dEEPAK RANA

8/4/2019 dEEPAK RANA

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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 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



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.



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)



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



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.

0

5

10

15

20

25

yesno



Analysis:

All says that appraisal is done annually.

0

5

10

15

20

Anually

half yearlyquaterly

Is appraisal done annually, half yearly or

quarterly?



Analysis

0ut of 20, 15 says yes,

And 5 says no

0

5

10

15

1st Qtr

yes

no

Satisfied with process or not?



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?



Analysis:

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

0

2

4

6

8

10

12

yes

no

Is there any biasness?



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



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



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 beimproved.

Trainings should be regular. Actions should be taken to find out the reasons

for biasness

dEEPAK RANA

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