12+

ITRODLCTIO
Appraising rlc pcrlormancc ol rlc individual, groups and organizarion is a common pracricc ol all socicrics. Wlilc in
somc insrancc rlcsc appraisal proccsscs arc srrucrurcd and lormally sancrioncd, in orlcr insranccs rlcy arc an inrcgral
and inlormal parr ol daily acrivirics. 1lc rcaclcr cvaluarcs rlc pcrlormancc ol srudcnr, lankcr cvaluarcs rlc pcrlormancc
ol crcdirors, parcnrs cvaluarc rlc pcrlormancc ol rlcir clildrcn and all ol unconsciously or unconsciously cvaluarc our
own acrion lrom rimc ro rimc. !n social inrcracrion, pcrlormancc cvaluarion is donc in a laplazard an olrcn
unsysrcmaric way. Bur in organizarion lormal programs ol cvaluaring cmploycc and managcrial pcrlormancc-
conducrcd in a sysrcmaric and planncd manncr lavc aclicvcd populariry in rcccnr ycars. uring and alrcr world war-1,
rlc sysrcmaric pcrlormancc appraisal was quirc promincnr. Crcdir gocs ro Walrcr dill Scorr lor sysrcmaric pcrlormancc
appraisal rcclniquc ol man ro man raring sysrcm(or mcrir raring). !r was uscd lor cvaluaring milirary olliccrs. !ndusrrial
conccrn also uscd rlis sysrcmduring 1920 and 19+0's lor cvaluaring lourly paid workcrs. !owcvcr wirl rlc incrcasc ol
rraining and managcmcnr dcvclopmcnr programs lrom1950's managcmcnr srarrcd adopring pcrlormancc appraisal lor
cvaluaring rcclnical, skillcd, prolcssional and managcrial pcrsonncl as a parr ol rraining and managcrial dcvclopmcnr
programs. Wirl rlis cvolurionary proccss, rlc rcrm mcrir raring and lccn clargcd inro cmploycc appraisal or
pcrlormancc appraisal. 1lis is nor mcrc clangc in rlc rcrmlur a clangc in rlc scopc ol rlc acriviry as rlc cmplasis ol
mcrir raring was limircd ro pcrsonncl rrairs, wlcrcas pcrlormancc appraisal covcrs rcsulr, accomplislmcnr and
pcrlormancc. 1lcrclorc pcrlormancc appraisal cnallcs cmploycc ro gcr inccnrivc rrcarmcnr according ro rlcir
porcnrial, sinccriry and capalilirics. 1lcy gcr morivarcd ly wlicl, pcrlormancc appraisal lcnclirs nor only cmploycc
lur also rlc managcmcnr in rlc lorm ol grcarcr producrivc cllicicncy.1lcrclorc,a pcrlormancc appraisal, cmploycc
appraisal, pcrlormancc rcvicw, or (carccr) dcvclopmcnr discussion is a mcrlod ly wlicl rlc jol pcrlormancc ol an
cmploycc is cvaluarcd gcncrally in rcrms ol qualiry, quanriry, cosr and rimc rypically ly rlc corrcsponding managcr or
supcrvisor. A pcrlormancc appraisal is a parr ol guiding and managing carccr dcvclopmcnr. !r is rlc proccss ol
olraining, analyzing, and rccording inlormarion alour rlc rclarivc worrl ol an cmploycc ro rlc organizarion.
Pcrlormancc appraisal is an analysis ol an cmploycc's rcccnr succcsscs and lailurcs, pcrsonal srrcngrls and wcakncsscs,
and suiraliliry lor promorion or lurrlcr rraining. !r is also rlc judgcmcnr ol an cmploycc's pcrlormancc in a jol lascd
onconsidcrarions orlcr rlanproducriviry alonc. Gcncrally, rlc aims ol a pcrlormancc appraisal arc ro.
Givc cmployccs lccdlack onpcrlormancc
!dcnrily cmploycc rraining nccds
ITERATIOAL JOLRAL OF SOCIAL SCIECES
& ITERDISCIPLIARY RESEARCH
\ol.1 No. 6, {unc 2012, !SSN 2277 S6S0
Onlinc Availablc at indianrcscarchjournals.com
EMPLOYEE SLRVEY O PERFORMACE APPRAISAL SYSTEM .
DR. SAJEEVI GAGWAI
Asscietc Prjcssr:Mc4iceps lnstitutc j 1cchn/y en4 Menecmcnt,ln4rc.
ABSTRACT
