Performance Appraisal: A Study Of Performance And Motivation And Performance

1.1 Introduction:
A performance appraisal is a systematic and periodic process that assesses an individual employee’s job performance and productivity in relation to certain pre-established criteria and organizational objectives. Other aspects of individual employees are considered as well, such as organizational citizenship behaviour, accomplishments, potential for future improvement, strengths and weaknesses, etc.
To collect PA data, there are three main methods: objective production, personnel, and judgmental evaluation. Judgmental evaluations are the most commonly used with a large variety of evaluation methods Historically, PA has been conducted annually (long-cycle appraisals); however, many companies are moving towards shorter

In the 1950s in the United States, the potential usefulness of appraisal as tool for motivation and development was gradually recognized. The general model of performance appraisal, as it is known today, began from that time. Modern Performance Appraisal Performance appraisal may be defined as a structured formal interaction between a subordinate and supervisor, that usually takes the form of a periodic interview (annual or semi-annual), in which the work performance of the subordinate is examined and discussed, with a view to identifying weaknesses and strengths as well as opportunities for improvement and skills development. In many organizations - but not all - appraisal results are used, either directly or indirectly, to help determine reward outcomes. That is, the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses. By the same token, appraisal results are used to identify the poorer performers who may require some form of counselling, or in extreme cases, demotion, dismissal or decreases in

To study performances appraisal system. 2. To understand and evaluate performances appraisal mechanism in operation. 3. To evaluate the effectiveness and satisfaction level of the students towards performances appraisal system.

1.5 HYPOTHESIS: H0: There is no significant relationship between performances appraisal on students. H1: There is a significant relationship between Performances Appraisal on students.

1.6 RESEARCH METHODOLOGY

Sources of data: The study is conducted in Bangalore and primary and secondary data is used. The data has been collected through survey. Data collected in the form of primary data are through: use of questionnaire. The secondary data was collected directly from the information website, books, newspapers, magazines, Internet.

Sampling technique: The sample is selected by convenience sampling. The primary data is collected through Questionnaires.

Sampling unit: The sample of respondents are selected age group of 20 to 40 above. Who are presently pursuing their SSLC, HSC, Diploma, Graduate and Post Graduate.

Plan of