STUDY THE PERFORMANCE APPRAISAL SYSTEM IN

PRACTICE IN AN ORGANIZATIONAL AND FIND THE

REASONS FOR THE CHOICE OF THE SYSTEM.

SYNOPSIS SUBMITTED IN THE PARTIAL FULFILMENT OF THE COURSE TITLED –

FUNDAMENTAL OF MANAGEMENT

SUBMITTED TO:-
Dr. Manoj Mishra
FACULTY OF FUNDAMENTAL
OF MANAGEMENT

SUBMITTED BY:

RAHUL KUMAR
BARNWAL
ROLL NO ;-2033
B.B.A., LL.B;- 1ST SEMESTER
CHANAKYA NATIONAL LAW UNIVERSITY,PATNA
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ACKNOWLEDGEMENT
I would like to thank my faculty Dr.Manoj Mishra, whose assignment of such a
relevant and current topic made me work towards knowing the subject with a greater
interest and enthusiasm and moreover he guided me throughout the project.

I owe the present accomplishment of my project to my friends, who helped me

immensely with sources of research materials throughout the project and without whom I
couldn’t have completed it in the present way.

I would also like to extend my gratitude to my parents and all those unseen hands who
helped me out at every stage of my project.

INTRODUCTION:
Performance Appraisal Is A Process Of Evaluating An Employee Performance Of Job In
Terms Of Its Requirements. Heyel Observes, “ It Is The Process Of Evaluating The
Performance And Qualifications Of The Employees In Terms Of The Requirement Of The
Job For Which He Is Employed, For Purposes Of Administration Including Placement,
Selection For Promotions, Providing Financial Rewards And Other Action Which Require
Differential Treatment Among The Members Of A Group As Distinguished From Actions
Affecting All Members Equally Others Regard, It As A Process Of Estimating Or Judging
The Value Excellence, Qualities Or Status Of Some Object, Person Or Thing.” Collectively,
It Is A Part Of All The Other Staffing Processes, Recruitment, Selection, Placement And
Indoctrination. It Is Found Systematic Assessment Of How Well Employees Are
Performing Their Jobs In Relation To Established Standards And The Communication Of
That Assessment To Employees”.Employee Appraisal Techniques Was Used For The First
Time During The First World War, When, Walter Dill Scott, The Us Army Adopted The
Man To Man Rating System For Evaluating Military Personnel. During The 1920-30
Periods, Rational Wage Structures For Hourly Paid Workers Were Adopted In Industrial
Units. Prof. Beach Has Charted Out, Showing The Changes In The Terminology Of
Employee Appraisal That Have Taken Place Since 1920. The Major Aim Of Performance
Appraisal Is 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.
In Addition, Increments Rewards, Maintain Individual And Group Development And
Improving The Employee’s Performance. To Measure The Performance Appraisal There
Are Several Methods And Techniques. The Method And Scales Differ For Obvious
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Reasons. These Are Based On The Sources Of Traits Or Qualities, Different Kinds Of
Workers, And Degree Of Precision Of The Employees. The Types Of Performance
Appraisal Are Involved Both In Traditional And Modern Methods. Perhaps We Have
Various Types Of Appraisal Methods They Have Certain Limitations. Mamoria C.B,
Pointed Out That, If The Factors Included In The Assessment Are Irrelevant, The Result Of
Merit Rating Will Not Be Accurate. Some Of The Factors Are Highly Subjective Thereby
Making The Rating On Scientific Lines Highly Difficult. Supervisors Are Guided By Their
Personal Emotions, Likes And Dislikes. This Makes Their Ratings Highly Biased. But At
Present Every Organisation Has Their Own Method To Appraise The Employees. The
Appraisal Systems Are Based On Their Immediate Internal And External Environment.
Even Though There Are Some Tested Tool To Measure The Employee Performance It Is
Difficult To Follow Because, The Organisation’s Climate May Differ From Industry To
Industry. Many Organisations They Have Formulated Their Own System Which Are
Prepared Based On Their Own Circumstance

RESEARCH QUESTION
i. What are the components of a performance management system?
ii. What is the purpose of performance management systems within an organization?
iii. What is performance management system?
iv. How do you manage employee performance?
v. What are the key elements of performance management?
vi. What are the advantages of performance management system?
vii. What are the methods of performance management?
viii. What is an effective performance management system?
ix. What is the purpose of performance management system?
x. How do you talk to employees about their performance?
xi. How do you evaluate employee performance?
xii. What are the four elements of management?
xiii. What are the five elements of management?
xiv. What is performance management model?
xv. What are performance management strategies?
xvi. What is the performance management process?

RESEARCH OBJECTIVE
i. To Analyse The Meaning And Review Of Performance Appraisal.
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ii. To Analyse The Concept Of Performance Appraisal System And The

Reason For The Choice Of The System

HYPOTHESIS
There is an association between socio demographic factors and the overall
performance appraisal system..

RESEARCH METHODOLOGY

This project is based upon doctrinal method of research.

Source of data: Secondary Sources
a) Books
b) Website

Mode of Citation:
 The researchers have followed a uniform mode of citation
throughout the course of this project.

TENTATIVE CHAPTERIZATION

i. INTRODUCTION
ii. RESEARCH QUESTIONS
iii. RESEARCH OBJECTIVE
iv. HYPOTHESIS
v. RESEARCH METHODOLOGY
vi. DEFINATION AND ITS ORIGIN
vii. THERE IS AN ASSOCIATION BETWEEN SOCIO DEMOGRAPHIC
FACTORS AND THE OVERALL PERFORMANCE APPRAISAL
SYSTEM.
viii. REVIEW OF RELATED STUDIES
ix. CONCLUSION
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x. BIBLOGRAPHY

Bibliography
REFERENCES;-

 Ashwathappa K. (1997) - Human Resource and Personnel Management - Tata

McGraw hills, New Delhi.
 Levin, H.Z. (1986) - Performance appraisal at work
 Principles of management by Anil bhatt,
WEBSITES

 http://www.iosrjournals.org/iosr-jbm/papers/Vol8-issue4/H0846683.pdf
 http://ijrmbs.com/vol2issue1/vincent.pdf
 http://shodhganga.inflibnet.ac.in/bitstream/10603/153575/12/12_chpater5.pd
f
 . http://www.managementparadise.com