A study on Performance appraisal
Executive Summary
The history of performance appraisal is quite brief. Its roots in the early 20th century can be traced to Taylor's pioneering Time and Motion studies. But this is not very helpful, for the same may be said about almost everything in the field of modern human resources management. As a distinct and formal management procedure used in the evaluation of work performance, appraisal really dates from the time of the Second World War - not more than 60 years ago. In many organizations - but not all - appraisal results are used, either directly or indirectly, to help to determine reward outcomes. That is, the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses and promotions. By the same token, appraisal results are used to identify the poorer performers who may require some form of counselling, or in extreme cases, demotion, dismissal or decreases in pay.
The purpose of this study has been to determine whether the performance appraisal was used for employee development and whether the appraisal was emphasized as an important part of the performance appraisal process. Also whether the performance appraisal helps in increasing company’s profitability.
My study suggested that the performance appraisal has helped in increasing the profitability of RCF which was clearly shown by their performance. The report gives clear idea of the appraisal system used in RCF. Certain loop holes has been determined and suggestions were made.
Introduction to study
Aim:-
To understand difference between Theoretical & Practical Application of Performance Appraisal
Objective:-
After an intensive study and review of the available literature the following objective have been set for the purposed study on performance appraisal
To study managerial attitudes towards performance appraisal
To study the importance of performance appraisal at managerial level
The
The history of performance appraisal is quite brief. Its roots in the early 20th century can be traced to Taylor's pioneering Time and Motion studies. But this is not very helpful, for the same may be said about almost everything in the field of modern human resources management. As a distinct and formal management procedure used in the evaluation of work performance, appraisal really dates from the time of the Second World War - not more than 60 years ago. In many organizations - but not all - appraisal results are used, either directly or indirectly, to help to determine reward outcomes. That is, the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses and promotions. By the same token, appraisal results are used to identify the poorer performers who may require some form of counselling, or in extreme cases, demotion, dismissal or decreases in pay.
The purpose of this study has been to determine whether the performance appraisal was used for employee development and whether the appraisal was emphasized as an important part of the performance appraisal process. Also whether the performance appraisal helps in increasing company’s profitability.
My study suggested that the performance appraisal has helped in increasing the profitability of RCF which was clearly shown by their performance. The report gives clear idea of the appraisal system used in RCF. Certain loop holes has been determined and suggestions were made.
Introduction to study
Aim:-
To understand difference between Theoretical & Practical Application of Performance Appraisal
Objective:-
After an intensive study and review of the available literature the following objective have been set for the purposed study on performance appraisal
To study managerial attitudes towards performance appraisal
To study the importance of performance appraisal at managerial level
The