Professional Documents
Culture Documents
A project on “performance
appraisal”
With relevance to appraisals at
sharekhan limited.
INDEX
SERIAL PAGE
TOPIC
NO. NO.
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Performance Appraisal
1 OVERVIEW 08
Forms
18 Findings 57
19 60
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Performance Appraisal
INTRODUCTION
CORPORATE GOALS
DETERMINE INDIVIDUAL
OBJECTIVES LINKED TO
CORPORATE GOALS
ENSURE RESPONSIBILITY AND
ACCOUNTABILITY
PERFORMANCE APPRAISAL
What is Performance?
PERFORMANCE LINKED
INCREMENTS/ INCENTIVES/3 | P a g e
REWARDS
Performance Appraisal
4|Page
Performance Appraisal
5|Page
Performance Appraisal
Meaning
The meaning of the word “appraisal” is “to fix a price or value for
something”. This is used in finance in terms such as project appraisal
or financial appraisal where a value is attached to a project. Similarly
performance appraisal is a process in which one values the employee
contribution and worth to the organization.
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Performance Appraisal
A] Past-oriented methods
1) Rating Scale
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Performance Appraisal
RATING SCALE
Instructions: For the following performances factors, please indicate on the rating
Scale your evaluation of the employee named below:
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Performance Appraisal
TOTAL + + + +
TOTAL SCORE
2) Check-list Method
Various questions in the check list may have either equal weight
age or more weight age may be given to those questions which are
more important. The HR department then calculates the total scores
which show the appraisal result of an employee.
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Performance Appraisal
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6) Essay Method
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7) Grading
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9) Confidential Reports
• Ranking Method:
Superior ranks his worker based on merit, from best to worst.
However
How best and why best are not elaborated in this method. It is easy
to administer.
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departments and often such exact details are not available with
Appraiser.
B] Future-Oriented Methods
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3) 360o Appraisal
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3) Psychological Appraisals
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♦ This method does not require much of anyone’s time but is of little
use if the improved behavior does not eventuate.
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♦ As with “Tell and Sell”, the manager lets the employee know how
he or she is doing.
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♦ It is also important for the employee not to leave the interview with
any issues unsolved.
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Improving Making
Strategy and Performance correct
Behavior decisions
Competitive
Advantage
Ensuring
Values and
Minimizing Legal
Behavior
dissatisfaction Compliance
and turnover
• Improving Performance
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Performance Appraisal
Sharekhan:
• Among the top 3 branded retail service providers (Rs 650 crs avg
daily vol- Apr-Dec’04)
• No. 2 player in online business
• Largest network of branded broking outlets in the country
servicing 81,000 clients
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Research Coverage:
• Amongst the widest coverage’s among broking houses in India.
• Total coverage exceeds some 100 stocks spread over 20 sectors
• Sector wise investment strategies are in place
• Stock ideas are presented from time to time, in tune with overall
strategy.
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• People driven –
relationships!
• Fleet footed
• Growth driven
• Values and ethics
based
HOW?
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Here the work is divided into 2 groups i.e. Back office work and
front office work. Back office undertakes office/paper work called as
Operations. Front office is called as Relationship Manager i.e.
maintaining relation with customers.
1. Quarterly basis,
2. Half Yearly basis,
3. Yearly basis
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financial
customer
internal
Learning and growth
Over the years ShareKhan has found the pattern that leads to
the maximum decline in performance — boredom. If employees work
for more than two years on the same project, typically either their
performance dips or they leave the organization.
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Branch
Head Office
Supervisors
Assistant
Managers
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1. Branch office:
In this performance appraisal interview is taken of Cluster
Heads and Branch Managers. Then Cluster Heads takes a performance
interview of Branch Managers and Employees while on the other side
Branch Manager takes a performance interview of Employees.
2. Head Office:
In this performance appraisal interview is taken of Head of
Department (HOD’s) Supervisors Assistant
Managers. While on the other side Head Department takes a
performance interview of Employees.
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Performance Appraisal
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Employee Evaluation:
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“It is said that appraisal cannot serve the needs of evaluation and
development at the same time; it is one or the other”
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Whatever method of
appraisal, may be used by an
organization, it is crucial to allow for
‘employee feedback’.
An interview between the
manager and the employee is the
main way of achieving this. This is called the Appraisal Feedback
Interview
This interview provides the opportunity to discuss an
employees’ performance and explore areas of possible improvements
and growth. It also provides an opportunity to identify attitudes and
feelings more thoroughly and thus improve communication.
Fundamental to the success of the appraisal interview is the
relationship between the two participants in the process.
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On the part of the person receiving the feedback, the following points
are important to be taken care of:
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• Job knowledge
• Leadership
• Decision Making
• Administrative skill
• Conceptual activities
• Emotional Strength
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• Communication Skills
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Annexure
Questionnaire
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• Different input forms are used for taking the feedback from the
various sources like the superior, peers, customers, vendors and the
employee himself. All the perspectives thus received are combined in
the appropriate manner and to get an overall, complete view of the
employees’ performance. Observation is done by the superior to obtain
information.
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1. What were your targets for the last year? List your
targets/objectives/performance areas for last year in the left-
hand column.
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6. Indicate the areas in which you need training that would enhance
your performance?
• Organization/Supervisory Skills
• Communication/Presentation Skills
• Technology Related Training
• Technical Skills pertaining your job - be specific
• Others - be specific
7. What other assistance do you require from the management to
be able to achieve your targets?
Signature of employee:______________
Date __________
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Date: ____________
2. What, in your opinion, are the areas of strength for the employee
and how have they contributed to performance?
4. What are your recommendations for the employee? (For eg. Job
Rotation, Training Needs, other actions.)
12 3 45
12 3 45
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Findings
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BIBLIOGRAPHY
Website: -
www.sharekhan.com
Performance
Appraisals by
Dale Furtwengler
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Books referred: -
- K Aswathappa
♦ Organizational Behavior.
- Stephen Robbins
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