Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
-
Upload
neha-sharma -
Category
Documents
-
view
217 -
download
0
Transcript of Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
1/75
1
A PROJECT REPORT
ON
PERFORMANCE APPRAISAL SYSTEM
AT
LILAVATI HOSPITAL & RESEARCH CENTRE
IN PARTIAL FULFILLMENT OF
MASTERS DEGREE IN BUSINESS ADMINISTRATION
SUBMITTED TO
UNIVERSITY OF PUNE
BY
MR. ABHIJEET S. GAWANKAR
SUMMER TRAINEE
M B A -II
(2004-2006)
VISHWAKARMA INSTITUTE OF MANAGEMENT
PUNE.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
2/75
2
INDEX
Chapter
No.Chapter Name Page no.
1 Executive summary 1
2 Introduction of subject 2
3 History & Profile of hospital 7
4 Objective of Project 12
5 Research methodology used in project 13
6
6.1
6.2
6.3
6.4
6.5
Performance appraisal system in Lilavati
Hospital
HRD systems in Lilavati
Present system of performance appraisal in
Lilavati
Introduction of performance appraisal in Lilavati
hospital
Training programme for performance appraisal
Analysis & interpretation of data
16
19
20
21
36
7 Observations & Findings 60
8 Conclusion & Suggestions 61
9 Annexure
Annexure 1
Annexure 2
Annexure 3
65
68
68
10 Bibliography 69
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
3/75
3
ACKNOWLEDGEMENT
It s a great privilege that I have done my project in such a well organized
and diversified organization. I am grateful to all those who helped and supported
me in completing the project.
First and foremost I would like to thank Dr. Narendra Trivedi (Vice
President) And Mr. D. P. Yadav (General Manager HRD) for giving me an
opportunity to work as a summer trainee in Lilavati hospital & research centre
and thereby fulfilling the requirement of our MBA course.
I would also like to extend my thanks to Mr. Dinesh Bandarkar (Jr. Officer
HRD) and all the staff of HRD department for their help in gathering relevant data
needed for the project work.
I am also thankful to our director, Dr. Sharad Joshi and my project guide Dr. Mrs.
Vandana Gote and Prof. Gandhe for helping me in completing the project.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
4/75
4
TO WHOMSOEVER IT MAY CONCERN
This is to certify that Mr. Abhijeet S. Gawankar is bonafide student of our
institute. He has successfully carried out his Summer Project titled Performance
Appraisal System At Lilavati Hospital & Research Centre, Mumbai.
This is the original study of Mr. Abhijeet S. Gawankar, and important sources
used by him have been acknowledged in his report. The report is submitted in
the partial fulfillment of two-tear full time course Master In Business
Administration (2004-2006) as per the rules of the Pune University.
Dr. Sharad L. Joshi Dr. Mrs. Vandana Gote
(Director) (Project Guide)
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
5/75
5
EXECUTIVE SUMMARY
Lilavati hospital & research centre is very well known hospital in Mumbai &
in India also with its excellent research facilities & world famous researchers.
This project is titled as performance appraisal system at Lilavati hospital & tries
to find out the different aspects of performance appraisal in the hospital.
Different officials working in the HRD department have provided very
important data in this respect. Formal & informal interviews as well as the
research (through questionnaire) are the basic methods of data collection used in
this project work. Also secondary data provided by the hospital officials is of
immense importance. Every effort has been made to understand the long term
plans of hospitals for implementing performance appraisal program.
As the hospital is a service industry; the employees serving in the hospital
are the most important elements & that is why performance appraisal becomes
very important in the long run. Taking into consideration this aspect, the
performance appraisal program currently being carried out is been observed.
Also the training given to employees is studied & suggestions have been
suggested to improve quality & implementation of performance appraisal
program.
From this project work; hospital officials will get new insights about
performance appraisal program & I have also acquired the knowledge of how the
performance appraisal program is carried out in hospitals.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
6/75
6
INTRODUCTION OF SUBJECT
Performance Appraisal:
In the fast changing trend towards globalization, today many organizations
are striving hard to modernize themselves. One of the most important hallmarks
of a modern organization is to have a performance appraisal system.
Definition:
Performance appraisal can be defined as A process of evaluating an
employee s performance on the job in terms of its requirement
According to Flippo, performance appraisal is A systematic periodic and so far
as humanly possible. An impartial rating of an employee s excellence in matters
pertaining to his present job and to his potentialities for a better job.
According to Dale Yoder, Performance appraisal includes all formal procedures
used to evaluate personalities and contributions and potentials of group
members in a working organization. It is a continuous process to secure
information necessary for making correct and objective decisions on employees.
Appraisal Procedure Involves:
1. Setting work standards
2. Assessing the employee s actual performance relative to these standards
3. Providing feedback to the employee with the aim of motivating that person
to eliminate performance deficiencies or to continue to perform above par.
Performance appraisal is variously known as employee evaluation,
employee efficiency rating, performance rating, merit rating, employee
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
7/75
7
development program, development report, personnel development
employee ability rating etc. and they all mean the same thing. It is a
systematic orderly and objective method of evaluating the present and
potential usefulness of the employees to the organization.
Objectives Of Performance Appraisal:
Performance appraisal essentially helps to identify employees who are
performing their assigned tasks well and those who are not; and also the reasons
for such performance.
