INTRODUCTION ABOUT THE STUDY The ability to use appraisal to develop and motivate employees is a core management skill.

Regular, constructive feedback on performance is vital if staff is to build on their strengths, achieve their full potential, and make the maximum contribution to their organization. Appraising staff equips you with all skills and techniques you need to conduct successful appraisals. It clearly explains the key aims and benefits of the appraisal process, and leads you step-by-step through the preparation, management, and follow-up of the appraisal interview. The section is packed with advice to help you encourage open discussion, interpret body language, build confidence, deal with performance problems, and more. During and after world war-1, the systematic performance appraisal was quite prominent. Credit goes to Walter dill Scott for systematic performance appraisal technique of man to man rating system (or merit rating). It was used for evaluating military officers. Industrial concern also used this system during 1920 and 1940s for evaluating hourly paid workers. However with the increase of training and management development programs from 1950s management started adopting performance appraisal for evaluating technical, skilled, professional and managerial personnel as a part of training and managerial development programs. With this evolutionary process, the term merit rating and been charged into employee appraisal or performance appraisal. This is not mere change in the term but a change in the scope of the activity as the emphasis of merit rating was limited to personnel traits, whereas performance appraisal covers result, accomplishment and performance. Therefore performance appraisal enables employee to get incentive treatment according to their potential, sincerity and capabilities. They get motivated by which, performance appraisal benefits not only employee but also the management in the form of greater productive efficiency SAMPLE SIZE The sample size is used for the study is 120 respondents

SAMPLING UNIT The sample unit is employees of the ELIXIR ESSAR SPACETEL LTD. SHIMLA. agro product ltd salem

SAMPLING METHOD The two major methods are probability and non-probability sampling technique. The study requires probability sampling method. The sampling method adopted is simple Random sampling.

SIMPLE RANDOM SAMPLING Simple random sampling refers to the sampling technique in which each and every item or each possible sample combination in the whole population has an equal and independent chance of being included in the sample.

DATA COLLECTION: The two types of data sources are Primary data Secondary data

Primary Data: Primary data was collected through questionnaire. The data those, which are collected as fresh for the first time and happen to be original in character. Questionnaire method and interview method are used to collect the primary data.

Secondary Data: The secondary data which have already been collected and analyzed by someone else, secondary data were collected form Company profile Previous records

THE RESEARCH APPROACH: SURVEY METHOD: The most widely used technique of gathering primary data is the survey method. The sources interviewed personally at the place of work and also with questionnaires. It is a direct and more flexible form of investigation involving face- toface communication and through recorded questionnaires filled in personally. The information is qualitative, quantitative and accurate.

THE RESEARCH INSTRUMENT: Questionnaire Method Interview Method.

TOOLS USED FOR ANALYZING THE DATA This constitutes an integral part of research analysis. Hence any analysis of data compiled should be subjected to relevant analysis so that meaningful conclusions could be arrived. The statistical tools applied in this research are, o o o Simple percentage method Analysis of correlation Weighted average method