Perfromace Appraisal

8/13/2019 Perfromace Appraisal

1/28

PERFORMANCE APPRAISAL

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.

!t 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.

People differ in their abilities and their aptitudes. There is always some difference between the

"uality and the "uantity 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 appraisalsare widely used in the society. The history of performance appraisal can be dated back to the #$ th

century and then to the %econd 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 & 'et paid according to what you contribute &

the focus of the organizations is turning to performance management and specifically to

individual performances.


2/28

Performance appraisal helps to rate the performance of the employees and evaluate their

contribution towards the organizational goals. !f 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. !t 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.

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:

(y this study the company may know the factors which according to the employees determines

the performance and motivation levels.

!f 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.


3/28

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.

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.

!t 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. )nd to know the

process and purpose of Performance )ppraisal in )P'*+,-.

Liit!tions of the study:

)s the employees are busy is their work difficult to information through "uestionnaire

from them.

)s the "uestionnaire is in *nglish there was a communication problem and it took lot of

time to eplain each and every "uestion.

!t 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.

)s the sample size is limited so the interpretations may not be accurate.

Rese!rch ethodo"o#y:


4/28

Pri!ry source: primary data are those data which are collected by fresh and for the

first time and thus happened to be original data. !t has been collected through a

"uestionnaire. /uestionnaire is prepared by me and distributed to the participants and

collected the re"uired material from the employees of an organization. /uestions in

"uestionnaire are of closed ended typed and the rating is on #0 point 10 point scale.

Second!ry source: secondary data are those data which are collected from the already

eisting information through reference. The secondary data has been collected by

analyzing the various materials like company profiles journals and related websites.


5/28

,hapter !!0

2eview of 3iterature


6/28

Perfor!nce !ppr!is!" syste: $he concept

Performance appraisal is a management tool which is helpful in motivating and effectively

utilizing human resources. )ssessment of human potential is difficult no matter how welldesigned and appropriates the performance planning and appraisal system is.

The performance appraisal system should4

be correlated with the organizational mission philosophies and value system5

cover assessment of performance as well as potential for development5

take care of organizational as well as individual needs5 and

help in creating a clean environment by

linking rewards with achievements

generating information for the growth of the employee as well as of the

-rganization and

%uggesting appropriate person0task matching and career plans.

6eedback is an important component of performance appraisal. While positive feedback is easily

accepted negative feedback often meets with resistance unless it is objective based on a credible

source and given in a skilful manner.

%efinition

Perfor!nce !ppr!is!" is one of the most important functions of personnel management.

People differ in their abilities and aptitudes. The personnel management should know these

differences to develop various development programmes in the organization in order to have anefficient work force. Performance appraisal techni"ue has been evolved to know the relative

worth of the employee0 "ualitatively and "uantitatively0 on the job in comparison to other fellow

workers. !t is used for measuring the merit or performance of an employee and comparing it with

that of others in the same group.


7/28

$o &uote:

)ccording to F"ippo performance appraisal is a systematic periodic and so far as humanly

possible an impartial rating of an employee7s ecellence in matters pertaining to his present job

and to his potentialities for a job.

)ccording to 'oder performance appraisal refers to all formal procedures used in working

organizations to evaluate personalities and contributions and potential of group members.

Thus performance appraisal is a systematic evaluation by the supervisor or some "ualified

person of an individual worker7s performance. The process of performance appraisal starts at the

time of recruitment and continues throughout the life of an employee in an organization.

Objectives of perfor!nce !ppr!is!"

*mployees would like to know from a performance appraisal system4

concrete and tangible particulars about their work5 and

)ssessment of their performance.

This would include how they4

did5

could do better in future5

could obtain a larger share of rewards5 and

could achieve their life goals through their position.

Therefore an employee would desire that the appraisal system should aim at4

their personal development5

their work satisfaction5 and

Their involvement in the organization.


8/28

6rom the point of view of the organization performance appraisal serves the purpose of4

providing information about human resources and their development5

measuring the efficiency with which human resources are being used and improved5

providing compensation packages to employees5 and

8aintaining organizational control.

