Performance Karthik

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A STUDY ON PERFORMANCE APPRAISAL AT SHIVASHAKTHI BIO PLANTTEEC LTD, (HYDERABAD)

Dissertation report submitted to the Department of Human Resource Management, Andhra University, Visakhapatnam, in partial fulfillment of the requirement for the award of

MASTER OF HUMAN RESOURCE MANAGEMENTBy Mr.G.K.KARTHIK LAVETIRegd.No. PG 091004018

Under the esteemed guidance of Sri. B. SIVA PRASAD Associate Professor

GAYATRI VIDYA PARISHAD COLLEGE FOR DEGREE & P.G. COURSES (AUTONOMOUS) (AFFILIATED TO ANDHRA UNIVERSITY) VISAKHAPATNAM

2009-2011

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CERTIFICATEThis is to certify that the project report entitled "A STUDY ON PERFORMANCE APPRAISAL AT SHIVASHAKTHI BIO

PLANTTEEC LTD, HYDERBAD is a bonafide work done under my direct supervision and guidance.

Place: Date:

Teacher Guide

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DECLARATION

I hereby declare that this project report entitled PERFORMANCE APPRAISL AT SHIVASHAKTHI BIO PLANTTEEC LTD. HYDERBAD submitted by me to the Department of M.H.R.M. Gayatri Vidya Parishad, College for Degree & P.G courses (Autonomous) affiliated to Andhra University, Visakhapatnam is a bonafide work under taken by me at SHIVASHAKTHI BIO PLANTTEEC LTD and is not submitted to any other University or Institution for the award of any degree or diploma.

Place: Date: (G.K.KARTHIK LAVETI)

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PREFACEPerformance of quality, appraisal quantity, is cost, a method and by which the by job the

performance of an employee is evaluated (generally in terms time) typically corresponding manager or supervisor. 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 organization. Performance appraisal is an analysis of an employee's recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgement of an employee's performance in a job based on considerations other than productivity alone. Performance appraisal systems began as simple methods of income justification. That is, appraisal was used to decide whether or not the salary or wage of an individual employee was justified. The process was firmly linked to material outcomes. If an employee's performance was found to be less than ideal, a cut in pay would follow. On the other hand, if their performance was better than the supervisor expected, a pay rise was in order. If the human factor does not enjoy work is quite monotonous and this leads to job dissatisfaction. This in turn would directly or indirectly affect their work as well as the organization that they are working for. Keeping in view the different aspects of performance Appraisal, This study has been done to know the performance levels of employees

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towards their tasks, responsibilities and the like within the industry.

ACKNOWLEDGEMENTIt is my pleasure to express my sincere thanks to the H.R.M Department of Gayatri Vidya Parishad for granting me permission to complete my project. I take privilege of expressing my sincere gratitude to principal Prof. P.RajaGanapathi and also I would like to thank Mr. B.Siva Prasad Associate Professor & Head of the Department. of HRM. For giving permission to do my project at Shivashakthi Bio Plantteec Ltd, Hyderabad. With out whose guidance I wouldnt have completed my task successfully. And I thankful to Kr.Karunakar Faculty member and Block field work incharge for giving me project and his guidance to complete my field work. I express my heart full thanks to my project guide Mr. B.Siva Prasad Associate. Professor Dept. of HRM for his sustained encouragement and rendering a persistent motivation and guidance for this dissertation. I am also indebted to express my grateful to Sri. Bijoy Francis GM - HR & Learning at Shivashakthi Bio Plantteec Ltd. For providing extensive information required for my project work. I further extended my thanks to all the faculty members of HRM Department for the successful completion of my project.

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And also I finally convey my thanks to my friends for help me out a lot in completion of this dissertation.

