Singh, Vikram (2012) Performance Appraisal and its Effectiveness in KRIBHCO (NOIDA). Masters thesis, Dublin, National College of Ireland.
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The focal point of this Research Study is the Effectiveness of Performance Appraisals Systems. As we all are aware of the fact that performance appraisal is considered as the most vital component of an Organisation Robbins and Decenzo (2007 361) argues, performance appraisal has two things in itself one is performance and second is appraisal. Performance suggests achieving the given target effectively and efficiently with a minimum of cost in terms of money and time. Deshpande (2010 15 4-15 7) argues, the appraisal means the evaluation of the employees performance whether the given targets have been achieved or not. Performance appraisal has become a very significant activity in most of the organizations since it provides data of past, present and expected performance of the employees which is most helpful for employers in taking decisions on selection, training and development, increase in salary, promotion, transfers etc.
“‘Getting the best out of people' is a crude expression of management key target so far as employees are concerned. Performance appraisal rest on the assumption that if employee’s performance is scrutinized and feedback is given, the motivation to work more effectively should increase. Problems of employee motivation where this is not done or done badly can be expressed as the good people don’t know what they should be doing or how well they are doing and ‘nobody finds out the bad people’” (Attwood & Dimmock 1996 85).
This Research study adopts survey strategy and used self-administered questionnaire and feedback form to congregate statistics facts and figures from staff members of KRIBHCO which includes managers and employees approximately from each department. The sample study included approximately minimum of 60 Managers from every level and 190 staff members of KRIBHCO. The findings of the study discovered that the attitude of some managers and employees towards the PA system is negative and it affects the effectiveness of PA. The majority of staff members were certain regarding the appraisal process to be a valuable organizational practice.
|Item Type:||Thesis (Masters)|
|Subjects:||H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management > Human Resource Management > Performance Management|
|Divisions:||School of Business > Master of Arts in Human Resource Management|
|Depositing User:||CAOIMHE NI MHAICIN|
|Date Deposited:||22 May 2013 11:05|
|Last Modified:||22 May 2013 11:06|
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