Pcrlormancc Appraisal las lccn considcrcd as rlc mosr signilicanr an indispcnsallc rool lor an organizarion, lor
rlc inlormarion ir providcs is liglly usclul in making dccisions rcgarding various pcrsonncl aspccrs sucl as
promorion and mcrir incrcascs. Pcrlormancc mcasurcs also link inlormarion garlcring and dccision making
proccsscs wlicl providc a lasis lor judging rlc cllccrivcncss ol pcrsonncl sul-divisions sucl as rccruiring,
sclccrion, rraining and compcnsarion. 1lc major oljccrivc ol rlc srudy is ro srudy rlc cxisring Pcrlormancc
Appraisal Sysrcm lcing undcrrakcn in B!, Blopal, and ro know rlc pcrccprion ol rlc cmployccs lor rlc
cllccrivcncss ol cxisring sysrcmol Pcrlormancc Appraisal inB!, Blopal.
ocumcnr crircria uscd roallocarc organizarional rcwards.
orma lasis lor pcrsonncl dccisions. salary incrcascs, promorions, disciplinary acrions, lonuscs, crc.
Providc rlc opporruniry lor organizarional diagnosis and dcvclopmcnr
acilirarc communicarionlcrwccncmploycc and cmploycr
\alidarc sclccrion rcclniqucs and luman rcsourcc policics ro mccr lcdcral cqual cmploymcnr opporruniry
rcquircmcnrs.
1oimprovc pcrlormancc rlrougl counscling, coacling and dcvclopmcnr
A common approacl ro asscssing pcrlormancc is ro usc a numcrical or scalar raring sysrcmwlcrcly managcrs arc
askcd ro scorc an individual againsr a numlcr ol oljccrivcs}arrrilurcs. !n somc companics, cmployccs rcccivc
asscssmcnrs lrom rlcir managcr, pccrs, sulordinarcs, and cusromcrs, wlilc also pcrlorming a scll asscssmcnr 1lis is
known as a S60 dcgrcc appraisal and lorms good communicarion parrcrns.1lc mosr popular mcrlods uscd in rlc
pcrlormancc appraisal proccss includc rlc lollowing.
Managcmcnr ly oljccrivcs
S60dcgrcc appraisal
Bclavioral olscrvarionscalc.
Bclaviorally anclorcd raring scalcs .
1rair-lascd sysrcms, wlicl rcly on lacrors sucl as inrcgriry and conscicnriousncss,arc also uscd ly lusincsscs lur
lavc lccn rcplaccd primarily ly morc oljccrivc and rcsulrs-oricnrcd mcrlods. 1lc scicnrilic lircrarurc on rlc suljccr
providcs cvidcncc rlar asscssing cmployccs onlacrors sucl as rlcsc slouldlc avoidcd. 1lc rcasons lor rlis arc rwolold.
1rair-lascd sysrcms arc ly dclinirion lascd on pcrsonaliry rrairs and as sucl may nor lc rclarcd dirccrly ro succcsslul
jol pcrlormancc. !n addirion, pcrsonaliry dimcnsions cnd ro lc sraric, and wlilc an cmploycc can clangc a lclaviour
rlcy cannor clangc rlcir pcrsonaliry. or cxamplc, a pcrson wlo lacks inrcgriry may srop lying ro a managcr lccausc
rlcy lavc lccn cauglr, lur rlcy srill lavc low inrcgriry and arc likcly ro lic again wlcn rlc rlrcar ol lcing cauglr is
gonc.1rair-lascd sysrcms, lccausc rlcy arc vaguc, arc morc casily inllucnccd ly ollicc polirics causing rlcm ro lc lcss
rcliallc as a sourcc ol inlormarion on an cmploycc's rruc pcrlormancc. 1lc vagucncss ol rlcsc insrrumcnrs allows
managcrs ro asscss rlc cmploycc lascd upon suljccrivc lcclings insrcad ol oljccrivc olscrvarions alour low rlc
cmploycc las pcrlormcd lis or lcr spccilic durics. 1lcsc sysrcms arc also morc likcly ro lcavc a company opcn ro
discriminarion claims lccausc a managcr can makc liascd dccisions wirlour laving ro lack rlcm up wirl spccilic
lclavioral inlormarion.1lcrclorc,oncc rlc cmploycc las lccn sclccrcd, rraincd and morivarcd, lc is rlcn appraiscd lor
