Академический Документы
Профессиональный Документы
Культура Документы
of
It is the process of evaluating the performance of employees, sharing that information with them and searching for ways to improve their performance.
employees & the organization. growth & development increase harmony & enhance effectiveness
1. Absolute standards.
2. Relative standards.
3. Objectives.
2. The checklist.
3. The graphic rating scale.
4. Forced choice.
5. Behaviorally anchored rating scales.
2.Individual ranking.
3.Paired comparison.
Type of business.
Operations. Constitution. Product categories. Brands.
Manufacturing facilities.
Employees.
Experience
1-5 years 5-10 years 10-15 years Total
Neutral
1(20.0%) 4(80.0%) 0(.0%) 5(100.0%)
Agree
1(25.0%) 2(50.0%) 1(25.0%) 4(100.0%) X2 = 1.947, P = 0.746
Total
9(30.0%) 17(56.7%) 4(13.3%) 30(100.0%)
X2 = 5.476, P = 0.242
X2 = 1.975, P = 0.160 Experience 1-5 years 5-10 years 10-15 years Total Agree 8(72.7%) 2(18.2%) 1(9.1%) 11(100.0%) Strongly agree 0(.0%) 6(31.6%) 13(68.4%) 19(100.0%) Total 8(26.7%) 8(26.7%) 14(46.7%) 30(100.0%)
X2 = 19.542, P = 0.000
X2 = 2.782, P = 0.836 Experience 10-15 years 15-20 years Above 20 years Total Disagree 2(33.3%) 2(33.3%) 2(33.3%) 6(100.0%) Neutral 4(14.8%) 13(48.1%) 10(37.0%) Agree 2(7.4%) 16(59.3%) 9(33.3%) Strongly Agree 0(.0%) 6(60.0%) 4(40.0%) 10(100.0%) Total 8(11.4%) 37(52.9%) 25(35.7%) 70(100.0%)
X2 = .443, P = 0.801 Experience 10-15 years 15-20 years Above 20 years Total Agree 2(7.4%) 11(59.3%) 6(33.3%) 19(100.0%) Strongly Agree 6(11.8%) 26(50.9%) 19(37.3%) 51(100.0%) Total 8(11.4%) 37(52.9%) 25(35.7%) 70(100.0%)
X2 =.269, P = .874
X2 = 24.362, P = 0.000 Experience 10-15 years 15-20 years Above20 years Agree 6(27.3%) 12(54.5%) 4(18.2%) Strongly Agree 2(4.2%) 25(52.1%) 21(43.8%) Total 8(11.4%) 37(52.9%) 25(35.7%)
Total
22(100.0%)
48(100.0%)
70(100.0%)
X2 = 9.826, P = .007
Total
17(100.0%)
24(100.0%)
X2 = 4.001, P = 0.406
29(100.0%)
70(100.0%)
Conclusion
UBL uses two parameters to judge the performance of an employee.
Employees observed that Performance appraisal system provides carrier path and growth perspective to employees; it helps employees to decide about the future goals of the organization. So performance appraisal system leads to development of employees as well as organization.
Recommendation
1. Performance appraisal system should be strengthening in the company as experienced and aged employees are satisfied with the existing performance system.
2.
Employees should be given feedback about their performance at successive intervals so that they can make improvements in the field required.
3. Standard should be set against individuals so that employee performance can be measured against set standards. Management should try to identify area in which employee lacks and should provide proper training and develop their skills so that employee can achieve the desired goals of the organization.
4.
5.
The End