The main 5 objectives of Performance appraisal are:
1. To assist management in promotion, demotion, and transfer problems.
2. To improve job performance.
3. To increase analytical abilities of supervisors.
4. To reveal areas where training is needed.
5. To prevent grievances.
The objectives of performance appraisal could be broadly described as:
i) Judgmental
ii) Developmental
Judgmental objectives focus on evaluation;
- Providing feedback to employees to know where they stand.
- Developing valid data for administrative decisions concerning placement,
pay, promotion, punishment, etc.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
8/75
8
Developmental objectives focus on helping;
- Diagnosing individual and organizational strengths and weaknesses
(SWOT analysis).
- Counseling, coaching, career and succession planning, employee morale
and motivation.
- Developing positive superior-subordinate relationships.
Importance Of Performance Appraisal:
Performance appraisal data is very useful in human resource development
in several manners. Ambitious subordinates, who are looking forward to an
opportunity for advancement, usually welcome an honest appraisal even if it is
adverse. A promotion minded individual can ask for the target programs of a
position he seeks and use the information given by performance appraisal to
prepare himself for the job and enhance his candidacy.
Performance appraisal if used effectively can help the organization to:
i) To improve productivity.
ii) To promote internal control through appropriate feedback and
corrective actions.
iii) To diagnose individual and organizational problems.
iv) To foster positive work culture.
v) To encourage, recognize and reward achievements
vi) To seek an all round human resource development.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
9/75
9
An effective performance appraisal system helps in overall improvement in the
quality of work life and overall organizational development.
Need Of Performance Appraisal System In Hospitals:
Hospital industry is a service industry, where patient (customer) is the
most important person. So tremendous importance of people element has to be
given. So all the employees of the hospital has to perform their duties in a better
way in order to get customer satisfaction. As it is important how advanced
technology & drugs you use to cure the patient, but it is also very important that
how you deal with patient & their relatives (i.e. customer). So it is very important
that how the staff of hospital performs their duties in order to make the patient
satisfied. If the performance of employees is appraised, then it is very beneficial
for both the employees and the management to understand the current
performance level and making improvements in it. Also performance appraisal
helps to identify training needs so that employees can be trained to enhance their
performance. Which ultimately leads to customer satisfaction & overall
organizational development.
1. It will make lower post employees to understand how they are
performing & how they will be rewarded.
2. As the care of patients who are outsiders to the hospitals is
taken; the care of internal customers i.e. Employees is also
necessary.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
10/75
10
3. It gives boost to the employees to perform better in the future.
4. It can give birth to healthy competition among different levels
of employees & then they will learn from each other &
improve.
5. The total organization effectiveness will be improved & then
the hospital will be able to compete with other hospitals.
6. The most important thing is that self-motivation factor will be
developed among employees & so they try their hand to
perform & excel in their field.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
11/75
11
PROFILE OF LILAVATI HOSPITAL & RESEARCH CENTRE
LILAVATI HOSPITAL
Lilavati hospital is committed to provide best medical facilities in India. With its
state-of-the-art research facilities, researchers from all over world would explore
the future horizons of the bio-medical sciences for effective treatment and care.
Lilavati Hospital provides an environment where innovation and creative
enterprise will flourish to establish the highest standards in the Indian Health
Care system.
Address: 791, Lilavati Hospital & Research Centre;
Bandra Reclamation, Bandra (W)
Mumbai 400 050
It provides effective super specialty services in the following areas:
1. Cardiology & Cardiovascular
2. Chest Medicine
3. Neurology & Neuro Surgery
4. Physiotherapy
5. Nephrology & Kidney Transplant
6. Orthopedics and Replacement Surgery
7. Nuclear Medicine & RIA
8. Cancer Clinic
9. In Vitro Fertilization (IVF)
10. All types of Diagnostic Services
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
12/75
12
INSTITUTIONAL MOTTO :
More Than Health Care Human Care.
Lilavati Hospital believes in :
Excellence in Patience service provided in a learning environment with
dignity compassion and respect.
Human care extends beyond the curative process and views an individual
as a holistic entity. The care provided here is not only physiological (medical) but
also looks after the sociological & psychological needs.
Lilavati hospital s ultimate objective is for each patient and the family to
leave our centre with improved physical & mental health and the feeling that the
hospital exists only for the patient and the patient is always the most important
person here.
Motto of HRD Department at Lilavati Hospital :
Effective Human Relations & Maximum Satisfaction.
Day Care Surgical Unit :
It is the first of its kind that brings in new concepts of reduced hospital stay
and thereby reduced costs.
Lilavati Hospital provides not only medical treatment but also provides a
very safe and excellent environment for the patient and also to relatives attending
the patient. It is one of the best hospital not only in India but comparable with
many other hospitals elsewhere in the world. This is the reason why Royal
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
13/75
13
College of Surgeons chose Lilavati Hospital to conduct their first FRCS
Examination outside Edinburgh.
S A L I E N T F E A T U R E S
A very spacious hospital with carpet area per bed of around 1100 sq.ft.
A 300 bedded hospital, which includes 100 Intensive Care beds, with all
its services.
Highest Nurse : Patient Ratio of 1:5 due to which we are better equipped
to handle patient's complex health conditions. This is one of the highest
nurse patient ratios in India.
The management comprises of highly qualified professionals, who have
brought with them rich experience which enables the hospital to be run on
truly professional lines.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
14/75
14
A true world class Hospitality service which is a backbone of any world
class hospital.
