35.conclusion And Suggestion 4j234z

Conclusion And Suggestions The analysis and interpretation of data on study of performance appraisal and its effectiveness in an organization led to the following conclusions: 

The process of performance appraisal followed IFB at the supervisory level to say not good but of satisfactory level. The employees do not rate it very good.

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The appraisal outcome has to be used frequently for the purpose of reward on performing well together with the on the performance. Also when performance goes down employee has to be given and motivated to do better.

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 Performance : The performance sessions should be improved which would results in increasing employee motivation to improve performance. The following could be incorporated:Pin point the problem behaviors and make sure the employee is aware of it .

 Make sure the employee understands the consequences of the problem behaviors. Get employee's commitment to change and make sure he cares about the change .

 In the organisation,performance Appraisal is done on an annual basis which shoud be done quarterly to make it more effective.  Assistance should be provided to improve poor performance.A realistic plan appropriate to be adopted for the above and a time-frame to be set for improvement.

To make sure to review performance time to time The other change which has to be incorporated at the supervisor and the level above are: • These should be listing down of task undertaken during the last one year and the result achieved. • •

In some areas of performance there should be self appraisal and more and more counseling so that employee improve upon weak area and understand what is expected of him/her at the organization level.

Based on the above an open appraisal system is suggested •

In an open appraisal the employee would come together to set the targets, to understand the mutual expectations and to be provided by the appraiser to the employee for achieving mutually accepted goals/targets. Through this process of setting targets the interpersonal relationship between the appraiser and the employee would improve.

The open appraisal system reduces the whims and fancies of the appraiser. It promotes result-orientation as it is based on performance rather than on personality based appraisal.