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com%2Fdoc%2F22450531%20%23Rea dcast><http://www.View Mode SlideshowScroll Readcast Add a Comment Embed & Share <#> Reading should be social! Post a message on your social networks to let others know what you're reading.We would also like to thank all the employees and HR executives who empowered us withvaluable information.com/sharer. And finally to those whose lives and writings has come the wisdom of the ages.> Visithrmba.xtendmedia.com%2Fdoc%2F224505 31%2FPerformance-Appraisal-project-report%23source%3Afacebook><http://twitter. Frank Tyger.RrGCSbpaXpk-rOq.scribd.eAGlUE1PhDAU.GIqkJVvIcevFOH-uW7P. This project was successful due to the co-operation extended by people who have truly contributed towards it.DV7gw2F8mEaD3UBs7plRYnI3koBAcE23SYE fr3dgIl3X15m5s1hJnnAQXe0gqVvQRf4ruVSDwEHNpQC6leNYSGEgB1AL4DQMY79eTp85K9P-NCdOcPr RBtr-rzJYr1fghs.php?u=http%3A%2F%2Fwww.com%20for%20more> <#> Add to Collections Download this Document for Free Auto-hide: on <#> <http://ad.com/clk?3. Readcast this DocumentTransparent <#> <#> Login </login> to Add a Comment <#> Share & Embed <http://www.scribd.com&status=Reading%20%22Performance%20Appraisal%20project%2 0report%22%20on%20Scribd%20http%3A%2F%2Fwww.comfor moreproject reports.hJ-zcVYzMWC599EHXxvGK1SYufgnR3rnaZpf2WyK6s946M2Ks402jbUT3OAlqKWDZcj. We gratefully acknowledge Prof. We really agree to this wonderful quotation putforth by Mr.google.0xG-DySPFjKm1ilLlyTDimTxQN4s SMZLf8qS. We have tried to learn from your legacy. ______ who’sdeep sharing and synergy has moved us many levels beyond our own thinking.com%2Fdoc%2F2 2450531%2FPerformance-Appraisal-project-report&message=Performance%20Appraisal%2 0project%20report.2 Page ABSTRACT . Select the sites below and start sharing. We want tothank the management of various companies who gave us the permission to conduct research.blogspot. presentations notesetc.com/buzz/post?url=http%3A%2F%2Fwww.Wa1 SYWQtLvSwRSS9zVTpqwFl-oHY11rIQ==.co m/home?source=scribd.facebook.blogspot. HRM Project AnalyzingPerformanceAppraisal System 1 Page ACKNOWLEDGEMENT “Vital to every operation is co-operation”.scribd.%20visit%20hrmba.
Quitenaturally time and money is spent ensuring that they provide what their suppliers claim. NoTitlePage No1 Introduction1 2 Research & Survey5 3 Results6 4 Findings and Recommendations23 5 Conclusion26 6 Appendices27 7 Bibliography314 Page 1.Each individual has a role to play and management has to ensure that the individual’sobjectives translate into overall corporate objectives of the company.HWlyZ6fo. it is what people actually do. Appraisal has tremendous motivational impact on people throughmeaningful feedback and is a powerful tool for recognition. 1.INTRODUCTION In the business world investment is made in machinery.eAGlTkFugzAQfE1uENnYQBDqwa0hSlWc0iKl5GaMCZBQLGOJ pq8vCKT23tVqZnYOMwtRWGJQeYEoPOj5PpZ-CBGuOIeFRJ4FwjCEOxQgANwAWIf2OD59nN6eCcXl9UqW iVae6DLLfLlfdzPvo9hgli6WV6SPi. Performanceincludes those actions that are relevant to the organizational growth and can be measured interms of each individual’s proficiency (level of contribution). Inother words the performance is constantly appraised against the results expected.2 What is Performance? Performance is synonymous with behaviour. And if performance appraisal doesn’t meet its objective then. This project explains performance appraisal system and tries to find out how efficiently Performance Appraisal isconducted.xtendmedia.When it comes to one of the most expensive resources companies invest in.ovUsXqZA05rL2EDIVT2-2fDpp.IO 67ydvbo703OT0Atk-xSx37ceLKs2Rm0Q2TjxtOM4bgehm6Lcir6bjLIXEzoOdoGL4CSV1FWvO.3 Page <http://ad.> TABLE OF CONTENTS Sr. what are the factorscausing failure.1 Understanding Performance Management 1. namely people.pKl3ywjJsniW.the job appraising performance against results is often carried out with the same objectivity.Appraisal is a continuous process and done annually as a formal exercise before completionof the financial year.com/clk?3. Effectiveness Performance5 Page PERFORMANCE MANAGEMENT PERFORMANCE MANAGEMENTDETERMINE INDIVIDUALOBJECTIVES LINKED TOCORPORATE GOALS DETERMINE INDIVIDUALOBJECTIVES LINKED TOCORPORATE GOALSPERFORMANCE APPRAISAL PERFORMANCE APPRAISALENSURE RESPONSIBILITY ANDACCOUNTABILITY ENSURE RESPONSIBILITY ANDACCOUNTABILITYPERFORMANCE LINKEDINCREMENTS/ INCENTIVES/REWARDS .4ppM2V 0rwZ-M1Wum-lMLaWqtfmB3X4asE=. equipment and services. PerformanceManagement includes the performance appraisal process which in turn helps identifying thetraining needs and provides a direction for career and succession planning.
