I .

I M l'l'A TUINS O f' TII~: ST IJl>Y

I Ill e 1c., pH r1Scsg,vcu bythccmploycescanbcbias

l'i. Kl r<;;,I vi-,l,ohl y 1,y 1hc ~uggcsl,o ll ~ m ay not b e assessed

l Wl11k ,l,.,,H~ 1lic '1 Jrvcy m1 ly t l1c regular em p loyees a rc considered

J lw c n,p loyccs HTtrnming or probation are not rnken into considern1inn

-1 /"h<: s;ornplc dncs not cover HII 1hc workers in 1he organilation due \o th e

l ., ,g 1·,1, ,_,.r D. ,n , lrni ri ts

 J I Ml'l ,\THI NS O!' TIW ST JfU Y

I 11,,. , ,"l"""'''J.:Wcnl>y 1h..,..,,,.pl oyc.:scanl>t:b1as

l'i;1i;nc,d v,a l11 h1 yhy 11i c s t1 /(gcstmn s u1avr1<1lhcas~-' ""!
\\'li, I, ,1,,,,11: lh c , n1vcy on ly 111 .., ,cgula r cmpl uy..,cs aoc consod crcd
I lw 1·11, pl,,vcc, '1 1 1, :uning or p1ohM1nn arc not iak cn m1n c,,n, ,dctallf,n

I 1 11<· ,a1111>lc dues ' "'' c, ,vc r :di the workers 111 the orgdai1,;,t1un dllc 10 the

1,, JI\ISl l<;a l c, 111 ,1ra11 11.,

 Sl l( j(_j FSTIO N ~

Sumc reco 111mc11dat ions for i 11111rn,·i 11 g I he p i: 1 rl) 1111 .1 11cc ;i pp1 :1i s;i I sys l t: 111 o 1· the
Orga ni ?.ation arc given hclow

For th e offi ce rs the pcrti.Hrnan cc appraisal l'orn1/ l( ll 11 w1 :;l11 11 ild he mo re

dctaikd , a:-- thry have nHffl' rcspo11 si hility l·o 111p . i1 l'cl l \l ()I l1c1 rn1 plo yce i c,
super\'isors, Wt)l'ks111c11 etc
1 Supcr\'i sm should go for half yea rl y app1a1 sc d
Both ncgn ti,·c and pnsiti VL' lt.Tdba ck sltoultl hl' l:(11111111111 1c.i 1cd I() the
emplLlyec St) that th ey can know where tli cy sl,11HI 111 1l 1c ()I U;111i1.c1tio11 with
other emplo yees .
N~w methods of appraisal method should li e adopt ed li ke
r\ ) Criti ca l Incid ent Method :- Under this method til e in cid ent s or eve nts
occurred arc recorded by the immediate hc<id
Sometimes the performance appraisal ma y show lo w perfor mance of
an employee then these critical in ci denl may support hi s performance
B) fie ld Review method :- Under this method supervisor is required t u
Gi,·c hi s opinion about the progress or his subordinates, th e level of
th e performance of each subordinate in detail . Th e qu estion asked and
ans \vcred verbally . The trainer employee from the perso nn el
de p3.rtment interviews the supervisor tiicir respecti ve subordin ates .
C) Management by objective:- It is very go od techn iqu e where th e
Superior and subordinate managers of an organization jointly id e nti fy
t!1e co mmon goals and areas of responsibility in term s of result
expected of him and use these measure s (1s guid es ror operating th e
unit and assessing the contribution of ea ch or its memb ers
~ Pcrfonm1 ncc Counselling:-
Performa ncc Appraisal docs not serve the purpose or den~lopi n~
cmploye:c s un less an effective system of performan ce co unsel in~ is imi: )dU CGd
and 1~ra cticcd in the organization . Perfor111ancc coun .)elin g 1m·a ,;s the help
prm 1dccl by til e 111a11 ~1ga lo hi s ~~1bordinatc in analy7.i11 ~ cffcc ti,·cncss They
111o s\l y ~tress on per lnrn~ ancc of Joh and idc11til1 catirn1 lr;1i 11 i 11 g ll cL~ds in !t.it;lrL~.
h I ~rlm 1,ia11cc A'.1al ys 1s and Pc1forn1a 11 cc Di scuss ion \\'ill rc,nu,·c the barriers
l,r cc >11111111111 ca t1011 <1 11d lhe ap praise , ma y ~,Hm 111 u 1c ;ih tll!I ;ipprn isL'l' ilrid hi s
prnli le111 \
7 Senior Mana '-gers should b(•" a1)1)1··ti·scLl
1
•
l)\1
1
11 1t..:• 1'·•.\ 1C lll il I l' .\ jl l' II S
:-.; R_t~ward systc,11 should be ad opt ed by the orga11i 1.a 1i u11 i c ti • , I ' , I
1 •1 vcs the bctt , ·

: \- .. . ~ c!.
f · ~
pc, onn a11 cc among t li e oth er c111pl uyccs sliou Id be rc~v·ml ,d
, ie c mp O\ cc 10 ,v
() ; sscss mcnt nl I 1ccr l o und ergo r . t ., · · · ' t:
1 ·ti l · ,· . ' 0 1 ld111lll
11 L: lnl s n apprai sal So that the , .. · I , g t o lc.: ,-trll ll C\V 1ccl111
,
ic or
1u cs
i.: 111pl l)~·cc > c<1 11 Ju e gc well 111c pcrlurmance nf