A
TERM PAPER ON
“KNOWLEDGE MANAGEMENT”
Department of Electronics & Communication Engineering
Lovely Institute of Technology (POLY)
SUBMITTED TO:-
Mr. JATINDER VEER SINGH
SUBMITTED BY:-
NASREEN SULTANA
11001676
A17
JE003
A
TERM PAPER ON
“PERFORMANCE APPRAISAL”
Department of Electronics & Communication Engineering
Lovely Institute of Technology (POLY)
SUBMITTED TO:-
Mr. JATINDER VEER SINGH
SUBMITTED BY:-
OM PRAKASH YADAV
11003723
A13
JE003
CONTENTS
DEFINATION OF PERFORMANCE
APPRAISAL
NEED OF PERFORMANCE
APPRAISAL
METHODS OF PERMANCE
APPRAISAL
INDIVIDUAL EVALUATION
METHOD
MULTIPLE-PERSON EVALUATION
METHOD
FINDINGS
CONCLUSION
LIMITATION OF STUDY
RECOMMENDATION
REFERENCE
“PERFORMANCE APPRAISAL”
DEFINATION OF THE TERM:-
Afford and Beatty: - “performance appraisal is the
evaluation or appraisal of the relative worth to the
company of man’s services on his job.”
Performance appraisal is a formal structured system of measuring
and evaluating an employee’s job related behaviors and
outcomes to discover how and why the employee is presently
performing on the job and how the employee can perform more
effectively in the future so that the employee, organization and
society all benefits.
Need of Performance Appraisal
A central reason for the utilization of performance appraisals
(PAs) is performance improvement. Other fundamental reasons
include “as a basis for employment decisions (e.g. promotions,
terminations, transfers), to aid with communication, to establish
personal objectives for training” programs, for transmission of
objective feedback for personal development, “as a means of
documentation to aid in keeping track of decisions and legal
requirements” and in wage and salary administration.
Additionally, PAs can aid in the formulation of job criteria and
selection of individuals “who are best suited to perform the
required organizational tasks”. A PA can be part of guiding and
monitoring employee career development. PAs can also be used
to aid in work motivation through the use of reward systems.
METHODS OF PERFORMANCE APPRAISAL
The performance appraisal methods may be classified into three
categories, as shown in Figure.
I. INDIVIDUAL EVALUATION METHODS.
Under the evaluation method of merit rating, employees are
evaluated one at a time without comparing them other
employees in the organization.
1. ESSAY EVOLUTION:
Essay evaluation is extremely useful in filing information gaps
about the employees that often occur in the better structured.
2. CRITICAL INCIDENT:
This method is useful for peers to maintain logs on each
employee and its behavior.
3. CHECK LISTS:
Another simple type of individual evaluation method is checklist. A
checklist represents, in its simplest form, a set of objectives or
descriptive statements about the employee and his behavior.
SAMPLE QUESTIONS FOR CHECHLIST METHOD
If the employee really interested in the task assigned?
Yes No
Is he represented by his colleagues? Yes No
Does he respect his superiors? Yes No
Does he make mistakes frequently? yes No
4. GRAPHIC RATING SCALE:
Under this method, a printed for, as shown below, is used to
evaluate the performance of an employee. A variety of traits may
be used in these types of rating devices, the most common being
the quality of work. The rating scales can also be adapting by
including traits that the company considers important for
effectiveness on the job. A model of a graphic rating scale is
given below.
5. BEHAVIORALLY ANCHORED RATING SCALES
This method represents the latest invitation in performance
appraisal. It is a combination of the rating scale and critical
incident techniques of employee performance evaluation.
The critical incident serve as anchor statements in a scale & the
rating form usually form usually contains six to eight specially
defined performance dimensions
.
6. FORCED CHOICE METHOD
In the forced choice method, the rather is forced to select
statements which are readymade.
7. MANAGEMENT BY OBJECTIVES
The MBO process seems to ne most useful with managerial
personal and employees who have a fairly wide range of flexibility
and self control in their jobs.
Program involves 6 steps:
Set organization’s goals
Performance reviews
Provide feedback
Define expected results
Set departmental goals
Discuss departmental goals
TYPICAL GRAPHIC RATING SCALE
II. MULTIPLE-PERSON EVOLUTION METHODS
In this section, let us discuss some techniques of evaluating one
employee In comparison to another. Three such frequently used
methods in organizations are ranking, period comparison and
forced distribution.
1. RANKING METHOD.
In Ranking Method superior ranks his or her subordinates in the
order of their merit, starting from the best to the worst.
2. PAIRED COMPARISON METHOD:
Under this method the appraiser compares each employee with
every other employee, one at a time.
3. FORCE CHOICE ITEMS
The favorable qualities earn a plus credit and the unfavorable
once earn the reverse.
Table2
4. FORCESD DISTRIBUTION METHOD:
The forced distribution method operators under an assumption
that employee performance level conforms to a normal statistical
distribution
5. FIELD REVIEW METHOD.
In this method, a trained skilled representative of the HR
department goes into the field and assists line supervisors with
rating of their respective subordinates. Based on this information,
the expert prepares report, which is sent to the supervisor for
review, change, approval and discussion with the employee who
is being rated. The ratings are done on standardized forms.
FINDINGS
1. It was observed that, annual performance appraisal is
undertaken by the superior for measuring the performance of
employees and suggesting for improvement in the performance if
any.
CONCLUSION
* These methods are effective for the manager to improve the skill
level of employee and can utilize their time and competencies
well.
* The performance appraisal system can identify the training and
development needs, so the management helps to employee by
giving training and other strategies through these methods.
LIMITATION OF THE STUDY
* The study is limited for the managers and employee. And the
remaining information was taken from Human Resource
Department. Further, there is some technical analysis, we
dropped here.
RECOMMENDATIONS
1. To enhance the performance level, the company should
support the employee and there should be more of involvement of
employee in decision making for motivating.
2. Promotion is an important on-monitory technique of motivation
so the company must use this motivation technique efficiently by
reducing the consistency period to 2-3 years and consider the
factors like experience, skill, intelligence etc.
3. The performance appraisal should be conduct quarterly.
REFERENCES
Books:-
1. “Personal and Human Resource Management.”
P. Subba Rao.
2. Essential of Human Resource Management and
Industrial Relations. P. Subba Rao
3. “Human Resource Management” Research-based
approach, up-to-date Coverage, Case studies. –
Mirza.S .Saiyadain.
Websites:-
1. http://www.performance-management.us/
2. http://www.ajhp.org/cgi/content/abstract
3. http://www.wikipedia.org
4. http://www.india-now.org
5. http://www.google.com
