Performance appraisal

Type :

Term papers

Pages :

29 pages

Format :

.doc

Published date :

03/05/2009

Category :

Business & market

Sub category :

Human resources

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Summary :

Introduction
Purpose of performance appraisal
Theoritical concept
1. Career planning and development and movement of employees
2. The appraiser
3. A paradigm shift in the performance appraisal concept
Process of evaluation
Methods for appraising performance
1. Traditional methods
2. Modern methods
Data analysis of the research conducted
Conclusions and suggestions

Abstract

An organization's goals can be achieved when people put in their best effort. Employee assessment is one of the fundamental jobs of HRM, but not an easily on though, unless we know the strengths and weakness of the employee and speed by the area of growth, it is difficult to predict the executive development program's no matter how scientifically planned, would be aimed and correct lines. An effective appraisal system reduces the "Change happening" and introduces rationally into management. It also provides the management a foal to review the career of its manager and match their aspirants with job opportunities.

Employee appraisal technique one said to have been used for the first time during the First World War, when at the instance of Walter Dill Scott the US army adopted the "Man-to Man" rating system for evaluating military personnel during the period, relation wage structures far hourly paid workers were adopted in industrial units. performance of individual in an organization would vary over a period of time, when their performance can be monitored and attitudes are changed over a period of time adapting to the changing requirements, the organization can achieve its objection. The system of studying the performance though it is a continuous process many organizations have adopted a system of annual performance. appraisal system to study the performance of each and ever individual employee and counseled for improvement, there by bringing the gaps between the expected and actual performance of an individual in and organization.