Definitions Of Performance Appraisal

Introduction. An organizational goals can be attained only when people put their greatest efforts. So the organization has to ascertain whether an employee has contributed his or her best performance. Performance appraisal is an objective assessment of an individual’s performance against well-defined benchmarks. The other terms used for performance appraisal are: performance rating, employee assessment, employee performance review, personnel appraisal, performance evaluation, employee evaluation and merit rating. The performance being measured against such factors as job knowledge, quality and quantity of output , initiative, leadership abilities, supervision, dependability, co-operation, judgement, versatility, health, and the like. Assessment

Organisation used performance management to drive behaviours from the employees to get target outcomes. In fact, it worked well for certain employees who were solely driven by financial rewards. In earlier days the development of people skill and knowledge and the determination of pay was very difficult. This became apparent in the 1980s and more comprehensive approach was needed to manage reward performance. This performance managing approach was developed by United Kingdom(UK) and United States(US) much earlier than it was developed in Australia. In recent days, after the introduction of human resource management, it has very formalised and specialised.

Performance management Performance management as a process by which the company manages its performance in line with its corporate and functional strategies and objectives. Performance management refers to the entire process of appraising performances, giving feedback to employees, and offering rewards or punishments to them.

According to Armstrong and Baron (1998), Performance Management is both a strategic and an integrated approach to delivering successful results in organizations by improving the performance and developing the capabilities of teams and

To assess the training and development needs of employees.

4. To decide upon a pay raise where regular pay scales have not been fixed.

5. To improve better communication between superior and subordinates

OBJECTIVES

1. To study the performance management system followed by Automobile Industries.

2. To measure the effectiveness of performance appraisal conducted by the automobile organizations.

3. To measure the satisfaction level of the employee has with to the existing method of performance appraisal of the organization.

4. To study about the satisfaction level of communication of feedback by the appraiser to appraise.

LIMITATIONS

1. The study is anxious within the Automobile Industries around Chennai region.

2. The sample size is limited to 50 respondents.

3. Some of the employees showed unwillingness to fill up the questionnaire, as they are scared to offer harmful aspects in contrast to management

RESEARCH METHODOLOGY DESIGN OF STUDY: Research methodology is a way to solve the research problem scientifically it may be understood as a science of studying how search is done systematically study. We study the various steps that all generally take on by a researcher in studying the problem and the logic behind