lis pcrlormancc. Pcrlormancc Appraisal is rlc srcp wlcrc rlc Managcmcnr linds our lowcllccrivc ir las lccn ar liring
and placing cmployccs. !l any prollcms arc idcnrilicd, srcps arc rakcn ro communicarc wirl rlc cmploycc and rcmcdy
rlcm." nrlc lasis ol mcrir raring or appraisal proccdurcs, rlc mainoljccrivcs ol mploycc Appraisal is.
1o cnallc an organizarion ro mainrain an invcnrory ol rlc numlcr and qualiry ol all managcrs and ro idcnrily and
mccr rlcir rraining Nccds and aspirarions.
1o dcrcrminc incrcmcnr rcwards and ro providc rcliallc indcx lor Promorions and rranslcrs ro posirions ol grcarcr
rcsponsililiry.
1o suggcsr ways ol improving rlc cmploycc s pcrlormancc wlcn lc is nor lound ro lc up ro rlc mark during rlc
rcvicwpcriod.
ormal Pcrlormancc Appraisal plans arc dcsigncd ro mccr rlrcc nccds, onc ol rlc rganizarion and rlc orlcr rwo ol
rlc individual namcly.
1lcy providc sysrcmaric judgmcnrs ro lack up salary incrcascs, rranslcrs, dcmorions or rcrminarions.1lcy arc rlc
12S
DR. SAJEEVI GAGWAI
mcans ol rclling a sulordinarc low lc is doing and Suggcsring nccdcd clangcs in lis lclavior, arrirudcs, skills or jol
Inowlcdgc. 1lcy lcr limknowwlcrc lc srands wirl rlc Boss.Supcrior uscs rlcmas a lasc lor coacling and counscling
rlc individual.
Alrlougl accurarc inlormarion plays a viral rolc in rlc organizarion as a wlolc. 1lcy lclp in linding our rlc
wcakncsscs in rlc primary arcas. 1lc rypc ol pcrlormancc appraisal sysrcmurilizcd dcpcnds on irs purposc. !l rlc major
cmplasis is on sclccring pcoplc lor promorion, rraining, and mcrir pay incrcascs, a rradirional mcrlod sucl as raring
scalcs may lc mosr appropriarc. Alrlougl Collalorarivc mcrlods arc dcsigncd ro assisr cmployccs in dcvcloping and
lccoming morc cllccrivc. ooking inro rlc nccd ol accurarc pcrlormancc appraisal in rlc organizarion, rlc rcscarclcr
las donc a srudy ro know rlc pcrccprion ol rlc cmployccs lor rlc cllccrivcncss ol cxisring sysrcm ol Pcrlormancc
Appraisal in B!, Blopal., and ro makc rccommcndarions ncccssary lor improving rlc cllccrivcncss ol pcrlormancc
appraisal sysrcminrlc organizarion.
Litcraturc Rcvicw
crlormancc appraisal conrinucs ro lc a suljccr ol inrcrcsr and imporrancc ro luman rcsourcc spccialisrs. or dccadcs,
pcrlormancc appraisal las rcccivcd considcrallc arrcnrion in rlc lircrarurc, lromlorl rcscarclcrs and pracririoncrs alikc.
Many aurlors (Bcrnardin & Ilarr, 1985; !all, Posncr, & !ardncr, 1989; Maroncy & Bucklcy, 1992; 1lomas & Brcrz,
199+) mainrain rlar rlcrc is a considcrallc gap lcrwccn rlcory and pracricc, and rlar luman rcsourcc spccialisrs arc nor
making lull usc ol rlc psyclomcrric rools availallc. 1o supporr rlcir claim, rlcsc aurlors circ survcys ol pracririoncrs
conccrning currcnr pcrlormancc appraisal mcrlods and usc. Ncarly rwo dccadcs ago, 1aylor and Zawacki (1976)
pullislcd rlc lirsr ol rwo arriclcs rlar documcnrcd rrcnds in pcrlormancc appraisal usagc among \.S. organizarions.
Wlcn comparing rlc rcsulrs ol rwo survcys rakcn livc ycars aparr, rlc aurlors norcd a rcmarkallc slilr away lromwlar
rlcy callcd collalorarivc approaclcs (c.g., MB, BAFS) and roward rlc morc rradirional pcrlormancc appraisal
