Impact of Performance Appraisal System on Employee

Impact of deed Appraisal System on EmployeeResearch BackgroundThe proposal for this seek is regarding investigating the collision of quick exercise judgment on the development of employees transcription in LT. all(prenominal) go with follows a regularity of procedure military rank. Performance judgement run and evaluation is conducted with an aim to understand the take aim to which the employees of the beau monde have reachd their targets. Performance approximation is a periodical emergence whereby the supervisor observes his subordinate and reports his conclusions regarding the act level at the end of each period.The superiors retrospect and make it a point that the employees are judged suitably. There are various courses of cognitive process approximation manner. Companies follow various kinds of appraisal methods like 360 degree feedback system, MBO, BARS, Critical relative incidence methods and so forth Performance appraisal in every sense caters to the societys private-enterprise(a) advantage. The performance evaluation system serve ups the keep company retain its efficient employees help the company to find out the areas were training consumes to be offerd the company tummy in addition ensure that a ordinary value system if followed. Thus aiding in complete development of the employees.Performance evaluation mathematical routine exit help the employees do an evaluation of themselves and work for improvements if any. This pass on finally lead to the development of the organization (Bratton and Gold, 1994).Thus every company tries to investigate the level to which its employees have achieved their targets and if not what are the measures to be taken for their performance improvement. LT follows the MBO pretending of performance appraisal in the company. MBO means concern by objectives, in this kind of an appraisal functioning the superior and employee agree upon certain objectives. These objectives will be based on the overall target of the company.In this kind of an appraisal process the employees know beforehand as to what they need to achieve in the forkicular period of m. In LT since they follow this method the employees are aware of what is expected of them. In order bring specificity and quality to the process they performed the evaluation process based on SMART, which expands as specific, measurable, attainable, realistic and time linked.Larsen Toubro- Company DescriptionLT is one of the largest social organization companies in India. ECC is the engine room pull and Contracts Division which is a reputed construction division of LT which has to its credit somewhat of the monumental and modern buildings and constructions in India. The company not merely does the construction of buildings but alike industrial structures, Flyovers and many much opposite big construction works in India and abroad.The company carries out various projects that utilization soaring end technology and expertise. The company has various divisions around the unpolished i.e. al around 7 offices regionally and nearly 250 work sites. Apart from Construction LT has various other businesses also, like the LT Infotech and insurance. Under ECC division the company has various strategic business units like the transportation infrastructure, Industrial projects and utilities, buildings and factories etc.The company employs a large number of people at coach-and-fourial and non managerial level. Thus the company needs to have a well(p) defined performance appraisal system. The company thus follows MBO method to evaluate it employees. The company has a well defined Human Resource indemnity and system which enables the employees to work efficiently and effectively.Rationale for the inquiry subjectThe egress Investigating the impact of existing performance appraisal system on employee development of Larsen Toubro, ECC division was chosen with an aim to identify the performance appr aisal process followed in one of the largest construction companies in India.The research would help in analyzing the various performance appraisal problems in company like biasing etc.The check will also lead to analyzing the intensity level of the performance appraisal process in identifying and bringing out the onus competencies and role clarity in the employee.The research is meant to finally give recommendations and insights for the onward motion of the performance evaluation in the company.Literature ReviewArmstrong in 2006 proposed that performance appraisal can be considered as an instrument to measure and give the technical skills and knowledge of employees in a better way as well as to equip them for facing the future challenges and goals. Performance appraisal can also be regarded as a method to pay back feedback about the performance effectiveness of employees in an organization (SzilagyiWallace 1990). A review conducted by the CIPD (Chartered Institute of Personn el and Development) revealed that in the year 2005 almost 65% of organizations conducted annual appraisal for their employees. The companies which conducted appraisal twice a year accounted to 27%. From this it becomes clear that almost all organizations in the world now see the importance of appraisal system.Employees are considered as valuable assets by evidence day organizations since the scarcity of skilled labor is high. Companies try all shipway to retain their skilled employees and an effective performance appraisal system helps to oblige track on the KSA (Knowledge, Skills and Abilities) of employees (Amstrong and Baron, 2004). The companies now recognize the fact that only high performing employees could help it to achieve it short-term and long-term objectives (Michlitsch ,2000).Edmonstone in 1996 state that there exists many purposes for performance appraisal. This may include improving the chat amongst the superiors and employees with the help of feedback mechanis m. This way it helps in building the rapport between the members of organization. Another purpose is that it helps to find out whether the employee lacks any skills and identify areas where he/she needs training. The standards kept for performance by the companies helps to identify those employees who need to be appraised and those who should be demoted.Public and private sector companies follow polar methods of appraisal that suits their organization structure. But Boice Kleiner (1997) proposed that all successful appraisal methods have identical characteristics. But its difficult to measure performance in certain organizations and they demonstrate the difficulty of implementing an effective performance appraisal method. Marsden in 1999 explained that any appraisal system that cannot constantly measure job performance of employees cannot be regarded as effective.There are several methods of appraisal followed by organizations. The most common methods include 360 degree feedback , Behaviorally Anchored Rating Scale (BARS), Management by Objectives (MBO), balance S pump Card etc (Bohlander Snell 1998)The importance of intercourse in performance appraisal system was explained by OReilly and Anderson, (2006). They said that there should be an open communication between the employee and the superior. More they interact better would be the appraisal system. The manager could explain about the actual performance of employee and the expected performance. The method followed by LT is also based on communication.Appraisal method in LT, ChennaiLarsen Toubro has take the method of MBO (Management by Objectives). This method was first introduced by Peter Drucker in 1954. In this method, the superior and subordinate conducts a equaliseing in which they jointly sets the objectives of the employee for the next appraisal period (Bohlander Snell 1998). The employee performance is evaluated