Post on 07-Apr-2018
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Why Reliance Money?Reliance Money is the most cost-effective,
convenient and secure way to transactin a wide range of financial productsand Services.
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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.
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Training project ( Performance Appraisal method adopted by company, research on first lineexecutives )
Procedure adopted by company for performance appraisal
Providing guidelines to employer
Providing competency dictionary to the employerWORK RELATEDQUALITY RELATED
Performance planning and assessment
Competency Analysis
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PROVIDING GUIDELINES TO EMPLOYER
Complete the form on the basis of the work that theassess has been doing during the period under review.
Supervisors/Section heads are to identify bothFunctional and Developmental Training needs of employees under them.
Assessment should be indicated by ticking theappropriate box
Please note that a strong or a weak rating under an
attribute should not cloud your judgment of his rating onthe other attributes.
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Performance Planning And Assessment
In this form some important performance objectives forthe period are listed focusing on alignment with company’s
strategies & goals. Ensuring they are SMART (specific,measurable, agreed, realistic (with stretch) and are timebound).
And performance ratings are given
Such as Excellent (Ex) / Very Good (VG) / Good (G)Average (A) / Needs Development (ND)
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Competency Analysis
Gap is find out among
Required level
Last appraisalCurrent appraisal
Reason for Gap are find out
Plan / Corrective Action (Training/Counseling/job rotation/transfer ) aretaken
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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
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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.
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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?
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Data Interpretation Analysis: out of 20 people all the 20 says that appraisal is
done on regular basis.
0
5
10
15
20
25
yesno
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Analysis:
All says that appraisal is done annually.
0
5
10
15
20
Anually
half yearlyquaterly
Is appraisal done annually, half yearly or
quarterly?
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Analysis
0ut of 20, 15 says yes,
And 5 says no
0
5
10
15
1st Qtr
yes
no
Satisfied with process or not?
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Analysis:
Out of 20 , 12 says that their superior help them. 8 says no.
0
24
6
8
10
12
yes
no
Whether superior help or not?
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Analysis:
Out of 20 ,9 says that yes, 11 say no.
0
2
4
6
8
10
12
yes
no
Is there any biasness?
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Analysis:
Out of 20,14 say that training, 3 say that termination,
3 say that transfer
0
2
4
6
8
10
12
14
training
termination
transfer
Measures for bad performers
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Analysis:
Out of 20, 16 says that promotion, 2 say that bonus,
2 says that paid holidays
0
5
10
15
20
permotion
bonus
paid hollidays
Rewards for good performers
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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.
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Recommendations
Relations among superior and junior should beimproved.
Trainings should be regular. Actions should be taken to find out the reasons
for biasness