ABSTRACT The study is based on Performance Appraisal System implemented in an engineering company named BHOR Engineering Pvt. Ltd. For the financial year 2013-14. KEYWORDS Performance Appraisal‚ PAS‚ BEPL‚ Personnel‚ Assessing Quantity‚ Points of view INTRODUCTION CONCEPT AND CANTEXT OF THE STUDY Appraising the performance of individuals, groups and organizations is a common tice of all societies. While in some instances these appraisals processes are structured and formally sanctioned, in other
Introduction/ Case TML Drivelines Limited is predominantly in the business of manufacturing Axles & Transmissions for Commercial Vehicles. In the year 2000, the erstwhile Axle & Transmissions manufacturing divisions of Tata Motors, were spun off as 100% subsidiaries HVAL & HVTL respectively. The key intent of incorporation was to give specialist focus on development and supplies of Axles and Transmissions for Tata Motors, while Tata Motors concentrated on Vehicle Design, Integration & Marketing.
Relationship between HRM and Employee Performance Dr. Parul Jhajharia, Additional Director, Amity College of Commerce & Finance Ms. Nandita Singh “Everyone talks about building a relationship with your customer. I think you build one with your employees first.” Angela Ahrendts, Senior Vice President, Apple Inc. Abstract Hiring and employee retention have been identified as the “key challenges” in managing and measuring employee productivity, according to a survey conducted among more than 200
consulted books, articles, and journals from EBSCO library, search engines and other relevant sources. These materials provide an insightful depth in the study thereby demonstrating the efficacy of developing an effective performance appraisal strategy as a tool for enhancing employee motivation. Key words: Performance Appraisal, Motivation, performance management, human resource management and Chevron Nigeria. 2.2 MOTIVATING THE WORK FORCE According to Flippo (2002), “Motivation is the process of
actions of the individual as a response to these stressors. The theory of cognitive apprasial involves two factors: (1) primary appraisal which is the possible negative effects of stress to the individual and (2) secondary appraisal which states the strategies an individual make to lessen the stressors or alleviate the stress they cause. The primary cognitive appraisal is used to categorize a situation as threat, challenge or a harm-loss. When an individual see a situation as a threat, the individual
(2015), the performance appraisal is designed to be a year-round partnership between the employees and supervisors in planning, coaching, and performance appraisal. So, the appraisal form should be a tool used to guide the professional development of the employee. It is a good way for the employee to assess all of what they accomplished in a year. It is also helpful to management to assess promotion opportunities and pay raises based on the employee’s performance. The performance appraisal form helps
organization. Performance Appraisal (PA) is seen as the key tool of HRM, which provides information of employees performance in order to rate employees and give feedback to them based on their level of performace. Therefore, employees has a motivation to perform the job well. 360 degree appraisal is considered as one of the most popular model of performance appraisal that used in most high-performance organization so as to evaluate their employees’s level of performance. The 360 degree appraisal is created
THE POLITICS OF PERFORMANCE APPRAISAL 1. Based on your view of the objectives of performance evaluation, evaluate the perspectives about performance appraisal presented by the managers. Firstly, let me introduce about performance appraisal or evaluation. Performance appraisals a constructive process to acknowledge the performance of a non-probationary career employee. An employee's evaluation shall be sufficiently specific to inform and guide the employee in the performance of her/his duties. Performance
INTRODUCTION TO PERFORMANCE APPRAISAL Appraising the performance of people, teams and organizations is a typical practice of all societies. In some instances these appraisal processes are structured and formally sanctioned, in different instances they're a casual and integral a part of daily activities. lecturers value the performance of students, bankers value the performance of creditors, parents value the behavior of their youngsters and every one folks, consciously or unconsciously value our
sustainability of an organisation depends on performance of the organisation and how the goals of the organizations are being met in an efficient and effective manner. Effective utilisation of performance management system is critical to increase organisational performance, so as to attain a competitive position in global marketplace (Kovacic, 2007; Neely, 2005; Guler et al., 2002; Neill and Rose, 2006 and Franceschini et al., 2010). A successful performance management system assures that work performed