Free Essay

Performance Appraisal

In: Business and Management

Submitted By shaila091
Words 2179
Pages 9
Issues Related to performance appraisal in a Public Organization A focus on Bangladesh Police (CID)

-------------------------------------------------
Letter of Transmittal

The 24th November, 2015

Senior Professor
Chairman, Management Studies
Department of management Studies
University of Dhaka

Subject: Submission of the Report on Performance Appraisal (Promotion & Transfer) system of CID-Bangladesh Police.

Dear Sir,

We are the student of EMBA, Department of Management. Our major is in Human Resources Management. We have done our report on Performance Appraisal (Promotion & Transfer) system of CID-Bangladesh Police. It was a pleasure to work and analyze on matters related to the performance appraisal occurring a real work place. This paper has provided us an opportunity to relate our theoretical knowledge with the outside world and gave us practical knowledge of the practices of performance appraisal and many roles played by managers. Here, we are submitting you our final report. We have included the overview of the organization, Conceptual framework of CID- Bangladesh Police, problems with current appraisal system, transfer and promotion practices, transfer and promotion policies, reasons of violations of policies, remedies and recommendations on the current transfer and promotion system.

In addition, we would like to say that, it was a great experience working on CID- Bangladesh Police. We have given our best to fulfill your expectation on the quality and the completion of the report within the specified time. Your valuable instructions helped me a lot while preparing the report. Furthermore, I have tried to cover all the instructions you have given me. We believe, we have met all the instructions properly and you will be pleased with our work.

Thank you.

-------------------------------------------------
Declaration Statement

It is to declare that, we have been working on the report- “Performance Appraisal (Promotion & Transfer) system of CID-Bangladesh Police.”During doing this report, I did not do anything illegal to laws of the country and the university as well. This project has not been submitted to any other university or institution or published earlier. It is my own project and I am entirely responsible for any information given in this Report.

-------------------------------------------------
Acknowledgement

We are highly indebted to many persons for providing me with encouragement and support during my learning and working while making this report and we want to thank those persons.

On the other hand, we would like to express our gratitude to our respected faculty, Dr Ataur Rahman sir, my respected course instructor of Strategic Human Resource Management. He always guided me to take and overcome this challenge successfully. Without his help in every step, it was quite impossible for me to finish this report properly in time.

We have taken efforts in this project. But, it would not be possible without the kind support of each and every individual. We would like to appreciate “Shahajahan Khan”, working as the MT Branch Inspector at CID-Bangladesh Police for arranging such a visit and for helping us into entering the without any trouble. He also helped us by answering all our queries. We are immensely grateful to Additional Inspector General Sheikh Himayet Hossain who is currently leading the Criminal Investigation Department (CID), for giving us permission to visit his organization as well as his office. We are also thankful to all the workers and employees of the CID Police who have shown us immense respect and have talked with us about the appraisal process. Without their support and help, this report would be very difficult.

1. -------------------------------------------------
Executive Summary

Criminal Investigation Department (CID) is one of the ancient and specialized units of Bangladesh Police. It is the apex body of investigation of Bangladesh Police as well as Bangladesh government. Investigation of scheduled cases suggested by laws and cases instructed from courts is the basic function of CID. CID also undertakes the investigation of specialized crimes that require technical expertise. Apart from investigation there are some special functions too, through which CID assists other organs of the Bangladesh government through providing expert opinion in various cases. CID has its own century old history and heritage. In Bengal the CID came into existence on April 01, 1906 with Head Quarter’s in Calcutta. Later East Pakistan CID started functioning with Head Quarter’s in Dhaka in 1947. Following the liberation in 1971, CID Bangladesh commenced its journey. In the year 1991, the post of DIG as head of CID has been promoted to Addl. IGP. Their Vision is CID will continue as the most effective institution in criminal investigation & detection. And Mission is Ensure justice through faster & quality investigation; use of forensic evidence, increase criminal database; capacity building of investigators for effective investigation; ensure use of modern technology; prevent terrorism, IT crime & organized crime.

