Download - Performance Appraisal Synopsis
PERFORMANCE APPRAISAL SYSTEM
PERFORMANCE APPRAISAL SYSTEM
INTRODUCTION TO HRM:
Human Resource Management is basically concerned with the people’s
dimension in the organization. Here, people are treated as assets to be use
for benefit of the organization. It refers to the set of programs, functions and
activities designed ad carried out in order to maximize both employees as
well as organizational effectiveness. HRM is the management of employees,
skills, knowledge, talent, aptitudes, creative abilities etc. Here employees are
treated as profit centers.
“Personnel Management is the planning, organization, and controlling of the
procurement, development, compensation, integration, maintenance and
separation of human resources to the end those individual, organizational
and social objectives is accomplished”.
Human resource is considered to be the most valuable assets in any
organization. It is the sum total of inherent abilities, acquired knowledge and
skills represented by the talents and attitudes of the employed persons who
comprise executives, supervisors, and the rank and file employees.
It may be noted here that Human Resource should be utilized to the
maximum possible extent in order to achieve individual and organization
goals.
Importance of HRM:
HRM has a significant role in today’s organization. It takes lead in
assisting management with the people’s component of organization.
It provides healthy work environment, it promotes teamwork in the
employees, and provides maximum opportunities for personnel development.
Human resource covers the following items:
1. Determining the competence need of personnel performing work affecting
product quality.
PERFORMANCE APPRAISAL SYSTEM
2. Identification of training needs of all personnel involved in production, testing
distribution and marketing belonging to different cadres of the organization
and relevant documentation.
3. Heads of Department / Functional in-charge shall ensure that personnel with
the respective department performing work affecting product quality shell be
competent on the basis of appropriate education, training, skill and
experience and provide necessary human resource.
4. The Heads of Department shell asses the competence of personnel before
assigning a specific job to persons.
5. If required, the Heads of Department shall provide training or other actions
and evaluate the effectiveness of actions taken.
6. The Heads of Department shall ensure that the personnel are aware of the
importance of the assigned work to them and its contribution to the quality
objectives.
7. Manager-HRD shall maintain appropriate records of education, training, skills and
experience of personnel.
INTRODUCTION TO PERFORMANCE APPRAISAL:
Once the employee has been selected, trained and motivated he is then
apprised of his performance. Performance appraisal is the steps where the
management finds out how effective it has been top communicated with the
employee and rectify them.
Employee appraisal techniques are said to have been used for the first time
in the First World War when at the instance of Waller dill Scot the U.S army
adopted man-to-man rating system for evaluating military personnel.
During the 1920-30 periods relational wage structures for hourly paid workers
were adopted in industrial units under this system the policy of giving grade
wise increments on the basis of merit were accepted. These early employee
plans were called merit rating program which continued up to the fifties
however attention began to be devoted to the performance appraisal of the
technical professional and managerial personnel.
PERFORMANCE APPRAISAL SYSTEM
DEFINITION:
The term performance appraisal has defined by various authors, of these the
widely accepted definitions are as follows:
EDWIN B.FLIPPO defines performance appraisal as “A systematic,
periodic and as far as humanly possible an impartial rating of an
employee’s excellence in matters pertaining to his present job and his
potentialities for a better job.”
DALE S.BEACH defines performance appraisal, as “It is a systematic
evaluation of the individual with respect to his performance on the job
and his potential for development”.
According to M.W.CUMMINGS “performance appraisal or merit rating
attempts to recognize and reward the personal abilities that an individual
brings to the job, measured by the extent to which his output or quality of his
work exceed the minimum that even reasonably be expected for his basic
rate of pay.
So it can be said that performance appraisal is the process of evaluating the
employee’s performance on the job in terms of requirements of the job
APPRAISAL PROCESS: STEP 1: Establishment of performance standards
STEP 2: Communications of these expectations
STEP 3: Measurement of performance
STEP 4: Comparison of actual performance with standards
STEP 5: Discussion of the appraisal with the employee
STEP 6: Initiation of corrective action when necessary
Sub-ordinate and then have the subordinate accept the appraisal in
constructive manner; appraising performances touches on one of the
PERFORMANCE APPRAISAL SYSTEMmost emotionally changed activities the assessment of another
individual’s contribution and ability. The impression that subordinates
receive about their assessment has a strong input on their self-esteem
and very important on considerably less difficult for the manager
and the subordinates than conveying the bad news that performance
has been below expectations . In this context, the discussions of the
appraisal can have negatives as well positives motivational
consequences, it provides a clear understanding to the superior about
this subordinates contribution &the capability or potentially to
contribute. It serves as a basis for improving the quality for
performance of the executives in their present work. It helps to identify
the strength to overcome weakness. Enables to locate the problems which
may stand on the way of performance so that corrective action can
be taken to improve the performance. Enables the concerned executive
to know, where he stands and to know his worth. Provides the basis
for the superior to direct his subordinate to accomplish the
performance, while it enables the subordinates to understand their
superior’s expectations.
