An organization's goals can be achieved when people put in their best effort. Employee assessment is one of the fundamental jobs of HRM, but not an easily on though, unless we know the strengths and weakness of the employee and speed by the area of growth, it is difficult to predict the executive development program's no matter how scientifically planned, would be aimed and correct lines. An effective appraisal system reduces the Change happening and introduces rationally into management. It also provides the management a foal to review the career of its manager and match their aspirants with job opportunities.
Employee appraisal technique one said to have been used for the first time during the First World War, when at the instance of Walter Dill Scott the US army adopted the Man-to Man rating system for evaluating military personnel during the period, relation wage structures far hourly paid workers were adopted in industrial units. Performance of individual in an organization would vary over a period of time, when their performance can be monitored and attitudes are changed over a period of time adapting to the changing requirements, the organization can achieve its objection. The system of studying the performance though it is a continuous process many organizations have adopted a system of annual performance. Appraisal system to study the performance of each and ever individual employee and counseled for improvement, there by bringing the gaps between the expected and actual performance of an individual in and organization.
[...] MODERN METHODS OF PERFORMANCE APPRAISAL: Some of the modern methods of performance appraisal are described below: Management by objectives (MBO) or appraisal by Result method: The method of MBO evolved by peter Duckers can be described as, process whereby the superior and sub-ordinates of an organization jointly identify its common goals, define each individual's major areas of responsibility in terms of result expected of him and use these measures as guides for operating the unit and assessing the contributions of each of its members.” This method provides responsibility and accountability and recognizes that employees have needs for achievement and self fulfillment. [...]
[...] OBJECTIVE OF THE STUDY To do a comprehensive study on performance Appraisal System. To study the design of performance Appraisal System existing in the organization. To measure the satisfaction level of existing Performance Appraisal System of the organization. To help the superiors to have a proper understanding about the sub- ordinates. To know the growth and development of employees through Training and Development programs. SCOPE OF AND LIMITATIONS OF THE STUDY SCOPE OF THE STUDY The study is confined to performance appraisal function of the activities of the organization and does not cover any other aspect of Human Resource Management. [...]
[...] performance appraisal is to make an employee happy on this jobs and help them to develop their skills by training, performance appraisal system provides information, which helps to counsel the subordinate and also the prevent grievances, and in disciplinary activities. The performance appraisal system is the process of rating ones merit. This practice is very old and universal. But the connotation of the concept is changing gradually. In the past, the merit of the work of individual was being tested. [...]
[...] Table No.2 Respondent's view regarding sufficiency of performance appraisal System in assessing goals and objectives of their organization Respondent's View No. Of Respondents % Of Respondents Neither Agree Nor Disagree From the above calculation, it is clear the22% of the respondents strongly agree of them agree and respondents neither agree nor disagree that the performance appraisal system is sufficient in assessing goals and objectives of organization. TABLE NO:3 Respondent's view regarding the fairness and transparency of appraisal system in their organization Respondent's view No. [...]
[...] A good performance appraisal system facilitates better employer employee relations through mutual confidence developed by frank discussions and feedback. Performance Appraisal system also facilitates establishing a basis for research and reference for personnel decision in future. WHO APPRAISES: The appraiser may be any person who has through knowledge of job content attributes and standards for appraisal. The appraiser should be able to determine which attributes are important in performing a particular job. He should prepare reports without any bias and leniency. [...]
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