In House Nationalized Bank for easy cash transaction.
Central Air-conditioning.
Central Music System.
Central Paging System.
Central Fire Detection with interlined Central Sprinkler System.
Well controlled & safe climate with soothing ambience are special features
of the hospital.
100% standby power backup for the hospital with critical areas like
Operation theatres and ICU further backed up with UPS.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
15/75
15
Linen and Laundry Services
A high class Cafeteria at 2nd Floor.
i. Pharmacy Services around the clock along with a well
setup 24hrs Chemist Shop.
ii. Gift Shop
iii. Prayer Room.
Ambulance services.
Fully computerized systemwith high end Application Servers & Backup Servers.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
16/75
16
OBJECTIVES OF THE PROJECT
Every project report is carried out with some specific OBJECTIVE in the
mind. Objective is basically the purpose behind conducting a project and unless
the objective is certain or specifically defined it is not understood what data has
to be collected. Objectives of the project are nothing but what is to be learned
out of this project report.
Specific objectives of this Project Report
To understand:
1. What is the scenario of Performance Appraisal in Lilavati Hospital?
2. What practices are currently going on in the hospital?
3. What is the long-term plan of HR dept. for conducting this practice?
4. What is the attitude of employees towards this program?
5. What type of training is given to employees for understanding this
concept?
6. What suggestions can be given for improving effectiveness of this
program?
So in this project report I have made every effort to understand the above
specified objectives. And this data has been collected using different methods of
data collection as specified under Research Methodology.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
17/75
17
RESEARCH METHODOLOGY
Research methodology is a systematic way of solving the research
problems. It may be understood as a science of studying how research is done
scientifically.
In it we study the various steps that are generally adopted by researchers
in studying his research problems along with the logic behind them. Researchers
not only know how to develop certain tests, how to apply particular research
technique but they need to know which of the methods are relevant and which
are not. A researcher will always need to understand the assumptions underling
various techniques and he / she needs to know the criteria by which they can
decide certain techniques and procedures will be applicable to certain problems.
So it is very important to understand research methodology before
proceeding further for collecting any data for a project work.
As this project explains the performance appraisal system in hospital; it is
very important to explain what are the sources of data, which is been collected,
analyzed & presented to come out with useful suggestions & recommendations.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
18/75
18
Mainly the data has been collected from HRD department of Lilavati
Hospital. And the persons / entities who provided this primary as well as
secondary data are:
i. General Manager
ii. Junior Officers
iii. Office Assistants
iv. Trainer - Prof. Murty
These personnel are currently working in HRD department
and the trainer is a person who conducts the performance
appraisal training programme for employees
Now the data collected from the above personnel is :
i) Primary data
ii) Secondary data
iii)
Primary Data:
Discussions, informal interviews of the above mentioned personnel
revealed lot much data, which was first hand. This data collection method
can come out with good quality data & also the non-verbal communication
here plays important role as the information provider reveals the
information to you in personal.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
19/75
19
Secondary Data: This is the data, which is provided by the above-
mentioned personnel; but the main point of differentiation is about the way
of delivering the data. This data is already collected & stored by the
hospital & made available to its employees as well as to the outsiders for
their official use & with prior permission of the hospital.
This data is basically about internal HR policies & strategies which
is been developed & published by hospital itself. Secondary data also
consists of the data related to performance appraisal from various other
sources than hospital personnel. These other sources are mainly Internet
& reference books on HRD.
So this is the basic research methodology used in this project
report. The primary & secondary data are both very important because
they both have their pros & corns. But the proper combination of these two
types of data can be very useful this project report.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
20/75
20
CHAPTER 6.1 HUMAN RESOURCE DEVELOPMENT SYSTEMS IN
LILAVATI HOSPITAL
POLICIES
This Human Resources Policies & Procedures Manual Incorporates the
Hospital s policies and procedures that regulate the employment remuneration
structure and other service conditions of its employees. However, they are non-
statutory conditions. It is the responsibility of H.R.D Department to keep this
Manual updated by incorporating modifications, additions/deletions as and when
made.
This is a document compiled for consistent implementation of all employee
related policies, with a view to ensure clarity and provide a congenial work
environment.
The Management reserves the right to withdraw the Manual or make changes in
it at its sole discretion without assigning any reason thereof, if it considers
necessary in the interest of the hospital.
Health Care as one understands is the process of healing on an individual using
scientific means & methods.
Human Care extends beyond the curative process and views an individual as a
holistic entity. The care provided here is not only physiological (medical) but also
looks after the sociological & psychological needs.
The hospital is committed to Quality Health Care , which is based on the belief
that the best possible health care should be provided to the needy members of
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
21/75
21
the society without discrimination, regardless of social, ethnic, religious or
political affiliations. The quality of health care will compare well with the world
standard inpatient care and will be provided at a reasonable cost and in
deserving cases, totally free or at subsidized rates.
Our ultimate objective is for each patient and the family to leave our centre with
improved physical and mental health and the feeling that the hospital exists only
for the patient and the patient is always the most important person here.
The Human Resource objective consists of the following :-
1. Building a culture, which would encourage excellence and add to the
image of the Hospital (both internal & external).
2. Manpower planning and organization structure.
3. Recruitment and selection.
4. Career development and succession planning.
5. Effective implementation and monitoring of Performance appraisal system.
6. Rewards and Recognition schemes.
7. Effective Teamwork & Inter-personal relationships.
8. Developmental needs analysis, designing & conducting suitable
programmes.
