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
his employees' performance and competitiveness. For the employee, it is essential to his standard of living and is a measure of the value of his services or performance. To link pay to performance, organizations must have a comprehensive, standardized, well-communicated and implemented performance appraisal system that addresses core competencies that “have a proven impact on business” (Wiscombe, 2001). In this regard, organizations have implemented various types of compensation systems to enhance
organization, employee and supervisor, and a way to provide feedback to help make decisions concerning performance, pay and promotions and one way to achieve these goals is to utilize a performance appraisal system. After reviewing the four articles that I have chosen, they will be used to: to help define what exactly performance appraisal are, the major factors that effect/distort performance appraisals, how organizations and supervisors can motivate staff to do a good job, how managers can make the
demotivating results (i.e 16%) Q7- Options No. of Responses Superior 13 Peer 1 Subordinate 1 Self Appraisal 5 Consultant 3 All of the above 21 Superior + Peer 6 Interpretation- From the above pie chart we conclude that the maximum employees (i.e 26%) want to get the appraisal through superior, self appraisal, consultant. Whereas none of them want to get it done from their peers and subordinates Q8- Options No
Performance appraisal is a method for measuring or evaluating employee’s achievements inside an expressed timeframe utilizing solid estimation criteria with a definitive objective of administer data to the supervisors on the best way to enhance worker’s adequacy. There are tons and extensive variety of literature on performance appraisal. The term has been identical with performance management, performance review and performance evaluation. The performance appraisal is characterized as a precise
variables of performance management. This study mainly builds on the strategic HRM literature (Huselid 1995; Becker & Gerhart, 1996; Wright, Dunford & Snell, 2001) and employee performance management literature (Fletcher 2001; Armstrong & Baron 2002; Den Hartog, Boselie & Paauwe, 2004; DeNisi & Pritchard, 2006). In addition, this theoretical framework elaborates on the goal-setting theory (Locke & Latham 1990, 2002) and the social cognitive theory (Bandura, 1986).
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
related to people Such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Human Resource Management is the strategic and coherent approach to the management
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
Now a days, the performance appraisal (PA) has increasingly become part of a more strategic approach to the integration of human resources and corporate policies and can now be considered a standard term covering a variety of activities through which organizations seek to assess employees and develop their skills, improve performance and share rewards. The success of a organization depends on the performance of employees and it is the human tendency to judge everything and everyone around them. If