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HRM Project Report

HRM Project Report

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Published by: pdproj on Apr 27, 2011
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Performance Appraisal System at Dabur India Limited
Project Report: Human ResourcesManagement
Project Title: Performance Appraisal System at Dabur IndiaLimited 
1 |PageSubmitted by:Ankita Bhargava 09HR-005Ankur Arora 09HR-006Megha Latawa 09HR-011Dr. Nisheeth Kumar 09HR-014Shubham Kapoor 09HR-023Mallika Kulkarni 09HR-032
 
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Performance Appraisal System at Dabur India Limited
Contents
Contents ............................................................................................................. 2Introduction ........................................................................................................ 3 The Appraisal Process ......................................................................................... 4Performance Management ................................................................................. 5Who Evaluates Performance? ............................................................................. 6Dabur India Limited: Organizational Profile ........................................................ 7Performance Appraisal System in Dabur India Limited .......................................7Outcome of Performance Appraisal.................................................................... 8Duration of Appraisal System ............................................................................. 9Feedback ............................................................................................................ 9Response ............................................................................................................ 9Sample of the study .......................................................................................... 10Methodology of the project ............................................................................... 10 The Questionnaire ......................................................................................... 10Response to Questionnaire ............................................................................ 10Data entry and analysis ................................................................................. 11Limitations ..................................................................................................... 11Research Findings ............................................................................................ 111. Promotions .................................................................................................... 11Aligning goal..................................................................................................... 13Career Progress ................................................................................................ 13Feedback .......................................................................................................... 15Promotion Policy and Performance Appraisal System .......................................16Conclusion ........................................................................................................ 16Suggestions ...................................................................................................... 17Open Appraisal System ..................................................................................... 18Annexure .......................................................................................................... 19Questionnaire ................................................................................................... 19Bibliography ...................................................................................................... 202 |Page
 
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Performance Appraisal System at Dabur India Limited
Introduction
Performance appraisal may be defined as a structured formal interactionbetween a subordinate and supervisor, that usually takes the form of a periodicinterview (annual or in which the work performance of the subordinate isexamined and discussed) with a view to identifying weaknesses and strengths aswell as opportunities for improvement and skills development.In many organizations appraisal results are used, either directly or indirectly, tohelp determine reward outcomes. That is, the appraisal results are used toidentify the better performing employees who should get the majority of available merit pay increases, bonuses and promotions. By the same token,appraisal results are used to identify the poorer performers who may requiresome form of counselling, or in extreme cases, demotion, dismissal or decreasesin pay. (Organizations need to be aware of laws in their country that mightrestrict their capacity to dismiss employees or decrease pay).In general the appraisal systems serve two main purposes:1.To improve the work performance of employees by helping them realizeand use their full potential in carrying out their firm’s mission.2.To provide information to employees and managers for use in work relateddecisions.More specifically appraisals serve the following purposes:a) Appraisals provide feedback to employees and help the management identifythe areas where development efforts are needed to bridge the gaps therebyserving as vehicles for personal and career development.b) It helps management spot individuals who have specific skills so that theirpromotions/transfers are in line with organizational requirements.c) Appraisals serve as a key input for administering a formal organisation rewardand punishment system.d) The performance system can be used as a criterion against which selectiondevices and development programs are validated.3 |Page

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