research paper on performance management system pdf

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A RESEARCH PAPER ON “STUDY OF EMPLOYEE’S PERFORMANCE MANAGEMENT SYSTEM”

Managing human resources in today's dynamic environment is becoming more and more complex as well as important. Recognition of people as a valuable resource in the organization has led to increases trends in Employee maintenance, job security, etc. Research deals with "Performance Appraisal" as carried out in LARSEN AND TOUBRO (EWAC ALLOYS LIMITED). In this report, I have studied & evaluated the performance appraisal process as it is carried out in the company. The first section of paper deals with a detailed company profile. It includes the company's history, its activities and operations, organizational structure, etc. This section attempts to give detailed information about the company and the nature of its functioning. The second section deals of researchwith performance appraisal. In this section, I have given a brief conceptual explanation of performance appraisal. It contains the definition, process and significance of performance appraisal. In the third section of my research, I have conducted a research study to evaluate the performance management system L & T (EW AC). This section also contains my findings, conclusions, suggestions and feedback. Keywords: Performance, appraisal, year, training, development, senior, Superior, Subordinate

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Euro Asia International Journals

In this dynamic and ever exponentially changing global market, nothing can be measured with accuracy because business world made market attributes volatile. In the complex business world, human beings are the most valuable assets. Human resources attitude is also volatile as subjected to many experiences and situations. In such scenario, one needs to measure how Human Resources perform for the purpose of reward, assessment and knowledge. The tools & techniques innovated for measuring human productivity and performance with respect to the required capability, intellect and experience is under an umbrella named Performance Appraisal System. No single Performance Appraisal system can assure the reliability of its results. PAS can only be performed as impartial as possible by choosing the best fit method out of trending ones. Performance appraisal process is a continuous process to monitor the actual performance of the employee i,e the work done by the employees throughout the year. In this stage careful selection of the appropriate techniques of measurement such as personal observation, statistical reports, and written reports for measuring the performance is needed. This paper attempts to explain PAS followed in Indian IT companies.

Dr Yashpal D Netragaonkar

E S POLICY EHS policy is "Environmental Health and Safety Policy". Environment: The word „Environment‟ is most commonly used describing “natural environment”. In other words, Environment is sum total of water, air & land inter-relationships amongthemselves & also with the human being, other living organism & property.Health: According to WHO, “Health is a state of complete physical, mental & social well-being & not merely the absence of disease or infirmity”. Safety: Safety can be defined as “The condition of being protected against physical, social, spiritual, emotional or other types of consequences of error, accidents, harm or any other events which could be considered as non-desirable”. Policy: Policy is generally defined as a “procedure or protocol developed & adopted to achieve rational outcomes”. It can also be described as principle or rule. Policy can be considered as a “Statement of Intent” or a “Commitment”. Thus, EHS Policy is any course of action deliberately taken to manage human activities with aview to prevent, reduce, or mitigate harmful effects on nature and natural resources, and ensuring that man-made changes to the environment do not have harmful effects on humans. 1. EHS policy is applicable to all sectors. Every industry or firm should have EHS policy, as it isa commitment of conserving the environment. 2. Environments, Health & Safety are the 3 surrounding phases of an individual. 3. Previously, the concept of Health & Safety existed, but with a view to increasing effects of business processes on the environment, Environment entity was added to „HS‟ forming „EHS‟.4. Employer employees the people in the organization. Thus, it is the responsibility of the organization to look after the health & safety of the employees. 5. The organization is not only responsible for employee's safety but also for maintaining the balance of the environment. 6. Thus EHS policy is designed to carry out the functions of the organization smoothly, by creating awareness among the employees. Keywords: cEHS‚ Administration‚ Policy‚ Manual‚ Health‚ Insurance‚ Care‚ Safety‚ Legal‚ Norms,Illegal‚Overtime‚Environmentalsafety

