Performance Appraisal

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International Journal on Arts, Management and Humanities 1(1): 63-72 (2012) ISSN No. (Online): 2319 – 5231

A study of performance appraisal and organizational effectiveness in terms of individual and organizational basis. A comparative study of BSNL and AIRTEL Dr Kanchan Bhatia* and Prof Prashant Jain** *,Professor, SIRT, Bhopal, (MP) **Executive Director, SGI, Bhopal (MP) ABSTRACT According to Peter Drucker 'an organization is like a tune; it is not constituted by individual sounds but by their synthesis. The success of an organization will therefore depend on its ability to measure accurately the performance of its members and use its objectivity to optimize them as a vital resource. The performance appraisal plays a very important role in success of any organization. It not only motivates the enmployee but also improves the productivity level of any organization. Though the need of Performance appraisal is generated in every organization but there is a difference in mechanism in public and private sector. This research paper is an attempt to highlight various dimensions of appraisal in both the sectors, do comparative analysis and suggest some corrective measures for betterment. The analysis is done on the telecom sectors of Bhopal city including BSNL and AIRTEL [1]. Key words: SMART, CPM, PRP, KRA’s INTRODUCTION Organizations are run and steered by people. It is through people that goals are set and objectives realized. The performance of an organization is thus dependent upon the sum total of the performance of its members. The performance of an employee is his resultant behavior on task which can be observed and evaluated. Performance can be measured by some combination of quantity, quality time and cost. Performance Appraisal system Provides management an opportunity to recall as well as feedback to people as to how they are doing so that they can correct their mistake and acquire new skill [2]. LITERATURE REVIEW Performance Appraisal may be defined as a structured formal Interaction between a subordinate and supervisor, that usually take the form of periodic interview (annual or semi annual), in which the work performance of the subordinate is examined and discussed, with a view of Identifying weakness and strengths as well as opportunities for improvement and skills development [3]. Niklos' define Performance as "The outcome of behavior. Behavior is individual activity where outcomes of behavior are the way in which the behaving individual environment is some how different as a result of his or her behavior. It is the systematic

Dr Kanchan Bhatia and Prof Prashant Jain

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evaluation of the individual with respect to his or her Performance on the job and his or her potential for development [4]. Performance Appraisal has many facets. It is an exercise in observation and judgment, it is a feedback process, and it is an organizational interventions. It is a measurement process as well as an intensely emotional process. While it is fairly easy to prescribe how the process should work, description of how it actually works in practice are rather discouraging. Wayne F Cascio. Need of the Study: Why Appraisal Dulewicz says "There is a basic human tendency to make judgments about those one is working with, as well as about oneself." Appraisal it seems, is both inevitable and universal. In the absence of a carefully structured system of appraisal People will tend to judge the work Performance of others, including subordinates, naturally, informally and arbitrarily. The human inclination to judge can create serious motivational, ethical and legal problems in the work place without a structured appraisal system, there is little chance of ensuring that the judgment made will be lawful, fair, defensible and accurate. Thus proper appraisal system should exist on all organization for achieving the overall effectiveness in terms of both employee satisfaction, development and overall cost effectiveness....
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