Performance Appraisal Report
PROJECT REPORT ON:
PERFORMANCE APPRAISAL
SUBJECT:
HUMAN RESOURCE MANAGEMENT
SUBMITTED TO:
DATE OF SUBMISSION:
9TH SEPTEMBER 2011
GROUP MEMBERS
NAME | ROLL NO. | | | | | | | | | | | | |
ACKNOWLEDGEMENT
We owe a great many thanks to a great many people who helped and supported us in completion of this project.
Our deepest thanks to……………….., our project guide, for guiding and providing us with valuable ideas and encouraging us to make this project and presentation a successful one.
We also express our thanks to the Principle of ……………..for extending his support.
Table of Contents
CHAPTER | DESCRIPTION | PAGE NOS. | 1. | EXECUTIVE SUMMARY | 05 | 2. | INTRODUCTION 3.1 MEANING 3.2 OBJECTIVES 3.3 USES 3.4 PLANNING THE APPRAISAL 3.5 APPROACHES TO PERFORMANCE APPRAISAL 3.6 COMPONENTS OF PERFORMANCE APPRAISAL 3.7 TYPES OF PERFORMANCE APPRAISAL 3.8 STEPS IN THE APPRAISAL PROGRAMME. | | 3. | METHODS OF PERFORMANCE APPRAISAL. | | 4. | | | 5. | CONCLUSIONS | | 6. | BIBLIOGRAPHY | |
EXECUTIVE SUMMARY
The Performance appraisal system ideally is an organisation designed programme involving both the organisation and the personnel to improve the capability of both. The elements of performance management include: purpose, content, method,appraiser, frequency, and feedback. The appraisal process involves determining and communicating to an employee how he or she is performing the job and establishing a plan of improvement. The information provided by performance appraisal is useful in three major areas: compensation, placement, and training and development. Appraisal helps to improve performance by identifying the strengths and weaknesses; it helps to identify those with a potential for greater responsibility; and assists in deciding on an equitable compensation system. The methods of performance appraisal include
PERFORMANCE APPRAISAL
SUBJECT:
HUMAN RESOURCE MANAGEMENT
SUBMITTED TO:
DATE OF SUBMISSION:
9TH SEPTEMBER 2011
GROUP MEMBERS
NAME | ROLL NO. | | | | | | | | | | | | |
ACKNOWLEDGEMENT
We owe a great many thanks to a great many people who helped and supported us in completion of this project.
Our deepest thanks to……………….., our project guide, for guiding and providing us with valuable ideas and encouraging us to make this project and presentation a successful one.
We also express our thanks to the Principle of ……………..for extending his support.
Table of Contents
CHAPTER | DESCRIPTION | PAGE NOS. | 1. | EXECUTIVE SUMMARY | 05 | 2. | INTRODUCTION 3.1 MEANING 3.2 OBJECTIVES 3.3 USES 3.4 PLANNING THE APPRAISAL 3.5 APPROACHES TO PERFORMANCE APPRAISAL 3.6 COMPONENTS OF PERFORMANCE APPRAISAL 3.7 TYPES OF PERFORMANCE APPRAISAL 3.8 STEPS IN THE APPRAISAL PROGRAMME. | | 3. | METHODS OF PERFORMANCE APPRAISAL. | | 4. | | | 5. | CONCLUSIONS | | 6. | BIBLIOGRAPHY | |
EXECUTIVE SUMMARY
The Performance appraisal system ideally is an organisation designed programme involving both the organisation and the personnel to improve the capability of both. The elements of performance management include: purpose, content, method,appraiser, frequency, and feedback. The appraisal process involves determining and communicating to an employee how he or she is performing the job and establishing a plan of improvement. The information provided by performance appraisal is useful in three major areas: compensation, placement, and training and development. Appraisal helps to improve performance by identifying the strengths and weaknesses; it helps to identify those with a potential for greater responsibility; and assists in deciding on an equitable compensation system. The methods of performance appraisal include
Bibliography: REFERNCE BOOKS: Human resource management – Aswathappa Human resource management – V. S. Rao Human resource management – Gary dessler Personnel management - C.B.mamoria Evaluating management training and development - B.R.virmani premila seth Strategic human resource management – Srinivas.R.Kandula INTERNETWEBSITES: www.Google.com www.Yahoo.com