Performance appraisal "Performance evaluation" redirects here. For the academic journal in computer science‚ see Performance Evaluation. A performance appraisal (PA)‚ also referred to as a performance review‚ performance evaluation‚[1] (career) development discussion‚[2] or employee appraisal[3] is a method by which the job performance of an employee is documented and evaluated. Performance appraisals are a part of career development and consist of regular reviews of employee performance withinorganizations
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A 360-degree overview is a strategy for diminishing perspectives and sentiments from different people on to how they see a worker or a supervisor in order to get imperative information for advancement. The perspectives and feelings can be gotten from the partner specialists‚ directors‚ and managers in an affiliation. The info information that is amassed from the overview is basic to the firm‚ and it can be utilized to improve profitability and adequacy. This examination paper contains an investigation
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PERFORMANCE APPRAISALS (Full Details) Definition 1: Systematic Evaluation “It is a systematic evaluation of an individual with respect to performance on the job and individual’s potential for development.” Definition 2: Formal System‚ Reasons and Measures of future performance “It is formal‚ structured system of measuring‚ evaluating job related behaviors and outcomes to discover reasons of performance and how to perform effectively in future so that employee‚ organization and society
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2278-6120‚ p-ISSN : 0974-8032‚Volume 5‚ No. 2‚ Dec.-2012‚ pp 46-52 http://www.integraluniversity.ac.in/net/journalsAndPublications.aspx PERFORMANCE APPRAISAL PRACTICES IN INDIAN BANKS Pallavee Shrivastava 1‚ Usha Kiran Rai 2 1(Research Scholar‚ Faculty of Management Studies‚ Banaras Hindu University‚ Varanasi‚ India) 2(Professor‚ Faculty of Management Studies‚ Banaras Hindu University‚ Varanasi‚ India) Abstract Banking sector is a fast growing sector of India. With swift expansion in the
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JOURNAL STUDY By: Juan Skavani Mahaganti ------------------------------------------------- Journal Details: ------------------------------------------------- Performance Appraisal: Two Steps Forward‚ One Step Beck? ------------------------------------------------- Alan R. Nankervis and Pricilla Leece ------------------------------------------------- Asia Pacific Journal of Human Resources 1997; 35; 80 Summary of the Journal The Journal is a report of data gathered by the survey conducted
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A PROJECT REPORT ON “PERFORMANCE APPRAISAL” SUBMITTED IN PARTIAL FULFILMENT OF THE REQUIREMENT FOR MASTER OF COMMERCE (M. COM) MANAGEMENT GROUP SEMESTER-I IN HUMAN RESOURCE MANAGEMENT TO UNIVERSITY OF MUMBAI UNDER THE GUIDANCE OF PROF. JITENDRA AHAREKAR RIZVI EDUCATION SOCIETY’S RIZVI COLLEGE OF ARTS‚ COMMERCE & SCIENCE RIZVI COMPLEX‚ BANDRA (W)‚ MUMBAI-50 DECLARATION I‚ student of Master of Commerce (M.Com) in Management Group Semester-I‚ Rizvi College of Arts
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Chapter: 1.0 Introduction A performance appraisal‚ employee appraisal‚ performance review‚ or (career) development discussion is a method by which the job performance of an employee is evaluated (generally in terms of quality‚ quantity‚ cost‚ and time) typically by the corresponding manager or supervisor. A performance appraisal is a part of guiding and managing career development. It is the process of obtaining‚ analyzing‚ and recording information about the relative worth of an employee to the
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an organization lies in the system of performance appraisal adopted in that organization. This‚ in turn‚ reflects the extent of the individual contributions and commitment of the employees in different hierarchical levels towards the achievement of organizational goals. Generally‚ it is admitted that an effective performance appraisal can lead an organization to take strides towards marked success and growth. Conversely‚ an ineffective performance appraisal system can seal the fate of an organization
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ASSIGNMENT # 2 PERFORMANCE APPRAISAL Content Introduction........................................................................................................................3 Job description....................................................................................................................4 Performance appraisal method...........................................................................................5 Identification of appraiser....
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360-DEGREE FEEDBACK IN THE APPRAISAL PROCESS – THE PRESENT NEED FOR BANKS IN INDIA * Dr. J. SRINIVASAN Introduction Tremendous changes have taken place world-wide in the last decade. These changes have had a strong impact on service sectors in India. The world is very different today from what it was a decade ago. Today’s corporate world can be characterized as highly competitive‚ technology and systems-driven‚ customer-centered‚ quick‚ cost
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