THE BASIC PERFORMANCE APPRAISAL PROCESS:
The basic appraisal process begins with the establishment of
performance standards i.e., objectives or goals which are the end points
or the specific targets-qualitative, to be achieved by the individuals
during the period of review. These standards are necessarily to be
evolved based on the job analysis and job description. As already
discussed; these goals should be clear and important to set
performance standards; rest the entire process may turn to be a futile
exercise. care, therefore, should be taken to set challenging yet
achievable goals keeping in view the overall corporate objectives and
specific needs of the each business segments of the organization.
Once the performance standards are established ,it is essential to
communicate these expectations to the concerned individuals, as the
PERFORMANCE APPRAISAL SYSTEMsubordinates should not be left their wisdom to guess as to what is
expected of them. While doing so, it should always be ensured that
the performance standards are properly communicated to the
subordinates with due clarity and the subordinate has understood them
with the purpose and intent with which such standards are set.
Therefore, feedback should be obtained invariably; or the very purpose
of setting of goals will be defeated.
Job rotation, which is an effective tool for enriching the
knowledge base of the employees and making them versatile in all
functional areas of the organizational activities, should be carried out
synchronizing with the setting of goals at the beginning of the year or
with the half yearly review of the performance.
Having set the performance standards and properly communicating
them to the employees in clear terms, the next step is to measure
the actual performance, it is necessary to acquire detailed information
through various sources like personal observation, statistical report, oral
report and written report. Although each of these sources of information has
its own limitations. The culmination effect of all these sources increases
the portable reliability of the information.
Once the actual performance is compared with the set goals and
derived the deviations if any, the next step is to discuss the appraisal
with the concerned employee. This task is very crucial and equally
sensitive to the appraiser, in as much as one of the most challenging
tasks facing today’s managers is to frankly present the actual
performance to the subordinate and then have the subordinate accept
the appraisal in its true spirit. The impression received by the
subordinates about their assessment has a strong impact on their self-
esteem and thus is very important for their subsequent performance. of
course, conveying news about the excellent performance is a welcome
feature than to convey the news about the low performance appraisal
document as privileged and confidential are thereby leading to
PERFORMANCE APPRAISAL SYSTEMavoidable gap between superior’s expectations and subordinate’s actual
performance as perceived by the superior. This sort of practice would
not serve the real purpose, which the system has been devised for.
Hence, it is imperative on the part of the management to create on
atmosphere of Openness and transparency in the system, which drives
the superior to judge the performance, based purely on the actual and
not only by subjective factors such as individuals likes and dislikes.
OBJECTIVES OF THE STUDY:
The following are the specific objectives behind taking up of the study in this
organization:
To study and analyze the performance appraisal method prevailing in the
organization.
To study the effectiveness of the performance appraisal methods used in
Organization
To know how best these methods help the organization in achieving the
goals.
To suggest if any, to enhance the performance appraisal methods in
Organization.
PERFORMANCE APPRAISAL SYSTEM
SCOPE OF THE STUDY:
The study enables me to understand the practical way of implementing the
performance appraisal system. This study helps the organization to identify
the areas to improve their performance appraisal system in tune with the
employee requirements. The present study makes a comparison of the old
performance appraisal with the new performance system and how the new
performance system is a best fit for the present industry trends. The study
covers the employees who are in the arena of the new performance appraisal
system. The departments included such as personnel, administration,
finance, nursing and other associated departments of global hospitals.
PERFORMANCE APPRAISAL SYSTEM
IMPORTANCE:
Performance appraisal has been considered as the most important and
significant tool for the information it provides is highly useful in making
decisions regarding personal aspects such as promotions and merit
increases. Performance measures also link information gathering and
decision making process, which provide a basis for judging the effectiveness
of the personnel sub-divisions such as recruiting, selection, training and
compensation. Accurate information plays an important role in the
organization as a whole. They help pinpoint weak areas in the primary areas.
It is easy for managers to see which employ needs training or counseling
because jobs are grouped by categories. These performance data is available
management can maintain consistent promotion and compensation policies
throughout the system.
