Research Methodology Adopted

Research Design Research Instrument Sources of Data a) Primary Data b) Secondary Data Sampling Plan i) Sampling technique : Non-Probability Sampling (Convenience Sampling) 50 Employees who do not hold supervisory : : Structured Questionnaire Journals, Booklets, Company Data, etc. : : Descriptive research Structured Questionnaire

ii) Sample Size iii) Sample Unit position

: :

INTRODUCTION TO PERFORMANCE APPRAISAL

Performance Appraisal is a process of evaluating an employees performance in terms of its requirements. Performance Appraisal can also be defined as The process of evaluating the performance and qualifications of the employees in terms of the requirements of the job for which he is employed, for purposes of administration including placement, selection for promotions, providing financial rewards and other actions which require differential treatment among the members of a group as distinguished from actions affecting all members equally.

PERFORMANCE MEASUREMENTS
Specifying the performance measurements when the responsibility is assigned will help the employee keep track of his progress. There are many effective ways to monitor and verify performance, the most common of which are: Direct observation Specific work results (tangible evidence that can be reviewed without the employee being present) Reports and records, such as attendance, safety, inventory, financial records, etc. Commendations or constructive or critical comments received about the employee's work.

DATA ANALYSIS
1) How do you find the Performance Appraisal Model in this Organization?
Particulars No. of employees %age of employees

Simple
Complicated Effective Ineffective Total

20
10 12 08 50

40%
20% 24% 16% 100%

PERCENTAGE

16% 40% 24% 20%

Simple Complicated Effective Ineffective

2) How often does your Performance assessment match to your expectation?

Particulars Never Sometimes Every time Total No. of employees 05 20 25 50 %age of employees 10% 40% 50% 100%

PERCENATGE
10%

Never
50% 40% Sometimes Every time

3) What is your Satisfaction level with the current Appraisal System?

Particulars Highly Dissatisfied Dissatisfied Neither Satisfied nor Dissatisfied Satisfied Highly Satisfied Total No. of employees 0 4 13 28 05 50 %age of employees 0% 8% 26% 56% 10% 100%

PERCENTAGE
10% 8% 26% Highly Dissatisfied Dissatisfied

56%

Neither Satisfied nor Dissatisfied

Satisfied

4) Which are the areas that should be improved upon to enhance the performance?
Particulars Standards Monetary Freq. of Standards Appraiser Total No. of employees 08 18 15 09 50 PERCENTAGE %age of employees 16% 36% 30% 18% 100%

18%

16% Standards Monetary Freq. of Standards

30%

36%

Appraiser

5) How important do you think is Performance Appraisal to your Performance?

Particulars Not Important Less Important No. of employees 0 2 % of employees 0 4%

Important
Very Important Most Important Total PERCENTAGE
0% 4% 24%

14
22 12 50

28%
44% 24% 100%

28%

Not important less important Important Very important

Most important

44%

6) According to you, how often should the Performance Review take place?
Particulars Once in a week Once in a month Every 3 months Every 6 months Once in a year Total No. of employees 14 17 12 03 04 50 PERCENTAGE %age of employees 28% 34% 24% 6% 8% 100%

8% 6% 28% Once in a week Once in a month 24% Every 3 months Every 6 months

Once in a year

34%

7) Do you feel comfortable discussing any difference of opinion about your Performance rating with your appraiser?
Particulars Yes No Total No. of employees 21 29 50 PERCENTAGE %age of employees 42% 58% 100%

42% Yes No

58%

FINDINGS
64% of the employees in Anupam Publishers have work experience before joining & rest of the employees (36%) are new in the organization and do not have the prior experience They came to know about the same only after seeing the advertisements of the company in the newspaper. They do not have any hands-on experience of the kind of work carried out by Anupam Publishers. 54% of the employees were informed about the performance appraisal model used in the organization during induction. The company has however made it a point to inform the employee about the model before he signs the acceptance letter. 40% of the employees found performance appraisal model to be simple & 20% found it complicated. 16% employees found it ineffective. 54% of the respondents say that the Performance Appraisal System does give a true and fair view of their contribution to the Organization. 50% of the employees say that this system every time matches to their expectations & 40% employees state that their expectations are matched sometimes. This shows that the satisfaction level of the employees in this system is quite high and that there is a general feeling of like ability among the respondents.

 34% of employees state that performance review should take place once in a month. 56% of the employees show high level of satisfaction from the present appraisal system. 36% of the employees say that there should be a change on the aspect of monetary incentives. 44% of the employees think that performance appraisal system is more important for the organization & 4% found it to be less important. Majority of the employees (46%) state that one on one session is inefficient to the organization in ironing out problems mainly because since they are done on a formal basis so most employees consider it just as a formality which the appraiser uses to impose the rating he has already given to an employee. Majority of the employees (70%) have given the answer in Yes for the transparency of performance Appraisal. 42% of the employees feel free regarding discuss their Opinion about the performance rating with the Appraiser.

RECOMMENDATIONS
The HR department should follow an open door policy which ensures that any queries regarding the policy can be clarified for the employees satisfaction. If the appraisal is done on a more frequent basis, the employee has a chance to find out the gaps in his / her performance on a more regular basis which will help them to improve more on their performance and thereby eliminate waste. Only 18% have stated the there should be change in the appraiser, which is an inevitable sign of the operational efficiency of the system. This appraisal system should revise once in a month so that productivity can be enhanced. Employees should be rewarded & motivated timely so that they can work with their full capacity to achieve the organizational objective. Employees should be provided friendly environment so that they can easily discuss their opinions & performance appraisal system can be made more effective.

CONCLUSION
Performance Appraisal is a process of evaluating an employees performance in terms of its requirements. It is the step where the Management finds out how effective it has been at hiring and placing employees. If any problems are identified, steps are taken to communicate with the employee and suggest remedy to them. Setting performance standards, observing and providing feedback, and conducting appraisals enables the team leader to achieve the best results through managing employee performance. A research study was done in Anupam Publishers & some conclusions are derived from the study. The study reveals that in order to make it meaningful and promote growth, far more information must be added to the appraisal process and the related information should be transparently shared with the employee. Employees who are low rated are more likely to resist the evaluation of the superior and argue, claiming that personal bias was involved in the ratings. The implementation of a Performance Appraisal System rests on the shoulders of the manager and he must ensure that it is done properly. A good manager can make an average appraisal system work and vice-versa.

QUESTIONNAIRE
1) Have you worked in any other Company prior to joining this Organization? Yes No

2) Were you informed about the Performance Appraisal model, used in the Organization, during your induction? Yes No

3) How do you find the Performance Appraisal Model in this Organization?

Simple

Inefficient

Complicated

Efficient

 4) In your opinion, does the Performance Appraisal System give a proper assessment of your contribution to the organization? Yes No

5) Often does your Performance assessment match to your expectations?

Never Sometimes Every time

6) According to you, how often should the Performance Review take place? Once a week months Every 6 months Once a month Once in a year Every 3

7) What is your Satisfaction level with the current Appraisal System? Highly Dissatisfied Dissatisfied Neither satisfied nor dissatisfied Satisfied Highly satisfied 8) Which are the areas that should be improved upon? Standards Monetary Frequency of Standard Appraiser