Monday, 19 June 2017

TITLE - CRITICAL STUDY OF EMPLOYEE TRAINING AND PERFORMANCE APPRAISAL SYSTEM AT M/S MSC SHIP MANAGEMENT (SUBJECT AREA: HR)

TITLE - CRITICAL STUDY OF EMPLOYEE TRAINING AND PERFORMANCE APPRAISAL SYSTEM AT M/S MSC SHIP MANAGEMENT
(SUBJECT AREA: HR)




























1.1 Introduction, Importance and Significance of the Study
Appraisals regularly record an assessment of an employee's performance, potential and development needs. The appraisal is an opportunity to take an overall view of work content, loads and volume, to look back on what has been achieved during the reporting period and agrees objectives for the next. Appraisals can help to improve employees’ job performance by identifying strengths and weaknesses and determining how their strengths can be best utilised within the organisation and weaknesses overcome. They can help to reveal problems which may be restricting employees’ progress and causing inefficient work practices.
Some employers may talk to their employees regularly about their problems and performance at work and may not there foresee the need for a formal appraisal system. Regular dialogue between managers and their staff about work performance should, of course, been encouraged.  However, in the absence of a formal appraisal scheme, much will depend on the attitude of individual managers. Some will give regular feedback on their employees' performance and potential while others will neglect this responsibility. An appraisal system can develop a greater degree of consistency by ensuring that managers and employees meet formally and regularly to discuss performance and potential. Experience shows this can encourage better performance from employees.
Appraisals can also provide information for human resource planning to assist succession planning and to determine the suitability of employees for promotion, for particular types of employment and training. In addition they can improve communications by giving employees an opportunity to talk about their ideas and expectations and to be told how they are progressing. These processes can also improve the quality of working life by increasing mutual understanding between managers and employees.

For appraisal schemes to work effectively it is necessary to:

    Make sure that senior managers are fully committed to the idea of appraisals
    Consult with managers, employees and trade union representatives about the design and implementation of appraisals before they are introduced
    Monitor schemes regularly
    Give appraisers’ adequate training to enable them to make fair and objective assessments and to carry out effective appraisal interviews
    Keep the scheme as simple and straight forward as possible.


1.2 Designing the appraisal system
It is essential to have written records of the appraisal to provide a feedback to employees and to allow more senior managers to monitor the effectiveness of appraisals. The job description helps to focus attention on the employee's performance at work and to avoid assessing character.
Some appraisal techniques:
Rating- A number of employee characteristic s are rate do scale which  may range  from 'outstanding' to 'unacceptable'
Comparison with objectives- Employees and their managers agree objectives. The appraisal is based on how far these objectives have been met.
Critical incidents- The appraiser records incidents of employees' positive and negative behaviour during a given period
Narrative report-The appraiser describes the individual's work performance in his or her own words
Behaviourally Anchored Rating Scales- A group of rating scales is developed which is custom made for each job
It is important to set up a procedure for employees to appeal against their assessment.
1.3 Rationale of the study
Smaller companies can certainly benefit from having appropriate appraisal systems. Indeed, the task of appraising employees is usually easier because managers are more likely to know each employee well. It is important however that the appraisal system is designed to meet the particular needs of the smaller company and is not over elaborate. An appraisal system does not need to generate a lot of paper to be effective; on the contrary the most effective systems are often the simplest. No organisation, whether large or small, should contemplate the introduction of a formal appraisal system unless it is fully committed to its success and clear about its objectives.
 A scheme will involve the investment of time and money. Managers will need to be trained to carry out appraisal properly; employees will need to be fully and carefully informed about how it will affect them. A badly designed appraisal system operated by untrained and poorly motivated managers, and hastily introduced, will damage relationships and provide no benefits.
1.4 Objectives
The objectives of the study are as follows:
·         To study Performance appraisal system.
·         To understand and evaluate performance appraisal mechanism in operation.
·         To evaluate the effectiveness and satisfaction level of employees towards performance appraisal system.

To read more…….
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