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View Mode SlideshowScroll Readcast Add a Comment Embed & Share <#> Reading should be social! Post a message on your social networks to let others know what you're reading. Select the sites below and start sharing. Readcast this DocumentTransparent <#> <#> Login </login> to Add a Comment <#> Share & Embed <http://www.facebook.com/sharer.php?u=http%3A%2F%2Fwww.scribd.com%2Fdoc%2F224505 31%2FPerformance-Appraisal-project-report%23source%3Afacebook><http://twitter.co m/home?source=scribd.com&status=Reading%20%22Performance%20Appraisal%20project%2 0report%22%20on%20Scribd%20http%3A%2F%2Fwww.scribd.com%2Fdoc%2F22450531%20%23Rea dcast><http://www.google.com/buzz/post?url=http%3A%2F%2Fwww.scribd.com%2Fdoc%2F2 2450531%2FPerformance-Appraisal-project-report&message=Performance%20Appraisal%2 0project%20report.%20visit%20hrmba.blogspot.com%20for%20more> <#> Add to Collections Download this Document for Free Auto-hide: on <#> <http://ad.xtendmedia.com/clk?3,eAGlUE1PhDAU.DV7gw2F8mEaD3UBs7plRYnI3koBAcE23SYE fr3dgIl3X15m5s1hJnnAQXe0gqVvQRf4ruVSDwEHNpQC6leNYSGEgB1AL4DQMY79eTp85K9P-NCdOcPr RBtr-rzJYr1fghs.RrGCSbpaXpk-rOq.GIqkJVvIcevFOH-uW7P.0xG-DySPFjKm1ilLlyTDimTxQN4s SMZLf8qS.hJ-zcVYzMWC599EHXxvGK1SYufgnR3rnaZpf2WyK6s946M2Ks402jbUT3OAlqKWDZcj.Wa1 SYWQtLvSwRSS9zVTpqwFl-oHY11rIQ==,> Visithrmba.blogspot.comfor moreproject reports, presentations notesetc. HRM Project AnalyzingPerformanceAppraisal System 1 Page ACKNOWLEDGEMENT Vital to every operation is co-operation. We really agree to this wonderful quotation putforth by Mr. Frank Tyger. This project was successful due to the co-operation extended by people who have truly contributed towards it. We gratefully acknowledge Prof. ______ whosdeep sharing and synergy has moved us many levels beyond our own thinking. We want tothank the management of various companies who gave us the permission to conduct research.We would also like to thank all the employees and HR executives who empowered us withvaluable information. And finally to those whose lives and writings has come the wisdom of the ages. We have tried to learn from your legacy.2 Page ABSTRACT

Appraisal is a continuous process and done annually as a formal exercise before completionof the financial year. Appraisal has tremendous motivational impact on people throughmeaningful feedback and is a powerful tool for recognition. This project explains performance appraisal system and tries to find out how efficiently Performance Appraisal isconducted. And if performance appraisal doesnt meet its objective then, what are the factorscausing failure.3 Page <http://ad.xtendmedia.com/clk?3,eAGlTkFugzAQfE1uENnYQBDqwa0hSlWc0iKl5GaMCZBQLGOJ pq8vCKT23tVqZnYOMwtRWGJQeYEoPOj5PpZ-CBGuOIeFRJ4FwjCEOxQgANwAWIf2OD59nN6eCcXl9UqW iVae6DLLfLlfdzPvo9hgli6WV6SPi.ovUsXqZA05rL2EDIVT2-2fDpp.HWlyZ6fo.pKl3ywjJsniW.IO 67ydvbo703OT0Atk-xSx37ceLKs2Rm0Q2TjxtOM4bgehm6Lcir6bjLIXEzoOdoGL4CSV1FWvO.4ppM2V 0rwZ-M1Wum-lMLaWqtfmB3X4asE=,> TABLE OF CONTENTS Sr. NoTitlePage No1 Introduction1 2 Research & Survey5 3 Results6 4 Findings and Recommendations23 5 Conclusion26 6 Appendices27 7 Bibliography314 Page 1.INTRODUCTION In the business world investment is made in machinery, equipment and services. Quitenaturally time and money is spent ensuring that they provide what their suppliers claim. Inother words the performance is constantly appraised against the results expected.When it comes to one of the most expensive resources companies invest in, namely people,the job appraising performance against results is often carried out with the same objectivity.Each individual has a role to play and management has to ensure that the individualsobjectives translate into overall corporate objectives of the company. PerformanceManagement includes the performance appraisal process which in turn helps identifying thetraining needs and provides a direction for career and succession planning. 1.1 Understanding Performance Management 1.2 What is Performance? Performance is synonymous with behaviour; it is what people actually do. Performanceincludes those actions that are relevant to the organizational growth and can be measured interms of each individuals proficiency (level of contribution). Effectiveness Performance5 Page PERFORMANCE MANAGEMENT PERFORMANCE MANAGEMENTDETERMINE INDIVIDUALOBJECTIVES LINKED TOCORPORATE GOALS DETERMINE INDIVIDUALOBJECTIVES LINKED TOCORPORATE GOALSPERFORMANCE APPRAISAL PERFORMANCE APPRAISALENSURE RESPONSIBILITY ANDACCOUNTABILITY ENSURE RESPONSIBILITY ANDACCOUNTABILITYPERFORMANCE LINKEDINCREMENTS/ INCENTIVES/REWARDS