9. Employees welfare and quality of work life.
10. Develop belongingness among employees.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
22/75
22
STRUCTURE OF HRD DEPARTMENT
General Manager
Secretary
(1)
Junior Officers Time Office Central Dispatch Attendants
(2) Office Assistants Office Assistants (2)
(3) (1)
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
23/75
23
CHAPTER 6.2 PRESENT STATUS OF PERFORMANCE
APPRAISAL IN LILAVATI HOSPITAL
The hospital was started in the year 1997 but till January 2004 there was
no formal performance appraisal system to evaluate the employee s
performances. Till that period there was a very informal evaluation of the
employee s performances. At the year ending the supervisors use to make a
report about their subordinate & evaluate their performance, but not in a
systematic way. The employees who are recruited are kept on training period &
probation period. And then depending upon their performance, they are made
permanent. So there is a compulsory evaluation of the employees who are on
training & on the probation period. But still there is no systematic formal
performance appraisal system in the hospital.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
24/75
24
CHAPTER 6.3 INTRODUCTION OF PERFORMANCE
APPRAISAL IN LILAVATI HOSPITAL
In Lilavati hospital, formal performance appraisal was not there earlier.
Hospital started in the year 1997 and in the year 2003 the management thought
about introducing formal performance appraisal system in the hospital.
Hospital employs around 1000 employees & that is why it is very
necessary to do their performance appraisal for continuous improvement. As th is
profession is basically a service industry, so the people element becomes very
important for them. The skills of people are as important as the facilities &
technology advancement they provide. And this is why it is very important to
keep a close watch on employees, their appraisal and development.
So from January 2004 the management started the performance appraisal
training programme in the hospital for the employees in order to make them
aware about the performance appraisal system. The management decided to
start with the appraisal of junior level staff (i.e. attendants, technicians, office
assistants, staff nurses.) and in the later stage they will decide about supervisor s
appraisal.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
25/75
25
CHAPTER 6.4 TRAINING FOR PERFORMANCE APPRAISAL
For this reason, the hospital started with the training programme for Junior
level staff). Because management decided to start the performance appraisal
system with junior level staff.
As these staff employees are not well versed with the concept of HRD &
performance appraisal; so it is very important to explain them the concept of
performance appraisal. As we know, performance appraisal activity will be useful
& successful only if the employee also understands the concept of performance
appraisal & if they respond to the programme in proper manner. It is an
interactive activity, which has to be done in co-operation with the employees.
So the management started with training programme in January 2004.
Training details:
i. Trainer- Prof. Murty. (Former Air Force Officer & now
consultant).
ii. Total employees 25 per session.
iii. Total 509 employees have attended the training
programmed till 14/9/2005
iv. Each session is on every Thursday from 9am to 5pm.
v. Venue of training programme is Conference Room in
hospital.
vi. Observation period: 3 sessions.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
26/75
26
CONTENT OF TRAINING PROGRAMME
SESSION 1
Introduction
The training programme primarily explains why the work is important for
an individual. It is important to explain & understand what are the different
motives behind working in any organization. So the work done by an individual is
basically for:
i. For earning money.
ii. Don t want to become lazy.
iii. To use the time available.
iv. To gain more knowledge & experience.
v. To be independent.
vi. To keep ourselves busy & active.
vii. Work gives us a status.
viii. To get mental satisfaction.
ix. To make use of our abilities.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
27/75
27
If We Are Not Satisfied; It Leads To:
i. Depression
ii. Tension / pressure
iii. Unhappiness
Mental satisfaction is very important. If we are not mentally satisfied
then we get hospitalized at the age of 40. That it is why it is important to
get satisfaction when we do our job. Because it keeps our mental as well
as physical health very strong. And it leads to better performance, better
earnings, rewards & good standard of life.
How to Get Satisfaction At Work?
i. When your job matches with your qualification.
ii. When your ppeerrffoorrmmaannccee is good.
iii. Growth & Development.
iv. Your relationship with your colleagues.
These things can satisfy us because these elements can
satisfy for our search for growth, better prospect for career, excellence & status.
Performance Appraisal System:-
Before explaining them theperformance appraisal system; it is important
to explain & understand what is performance . And on which factors it is
judged. Because until performance is explained, the further performance
appraisal system can t be explained.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
28/75
28
So the performance is basically:
1. Ability to work
2. Quality of work.
Performance Is Something Which Is According To Result
Expectation.
Performance is mainly result-oriented work, which can be
compared with expected results. It is basically matching actual results &
expected results.
Expectations again can be from different group of individuals:
i. Management
ii. Customers
iii. Boss / supervisor
iv. Self
v. Department
vi. Colleagues
Expectations can be different from different people because
every person has its own role to be performed in any organization & that is
why he is suppose to do different things in the same role & so the
expectations are varied.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
29/75
29
What patient expects from you?
It is very important for employee to understand what patients
expect from him; otherwise he/she cannot perform as per patient s
desire & then the patients are dissatisfied with the person.
What boss expects from you?
At the same time it is very important to understand what boss expects out
of you. Because the boss tries to match employee s performance with set
performance standards & if an employee can work as per boss expectation,
then he can definitely improve himself & the complete organization will be
benefited. Subordinates can understand the boss s expectation by asking the
boss directly.
