Read Only - You can't save changes to this file. FRefore actually deciding drafting what should he the kind of appraisal the following things should be taken care of, 1. The very concept ef performance appraisal should be marketed throughout the organization. Unless ths is done, people would net accept it, bo it how important tothe organization ‘To market such a concept, it should not start at bottom, instead it should be staited by the initiative of the top management, This would lelp in peroolating down the concept to the advantage ofall, which includes the lop management as well as those below them, This means that the top management has to take a welcoming aud positive approach towards the ‘change tha is intended to be brought. Further, at the time of confirmation also, the appraisal form sheuld not lead to duplication of any information. Instead, detailed appraisal of the employee's work must be done — which must incomporates both the work related as well as the other personal attributes that are important for work: performance, It should be noted that the appraisal form for each job position should be iffereat as each job has diffesent knowledge and skill requirements, ‘Thete should not be a common appraisal form for every job position in the organization. ‘The jab and role expected from the employees should be decided well in advance and that too with the consensus with them. A neviral panel of people should do the appraisal and to avoid subjectivity to a marked extent, objective methods should be employed having quantifiable data. a BSNL. The time petiod for conducting the appraisal should be revised, so that ih catia beens con imced henamon “Transparency info the system should be ensured through the discussion show the employee's performance with the employee concerned and laying to find out the grey arcas so that training can be implemented to improve on that. [cally in the present day seenario, appraisal should be dene, taking the ‘views of all the concemed parties who have some bearing on the employee. But, since a change in the system is required, it cannot be @ drastic one. It ought to be gradual and a change in the mindset of both the ‘employees and the head is required. . © < vPT Ce card 284210863-Bsnl (1) - Read-only p Ee Read Only - You can't save changes to this file. Vv 1 7 SUGGESTIONS AND CONCLUSION SUGGESTIONS ‘After having analyzed the data t was observed that practically there was no appraisal in the organization To be an effective tool, it has to be om the continous basis. This is the thing that has been mentioned time and again in the report, as in the absence of continuity, it becomes a redundsat exercise,Read Only - You can't save changes to this file. v BIBLIOGRAPHY BOOKS- Human Resource -V.S.P Rao Research Methodology -C.R. Kothari we BSNL BSNL Manual - Company Magazines ¥ Annual Report of Organization ¥ Internal Records of Organization WEBSITES- www.bsnl.net www.bsnl.co.in QUESTIONNAIRE (PERFORMANCE APPRAISAL SYSTEM AT BS.NAL.) Name. Designation,