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Performence Apprisal

Performence Apprisal

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Published by Ranjan Shetty

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Published by: Ranjan Shetty on Jan 15, 2010
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04/14/2015

HUNAM RESOURCE MANAGMEANT

PERFORMANCE APPRAISAL

PRACTICES IN INDIA

Term – I

Performance appraisal practice is considered
as an important management tool to manage
the Human capital; in this document you find
the Importance of Performance appraisal,
and the plan to implement it through the best
types to choose from, and also Interaction
with the Industry and their feedback, through
questionnaire and performance appraisal
forms.

Submitted to:

Prof. Libby Simon. (LLB, PGDPM,
MHRM)

Group no – 7: Raktim Khakhlari (42), Prasenjit Bordoloi (38), R.Vikram choudhry (40),
Ranjan Shankar Shetty (43), Manas Tiwari (30)

PERFORMANCE APPRAISAL PRACTICES IN INDIA

Acknowledgement

First we would extend our honest thank to our faculty
Prof. Libby Simon (LLB, PGDPM, MHRM) for giving us the
opportunity to conduct this project by providing us the excellent
3 (Three) “T‘s “(i.e., TEAM, TOPIC and TIME.)

A special thanks to a friend Mr. Rizwan Sheik (Ops
Manager, Accenture) who is most responsible for allowing one
of us to have a practical overview of the topic in the industry
and interact with his staff, Mr Chetan Reddy and Mr Girish
Ramchandran
for expressing their views and thoughts.

We also thank one and all who have helped in making
key decisions and discussion which allowed us to complete this
project in time successfully.

Last but not least our families for extending their support.

While the project was taking its form, we realised how true

the below quote is

“Coming together is a beginning.
Keeping together is progress. Working together is
success.”
: Henry Ford

This project is not the endeavour of individual only,
but is the result of valuable time, effort and co-operation of one
and all of us. So, we would like to acknowledge each other for a
great teamwork, Thank You.

Page | 2

PERFORMANCE APPRAISAL PRACTICES IN INDIA

: Members of

Group 7

Table of Contents

Table of Contents

.................................................................................................... 3

Introduction

............................................................................................................ 4
Basic Purpose of Performance Appraisal

............................................................. 5

Employee Viewpoint

......................................................................................... 5

Organisational viewpoint

.................................................................................. 6

Benefits of Performance Appraisal

....................................................................... 6

REVIEW OF LITERATURE

......................................................................................... 7

PLANNING

............................................................................................................. 10
DEVELOPING EMPLOYEE PERFORMANCE APPRAISAL PLANS (EPAP)

................... 10

Principles of developing a performance appraisal plan

................................. 11

Determine Major Job Duties

............................................................................ 12

Define Performance Standards for Each Duty

............................................... 13

Document Job Performance

............................................................................ 15

Evaluate Job Performance

.............................................................................. 16

Hold performance Discussions

....................................................................... 17

Types of Performance appraisal Practises in India

............................................. 20

Traditional Methods of Performance Appraisal

............................................... 21

Modern Methods of Performance Appraisal

.................................................... 22

Primary data from the Organisations

................................................................. 26

Performance Assessment & Development System (PADS)

............................. 26
APPRAISAL & DEVELOPMENT FORM FOR N, M & L Grades NESTLE INDIA LTD.,
....................................................................................................................... 31
PERFORMANCE APPRAISAL FORM FOR SWIFT COVER INSURANCE PROCESS

..... 34

GRADING FORM FOR SWIFT COVER INSURANCE PROCESS

................................ 35

Interaction with the Industry, based upon the above performance appraisal
forms

................................................................................................................. 36

Page | 3

PERFORMANCE APPRAISAL PRACTICES IN INDIA

QUESTIONNAIRE ON PERFORMANCE APPRISAL (Performa)

............................ 37

Discussion

............................................................................................................. 39

Conclusion

............................................................................................................ 42

References

............................................................................................................ 44

Introduction

The employee performance appraisal helps to identify,
evaluate, and develop an individual's performance. It is a motivation tool
that encourages employees to have high performance levels.

Validations of hiring practices - are the right people in the right
positions?

Provision of an objective measuring tool on which compensation
decisions, and promotions can be based

Identification of training needs - individually, departmentally and
organizationally

Identification of employees who have the potential for advancement
or who might be better suited in other areas of the organization

The history of performance appraisal is quite brief. Its roots in the
early 20th century can be traced to Taylor's pioneering Time and Motion
studies. But this is not very helpful, for the same may be said about almost
everything in the field of modern human resources management.

Performance appraisal systems began as simple methods of
income justification. That is, appraisal was used to decide whether or
not the salary or wage of an individual employee was justified. The process
was firmly linked to material outcomes. If an employee's performance was
found to be less than ideal, a cut in pay would follow. On the other hand, if
their performance was better than the supervisor expected, a pay rise was
in order.

The Modern Performance appraisal may be defined as a structured
formal interaction between a subordinate and supervisor, that usually
takes the form of a periodic interview (annual or semi-annual), in which
the work performance of the subordinate is examined and discussed, with
a view to identifying weaknesses and strengths as well as
opportunities for improvement and skills development, so that the
performance of the company increased.

Page | 4

PERFORMANCE APPRAISAL PRACTICES IN INDIA

Managing employee performance is an integral part of the work that
all managers and rating officials perform throughout the year. It is as
important as managing financial resources and program outcomes
because employee performance or the lack thereof, has a profound effect
on both the financial and program components of any organization.

The first list is the vital foundation to the process of performance
appraisal. Time spent developing and discussing what employees do well
is never wasted. In the rush of everyday activities, supervisors often focus
on what an employee is doing wrong. How often do we take time to stop
and give carefully thought out compliments? Not infrequently, employees
will visibly smile when honestly complimented by their supervisor.

Employees who feel that they are performing well in at least one
area of responsibility, and feel validated by their supervisors, are more
likely to want to improve their performance in other areas, too.

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