Abstrait

Performance Management & Appraisal System in an Organization

Bharthvajan R

The Performance Management in an Organization is based certain approaches like 360 degree feedback, balanced scorecard, rankings, standards of other performance, rating scales and the problem appears from time to time. While they are working satisfactorily, there are chances to fail drastically in practice. It is very difficult to measure the expectancy that employees, managers and Organizations like to give for them. It is the implementation of methodology given, well accompanied and managed by effective and result oriented training as to how it should be utilized to solve the unlimited problems. It is very clear that Organizations even expect and encourage their managers to interact informally with their peer groups, employees about their performance on ongoing basis. In a normal distribution, 10 percent will be natural capacity to discuss about their performance with the peer group very effectively but rest 90 percent will give their feedback and discussion will only remain as task which is found easier said than doing. Besides, negative consequences on the problems of this nature on productivity of an Organization, costs on the low morale and demotivation will be on higher side. But perception and some questions raises on the ethics and moral of an Organizations' commitment and responsibility in developing its employees. . It is very essential that the Managers and employees should inter act each other and come to the crux of the problem and solve the problem like communication skills, interaction about the performance, appreciating and motivating each other so that the process cannot be stopped before it begins. This study explored on primary and secondary data adopting Convenient and Random sampling method using several different ways depending on the organization's vision for improving performance-related information and communication