Index

1) INTRODUCTION
2) NEED OF PERFORMANCE IN DCCB
3) PROFORMA OF PA IN DCB
4) CONCLUSION
5) BIBLIOGRAPHY

1
INTRODUCTION

2
PERFORMANCE APPRAISAL
MEANING OF PERFORMANCE APPRAISAL:
Performance Appraisal or merit rating is one of the oldest and most universal practices of
management. Performance Appraisal is a method of evaluating the behavior in the work
pot, normally including both the qualitative and aspect of job performance.
Companies use Performance Appraisal for training & development providing feedback to
employees and personnel research. They also use it in determining wages, promotion and
transfer.
Performance Appraisal means the systematic evaluation of the performance of an
employee by an expert or his immediate superior.
Performance Appraisal can be simply defined as a systematic evaluation of present and
potential capabilities of personnel and employee by their superior.
Performance means to do something and appraisal means to decide the value of work
done. Thus Performance Appraisal means deciding the value of work done by an
individual
It is process that involve determining & communicating to an employee how he/she
performing the job and ideally establish plan for improvement.

CONCEPT OF PERFORMANCE APPRAISAL:

Performance evaluation or Performance Appraisal is the process of assessing the
performance and progress of an employee or a group of employee on a given job and his
potential for future development. It consists of all formal procedure used in working bank
to evaluate personalities, contribution and potential of employees.
It is the process of obtaining, analyzing and recording information about the relative
worth of an employee.
Performance measure and merit rating are used synonymously. But strictly speaking
Performance Appraisal is a wider term than merit-rating. In merit rating the focus is on
judging the caliber of an so as to decide salary increment. It is designed primarily to
cover rank and file personnel decisions. On the other hand Performance Appraisal

3
focuses on the performance and future potential of the employee. Its aim is not simply to
decide salary increment but to develop a rational basis for personal decisions. Merit
rating measures what the person is (traits) whereas Performance Appraisal measures what
the person does (performance).