In this report we have done a detailed analysis on the performance Appraisal of Criminal Investigation Department (CID) Bangladesh. Here, we have covered promotion and transfer of the performance Appraisal process. We have researched the appraisal system of a government organization Criminal Investigation Department (CID) - Bangladesh Police. We have included the overview of the organization, Conceptual framework of CID- Bangladesh Police, problems with current appraisal system, transfer and promotion practices, transfer and promotion policies, reasons of violations of policies, remedies and recommendations on the current transfer and promotion system.

Besides these we have also incorporated the history, Brief about the company and its performance, vision and mission, values and contribution of Criminal Investigation Department (CID) and most importantly we have incorporated a brief of how HR & Admin Department does their job. While making the analysis on promotion and transfer Process we have provided detailed information how they measure and improve the performance of an employee. Other objectives of their HR department like- providing feedback, improving communication, understanding training needs, clarifying roles and responsibilities and determining how to allocate rewards are also explained in the report. We have covered all the related factors with it and in addition to that we have tried to incorporate the theories that we have learned in this course with the practices we have seen.

-------------------------------------------------
Table of Content

Contents | Page No | 1. Executive Summary | 1 | 2. Organizational Profile | 3.1. Introduction and History | | 3.2. Organogram | | 3.3. Vision and Mission | | 3.4. Scheduled offences for CID investigation | | 3. Conceptual Framework | 4.5. Objectives | | 4.6. Scopes | | 4.7. Methodology | | 4.8. Limitations | | 4. Literature Review | 5.9. Promotion , transfer, demotion | | 5.10. Career development | | 5. Promotion and Transfer process of CID | | 6. Problems with Current appraisal System | | 7. Conclusion | | 8. Recommendation | | 9. References | | 10. Appendix | |

2. -------------------------------------------------
Organizational profile

3.1. Introduction and History:

* About CID
The Criminal Investigation Department (CID) is a specialized wing of the Bangladesh Police. It carries out investigations into crimes, including terrorism, murders and organized crime. It also gives forensic support. It is headquartered in Malibagh, Dhaka and maintains a training school named the Detective Training School. Personnel attached to this wing essentially work in plain clothes.

Criminal Investigation Department (CID) is one of the ancient and specialized units of Bangladesh Police. It is the apex body of investigation of Bangladesh Police as well as Bangladesh government. Investigation of scheduled cases suggested by laws and cases instructed from courts is the basic function of CID. CID also undertakes the investigation of specialized crimes that require technical expertise. Apart from investigation there are some special functions too, through which CID assists other organs of the Bangladesh government through providing expert opinion in various cases.

* History Of CID

Since passage of Act V of 1861, whereby the police system of British India got streamlined, there were proposals at regular intervals to form a specialized detective wing. It was not until the Police Commission of 1902-03, which recommended the formation of a Criminal Investigation Department for each of the provinces, that the concept was seriously studied.

CID has its own century old history and heritage. During the British regime in 1902-1903, a commission was formed by Lord Curzon for making recommendations to reshape the organizational and functional structure of police. According to the recommendations the colonial police was further organized. One of the recommendations was to constitute Criminal Investigation Department (CID) in each province under a Deputy Inspector General as the administrative head. Eventually on March 21, 1905 the then British India Government accepted the recommendation of the Commission and ordered to start the department in every province by 1907. In Bengal the CID came into existence on April 01, 1906 with Head Quarter’s in Calcutta. Later East Pakistan CID started functioning with Head Quarter’s in Dhaka in 1947. Following the liberation in 1971, CID Bangladesh commenced its journey. In the year 1991, the post of DIG as head of CID has been promoted to Addl. IGP

3.2. Organogram of CID-Bangladesh Police:

3.3. Vision & Mission:

* Vision

CID will continue as the most effective institution in criminal investigation & detection.

* Mission

Ensure justice through faster & quality investigation; use of forensic evidence, increase criminal database; capacity building of investigators for effective investigation; ensure use of modern technology; prevent terrorism, IT crime & organized crime.

