Dissertation

Topics: Human resource management, Performance appraisal, 360-degree feedback Pages: 83 (21956 words) Published: December 26, 2012
DECLARATION

This work has not previously been accepted in substance for any degree and is not being concurrently submitted in candidature for any degree.

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STATEMENT 1

This dissertation is being submitted in partial fulfilment of the requirements for the degree of: …………………………………… (i.e.: MBA, MSc, MA etc)

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Date …………………………………………………………..

STATEMENT 2

This dissertation is the result of my own independent work and investigation, except where otherwise stated. Other sources are acknowledged by footnotes giving explicit references. A bibliography is appended.

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STATEMENT 3

I hereby give consent for my dissertation, if accepted for photocopying and for inter-library loan and for the title and summary to be made available to outside organisations.

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I hereby give consent for my dissertation, if accepted, to be available for photocopying and for inter-library loan after expiry of a bar on access approved by the University of Wales on the special recommendation of the institution.

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AN INVESTIGATION INTO THE IMPACT OF PERFORMANCE APRAISAL ON THE PERFORAMCNE OF EMPLOYEE: A CASE STUDY OF STANDARD CHARTERED BANK NEPAL LIMTIED

DISSERTATION

By

SUDEEP SAYAMI

Presented in partial fulfilment of the requirements for the degree of

Masters of Business Administration of University of Wales

University of Wales

JANUARY 2011

ABSTRACT

The impact of Performance Appraisal on the performance of employees is not new in the human resource field. Over the years there have been many writers who have contributed on the Performance Appraisal process. There has been remarkable research done on the Performance Appraisal process.

Looking into the performance of Standard Chartered Bank Nepal Limited, there seems to be a link between the Performance Appraisal process and the performance of the employee. The first aim of this study is to determine efficient criteria for Performance Appraisal. There are many scholars who have contributed on the different effective criteria for the Performance Appraisal process. There existed argument on the effective criteria on how to perform the Performance Appraisal process. The second aim of this study is to uncover the positive and negative impacts of Performance Appraisal on the performance of employees. There have been writers and scholars who have contributed on the effects of Performance Appraisal process on the performance of employees. Some suggests that there are positive and some suggests that there are negative effects on the performance of employees. The third aim of this study is to determine the factors associated with Performance Appraisal and performance of employees.

Considering the three main aims of the research, the research paradigm that was most appropriate for this research was qualitative approach. Thus the inductive approach was considered appropriate for this case study. Data was collected through the questionnaire from the employees of SCBNL which underwent the pilot study test before they were distributed. Thematic analysis was most suitable for the investigation of the data collected and use of website www.surveymonkey.com was made for the numeric conversion of the collected data.

The evidences for the findings of the research suggest that the Performance Appraisal process of SCBNL lacks in the frequency of the appraisal process, dealing with personal goals and evaluation influenced by the appraiser. The Performance Appraisal process of SCBNL has a strong hold in their employees because the data suggested that the...

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