INTRODUCTION TO PERFORMANCE APPRAISAL

Performance appraisal is the process of assessing the performance and progress of an employee or a group of employees on a given job and his potential for future development. It consists of all formal procedures used in working organizations to evaluate personalities, contribution and potential of employees.

NEED FOR THE STUDY

Performance appraisal is

the methods to find suggests, and improve the employees performance. It is also forms the factor affecting the morale and motivation of an employee. It becomes important to find the opinion, from employees regarding appraisal system. They can also identify the training needs of the employees and thereby make the employees perform better.

SCOPE OF THE STUDY

The study will

help the company to find out its employee opinion and adopt the right strategy to assist them. This is mainly to measure the intensity of the performance appraisal system in the organization. This also helpful to elicit the employees opinion on how much appraisal programme played a role in their job and how much of relevance it has on the personnel with regard to their future.

STATEMENT OF THE PROBLEM

The first question addressed in the study consider whether the company has been using performance appraisal as a tool for development. The second question raised has been whether performance appraisal could be used for both organizational development and employee development.  The third question raised has been whether the use of performance appraisal being used for developmental purpose made employees more effective, thus making the organization more efficient.

OBJECTIVES OF THE STUDY



PRIMARY OBJECTIVES To study of the satisfaction level of employees performance appraisal system in general administration.

SECONDARY OBJECTIVES To identify the methods of performance appraisal and the satisfaction level of performance appraisal system. To identify the time gap of performance appraisal.


identify satisfaction level of appraiser. To identify the factors affecting performance with special reference. (i) Nature of job (ii) Job securities (iii) co-workers relations (iii) problem solving To identify the relationship between training frequencies, training methods with performance appraisal.

To

REVIEW OF LITERATURE
Performance appraisal means the degree of accomplishment of the tasks involved in a job. It depends upon ability and efforts taken by the command persons. According to flippo performance appraisal is the systematic, periodic and an impartial rating of an employees excellence in matters pertaining to his present for a better job. It is the process of obtaining, analyzing and recording information about the relative worth of an employee.

CHARACTERISTICS OF PERFORMANCE APPRAISAL

Performance appraisal is process consisting of a series of steps.  It is the systematic examination of an employees strengths and weaknesses in terms of the job.  Performance appraisal is a scientific or objective study.  It is an ongoing or continuous process where in evaluations are arranged periodically according to definite plan.


OBJECTIVES OF PERFORMANCE APPRAISAL

 To

provide feedback to employees so that they come to know where the stand and can improve their job performance.  To provide a valid database for personnel decision concerning placements, pay, promotion, transfer, punishment, etc.  To diagnose the strengths and weakness of individuals so as to identify further training needs. To provide coaching counseling, career planning and motivation to subordinates.

PERFORMANCE APPRAISAL PROCESS

Establishing performance standards  Communicating the standards  Measuring performance  Comparing the actual with the standards  Discussing the appraisal  Taking corrective actions


ESSENTIALS OF GOOD APPRAISAL SYSTEM

 Easy to understand and administer.
Open and participative  Valid and reliable.  Built and incentive.  Contain a follow up mechanism for identifying employees growth needs.  Periodically reviewed and updated.  Established with the support of all line people who administer the system.


LIMITATIONS OF

PERFORMANCE

APPRAISAL  Errors in rating Lack of reliability Negative approach Multiple approach Incompetence