Performance appraisal should also aim at the mutual goals of the employees and the

organization. This is essential because employees can develop only when the organization9s

interests are fulfilled. The organization9s main resources are its employees and their interest

cannot be neglected. 8utual goals simultaneously provide for growth and development of the

organization as well as of the human resources. They increase harmony and enhance

effectiveness of human resources in the organization


9/28

Process of Perfor!nce !ppr!is!" syste:

Performance appraisal involves an evaluation of actual against desired performance. !t also helps

in reviewing various factors which influence performance. 8anagers should plan performance

development strategies in a structured manner for each employee. !n doing so they should keep

the goals of the organization in mind and aim at optimal utilization of all available resources

including financial. Performance appraisal is a multistage process in which communication plays

an important role.

,raig (eatty and (aird :;? suggested an eight0stage performance appraisal process4

:i? *stablishing standards and measures 4

The first step is to identify and establish measures which would differentiate between successful

and unsuccessful performances. These measures should be under the control of the employees

being appraised. The methods for assessing performance should be decided net. (asically

management wants to4

know the behavior and personal characteristics of each employee5 and

)ssess their performance and achievement in the job.

There are various methods available for assessing results behavior and personal characteristics

of an employee. These methods can be used according to the particular circumstances and

re"uirements.

:ii? ,ommunicating job epectations

The second step in the appraisal process is communicating to employees the measures and

standards which will be used in the appraisal process. %uch communication should clarify

epectations and create a feeling of involvement.


10/28

:iii? Planning

!n this stage the manager plans for the realization of performance epectations arranging for the

resources to be available which are re"uired for attaining the goals set. This is an enabling role.

:iv? 8onitoring performance

Performance appraisal is a continuous process involving ongoing feedback. *ven though

performance is appraised annually it has to be managed 9each day all year long.9 8onitoring is a

key part of the performance appraisal process. !t should involve providing assistance as

necessary and removing obstacles rather than interfering. The best way to effectively monitor is

to walk around thus creating continuous contacts providing first0hand information and

identifying problems which can then be solved promptly.

:v? )ppraising

This stage involves documenting performance through observing recalling evaluating written

communication judgment and analysis of data. This is like putting together an appraisal record.

:vi? 6eedback

)fter the formal appraisal stage a feedback session is desirable. This session should involve

verbal communication listening problem solving negotiating compromising conflict

resolution and reaching consensus.

:vii? @ecision making

-n the basis of appraisal and feedback results various decisions can be made about giving

rewards :e.g. promotion incentives etc.? and punishments :e.g. demotion?. The outcome of an

appraisal system should also be used for career development.


11/28

:viii? @evelopment of performance

The last stage of performance appraisal is 9development of performance9 or professional

development by providing opportunities for upgrading skills and professional interactions. This

can be done by supporting participation in professional conferences or by providing

opportunities for further study. %uch opportunities can also act as incentives or rewards to

employees.

Appro!ches in perfor!nce !ppr!is!":

Performance appraisal is a multistage process involving several activities which can be

administered using a variety of approaches. %ome of these approaches are considered below

based on *instein and 3e8ere03abonte ;


12/28


13/28

C+AP$ER(III

COMPAN'

PROFILE


14/28

AP)ENCO(Andhr! Pr!desh Po,er )ener!tion Corpor!tion Liited

Andhr! Pr!desh Po,er )ener!tion Corpor!tion Liitedis one of the pivotal organizations

of )ndhra Pradesh engaged in the business of Power generation. )part from operation B

8aintenance of the power plants it has undertaken the eecution of the ongoing B new power

projects scheduled under capacity addition program me and is taking up renovation B

modernization works of the old power stations.

AP)ENCOcame into eistence on #=.;#.;


15/28

To spearhead accelerated power development by planning and implementing new power

projects.

To implement 2enovation and 8odernization of all eisting units and enhance their

performance.

Core -!"ues

To proactively manage change to the liberalized environment and global trends

To build leadership through professional ecellence and "uality

To build a team based organization by sharing knowledge and empowering employees

To treat everyone with personal attention openness honesty and respect they deserve

To break down all departmental barriers for working together

To have concern for ecology and environment.

Website 4 http4GGwww.apgenco.gov.in

$he Ministry of Po,er

The 8inistry of Power is an Indi!n #overnentinistry. The 8inister of Power

holds c!binetrank as a member of the Counci" of Ministers. The current Hnion 8inister

of %tate :!ndependent charge? is .yotir!dity! M!dh!vr!o Scindi!and the 8inister of

%tate is I. ,. Eenugopal. The ministry is charged with overseeing e"ectricityproduction

and infrastructure development including generation transmission and delivery as well

as maintenance projects. !ndia faces challenges in electrical supply and delivery and is

often unable to meet demand even in very large cities.