on the basis on these pre-determined objectives. These objectives will be usua lly amount of sales, quantity of production etc. The organisational objectives are attained in this method with the help of a cyclical process. In this the steering initially sets the objectives of organization followed by departmental objectives and finally individual goals. on the whole these goals will be interconnected in such a way that fulfilling one of them will positively continue the other.Caroll and Tosi explained that MBO must fit into the philosophical framework of an organization. This is due to the reason that the counsel attitude and MBO must go hand in hand. Merely tolerant support to MBO th rasping with(predicate) words is not sufficient. Lussier in 2008 explained about the accomplishable reasons for the failure of MBO. A major reason behind the failure of MBO method is many companies is absence of commitment and follow-up from the management. Another reason is that management fails to convince employees that they are also an integral part of the decision re servation process. Employees feel that all major decisions and goal-setting have been make by the management without consulting them. When this happens, the employees will be less committed to work for the management and meet the objectives. The autonomous and dynamic involvement of employees can be considered as the most significant contribution of MBO to the communication mechanism within the company (Roodman Roodman 1973).Singla (2009) has explained the features of MBO method.All the activities included in this method are aimed at achieving the goals.The individual, departmental and organizational objectives are interconnected.Organization is considered as a dynamic entity in this method.MBO compares the resources gettable with objectives and makes the best match.This method is rather a philosophy or estimation than a technique.MBO empha sizes on performance review and appraisal.The employees are wedded more autonomy in this method.Outcomes are given more weightage than the job.These features make the method of MBO unique from other methods of performance appraisal.Research QuestionOne of the applicable questions that can be put forward in this context would be what is the impact of performance appraisal system on employee development? accredited other kinds of questions that can be asked as per the topic are the avocationDoes the appraisal system aid in the performance improvement of the employee through proper training methods?Does the appraisal process bring about a positive relationship between the employees and the superiors?Is the appraisal process (MBO) followed in the company effective in utilizing the employs core competences for the betterment of the organization?Does the appraisal process clearly define the roles of the employees?Research ObjectivesGeneral objectiveTo investigate the impact of existing performance appraisal system onemployee development.Specific objectivesTo plain the effect of performance appraisal system on employeepote ntial with valuate to core competency.To evaluate the issues cerebrate to the performance appraisal process in the company.Methodology7.1 Research cast design adoptedThe research design includes the whole process of selective information analysis and ascertain. This study follows a symptomatic research design where in the investigator identifies a problem related to the topic in the company. After diagnosing the problem the investigator goes on for an evaluation and ultimately finds a solution for the problem. The research design involves data collection through various means, after which the collected data is analyzed. The analysis will lead to giving solutions to the problem. The solutions obtained are recorded in the research as the terminus of the study.7.2 info Collection Methods(a) take in methodsSample is taken from the population of employees in LT ECC. The sampling method that can be followed in this research work is simple random sampling. In this kind of luck sampling every person in the population has an equal meet of being chosen for the study. The employees who are involved in the performance evaluation process are taken for the study.(b) Size of the sampleThe sample size chosen for the study will be 100. The data collection is done with the help of these 100 individuals chosen through simple random sampling.(c) Sampling TechniqueSampling technique is the means by which the researcher chooses his respondents. both research or study has a planned sampling process wherein the researcher clearly identifies the sample individuals for his study. The samples chosen depend upon the topic of the study because the respondents play a crucial role in formulating a result for the topic as they are asked to respond to the researchers questions through questionnaires etc. In this research the respondents will include both the managerial level employees and also the non managerial employees, as both the groups are involved in performance appraisal process.QuestionnaireQuestionnaire is a structured form of data collection use in any research. The researcher includes all the important questions regarding the topic in the questionnaire. The respondents chosen using the sampling method are identified and given the questionnaire for response. The respondents will respond to the questions in the questionnaire which will help the researcher garner an idea about the problems in the company. In this research at LT the researcher will be including questions related to the performance appraisal process and issues in the company, also the questions regarding employee development. The researcher can use this data for the purpose of conscription results for the problems identified.InterviewThe researcher may at times find it liable(p) to collect data by interviewing the respondent. In such situations interview will be more useful compared to questionnaire. In case of this study the researcher can ask direct questions related to the per formance appraisal method followed in the company. Interview method will give more dead answers as the interviewer can ask many questions on performance appraisal and also employee development compared to the questionnaire. The interviewer can ask questions related to the particular core competency of the employee. Interview can also include many pinch questions as to what changes the employees would like to have in the process followed in the company. telephonic interview can be done in this research.Data epitomeA research cannot be concluded with the help of a rough data. For a researcher to obtain the right kind of result for his study the researcher needs to formulate a method to analyze the data in the most suitable way. Thus data analysis part of the research is essential in the sense that it converts the raw data into a form that can be well understood. Data analysis in this study is done using SPSS which is a tool for data management. Data analysis refers to that stage in research process in which different statistical techniques are applied. One should have a clear understand of statistical thinking behind a data analysing technique in order to explain it in detail (Ader, Mellenberg Hand(2008).Resource RequirementsThe resources for the study need to be obtained from the library and also the internet. The relevant information on the topic can be collected using primary and secondary means. Resources of other forms include printed materials like magazines of the company and also other reports and journals, websites are also an important means or source of data collection. The researcher can obtain primary data by means of structured questionnaires and telephonic interviews. These resources will help the researcher in his research as they provide the base for the researcher to work upon.