Self Image:
We have a self-image & we want a good positive feedback. Otherwise we feel
bad. We don t want negative feedback. All the time we appraise others and
get appraised, but in mind not face-to-face.
This kind of attitude can stop employee s growth & then employee starts
thinking that he is performing well but in reality it is not actually like that.
Employee should be eager to know where he is lacking so that he can correct
himself.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
30/75
30
Few small tasks to be performed:
o Handshake with any of the person & ask him what he felt?
o What you felt about me since morning? You are appraising me since last 2
hours.
o Why do you scare about appraisal?
Appraisal: -
Appraisal is basically to evaluate the performance, grade it / rank it
& then compare it with the standard performance expected.
Evaluate
Grade Standards
Compare
Components Of Appraisal System : -
i. Explanatory Note:
It is about presenting the report of performance appraisal as on
explanatory note where you explain how the performance is judged.
ii. Self Appraisal (Appraisee):
Here employee appraises / evaluates his performance by himself.
But here the employee should understand that he should not
overrate himself & take an un-biased appraisal.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
31/75
31
iii. Appraiser s Appraisal:
Here the appraisal of the appraiser (boss) is done by his superior.
if the supervisors are also appraised then their subordinates will
understand the importance of performance appraisal & they will
take it seriously.
iv. Discussion / Interview:
This component brings out more ideas & the performance appraisal
becomes more real and unbiased. Here the two-way interactive
action is possible. Because of discussions & interviews there is
more interaction between the superior & subordinates. Which helps
in making the healthy relations between the boss & his subordinate.
v. Review:
Because of human nature, there might me bias decision. So it is better to
review the performance appraisal by boss s boss. So review can help to
avoid any bias decisions. There is one standard rule about review that the
reviewer will not change the marking done by the appraiser. He will only
give suggestions; in writing. Review can help to avoid any biased decision.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
32/75
32
vi. Plan For Next Year
There has to be a systematic plan for next year s performance
appraisal system. So that the mistakes & shortcomings of current
programmes will be avoided in the next plan.
vii. Developmental Recommendation
Recommendations for further developments have to be suggested.
So that employee understands his weakness & can improve upon
those areas.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
33/75
33
SESSION 2
EXERCISE : Managing Your Future.
In the training programme, this exercise was given to employees. The
exercise was about managing your future .
They were asked that;
How many of you will take this exercise to your boss & discuss with him?
3 Alternatives:
i. Go directly
ii. Take trainer with you
iii. Send envelope
5 Levels Of Effectiveness:
The hospital is a group of people who are skilled, unskilled,
professionals, & what not. So all the employees should understand
that not only individual but also group effectiveness. In the
organization there are 5 types of effectiveness as under:
i. Individual / Personal Effectiveness:
When a person is effective & proves his efficiency in organization.
ii. Interpersonal Effectiveness:
Here there is effectiveness between two people when they interact
with each other.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
34/75
34
iii. Team / Group Effectiveness:
When there are departments then there are teams / groups of
people who work in co-ordination with each other & then there is
group effectiveness.
iv. Managerial Effectiveness:
Managers at all levels have their own way of effectiveness as they
have different role which is more challenging & they also have
power.
v. Organizational Effectiveness:
Organizations as a whole can have its own effectiveness & impact.
Fundamental Relationship In Organization:
Superior Subordinate Relationship
For a good superior subordinate relationship, there must be mmuuttuuaall ttrruusstt,
ccoonnffiiddeennccee, uunnddeerrssttaannddiinngg & respect on each other.
Try to change mentality of the employees that boss is not good. Just
believe that boss is a very nice person and you treat him as a good boss. Try to
change your attitude so it will change your relation with your boss. Just presume
that your boss is good & behave with him accordingly.
It is essential to have good relationship between these two personnel then
only they can work in co-ordination. If the relationship is not good & free; then
there will be different barriers in the mind of employee & these two won t be able
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
35/75
35
to share their thoughts with each other. They will loose every opportunity to
improve, change & grow.
After that the trainer plays some small interesting games to make them
understand the concept easily.
Game 1 :
Identify The Item And Name The Person Who Belongs It.
Objective: To test your oobbsseerrvvaattiioonnppoowweerr and sseennssiittiivviittyy.
Explanation:
The trainer used to announce a thing & then the employees
were used to identify the person who belongs it.
Example: a person wearing blue shirt / black pant.
It increases the observation power & sensitivity of the
person. It is to check hoe the person can observe other
person, his skills, his attitudes, which is very necessary.
Observation plays very important role in understanding other
individuals. Those can be boss, subordinate or colleague or
patient also.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
36/75
36
Game 2: Follow the leader
Explanation: The trainer used to ask a person from group of
employees to go out of the room. Then he used select
a leader out of remaining people & then leader used
to do some actions which were followed by other
group members (like clapping). Then the person who
used to stand out, he was called inside the room &
was asked to find out who is leader among the group.
From this game, you can understand how the leader-follower
relationship should be. In any organization, the leader-follower
should have a very strong relation & they should have good
understanding between them so that when an outsider comes into
organization then this relationship creates a very good impact.
Leader Follower Relationship
To be a good leader, one should have good followers. & to be a good
follower one should have good leader. Both are two sides of the same
coin.
Ask who s job are you doing?
How did you come here?
How do we understand our job?
