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Performance Appraisal
Performance appraisals are a regular review of employee performance within organizations.

Aim of performance appraisals

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

Training project ( Performance Appraisal method adopted by company, research on first line executives)
Procedure adopted by company for performance appraisal Providing guidelines to employer Providing competency dictionary to the employer
WORK RELATED QUALITY RELATED

Performance planning and assessment

Competency Analysis

PROVIDING GUIDELINES TO EMPLOYER

Complete the form on the basis of the work that the assess has been doing during the period under review.
Supervisors/Section heads are to identify both Functional and Developmental Training needs of employees under them. Assessment should be indicated by ticking the appropriate box

Please note that a strong or a weak rating under an attribute should not cloud your judgment of his rating on the other attributes.

Performance Planning And Assessment

In this form some important performance objectives for the period are listed focusing on alignment with companys strategies & goals. Ensuring they are SMART (specific, measurable, agreed, realistic (with stretch) and are time bound). And performance ratings are given

Such as Excellent (Ex) / Very Good (VG) / Good (G)Average ( A) / Needs Development (ND)

Competency Analysis
Gap is find out among
Required level Last appraisal Current appraisal Reason for Gap are find out Plan / Corrective Action (Training /Counseling/job rotation/transfer ) are taken

My Project
Objective of study
To study the performance assessment procedure of the company.

And on what basis assessment is done. Measures taken after the appraisal

Sampling plan
A sample of 20 was taken the sample size of 20 individuals were selected

on the basis of convenient sampling technique.

First line executives such as executives, Sr executives, asstt.manager. sr

engineer were selected from Engineering , Business Development Group,

Business Support Group Quality Systems, Employee Relation, Maintenance , Planning & Production , Assembly, HR departments were selected. The individuals were selected in the random manner to form sample and data were collected from them for the research study.

Questionnaire

Name Designation Are appraisals conducted on regular basis? Yes No if yes, it is conducted? Annually half yearly quarterly Are you satisfied with the appraisal process conducted Yes No If no, give suggestions. . .. .. Is there superior help in solving problems? Yes No Is there any biasness in performance assessment? Yes No What measures should be taken for weak performers? Training Termination Transfer What rewards should be given to good performers?

Data Interpretation
Analysis:

out of 20 people all the 20 says that appraisal is done on regular basis.

25 20 15 10 5 0 yes no

 Analysis:

All says that appraisal is done annually.

20 15 Anually 10 5 0 half yearly quaterly

Is appraisal done annually, half yearly or quarterly?

Analysis 0ut of 20, 15 says yes, And 5 says no

15

10 yes 5 no

0 1st Qtr

Satisfied with process or not?

Analysis: Out of 20 , 12 says that their superior help them. 8 says no.

12 10 8 ye s 6 4 2 0 no

Whether superior help or not?

Analysis: Out of 20 ,9 says that yes, 11 say no.

12 10 8 6 4 2 0 yes no

Is there any biasness?

Analysis: Out of 20,14 say that training, 3 say that termination, 3 say that transfer
14 12 10 8 6 4 2 0 training term ination transfer

Measures for bad performers

Analysis: Out of 20, 16 says that promotion, 2 say that bonus, 2 says that paid holidays
20 15 pe r m otion 10 5 0 bonus paid hollidays

Rewards for good performers

Findings
Majority was satisfied with appraisal process. There was some biasness with in organization. All were not satisfied with the attitude of superior. Most of them emphasis on Promotions. Training programs were not regular.

Recommendations
Relations among superior and junior should be improved.
Trainings should be regular.

Actions should be taken to find out the reasons for biasness