II/ CONTENTS OF PERFORMANCE APPRAISAL FORM:

1. Quality of work
Consider accuracy, thoroughness, effectiveness.
Pressure, ability to meet standards of quality.
Use of time and volume of work accomplished.
Work output matches the expectations established.
2. Quantity of work
Competence, thoroughness, and efficiency of work regardless of volume.
Neatness and accuracy.
3. Teamwork:
Establish and maintain effective working relationship with others.
Shares information and resources with others
Follows instructions of supervisor and respond to requests from others in the te
am in a helpful manner.
Contributing work and effort to group performance to meet agreed upon objectives
and achieve team success
4. Job knowledge
Application of appropriate level of technical and procedural knowledge in specif
ic field
Degree of technical competence
Understanding of job procedures, methods, facts and information related to assig
nments.
Perform duties with minimal supervision but seek guidance where and when appropr
iate to the job, consults the appropriate staff
5. Initiative
Consider the extent to which the employee sets own constructive work practice an
d recommends and creates own procedures.
Self-starter, develop and implement new methods, procedures, solutions, concepts
, designs and/or applications of existing designs or procedures.
Accepts additional challenges and responsibilities and willingly assist others,
self-reliant.
Completes assignment on time.
6. Interpersonal relations
Consider the extent to which the employee is cooperative, considerate, and tactf
ul in dealing with supervisors, subordinates, peers, faculty, students and other
s.
7. Health and safety compliance
The degree to which he or she complies with or over sees the compliance with uni
versity safety rules.
The following are also to be completed for supervisory personnel and members of
the administrative staff.
8. Communications abilities
Performance appraisal of communications include elements as:
Ability to listen and understand information;
Presents information in a clear and concise manner.
Knows appropriate way of communicating with immediate superiors and the manageme
nt
Demonstrates respect for all individuals in all forms of communication
Regardless of their background or culture;
9. Planning and organizing :
Adapting to changes and using resources effectively;
 Maintains confidentiality as appropriate.
Setting objectives, establishing priorities, developing plans ;
Arranging work schedules and prioritizing work to meet deadlines.
Know when to ask for clarification before proceeding on a work project.
10. Problem analysis and decision making
Anticipating problems and facilitate problem resolution.
Willingness to make necessary and immediate decisions given incomplete informati
on.
Understanding practical and workable solutions.
Recognizing when a decision is necessary, asking for input, making decisions and
providing information and feedback in a timely manner.
11. Staff development
The extent to which the individual provides guidance and opportunities to his or
her staff for their development and advancement in the university.
12. Dependability
Performance appraisal of dependability include elements as:
Starts work at appropriate time.
Respects time allowed for breaks and lunch.
Follows policies for requesting and reporting time off.
Helps ensure work duties are covered when absent.
Consider the extent to which the employee completes assignments on time and carr
ies out instructions.
Employee s presence can be relied upon for planning purposes.
Attendance and punctuality meets supervisor s requirements.
Related documents
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Best performance appraisal resources
1. Employee Performance Appraisals Forms. Benefits of this ebook include: Make y
our fair help good & make your good help great; Improve efficiency; Save hours upon
hours of time; Get what you want out of every hourly dollar you pay your employe
es! Even your best employees need to know they are appreciated; Impress your bos
s or, if you are the boss, motivate your staff by giving them the feedback they
NEED to be a better employee etc
2. Phrases For Performance Appraisals. Benefits of this ebook include: A collect
ion of hundreds of ready-to-use impactful appraisal comments and phrases; Phrase
s to highlight your key strengths and achievements; Phrases to downplay your wea
knesses to soften the impact on your overall performance; A comprehensive list o
f phrases covering most of the categories of KPIs used by many companies; Guideb
ook provided in Microsoft Word softcopy for your easy copy, paste and modify in
your appraisal form; Guidebook provided in Microsoft Excel spreadsheet so that y
ou can use it also for your employees appraisals and easy moderation! etc
3. Employee Performance Review: Tips, Templates & Tactics. Contents of this ebo
ok include: Probation policies and templates, performance review tips, performan
ce appraisal tips; Performance review tips, performance appraisal tips performan
ce review policies and templates; Performance review tips, performance appraisal
tips learning & development policies and templates; Performance review tips, pe
rformance appraisal tipspoor work performance policies and templates etc
Introduction: Performance Appraisal is an integral part of Human Resource Manage
ment. And HRM deals with personnel i.e. people. people is the most important and v
aluable resource that every organization or institution has in the form of its e
mployees. Dynamic people can build dynamic organization. Effective employees can
contribute to the effective of the organization.