3.4. Scheduled Offences for CID Investigation

1. Dacoity.
2. Highway, rail or mail robbery.
3. Counterfeiting coin or stamps, Forging Govt. currency or promissory notes and uttering or being in possession of the same.
4. Drugging or Poisoning.
5. Swindling.
6. Murder for gain.
7. Insurance frauds of serious nature.
8. Offence relating to drug abuses.
9. Kidnapping for ransom.
10. Offence relating to antique smuggling.
11. Offence relating to deed forgery by professional criminals.
12. Offence relating to cheat by bogus appointment by professional criminals.
13. Cases of bank frauds.

3. -------------------------------------------------
Conceptual Framework

4.5. Objective

In this report we have done a detailed analysis on the performance Appraisal of Criminal Investigation Department (CID) Bangladesh. The main objectives are:

* To evaluate the current appraisal system. * To investigate and assess the policies and implementation of performance appraisal (Transfer and promotion). * To discover the reasons of violation of policies and procedures. * To determine the problems with current appraisal system of CID. * To come up with some recommendation which will help the current appraisal system.

4.6. Scope

This project will help all the CID personnel, the policy makers and others who have interest to work for CID and who want their career to be developed in CID.

4.7. Methodology

The primary sources of data and information:

* We have visited the CID headquarters and tried to meet some of the high rank officers to gather the information.

The secondary sources of data are as follows:

* Web site of Criminal Investigation Department (CID) Bangladesh.

* Internet, Newspapers and magazines.

* HRM books and Periodicals.

4.8. Limitations

* There is no information about the promotion and transfer policy in the internet. And the officers did not have any written form of policies.

* The main constraint of the study is insufficient information as the employees were busy and were hesitant to provide information.

* Some information’s are confidential so associated authority did not wish to disclose some of the data.

4. -------------------------------------------------
Literature Review

5.9. Promotion:

A promotion is the movement to another job in a higher job classification and will result in a title change. There are two types of promotions.

Almost everyone in an organization wants to get ahead. How should the company decide who gets the brass rings? Performance appraisal makes it easier for the organization to make good decisions about making sure that the most important positions are filled by the most capable individuals.

* Transfer:

A transfer is the movement to another job that is previously established through an approved personnel requisition, has the same salary range and may involve a salary increase. A transfer may result in a title change.

If promotions are what everybody wants, “layoffs” are what everybody wishes to avoid. But when economic realities force an organization to downsize, performance appraisal helps make sure that the most talented individuals are retained and to identify poor performers who effects the productivity of the organization. (India's largest software services provider TCS axed 1,000 jobs in the country due to non-performance by its employees.

* Demotion:

A demotion is the movement to a job with a lower salary range and/or lower contribution level. A demotion may result in a title change and may involve a decrease in salary.

Demotions may be proposed for a number of different reasons, including poor employee performance, disciplinary actions, position elimination or organizational restructuring, and at times an employee-desired reduction in responsibility. Each circumstance should be carefully considered prior to determining that demotion is the appropriate action. Additionally, the manner in which a demotion is handled and communicated can directly affect the success or failure of these arrangements.

5.10. Career development is the most important thing in a person’s professional career. * In CID * The same thing for career applies. * Officers face both physical and mental ability test both for promotions and transfers. * No written communication of the process is communicated what-so-ever. * No separate policy or practice found for CID. They follow the same procedure of the entire Police Department. * No process improvement till today.…...

Similar Documents

Premium Essay

Performance Appraisal

...In some organizations performance appraisal (PA) and performance management systems are treated as unnecesary or routine job. But the evaluation of of employees' job performance is vital human resources function and of critical importance to the organization. In work organizations performance measurement typically takes place in the form of formal performance appraisals, which measure worker performance in comparison to certain predetermined standards. Performance appraisals serve many purposes for the individual worker, for the worker's supervisor and for whole organization. (Cleveland, Murphy, and Williams, 1989). For the Worker: • means of reinforcement • career advancement • information about work goal attainment • source of feedback to improve performance For the Supervisor: • basis for making personnel decisions • assessment of workers' goal attainment • opportunity to provide constructive feedback to workers • opportunity to interact with subordinates For the Organization: • assessment of productivity of individuals and work units • validation of personnel selection and placement methods • means for recognizing and motivating workers • source of information for training needs • evaluation of the effectiveness of organizational interventions Research has been done on numerous facets of performance appraisals (PA), including psychometric issues, rater-ratee characteristics, cognitive processes, rater training, and appraisal fairness (Bretz, Milkovich...