“ To Study the Effectiveness of Employees Training & Development Program ”. The prime objective of research is to study the changes in skill , attitude, knowledge, behavior of Employees after Training program. It also studies the effectiveness of Training on both Individual and Organizational levels. Due to this research we are able to absorb current trends related to whole academic knowledge a nd its practical use. Such research is exposed us to set familiar with professional environment, working culture, behavior, oral communication & manners. Since the training is a result oriented process and a lot of time and expenditure, it is necessary tha t the training program should be designed with a great care. For evaluating effectiveness if training a questionnaire has to be carefully prepared for participants in order to receive feedback.

anchal sharma

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IOSR Journals

Performance appraisal (P.A) is being seen as an important tool in performance management of teachers and educators all over the World. In Kenya, even though the Teachers Service Commission (TSC) has introduced performance appraisal in public primary schools, its uptake by teachers' seems sluggish. Studies indicate that P.A can be effective and efficient only if it is properly applied and owned by teachers (appraisees). This study sought to establish the compliance status of performance appraisal in public primary schools in Gilgil Sub-County in Kenya. The study found that school's compliance status with Teacher Performance Appraisal and Development (TPAD) Programme is fairly and positively correlated with performance appraisal and performance appraisal feedback, and is strongly and positively correlated with performance appraisal evaluation.

Indus Foundation International Journals UGC Approved

In manufacturing setups , the role of blue-collar employees increases manifold as they are the main drivers of production and quality. This brings the concept of managing the performance of blue-collar employees. Companies have over the years evolved to a robust performance management system (PMS) for white collar employees but performance management of blue-collar employees is still not evolved. Effective PMS in an organisation will encourage the employees to perform better, which in turn will result in improving the performance of an organisation. The purpose of the paper is to review previous studies in order to gain the understanding that how the performance of blue-collar employees in a manufacturing organization is measured. The paper also attempts to propose a model in terms of linkage of PMS with employee engagement and organisational growth. The results of the study indicate that PMS is used in capturing development inputs for blue-collar employees and the role of supervisors is very critical in this context. The fruits of performance management are employee engagement and organisational growth. The various tools which are used as PMS are balanced scorecard (BSC), workmen engagement scores (WES) and skill mapping scores.

Ume Sumayya

The main purpose of this study is to identify the best approach towards Performance Appraisal system, which leads towards achieving organizational and employees’ goals on time. To increase the effectiveness of an organization a best appraisal system should be implemented by the organization. The current performance appraisal literature is characterized by limitations in focus and methodology, and to link towards computer based performance appraisals. This study examined performance appraisal in two directions (manual with computer based). A firm’s key responsibility is to evaluate employee’s performance as it provides employees complete feedback on his performance. The system helps to determine many factors such as promotion, transfer, bonuses, pay raises and most commonly improvement in communication system between employee and supervisor. Through this employees performance appraisal is documented giving him clear picture about his career goals. Overall it explains about the employee performance and the accountability. The objective of this study is to determine different determinants of software based performance appraisal system in evaluating employees at workplace in telecommunication industry. Whether web based system is more effective for the organizational growth and in productivity or manual based system. Now if we try to find out the solution of the problem and any of the evaluation cut short in term of cost then the work also will reduce. The result concluded shows software based appraisal system can be termed as being simple, but the simpler software based system is really successful in long run for organization as well as employees. Key words: performance appraisal, software based system, organizational growth, accountability

IAEME Publication

Managing human resources in today's dynamic environment is becoming more and more critical as they constitute very important resource. Among all the resources in the Organization, Human Resources / People are crucial. Identifying, Developing, Assessing, Recognizing and utilizing is all HRM and the duties of Human Resource Department. A success of an Organization depends on how well you take care of internal customer's i.e workforce and focusing on their continuing performance improvement which fulfils all interests personally and professionally. At the same time, Organization aims at improving the performance of its people by rigorous development programs which in turn improve the Organization performance. In short Performance management is the buzz word and today saying is as you Perform or Perish. In this context understanding the concept of Employee Perception about Performance Management Systems in It Industry & its literature review and the gaps that shall be useful for researchers for future research are paramount importance .The article focuses on the IT industry as this is second biggest Industry in India with high manpower.

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