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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