INDEXCHAPTER-1Performance appraisal Theoretical Framework

CHAPTER - 2 Organizational Profile

CHAPTER-3Present Study / Methodology Aims and Objectives Scope of the Study Methodology

CHAPTER 4 Analysis And Interpretation Of Data

CHAPTER 5 Findings Suggestions Conclusions6

ANNEXURE BIBLIOGRAPHY

CHAPTER ITHEORETICAL FRAMEWORK

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INTRODUCTION

Performance appraisal is a systematic evaluation of the individuals with regards to his (or) her performance on the job and his potential for development. Performance appraisal is the process of evaluating the performance and qualifications of the employees in terms of the requirements of the job for which he is employed. For the purpose of administration including placement, selection for

promotion, providing financial rewards and other actions which require differential treatment among the members of a group as distinguished from actions affecting all members equally. Appraisal should be future oriented activity that provides workers with useful feedback and coaches them to higher levels of performance. Appraising the performance of individuals, groups and organizations is a common practice of all societies while in some instances these appraisal processes are structured and formally sanctioned. In other instances they are an informal and integral part of daily activities. Performance Appraisal is the most powerful and least expensive for directing, managing and developing the performance and potential of teams and individuals. Performance Appraisal is the systematic description of an employees job relevant strengths and weaknesses. 8

Performance Appraisal is the method of evaluating the work allotted to the employee in the work area. Performance Appraisal is a process of summarizing, assessing and developing the work

performance of an employee. The basic purpose is to find out how; well the employee is performing the job and establish a plan of improvement. Performance Appraisal can also provide data to

determine promotion, transfer and even demotions of the employee. It has direct bearing on another personal decision. Performance Appraisal is a continuous process in every largescale organization. It may involve goal setting, employee selection, placement and compensation, training and development and career management. Performance Appraisal is creating a shared vision of the purpose and aims of the organization, helping each individual employee to understand and recognize their part in contributing to them there by managing and enhancing the performance of both individuals and the organization. A properly developed appraisal process can serve as contract between the team numbers and the team. It informs people about what expected and how performance will be appraised. By using the techniques and applying the skills, individual and the team can construct a meaningful appraisal tools and use a process that serves the purpose, you want, like clarifying expected

performance, focusing team work, reviewing progress and developing performance and the team can use the tool for continuous

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improvement of performance and development of potential to perform more complex tasks. After the First World War, the systematic performance appraisal was quite prominent: credit goes to Walter dill Scott, for the systematic performance appraisal technique of "MAN TO MAN RATING SYSTEM OR MERIT RATING". It was used for evaluating military officers. Individual concerns also ordered this system during 1890861940for evaluating hourly paid worker. However with increase in training and management development programmers. Froml950's Management started adopting performance appraisal for personnel, the term "MERRIT RATING" had been changed in to "employee appraisal or PERFORMANCE APPRAISAL". This is not a mere change in the term, but a change in the term and a change in the scope of the activity as the emphasis. Merit rating was limited to personnel traits, where as performance performance. The appraisals of individuals in an employment has been labeled and described by experts over the years in different ways; common descriptions include performance appraisal, merit rating, behavioral assessment, employee evaluation, personnel review, progress report, staff assignment, service rating and fitness report. appraisal covers results, accomplishments and

DEFINITIONS:

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"PERFORMANCE APPRAISAL to all formal procedures aimed working organization to evaluate personalities and contributions of one potential group members".-

Dale

Yoder

The function of performance appraisal, it seeks to provide an adequate performance. It supports to serve as a basis for improving or changing behavior towards some more effective working habits. It aims at providing data managers with whom they may judge future job assignments and compensation.- Levinson

feedback

to

each

individual

for

his

or

her

APPROACHES TO PERFORMANCE APPRAISALGenerally speaking 2 approaches are used in making

performance appraisal. A casual, unsystematic and often haphazard appraisal main basis being seniority or quantitative measures of quantity and quality of output for the rank and file personnel. The traditional and highly systematic measures of employee

characteristics and employee contributions or both. It evaluates all the performances in the same manner utilizing the same approach, so that the rating obtained of separate personnel or comparable.

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