Words: 267 - Pages: 2

Premium Essay

Performance Appraisal

...A PROJECT REPORT ON “EMPLOYEE’S PERFORMANCE APPRAISAL” FOR ANIL INDUSTRIES KATNI PVT. LTD. SUBMITTED TO MODY INSTITUTE OF TECHNOLOGY AND SCIENCE SUBMITTED BY VISHAKHA KEWLANI (BATCH – 2011-2014) GUIDED BY DR. AJAY VERMA DECLARATION I, the under signed, hereby declare that the project report entitled “Performance Appraisal” is a research work made for Anil Industries Katni Pvt. Ltd. is genuine and benefited work presented by me under the guidance of Dr.. The empirical findings in this project report are based on the data collected by me. The matter presented in this report is not copied from any source. I understand that any such copy is liable to the punishment in way the university authority deems fit. The project Report is submitted to Mody Institute of Technology and Science, in the partial fulfillment of the Bachelor’s Degree course in Business Administration. ACKNOWLEDGEMENTS My training at Anil Industries Katni Pvt., Ltd. was a great experience to gain the knowledge one could acquire about Human Resource. The practical knowledge that I have gained during this training period has helped me tremendously to improve my knowledge about Performance appraisal system. I am extremely thanked to Mr. Ishwar Kewlani (Manager, HR.) who gave me an opportunity to work in such a highly esteemed organization. I would like to express my deep sense of gratitude to Mr. Sandeep Kewlani for his inspiring guidance, constant......

Words: 5850 - Pages: 24

Premium Essay

Performance Appraisal

...Republic of the Philippines Polytechnic University of the Philippines Quezon City Campus Don Fabian Street, Commonwealth, Quezon City A Research Paper “The Implementation of Performance Appraisal System in Small Scale Businesses in Quezon City” In Partial fulfillment of the Requirements for the subject Fundamentals of Research Presented to: Prof. Diana Lee Tracy K. Chan By Grutas, Princess May T. Rivero, Jubelle A. Sta.Ana, Babylyn E BSBA HRDM 3-1N S.Y 2013-2014 CERTIFICATION This Undergraduate Research entitled “Implementation of Performance Appraisal in Small Scale Businesses in Quezon City” prepared and submitted by Princess May T. Grutas, Jubelle A. Rivero and Babylyn E. Sta. Ana, in fulfillment of the requirements for the course FUNDAMENTALS OF RESEARCH has been examined and recommended for approval. DIANA LEE TRACY K. CHAN, MEM Adviser APPROVAL SHEET Approval by the PANEL OF EXAMINERS on the ORAL EXAMINATION with a grade of . ROSALIE A. CORPUS, DEM Chairman ANALYN DIAZ, DEM ...

Words: 17114 - Pages: 69

Premium Essay

Performance Appraisal

...Performance Appraisal Performance appraisal is concerned with determining how well employees are doing their jobs, communicating that information to employees, agreeing on new objectives and establishing a plan for performance improvement. Performance appraisal, by providing a dynamic link to employee recruitment, selection, training and development, career planning, compensation and benefits, safety and health, and industrial relations, is a vital tool for strategy execution. It signals to managers and employees what is really important; it provides ways to measure what is important; it fixes accountability for behaviour and results; and it helps to improve performance. Finally, it’s necessary to defend the organisation against individuals who legally challenge the validity of management decisions relating to promotions, transfers, salary changes and termination. Performance appraisal may be viewed as an overall measure of organisational effectiveness: organisational objectives are met through the effort of individual employees. If employee performance is improved, the organisation will lift its performance. However, it should be noted that some experts do not accept these assumptions. Performance appraisal typically involves measuring how well an individual employee is doing their job against a set of criteria, providing feedback and creating development plan. The performance process generates information that may be used for administrative purposes and/or developmental...

