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Performance Appraisal System at Bsnl

Performance Appraisal System at Bsnl

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Published by: dnyaneshwarlpradhan on Dec 08, 2009
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11/19/2012

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PERFORMANCE APPRAISAL SYSTEM AT BSNLINTRODUCTION TO THE TOPIC
Human Resource (or personnel) management, in the sense of getting things done through people,is an essential part of every manager’s responsibility, but many organizations find itadvantageous to establish a specialist division to provide an expert service dedicated to ensuringthat the human resource function is performed efficiently.“People are our most valuable asset” is a cliché, which no member of any senior managementteam would disagree with. Yet, the reality for many organizations are that their people remainunder valued, under trained and under utilized.Performance Appraisal is the process of assessing the performance and progress of an employeeor a group of employees on a given job and his / their potential for future development. Itconsists of all formal procedures used in the working organizations to evaluate personalities,contributions and potentials of employees. 
PREFACE
Managing human resources in today’s dynamic environment is becoming more and morecomplex as well as important. Recognition of people as a valuable resource in the organizationhas led to increases trends in employee maintenance, job security, etcMy research project deals with “Performance Appraisal as carried out at Bhart Sanchar NigamLtd. (BSNLK)”. In this report, I have studied &evaluated the performance appraisal process as itis carried out in the company.The first section of my report deals with a detailed company profile. It includes the company’shistory: its activities and operations, organizational structure, etc. this section attempts to givedetailed information about the company and the nature of it’s functioning.
 
The second section deals with performance appraisal. In this section, I have given a brief conceptual explanation to performance appraisal. It contains the definition, process andsignificance of performance appraisal.In the third section of my report, I have conducted a research study to evaluate the process of  performance appraisal at Bharat Sanchar Nigam Ltd.; this section also contains my findings,conclusions, suggestions and feedback.The forth and final section of this report consists of extra information that I related to the maincontents of the report. These annexure include some graphs and diagrams relating to thecompany, graphs relating to the research study and important documents upon which the projectis based. 
RATIONALE OF THE STUDY
Performance Appraisal is the important aspect in the organization to evaluate the employees performance. It helps in understanding the employees work culture, involvement, andsatisfaction. It helps the organization in deciding employees promotion, transfer, incentives, payincrease. 
INTRODUCTION TO HUMAN RESOURCEMANAGEMENT
Human Resource (or personnel) management, in the sense of getting things done through people,is an essential part of every manager’s responsibility, but many organizations find itadvantageous to establish a specialist division to provide an expert service dedicated to ensuringthat the human resource function is performed efficiently.
 
“People are our most valuable asset” is a cliché, which no member of any senior managementteam would disagree with. Yet, the reality for many organizations are that their people remainunder valued, under trained and under utilized.The market place for talented, skilled people is competitive and expensive. Taking on new staff can be disruptive to existing employees. Also, it takes time to develop ‘cultural awareness’, product / process / organization knowledge and experience for new staff members.
FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
Following are the various functions of Human Resource Management that are essential for theeffective functioning of the organization:1.
 
Recruitment2.
 
Selection3.
 
Induction4.
 
Performance Appraisal5.
 
Training & Development
Recruitment
The process of recruitment begins after manpower requirements are determined in terms of quality through job analysis and quantity through forecasting and planning.
Selection
The selection is the process of ascertaining whether or not candidates possess the requisitequalifications, training and experience required.
Induction
a)
 
Induction is the technique by which a new employee is rehabilitated into thechanged surroundings and introduced to the practices, policies and purposes of theorganization.

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