21-07-2012, 05:07 PM
A Study on performance appraisal effectiveness Analysis
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Purpose-
Performance Appraisal has been considered as the most significant an indispensable tool for an organization, for an organization, for the information it provides is highly useful in making decisions regarding various personnel aspects such as promotion and merit increases. Performance measures also link information gathering and decision making processes which provide a basis for judging the effectiveness of personnel sub-divisions such as recruiting, selection, training and compensation. Accurate information plays a vital role in the organization as a whole. They help in finding out the weaknesses in the primary areas. Formal Performance Appraisal plans are designed to meet three needs, one of the
Organization and the other two of the individual namely:
O The provides systematic judgments to back up salary increases, transfer demotions or terminations.
O They are the means of telling a subordinate how he is doing and suggesting needed changes in his behavior, attitudes, skills or job knowledge. They let him know where he stands with the Boss.
O Superior uses them as a base for coaching and counseling the individual. On the basis of merit rating or appraisal procedures, the main objective Employee Appraisal are:
O To enable an organization to maintain an inventory of the number
And quality of all managers and to identify and meet their training needs and aspirations.
O To determine increment rewards and to provide reliable index for promotions and transfers to positions of greater responsibility.
O To suggest ways of improving the employee s perform he is not found to be up to the mark during the review period
AIM
• To ascertain the effectiveness of Performance Appraisal methodology used by the
Organization
Objectives;
• To examine existing performance Appraisal system of Voyager Designer India Ltd.
• To identify the level of Awareness & among employees regarding performance appraisal.
• To identify the satisfaction level of employees toward performance Appraisal system.
• To propose suggestion for Improvement in existing performance Appraisal system.
Key Questions-
To provide effective feedback the Team Leader must understand the elements of
Performance and analyze marginal performance. These questions are kept in mind:
• How is the employee expected to perform?
• Does the employee understand these expectations? If not, why not?
• Does the employee know what successful results look like? How does the Team
Leader knows?
• Does the employee know the performance is marginal? How does the Team
Leader knows?
• Are there obstacles beyond the employee's control? Can the Team Leader remove
Them?
• Has the employee ever performed this task satisfactorily?
• Is the employee willing and able to learn?
• Does satisfactory performance result in excessive work being assigned?