HR AND PERFORMANCE APPRAISAL

By

Acknowledgement

My research supervisor, my family and my friend provided me utmost support during this proposal and without that this research would not have been possible.

Declaration

I, [type your full first names and surname here], herby say that this research is my own work and it has not been submitted for any educational purpose earlier. Furthermore, it represents my own opinions and not necessarily those of the University.

Signed __________________ Date _________________

Abstract

Performance management has been put in the most important place in HRM, as well as in the strategic management. However, performance appraisal, the core of HRM, has become a deep gap between performance appraisers and employees. This is why performance appraisal has got great attention in both theoretical study and daily practice. This paper first makes a research to collect lots of views about why performance appraisal is not welcome, then from the angle of performance appraisal itself and appraisers as well as employees, the paper combines with stresses and conflicts, organizational political behavior and organizational injustice in organization to analyze the reason why performance appraisal is not welcome and to give the viewpoint about how to make performance appraisal become popular. The concept of performance appraisal has widened and has become a set practices. It has formed as the measure to manage employee performance. Performace management is an integral part of any organization. Without performance appraisal and employee recognition the organization cant have quality human resource. To hire and manage total quality people, performance appraisal is the need of the day. Through performance management the employee can manage the employee and motivate him so that he works more efficiently. Hence performance appraisal has two basic kinds which include nature of appraisal and the context of appraisal. The former concept relates to contextual performance and goal setting of an employee while the latter is the appreciation by the employer. This research focuses on the employee performance management with respect to new practices and technology development.

TABLE OF CONTENT

ACKNOWLEDGEMENTII

DECLARATIONIII

ABSTRACTIV

1.Aims and Objectives1

1.1 Research Question/Hypothesis1

1.2 Rationale of the Study2

1.3 Gantt chart6

CHAPTER 2: LITERATURE REVIEW8

2.1 The nature of appraisal9

2.1.1Content of appraisal9

2.1.2 Goal orientation11

2.2 Appraisal process12

2.2.1 Appraiser--Appraisee interaction12

2.2.2 The context of appraisal12

2.2.3 Cultural differences and appraisal13

CHAPTER 3: METHODOLOGY14

3.1 Interview14

3.2 Informal, Conversational Interview15

3.3 General Interview Guide Approach15

3.4 Standardized, open-ended interview15

3.5 Closed, fixed-response interview15

REFERENCES16

CHAPTER 1: INTRODUCTION

1.Aims and Objectives

The objectives of performance appraisal are many. The objectives may include the responsibility of the employer in order to compensate the employee well, provide proper recognition and feedback to the employee, provide a clear distinct career ladder to each employee so that each employee works his best to reach the top. The employer should not discriminate the employer on the basis of sex or anything else. If the employee would be given true and fair output then it would be helpful to arrange training for that employee who lacks skills.  This research seeks to evaluate the range of  performance appraisal systems used in contemporary business organisations,  identify the most appropriate performance appraisal system for Tesco and identify whether financial payments should ...