Words: 2290 - Pages: 10

Premium Essay

Performance Appraisal

...Research Paper The role of performance appraisal system on the development of human resource of Komenda College of education Introduction In every administration, whether private or public, there exist laid down aims and objectives that are to be achieved within a specific period. Nevertheless, these cannot be possible if the organisation focuses only on its financial and physical resources. There is therefore the need to concentrate on the human resource as well. This is necessary because it is only the people who are employed in the institution that can put together both the financial and physical resources of the institution in order to achieve its aims and objectives. With this in mind, each institution has to take the planning of its human resource as one of the most important issue. Pinnington and Edwards (2000) have defined “human resource planning as “the systematic and continuing process of analysing an organisation’s human resource needs under changing conditions and developing personnel policies appropriate to the long-term effectiveness of the organisation”(pp. 22). Cascio (1996) indicated that this can be done quarterly, bi-annually or annually and through some interrelated activities stated by Cascio (1996) and which include the following: i. Personnel inventory which is done to assess the current human resource base and how they are currently being......

Words: 4076 - Pages: 17

Premium Essay

Performance Appraisals

...Willean Guiden 11-23-2014 MBA 533 An effective performance appraisal should serve as a motivational tool and justification of an implemented reward system for both the employee and manager performing the appraisal. The performance appraisal allows the manager to relate employee expectations and results to the intended employee with the ability to have a conducive conversation about results and improvement mechanisms. The employee is also able to share his or her intended career path plans with the employer and both are able to align goals in order for the intended results to be accomplished. The purpose and process of the appraisal should be explained to the employee before the appraisal procedures begin. Also, the manager should ensure that the employee understands his or her job description, qualifications and responsibilities before the appraisal meeting takes place. Previous job skills and qualifications should be discussed to better assist the employee to understand how far they have grown professionally and within the organization from the previous year(s). Quantifiable established goals should be examined and together, the manager and employee should determine whether those goals have been met. The appraisal score should be calculated after the appraisal meeting to give the manager enough time to take in consideration any statements the employee has stated. An effective performance appraisal will determine if the employee will receive a pay increase or bonus....

Words: 899 - Pages: 4

Premium Essay

Performance Appraisal

...Performance Appraisal Systems Rohit Soni - 153 Nishita Shenoy - 141 Index S. No. | Particulars | Page No. | 1 | Overview | 1 | 2 | Introduction to Performance Management | 2 | 3 | | | | | | | | | | | | | | | Citi India began operations over a century ago in 1902 in Kolkata and today is a significant foreign investor in the Indian financial market.  Operating 44 full-service Citibank branches in 28 cities, it is the preferred banker to 45,000 small and mid-sized companies  Citi India, with around 11,000 employees, is headquartered at First International Financial Centre (FIFC), a world-class environmentally friendly building. Citi serves the full spectrum of clients - from helping India's top global corporations commit capital, make markets and manage their global cash positions to supporting the growth ambitions of the country's small and mid-sized enterprises and enabling individuals and households save, invest, spend, borrow and protect their money with trust and confidence. Citi India's products and services are organized under two major segments: Institutional Clients Group (ICG) and Global Consumer Bank (GCB). With 2.3 million cards in force and 16% share in card spends, Citibank offers a suite of market first premium, rewards and affinity credit cards. Citi Wealth Advisors offers brokerage services to retail customers Citi India posted Profit After Tax of INR 2,893 crores for fiscal year 2014. Performance......

Words: 779 - Pages: 4

Premium Essay

Performance Appraisal

...Techniques in Performance Appraisal Encourage Discussion Research studies show that employees are likely to feel more satisfied with their appraisal result if they have the chance to talk freely and discuss their performance. It is also more likely that such employees will be better able to meet future performance goals. Employees are also more likely to feel that the appraisal process is fair if they are given a chance to talk about their performance. This is especially so when they are permitted to challenge and appeal against their evaluation. Constructive Intention It is very important that employees recognize that negative appraisal feedback is provided with a constructive intention, i.e., to help them overcome present difficulties and to improve their future performance. Employees will be less anxious about criticism, and more likely to find it useful, when the belief is that the appraiser's intentions are helpful and constructive. In contrast, other studies have reported that "destructive criticism" - which is vague, ill- informed, unfair or harshly presented - will lead to problems such as anger, resentment, tension and workplace conflict, as well as increased resistance to improvement, denial of problems, and poorer performance. Set Performance Goals It has been shown in numerous studies that goal-setting is an important element in employee motivation. Goals can stimulate employee effort, focus attention, increase persistence,......

