INTRODUCTION
PERFORMANCE APPRAISAL
Performance appraisal is essential to understand and improve the employee’s performance through HRD. It is viewed that performance appraisal was useful to decide upon employee’s promotion, transfer etc. But recent developments in HRD indicate that performance appraisal is basis for employee development. A performance appraisal is a systematic and periodic process that assesses an individual employee’s job performance and productivity in relation to certain pre-established criteria and organizational objectives. Other aspects of individual employees are considered as well, such as organizational citizenship behavior, accomplishments, potential for future improvement, strengths and weaknesses, etc Performance
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• To understand the effectiveness of performance appraisal process at Coca-Cola.
SCOPE OF STUDY:
• The scope of the study is limited to permanent staff associates of Hindustan Coca-Cola Beverages private limited
SOURCES OF DATA:
The study is based on primary as well as secondary data collected from different sources.
PRIMARY DATA:
Primary data is collected by issuing questionnaires to the employees regarding the effectiveness of the appraisal. Structured and non-disguised form ofquestionnaire was used and consisted of multiple choice questions.
SECONDARY DATA:
Secondary data is collected through documents provided by personnel department. The documents includes magazines, journals etc.
NEED OF THE STUDY:
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To identify whether the employees are satisfied with the appraisal or not.
If not, then understanding the reasons for non-satisfaction.
The need of the performance appraisal is to determinewhat aspects of the performance to be evaluated
To identify those who are performing their assigned task well and those who are not the reason for such
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To provide information and counsel the employees.
To create and maintain satisfactory level of performance.
We can briefly say that performance appraisal system are a necessities to assess the performance of the employees.
LIMITATIONS OF THE STUDY:
• The study is restricted to maula-ali plant of Hindustan Coca-cola beverages private limited.
• Employees surveyed are restricted to 100.
CONCLUSION
• Performance appraisal method creates suitable environment in the organization.
• Training and development helps to improve the performance of the employee.
• The assessment period is between 1st January to 31st December every year.
• The current appraisal system followed in the organization is almost but not completely effective as all the employees are not satisfied with the appraisal
Performance appraisal is an important issue in human resource management and has a significant effect in the performance of an organisation. It is the system of evaluating the performance of employees regarding the accomplishment of their responsibilities and determining their potential to grow and develop. Bias in the evaluation process can affect the accuracy and appropriateness of the performance appraisal. Bias is a serious issue because it affects the ability to make appropriate decisions about the promotion of employees. A performance appraisal system that works to the disadvantage of members of a group can also pose legal issues.
An appraisal is one of the most commonly used methods of formal assessment and is used to evaluate and assess the performance of an employee against agreed targets and objectives, with the aim of improving employee performance. Where an employee has been able to achieve their targets, the appraisal can be used to recognise successes. This often helps to increase an employee’s confidence and motivation and can lead to better organisational performance. Many organisations will use the outcomes of an appraisal to identify potential candidates for promotions or even an increase in pay. At the same time, an appraisal meeting may include discussions on underperformance, identifying why this has occurred and how this can be avoided in the future.
Performance appraisal is a method which is increasingly used to evaluate employees to determine the degree to which they are performing effectively and encourage them to direct their energies towards organizational performance. Although the appraisal is being practiced, there are criticisms made against the system which generally arise from within the Orthodox and radical management frame work.
Just like most of the research, there are two types of data in our project, the primary data, and the secondary data.
A performance appraisal is one of the most important factors in any organization and can be one of the greatest tools used to record employee production. Every organization has to have goals and objectives established and the employee has to be involved in this process. By conducting performance appraisal will improve productivity and also the morale of the employees.
Performance Appraisals will help to monitor standards, objectives, expectations, responsibilities, tasks, training needs and career succession planning. Also the employee appraisals are used for the evaluation of annual pay and grading reviews, which also coincides with the next year business planning.
