OBJECTIVES OF PERFORMANCE APPRAISAL:
- To effect promotions based on competence and performance.
- To review past performance of employees.
- To assess the training and development needs.
- To help improve current performance.
- To assess future potential.
- To assess increases or new levels in salary.
- To assist career planning decisions.
- To set performance objectives.
PERFORMANCE APPRAISAL PROCESS:
Source:
PERFORMANCE APPRAISAL METHODS:
Measurement of performance is a very crucial aspect for any organisation. Performance appraisal can be done annually or half yearly. It is very important to any organisation to determine the methods of evaluation. To measure the quantity and quality of employee’s job performance number of methods have been devised. No method can be dismissed or accepted as they are closely related to the particular needs of an organisation or the type of employees. The most popular methods adopted by many organisations are:
- Management By Objectives (MOB)
- 360 Degree Appraisal
- Critical Incident Method
- Behavioural Anchored Rating Scale
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Management by Objectives: The method of management by objectives requires the manager to set up specific goals or objectives with each employee in the organisation and discuss with them periodically regarding the progress towards the goals.
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360 Degree Appraisal: The 360 degree feedback appraisal is mostly used as a method of performance appraisal to gather traditional sources of information. It is more often used for the developmental purposes where managers get aware of their strengths and weaknesses. 360 degree appraisal is termed as the combination of information from self appraisal, sub ordinate appraisal, peer appraisal and feedback from other internal customers, with the possibility of including external suppliers and customers.
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Critical Incident Technique: This method is one of the early attempts to move away from trait rating approaches and was advocated by Flanagan. The supervisor sets some incidents to each employee which is related to work behaviour. In this method rater is required to observe the positive and negative behaviours of the employees in the given review period. It is the method which is based on the description of the events which does not depend on the rating and ranking systems. Critical incidents can be exceedingly useful in helping employees improve since the information in them is more detailed and specific than in methods that involve rating employees.
METHODS OF DATA COLLECTION
Collection of relevant data or information is very important to take up any research study. Without data, researchers cannot get the appropriate results they wish to get. There may be lots of information available directly and sometimes information should be extracted from other sources. No source can provide fully relevant and accurate information. The quality of information also depends on various factors. The approaches for data collection are broadly divided into two sources: primary sources and secondary sources.
COLLECTING DATA WITH PRIMARY DATA:
Primary data is very essential to researchers to carry out the research study. There are different methods to collect data from primary sources. Researcher selects the appropriate method suitable for the study. There are various sources to collect primary data such as questionnaires, interviews, observations, case studies, forced group interviews. It is very important to remember that, what ever the method is selected should be clear to the respondents in understanding the main purpose of the study.
- Conducting Questionnaires Survey:
The main objective of the researcher to conduct the questionnaire survey in AVIRSCO IT SOLUTIONS (P) LTD was to acquire the relevant information on the staff perceptions and their experiences about the present performance appraisal system in their organisation.
- Conducting Interview Survey:
The researcher has found it very easy to conduct interviews at AVIRSCO IT SOLUTIONS (P) LTD as researcher has good relationship with each and every employee of the organisation. As the researcher has been visiting the organisation on the regular basis so it was easy for him to have permission to conduct interviews. Prior notice was given to the interviewees and arranged an appointment for interviews. The interview was formal and the questions were very simple which helped in better communication.
COLLECTING DATA THROUGH SECONDARY DATA:
Every method of data collection will provide both quantitative and qualitative data. Secondary data is also very important to carry out the research study. Secondary data is the information that has been published before. The secondary data was collected from the company documents, websites, profiles, textbooks, articles, newspapers etc. It is also important to researcher to gather information through secondary data and relate it to the primary data to achieve the objectives.
SOURCES
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- George F Thomason (1991). A Textbook of Human Resource Managment. 3rd ed. London: Institute of Personnel Management.
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Molander C and Winterton J (1994). Managing Human Resources. 1st ed. London: Rutledge.
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Torrington D. Hall L. and Taylor S. (2005) Human Resource Management, 6th ed, Harlow: FT/Prentice Hall.
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