research paper on performance appraisal pdf

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First page of “A RESEARCH PAPER ON “STUDY OF EMPLOYEE’S PERFORMANCE APPRAISAL SYSTEM””

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A RESEARCH PAPER ON “STUDY OF EMPLOYEE’S PERFORMANCE APPRAISAL SYSTEM”

Today's working climate demands a great deal of commitment and effort from Employees, who in turn naturally expect a great deal more from their Employers. Performance Appraisal must be seen as an intrinsic part of a Manager's responsibility and not an unwelcome and time-consuming addition to them. It is about improving performance and ultimate effectiveness. Performance Appraisal is a systematic means of ensuring that Superiors and their staff meet regularly to discuss past and present performance issues and to agree what future is appropriate on both sides. This meeting should be based on clear and mutual understanding of the job in question and the standards and outcomes, which are a part of it. In normal circumstances, Employees should be appraised by their immediate Superiors on one to one basis .Often the distinction between Appraiser & Appraise .Assessment concerns itself only with the past and the present . The staff is being appraised when they are encouraged to look ahead to improve effectiveness, utilize strengths, redress weaknesses and examine how potentials and aspirations should match up. It should also be understood that pushing a previously prepared report across and desk Cursorily inviting comments, and expecting it to be neatly signed by the Employee is not Appraisal- this is merely a form filling exercise which achieves little in terms of giving staff any Positive guidance and motivation. In SEMCO ELECTRIC PVT LTD, Chakan, my research was a "Study of Employee's Performance Appraisal System" So to improve the condition it is necessary to review the performance of Employees. In this research, I had to study the current Performance Appraisal system at SEMCO & check the effectiveness of current Appraisal system. (2013) Keywords: Performance‚ Appraisal‚ Management by objectives (MBO)‚ Superior‚ Subordinate‚ Peer‚ Review‚ Employment‚ 360o‚ Appraisal system.

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Performance appraisals are utilized in an attempt to measure employee performance in organizations. Often times the outcome of these appraisals affect the employees retention, promotion, or salary. An effective performance appraisal system should improve morale, motivation, and overall productivity of an organization by identifying employees’ strengths and addressing areas that need improvement. This applied research project assesses the performance appraisal systems of Travis County Departments based on the assessment model developed in previous research and described through a literature review.[1] The ideal type model for effective performance appraisal systems contains seven categories: Policies and Procedures; Managerial Support; Training; Setting of Employee Goals; Setting of Performance Standards; Observation of Performance; and Appraising Performance. The assessment is performed through the case study research design and uses multiple sources to collect evidence. Survey research, focus interviews, and content analysis enhance the reliability of the research through a triangulation of data. The results indicate that performance appraisal systems of Travis County Departments adhere to the seven model categories listed above. Future recommendations include development of more comprehensive policies and procedures relating to the performance appraisal process and the consistent application of rewards to employees who perform at or above standards. -------------------------------------------------------------------------------- [1] See “Analysis of Municipal Government Performance Appraisal Systems”, By Le Ann Estes Piatt, 1998. The conceptual framework and model used to assess the performance appraisal systems were taken directly from “Analysis of Municipal Government Performance Systems”.

Performance appraisal (P.A) is being seen as an important tool in performance management of teachers and educators all over the World. In Kenya, even though the Teachers Service Commission (TSC) has introduced performance appraisal in public primary schools, its uptake by teachers' seems sluggish. Studies indicate that P.A can be effective and efficient only if it is properly applied and owned by teachers (appraisees). This study sought to establish the compliance status of performance appraisal in public primary schools in Gilgil Sub-County in Kenya. The study found that school's compliance status with Teacher Performance Appraisal and Development (TPAD) Programme is fairly and positively correlated with performance appraisal and performance appraisal feedback, and is strongly and positively correlated with performance appraisal evaluation.

The main purpose of this study is to identify the best approach towards Performance Appraisal system, which leads towards achieving organizational and employees’ goals on time. To increase the effectiveness of an organization a best appraisal system should be implemented by the organization. The current performance appraisal literature is characterized by limitations in focus and methodology, and to link towards computer based performance appraisals. This study examined performance appraisal in two directions (manual with computer based). A firm’s key responsibility is to evaluate employee’s performance as it provides employees complete feedback on his performance. The system helps to determine many factors such as promotion, transfer, bonuses, pay raises and most commonly improvement in communication system between employee and supervisor. Through this employees performance appraisal is documented giving him clear picture about his career goals. Overall it explains about the employee performance and the accountability. The objective of this study is to determine different determinants of software based performance appraisal system in evaluating employees at workplace in telecommunication industry. Whether web based system is more effective for the organizational growth and in productivity or manual based system. Now if we try to find out the solution of the problem and any of the evaluation cut short in term of cost then the work also will reduce. The result concluded shows software based appraisal system can be termed as being simple, but the simpler software based system is really successful in long run for organization as well as employees. Key words: performance appraisal, software based system, organizational growth, accountability

“ To Study the Effectiveness of Employees Training & Development Program ”. The prime objective of research is to study the changes in skill , attitude, knowledge, behavior of Employees after Training program. It also studies the effectiveness of Training on both Individual and Organizational levels. Due to this research we are able to absorb current trends related to whole academic knowledge a nd its practical use. Such research is exposed us to set familiar with professional environment, working culture, behavior, oral communication & manners. Since the training is a result oriented process and a lot of time and expenditure, it is necessary tha t the training program should be designed with a great care. For evaluating effectiveness if training a questionnaire has to be carefully prepared for participants in order to receive feedback.

HRM is a function of managing the manpower in the organization and involved in all the functions like recruitment, selection, training and development, appraisal functions for an organization. Performance appraisal is the assessment of an individual employee performance being measured with various factors like skills on knowledge, quality of the output, quantity of outcomes, supervisions, leadership, judgments, and commitment towards work. The performance appraisal system has to be very transparent towards the organization and the employees. Top management has to collect the feedback from the appraisers and appraises, working in the organization about the evaluation of the performance appraisal system in the current year. The type of the research chosen in survey method which is in quantitative in nature undertaken to accessing or collecting the opinions of the employees working with the software company and suggest appropriate modification with the existing performance system in the organization. The structured questionnaire has been prepared and collect data from 100 samples those who are working with software employees. The already adopted performance appraisal methods were 360 degree appraisal, check list, rating scale, management by objective methods were commonly found among the information technology companies in Bangalore reason.

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