The better you understand your job, better you can do it. Boss must make
you understand the job.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
37/75
37
Game 3:
Trust fall:
Explanation: This game talk about trust element between two
individuals /groups /organizations. The game was like
this. The employees were standing in two rows with
the same direction.
Row 1
Row 2
And then the people standing in row 1 were asked to
fall down towards back & the employees in row 2
were supposed to catch their partners in row 1. There
were few partners who caught their partners in a
perfect manner; but few people couldn t manage that.
Now this game explains how the trust is built between
two partners when nothing is conversed between
those two. One needs to understand others need &
fulfill it. When this happens then the trust is built
among those two & then the job can be done in the
most effective manner.
You Will Never Get Help, If You Want It But If You Don t Ask
For It.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
38/75
38
For Growth:
i. An employee should ask every doubt & query about his job to his boss.
An employee should ensure that his boss has explained him every detail
about his job.
ii. Or if he doesn t know his job then he should go to his boss & request
him to explain.
iii. An employee should ask his boss for giving more job responsibilities,
and challenging jobs. Because if challenging jobs are given then
employee can show his skills & grow. Which is beneficial for both
employee and the organization.
For Promotion:
Employees always try for promotion because they want a higher post with
better rank. But its really not important to get just a good rank but an
employee should look for better job responsibility which will give him an
opportunity to perform better & grow in the long run.
Promotion is not an easy task. It gives you more responsibilities &
more results are expected from you. So you should have the ability to
perform those duties if you are promoted, then you should be able to
handle the job responsibilities of that position. You should have the
adequate knowledge & skills required for that position.
You Get Promotion OnConsistent Performance. .
Show Appraisal Forms.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
39/75
39
Summary of The Training Programme
So, in this way the training programme is arranged for performance
appraisal to be introduced. It started with explaining what is performance & the
systematic information was given to employees.
The trainer makes every effort to explain each & every term, which
has to be introduced to the employees before they actually, do or face
performance appraisal.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
40/75
40
CHAPTER 6.5 ANALYSIS & INTERPRETATION OF DATA
Research Conducted Of The Employees
A research was conducted in the Lilavati Hospital.
Sample Size: 45
Employee Designations: i. Junior Officers
ii. Office Assistants.
iii. Attendants
iv. Staff Nurses
Method of Data Collection: Questionnaire & Informal discussion.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
41/75
41
Findings of the DATA collected
1. Q 1 Meaning of performance is:
a. Evaluate b. Discipline to work c. Keep records of
employees.
Options a b Total
response 35 10 45
% 78 22 100
a
78%
b
22%
a
b
Findings:
From the above record it is seen that most of the employees understand
correct meaning of performance appraisal as evaluation. so there is conceptual
clarity.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
42/75
42
2. Performance Appraisal is necessary at all levels :
a. Not at all b. To some extent c. To great extent d. Absolutely
essential
Options b d total
response 10 35 45
% 22 78 100
b
22%
d
78%
b
d
Findings:
From the above record it is seen that most of the employees are of the
opinion that performance appraisal is absolutely essential at all levels.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
43/75
43
3. Meaning of performance is :
a. Ability to work b. Understand actual work to be performed.
c. Result oriented work. d. Giving maximum dedication towards work
options a b c total
response 5 20 20 45
% 11 44 45 100
a
a
b
b
c
c
0
5
10
15
20
25
30
35
40
45
a b c
response
%
Findings:
From the above record it is seen that most of the employees say
that performance is to understand actual work to be performed & also it is
result-oriented work.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
44/75
44
4. Performance Appraisal should be carried out:
a. Monthly b. Quarterly c. Half Yearly d. Yearly.
Options B C D Total
Response 5 25 15 45
% 11 56 33 100
0
10
20
30
40
50
60
b c d
response
%
Findings:
From the above record it is seen that significant no. of employees feel that
performance appraisal should be carried out half yearly but considerable no. of
employees say that it can be carried out yearly.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
45/75
45
5. Performance Appraisal should be a secret document :
a. Yes b. No c. Can t say
options a b c total
response 20 20 5 45
% 45 45 10 100
a
45%
b
44%
c
11%
a
b
c
Findings:
From the above record it is seen that half of the employees feel that
performance appraisal should be a secret document where as half say that it
should not be a secret document.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
46/75
46
6. Should superior discuss performance appraisal with subordinates :
a. To some extent b. Thoroughly discuss c. Not at all
options a b total
response 35 10 45
% 78 22 100
0
10
20
30
40
50
60
70
80
a b
response
%
Findings:
From the above record it is seen that most of the employees that superior
should discuss performance appraisal with subordinates to some extent.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
47/75
47
7. Should performance appraisal be linked with salary :
a. Totally linked b. partially linked c. Not at all
options a b total
response 20 25 45
% 45 55 100
a
44%b
56%
a
b
Findings:
From the above record it is seen that all of the employees are of the
opinion that performance appraisal should be linked with salary. But 50% feel
that it should be partially linked where as 50% feel that it should be totally linked.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
48/75
48
8. Should incentives be directly linked with performance appraisal :
a. Yes b. No c. Depending upon task d. Can t say
options a c total
response 30 15 45
% 66 33 100
0
10
20
30
40
50
60
70
a c
response
%
Findings:
From the above record it is seen that all of the employees feel that
incentives should be directly linked with performance appraisal where as around
33% feel that it should be linked depending upon the task.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
49/75
49
9. Before performance appraisal individual key result areas should be
defined :
a. Yes. b. No
options a b total
response 40 5 45
% 89 11 100
a
89%
b
11%
a
b
Findings:
From the above record it is seen that most of the employees are of the
opinion that before performance appraisal individual key result areas has to be
defined so that its better for the employees to understand the work clearly.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
50/75
50
10.Job description of each employee at various level is defined :
a. Clearly b. Not clearly c. Vaguely defined d.
