PERFORMANCE APPRAISAL IDBI FEDERAL LIFE INSURANCE CO. LTD. CHENNAI PERFORMANCE APPRAISAL SYSTEM AT IDBI FEDERAL LIFE INSURANCE CO. LTD. SRUTI JAYARAMDAS 10BSPHH010800 11 PERFORMANCE APPRAISAL A REPORT ON “PERFORMANCE APPRAISAL SYSTEM AT IDBI FEDERAL LIFE INSURANCE CO. LTD.” By SRUTI JAYARAMDAS 10BSPHH010800 A REPORT SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS OF MBA PROGRAM OF IBS HYDERABAD DISTRIBUTION LIST: MR. G. SURESH (Faculty Guide) MRS. SHANTHI
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PERFORMANCE APPRAISAL SYSTEM: IT’S EFFECTIVENESS AND IMPACT ON PERFORMANCE AND JOB SATISFACTION OF TECHNICAL EDUCATION AND MANPOWER TRAININDEPARTMENT’S FACULTY‚ (N.W.F.P). By Ayaz Khan ------- DEPARTMENT OF MANAGEMENT SCIENCES -------Qurtuba University of Science & Information Technology D. I. Khan‚ (PAKISTAN) 2009 APPROVAL SHEET ADISSERTATIONENTITLED“PERFORMANCE APPRAISAL SYSTEM: ITS EFFECTIVENESS & IMPACT ON PERFORMANCE AND JOB SATISFACTION”. A CASE STUDY OF THE TECHNICAL EDUCATION
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In an effort to quantify the contributions made by employees to an organisation‚ Human resource managers carry out what is referred to as performance appraisal. Different scholars have defined performance appraisal differently. Aswatappa‚ K(2007:226) defines performance appraisal as the assessment of an individual’s performance in a systematic way‚ the performance being measured against such factors as job knowledge‚ quality and quantity of output‚ initiative‚ leadership abilities‚ supervision‚ dependability
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IJA MH 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
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an organization lies in the system of performance appraisal adopted in that organization. This‚ in turn‚ reflects the extent of the individual contributions and commitment of the employees in different hierarchical levels towards the achievement of organizational goals. Generally‚ it is admitted that an effective performance appraisal can lead an organization to take strides towards marked success and growth. Conversely‚ an ineffective performance appraisal system can seal the fate of an organization
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Introduction of performance appraisal | | 2.2 | Some definitions of performance appraisal | | 2.3 | History of performance appraisal | | 2.4 | Terms in performance appraisal | | 2.5 | Process of performance appraisal | | 2.6 | Pre-requisites for Effective & Successful Performance Appraisal | | 2.7 | Objectives of performance appraisal | | 2.8 | Purpose of performance appraisal | | 2.9 | Challenges of performance appraisal | | 2.10 | Approaches of performance appraisal | |
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ZENITH International Journal of Multidisciplinary Research Vol.1 Issue 4‚ August 2011‚ ISSN 2231 5780 THE NEED OF ‘720 DEGREE PERFORMANCE APPRAISAL’ IN THE NEW ECONOMY COMPANIES ANUPAMA*; MARY BINU T.D.**; DR. TAPAL DULABABU*** *Asst. Professor‚ The Oxford College of Business Management‚ No.32‚ 19th Main‚ 17th „B‟ Cross‚ Sector IV‚ HSR Layout‚ Bangalore 560102. ** Asst. Professor‚ The Oxford College of Business Management‚ No.32‚ 19th Main‚ 17th „B‟ Cross‚ Sector IV‚ HSR Layout‚ Bangalore
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Performance Appraisal Performance appraisals are used in modern day as an evaluation of the observance of an employee’s work performance though a company’s set time period. When doing anything meaningful‚ humans have a natural desire to know how they are performing. In particular‚ if they are doing a good job‚ they need to know if they are doing horrible‚ great‚ or somewhere in between. One of the best potential ways of providing this feedback is through the use of performance appraisals. Some
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Performance Appraisals: The Good and the Bad Performance appraisals have been around in some form or fashion for quite a while now. Dating mainly back until the time of the second world war‚ they have been a distinct and formal management procedure used to evaluate work performance. A scholar named Dulewicz (1989) said " there is a basic human tendency to make judgments about those one is working with‚ as well as about oneself." (Introduction to Performance Appraisal) With these natural
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TRAINING PROJECT REPORT ON “To Analyze the Present PERFORMANCE APPRAISAL AT NTPC‚ ANTA” A Training Project Report Submitted in partial fulfillment of the requirements for the Award of the PGDM Academic Session 2010-2011 SUMITTED BY- SUMITTED TO-
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