Book keeping heads:

The list is as follows:

Business Promotions Misc. expenses

Professional & Legal Charges

Bank Charges

Communication expenses Conveyance

Utility Expenses

Salary & Wages

Furniture & Fittings

News & Periodicals

Office equipments

Postage & Telegrams

General office expenses

Printing & Stationary

Repairs & Maintenance

Travel & Transportation expenses

Rent, Taxes & Insurance Employees Welfare Expenses

MBO Employee Performance Evaluation Form

About this Performance Appraisal FormThis performance plan section is divided into two sub-sections. The first sub-section is where you rate your employees performance on their major areas of responsibility. The second component of the performance plan provides an opportunity for you to rate your employees behavior, often in line with the organizations values. You will note this form includes a section for managers comments or for a summary of the employees performance. The major weakness of this rating method is that most people tend to want more clarity on what constitutes the difference between each score on the rating scale. This clarity is easy to provide when you are talking about tangible measure such as meeting a sales target, for examplePerformance Rating

20% or greater short of sales target1

Between 0.01% and 19.99% short of sales target2

Meet sales target3

Exceed sales target by less than 20% 4

Exceed sales target by 20% or greater 5

However, when it comes to intangible measures such as the behaviors it becomes harder to define the criteria and, if you do invest the time in defining the criteria then you are really not using this form the way it is intended.In your dialogue with your employees you should be able to explain your reasons for the rating you are proposing and you should have examples to support your rating. However, you should also be open to influence should your employee have examples of performance or behaviors that you may not have originally considered.The weakness of the form are openly acknowledge, this rating method does not provide clarity for the employee on how to improve their performance. However, it is also lower cost to implement. If you are using this form you should ensure that You can explain your reasons for each performance score, and You have examples to support your rating

Different Methods of Performance Appraisal Rating Comparison with Objectives Critical incidents Narrative ReportRatingThis method lists a number of factors to be assessed such as quality and output of work, which are then rated on a numerical scale according to level of performance, for example: outstanding exceeds requirements of the job meets the requirements of the job shows some minor weaknesses shows some significant weaknesses unacceptable.The rating scales method is easy to construct, use and understand. However, it is highly subjective, there is often a tendency to bunch the ratings around the average point and an overall impression can influence all the individual assessments.Comparison with objectivesUnder this system, the employee and his/ her manager set objectives at the beginning of the appraisal period. The subsequent appraisal is based on how far these objectives have been met. This method is more objective than rating scales because the emphasis is on work achievement. It can be more participative because it gives employees the chance to agree their objectives and enables them to carry out a form of self-appraisal.Critical incidentsUsing this method the appraiser is required to record incidents of employees positive and negative behaviour during a given period. The appraiser is expected to give feedback on this behaviour when it occurs. This could include appreciation of good performance or to give counselling to help poor performance. The record of incidents throughout the year forms the basis of the appraisal report.This method of appraisal encourages frequent recording and enables employees performance to be judged on actual incidents rather than on subjective assessments. It also helps to overcome the problem of annual reporting which can concentrate unduly on events immediately prior to the appraisal.The critical incident method can, however, be time consuming and burdensome and it can result in excessive supervision which may be discouraging for some employees.Narrative reportThis technique requires the appraiser to describe the individuals work performance and behaviour in his or her own words. The narrative report may take the form of an essay or a controlled written report, such as answers to certain headings or guidelines. This approach is sometimes combined with rating scales. Narrative reporting is flexible and can enable the appraiser to gear the report to specific circumstances.