Can t say
options a c total
response 35 10 45
% 78 22 100
0
10
20
30
40
50
60
70
80
a c
response
%
Findings:
From the above record it is seen that most of the employees feel that in
this hospital, job description of each employee is clearly defined at various levels.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
51/75
51
11.Should performance appraisal be used for punishment / penalty :
a. Not at all b. Some times c. Always d. Situational
options a b d total
response 30 10 5 45
% 66 22 11 100
a
67%
b
22%
d
11%
a
b
d
Findings:
From the above record it is seen that around 66% of the employees feel
that performance appraisal should not be used at all for punishment. But
considerable no. of employees feel that performance appraisal can be used for
punishment depending upon task.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
52/75
52
12.Whether performance appraisal should be done :
a. Formally b. Informally c. Both ways d. Can t say
options A c total
response 20 25 45
% 45 55 100
0
10
20
30
40
50
60
A c
response
%
Findings:
From the above record it is seen that half of the employees are of the
opinion that performance appraisal should be done in the hospital only formally;
where as half of the employees feel that it should be done both formally &
informally.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
53/75
53
13.Performance Appraisal should be linked with the income of the hospita l :
a. Yes b. No
options A b total
response 20 25 45
% 45 55 100
A
44%
b
56%
A
b
Findings:
From the above record it is seen that considerable no. of the employees
feels that performance appraisal should not be linked with the income of hospital.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
54/75
54
14. Should doctors appraise non-medical staff :
a. Yes b. No c. If necessary d. can t say
options A b c total
response 5 10 30 9
% 11 22 66 100
0
10
20
30
40
50
60
70
A b c
response
%
Findings:
From the above record it is seen that most of the employees feel that
doctors should appraise non medical staff if necessary.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
55/75
55
15. Because of turnover of medical staff (doctors) the performance is not
stabilize :
a. Yes b. No c. Can t say
options A b c d total
response 5 20 15 5 45
% 11 44 33 11 100
A
11%
b
45%
c
33%
d
11%
A
b
c
d
Findings:
From the above record it is seen that around 50% of the employees feel
that there is no effect of turnover of medical staff(doctors) on performance of
hospitals; where as some feel that it has effect but to some extent.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
56/75
56
TRAINING PROGRAMME FEEDBACK
1. Rate the knowledge & communication skills of the trainer :
a. Poor b. Satisfactory c. Good d. Very Good
e. Excellent
options c d E total
response 20 15 10 45
% 45 33 22 100
0
5
10
15
20
25
30
35
40
45
c d E
response
%
Findings:
From the above record it is seen that all the employees feel that
knowledge & communication skills of the trainer i.e. Prof. Murty is very good.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
57/75
57
2. Ability of trainer to make you understand :
a. Poor b. Satisfactory c. Good d. Very Good
e. Excellent
options c d E total
response 20 15 10 45
% 45 33 22 100
c
45%
d
33%
E
22%
c
d
E
Findings:
From the above record it is seen that all of the employees feel that the
ability of trainer to make them understand is very good. which implies that the
trainer is really very good in terms of conceptual clarity & teaching.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
58/75
58
3. Duration of training period :
a. Short b. Adequate c. Long
options A b total
response 5 40 45
% 11 89 100
0
10
20
30
40
50
60
70
80
90
A b
response
%
Findings:
From the above record it is seen that most of the employees feel that
duration of training period is adequate.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
59/75
59
4. Rate the physical facilities of the place where training programme is
conducted :
a. Poor b. Satisfactory c. Good d. Very Good
e. Excellent
options b c d total
response 5 20 20 45
% 10 45 45 100
b
11%
c45%
d
44%b
c
d
Findings:
From the above record it is seen that all the employees feel that physical
facilities of the place of training programme is very good.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
60/75
60
5. Was the material given during training period was useful & effective :
a. Yes b. No c. To some extent
options A b c total
response 30 5 10 45
% 66 11 22 100
0
10
20
30
40
50
60
70
A b c
response
%
Findings:
From the above record it is seen that most of the employees feel that
material given during training period is useful & effective.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
61/75
61
6. Refreshment facilities provided during training session were :
a. Poor b. Satisfactory c. Good d. Very Good
e. Excellent
options c d total
response 25 20 45
% 5 4 100
c
56%
d
44% c
d
Findings:
From the above record it is seen that most of the employees feel that
refreshment facilities are very good.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
62/75
62
7. Was the training programme really useful to you :
a. Yes b. No c. To some extent
options A c total
response 35 10 45
% 78 22 100
0
10
20
30
40
50
60
70
80
A c
response
%
Findings:
From the above record it is seen that most of the employees feel that
training programme was really useful to them.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
63/75
63
8. How far you are able to practice the things in your work :
a. To some extent b. To great extent c. Not at all
options A b total
response 20 25 45
% 45 55 100
A
44%b
56%
A
b
Findings:
From the above record it is seen that all of the employees are able to
practice the things taught in training programme in work. So the training
programme was beneficial for them.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
64/75
64
OBSERVATIONS & FINDINGS
What I observed during the project work is :
1. The management has understood the importance of systematic appraisal
system & they are taking every effort to implement it properly.
