Beruflich Dokumente
Kultur Dokumente
AN ASSIGNMENT ON
Submitted to:
Submitted by:
Personnel Management
Evening Batch
Roll: 15
Date of Submission:
Table of contents
01 Introductory Discussion 1
06 Conclusion
07 Bibliography
Executive Summary
Performance Means the degree or extent with which an employee applies his skill, knowledge, and effort to a job, assigned to him and the result of that application
Functions of Performance Appraisal includes to identify and define the specific job criteria, to measure and compare the performance in terms of the definite job criteria . KSAs are set to measure job performance in quantitative or qualitative terms. To develop and justify a reward system, relating rewards to employee performance. To identify the strengths and weakness of employees and to decide on proper placement and promotion. To develop suitable training and developments programs for enriching performance of the employees.
Methods of Performance Appraisal are traditional methods and modern approach of Performance Appraisal. Management by objectives is a comprehensive management approach, which is adopted for performance appraisal and so also for organizational development.
In MBO system its primary focus is on developing objective criteria for evaluating performance of the individual.
Identification of common goal is jointly done by the superior and subordinate managers of the organization.
Each individuals major area of responsibilities are defined and it become the basis for evaluating the performance of the individual employee.
360 Degree Appraisals method is now largely in use throughout the world .it requires performance feedback from all important stakeholders of the organization, like the rate himself, his superiors ,peers ,other team members , customers and suppliers . Apart from its effectiveness in reporting performance, this method also ensures total employee involvement (TEI) and employee empowerment
Introduction
Performance Means the degree or extent with which an employee applies his skill, knowledge, and effort to a job, assigned to him and the result of that application.
Performance Appraisal means analysis, review or evaluation of performance or behavior analysis of an employee. It may be either formal or informal appraisal, oral, or documented, open or confidential. In other way it is therefore a formal process to evaluate the performance of the employees in terms of achieving organizational objectives.
Performance appraisal helps in understanding the attributes and behaviors of employees. it is necessary for motivation , communication, strengthen superior subordinate relationship, target fixing , work planning , and for improving the overall performance of the organization.
To measure and compare the performance in terms of the definite job criteria .KRAs are set to measure job performance in quantitative or qualitative terms.
To identify the strengths and weakness of employees and to decide on proper placement and promotion.
To develop suitable training and developments programs for enriching performance of the employees.
A performance appraisal system tries to serve various purposes and attain a number of objectives. The major objectives of a performance appraisal system may be classified as remedial, development, innovative and motivational.
Performance appraisal helps in identifying training and developments needs, ensure placement and promotion.
Innovative objectives are for discovering ways to deal with a new job and also to identify and develop better ways for existing jobs.
Motivational objectives are for rewards, motivation, effective communication, and also for better interpersonal relations.
This is oldest and simplest method. Here employee are tested in order or merit giving some numerical rank. And placed in a simple grouping. Such grouping separates employees under each level of efficiency, which may vary form most efficiently to least efficient.
This is a somewhat better method of performance appraisal as each employee is compared with others in pairs at a time, For each performance trait, an individual employees performance is tallied with others in pairs and then rank order is decided.
As compared To A B C D E
AX----
BX+-+-
C+-X--
D+-+X-
E + + -- + X
4. Grading Method
7. Checklist Method
B. Modern Methods
1. Management by Objectives
Management by objectives is a comprehensive management approach which is adopted for performance appraisal and so also for organizational development.
In MBO system its primary focus is on developing objective criteria for evaluating performance of the individual.
Identification of common goal is jointly done by the superior and subordinate managers of the organization.
Each individuals major area of responsibilities are defined and it become the basis for evaluating the performance of the individual employee.
Most of the organization emphasize on developing KRAS through the MBO exercise , as this approach necessitates joint meeting of the supervisor and the employee to define , establish and set goals or objectives , which the individual employees would achieve ., within a prescribed time limit.
Goals are mostly work related and career oriented and are integrated with overall organizational objectives.
Periodic evaluation of employees performance are done in terms of goals and if required goals may be revised.
This appraisal method is now largely in use throughout the world .it requires performance feedback from all important stakeholders of the organization ,like the rate himself , his superiors ,peers ,other team members , customers and suppliers . Apart from its effectiveness in reporting performance, this method also ensures total employee involvement (TEI) and employee empowerment. This method also reduces subjective evaluation system in an organization
The (360 degree ) feed back process involves collected perceptions about a persons on the job behavior and the impact of that behavior from the persons boss or bosses , subordinates , colleagues , fellow members of project teams , internal and external customers , and suppliers . Other names for 360 degree feed back are multi-rater feed back, multi-source feedback, full circle appraisal and group performance review.
In 360 appraisals ask raters to evaluate different degrees of an individuals skill, competencies, attitudes and values,
It enlists superiors, peers, subordinates, suppliers and customers in providing individuals with feedback on different aspects to their performance.