The ministry acts as a liaison between the central government andst!teelectricity operations as

well as with the priv!te sector. The ministry also oversees rural electrification projects.

The 8inistry of Power became a ministry on July # ;?.

!n #$;# the 8inistry of Power inaugurated the %mart 'rid project in Puducherry.
http://www.apgenco.gov.in/http://en.wikipedia.org/wiki/Government_of_Indiahttp://en.wikipedia.org/wiki/Ministry_(government_department)http://en.wikipedia.org/wiki/Ministry_(government_department)http://en.wikipedia.org/wiki/Cabinet_(government)http://en.wikipedia.org/wiki/Council_of_Ministers_of_the_Republic_of_Indiahttp://en.wikipedia.org/wiki/Jyotiraditya_Madhavrao_Scindiahttp://en.wikipedia.org/wiki/Electricity_in_Indiahttp://en.wikipedia.org/wiki/States_and_territories_of_Indiahttp://en.wikipedia.org/wiki/States_and_territories_of_Indiahttp://en.wikipedia.org/wiki/Private_sectorhttp://en.wikipedia.org/wiki/Ministry_of_Coalhttp://en.wikipedia.org/wiki/Ministry_of_Coalhttp://en.wikipedia.org/wiki/Ministry_of_New_and_Renewable_Energyhttp://en.wikipedia.org/wiki/Puducherryhttp://www.apgenco.gov.in/http://en.wikipedia.org/wiki/Government_of_Indiahttp://en.wikipedia.org/wiki/Ministry_(government_department)http://en.wikipedia.org/wiki/Cabinet_(government)http://en.wikipedia.org/wiki/Council_of_Ministers_of_the_Republic_of_Indiahttp://en.wikipedia.org/wiki/Jyotiraditya_Madhavrao_Scindiahttp://en.wikipedia.org/wiki/Electricity_in_Indiahttp://en.wikipedia.org/wiki/States_and_territories_of_Indiahttp://en.wikipedia.org/wiki/Private_sectorhttp://en.wikipedia.org/wiki/Ministry_of_Coalhttp://en.wikipedia.org/wiki/Ministry_of_New_and_Renewable_Energyhttp://en.wikipedia.org/wiki/Puducherry


16/28

Po,er Supp"y /nits Indi!:

Power is derived from various sources in !ndia. These include thermal power Dydropower or

Dydro electricity7s %olar power (ios gas energy Wind power etc. The distribution of

the power generated is undertaken by rural electrification corporation for electricity

power supply to the rural areas north eastern electric power corporation for electricity

supply to the north east !ndia regions and the power grid corporation of !ndia ltd. 6or an

all !ndia supply of electrical power in !ndia.

$her!" Po,er in Indi!:

Thermal power in !ndia is mainly generated through coal gas and oil. !ndia coal power forms a

majority share of the source of power supply in india. The electric power in india is

generated at various thermal power stations in india. The power generated at these

thermal power plants is then distributed all over india through a network of powergrid at

regional and national levels.the power ministry organization responsible for the thermal

power management in india is the +TP,.

+ydropo,er in Indi!:

Dydropower in !ndia is one of the mega power generators in !ndia. Earious hydropower projects

and hydro power plants have been set up by the ministry of power for generation of hydro

power in !ndia. Earious dams and reservoirs are constructed on major rivers and the

kinetic energy of the following water is utilized to generate hydroelectricity. The power

generator here is the running water. The hydroelectric power plants and the hydro power

generation companies are managed by the +ational Dydro *lectric Power ,orporation

:+TP,?


17/28

0ind Po,er in Indi!:

Wind power in !ndia is available in plenty as !ndia witnesses high intensity winds in various

regions due to the topographical diversity in !ndia. *fforts have been made to utilize this

natural sources of energy available free of cost for wind power generation huge wind

energy farms have been set up by the government for taping wind energy by using

gigantic wind mills and then converting the kinetic energy of the wind into electricity by

the use of power converters the wind power advantages start with the very fact that a

wind energy power plant does not re"uire much infrastructure input and the raw material

i.e. wind itself is available for free of cost.