2. The training programme arranged for performance appraisal is good. The
trainer is also very effective to make the employees understand the
concept.
3. Most of the employees are slowly understanding the importance of
performance appraisal.
4. The games which were played in the training programme were helpful to
understand that; how people understand & learn small things, which are
useful for individual as well as organization effectiveness.
5. These games induced them to think about small things, which they can
easily develop in themselves without spending anything.
6. And finally they understand how performance appraisal will help them &
they were convinced that performance appraisal activity should be done in
the hospitals.
7. The performance appraisal training programme is appreciated by the
employees & they are really benefited by it.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
65/75
65
CHAPTER 8.1 CONCLUSION
It has been observed that the subject of Performance Appraisal in Lilavati
Hospital & Research Centre is in a nascent stage. And there is lack of awareness
among employees about the subject. But in this regard, the management has
already taken efforts to educate the employees & even the employees are giving
positive response to the management. & they are also in the favour of
implementing this performance appraisal system in the hospital.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
66/75
66
Chapter 8.2 SUGGESTIONS
Suggestions About Performance Appraisal System:
1. Self Appraisal
Before the boss doing the appraisal of his subordinate; there has to be self
appraisal procedure. The employees should be given self appraisal forms
to appraise themselves first.
The sample self appraisal form designed by me is enclosed in annexure 1.
2. Doctor s Appraisal:
There should be doctor s appraisal also.
Importance Of Doctor s Appraisal:
1. Hospital administration can easily understand whether
doctors are performing their duties as specified or not.
2. There might be less turnover of doctors.
3. If doctors are appraised regularly they can be made
permanent.
4. Doctors will learn from each other & will try to improve
not only their professional skills (treating patients) but
also their relationship with other employees.
5. There will be healthy competition among doctors.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
67/75
67
3. Supervisor s Appraisal:
There should be supervisor s appraisal also.
Importance of Supervisor s Appraisal:
i. If the supervisors are also appraised then their
subordinates will understand the importance of
performance appraisal & they will take it seriously.
ii. Even the supervisors will be aware of the fact that they
are also going to get appraised.
iii. There will be good co-ordination among the superiors &
subordinates.
Some Additional Suggestions Based On The Research Conducted Of HRD
Department :
i. Performance appraisal can be carried out half yearly also.
ii. Superiors should thoroughly discuss performance appraisal with their
subordinates.
iii. Performance appraisal should not be used for punishment.
iv. Performance appraisal should be done formally & there should be
proper personal counselling by the superior with the subordinate after
the appraisal.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
68/75
68
Suggestions About Performance Appraisal Training Programme:
i. Before attending the Performance appraisal training programme, the
staff attending this programme should be firstly convinced that this
programme is being arranged mainly for their upliftment & benefit so
that they will attend the training with a positive attitude.
ii. There should be LCD presentations and printed notes about the
training programme.
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
69/75
69
CHAPTER 9.1 ANNEXURE 1
Employee's Self-Appraisal Form
We will be meeting on ____________________ to discuss your performance
over the past year and to discuss the goals and objectives you pursued for FY
200__. Your input is very important part of this meeting. You can prepare for the
meeting, and help me to address your concerns, by reading over a few questions
that follow and writing down your responses. As you reach each question, think
about your performance; your progress; and your plans for the future. Please
return the completed form to me by
______________________________________. (Attach additional pages if
necessary).
Name:____________________________
Title:______________________________
Date:_____________________________Department:_____________________
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
70/75
70
1. Which aspects of your job do you like best?
2. Which aspects of your job would you like to modify?
3. How has your workload changed during this appraisal period?
4. What major projects were you involved in during this appraisal period?
5. What were your most successful accomplishment(s) during this appraisal
period, and what/who helped you to achieve them?
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
71/75
71
6. What goals were not accomplished during this appraisal period, and what
would have helped you to achieve them?
7. In what areas of your job have you had training this year, and what areas do
you feel you need more experience and/or training?
8. To improve effectiveness in your job, what changes would be necessary?
9. What are your job-related goals for next year?
10. How can your supervisor help you in meeting these goals?
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
72/75
72
9.2 ANNEXURE 2
PERFORMANCE APPRAISAL FORM IN LILAVATI HOSPITAL.
9.3 ANNEXURE 3
QUESTIONNAIRE FOR RESEARCH
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
73/75
73
BIBLIOGRAPHY
Books
Human Resource Management
- Gary Dessler
Human Resource Management
- Anjali Ghanekar
Manual
HRD Manual of Lilavati Hospital
Websites
www.google.com
www.lilavatihospital.com
www.licos.com
http://www.licos.com/http://www.lilavatihospital.com/http://www.google.com/ -
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
74/75
74
-
8/3/2019 Perform Ace Appraisal System at Lialvati Hospital & Research Centre by Abhijeet Gawankar_HR
75/75
This document was created with Win2PDF available at http://www.daneprairie.com.The unregistered version of Win2PDF is for evaluation or non-commercial use only.
http://www.daneprairie.com/http://www.daneprairie.com/http://www.daneprairie.com/http://www.daneprairie.com/