Introduction

The overall objective of taking up a project on Performance appraisal is to study and evaluate the growing importance of human element in organizational sector. With this unprecedented growth, the importance of performance appraisal as a tool for the growth and development of both employee and organization has also tremendously increased. It is now been realized that simply having a good system in place does not make the firm successful. This has therefore given a need for integrating the strategic concerns of firm with its performance monitoring system.

Need for the Study:

This topic is specifically selected to study those best practices which are under the implementation with a view to suggest the management about the problems and perspectives to refine further to achieve organizational goals. It is useful for achieving organizational goals as well as implementing the new methodology for achieving the organizational goals. The main need of the study is gain the practical knowledge in the subject. And to know the process and purpose of Performance Appraisal in APGENCO.

Objectives of the study:

To find out whether the employees are satisfied with the performance appraisal program. To ensure organizational effectiveness through correcting employee for standard and improved performance and suggesting the change in employee behavior. To help the organization as well as the superiors to have a proper understanding about their subordinates. To identify developmental needs of employees and also to establish objectives for training programs. To create and maintain a satisfactory level of performance.

Scope of the study:

By this study, the company may know the factors, which according to the employees determines the performance and motivation levels. If the company tries to consider the concerns of the employees, it may then lead to better performance and there, by increased loyalty among employee dedication towards achieving the organizational goals. This study aims to investigate the opinion of staff, manager, senior manager, and assistant manager about their performance levels at the work place. The study is limited to concerned staff only.

Limitations of the study:

As the employees are busy is their work difficult to information through questionnaire from them. As the questionnaire is in English, there was a communication problem and it took lot of time to explain each and every question. It becomes difficult to convince the employees as they were hesitating to give her their options. The does sample size does not cover all the employees due to time constraint. As the sample size is limited so the interpretations may not be accurate.

Research methodology:

Primary source: primary data are those data which are collected by fresh and for the first
time and thus happened to be original data. It has been collected through a questionnaire. Questionnaire is prepared by me and distributed to the participants and collected the required material from the employees of an organization. Questions in questionnaire are of closed ended typed and the rating is on 2- point 4- point scale.

Secondary source: secondary data are those data, which are collected from the already
existing information through reference. The secondary data has been collected by analyzing the various materials like company profiles, journals and related websites.

Chapter II Review of Literature

PERFORMANCE APPRAISAL

Introduction:

People differ in their abilities and their aptitudes. There is always some difference between the quality and the quantity of the same work on the same job being done by two different people. Performance appraisal of employees is necessary to understand each employees abilities, competence and relative merit and worth for the organization.

Performance appraisal rates the employees in terms of their performance. Performance appraisals are widely used in the society. The history of performance appraisal can be dated back to the 20th century and then to the Second World War when the merit rating was used for first time and employer evaluation their employee is a very old concept. Performance appraisals are an indispensible part of performance measurement.

Performance appraisal is necessary to measure the performance of employees and the organization to check the progress towards the desired goals and aims. The latest mantra being followed by organization across the world being Get paid according to what you contribute the focus of the organizations is turning to performance management and specifically to individual performances.

Performance appraisal helps to rate the performance of the employees and evaluate their contribution towards the organizational goals. If the process of the performance appraisal is formal and properly structured, it helps employees to clearly understand their roles and responsibilities and give direction to the individual performances. It helps to align the individual performances with the organizational goals and also review their performances. Performance appraisal takes into account the past performances of the employees and purposes on the improvement of the mutual performance of the employees.

Definition and Concept:

Performance is the process of obtaining, analyzing and recording information about the relative worth of an employee. The focus of the performance appraisal is measuring and improving the actual performance of the employee and also the future potential of the employee. It same is to measure what an employee does. It is a powerful tool to calibrate, refine and reward the performance of the employee. It helps to analyze his achievements and evaluate his contribution towards the achievements of the overall organizational goals. By focusing the attention on performance, performance appraisal goes to the heart of the personal management and reflects the management interests in the progress the employees.

According to Flippo, a prominent personality in the field of human resources, performance appraisal is the systematic, periodic and then impartial rating of an employees excellence in the matters pertaining to his present job and his potential for a better job. performance appraisal is a systematic way of receiving and assessing the performance of an employee during a given period of time and planning for his future.

Objectives of Performance Appraisal:

To receive the performance