Below are given reasons why the experts think performance appraisal is
important:
1. They provide systematic judgments to back up the salary increases,
transfers, demotions or terminations.
2. There are means of telling a subordinate how he is doing and
suggesting needed changes in his behavior, attitude, skills or job
knowledge. They let him know “where he stands” with the boss.
PERFORMANCE APPRAISAL SYSTEM3. The superior uses them as a base line for catching and counseling the
individual.
According to Cummins the objective of performance appraisal is to
improve the efficiency of the enterprise by attempting to mobilize the best
possible efforts from individuals employed in it. Such appraisal has four
objectives including salary reviews, the developments and training of
individuals, planning job rotation and promotions.
On the basis of merit rating or appraisal procedures of various
companies in India, the main objectives of performance appraisal are:
1. To enable an organization to maintain inventory of the number and quality of
all managers and to identify and meet their training needs and Aspiration.
2. To determine increments and to provide a reliable index for promotions and
transfer to greater responsibility.
3. To maintain individual and group development by informing the employees of
their performance standard.
4. To suggest ways of improving employee’s performance when he is not found
to be up to the mark.
PERFORMANCE APPRAISAL SYSTEM
LIMITATIONS:
Accuracy of the report is completely dependent on the employee’s
respondents.
The study is limited to only Hyderabad branch.
An in depth study couldn’t be conducted because of the limited time
period.
PERFORMANCE APPRAISAL SYSTEM
COMPANY PROFILE
Zestwings group started with an objective to discover innovation in
addressing the technological needs. Our first innovation ZestU made us
close to many undiscovered horizons in the field of information technology.
Our product ZestU is a sms innovation started in the view of serving the
growing popularity of the mobile publicity. With our unbending quality of
service, vivacious marketing strategies supported by sheer technical brass
we could, in no time acquired a larger market share within Andhra
Pradesh. Presently we proudly serve sms needs of more than one thousand
corporate and many more individuals across the country.
We started adding creative brains to our technical ground and diversified our
presence into web development & maintenance, ERP solutions, custom
application rendering and API management.
At zestwings we give every opportunity for nurturing innovation. We cultivate
passion for excellence and always strive for the best possible outcome.
PERFORMANCE APPRAISAL SYSTEMWe cross our Hearts saying:
Live your Idea. Endeavor is ours.
Rationale - Why we are here:
We endeavor to technovate the process of conducting regular
business & profession. We aspire to add unique touches of
technology and make our clients’ job much easier than ever.
Vision - Our anthem of Motivation:
Zestwings wishes...
Let our Thoughts go Blue...
Let our Aims be at Great heights...
Let our Brains keep Innovating...
Let our Creativity show Difference...
& Let our Passion be Unending...
Strengths and core Competencies:
At zestwings we anticipate the technological needs of organizations of every
scale and individuals as well. We are proficient in latest web technologies and
our core skills can be listed under design, web application development, API
development and integration, Dynamic websites, PHP, JavaScript, Ajax, .NET.
We contemplate our technical expertise and creativity in creating exquisite
applications for our clients. We deliver spotless products while maintaining
the industry standards. We encourage feedback from our end - product
clients for further improvisations in the product; our support team is at service
to the clients always.
Verticalisation of IT services is a definitive emerging trend and users are
demanding services tailored to their needs. Mature IT customers are
PERFORMANCE APPRAISAL SYSTEMtoday looking for total solutions that can solve their business challenges
rather than at IT hardware, software, and services as discrete elements. At
zestwings we offer to develop new or customize existing offerings to address
the specific needs of each vertical / market segment. Such an approach,
based on solution-orientation, is enables zestwings team to offer
sustainable value to customers.
Future Projection:
There was a strong perception among a majority of the CIOs that domestic
customers were not a focus area for IT service providers and that the IT
service providers rarely offer Indian customers the kind of commitment and
expertise that they provide their large (and necessarily more lucrative)
global customers. Zestwings strongly believes in the potential of domestic
market which forms the main target for the technological innovations
offered by us. While adding value its regular services in existing market
zestwings is looking to venture into new verticals as well. Our team is putting
its efforts
to introduce propitious and economical products in the domestic market. We
would like
to represent ourselves in the frontlines of technology market in and from
India in near future.
Services
The below listed are the services we have been offering so far. We are in a
process to ascent the zenith in these fields while advancing our presence in
various other
services.
Web Solutions:
End-to-end website development and maintenance solutions blended
with logo design, database integration, API integration and hosting
solutions. We provide these services on PHP, SQL, .NET platforms.
