performance

Every manager should be concerned with ethics when he may encounter several problems in appraising performance of subordinates. Essential characteristics of an Effective Appraisal System for managers: DO’s...

1. LACK OF CLARITY: The objective of performance appraisal is to evaluate and develop employees. An organization should avoid using one appraisal system to achieve both objectives. The particular system of the appraisal system should clarify before it is designed and should be discussed with...

Performance appraisal is crucial tool in the hands of the management to bring about greater agility and responsiveness in human resources of an organization. Performance appraisal is the foundation of much human resource decision. Therefore, it has multifarious uses as depicted below: The...

Performance appraisal is crucial tool in the hands of the management to bring about greater agility and responsiveness in human resources of an organization. Performance appraisal is the foundation of much human resource decision. Therefore, it has multifarious uses as depicted below: The...

There are different methods of performance appraisal. They can be grouped as traditional methods and modern methods. The traditional methods emphasize on rating the individual’s personality traits, the modern methods lay importance on the results- job achievement rather than on personality...

Performance appraisal is essential for the effective management and evaluation of staff. Performance appraisal has some process which is explained below: 1. Organization’s mission and objectives: Performance appraisal is a strategic management tool to achieve the mission and objectives...

Performance appraisal serves broadly two major purposes: 1. To improve work by helping, the employees realize & use their full potential in carrying out their organization’s mission. 2. To provide information to employees and managers for use in making work related decisions. The elements of...

An effective performance appraisal procedure should not just evaluate performance but; 1. It should help employees do their job better, by increasing mutual understanding of performance requirements, by agreeing plans, defining objectives, & discussing aspirations & concerns. 2. It should...

TRADITIONAL APPROACH TO PERFORMANCE APPRAISAL The focus of traditional approach to performance appraisal has been past or historically-oriented rather than being forward-looking through the use of setting objectives or goals; past performance has been reviewed in the light of the results...

Organization uses performance appraisals for Evaluation and Developmental purposes to improve the human resources of an organization by human resources of an organization. The purpose of performance appraisal is many folds. However, there are two broad purpose of performance appraisal as...

Need for Performance Appraisal Performance appraisal is needed in order to: (1) Provide information about the performance ranks basing on which decision regarding salary fixation, confirmation, promotion, transfer and demotion are taken. (2) Provide...

The main objective of performance is to improve the performance of the organization through improved employee performance. The goal of performance appraisal is to allow the employee the opportunity to progress to their full potential in order to meet the organizational needs and his personal...

The characteristics of Performance appraisal include the following: • Performance appraisal is a link between organization’s strategy and results; • Performance appraisal is directed toward a purpose; • Appraisal can be beneficial for the organization, the employee and the manager; •...

Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the qualitative aspect of job performance. Evaluating employee performance is a key responsibility of managers. Performance appraisals, a powerful tool, provide to documented...

1. “Performance Appraisal may be defined as any procedure that involves a. Setting work standards; b. Assessing the employees’ actual performance related to these standards; c. providing feedback to the employee with the aim of motivating that person to eliminate performance deficiencies or to...

Mr. GOPAL MANDVE Employee -- purchase department Experience – 7 years Contact no. – 9323505027 Interviewed on: Thursday, Date- 29/01/2009, Time-2:30 pm. THE PERFORMANCE APPRAISAL MEETING Performance review meetings are regarded as conversation with a purpose. They are considered extremely...

its is project report on performance management system

Securities markets’ performance in terms of information-processing, risk management and liquidity-provision functions improved further in 2005. In December 2005, there were 2,540 companies, where stock market trading took place on at least two-thirds of the days. These companies had a market...

PRODUCTION:- The total KVI production during 2006-07 (up to December 2006) is estimated at Rs. 10,325 crore (Rs. 339.50 crore in khadi and Rs.9985.50 in VI) as compared to Rs. 7639 crore (Rs. 322.13 crore in khadi and Rs. 7315.80 in VI) in 2005-06 (up to December 2005), registering an overall...

i need project for m.phil in the topic of perfomance appraisal in banking sectors