rcclniqucs (graplic raring scalcs). 1aylor and Zawacki (198+) lyporlcsizcd rlar managcrs, rcsponding ro rlc lcgal
consrrainrs prcvalcnr in rlc 1980s, prclcrrcd rcclniqucs rlar wcrc dclcnsillc in courr. Accordingly, managcrs rcndcd ro
lc morc sarislicd wirl rlc oljccrivc rradirional approaclcs, wlcrcas rlcir sulordinarcs sccmcd ro prclcr rlc
dcvclopmcnral collalorarivc mcrlods. 1lrougl rlc 1980s, rcscarclcrs conrinucd ro documcnr pcrlormancc appraisal
pracricc. Bcrnardin and Ilarr (1985) norcd rlar small lirms rcndcd ro rcly lcavily on rrair-lascd approaclcs, wlilc largcr
lirms rclicd on a comlinarion ol rrair, lclavioral, and rcsulrs-lascd rcclniqucs. 1lcy norcd rlar onc in livc organizarions
did nor givc cmployccs rlc opporruniry ro rcvicw rlc pcrlormancc appraisal rcsulrs. !n anorlcr srudy, oclcr and 1ccl
(1988) idcnrilicd graplic raring scalcs (57.1%), rlc opcn-cndcd cssay (21.S%), and Managcmcnr-ly-ljccrivcs
(18.1%) as rlc mosr popular pcrlormancc appraisal rcclniqucs. \nlikc 1aylor and Zawacki (198+) lclorc rlcm, oclcr
and 1ccl idcnrilicd a rrcnd roward rlc usc ol MBas a popular rcclniquc. Bcsidcs rccording currcnr rrcnds in mcrlods
uscd, only a lcwrcscarclcrs lavc clarilicd lowpcrlormancc appraisal dara is uscd. 1lomas and Brcrz (199+) rcporr rlar
pcrlormancc inlormarion is mosr likcly ro lc uscd lor cmploycc dcvclopmcnr or ro adminisrcr mcrir pay. 1lcy idcnrilicd
rlc main dcvclopmcnral uscs as improving work pcrlormancc, communicaring cxpccrarions, dcrcrmining cmploycc
porcnrial and aiding cmploycc counscling. rlcr common adminisrrarivc uscs includcd promorions, lay-olls, rranslcrs,
rcrminarions, and validarions ol liring dccisions. !n addirion, !all, Posncr, and !ardncr (1989) idcnrilicd common
oljccrivcs ol pcrlormancc appraisal as rcvicwing pasr pcrlormancc, rcwarding pasr pcrlormancc, goal scrring lor lururc
pcrlormancc, and cmploycc dcvclopmcnr. Clcvcland, Murply, and Williams (1989) warncd rlar organizarions slould
cxcrcisc caurion wlcn using rlc samc pcrlormancc appraisal mcrlods lor mulriplc applicarions (c.g., counscling vs.
cvaluarion), sincc dillcrcnr pcrlormancc appraisal mcrlods may yicld dillcrcnr rypcs ol dara (c.g., qualirarivc vs.
quanrirarivc). !n a landmark srudy, oclcr and rccl (1997) lound rlar rlc rlrcc mosr common appraisal mcrlods in
126
EMPLOYEE SLRVEY O PERFORMACE APPRAISAL SYSTEM .
gcncral usc arc raring scalcs (56%), cssay mcrlod(25%) and rcsulrs- oricnrcd or MBmcrlods (1S%).Fcscarcl srudics
slow rlar cmployccs arc likcly ro lccl morc sarislicd wirl rlcir appraisal rcsulr il rlcy lavc rlc clancc ro ralk lrccly and
discuss rlcir pcrlormancc. !r is also morc likcly rlar sucl cmployccs will lc lcrrcr allc ro mccr lururc pcrlormancc goals.
(c.g., Ncmcroll & Wcxlcy,1979).mployccs arc also morc likcly ro lccl rlar rlc appraisal proccss is lair il rlcy arc givcn a
clancc ro ralk alour rlcir pcrlormancc. 1lis cspccially so wlcn rlcy arc pcrmirrcd ro clallcngc and appcal againsr rlcir
cvaluarion. (Grccnlcrg,1986). !r is vcry imporranr rlar cmployccs rccognizc rlar ncgarivc appraisal lccdlack is
providcd wirl a consrrucrivc inrcnrion, i.c., ro lclp rlcm ovcrcomc prcscnr dilliculrics and ro improvc rlcir lururc
pcrlormancc. mployccs will lc lcss anxious alour criricism, and morc likcly ro lind ir usclul, wlcn rlc lclicvc rlar rlc