PERFORMANCE APPRAISAL SYSTEMApplication Development:
We deliver value to our customers by building web applications and
integrating databases for a variety of corporate clients, using the .NET
and PHP platforms. We are as well proficient in developing custom
application as per the customer’s needs.
Bulk SMS Solutions:
We are one of the leading bulk SMS aggregators across the country
serving more than one thousand Corporates. We support a long chain of
SMS resellers apart from direct clients through our SMS gateway.
METHODOLOGY
Data is collected in the form of survey method with the help of questionnaire.
Taking the sample size as 100 employees.
Sample technique: convenience sampling.
Questionnaire: open ended and closed ended questions.
PERFORMANCE APPRAISAL SYSTEM SAMPLE SIZE:
The well-structured questionnaire with a sample size of 100
employees.
SAMPLE UNIT:
The sample unit i.e., total employees in the organization were 600 of
which was taken as the sample size. So that it would confine to 40% of the
total sample unit.
SAMPLE METHOD:
The primary data was collected through the opinions of the employees
and the questionnaire method and the findings are made by the percentage
method. The research was conducted through various statistic tools and
techniques.
PERIOD OF THE STUDY:
This study was done within 45 days of period.
FIELD WORK:
This study an indication about the accuracy with which the investigation was
done.
FRAME WORK OF STUDY: Percentage method has been used to
analyses the collected data based on the convinces of the available
sample the percentage has been evaluated.
SOURCES OF DATA
PRIMARY DATA:
Data collected from employees through questionnaires, Interviews and
discussions with staff with open ended and close ended questions.
PERFORMANCE APPRAISAL SYSTEM SECONDARY DATA:
The data include information obtains from the other external sources like
magazines, other publications and internet, annual reports, circulars,
journals, information brochures and other literature of the company
QUESTIONNAIRE
1) Are you aware of the New Performance Appraisal System in your Organization.
A) Agree B) Partly agree C) Partly disagree D) Disagree
PERFORMANCE APPRAISAL SYSTEM2) Are you clear about the policies, procedures involved in the New Appraisal System.
A) Agree B) Partly agree C) Partly disagree D) Disagree
3) The New Performance Appraisal system is Good but depends on how it is implemented.
A) Agree B) Partly agree C) Partly disagree D) Disagree
4) The New Performance Appraisal System identifies even the small factors of performance which were not included in the previous format.
A) Agree B) Partly agree C) Partly disagree D) Disagree
5) The New Performance Appraisal system is helps in identifying our performance and to analyze our work effectively.
A) Agree B) Partly agree C) Partly disagree D) Disagree
6) The New Performance Appraisal system is definitely an improvement over the previous systems in terms of co-ordination from the supervisor for facilitation of work.
A) Agree B) Partly agree C) Partly disagree D) Disagree
7) The performance appraisal system is not desirable for the company.
A) Agree B) Partly agree C) Partly disagree D) Disagree
8) The new appraisal system offers an opportunity for you to discover your strength and weakness.
A) Agree B) Partly agree C) Partly disagree D) Disagree
PERFORMANCE APPRAISAL SYSTEM9) What Problems did you experience during self appraisal?
Found self appraisal easy or had no problems.
A) Agree B) Partly agree C) Partly disagree D) Disagree
10) Is the New Performance Appraisal System Motivates.
To improve your performance
A) Agree B) Partly agree C) Partly disagree D) Disagree
11) The appraiser is the right person to appraise your performance.
A) Agree B) Partly agree C) Partly disagree D) Disagree
12) The new appraisal system provides for a frank discussion between the
appraiser and the appraise
A) Agree B) Partly agree C) Partly disagree D) Disagree
13) The new method is giving regular feedback about their potential for
higher level of jobs.
A) Agree B) Partly agree C) Partly disagree D) Disagree
14) This system is identifying training & development systems.
A) Agree B) Partly agree C) Partly disagree D) Disagree
15) The organization has got effective communication for execution of the
New Performance Appraisal.
A) Agree B) Partly agree C) Partly disagree D) Disagree
PERFORMANCE APPRAISAL SYSTEM
BIBLIOGRAPHY
BOOKS:
TEXR BOOK AUTHOR NAME PUBLISHER YEAR
APPRAISING AND
DEVELOPING
MANAGERIAL
T.V.RAO EXCEL 1998
PERFORMANCE APPRAISAL SYSTEMPERFORMANCE
HUMAN
RESOURCE AND
PERSONNEL
MANAGEMENT
K.ASWANTHAPPA TATA McGraw-Hill 1992
WEBSITES:
www.performanceappraisal.com
www.hrd.com
www.google.com
www.wikipedia.com