Appraisal of one individual by another individual is a continuous process and it is a natural phenomenon in beings. This is constantly done, consciously in our day today interaction, ether in family life or in a social setting or in an organization for that matter. While the individual or a group uses appraisal in its own fashion depending upon the need of the situation, in an organization it becomes necessary to adopt a formal methodology of appraisal system because of the requirement of measuring the performance for considering suitable reward or punishment or for assessing the potential of a person to increase the responsibilities. In short their is a great requirement for assessing the efficiency to gear up the productivity of the work-force. While it is an undisputed fact that some of appraisal system is a must in an organized employment. With the changing scenario in manufacturing/ production industry there is requirement for an incisive study and to review the methodology of performance appraisal used by manufacturing concern i.e., eMORPHOSYS, against the background of frequent review of its performance by various forums, with the induction of many private organizations which are manufacturing the same quality products. While it may be a fact that there may be a better output on the part of the private manufacturing industries, by assessing the performance and potential to take stock of the situation. Against this background an attempt is made to undertake the study of the performance appraisal system in the organization, its methodology, implementation and its impact on employees and to see whether it is contributing to any change in the employees.
[...] Horn effect: unsatisfactory rating in one quality influences the rating for the other qualities Strict rating: rating consistently lower than the normal or average Being constantly over harsh in rating performance qualities Central tendency: rating around the average or around the mid -point Lenient rating: rating consistently higher than the expected norms or average, being overlay loose in rating performances qualities Later behavior: rating used on the later behavior, ignorant of most commonly demonstrated behavior during the entire appraisal period Initial impression: rating influenced by the initial impression of the employee Spill over effect: post performance rating to unjustly influence the current one 10. [...]
[...] The study are confined to short period, it can't reveal the exact trends of performance appraisal system and opinions of all the employees. Data gathering is only limited to questionnaire only Time is important limitation factor as given duration for project is not sufficient to analyze employees and company procedures. CONCLUSIONS: In eMORPHOSYS, the annual performance appraisal system is used as an instrument for improving the work culture; the focus is on personal and organizational development. Radix info is now using the system to make performance review and planning effective; to encourage healthy, problem solving dialogue between the initiating officer and the appraise about work related problems; to improve communication, levels of motivation and morale through greater role and goal clarity. [...]
[...] THE EVALUATION PROCESS: The process of evaluation follows a set pattern, which is as follows: Establishing performance standards Communicate performance expectations to employees Measure actual performance Compare actual performance with standards Discuss the appraisal with the employees If necessary, initiate corrective action DESIGNING AN APPRAISAL SYSTEM: The process of designing an appraisal system should involve managers, employees and HR professionals in making decisions about each of the following issues. Measurement content Measurement process Defining the rate (i.e., who should rate performance) Defining the rates (i.e., the level of performance to be rated) Administrative characteristics. [...]
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[...] To make the performance appraised system effective the present study will be helpful IMPORTANCE AND PURPOSE OF PERFORMANCE APPRAISAL: Formal performance appraisal plans are designed to meet three needs, one of the organization and other two of the individual, namely: 1. They provide systematic judgments to back up salary increases transfer, demotions or termination They are means of feeling a subordinate how he is doing and suggesting needed changes in his behavior, attitude, skills or job knowledge They are used as per coaching and counseling the individuals by the superior. [...]
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