SYNOPSIS

PROJECT TITLE :
EFFECT OF PERFORMANCE
APPRAISAL ON EMPLOYEE
PERFORMANCE

ORGANISATION NAME:
INDIAN HERBS

SAMPLE SIZE: 30

SAMPLE AREA: SAHARANPUR

SOURCE OF DATA
COLLECTION:
QUESTIONAIRE

SUBMITTED TO: SUBMITTED

BY:
Mrs.SWATI SHARMA MEENU
GARG
FACULTY OF S.I.M.T. M.B.A. 1Vth
SEM

CONTENTS
1. OBJECTIVE OF PERFORMANCE
APPRAISAL

2. PURPOSE OF PERFORMANCE
APPRAISAL

3. INTRODUCTION OF
PERFORMANCE APPRAISAL
1. OBJECTIVE OF PERFORMANCE
APPRAISAL:
Objectives must be established for meeting the training
needs. Unfortunately, objectives, effective training
objectives should state what would result for the
organization, dept. or individual when the training is
completed. Keeping in view the company’s goals &
objectives are laid down.
Some of the training objectives Are:-

1. To enhance the existing knowledge, skills and

performance capabilities of the employees.

2. To promote individual development and create

conditions for a high level of work enjoyment.

3. To gain the practical knowledge of the theoretical aspect.

4. To develop capabilities and competence to assume

higher responsibilities and promote skills in supervisory,
inter-personal and team-building.
5. To promote the quality and quantity of output and to
reduce the cost of waste.

2: PURPOSE OF PERFORMANCE
APPRAISAL:
The purpose of training is to achieve a change in the
behavior of those trained and to enable them to perform
better. In order to achieve this objective, any training
programmed should try to bring positive changes in:-

KNOWLEDGE:-it helps a trainee to know facts,

policies, procedures and rules pertaining to his job.

SKILLS:-it helps him to increase his technical and

manual efficiency necessary to do the job.

ATTITUDE:- It mould his behavior towards his co-

workers and supervisors and create a sense of responsibility
in the trainee.
3:INTRODUCTION OF PERFORMANCE
APPRAISAL: Performance appraisal is the process of
determining and communicating to an employee how he or
she is performing on the job and ideally establishing a plan
of improvement. When properly conducted, performance
appraisal not only let employee know how well they are
performing but also influence their future level of effort
and task direction. Effort should be enhanced if the
employee is properly reinforced. The task perception of the
employee should be clarified through the establishment of
plan for improvement. One of the most common uses of
performance appraisal is for making administrative
decisions relating to promotions, frings, layoff and merit
pay increase. Another important use of performance
appraisal is to encourage performance improvement.
Finally two another important use of information generated
through performance appraisal are- input to the validation
of selection procedures land input to human resource
planning.
Performance appraisal is the systematic evaluation
of the individual with respect to his performance on the job
and his potential or development.

• PROMOTION DECISION: it can serve a useful basis

for job change or promotion. if relevant work aspects are
 measured properly, it helps in minimizing feelings of frustration
of those who are not promoted .

• PERSONALDEVELOPMENT: Performance
appraisal can help reveal the causes of good and poor employee
performance. Though discussion with individual employees, a
line manager can find out why they perform as they do and what
steps can be initiated to improve their performance.

• COMPENSATION DECISION: It provides input to

system of rewards. The approach to compensation is at the heart
of the idea that raises should be given for merit rather than for
seniority.

• TRAINING AND DEVELOPMENT

PROGRAMME: by identifying the strength and
weakness of an employee it serves as a guide for formulating a
suitable training and development programmed to improve his
performance.

• FEED BACK: it serves as a feedback to the employee. It

tells him what he can do improve his present performance and
go up the “organization ladder” .
.
.
Training is a process of leaning a sequence of programmed
behavior. It is application of knowledge. It gives people an
awareness of the rules and procedure to guide there
behavior. It attempts to improve there performance on the
current job or prepare than for an intended job
Training has both current and future implication
for job success it is a learning process, whether its focus is
orientation initial job skill training, development employee
potential, or retaining employees because of changing in
technology or job assignments. Training can contribute to
high productivity, fewer mistakes, greater job satisfaction
and lower turn over.

QUESTIONAIRE:-

CHECK LIST METHOD:-

1. Is organization gives you to any performance appraisal?
1: Yes 2: No
2. Do you satisfied with performance appraisal?
1: Yes 2: No
3. Have organization taken any test for performance
appraisal?
1: Yes 2: No
4. Do you think performance appraisal is important for
you?
1: Yes 2: No
5. Do you think after performance appraisal is any
difference in your status?
1: Yes 2: No
6. Is organization use 360°appraisal technique?
1: Yes 2: No
7. Do you satisfied with the behaviour of appraiser/ rater?
1: Yes 2: No
8. Do you feel that performance appraisal is motivated the
employee?
1: Yes 2: No
9. Do you feel there is any biasness in between
performance appraisal?
1: Yes 2: No
10. Do you feel there is any difference in behaviour of your
colleague after performance appraisal? 1: Yes
2: No
11. Is here ranking method for performance appraisal? 1:
Yes 2: No
12. Is here any process to define your weakness after
performance appraisal?
1: Yes 2: No

MULTIPLE CHOICE METHOD:-

1. According to you the purpose of performance
appraisal is-
A: To increase the performance of employee
B: Programme assessment
C: To increase the personality level
D: None of them
2. What type of technique is used for performance
appraisal in your organization?
A: 360° appraisal
B: BARS
C: MBO
D: Any other
3. What should be the time-interval of performance
appraisal?
A: No time interval
B: 1/12 year
C: 6 months
 D: With in a year
4. At what level performance appraisal is given?
A: Top level
B: Middlelevel
C: Lower level
D: All of the above
5. What is the evaluating process of performance
appraisal in your organization?
A: Result evaluation
B: Trait evaluation
C: Behaviour evaluation
D: Functional evaluation
6. On what factor they focus in behaviour evaluation
method?
A: Knowledge
B: Personality
C: Behaviour
D: None of them
7. On what factor they focus in trait evaluation method?
A: Loyalty
B: Ability to handle stress
C: Dedication
D: Experience
8. Performance appraisal is taken by?
A: Outsider Rater
B: Immediate Boss
C: Professional Rater
D: None of them
9. According to you the objective of performance
appraisal is-
A: Compensation for better work
 B: Promotion for better work
C: Training and development for better work
D: Feed back to employee
10. Do you think that after performance appraisal any
change in behaviour a:
Your Colleague
B: Your Subordinate
C: Your Boss
D: None of them