SUGGESTIONS
1. The new competitive relatives suggest an agenda focused on championing competitiveness. HR professionals shall focus more on the deliverables of their work that on doing they work better. They shall articulate their roles in terms of value created. 2. The firm shall create new organizational capabilities that derive from redefinition and redeployment of HR practices, functions and professionals. 3. Prevention is better than cure. This principle is based on the assumption that employees perform better through reward than punishments. Besides creating conducive organizational climate the organization shall follow effective two way communication developing mutual trust and understanding which will have a positive impact on employees performance. 4. There is a need for effective grievance handling machinery so that employees grievances are handled effectively and timely. 5. On the job training and off the job training shall be conducted frequently, so that performance of employees may be improved. 6. Individual performance of each employee of various departments may be measured, so that it will motivate the employees to increase their performance level. 7. Traits of employees shall be assessed and evaluated as it is also one of the factors for increasing the level of performance.
8.
There shall be a proper reinforcement of positive behavior so that employees develop a feeling about the desirability of positive behavior.
SCOPE OF THE STUDY
Performance appraisal is a managerial process through which an individual employees behavior and accomplishments for a fixed time period are measured and evaluated. It is a Systematic and Objective way of judging the relative worth or ability of an employee in performing his task. Here the study focuses on role of performance appraisal, various methods of performance appraisal and how it leads to improve their individual career and achieving their goal of the organization, followed by suggestive measures to be undertaken for better improvement in future. In the organization context, performance appraisal is a systematic evaluation of personnel by superiors or others familiar with their performance. Performance appraisal is also described as merit rating in which one individual is ranked as better or worse in comparison to others. Performance appraisal is the systematic evaluation of the individual with regard to his or her performance on the job and his potential for development.
CONCLUSION
In the changed global scenario of industrial development, which fosters a drive for competitiveness, based on improved quality in all functions of an organization, performance appraisal has its own significance for the success of any organization. Performance appraisal is conducted with the aim of assessing the performance as well as potential of the employees. By evaluating the performance of an employee, the organization is able to identify training and development needs. It also fulfills the purpose of providing feedback about the employees on how the organization views their performance. In order to build a sound organizational climate, managers must understand their people in the organization. The importance musty be given to what motivates Job performance in general and building an overall climate conductive to motivation, a keen insight into the individual in Particulars, and tailoring the personal approach to leadership and job design to which the man will respond with commitment. So, also in the case of TIEL which adopt the system of performance appraisal as a strength not only to improve employees performance but also to ensure constant growth of the institution.
CHAPERTERATION
CHAPTER I:
It deals with the concept in the definitions of performance appraisal, methods of performance appraisal in various dimensional view and process of performance appraisal. It includes Introduction, scope, objectives and limitation.
CHAPTER II: CHAPTER III: CHAPTER IV:
Presents review of related literature. Gives profile of the study area i.e. TEL, Vellore-6. It deals with the methodology adopted and sample selected for the study area.
CHAPTER V: CHAPTER VI:
Relates to research and discussion. Sums up the findings and also gives some recommendation and suggestions for strengthening the existing system of performance appraisal in TEL, Vellore-6.
STATEMENT OF THE PROBLEM
The statement of the research or is A study on performance Appraisal of employees at TIEL, Vellore-6. This study is undertaken in order to concentrate on implementation of performance appraisal techniques in the organization which leads to improved efficiency and success of the organization.