appraiscr's inrcnrions arc lclplul and consrrucrivc. (cdor cr al.1989)
!n conrrasr, orlcr srudics (c.g., Baron,1988) lavc rcporrcd rlar "dcsrrucrivc criricism" - wlicl is vaguc, ill-
inlormcd, unlair or larslly prcscnrcd - will lcad ro prollcms sucl as angcr, rcscnrmcnr, rcnsion and workplacc conllicr,
as wcll as incrcascd rcsisrancc ro improvcmcnr, dcnial ol prollcms, and poorcr pcrlormancc.!r las lccn slown in
numcrous srudics rlar goal-scrring is an imporranr clcmcnr in cmploycc morivarion. Goals can srimularc cmploycc
cllorr, locus arrcnrion, incrcasc pcrsisrcncc, and cncouragc cmployccs ro lind ncw and lcrrcr ways ro work. (c.g.,
ockc,cral)1lc usclul ol goals as a srimulus ro luman morivarion is onc ol rlc lcsr supporrcd rlcorics in managcmcnr.
!r is also quirc clcar rlar goals wlicl arc "...spccilic, dilliculr and acccprcd ly cmployccs will lcad ro liglcr lcvcls ol
pcrlormancc rlan casy, vaguc goals (sucl as do your lcsr) or no goals ar all." (!arris & iSimonc,199+) !r is imporranr
rlar rlc appraiscr (usually rlc cmploycc's supcrvisor) lc wcll-inlormcd and crcdillc. Appraiscrs slould lccl comlorrallc
wirl rlc rcclniqucs ol appraisal, and slould lc knowlcdgcallc alour rlc cmploycc's jol and pcrlormancc. Wlcn rlcsc
condirions cxisr, cmployccs arc morc likcly ro vicw rlc appraisal proccss as accurarc and lair. 1lcy also cxprcss morc
acccprancc ol rlc appraiscr's lccdlack and a grcarcr willingncss roclangc. (Bannisrcr,1986)
OBJECTIVESOF THE RESEARCH
Thc mainObjcctivcs of thc rcscarch arc as follows:-
1osrudy rlc cxisring Pcrlormancc Appraisal Sysrcmlcing undcrrakcninB!, Blopal.
1o know rlc pcrccprion ol rlc cmployccs lor rlc cllccrivcncss ol cxisring sysrcm ol Pcrlormancc Appraisal in
B!, Blopal.
1osrudy rlc working cnvironmcnr ol B!, Blopal.
1o discuss ar lcngrl wirl cross sccrion ol rlc cmployccs sarislacrion lcvcl rcgarding rlc Scrring ol rargcrs & IFAs ,
Guidancc providcdly rlc Supcriors, and rlc proccss ol idcnrilicarionol rraining nccds inB!, Blopal.
1ogivc suggcsrions and rccommcndarions lor lurrlcr improvcmcnr inmploycc Sarislacrioncvcl.
RESEARCH METHODOLOGY
Typc andaturc of Rcscarch: - 1lc prcscnr srudy is cscriprivc and Quanrirarivc innarurc.
Sampling Proccdurc:
Sampling framc
mployccs ol B!, Blopal Sampling unir xccurivcs ol various dcparrmcnrs inB!
Samplc sizc
1lc samplc sizc closcnwas 50.
Sampling mcthod
\arious xccurivcs wcrc sclccrcd lromdillcrcnr dcparrmcnrs on randomsclccrion undcr rlc randomsampling mcrlod.
!r is impossillc ro usc rlc ccnsus mcrlod ro collccr rlc inlormarion. 1lcrclorc, randomsampling is donc. 1lc samplc
127
DR. SAJEEVI GAGWAI
closcnwas non-prolaliliry samplc.
Sourccs of Data Collcction
A scll adminisrcrcd Qucsrionnairc was uscd lor dara collccrion .Borl closcd cndcd and opcn cndcd qucsrions wcrc
includcd in rlc srudy. 1lc rimc consrrainrs and various orlcr lacrors wcrc also kcpr in mind wlilc lraming rlc rcscarcl
mcrlodology.
Data Analysis andIntcrprctation
ara Analysis 1ool. - 1lc cli-squarc rcsr was uscd lor inrcrprcrarionol rlc sarislacrionlcvcl ol rlc mployccs.
Qucstion1: Howsatisficdarc youwith thc proccss for sctting your targcts!
Degree oI Freedom (v) n-1 5-14
v4, 0.059.49(Tabulated)
Interpretation:

