Performance appraisal ppt
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Performance appraisal is an important part of human resource management used to evaluate and develop employees. This study examines the effectiveness of performance appraisals at Pennar Industries. Data was collected through questionnaires and analyzed using weighted average methods. The results found that 68% of respondents felt appraisals were done effectively and impartially. Suggestions include using more modern appraisal techniques like 360 degree feedback. In conclusion, appraisals are more accepted when linked to rewards, and organizations can further develop employees through training programs.
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This document provides an overview of performance appraisal and management systems. It discusses the need for performance appraisals to provide feedback, identify training needs, and inform personnel decisions. It also covers the differences between traditional appraisal and modern performance management, focusing on elements like frequency of reviews and emphasis on development versus evaluation. Finally, it lists some common limitations and problems with performance appraisals, such as bias, errors in judgment, and resistance from employees.
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Questionnaire on effectiveness of performance appraisal
Questionnaire on effectiveness of performance appraisal
Performance appraisal ppt
- 1. PRESENTED BY DHANYA.K.N 2nd MBA
- 2. INTRODUCTION “BASIC HUMAN TENDENCY IS TO MAKE JUDGMENTS ABOUT THOS ONE WHO IS WORKING WITH, AS WELL AS ABOUT ONESELF” Performance appraisal is one of the important components in the rational and systematic process of human resource managements There are two primary purposes of performance appraisal. They are: 1.EVALUATE 2.DEVELOPMENTAL
- 4. OBJECTIVES OF PERFORMANCE APPRAISAL PRIMARY OBJECTIVES To judge the gap between employer actual performance and desired performance . SECONDARY OBJECTIVES To study of effectiveness of performance appraisal in pennar industries
- 5. REVIEW OF LITERATURE Traditionally, appraisal has been the job of the supervisor with the employee himself having no role to play in the process. The employee in coordination with his superior determines the performance objectives and standards. Behavioral Observation Scale (BOS) is one of the best techniques utilized by the managers to arte the employees.
- 6. RESEARCH METHODOLOGY •Descriptive studies generally take row data and summarize it in a usable form. •It can also be qualitative in nature if the sample size is small and data are collected from questionnaire, interviews or observation •Data are collected from both primary and secondary data. •Statistical tool used for the study consist of: •Weighted Average Method
- 7. DATA ANALYSIS&INTERPRETATION TABLE EFFECTIVENSS OF APPRAISAL PARTICULA W X WX R 1 Strongly 4 17 68 agree 2 Agree 3 20 60 3 Neutral 2 7 14 4 Disagree 1 6 6 TOTAL 50 148 Weighted arithmetic mean Mean= ∑w x ________ ∑w
- 8. CHART-10 EFFECTIVENESS OF APPRAISAL 80 wx 68 60 60 Strongly agree 40 Agree 20 14 Neutral 6 Disagree 0 =148/10 Strongly agree Agree Neutral Disagree =14.8 INTERPRETATION: From the table it is inferred that 68% respondents feel that their appraisal was done effectively so the weighted average 14.8 has been achieved. There is no partiality shown to the employees by their superior. This weighted mean is 14.8 shows is that 60% respondents replied positively which show that the appraisal made is liked by majority
- 9. FINDINGS AND SUGGESTION FINDINGS •The employees felt that performance appraisal evaluations are done very strictly and impartially by the superior. •It is found that the employees feel good about the flow of communication. SUGGESTION •The organization shall be use the modern techniques in the performance appraisal. •360 degree technique will be suited for industries
- 10. CONCLUSION
- 11. Appraisal seem to have greater acceptance of the appraisal process,and feel more satisfied with it,when the process is directly linked to rewards. Today,most of organization attempts to develop the outlook and performance of its employee by using multiple and complex training and educational programs
- 12. BIBLOGRAPHY BIBLIOGRAPHY REFERENCE BOOK: S.C. GUPTA,INDRA GUPTA-BUSINESS STATISTICS DR. BALU-RESEARCH AND METHODOLOGY DR.P.SUBBA RAO-HUMAN RESOURCE MANAGEMENT WEBSITE: www.pennarindia.com www.scribd.com www.performanceappraisal.com www.citehr.com