The types of feedback instrument available include; Peer Peer Feedback: Questionnaires and action plan meeting for leadership and work team , project teams and cross-functional teams to encourage open dialogue and individual accountability for team performance.
Upward Feedback: Questionnaire, individual feedback and management coaching, action planning, team meetings to align manager and team behaviors.
System-Wide 360: Multiple levels of 360 degree interventions, resuting in diagnostic themes and high leverage opportunities for continuous improvement.360 Degree Individual Feedback: Questionnaire, individual feedback and coaching for personal and professional development
1. Personal Data:
Date of Birth
ii. Appraisal
2. Try not to allow personal prejudices to influence your appraisal. This rating should be as objectives as possible.
3. Assess the rate on his performance duing the whole year. Do not allow isolated incidents or recent instances to bias your assessment.
4. Assesses each factor independently. Uninfluenced by the rating on the other factors.
6. The rater and reviewer must initial in ink in the box against the most appropriate rating in cash case.
All round knowledge of the job including concepts and techniques required and their application ,Knowhow of the latest trends , development , and innovations in the field of work Excellent Exceptional mastery of all phases of work. Has upto date knowledge of his field
2. Planning of Work
Excellent Highly effective in setting of goals and their prioritization. Anticipates problems and take corrective
3. Abilities to Achieve Results Excellent Highly effective in organizing resources and getting extra ordinary results
Good Achieves superior results and is able to withstand work pressures and crises
Satisfactory Achieves normal results expected of him through good organization and follow-up
Unsatisfactory Does not use available resources , does not achieve expected results
4. Sense of Responsibility Excellent Very high sense of responsibility , can handle assignments independently ,display displays rare initiative and drive
Good Is willing to shoulder greater responsibility than the job demands , displays considerable initiative.
Satisfactory Taskes on responsibilities of his job and copes with routine problems. Takes routine decision
Unsatisfactory Does assigned tasks reluctantly , requires constant direction and supervision
5. Maintaining Discipline Excellent Maintains high standards or organizational discipline and sets personal example to his ment
Good Achieves above average standards of discipline safety and housekeeping is committed to decisions of superiors
Unsatisfactory Is not punctual and is noted for unscheduled absences , talks loosely about superiors
6. Getting along with people Excellent Has a marked ability for fruitful interaction with people
Satisfactory Has the ability to communicate with people and influence them to perform better
Excellent
Satisfactory Adequate commitment and contribution to team efforts Notable peer collaboration
Unsatisfactory Does not function as a team member. Tends to disrupt rather than contribute to team efforts
Good Is flexible in approach and successful in finding solutions to many unusual problems
Please tick below selectively, the type of training courses, which you think will help to improve the ratees performance.
3. Computers
4. Management Training.
d. Communication Skills
e. Leadership Skills
g. Value Engineering
What are you plans to develop the rate? (Special Assignment, increased responsibilities etc)
I have seen my performance appraisal for the year ------ and it has been discussed with me with respect to my performance and development plans.
Conclusion
Performance Appraisal includes analysis, review or evaluation of performance or behavior analysis of an employee. Performance appraisal helps in understanding the attributes and behaviors of employees. it is necessary for motivation , communication, strengthen superior subordinate relationship, target fixing , work planning , and for improving the overall performance of the organization. A performance appraisal system tries to serve various purposes and attain a number of objectives. The major objectives of a performance appraisal system may be classified as remedial, development, innovative and motivational. Performance appraisal helps in identifying training and developments needs, ensure placement and promotion. Innovative objectives are for discovering ways to deal with a new job and also to identify and develop better ways for existing jobs. Motivational objectives are for rewards, motivation, effective communication, and also for better interpersonal relations.
Analysis of Account Holder for a particular private commercial bank: A Case Study of Mercantile Bank Limited.
Preface
Every bank deals with various types of customer. Customer is the backbone of the bank. Generally two types of customers are doing their banking activates. One is a depositor and another is a borrower. On the basis of depositors some one treated, as valued clients and remaining are general customer.
Our major focus is on the borrower that is who are taking loan and advances from the bank. When a bank provide loans to the prospective customer then the following factors considered:
Character
Capacity
Cash
Collateral
Conditions
Control
The question must be dealt with before any other is whether or not the customer can service the loanthat is, pay out the credit when due, with a comfortable margin for error. This usually involves a detailed study of six aspects of the loan application: -
Character (well defined purpose for loan request and a serious intention to repay),
Capacity (proper authority to request for the loan and legal standing to sign a loan agreement),
Collateral (enough quality assets to provide adequate support for the loan),
Conditions (aware borrowers line of work and also economic conditions), and
Control. All must be satisfactory for the loan to be a good one from the lenders point of view.