the systematic, periodic and an impartial rating of an employee’s excellence in thematters pertaining to his present job and his potential for a better job." Performance appraisal is asystematic way of reviewing and assessing the performance of employees during a given periodof time and planning for his future.Performance Appraisal is an objective system to judge the ability of an individual employee to perform his tasks. A good performance appraisal system should focus on the individual and hisdevelopment, besides helping him to achieve the desired performance. This means that while theresults are important the organization should also examine and prepare its human capital toachieve this result. This holds true even for new inductees. There is a strong linkage betweeninduction, training and appraisal. In a large number of firms worldwide, a new recruit is expectedto discuss his schedule of work in achieving his induction objectiveIt is a powerful tool to calibrate, refine and reward the performance of the employee. It helps toanalyze his achievements and evaluate his contribution towards the achievements of the overallorganizational goals.Performance appraisal: An opportunity for an organizational culture shift
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Performance appraisal process focuses on the goal setting approach throughout theorganization.
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Performance appraisal helps the clarity and understanding of the roles and responsibilitiesof the employees.
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The performance appraisal processes have the potential positive effects on recruitment
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It increases organizational effectiveness i.e. what to do and how to do through a formaland structured approach.
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Some evidence of the beneficial effects of team rewardsTherefore, performance appraisal is also an important link in the process of change inorganization culture.
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Chapter 2OBJECTIVES OFPerformance appraisal:
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To review the performance of the employees over a given period of time.
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To judge the gap between the actual and the desired performance.
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To help the management in exercising organizational control.
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Helps to strengthen the relationship and communication between superior – subordinatesand management – employees.
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To diagnose the strengths and weaknesses of the individuals so as to identify the trainingand development needs of the future.
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To provide feedback to the employees regarding their past performance.
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Provide information to assist in the other personal decisions in the organization.
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Provide clarity of the expectations and responsibilities of the functions to be performed by the employees.
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To judge the effectiveness of the other human resource functions of the organization suchas recruitment, selection, training and development.
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To reduce the grievances of the employees.Almost all organizations practice performance appraisal in one form or another to achieve certainobjectives. These objectives may vary from organization to organization or even within the sameorganization from time to time. It has been found that there are two primary objectives behindthe use of this methodology. One is to use it as an evaluation system and second,The aim of the evaluation system is to identify the performance gap. This means that it helpsdetermine the gap between the actual performance of the employee and that required or desired by the organization.The aim of the feedback system is to inform the employee about the quality of his work or  performance. This is an interactive process by which the employee can also speak about his problems to his superior.An effective performance appraisal system should emphasis individual objectives, organizationalobjectives and also mutual objectives. From the viewpoint of individual objective the performance appraisal should talk abouta) What task the individual is expected to do? b) How well the individual has done the task?
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c) How can his performance be further improved?d) His reward for doing well.From the organizational view point a performance appraisal should generate manpower information, improve efficiency and effectiveness serve as a mechanism of control and provide arational compensation structure. In short the appraisal system establishes and upholds the principle of accountability in the absence of which organization failure is the only possibleoutcome.Finally, talking about mutual goals, the emphasis is on growth and development, harmony,effectiveness and profitability.
Chapter 3Pu rpos e Of Performance Appraisal
Performance Appraisal is being practiced in 90% of the organizations worldwide. Self-appraisal and potential appraisal also form a part of the performance appraisal processes.Typically, Performance Appraisal is aimed at:To review the performance of the employees over a given period of time.To judge the gap between the actual and the desired performance.To help the management in exercising organizational control.To diagnose the training and development needs of the future.Provide information to assist in the HR decisions like promotions, transfers etc.Provide clarity of the expectations and responsibilities of the functions to be performed bythe employees.To judge the effectiveness of the other human resource functions of the organization suchas recruitment, selection, training and development.To reduce the grievances of the employees.Helps to strengthen the relationship and communication between superior – subordinatesand management – employees.
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yash mittal

thanks a lot for the project.... keep up the good work... all the best....!!!!!!

reply12 / 01 / 2009
naga1985

informative.. thanks re

reply10 / 31 / 2009
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