career planning. Often the distinction between performance and appraising is not made. It is about improving performance andultimate effectiveness. which are a part of it. Performance appraisalis designed to maximize effectiveness by bringing participation to more individual level inthat it provides a forum for consultation about standards of work.managing gender bias. Communicationnetwork should be designed in such a way no one should be allowed to become a hurdle.this is merely a form filling exercise which achieves little in terms of giving staff any positive guidance and motivation. It is widely accepted that the most important factor in organization . The staff is being appraised when they are encouraged to look ahead toimprove effectiveness. that will lead to improved performance. 1.THE APPRAISAL OF PERFORMANCE SHOULD BE GEARED TO: Improving the ability of the jobholder.Performance appraisal is a systematic means of ensuring that managers and their staff meetregularly to discuss post and present performance issues and to agree what future isappropriate on both sides. redress weaknesses and examine how potentials andaspirations should match up. In normal circumstances.This meeting should be based on clear and mutual understanding of the job in question andthe standards and outcomes. which benefits theorganization in the long run. Organization has to clear the way of career advancements for talented andhardworking people. utilize strengths. Allow free flow of information.who in turn naturally expect a great deal more from their employers. employees6 Page should be appraised by their immediate managers on one to one basis. there is a naturalequation: better quality goods and services from employees who enjoy better quality “goodsand services” from their employers.It should also be understood that pushing a previously prepared report across and desk cursorily inviting comments. and devising methods of employee satisfaction etc. Identifying obstacles which are restricting performance Agreeing a plan of action.4 Why Performance Appraisal????? Today’s working climate demands a great deal of commitment and effort from employees. potential. It is an opportunity for employees to have significantly greater influence upon thequality of their working lives. Thisenables the managers to take correct decisions and that too quickly.3 How is Performance managed? Good performance by the employees creates a culture of excellence. 1. In these times of emphasis on “quality”.Performance appraisal must be seen as an intrinsic part of a manager’s responsibility and notan unwelcome and time-consuming addition to them.PERFORMANCE LINKEDINCREMENTS/ INCENTIVES/REWARDSCORPORATE GOALS CORPORATE GOALS refers to the evaluation of results of performance that is beyond the influence or control of theindividual.the efforts are to make to generate the individual’s aspirations with the objectives of theorganization. and expecting it to be neatly signed by the employee is notappraisal . Assessment concerns itself only with the past and the present. Fear of any kind from the minds of the employees should be removed sothat they give best to their organization. aspirations andconcerns. The activity includes evaluation of jobs and people both.
which will contribute to theachievement of specific objectives Monitoring performance in a cost –effective manner. not concerned simply with the regulation of rewardsand the identification of potential. If every individual in theorganization becomes more effective. Interviewing having a discussion with the jobholder to verify the true cause of ashortfall. and to the company as a whole 8 Page 2. The project is aimed at analyzing the performanceappraisal in companies. Low performance can push the organization back intoday’s tough competition scenario. The benefits of appraisal in these terms are immediate and accrue to the appraisingmanager. which means producing results for the company.RESEARCH AND SURVEY: Statement of the Problem: Performance appraisal is a process of assessing. summarizing and developing the work performance of an employee. then the organization itself will become more effective. The research instrument: Questionnaire. each manager has to develop and apply the skills of appraisalThese are: Setting standards on the performance required. but concerned with improving the performance of thecompany. to ensure that previously agreed performance standards are actually being achieved on an ongoing basis7 Page Analyzing any differences between the actual performance and the required performance to establish the real cause of a shortfall rather than assume the fault to bein the jot holder.effectiveness is theeffectiveness of the individuals who make up the organization. .To find the expectation of appraiser and appraiseeTo determine the satisfaction level of the appraiseeTo reveal the various loopholes in the appraisal system if anyTo find the consequences of an inappropriately conducted appraisal system Research Methodology: The data source: Primary as well as Secondary. a developing a plan of action. IT &Telecom. requiredAppraisal can then become a way of life.The task of reviewing situations and improving individual performance must therefore be akey task for all managers. which will provide the performance. In order to be effective and constructive. Objective: The various objectives of our research are as follows:To examine why an appraisal system is important. the subordinate manager/employee.To study existing appraisal system in various organizations across sectors like BPO. The research approach: Survey Method. the performancemanager should make every effort to obtain as much objective information about theemployee's performance as possible.For appraisal to be effective.
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