Research Proposals on

Performance Appraisal Evaluation Of Indiabulls

by

Part 1 - Introduction

A performance appraisal evaluation is the process by which we estimate the overall performance of the employee. The majority of employees seeking to get feedback on how it is performing its activities and those who are responsible for the direction of other employees should assess the individual performance to decide what actions to take. Informal assessments based on daily work, are necessary but insufficient, with a formal and systematic feedback, the department staff can identify employees that meet or exceed expectations and those who do not. It also helps evaluate the procedures for recruitment, selection and guidance, including decisions on internal promotions, compensation and other more in the area of personnel department depend on systematic and well-documented information available about the employee.

In addition to improving performance, many companies use this information to determine the compensation awarded. A good appraisal system can also identify problems in the system of human resource information. People who perform inadequately can reveal wrong selection process, orientation and training, or may indicate that the design of the post or external challenges have not been considered in all its facets. An organization cannot take any performance appraisal system; it must be valid and reliable, effective and accepted. The approach should identify the elements related to employee performance measure and provide feedback to employees and the personnel department.

Both public and private sector employ formal employee appraisal systems increasingly. Performance appraisal (PA) usually involves 'evaluating performance based on the judgments and opinions of subordinates, peers, supervisors, other managers and even workers themselves' (Jaekson & Schüler 2003). An employee appraisal, performance appraisal, performance review, or (career) development discussion is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time). PA is a part of career development. Performance appraisals (PAs) are regular reviews of employee performance within organizations. PA, as a process is seen as a key contributor to successful human resource management, as it is strongly related to organizational performance (Erdogan 2002). According to Cardy and Dobbins (1994), PA as a process of enhancing human performance has attracted the attention of both academics and practitioners. A common process for managing employees is the traditional practice of annual performance reviews. While these annual reviews have their shortcomings, companies around the globe continue to use them. However, to increase accuracy and to get a comprehensive and balanced feedback about employee performance, 360-degree feedback system is becoming popular. In this system peers, subordinates and customers also do the appraisal. This is particularly relevant in the light of research, which has empirically proved that 360-degree feedback system improves employee performance significantly (Rai & Singh 2005). Generally, the aims of a performance appraisal are to give feedback on performance to employees, identify employee training needs, document criteria used to allocate organizational rewards, form a basis for personnel decisions: salary increases, promotions, disciplinary actions, provide the opportunity for organizational diagnosis and development, facilitate communication between ...