The Calculated value oI is less than the tabulated value.
Hence hypothesis holds true and it can be concluded that BHEL
Employees are satisIied by the process oI setting their targets.




Employee Rated Scores
1 4
2 4
3 4
4 4
5 3
6 3
7 4
8 3
9 4
10 3
11 3
12 3
13 4
14 4
15 3
16 5
17 5
18 4
19 3
20 4
21 4
22 4
23 4
24 4
25 4
26 3
27 3
28 4
29 3
30 4
31 3
32 3
33 3
34 4
35 4
36 3
37 5
38 4
39 4
40 4
41 4
42 3
128
EMPLOYEE SLRVEY O PERFORMACE APPRAISAL SYSTEM .

Qucstion2HowSatisficdarc youwith thc pcrccntagc givcnto Optional andCompulsory KRA's!

129
DR. SAJEEVI GAGWAI

Qucstion3
HowSatisficdarc youwith thc variant DomainKRA's availablc inthc list!
130
EMPLOYEE SLRVEY O PERFORMACE APPRAISAL SYSTEM .

Qucstion4
HowSatisficdarc youwith thc fccdback & guidancc providcdby your supcrior for improvcmcnt!
131
DR. SAJEEVI GAGWAI

Qucstion5
HowSatisficdarc youwith thc lcvcl of acccss providcdby your supcriors to discuss your problcm conccrns!
132
EMPLOYEE SLRVEY O PERFORMACE APPRAISAL SYSTEM .

Qucstion
HowSatisficdarc youwith thc participationof your tcam mcmbcrs incomplctionof your targcts!
133
DR. SAJEEVI GAGWAI

Qucstion7
HowSatisficdarc youwith thc Timcframc providcdto youincomplctionof your targcts!
13+
EMPLOYEE SLRVEY O PERFORMACE APPRAISAL SYSTEM .

Qucstion8
HowSatisficdarc youwith thc proccss of idcntificationof training nccds!
13S
DR. SAJEEVI GAGWAI

Qucstion
HowSatisficdarc youwith thc uscfulncss of training inputs inimproving your currcnt pcrformancc!
136
EMPLOYEE SLRVEY O PERFORMACE APPRAISAL SYSTEM .

Qucstion10
HowSatisficdarc youwith thc rcsponsibilitics commcnsuratc with your lcvcl inthc company!

Employee Rated Scores
1 4
2 4
3 4
4 4
5 5
6 4
7 3
8 4
9 4
10 3
11 4
12 3
13 3
14 3
15 3
16 3
17 3
18 5
19 4
20 4
21 5
22 4
23 4
24 4
25 4
26 5
27 4
28 3
29 4
30 4
31 3
32 4
33 3
34 3
35 3
36 3
37 3
38 3
39 5
40 4
41 4
42 5
43 4
44 3
45 3
46 3
47 4
48 3
49 3
50 3
Total 184
Degree oI Freedom (v) n-1 5-14
v4, 0.059.49 (Tabulated)
Interpretation:

The Calculated value oI is less than the tabulated value.
Hence hypothesis holds true and it can be conclude that BHEL
Employees are satisIied
with the responsibilities commensurate with their level in the
company.


