Few issues in management stir up more controversy than performance appraisal. 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, and promotions.
By the same token, appraisal results are used to identify the poorer performers who may require some form of counseling, or in extreme cases, demotion, dismissal or decreases in pay.
Whether this is an appropriate use of performance appraisal - the assignment and justification of rewards and penalties - is a very uncertain and contentious matter.
In this project we will deal with some basics on performance appraisal and then study in detail an MBO method used by a manufacturing giant in India, its merits and demerits etc. We have combines our expertise, the general & technical knowledge of Melvin and the HR knowledge of Tushar. Hope the report makes a good knowledgeable read!
(NMIMS PTMBA HR, Roll. no 15)
Mathias Melvin Charles
Asst. Manager (Manufacturing)
Mahindra & Mahindra Ltd.
(NMIMS PTMBA HR, Roll. no 24)
Index of contents
|Sr.no |Topic |Page no |
| | | |
|1. |Introduction to Performance Appraisal |4 |
|2. |Performance Appraisal Objectives |8 |
|3. |Uses of Performance Appraisal...