Words: 4601 - Pages: 19

Premium Essay

Performance Appraisal

...might reduce motivation and lead to high turnover because of little progress for certain employees (Bohlander & Snell, 2009). Use of formal criteria of performance evaluation and provision of well-grounded feedback on the results of performance review is going to lead to many significant improvements regarding employee compensation, recruitment, improvement of performance of the whole company, etc. Formal evaluation of workers will also reduce potential subjectivity bias regarding employee performance. In case of performance assessment involving elements of 360 degree feedback or similar approaches (Linman, 2004), balanced opinion of the team will be used for performance estimates rather than personal views of a certain manager. 2. After reading through the course materials, and learning more about the various applications of performance feedback, what response can she give Mel to explain the value and application of that feedback? This should be a well developed response for Mel incorporating concepts you are learning related to appraising performance. Formal evaluation of performance and corresponding managerial feedback are expected to lead to enhanced engagement of employees into the working process, better explanations of managerial decisions and better shaped expectations. These changes can dramatically change performance of the whole company, and are going to result in significant improvement, main of which are listed below. First of all, distribution of......

Words: 1267 - Pages: 6

Premium Essay

Performance Appraisal

...Case 7.1: The Politics of Performance Appraisal In most organizations managers are tasked annually to evaluate their employees' performance. During this time of evaluation, it is important for managers to thoroughly analyze each individual employee's quality of work as accurately as possible and without bias. The performance appraisal process can be difficult and is often dreaded by most managers. One of the major challenges that managers face when evaluating employees is accuracy. A manager may not recall (or witness) everything an employee has done, and he/she may have a certain bias towards particular employees that may positively or negatively impact an employee's evaluation. Case 7.1 presents a conversation between four managers, who work at Eckel Industries, discussing their views on the performance appraisal process and its complications. The tenure of the managers range from one to twelve years. During their discussion the topic of “fine-tuning” arises. Some of the managers shared that they have fine-tuned (giving an inaccurate rating/score; high or low) an employee's evaluation for the sake of motivating an employee to do better, achieve more, to quit, or to pass along an employee viewed as a problem to another department. The purpose of this case analysis is to evaluate the perspectives about performance appraisal presented by the managers in Case 7.1, discuss the point when “fine-tuning” evaluations becomes unacceptable distortion, and to discuss the steps I......

Words: 839 - Pages: 4

Premium Essay

Performance Appraisal

...Performance Appraisal Traditional Format Contents Of This File 1. Performance Appraisal Information and Instructions 2. Supervisor’s Performance Planning Worksheet 3. Employee’s Performance Planning Worksheet 4. Report of Performance Appraisal 5. Employee’s Job Duties, Goals and Development Plan and Overall Rating Form For Next Appraisal Period 6. Supplemental Factors for Supervisory Staff Members Performance Appraisal Information Sheet Appraising the performance of staff is the single most important job duty associated with the role of supervision, and one of the most complex in terms of skill. Competent appraisal involves the supervisor in setting goals and standards, clearly communicating performance expectations, assisting staff in accomplishing the job to be done, and evaluating the results. This is performance management, accomplished day-by-day, and in response to changing needs, assignments and the requirements of the job. This formal review process is designed to work with and encourage the informal day to day practice of performance management, while providing a framework in support of salary adjustments, promotion and employment decisions. The University of Arizona requires that employees receive a formal performance appraisal once a year (typically on the anniversary date of hire into the position), with new employees receiving reviews at three months and six months as part of the probationary process. Training and......