137
DR. SAJEEVI GAGWAI

Qucstion11
HowSatisficdarc youwith thc proccss of your pcrformancc appraisal!
138
EMPLOYEE SLRVEY O PERFORMACE APPRAISAL SYSTEM .

Qucstion12
How Satisficd you fccl that thc BSC & c-Map proccss havc an impact in bringing continual improvcmcnts in
your unitfdivision!
139
DR. SAJEEVI GAGWAI

FIDIGSOF THE RESEARCH

1 Majoriry ol rlc cmployccs arc awarc ol rlc pcrlormancc appraisal sysrcm.
2. 1lc pcrlormancc appraisal sysrcm lollowcd ly rlc organizarion is vcry cllccrivc as majoriry ol rlc cmployccs arc
sarislicd and lavc givcnposirivc rcsponscs.
S. !r las lccn cvidcnr lrom rlc rcsponscs ol rlc cmployccs rlar rlc sysrcm lollowcd in rlc organizarion las lclpcd
rlcminidcnrilying rlcir srrcngrls and wcakncss
+. Pcrlormancc appraisal sysrcmlollowcdinB!las morivarcd cmployccs ropcrlormlcrrcr.
5. Morc rlan lall ol rlc rcspondcnrs arc awarc ol rlc imporrancc ol pcrlormancc appraisal sysrcmin improving onc's
pcrlormancc.
6. 1lc lollowup sysrcminB!is vcry cllccrivc as morc rlanlall ol rlc cmployccs arc sarislicd.
7. 1lc sysrcmadoprcd in rlc B! las lclpcd rlc cmployccs ro inrcgrarc individual goals wirl rlar rlc organizarion
and lcncc lcadrlcmropcrlormlcrrcr.
8. 1lc pcrlormancc appraisal sysrcm lollowcd ly B! las lccn succcsslul in linding our rlc wcakcr parrs ol rlcir
cmployccs and las lccnsucccsslul inrcducing rlcir gricvanccs.
9. 1lc sysrcm las dclinircly morivarcd cmployccs ro co opcrarc and work in rcam. 1lc ovcrall inrcrprcrarion ol rlc
dara slows rlar rlc cmployccs wcrc sarislicd wirl rlc cxisring sysrcmol Pcrlormancc Appraisal.
LIMITATIO OF THE STLDY
1lcrc wcrc somc limirarions loundduring rlc rcscarcl.
owrarc ol rcrurnol duly lillcdinqucsrionnaircs.
Amliguous rcplics and omissions ol ccrrainqucsrions; inrcrprcrarionol omissions was dilliculr.
Mosr ol rlc cmployccs did nor rcspondcdrorlc opcncndcdqucsrions.
Many cmployccs did nor rakc ir kindly cnougl ro lill up rlc qucsrionnairc as ir lrings rlc disrurlancc during rlcir
work.
!r was quirc a rimc consuming proccss.
COCLLSIO
All rlc rcsulrs olscrvcd and aclicvcd during rlis rcscarcl clcarly indicarc rlc imporrancc and nccd ol pcrlormancc
appraisal in rlc organisarion. 1lc srudy rcvcals rlar rlc cmployccs pcrlormrlcir durics wcll and pcrlormancc appraisal
conrinuously, morivarc rlc cmployccs ro aclicvc rlcir goals indirccrly lclping rlc organizarion ro aclicvc irs goals.
mployccs slould lc praiscd in pullic and corrccrcd in Privarc. Govcrnmcnr organizarions slould lollow rradirional
mcrlods likc Conlidcnrial Fcporr Mcrlod, wlcrc a supcrior cvaluarcs an cmploycc on lasis ol loyalry, inrclligcncc,
claracrcr and lis work. Bur rlis rypc ol mcrlod is olrcn liascd, rcsulring in dissarislacrion and misundcrsrandings
among cmployccs wlicl lampcr rlcir producriviry. Pcoplc dillcr in rlcir alilirics and rlcir aprirudcs. 1lcrc is always