PERFORMANCE LINKEDINCREMENTS/ INCENTIVES/REWARDSCORPORATE GOALS CORPORATE GOALS refers to the evaluation of results of performance that is beyond the influence or control of theindividual. 1.3 How is Performance managed? Good performance by the employees creates a culture of excellence, which benefits theorganization in the long run. The activity includes evaluation of jobs and people both,managing gender bias, career planning, and devising methods of employee satisfaction etc.the efforts are to make to generate the individuals aspirations with the objectives of theorganization. Organization has to clear the way of career advancements for talented andhardworking people. Fear of any kind from the minds of the employees should be removed sothat they give best to their organization. Allow free flow of information. Communicationnetwork should be designed in such a way no one should be allowed to become a hurdle. Thisenables the managers to take correct decisions and that too quickly. 1.4 Why Performance Appraisal????? Todays working climate demands a great deal of commitment and effort from employees,who in turn naturally expect a great deal more from their employers. Performance appraisalis designed to maximize effectiveness by bringing participation to more individual level inthat it provides a forum for consultation about standards of work, potential, aspirations andconcerns. It is an opportunity for employees to have significantly greater influence upon thequality of their working lives. In these times of emphasis on quality, there is a naturalequation: better quality goods and services from employees who enjoy better quality goodsand services from their employers.Performance appraisal must be seen as an intrinsic part of a managers responsibility and notan unwelcome and time-consuming addition to them. It is about improving performance andultimate effectiveness.Performance appraisal is a systematic means of ensuring that managers and their staff meetregularly to discuss post and present performance issues and to agree what future isappropriate on both sides.This meeting should be based on clear and mutual understanding of the job in question andthe standards and outcomes, which are a part of it. In normal circumstances, employees6 Page should be appraised by their immediate managers on one to one basis. Often the distinction between performance and appraising is not made. Assessment concerns itself only with the past and the present. The staff is being appraised when they are encouraged to look ahead toimprove effectiveness, utilize strengths, redress weaknesses and examine how potentials andaspirations should match up.It should also be understood that pushing a previously prepared report across and desk cursorily inviting comments, and expecting it to be neatly signed by the employee is notappraisal - this is merely a form filling exercise which achieves little in terms of giving staff any positive guidance and motivation.THE APPRAISAL OF PERFORMANCE SHOULD BE GEARED TO: Improving the ability of the jobholder; Identifying obstacles which are restricting performance Agreeing a plan of action, that will lead to improved performance. It is widely accepted that the most important factor in organization

effectiveness is theeffectiveness of the individuals who make up the organization. If every individual in theorganization becomes more effective, then the organization itself will become more effective.The task of reviewing situations and improving individual performance must therefore be akey task for all managers.For appraisal to be effective, which means producing results for the company, each manager has to develop and apply the skills of appraisalThese are: Setting standards on the performance required, which will contribute to theachievement of specific objectives Monitoring performance in a cost effective manner, to ensure that previously agreed performance standards are actually being achieved on an ongoing basis7 Page Analyzing any differences between the actual performance and the required performance to establish the real cause of a shortfall rather than assume the fault to bein the jot holder. Interviewing having a discussion with the jobholder to verify the true cause of ashortfall, a developing a plan of action, which will provide the performance, requiredAppraisal can then become a way of life, not concerned simply with the regulation of rewardsand the identification of potential, but concerned with improving the performance of thecompany. The benefits of appraisal in these terms are immediate and accrue to the appraisingmanager, the subordinate manager/employee, and to the company as a whole 8 Page 2.RESEARCH AND SURVEY: Statement of the Problem: Performance appraisal is a process of assessing, summarizing and developing the work performance of an employee. In order to be effective and constructive, the performancemanager should make every effort to obtain as much objective information about theemployee's performance as possible. Low performance can push the organization back intodays tough competition scenario. The project is aimed at analyzing the performanceappraisal in companies. Objective: The various objectives of our research are as follows:To examine why an appraisal system is important.To study existing appraisal system in various organizations across sectors like BPO, IT &Telecom.To find the expectation of appraiser and appraiseeTo determine the satisfaction level of the appraiseeTo reveal the various loopholes in the appraisal system if anyTo find the consequences of an inappropriately conducted appraisal system Research Methodology: The data source: Primary as well as Secondary. The research approach: Survey Method. The research instrument: Questionnaire.

The respondents: The Managers & Employees of various organizations.The primary data was collected with the help of survey information. A concise questionnairewas prepared keeping in mind the information specifications.9 Page <http://ad.xtendmedia.com/clk?3,eAGljd1qhDAQhZ9m73QxP2qL9GJaV7Gsiq1g9S4btdHuNmkU BJ--AV3ofYdhzseZ4QwiASMPyEPYf0QYGyQBIrRnDLUUe5YTBAHFPnHMlvpWMubLy0f19grQ.yQctjrt epd6hwmggPgUC5oVm-Vdiuf71f80VJlI94gE4HND1ebCHv.8CGuniTPRlAk-l8WalTCnZXRN35HIVqDn qhnSNRryqnDTsPmq9xyT9mRZYp7VgcABR6aXZTlOXA-X9sjlzRit5GZiTF3HJcig6nQv9Y19885mSmk2 TOxqKy3Hjs-27pTU8y8Kcmmn,> <http://ad.xtendmedia.com/clk?3,eAGljV9rgzAUxT9N37Tkj2lXZA.Z1GFpFLfAZt.SmEydziwG BD.9BC3sfZfLPYfD5XcgDoEWWlcaBEg8EKKrEOJACwGVVkcPhGGIT-R4AOSEoJe2-fT88f56pjT.SSVd J970LuVmRkoL-hInLsiKNTrciqf71.80MlnNNkRK6edqy9yv.fZPR1QSxquunL.AhRdzxqljPOnYG2wY ivGF0znndX.tzz2LSnTdOAvt0fNq58wO0x1Klp2maT9K29yqvRz6JagGuVyEAgIIhos1yurB9uJbKl8Y Y0Uzis43dmiVdL5VZrDuF5n1a3E=,>

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