Project On

PERFORMANCE APPRAISAL SYSTEM

Group Members : Vinay Deshmukh Atish Utturkar Abhishek Tawde ABSTRACT:

Roll No : 08 60 58

Appraisal systems is designed in such a method that they facilitate regular feedback for the employees necessary to take all desired steps. Generally, the aims of a performance appraisal of a faculty are to: Provide the opportunity for organizational diagnosis and development Facilitate communication between employee and administration To improve performance through counseling, coaching and development the newly proposed system by our group called FACULTY APPRAISAL SYSTEM which helpful for any kind of education organization to improve the internal quality of any of the faculty member and ultimately will improve the quality of service towards organization.

PROBLEM DEFINITION :
Appraisal systems should be designed in such a manner that they facilitate regular feedback for the employees. To entice good performance from employees, they have to be regularly updated about what is expected of them, what are the things they are doing well and what needs improvement. Such regular feedback aims at continuous all-round development of employees.

Generally, the aims of a performance appraisal of a faculty are to: Give employees feedback on performance Identify employee training needs Document criteria used to allocate organizational rewards Form a basis for personnel decisions: salary increases, promotions, disciplinary actions, bonuses, etc. Provide the opportunity for organizational diagnosis and development Facilitate communication between employee and administration

PROJECT SCOPE :
It is the policy of the Institute that the job performance of each member of the faculty be evaluated periodically by the faculty superiors or administration of the Institute. Faculty performance appraisal will be computerized evaluation of the faculty members job performance. It may include the superior comments and recommendations, an action plan for both faculty and controller, and performance goals for the next evaluation period. Information derived from the performance appraisal shall be considered when making decisions affecting a faculty member concerning training needs, continued assignments, and opportunities for advancement. Faculty appraisal system is conducted as a means to enhance the job performance of each individual faculty member and as a route to improvement of the organizational effectiveness and overall operation of the organization. It is further designed to reinforce the team management approach and validate managements commitment to a mutually supportive environment. The appraisal process is designed to gather vital information and measurements about staff activities and Institute operations useful to managements purpose in bettering the faculty output, working

conditions, faculty morale, and inner workings of the organization community as a whole. Assessing your own performance and growth in each of the eight self-assessment categories below. Identify areas where you have experienced success and areas where you are in need of improvement within each category. Where there are aspects of performance that you rate satisfactory, good, very good, or outstanding, clarify these responses. Where your self-assessment rating within any category indicate a need for improvement or unsatisfactory achievement, clarify those areas and explain in detail the difficulties you have encountered. Main task is to prepare a softcopy document, including your self-assessment in each category, justifying your responses. Points to be taken under consideration are: Job Knowledge Judgment Interpersonal Relationship Verbal and Written Communication Coordination Planning and Organization Orientation towards results

APPLICATIONS :
A properly designed performance appraisal system can : help each employee understand more about their role and become clear about their functions; be instrumental in helping employees to better understand their strengths and weaknesses with respect to their role and functions in the organization; help in identifying the developmental needs of employees, given their role and function; increase mutuality between employees and their supervisors so that every employee feels happy to work with their

supervisor and thereby contributes their maximum to the organization; act as a mechanism for increasing communication between employees and their supervisors. In this way, each employee gets to know the expectations of their superior, and each superior also gets to know the difficulties of their subordinates and can try to solve them. Together, they can thus better accomplish their tasks; provide an opportunity to each employee for self-reflection and individual goal-setting, so that individually planned and monitored development takes place; help employees internalize the culture, norms and values of the organization, thus developing an identity and commitment throughout the organization; help prepare employees for higher responsibilities in the future by continuously reinforcing the development of the behaviour and qualities required for higher-level positions in the organization; be instrumental in creating a positive and healthy climate in the organization that drives employees to give their best while enjoying doing so; and assist in a variety of personnel decisions by periodically generating data regarding each employee.

FUTURE WORK :
Database connectivity Configuration testing Data flow between front end and sql server Login console testing Database Counter testing Final result display are authentic

 Constraints in form.