A Study on the Impact of p a s Imp

7/28/2019 A Study on the Impact of p a s Imp

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What is Human Resource Management?

What is Performance Appraisal?

According to Edwin B.Flippo, Performance appraisal is a systematic, periodic and so far as humanly

possible, an impartial rating of an employees excellence in matters pertaining to his present job and to

his potentialities for a better job.

Need for Performance Appraisal from the viewpoint of:

Employers: Performance Appraisal is done in order to know the capability of the employee with respectto current job requirements and to compare the set standards to present standards. Also a tool to motivate

the employees.

Employees: Performance Appraisal is done in order to help employees understand their drawbacks and

to correct them in the future. It helps employees to get motivated.

The impacts of performance appraisal on employees:

POSITIVE NEGATIVE

Motivates the employee Bad performance

Makes him/her realize his/herpotential

Negative attitude towards theorganization and management


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Statement of the problemPerformance appraisal is one widespread concept that isapplied by several organizations to assess and encourageindividuals. But even with good performance appraisaltechniques, attrition rates are high; hence it brings about theimportance to study the impact of performance appraisal onemployees.

Relevance of the research to the researcher and theorganisation

Literature review


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To determine the effectiveness of performance appraisalsystem on the behavior of employees.

To study the present performance appraisal system of victory

properties Pvt. ltd.

To identify strength and weakness of performance appraisalsystem in the organization

To understand the perception of employees on performance.


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Sampling Design?

Sampling is the process of obtaining information about an entirepopulation by examining only a part of it.

Sampling unit victory properties.

What are the methods of Data Collection applied?

The study is a descriptive study. It is based on data collected through

structured questionnaire from the employees.

What was the size of the sample?

Sampling size 30 employees.


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What is analysis ?

What are the tools represent

the analysis of data?

Let me present a sample:Question 6.5:

Do you think Employees in the organization are benefited through P.A.S

a. Yes

b. No

(Analysis on following slide)


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ANALYSIS:

96.6% of the respondents are benefited

through their Performance AppraisalSystem

3.3% of the respondents are not benefited

through their Performance Appraisal

System

INFERENCE:

Majority of the employees in the

organization said that they are benefited

through the Performance Appraisal System

in their organization. And there was only

one employee in the organization who said

they are not benefited through Performance

Appraisal System

Yes97%

No3%

0.00%

20.00%

40.00%60.00%

80.00%

100.00%

Yes No


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Majority of the employees are satisfied with the performance appraisal method in

the organization

Most of the employees in the organization are satisfied with the rater/appraiser

Employees felt that the present performance appraisal system is helpful toindividual development as well as organizational development and it also helpsthem to know the effectiveness of their performance.

Majority of the employees agreed that they are satisfied by the training which isgiven to them to improve their performance in the organization

Most of the employees said that the objectives which they have realized throughperformance evaluation is target fulfillment

Majority of the employees get their expected result after performance evaluation

Majority of the employees feels that the present performance appraisal systemaccurately evaluates the performance

The employees of the organization are very much satisfied with the various kind ofincentives which they get after appraisal


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The feedback about their performance should reach the employees so that

they get to known about their strengths and weakness and scope ofimprovement.

Training needs should be identified and informed to the employee toincrease efficiency.

The level of performance should be communicated to the employees fromtime to time to motivate them for better performance.

The system should be made more effective such that there is no more biasand ambiguity.

Periodic orientation program have to be conducted to update the

performance standards and other details of the appraisal system.

The organization should conduct outing programs and other activities sothat the employees get motivated and perform well in the organization.

Up gradation of latest technological development to cater to the needs of the

organization and to survive in the present competitive scenario.


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By concluding this study, we could interpret that theemployee of victory properties Pvt. ltd are satisfied with theperformance appraisal system conducted in theorganization.

The employees and the organization should develop andprogress continuously for the betterment of organizationand to attain mutual goal, in order to grow, the companyshould give welfare measures inform of recreations activityand team outing so that the employees get motivated andgive their 100% at work.

