Performance Appraisal Report

Topics: Human resource management, 360-degree feedback, Performance appraisal Pages: 29 (6961 words) Published: August 9, 2013
PROJECT REPORT ON:
PERFORMANCE APPRAISAL

SUBJECT:
HUMAN RESOURCE MANAGEMENT
SUBMITTED TO:
DATE OF SUBMISSION:
9TH SEPTEMBER 2011

GROUP MEMBERS

NAME | ROLL NO.|
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ACKNOWLEDGEMENT

We owe a great many thanks to a great many people who helped and supported us in completion of this project. Our deepest thanks to……………….., our project guide, for guiding and providing us with valuable ideas and encouraging us to make this project and presentation a successful one. We also express our thanks to the Principle of ……………..for extending his support.

Table of Contents

CHAPTER| DESCRIPTION| PAGE NOS.|
1. | EXECUTIVE SUMMARY| 05|
2. | INTRODUCTION 3.1 MEANING 3.2 OBJECTIVES 3.3 USES 3.4 PLANNING THE APPRAISAL 3.5 APPROACHES TO PERFORMANCE APPRAISAL 3.6 COMPONENTS OF PERFORMANCE APPRAISAL 3.7 TYPES OF PERFORMANCE APPRAISAL 3.8 STEPS IN THE APPRAISAL PROGRAMME.| | 3. | METHODS OF PERFORMANCE APPRAISAL.| |

4. | | |
5. | CONCLUSIONS| |
6. | BIBLIOGRAPHY| |

EXECUTIVE
SUMMARY

The Performance appraisal system ideally is an organisation designed programme involving both the organisation and the personnel to improve the capability of both. The elements of performance management include: purpose, content, method,appraiser, frequency, and feedback. The appraisal process involves determining and communicating to an employee how he or she is performing the job and establishing a plan of improvement. The information provided by performance appraisal is useful in three major areas: compensation, placement, and training and development. Appraisal helps to improve performance by identifying the strengths and weaknesses; it helps to identify those with a potential for greater responsibility; and assists in deciding on an equitable compensation system. The methods of performance appraisal include rating scale, critical incident, ranking methods, and management by objectives. Several common errors have been identified in performance appraisal. Leniency occurs when ratings are grouped at the positive end instead of being spread throughout the performance scale. The central tendency occurs when all or most employees are ranked in the middle of the rating scale. The halo effect occurs when a manager allows his or her general impression of an employee to influence judgment of each separate item in the performance appraisal. A sound appraisal system involves assessing employee performance on a regular basis. Performance appraisal can be done by superiors who rate subordinates, subordinates who rate their superiors, and self-appraisal. A suitable performance appraisal system has to be designed keeping in view the culture and requirements of an organisation.

TYPES OF PERFORMANCE APPRAISAL There are two types of performance appraisal systems which are normally used in organisations: * close ended appraisal system,

* open ended appraisal system.
Performance appraisal has always been a hot and challenging issue for the managers across the world, HR managers as well as the line managers. These caselets discuss some of the common issues in designing and implementing a performance appraisal system. One of the caselets discusses not just performance appraisal, but the broader issue of performance management. The method of appraising using the balanced scorecard approach has been discussed in the last caselet.|

INTRODUCTION

2.1 MEANING.
Performance appraisal is a systematic evaluation of present potential capabilities of personnel and employees by their superiors, superior’s superior or a professional from outside. It is a process of estimating or judging the value, excellent qualities or status of a person or thing. It is a process of collecting,...

Bibliography: REFERNCE BOOKS:
Human resource management – Aswathappa
Human resource management – V. S. Rao
Human resource management – Gary dessler
Personnel management - C.B.mamoria
Evaluating management training and development - B.R.virmani premila seth
Strategic human resource management – Srinivas.R.Kandula
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