TO ANALYZE THE PRESENT PERFORMANCE APPRAISAL SYSTEM OF MANUFACTURING COMPANIES

REPORT SUBMITTED BY Tanmay Rajesh Shimpi

FOR THE PARTIAL FULFILLMENT OF THE DEGREE OF PGDHRM (II SEM) at Under the Guidance of Dr. Pradnya Chitrao
SYMBIOSIS INSTITUTE OF MANAGEMENT STUDIES

Table of Contents SR.NO 1 2 3 4 5 DESCRIPTION Introduction and Objectives Research Methodology Data Analysis Findings Conclusions .

structured system of measuring and evaluating an employee’s job related behaviors and outcomes to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in the future so that the employee.Definition:“It is the systematic evaluation of the individual with respect to his or her performance on the job and his or her potential for development.” OR Performance appraisal is a formal. organization. and society all benefit. .

Objective of the project Primary objective:To understand the Performance Appraisal Process Secondary Objective:• To Compare Theoretical knowledge of Syllabus with Practical Knowledge • To Understand the Importance of the Process from Head HR’s View • Pointing out loopholes and providing suggestions to improve the same .

OBJECTIVES OF PERFORMANCE APPRAISAL • • • • • Salary Increase Promotion Training and development Feedback Pressure on Employees .

Research Methodology The Research Methodology adopted here was combination of exploratory and casual questionnaire for gathering more data. Sampling:- .

Is Performance Appraisal used for Goal Setting? . Promotions and Rewards 4. Is Performance Appraisal Necessary ? 2.Data Analysis 1. Should performance appraisal be Linked to Incentives. Are Performance Appraisal Methods Different for Different Class of Employees 3.

. On an average 85% of the employees in an organization are motivated by performance appraisal. 4. Every organization has an appraisal system for its employees.Findings 1. Most of the companies have separate appraisal system for each level of employees. organizational climate. 5. 3. This implies the performance appraisal has become an indispensable activity in any organization. These appraisal systems differ on the factors on which a person is rated and the nature of duties handled by him. The Problems in Performance Appraisal are mainly: implementation problems. 2. The performance is evaluated against these targets. and commitment from top management. All organizations have goal setting as part of appraisal.

Introducing online-appraisal can do this. This will help them to improve on their weak areas. Combining the different methods of appraisal can minimize the element of biasness in an appraisal 7. 2. 6.Conclusions and Suggestions 1. It should bring more clarity to the goal and vision of the organization. Employees should be given feedback regarding their appraisal. 5. Performance appraisal should not be perceived just as a regular activity but its importance should be recognized and communicated down the line to all the employees. . Performance appraisal should be effectively link to the performance management system of the organization. 3. 4. New mechanisms should be evolved to reduce the time factor involved in the procedure of appraisal. Financial and non-financial incentives should be linked to the annual appraisal system so that employees would be motivated to perform better.

Questions? .

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