CHAPTER NO PAGE NO
CHAPTER – 1 2-9 •Introduction
•Need for the study
•Objectives of study
•Scope of study
CHAPTER – 2 10-31 •Company Profile
CHAPTER – 3 32-66 •Research Methodology
•Data Analysis & Interpretation
CHPATER – 4 67-68 •Limitations Of study
CHPATER – 5 69-73 •Findings and Suggestions
CHAPTER – 6 74-77 •Questionner
CHAPTER–7 78-79 •Bibliography
NEED FOR THE STUDY
OBJECTIVES OF STUDY
SCOPR OF STUDY
Performance Appraisal is the process of assessment systematically the performance and progress of an employee on the present job and his potential for higher level jobs in future. It consists of all formal procedures used in working organizations to evaluate personalities, contributions and potentials of employees. It is the process of analyzing, obtaining and recording information about the relative worth of an employee.
According to Flippo performance appraisal is the systematic, periodic and impartial rating of an employees excellence in matters pertaining to his present job and his potential for a better job. Beach has defined performance appraisal as the systematic evaluation of individual with regard to his/her performance on the job and his potential for development, Heyel observes "It is a process of evaluating the performance and qualifications of the employees of the employer in terms of the requirements of the job for which he is employed. For the purpose of administration including placements, selections for promotions, providing financial rewards and other actions which require differential treatment among the members of a group are distinguished from action affecting all members equally.
The performance appraisal is the evaluation of present performance and future capabilities of an employee or group of employees. It is regarded as a process of estimating or judging the value, excellence, qualities or status of some object, or person. Performance appraisal is the part of all the other staffing process, namely recruitment, selection and placement.
Performance appraisal is essential to understand and improve employees performance through HRD. In fact performance appraisal is the basis for HRD. It is a good mechanism to control people. Employees want to promotions, salary increments, and good work conditions and they would like to be placed in prestigious positions and would like to be transferred to places of their choice and like jobs giving them maximum satisfaction and so on. Therefore, employees get what they want, they should give what their superiors want. And performance appraisal is one mechanism to make sure that people at every level do things the way their superiors want them to do.
Thus the superiors at every level strive for better writing of their own performance by assessing the performance of their subordinates and thus controlling their behavior.
The success of an organization will therefore depend on its ability to measure accurately the performance of its members and use it objectively to optimize them as a virtual resource. At the every outset, it may be pointed out that the performance appraisal is a continuous function and not merely an issue of formal reports at particular point of time.
Organization needs to measure employee performance to determine whether acceptable standards of performance are being maintained. The six primary criteria...