A Research Paper on ‘Study of Employee’s Performance Appraisal System’

Today's working climate demands a great deal of commitment and effort from Employees, who in turn naturally expect a great deal more from their Employers. Performance Appraisal must be seen as an intrinsic part of a Manager's responsibility and not an unwelcome and time-consuming addition to them. It is about improving performance and ultimate effectiveness. Performance Appraisal is a systematic means of ensuring that Superiors and their staff meet regularly to discuss past and present performance issues and to agree what future is appropriate on both sides. This meeting should be based on clear and mutual understanding of the job in question and the standards and outcomes, which are a part of it. In normal circumstances, Employees should be appraised by their immediate Superiors on one to one basis .Often the distinction between Appraiser & Appraise .Assessment concerns itself only with the past and the present . The staff is being appraised when they are encouraged to look ahead to improve effectiveness, utilize strengths, redress weaknesses and examine how potentials and aspirationsshould match up. It should also be understood that pushing a previously prepared report across and desk Cursorily inviting comments, and expecting it to be neatly signed by the Employee is not Appraisal- this is merely a form filling exercise which achieves little in terms of giving staff any Positive guidance and motivation. In SEMCO ELECTRIC PVT LTD, Chakan, my research was a "Study of Employee's Performance Appraisal System" So to improve the condition it is necessary to review the performance of Employees. In this research, I had to study the current Performance Appraisal system at SEMCO & check the effectiveness of current Appraisal system. (2013)