Performce Apprisal
1.1 INTRODUCTION
Almost every organization in one way or another goes through a periodic Ritual, formally or informally, known as performance appraisal. The formal Performance appraisal has been called a tool of management, a control Process, an activity and a critical element in human resources allocation Uses for performance appraisal have included equal employment opportunity Considerations, promotions, transfer and salary increases. Primarily performance Appraisal has been considered on overall system for control in an organization regarding the performance of individuals, groups and entire divisions. Performance Appraisal may be defined as a structured formal interaction between a subordinate And supervisor that usually takes the periodic interview (annual or semi-annual) in Which the work performance of the subordinate is examined and discussed, with a view to identifying strengths and weakness as well as opportunities for Improvement and skills development.
1.2 OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVE
• To analyze the factors affecting work performance of workers at EICL
SECONDARY OBJECTIVE
• To study about the effectiveness of performance appraisal system of
Employees in EICL
• To study the employees attitudes towards performance appraisal
• To make suggestions and recommendation to improve the present appraisal
System in EICL
1.3 SCOPE OF THE STUDY
The success of industry or business establishment depends on the performance Of its employees. So periodic assessment of performance is of utmost importance to any establishment. The EICL considers HR as very important element in creating an environment of technological and management excellence. The company provides its employees with a number of opportunities to grow as the company accelerates a The findings of the study will be
Almost every organization in one way or another goes through a periodic Ritual, formally or informally, known as performance appraisal. The formal Performance appraisal has been called a tool of management, a control Process, an activity and a critical element in human resources allocation Uses for performance appraisal have included equal employment opportunity Considerations, promotions, transfer and salary increases. Primarily performance Appraisal has been considered on overall system for control in an organization regarding the performance of individuals, groups and entire divisions. Performance Appraisal may be defined as a structured formal interaction between a subordinate And supervisor that usually takes the periodic interview (annual or semi-annual) in Which the work performance of the subordinate is examined and discussed, with a view to identifying strengths and weakness as well as opportunities for Improvement and skills development.
1.2 OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVE
• To analyze the factors affecting work performance of workers at EICL
SECONDARY OBJECTIVE
• To study about the effectiveness of performance appraisal system of
Employees in EICL
• To study the employees attitudes towards performance appraisal
• To make suggestions and recommendation to improve the present appraisal
System in EICL
1.3 SCOPE OF THE STUDY
The success of industry or business establishment depends on the performance Of its employees. So periodic assessment of performance is of utmost importance to any establishment. The EICL considers HR as very important element in creating an environment of technological and management excellence. The company provides its employees with a number of opportunities to grow as the company accelerates a The findings of the study will be
Bibliography: Aswathappa k (2004), Human resource management, New Delhi ;Tata McGraw- Hil. Kothari C R(2006) Research methodology methods and technique, New Delhi: new age international publishers L M Prasad, (2001) Human resource Development, Sulstan Chand and Sons New Delhi. WEBSITES WWW.EICL.COM WWW.GOOGLE.COM WWW.WIKIPEDIA.IN