Report
On
Performance
Appraisal
EXECUTIVE SUMMARY
The HR manager can also arrange the negotiated appraisal. If there is two way
communication in the organization means top to bottom and vice versa than top
level can understand the need of the operational level employees. While in
traditional performance appraisal process there is only one way communication.
So, top manager can not understand the need of operational managers. So, this
is not an effective way for performance appraisal. Is that meaning that we should
not use the traditional approach for performance appraisal? No, experts are
experts they know the current scenario of the organization. So, they know that
what to do for improving performance of individual and organization. If any
employee argues about raising of salary than top management can take wise
decision for raising salary. For example they can suggest employee for
performance base pay that what you perform that you will get as reward. So, I
can say that using negotiable performance appraisal approach is not always a
good idea. The other disadvantage of the negotiable performance appraisal
approach is that it takes almost 12 months time to respond because top
management take view of every employee so it become very lengthy process.
While traditional approach have not require that much of time.
The one question comes in mind that why we need performance appraisal.
Performance appraisal is a way to validate the organizational processes like
selection and training. It provides feedback to employees for improvement of
performance in the organization.
The data we found after adopting various performance appraisal techniques are
very interesting. Employees are able to plan for long term, employee encourages
to perform more, and employees behave with more discipline. HR manager need
all the data after performance appraisal to know the current situation of the
organization but it is very lengthy process to achieve whole data.
It is true that HR manager is always wondering for positive feedback from their
employees but it can be not possible all the time. Once HR manager selects any
person as an employee in the organization than that person has to follow all the
rules and regulation of the organization. HR manager can take feedback of new
employee also what they fill after working in the organization. On the bases of the
experience of new employee HR manger can change his policy of performance
appraisal. For better performance HR manager need to continuously monitor the
performance of every employee and every branch. For better performance HR
manager need to be more flexible with the employees so employees can share
their views and onions with them. HR manager can know the need of employees
and help them for improving the performance.
Objectives:
To study what is performance appraisal and why organization needs it.
Scope
Study of performance appraisal, its techniques and its implementation.
METHODS OF DATA COLLECTION
Primary methods
Questionnaire
Secondary methods
1. Magazines.
2. Newspapers
3. Websites
4. Books
5. Other projects.
Here, I will use only secondary methods for the analysis of this project because
of limited time duration.
DISCUSSION
“Performance techniques tell employees of organization what they are
doing and standards of those techniques tell them what they can do”
There are various ways for performance appraisal we will understand each in
detail as follows:
1 - Planning
In any organization work is always planned in advance. It included setting of
performance standards and goals for organization as well as for individual.
Involving employees in the planning process help them to establish the goal of
organization. Employees can know what they are doing and what they can do to
accomplish the goal of the organization.
2 - Monitoring
HR manager always looking for effective and timely feedback during the period of
monitoring. This is very important task for the HR manager for establishing
standards elements of a successful performance management program.
Employees themselves need to know their own performance means they need to
monitor themselves. The need to know how they are performing and what they
can get with their performance. They need to know themselves for area of
improvement although HR manager also monitor them.
HR manager can get feedback from various sources like by observing the
employee, by rating the employees and branches, by measuring the system
overall performance (numerical data), by taking feedback of customers and other
stakeholders, by taking direct feedback of employees. Whatever is the way for
feedback but HR manager need to know the performance of employees.
Some issues that are related with the monitoring the employees are as follows:
(For both employees & supervisors)
HR manager need to explain the employees about work they are doing
that is challenging or satisfactory
Learning teams: HR manager can develop one team who learn the other
employees for better performance
Self-development: HR manager can arrange various techniques for self
development of the employees like showing encouraging videos etc. at
other organizations.
4 - Rating
The main task of HR manager is to get useful information which can determine
the type if data to be collected as we; as who can be appreciate for his work this
all thing is depends upon rating of the employees or branch which is given by HR
manager on overall performance of the employee or branch for whole year.
Typical rating includes how employee works, how employee make decisions in
any situation after looking the entire criteria HR manager decided rating of
different employee.
Finally, I can say that performance appraisal is the necessary task for
organization. Always employees want to know that what top management is
thinking for their work they are doing. So, this performance appraisal is a good
technique to interact employers and employees
REFRENCES
1. Performance management
<http://www.mbaguys.net/t1825/>
(Accessed on 21st Aug 2009)
2. Performance appraisal
<http://www.mbaguys.net/t1826/>
(Accessed on 21st Aug 2009)
4. Archer North
Introduction to Performance Appraisal
<http://www.performance-appraisal.com/intro.htm>
(Accessed on 21st Aug 2009)
5. Performance appraisal
From Wikipedia, the free encyclopedia
<http://en.wikipedia.org/wiki/Performance_appraisal>
(Accessed on 21st Aug 2009)