somc dillcrcncc lcrwccn rlc qualiry and quanriry il rlc samc work on rlc samc jol is donc ly rlc dillcrcnr pcoplc.
1lcrclorc, pcrlormancc managcmcnr and pcrlormancc appraisal is ncccssary ro undcrsrand cacl cmploycc's alilirics,
compcrcncics and rclarivc mcrir and worrl lor rlc organizarion. Pcrlormancc appraisal rarcs rlc cmployccs in rcrms ol
rlcir pcrlormancc. !n prcscnr sccnario, ir is impossillc lor rlc organizarion ro managc clallcngcs wirlour rlc lclp ol
porcnrial luman rcsourcc. !cncc, rlc cmploycc's in rlc organizarion lccomc rlc liggcsr asscrs ro lc rakcn carc ol,
mployccs aliliry and inaliliry, srrcngrls and wcakncss crc las ro lc cvaluarcd and appraiscd pcriodically. Pcrlormancc
appraisal is onc sucl managcmcnr rool wliclgivcs unliascdanswcrs romanagcmcnr qucsrions.
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EMPLOYEE SLRVEY O PERFORMACE APPRAISAL SYSTEM .
SLGGESTIOS
Pcrlormancc Appraisal rcporrs musr lc lascd on SW1 rcclniqucs and providc scopc lor lurrlcr carccr dcvclopmcnr
in rlc organizarion. 2. 1lc pcrlormancc appraisal rcporr musr lc donc gcnuincly and slould nor lc lascd on liascd. S.
or lcrrcr rcsulrs S60 dcgrcc sysrcm ol cvaluarion can also lc adoprcd ly rlc organizarion +. Pcrlormancc ol rlc
cmployccs slould lc cvaluarcd raking all rlc aspccrs inro considcrarion and slould nor lc rcsrricrcd ro only onc crircria.
5. Pcrlormancc appraisal is nor a onc rimc allair, lor lcrrcr rcsulrs rlc organizarion slould do rlc appraisals in lrcqucnr
inrcrvals. 6. Faring cmployccs lascd on pcrsonal prclcrcnccs, likcs, dislikcs musr lc avoidcd so rlar cmployccs gain
conlidcncc onrlc sysrcmol appraisal and arc morivarcd rowork lard and providc rcsulrs.
RECOMMEDATIOS
1lc Proccss wlicl lad lccn implcmcnrcd slould lc monirorcd cllccrivcly clsc irs purposc cxccpr lor rlc PFP will
nor scrvc.
iscussionand rcprcscnrarionmodc ol c-Map and slouldlc morc rransparcnr.
1raining programs slouldlc conducrcdlor cxccurivcs lor cnriclmcnr ol knowlcdgc.
Slouldlc 100% rransparcnr and pcrlormancc lascd.
1imclramc lor complcrionol rargcrs slouldlc incrcascd.
According rorlc rolcs ol rlc cmployccs rlc variancc ol IFAs musr lc addcd
BIBILOGRAPHY ADREFERECES
{W Smirlcr, Pcrlormancc Appraisal,7rlcdirion, Mc.Graw. !ill co's, Pagc numlcr 187-210
I. Aswarlappa, !umanrcsourccs Managcmcnr, 5rl cdirion, Mc.Graw. !ill co's, Pagc numlcr 2S8-282
P.Sulla Fao, !umanrcsourccs Managcmcnr, 5rl cdirion, !imalaya lousc pullisling, Pagc numlcr 2S1-256o
1.\ Fao, Appraising & cvclopmcnr l Managcrial Pcrlormancc,+rlcdirion, Pagc numlcr 1++-15+
\.S.P Fao, !umanFcsourccs Managcmcnr, 2nd cdirion, xccl looks, Pagc numlcr SS5-S87
lrrp.}}www. kmlnandi ni . coop}lrml }uni ons-lassan. lrm, wi ki mapi a. org}1S619791}IM-!assan,
www.kmlnandini.coop}lrml}unions-langalorc.lrm-
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DR. SAJEEVI GAGWAI