Words: 2413 - Pages: 10

Premium Essay

Performance Appraisal

...INTRODUCTION Performance Evaluation or Appraisal is the process of deciding how employees do their jobs. Performance here refers to the degree of accomplishment of the tasks that make up an individual’s job. It indicates how well an individual is fulfilling the job requirements. Often the term is confused with efforts, which means energy expended and used in a wrong sense. Performance is always measured in terms of results. Definition Performance appraisal is method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. It is a systematic and objective way of evaluating both work-related behavior and potential of employees. It is a process that involves determining and communicating to an employee how he or she is performing the job and ideally, establishing a plan of improvement. Performance appraisal is broader term than Merit Rating. In the past managers used to focus on the traits of an employee while ranking people for promotions and salary increases. Employee’s traits such as honesty, dependability, drive, personality, etc., were compared with others and ranked or rated. The attempt was to find what the person has (traits) rather than what he does (performance); the focus was on the input and not on the output. This kind of evaluation was open to criticism because of the doubtful relationship between performance and mere possession of certain......

Words: 5209 - Pages: 21

Premium Essay

Performance Appraisal

...Performance Appraisal Week 3 Assignment BUS 303 Human Resources Management Performance Appraisal Performance appraisals are how an organization can rate and evaluate the accomplishments of their employees. Performance is considered to be the productivity, attitude, behaviors, and team skills. When an organization rates their employees they are also looking at that evaluation as it contributes to the organizations objectives and goals. Performance appraisals are important to an organization because they impact the way an employee performs within that organization as a whole. There are multiple ways to approach a performance appraisals, without them companies would have no means to evaluate how their employees are contributing to their company. “Performance appraisal is the process through which employee performance is assessed, feedback is provided to the employee, and corrective action plans are designed. “ (Youssef, 2012) There are multiple factors to consider when deciding to conduct a performance appraisal on an employee. The most important being how will the appraisal be conducted. It must be decided whether or not the evaluations will be conducted by the company itself, or will the organization hire out a company to do the evaluating. Will the employee rate themselves, will the supervisors rate the employees or vice versa, or will other team members evaluate their co-workers. Most organizations use a mixture of these options to get a well-balanced evaluation.......

Words: 921 - Pages: 4

Premium Essay

Performance Appraisal

...Knowledge, skill and ability, by themselves, can not guarantee performance. The linking factor is motivation. Performance is a vital link in Expectancy Theory. There are linkage between effort and performance, performance and reward, rewards and value, as perceived by people. Hence performance evaluation or appraisal plays a vital role in “Expectancy Model” of employees’ motivation. Does this word performance means effectiveness, efficiency or productivity of things like less numbers of accidents, less absence or grievances? Effectiveness is the achievement of objectives, efficiency is the ratio of output to input in terms of money or effort. Productivity is again number of items produced. But there are jobs where all these factors are not explicit or quantifiable. For example, a supervisor who is a task- master may get better productivity but the workers are unhappy and non-cooperative. Elsewhere morale and motivation of workers are very high but outputs in terms of numbers are less. Does this mean the second supervisor is less effective than the first? Systemic performance appraisal, has been adopted by various organizations, as a means of helping the supervisors/managers to evaluate the work of their subordinates. This will also assist the workers/juniors to come up in their career through promotion, based on their objective assessment of their performance. It also serve the purpose of knowing the effectiveness of recruitment and selection process as well as training and......

Words: 284 - Pages: 2

Premium Essay

Performance Appraisal

...Performance Appraisal system Performance appraisal is a system of review and evaluation of an individual or team’s job performance. An effective system assesses accomplishments and evolves plans for development. Performance management is a process that significantly affects organizational success by having managers and employees work together to set expectations, review results, and reward performance. Its goal is to provide an accurate picture of past and / or future employee performance. To achieve this, performance standards are established.   I. The Performance Appraisal Process Many of the external and internal environmental factors previously discussed can influence the appraisal process. Legislation requires that the appraisal systems be nondiscriminatory. The labor union might affect the appraisal process by stressing seniority as the basis for promotions and pay increases. Factors within the internal environment can also affect the performance appraisal process. The type of corporate culture can serve to help or hinder the process. Identification of specific goals is the starting point for the PA process. After specific appraisal goals have been established, workers and teams must understand what is expected from them in their tasks. Informing employees of what is expected of them is a most important employee relations task. At the end of the appraisal period, the appraiser observes work performance and evaluates it against established performance standards. The......

Words: 1211 - Pages: 5