Performance Appraisal

PERFORMANCE APPRAISAL  is a system. is the systematic periodic and an impartial

rating involves determining and communicating. individual performance.

RESEARCH OBJECTIVE  views and opinions of the employees  functions and the effectiveness helps an employee to develop . employees know where they stand.

RESEARCH METHODOLOGY The study design is of Structured

Questionnaire. The sample size selected was of 53

employees. 5 Point Rating scale Method.

DATA ANALYSIS AND INTERPRETATION

7. Above table shows that out of 53 respondents 30%

strongly agree, 68% respondents agree, 4% respondents are natural, 4% respondents disagree and none is strongly disagree. So, we can see that majority people agree that there is Clarity in understanding of Performance Appraisal.

2. Above table shows that out of 53 respondents 22% strongly agree, 59% respondents agree, 10% respondents are natural, 11% respondents disagree and none is strongly disagree. So, we can see that majority people agree that there is finding out developmental need through Performance Appraisal.

3. Above table shows that out of 53 respondents 18% strongly agree, 60% respondents agree, 13% respondents are natural, 10% respondents disagree and none is strongly disagree. So, we can see that majority people agree that there is career growth’ through Performance Appraisal system

4. Above table shows that out of 53 respondents 19% strongly agree, 51% respondents agree, 12% respondents are natural, 8% respondents disagree and 5% respondents strongly disagree. So, we can see that some amount of people disagree but majority agrees that it helps in finding strength and weaknesses ’ through Performance Appraisal system

5. Above table shows that out of 53 respondents 18% strongly agree, 68% respondents agree, 19% respondents are natural, 5% respondents disagree and 1% respondents strongly disagree. So, we can see that some amount of people disagree but majority agrees that it helps in ‘Clear job responsibility ’ through Performance Appraisal system

6. Above table shows that out of 53 respondents 19% strongly agree, 51% respondents agree, 12% respondents are natural, 8% respondents disagree and 5% respondents strongly disagree. So, we can see that some amount of people disagree but majority agrees that it is in satisfaction with goal setting and weight ages given to goal ’ through Performance Appraisal system.

 percentage distribution of ‘Agree Responses’ to the

parameters set on the performance Appraisal system.

 Above table shows that out of 53 respondents, 18 % agree

that there is Clarity in understanding, 16% respondents agree that there is finding of development need , 16% respondents agrees that there is career growth , 14% respondents agree that there is finding of strength and weaknesses , 19% respondents agree that there is clear job responsibility and 17% agrees that there is Goal setting and weight ages given through Performance Appraisal.

CONCLUSION Need and importance of the performance appraisal

system.  employee development . The performance appraisal system has a good impact on the individual as well as the organization. the employees are helped to understand their strengths and weaknesses.  Performance appraisal is done on a regular basis.

SUGGESTIONS Good performance should be recognized and

rewarded. There should proper and regular follow up of the system. The purpose of the performance review is to analyze what a person has done and is doing in his job. The appraisal system should help out an individual as well as an organization to grow and develop. Proper and regular training should be imparted. Employees input, participation, contribution and involvement .