HRM has multiple goals, which includes employee s competency development, employee
s motivation development and organizational development. Employees require a var
iety of competencies, knowledge, attitude skills in technical areas, managerial
areas, behavioral and human relations areas and conceptual areas to perform diff
erent tasks or functions required by their jobs.
HRM aim at constantly assessing the competency requirements of different individ
uals to perform the jobs assigned to them, effectively and provide opportunities
for developing these competencies. As HRM deals with humans it is necessary to
keep a check on their performance after a regular interval of time given jobs, i
t is necessary to corrective actions them or there is need to appraisal their pe
rformance. The process appraising for doing their work effectively is than known
as performance appraisal system. The system is defined clearly in this report.
The objectives of the project are:
1) The main objectives of the study are the throw the light on the different pol
icies/ techniques of the performances Appraisal system of the LG Company.
2) To show the implementation of the appraisal methods used to get the informati
on about the performance.
Number of Pages of Project Report: 97
Package Includes: Synopsis/ Project Proposal +Project Report
Project Format: Document (.doc)
Table of Contents of Project Report:
1. Introduction to the Industry
- Characteristics of the Indian consumer durable market
- Colour Television A Preview to the Industry
- Major Players
- Currently the four major players in the market
- AIR CONDITIONERS: A PREVIEW TO THE INDUSTRY
- Market shares in the 165,000 units market (Retail)
- White Goods (Refrigerator & Washing Machine): A Preview of the Industry
- Washing Machines
- Major contenders
- Competitors: BPL, Videocon, IFB, Amtrex Hitachi, Electrolux
- Product
2. Introduction to the Company
- LG Electronic India ltd.
- LG S VISION
- Objectives
- HRM POLICIES
- Code of Conduct
- LG EMPLOYEE ADVANCEMENT PROGRAMME
- LG IN INDIA-ACHIVEMENTS
- Organization Structure
- THE APPRAISAL PROCESS
- Performance Appraisal System
- Objective of Performance Appraisal
- The Uses of Performance Appraisal Information
-- Performance feed back
-- Employee training and development
-- Promotion, transfer and layout decisions
-- The Benefits Derived By the Management
-- Performance Criteria What Should Be Evaluated
- Rating Scales
- Ranking System
- Paired Comparison Technique
- Concepts and issues of performance appraisal
- Objectives of performance appraisal
- Importance of Performance Appraisal
- Functions of Performance Appraisal
- The Appraisal Interview
- Appraisal Methods
- Essay Appraisal
- Critical incident appraisal
- Checklist
- Graphic Rating Scale
- Forced Choice
- Behaviorally Anchored Rating Scales (Bars)
- Group Order Raking
- Individual Ranking
- Paired Comparison
- Objectives
- PERFORMANCE APPRAISAL SYSTEM: A Study of LG Electronic India Ltd.
- Top-level managers
- Middle level managers
- Front line supervisors
- 360-Degree Feedback Programs
- Guidelines for the effective performance feedback
- Graphic Rating Scale
3. RESEARCH METHODOLOGY
a. Title Justification
b. Objective
c. Scope of the Study
d. Significance of the Study
e. Research Design
f. Sampling Methodology
g. Limitation
4. Facts & Finding
5. Data Analysis and Interpretation
6. Recommendations
7. Conclusion
8. Bibliography
9. Annexure
- Questionnaire
4. Facts & Findings
5. Data Analysis and Interpretation
6. Recommendation
7. Conclusion
8. Bibliography
9. Annexure
a. Questionnaire
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