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Key Words: Appraiser, Self - reliant, Appraisal,

Judgmental, Distributive, Interactional

The performance appraisal plays a vital role in identifying the productivity of workers; it also
helps the company for its overall growth. It is the systematic evaluation of the performance
of employees and to understand the abilities of a person for further growth and
development. Performance appraisal is generally done in systematic ways which are as
follows, the supervisors measure the pay of employees and compare it with targets and
plans, the supervisor analyses the factor behind work performance of employees, and the
employees are in the position to guide the employees for a better performance. Cotton is
the most popular fiber and used to make clothing. Textile Industry is providing one of the
most basic needs of people and it hold importance. Maintain sustained growth for improving
quality of life. It has a unique position as a self-reliant industry, from the production of raw
materials to the delivery of finished products, with substantial value-addition at each stage
of processing; it is a major contribution to the country's economy.

Cristy leema Embilipitiya

Cristy Leema is one of the garment in Rathnepura district.There are 10 textile firms in
Embilipitiya town.

To study about the employees' opinion about performance appraisal.
To gain practical knowledge about the various factors that forms part of performance
To study about how they view the present appraisal method.
To provide opportunities for the employee's to express their ideas.


I adopted this type of Performance appraisal to systematically gather the information from
the respondents for the purpose of understanding and predicting some aspects concerned
with the performance appraisal system in their organization.

The sample unit of the study was 110 employees of Garment in Embilipitiya.
I clearly understood that the workers with more than 10 years of experience only earning a
return of Rs. 8000 and more. The employees with more years of service are expected to
perform well as they have very good experience in their work.


The ranking of factors given by the respondents show that behavior with peers,
dependability, behavior and attitude towards superiors, initiative, and attendance were
ranked very high. They felt those factors have to be given higher weightages in the
appraisal form. There are respondents who have ranked quality of work and cooperation on
lower side. There were respondents who felt that all the factors in the appraisal system
should be given equal weightage and there was no meaning in awarding high weightages to
few factors.


That opportunities to increase job satisfaction, need of appraisal for employee,
encouragement by raters and knowledge about the appraisal system, are high for
employees. Assistance by organization, monetary reward unbiased assessment and
satisfaction with the present system were rated average. This may be due to reasons like
the employees are not given feedback about their performance since it is maintained
confidentially. But the need of appraisal, knowledge about system, encouragement and
opportunities to employees were rated high because they want to know about their work

From the study it if found out that, most of the respondents feel that the appraisal system
creates confidence and hence increase the production level of the employees which in turn
will increase their income in one hand. Many employees in the textile industry are not aware
of the errors that is caused by performance appraisal. Majority of them have no idea about
errors and its types in the appraisal system. Good training can help improve the appraisal
system to prevent errors while rating. Raters are expected to observe the performance in
order to judge ones effectiveness and skill in the work condition. Also the superior should
avoid bias in appraising their subordinates. The system could be made open to a possible
extent and discussions could be encouraged. The employees can come to know about their
performance appraisal, how are they rated and what other improvements they can do to
their performance. The organization might take up steps to arrange discussions and make
the employee aware of how he is getting along and what improvements he needs, where
and how he can best utilize his capabilities and skills. Most traditional methods emphasize
either the task or the personality of the individual while making an appraisal. In such
evaluations, bias always prevails.

Performance appraisal motivates employees and influences their productivity and ensures
that they are producing at acceptable levels. Performance evaluation system could be
linked to company objectives to get better results and good performance of the employees.
Effectiveness of any appraisal system depends on how all the users of the system
understand the purposes, accept and strive for achieving them. For designing any system,
employee and managerial performance should be taken into consideration. From the study,
it is found that feedback to the employees is not proper in the organization. Periodical and
routine feedback can be given to the employees for their good performance in the work,
which motivates the employee to enrich the relationship between the superiors and

The aim of the research was to assess the implementation of Performance Appraisal
System in the Indian Apparel Export Industry and its overall impact on the
productivity and performance. The study of the contemporary literature reveals that
the Indian Apparel Export Industry is highly fragmented and falls under the
characteristics of SMEs where performance appraisal as a process is not recognized
as an effective tool for gaining better performance and productivity. Rather the
literature discussed more about the technology adoption and knowledge
management as the effective tool to gain competitiveness and productivity.
The results from the document based research, though recognized that poor
Performance management system is partly responsible for the dismal performance,
the main reasons for poor performance are Poor Supply Chain, poor cost structure,
smallness, poor infrastructure and the unorganized nature of the industry. The study
followed a case study approach. The findings suggested that there is virtual
inexistence of a defined and structured Performance Appraisal System. Though the
Performance Measurement System exists in pen and paper, its implementation has
been very poor. The need for the Performance appraisal is very often over powered
by more external issues related to the wage structure, piece rate wage system,
overtime and policy concerns and the more important internal issues related to the
quality concerns. Poor Performance Appraisal leads to employees dissatisfaction
and poor productivity, which further results in high employee turnover. Hence, the
study recommends certain project management techniques to be applied to the
production situation in the Indian Apparel Export Firms, which will help the firms to
enhance the per capita productivity, and over all performance.

