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ABSTRACT
Performance appraisal is a formal, structured system of measuring and evaluating an employee's job related behaviours and outcomes as well as to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in the future. Performance appraisal system is important to any organizational work performance; it determines the organization's success or failure. This paper summarizes the conceptual framework of performance appraisal system and its relationship between Job Satisfaction, Organization Commitment, Organization Citizenship Behavior, Employee Engagement and thus with Productivity.
KEYWORDS: Job Satisfaction, Organization Culture, Organization Citizenship Behavior, Employee Engagement, Productivity.
INTRODUCTION
In many organizations performance appraisal systems are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses, and promotions. We can describe Performance appraisal as a structured formal interaction between a subordinate and supervisor, that usually takes the form of a periodic interview (annual or semiannual), in which the work performance of the subordinate is examined and discussed, with a view to identifying weakness and strengths as well as opportunities for improvement and skills development. The process of performance appraisal helps the employee and the management to know the level of employee's performance compared to the standard/predetermined level. Also it helps to identify the poorer performers who may require some form of counseling, or in the extreme cases, demotion dismissal or decreases in pay.
Performance Appraisal is essential to understand the employee's performance through HRD. In fact, performance appraisal is the basis for HRD. It was viewed that performance appraisal was useful to decade upon employee promotion/transfer, salary determination and the like. But in the recent development, Performance appraisal indicates that the level of desired performance, level of Mrs.E.Deepa actual performance and the gap between these two. This gap should be bridge through human resources development techniques like training, and executive development, etc.
Techniques or Methods of Performance Appraisal System
To collect PA data, there are three main methods:
* Objective Production
* Personnel
* Judgmental Evaluation
Benefits of Performance Appraisal
* Facilitation of communication
* Enhancement of employee focus through promoting trust
* Goal setting and desired performance reinforcement
* Performance improvement
* Determination of training needs
CONCEPTUAL FRAMEWORK
Effect of PAS...