It could be concluded that there was a positive impact onthe employees in victory properties Pvt. Ltd and the readerswould have a better understanding on the performanceappraisal system in victory properties Pvt. ltd


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Number of researchers studies the topic of performance appraisal. Eichel andBender(1984), Levinson (1992) Mbiti (1994), Davis (1995), Edwards & Ewin(1996)Richi(1996),( Wagner and Goffin 1997), Quchi(1997) Strebler(1997); Akinyele andObamiro(2005), Makiney and Levy (1998) Cascio (1998),Moulder (2001) andArmstrong (2001)

Did research on performance appraisal in different parts of the world. Eichel and Bender (1984) reveals performance evaluations were

designed primarily as Tools for the organization to use in controllingemployees. He states that past performance was used to guide orjustify manager His method of appraisal was subjective, which is stillcommon with EPAS in many agencies today (Vroom, 1990).

Levinson (1992) conceals that to help the development of the process

of identification it is necessary for the manager to also examine hisown process and needs of interacting with the subordinates. He alsostates several barriers which may come in the way of such legitimateprocess of identification as; lack of time, intolerance, of mistakes,complete rejection of dependency needs repression of rivalry, andunexamined relationship.


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Appanaiah, Reddy, & Rao, A. (2010). Human Resource Management. p. 11. Appannaiah, H. R., & reddy, P. N. (2009). Human Resource Management. Himalaya Publishing

House.

Appannaiah, H. R., Reddy, P. N., & Rao, K. A. (2009). Human Resource Maagement. HimalayaPublications. Appannaiah, H. R., Reddy, P., & Rao, K. A. (n.d.). Human Resource Management. HImalaya

Publishing House . Rao, S. (2010). Human Resource Management. Himalaya publishing house. Rao, S. (2010). Human Resource Management. Himalaya Publishing House. Rao, S. (2010). Human Resource Management. Himalaya Publishing House. Rao, S. (2010). Human Resource Management. Himalaya publishing House.

Rao, S. (2010). Human Resource Management. Himalaya Publishing House.

Armstrong, M. 2001. Handbooks of human resource management practice 8th ed.London: Kogan Page

Cascio, W. F. (1998).Managing Human Resources.Boston. McGraw Hill PublishingCompany.

Davis R (1995). Choosing performance management, holistic approach Journal, CupaPublication, New Delhi- India.

Edwards, M. R., and Ewen, A. J., (1996). 360-Degree Feedback: The Powerful NewModel For Assessment And Performance Improvement. New York: AMACOM


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Eichel, E. & Bender, H. E. (1984). Performance Appraisal A Study of CurrentTechniques. New York. American Management Association.

Levinson HA (1992). Psychologist look at executive development, Harvard BusinessReview.

Makiney, Jeann D. & Levy, Paul E.(1998). The Influence of Self Ratingsversus PeerRatingson Supervisors Performance Judgments. Organizational Behavior And HumanDecision .Processes, Vol. 74, No. 3, 212228

Mbiti R (1994). Performance Appraisal System, Personnel Hand book

Moul4.Davis R (1995). Choosing performance management, holistic approach Journal,Cupa Publication, New Delhi- India.

Quchi W (1997) . A conceptual framework f or the design of organization and controlmechanism, Management Science, 25:33-48

Richi.LH (1996). A skillful Approach to high productivity, HR Magazine, Vol.3

Stebler M (1997). Getting the best out of the institute of employmentstudies, HarvardBusiness Review. http://uinnedu/ohv/policies/performance

Wagner, Stephen H. & Goffin, Richard D. (1997). Differences in Accuracy ofAbsoluteand Comparative Performance Appraisal Methods.Organizational BehaviorAndHuman Decision Processes, Vol. 70, No. 2, 95 103.
http://uinnedu/ohv/policies/performancehttp://uinnedu/ohv/policies/performance

A Study on the Impact of p a s Imp

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