Development of a performance appraisal system that is effective in a human service organization is of benefit for the organization and the employees. For a performance appraisal system to be effective, the system has to be strategic, designed to fit the specific needs of the organization, non-discriminatory, non-bias, with correct implementation and administration. Many different components, must to be incorporated to make this type of system beneficial for all who use it, and all who are evaluated by the system.
In an organization employees are the important asset and play a significant role in the progress of an organization. Nowadays firms usually focus on the human capital in the form of the employees by giving them training, assisting them in career development and also work on performance management in order to keep the employees motivated and dedicated by giving them feedback through performance appraisals. Through these performance appraisals the employees are informed about their strengths that they can enhance and about their weaknesses that they can improve in the future.
Performance appraisal is an evaluation and grading exercise undertaken in organizations to achieve several objectives such as employee motivation, identification of training needs, rewards and remuneration, employee development through feedback etc. [Fig. 1]. All methods for performance appraisal have several advantages and disadvantages based on location of the firm, socio-economic environment, vision and mission of the firm, organizational structure and other factors. Organizations in different industrial sectors may have different focus areas of work and different values and thus, expectations from employees vary across sectors.
“Performance appraisal can be viewed as the process of assessing and recording staff performance for the purpose of making judgments about staff that lead to decisions. Performance appraisal should also be viewed as a system of highly interactive processes which involve personnel at all levels in differing degrees in determining job expectations, writing job descriptions, selecting relevant appraisal criteria, developing assessment tools and procedures, and collecting interpreting, and reporting results.”( The University of Georgia, & VirginiaTech, 2008)
shown marked improvement or progress. Lack of personal performance growth would result in consequences for the employee including a probationary period or dismissal. Personal conflicts between manager and employee should not be reflected in the appraisal process. Manager accountability would be reflected by the performance of the employee; hence, an ineffective manager could as easily be discovered through the process as an ineffective employee could be. The process would actually be a system of checks and balances. Ideally, this would promote team players and identify any weak links. The goal of performance appraisals is utilizing the employee’s performance and their behavior or attitude. With correct implementation, the attitude and behavior will not be the issue or focus of the manager. “For any performance improvement to take place, both parties must agree that improvement is necessary, that a plan for improving performance has been jointly formulated, and that periodic progress improvement sessions will take place, as needed. Thus, improvements in employee performance and attitudes can truly be enhanced.” (Peggy Anderson, 1998)
On the other hand, poor performance, or mediocre performance may lead to negative appraisals and consequences, including job termination or withholding of bonuses, awards, and promotions. Performance appraisals are a systemic means of ensuring quality of work performance, and thus achieving the strategic objectives and advancing the goals of the organization. These performance appraisals, in order to be effective, must be applied in a uniform, objective, fair and consistent manner over time. In addition, the expectations of the performance appraisal must be clearly understood and agreed upon by the supervisor and the employee. Objectivity and fairness in the appraisal system build trust in the organization as well as high morale among employees.
Performance appraisals are a good way to increase employee motivation and productivity. On the other hand depending on the type of performance appraisal the employee receives may cause resentment and displeasure within the company. This paper will discuss a new appraisal process that can help employees understand and accept the appraisal process more.
Mostafa Jafari Industrial Engineering Department, Iran University of Science & Technology Narmak, Tehran, Iran E-mail: mostafajafari2006@yahoo.com Tel: +98-912-1382658 Atieh Bourouni Industrial Engineering Department, Iran University of Science & Technology Narmak, Tehran, Iran E-mail: bourouni@ind.iust.ac.ir Tel: +98-912-5007402 Roozbeh Hesam Amiri Industrial Engineering Department, Iran University of Science & Technology Narmak, Tehran, Iran E-mail: amiri_r@ind.iust.ac.ir Tel: +98-912-5356487; Fax: +98-21-88814576 Abstract Performance appraisal is one of the most important processes in human resource
Second, will introduction background of the organization which is Coca-Cola. Then will be describe how the organization related with the performance management and appraisal to their employee in its operations.