What are the possible reasons for not having an effective high
quality PA system in most of the organizations in Sri Lanka?
Possible reasons are:
1. It seems that responsible managers do not believe that PA is a driver of job performance and
business performance and it has a variety of utility. In fact they do not have the right attitude about

2. Some organizations have a culture that is not valuing excellence at work. Majority of employees
are moderate in terms of job performance and having a fear and a dislike to get their job performance
evaluated. Also they have reluctance to see that few employees are excellent at work and are better
than them owing to jealousy and inability to face competition.

3. Line managers in some organizations do not take PA as a serious method as it has no link with
rewards and training and development.

4. The PA system has been introduced in some organizations as a human resource management
programme, not as a general management programme initiated by the top management (not merely
by Human Resource Department). Also doing PA has not been specified as an essential duty of job
descriptions given to managers.

5. In some cases, there is no objective high quality PA system developed

In some cases, there is no objective high quality PA system developed due to lack of expertise in PA
and HRM.

There is a strongly felt need for developing an effective PA system and

implement it in a planned way. A central question in this context is how to
develop a good PA system and implement it as planned.

Textile merchandiser performance phrases

1.Attitude Performance Review Examples textile merchandiser

Positive review
Holly has one of those attitudes that is always positive. She frequently has a smile on her
face and you can tell she enjoys her job.
Greg is a cheerful guy who always makes you feel delighted when youre around him.
We are fortunate to have Greg on our team.
Thom has an even demeanor through good times and bad. His constant cheer helps others
keep their enthusiasm both positive and negative in check.

Negative review

Jim frequently gives off an air of superiority to his coworkers. He is not approachable
and is rough to work with.
Bill has a dreadful outlook at times which has a tendency to bring down the entire team.
For the most part, Lenny is a personable guy, but when he gets upset, his attitude turns
shocking. Lenny needs to balance his personality out and not react so much to negative

2.Creativity and Innovation Performance Review Phrases for textile merchandiser

Positive review
Sally has a creative touch in a sometimes monotonous role within our team the way she
adds inspiration to the day to day tasks she performs is admirable.
When a major problem arises, we frequently turn to Jon for his creativity in solving
problems. The way he can look at an issue from different sides is a great resource to our
Whenever we need a fresh look at a problem, we know we can turn to Julia for a novel

Negative review
Pauls team feels discouraged as he often shoots down creative ideas without any
explanation. Paul should be more willing to listen to ideas before he rejects them outright.
Jean does not tap into the creative side of her team and consistently overlooks the
innovate employees reporting to her.
Kevin has a difficult time thinking outside of the box and creating new and untested

3.Performance review phrases for decision making textile merchandiser

Positive performance review phrases for decision making

A person with good decision-making skills should be a person:

Be able to make sound fact-based judgments;

Be able to work out multiple alternative solutions and determined the most suitable one;

Be objective in considering a fact or situation;

Be firm to not let the individual emotion and feeling affect on the made decision;

Negative performance review phrases for decision making

Be hesitant in making decision and too much cautious in making the final decision which often
results in wrong decision;

Apply complex and impractical approaches in solving problems;

Fail to make a short-list of solutions recommended by direct units;

Be paralyzed and confused when facing tight deadlines to make decisions;

4.Interpersonal Skills Performance Review Phrases textile merchandiser

Positive review
Ben has a natural rapport with people and does very well at communicating with others.
Sally has a knack for making people feel important when she speaks with them. This
translates into great opportunities for teamwork and connections to form.
Jack makes people feel at home with him. His natural ability to work with people is a
great asset to our team.

Negative review
Tim does not understand how crucial good working relationships with fellow team
members are.
John has an excellent impression among the management team, yet his fellow team
members cannot stand working with him.
Paula seems to shrink when shes around others and does not cultivate good relations
with her co-workers.

5.Problem Solving Skills Employee Evaluation Examples textile merchandiser

Positive review
Gregs investigative skills has provided a key resource for a team focused on solving
glitches. His ability to quickly assess a problem and identify potential solutions is key to
his excellent performance.
Frank examines a problem and quickly identifies potential solutions and then makes a
recommendation as to what solution to pursue.
Rachel understands the testing process and how to discover a solution to a particular

Negative review
Joan is poor at communicating problem status before it becomes a crisis.
Bill can offer up potential solutions to a problem, but struggles to identify the best
Unraveling a problem to discuss the core issues is a skill Janet lacks.
Peter resists further training in problem solving, believing he is proficient, yet lacking in
many areas.
In his technical role, we turn to James often to solve problems. He seems slow and
indecisive when presented with a major issue.
6.Teamwork Skills Performance Appraisal Phrases textile merchandiser

Positive review
Harry manages his relationships with his coworkers, managers, and employees in a
professional manner.
Tom contributes to the success of the team on a regular basis.
Ben isnt concerned about who gets the credit, just that the task gets accomplished.
Mary is a team player and understands how to help others in times of need.
Peter is the consummate team player.

Negative review
Bill does not assist his teammates as required.
Ryan holds on to too much and does not delegate to his team effectively.
Bryan focuses on getting his own work accomplished, but does not take the time to help
those members of his team who are struggling to keep up.
Peter was very good at teamwork when he was just a member of the team, now that he is
in a supervisory role, Peter has lost much of those teamwork skills.
Lyle works with the team well when his own projects are coming due and he needs help,
but once those are accomplished, he does not frequently help others on their projects.