Performance appraisal of employees

PERFORMANCEAPPRAISAL-IN SAHARA INDIA

PROJECT REPORT ONPERFORMANCE APPRAISAL-IN SAHARA INDIA

OBJECTIVES OF PERFORMANCE APPRAISAL:

To review the performance of the employees over a given period of time. To judge the gap between the actual and the desired performance. To help the management in exercising organizational control. Helps to strengthen the relationship and communication between superior subordinates and management employees. To diagnose the strengths and weaknesses of the individuals so as to identify thetraining and development needs of the future. To provide feedback to the employees regarding their past performance. Provide information to assist in the other personal decisions in the organization. Provide clarity of the expectations and responsibilities of the functions to be performed by the employees. To judge the effectiveness of the other human resource functions of the organizationsuch as recruitment, selection, training and development. To reduce the grievances of the employees

INTRODUCTION

As a distinct and formal management procedure used in the evaluation of work performance. Its roots in the early 20th century can be traced to Taylor's pioneering Time and Motion studies. The practice of appraisal is a very ancient
art. Appraisal, it seems, is bothinevitable and universal. In the absence of a carefully structured system of appraisal, peoplewill tend to judge the work performance of others, including subordinates, naturall y,informally and arbitrarily. Without a structured appraisal system, there is little chance of ensuring that the judgments made will be lawful, fair, defensible and accurate. Performanceappraisal systems began as simple methods of income justification. That is, appraisal wasused to decide whether or not the salary or wage of an individual employee was justified.Performance Appraisal is defined as the process of assessing the performance and progress of an employee or a group of employees on a given job and his / their potential for future development. It consists of all formal procedures used in working organizations and potential of employees. According to Flippo, Performance Appraisal is the systematic, peri odic and an important rating of an employees excellence in matters pertaining to his present job and his potential for a better job.

Modern Appraisal
Performance appraisal may also be defined as a structured formal interaction betweena subordinate and supervisor, that usually takes the form of a periodic interview (annual or semi-annual), in which the work performance of the subordinate is examined and discussed,with a view to identifying weaknesses and strengths as well as opportunities for improvementand skills development. Appraisal results are used, either directl y or indirectl y, to help determine reward outcomes.

RATIONALE
The rationale underlying performance appraisal programmes involves considerations.It is a truism that contributions of individuals to the enterprise lead to employee rewards. Insituations, where it is possible to measure production, there exists no need for assessing employees because they can be rewarded in terms of amount of their production. However, if it is not possible in some positions to measure the work accomplished by the individuals, the personal traits which are likely to cause enhanced productivity and facilitate their work.Perfo rmance may be incorporated in the appraisal form and used for assessment purposes.10
PERFORMANCEAPPRAISAL-IN SAHARA INDIA

The following traits are usuall y found to form -the basis for appraisal: abilit y tounderstand people, readiness to accept new ideas, learning ability, judgment, reliability andresponsibility, common sense and initiative, attitude towards superiors, attitude towardssubordinates, attitude towards associates, safety-mindedness, attendance, cooperation andhelpfulness! Health and physical endurance, adaptability, etc.A l t h o u g h t h e s e c h a r a c t e r i s t i c s c a n b e c o r r e l a t e d w i t h s p e c i f i c f e a t u r e s o f j o b performance to infer a cause and effect relationship between personal traits and job perf ormance, the ratings assigned by superiors to their subordinates are usually susceptible

tosubjectivity and thus, do not involve scientific precision and objectivity. Therefore, it is not possible on the basis of these ratings to make finite differentiations in the employees' product ivity and performance and accordingly make precise personnel decisions.Performance appraisal is a method of evaluating the job performance of an employee. It is anongoing process of obtaining, researching, analyzing and recording information about the worth of an employee.

EXPECTED CONTRIBUTION
The appraisal should include a column for reflecting the Pen picture of the Manager reported upon by the reporting manager, wherein he can indicate his comments on the overallqualities of the manager including area of strength and lesser strength and his attitudetowards the weaker section.The numerical grading are to be done with a grading of 1 -10 where 1 refers to thelowest grade and 10 to the highest grade.Further the appraisal can also include the following as enumerated below:-( a ) 4 0 % weightages on assessment of work output

Accomplishment of planned work/work slotted as per subject allotted.

Analytical ability

Accomplishment of exceptional work/unforeseen tasks performed

Overall grading on 'Work Output'( b ) 3 0 % w e i g h t a g e s o n a s s e s s m e n t o f p e r s o n a l attributes

Attitude to work

Sense of responsibility

Maintenance of Discipline

Communication Skills

Leadership qualities

Capacity to work in team spirit

Capacity to work in time limit

Inter-personal relations