• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Research proposal. DISSERTATION TITLE To critically analyse and evaluate the importance of Employee Performance Appraisal at AVIRSCO IT SOLUTION PVT LTD.

Extracts from this document...

Introduction

RESEARCH PROPOSAL NAME: XXX STUDENT ID NUM: 210XXXX PROGRAMME: MSc E-MAIL ADDRESS: xxxx.xxxxxx@gmail.com DISSERTATION TITLE To critically analyse and evaluate the importance of Employee Performance Appraisal at AVIRSCO IT SOLUTION PVT LTD. INTRODUCTION: AVIRSCO IT SOLUTIONS PVT LTD was started in the year 2005 as a consulting and developing company which is based in CHENNAI, INDIA. Since 2005 AVIRSCO has been providing the most comprehensive, state-of-the-art, technology solutions for varied industries. AVIRSCO has the experience and expertise to provide the right service for every individual & corporate need. It is the one source solutions company which provides the unique blend of services which is considered to be a valued outsourcing service and technology partner to many companies. CORE VALUES OF AVIRSCO * Client Satisfaction * Novelty * Efficient Processes * Responsibility * Ethics, Integrity and Respect LITERATURE REVIEW SUMMARY: Performance appraisal is one of the most important activities in every organisation. It helps the organisation to improve its performance and individual employees as well. The process of appraisal consist the following steps, stating objectives, developing standards, system design, preparing for interview and conducting the interview. Appraisal will be successful when the process is followed in an exact manner and the method that suits the organisation. Appropriate method of conducting appraisal should be selected by the company. The method should also be related to their objectives and needs. ...read more.

Middle

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. * 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. ...read more.

Conclusion

A Textbook of Human Resource Managment. 3rd ed. London: Institute of Personnel Management. * Phil Long (1986). Performance Appraisal Revisited. 2nd ed. London: IPM Information and Advisory Services. * Beer M (1981). Performance Appraisal: Dilemmas and Possibilities. Organisational Dynamics, 9(4). * Lucas R, Lupton B and Matheson H (2006). Human Resource Management in and International Context. London: Chartered Institute of Personnel and Development. * Molander C and Winterton J (1994). Managing Human Resources. 1st ed. London: Rutledge. * Clark G (1998). Performance Management Strategies. London: Oxford Blackwell. * Fenwick M (2004). International Compensation and Performance Management. London: Sage. * Vroom V H (1964). Work and Motivation. New York: John Wiley & Sons. * Sutari V. and Tahvanainen M. (2002) The antecedents of performance management among Finnish expatriates, International Journal of Human Resource Management, Vol. 13, No. 1 * Patricia King (1984). Performance Planning and Appraisal. New York: McGraw-Hill. * Torrington D. Hall L. and Taylor S. (2005) Human Resource Management, 6th ed, Harlow: FT/Prentice Hall. * Gower (1987). Practical Performance Appraisal. England: Gower Publication Company. * Chen C and DiTomaso N (1996). Performance Appraisal and Demographic Diversity. In E. Kossek and S. Label (Eds), Managing Diversity, Oxford: Blackwell. * Ward P (1997). 360 Degree Feedback. London: Institute of Personnel and Development. * Ghoparde J (2000). Managing five paradoxes of 360-degree feedback. Academy of Management Executive, Vol. 14, No. 1. * Mark Saunders, Philip Lewis and Adrian Thornhill (2007), Research Methods for Business Students. London: FT Prentice Hall. WEBSITE: www.delmar.edu/hres/presentations/PerformanceAppraisals.pdf http://www.businessballs.com/performanceappraisals.htm www.rose.edu/faculty/bperryman/f6.pdf http://performance-appraisals.org/faq/criticalincident.htm www.avirsco.com www.google.com www.ask.com www.wikipedia.com ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Human Resource Management section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Human Resource Management essays

  1. A PROJECT REPORT ON PERFORMANCE APPRAISAL PRACTICES IN ONGC ...

    where it is finally processed so as to meet the quality requirement of customers (refineries in case of crude oil and power plants in case of natural gas). Value added products are extracted from natural gas and condensates are then processed as per the requirement of customers like BPCL and HPCL.

  2. Performance Appraisal case study

    In terms of how Human Resources managed the promotion, there are several additional failures. First, the employees were told of the decision at a joint meeting. They should have been told separately. A brief, but respectful explanation should have been given to Juan; Jose Luis should have been given the details of his promotion.

  1. A CASE STUDY OF PERFORMANCE APPRAISAL IN A SMALL PUBLIC SECTOR ORGANISATION

    The organisation was formed in January 2006, resulting from the Railways Act 2005. It took over from the previous Rail Passengers Council and Committees (RPC) federal network that was considered ineffective by stakeholders. In particular, a House of Commons Transport Select Committee Report (2004)

  2. Human Resource Management: Development, Activities, Planning and Recruitment

    Processing Applications 45. Heads of Departments must make their staff aware that when dealing with enquiries about vacancies it is unlawful to state or imply that applications from one sex or from a particular racial group would be preferred and to do so may lead to a complaint of race or sex discrimination against UCL.

  1. The purpose of this exercise is to introduce the relationship of selecting, evaluating, building ...

    7. Seeks out developmental opportunities to keep up to date in his or her field. 8. Able to propose solutions to address changes. 9. Keeps customers updated with the progress of plans on a timely basis. 10. Acknowledges own capability and resources, and does not over commit.

  2. The conventional approaches to Stress management are employee counselling, stress management and reducing employee ...

    Regrettably, the competence of some of these so-called professionals is called into question, as Dr Stephen Palmer mentions in his article6. These persons have contributed to the bad press received from certain quarters. However lately, the British Association for Counselling (BAC)

  1. Context of Employee Relations and Industrial Conflict

    or mainly of workers of one or more description and whose principal purposes include the regulation of relations between workers and employers'. (Trade Unions and Labour Relations (Consolidation) Act) An independent trade union is one which has been certified as being autonomous and financially self-supporting: not dominated by an employer

  2. Suitable appraisal system

    He should conduct it efficiently, impartially, professionally with proper care to make appraisal effective. (Chandellar and Gryzb, 2002) There are various reasons which make the appraisal results unworthy like panic, terror, doubt, partiality, conspiracy, unfaithfulness, humiliation, lethargy, blame and sheer incompetence.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work