Sie sind auf Seite 1von 5


This report is based on the research undertaken as the part of a study project on PERFORMANCE APPRAISAL. I hereby acknowledge my deep regards to all the persons who actually took physical as well as mental work in the compilation of this project. However some of them are those whose responses were of great nature, therefore they must endorse through this acknowledgement. I wish to express my sincerest thank to my internal supervisor Prof. Jitendra Human Resources Management for his timely help, valuable comments, suggestions, guidance and encouragement during the whole project. Unfortunately, it is not possible to acknowledge the efforts of each of the individual who so graciously contributed their time and information in the compilation of the project. Whoever their efforts are highly appreciated.

CHAPTER I 1.Introduction
Human Resource (or personnel) management, in the sense of getting things done through people, is an essential part of every managers responsibility, but many organizations find it advantageous to establish a specialist division to provide an expert service dedicated to ensuring that the human resource function is performed efficiently. Performance appraisal is a process of evaluating work performance of the personnel so as to facilitate individual and organizational effectiveness. Performance appraisal is also referred as merit rating, employee rating and service rating. Performance appraisal is also a systematic and periodic process that assesses an individual employees job performance and productivity in relation to certain pre-established criteria and organizational objectives. Other aspects of individual employees are considered as well, such as organizational behavior, accomplishments, potential for future improvement, strengths and weaknesses, etc. Performance appraisal should provide answers to some important questions for both the employee and the organization such as How well am I doing? How can I do better?

How well are our employee doing individually and collectively? What can we do to help our employees do better for us and for themselves?

In the words of Wayne Cascia - Performance appraisal is the systematic description of an employee's job relevant strengths and weaknesses. Micheal Crino -- Performance appraisal as the process of assessing the quantitative and qualitative aspects of an employees job performance. Sexton Adams - Performance appraisal is a method for management to make fair and impartial analysis of the value of employee to the organization Performance Appraisal is very important for every firm, it helps to improve the firms human resource which leads to improvement of it working.

2. History
In the past days performance appraisal was not give much of importance, it was only in terms of an income of a person. Performance appraisal systems began as simple methods of income justification. That is, appraisal was used to decide whether or not the salary or wage of an individual employee was justified. The process was firmly linked to material outcomes. If an employee's performance was found to be less than ideal, a cut in pay would follow. On the other hand, if their performance was better than the supervisor expected, a pay rise was in order. Little consideration was given to the developmental possibilities of appraisal, It was felt that a cut in pay, or a rise, should provide the only required for an employee to either improve or continue to perform well. It was felt that employees with roughly equal work abilities could be provided with same amount of money, but they had different levels of morale, motivation & performance. So basically the payment structure was focused on amount of work rather than the outcome. Morale and Self-esteem was the issue which had a major impact on the performance of different individuals. As a result, the traditional emphasis on reward outcomes was progressively rejected. In the 1950s in the United States, the potential usefulness of appraisal as tool for motivation and development was gradually recognized. The general model of performance appraisal, as it is known today, began from that time.

3. Objective And Rationale Behind The Study

Performance Appraisal is the important aspect in the organization to evaluate the employees performance. It helps in understanding the employees work culture, involvement, and satisfaction. It helps the organization in deciding employees promotion, transfer, incentives, pay increase. The mainobjestive for this study are To learn about the different methods of performance appraisal. To examine why an appraisal system is important. To find out the results of performance appraisal