Performance Appraisal : A Managerial Viewpoint Nidhi Arora1 Poonam Arora2 Abstract Man is a social animal by nature and to earn his livelihood he has to work. In past‚ earning was required only to satisfy the daily appetite but his needs have increased e xponentially with the passage of time. Now he does not work to earn money; he works so that he can afford luxury. According to Maslow the growth need drives personal growth. Human beings are motivated by unsatisfied needs‚ and that certain
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Introduction Performance appraisal or merit rating is the process of evaluating the performance and the qualifications of the employees in terms of the recruitments of the job‚ for which he is employed‚ for purposes of the administration‚ placement‚ selection for promotion‚ providing financial rewards and other actions which required differential treatment among the members of a group as distinguished from actions affecting all members equally. So it is the process of measuring quantitatively and
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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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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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Performance Appraisal Any procedure that involves: 1. Setting work standards 2. Assessing the employee’s actual performance Relative to those standards: 3. Providing feedback to the employee with the aim of motivating him or her to eliminate performance deficiencies or to contribute and continue to perform above par Why Assess/Appraise Performance? 1. To provide feedback about strengths and weaknesses 2. To distinguish between individuals in allocating rewards 3. To evaluate and profile
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INTRODUCTION: “An effective performance appraisal system aligns individual performance with the organization’s mission‚ vision and objective.” American Compensation Association Performance Appraisal system is the systematic process by which an agency involves its employees‚ an individual and members of a group‚ in improving organizational effectiveness in the accomplishment of agency mission and goals. The primary focus of performance appraisal system is on continual discussion
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Introduction of performance appraisal | | 2.2 | Some definitions of performance appraisal | | 2.3 | History of performance appraisal | | 2.4 | Terms in performance appraisal | | 2.5 | Process of performance appraisal | | 2.6 | Pre-requisites for Effective & Successful Performance Appraisal | | 2.7 | Objectives of performance appraisal | | 2.8 | Purpose of performance appraisal | | 2.9 | Challenges of performance appraisal | | 2.10 | Approaches of performance appraisal | |
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Performance Appraisal Nearly all organizations seek to monitor the job performance of their members through an evaluation system. Employees who perform their jobs well are usually rewarded and those who do not are penalized. Although all organizations have adopted methods for personnel appraisal‚ their effectiveness is still a matter of dispute. Performance appraisal may be measured by quantitative and qualitative aspects of the job performance‚ against such factors
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Resources The Performance Appraisal Bob Jones June 23‚ 2012 Human Resources and the Performance Apprisal Human resources connects employers to employees. It is the heart of any organization where people are very important. This paper discusses an essential component of human resource management: the employee performance appraisal. The purpose of this paper is to review the vital components of employee performance management thorough the employee performance appraisal
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INTRODUCTION Performance appraisal has been one of the most-debated management practices for several decades. It has generated a wide variety of viewpoints. There are those who see performance appraisal as making an important contribution to human resource management‚ in that organizations require systematic information on how well employees are performing in their jobs as a key element in ensuring that human resources are used as effectively as possible. Employees at all levels experience a need
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