So"!r Po,er in Indi!:

%olar Power in !ndia is being utilized to generate electricity on small scale by setting up massive

solar panels and capturing the solar power. %olar power !ndia is also being utilized by the

power companies in !ndia to generate solar energy for domestic and small industrial

users.


18/28

Nuc"e!r po,er in indi!:

+uclear power in !ndia is generated at huge nuclear power plants and nuclear power stations in

!ndia. ) nuclear power plant generates the electricity using nuclear energy all the nuclear

power plants in !ndia are managed by the nuclear power corp of !ndia ltd.:+P,3?. The

electricity from all !ndia nuclear plants is distributed by the +P,3 as per the nuclear

power project scheme.

*io#!s Production in Indi!:

(iogas production in !ndia is still in its infancy stage. )lso the number of biogas plants in !ndia

is still very low. !ndia being the largest domestic cattle producer has plenty of biogas fuel


19/28

and thus utilization of the fuel for mass biogas production by setting up more biogas

plants in !ndia would solve the power shortage problem to some etent.

Po,er P"!nts of AP)ENCO:

$her!"(Co!" b!sed

Sr1 No1 Project Inst1C!p!city 2M03

; 4!5!tiy! $PP ;C$$K;>$$ :Hnder ,onstruction?

# 4oth!#ude $PS 1>$K1;#$K##C$K;C$$

A R!!#und! $PS ;>#.C

1 R!y!"!see! $PP C#;$K;>$$ :Hnder ,onstruction?

CSri %!od!r! S!njeev!i!h

$PS#=$$ :Hnder ,onstruction?

> %r1 N!r"! $!t! R!o $PS >#;$K;C$$

Total F=


20/28

So"!r Po,er P"!nts


; Jurala %olar PE Plant ;

Total;

+yde"(0!ter b!sed


; N!#!rjun! S!#!r8ain PD ;;;$KF;$$.=

# +agarjuna %agar 3,PD #A$

A +agarjuna %agar 2,PD AA$

1 Sris!i"!3(PD >;C$

C %risailam 2(PD F;;$

> Poch!p!dPD 1$

;> %on5!r!yi P+ ;#C

;F Lo,er Si"eru P+ 1;;C

;= Peddapalli 8ini Dydels

;< M!ch5und P+ A;FKA#A :)P %hare0=1?

#$ Pu"ichint!"! +EP:Hnder ,onstruction? 1A$

#;N!#!rjun! S!#!r t!i" pond@am :Hnder

,onstruction?##C

## 3ower Jurala D*P :Hnder ,onstruction? >1$

#A Po"!v!r!D*P :Hnder ,onstruction? ;#=$

#1 .ur!"! +EP >A$ 8H 0 is highest ever achieved by)P'*+,-

The average P36 of =


24/28

OR)ANI7A$ION S$R/C$/RE:

SRI 1S/$IR$+A *+A$$AC+AR'A IAS

Ch!ir!n

SRI 14 -I.A' ANAN% IAS

M!n!#in# %irector

SRI 1% PRA*+A4AR RAO

.oint M!n!#in# %irector


25/28

SRI C1RA%+A

4RIS+NA

%irector8Projects

SRI

$1PRA*+A4AR RAO9 IR$S

%irector8Co!" Lo#istics


26/28

$he AP )ENCO h!s been fo""o,in# s!"ient fe!tures:

1. It is the ;rd"!r#est po,er #ener!tion uti"ity in Indi!1

2. +i#hest hyde" inst!""ed c!p!city in Indi!1

3. R!n5ed no(< !on#st !"" po,er uti"ities in the country in the ters of PLF

4. -tps h!s received presti#ious ISO =>>>> certific!tion for &u!"ity !n!#eent

syste1

5. AP)ENCO is !5in# concentr!ted efforts for f"y uti"i6!tion !nd !t present uti"i6in#

@;

6. Sris!i"! "eft b!n5 po,er house is the fired "!r#est under#round hydroe"ectric

po,er project in south Indi!1

7. AP)ENCO is ! bid to !int!in c"e!n !nd #reen !tospheres "!ys #re!t eph!sis on

p"!nt!tion of trees in !nd !round the project !nd so for p"!nted @9?B9=


27/28

C+AP$ER I-(

%A$A ANAL'SIS AN% IN$ERPRE$A$ION


28/28

Date post:	03-Jun-2018
Category:	Documents
Upload:	managementdoc
View:	220 times
Download:	0 times

Perfromace Appraisal

Documents