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Performance appraisal of employees in tata motors

But attempting to avoid these pitfalls by doing away with appraisals themselves is like trying to solve the problems of life by committing suicide. Before relating the specific techniques to the goals of performance appraisal stated at the outset of the article, We shall briefly review each, taking them more or less in an order of increasing complexity.

The best-known techniques will be treated most briefly.

Performance Appraisal in Tata Motors Essay Sample

In most selection situations, particularly those involving professional, sales, or managerial positions, essay appraisals from former employers, teachers, or associates carry significant weight. Typically, a graphic scale assesses a person on the quality and quantity of his work is he outstanding, above average, average, or unsatisfactory?

It may also include specific performance items like oral and written communication.

Instead, it is necessary to recognize that comparisons involve an overall subjective judgment to which a host of additional facts and impressions must somehow be added. There is no single form or way to do this.

The best approach appears to be a ranking technique involving pooled judgment.

The two most effective methods are alternation ranking and paired comparison ranking. Ranking of employees from best to worst on a trait or traits is another method for evaluating employees. Since it is usually easier to distinguish between the worst and the best employees than to rank them, an alternation ranking method is most popular. Here subordinates to be rated are listed and the names of those not well enough to rank are crossed. Then on a form as shown below, the employee who is highest on the characteristic being measured and the one who is the lowest are indicated.

Then chose the next highest and the next lowest, alternating between highest and lowest until all the employees to be rated have been ranked. This technique is probably just as accurate as alternation ranking and might be more so.

But with large numbers of employees it becomes extremely time consuming and cumbersome. Both ranking techniques, particularly when combined with multiple rankings i. What about the assessment of future performance or potential?

Tata Motors Performance Management System

How can this kind of prediction be made most validly and most fairly? The feedback is generally used for training and development, rather than for pay increases.

Most 360 Degree Feedback system contains several common features. Appropriate parties — peers, supervisors, subordinates and customers, for instance — complete survey, questionnaires on an individual. Appropriates customer ratings are also included, along with the element of self appraisal.

Once gathered in, the assessment from the various quarters are compared with one another and the results communicated to the manager concerned. Another technique that is useful for coaching purposes is, of course, MBO.

  • Before relating the specific techniques to the goals of performance appraisal stated at the outset of the article, We shall briefly review each, taking them more or less in an order of increasing complexity;
  • Appropriates customer ratings are also included, along with the element of self appraisal;
  • The feedback is generally used for training and development, rather than for pay increases;
  • How can this kind of prediction be made most validly and most fairly?
  • Once gathered in, the assessment from the various quarters are compared with one another and the results communicated to the manager concerned.

If the employee meets or exceeds the set objectives, then he or she has demonstrated an acceptable level of job performance. The guiding principle of the MBO approach is that direct results can be observed easily.

The MBO method recognizes the fact that it is difficult to neatly dissect all the complex and varied elements that go to make up employee performance.

MBO advocates claim that the performance of employees cannot be broken up into so many constituent parts, but to put all the parts together and the performance may be directly observed and measured. Disadvantages This approach can lead to unrealistic expectations about what can and cannot be reasonably accomplished.

Variable objectives may cause employee confusion. It is also possible that fluid objectives may be distorted to disguise or justify failures in performance. Helps in clarifying, defining, redefining priorities and objectives. Motivates the employee through achievement and feedback. Facilitates assessment and agreement of training needs. Helps in identification of personal strengths and weaknesses.

Plays an important role in Personal career and succession planning. Clarifies team roles and facilitates team building. Plays major role in organizational training needs assessment and analysis. Improves understanding and relationship between the employee and the reporting manager and also helps in resolving confusions and misunderstandings.

  1. This framework also tries to assess the performance of an employee objectively.
  2. The feedback is generally used for training and development, rather than for pay increases.
  3. How is the KRA score calculated for an employee on the basis of the targets sets and targets achieved? Ranking of employees from best to worst on a trait or traits is another method for evaluating employees.

Helps in counseling and feedback. The performance of an employee is largely dependent on the KRA score achieved by the employee during that particular year.

Thus, it is necessary to answer a few basic questions i. How is the KRA score calculated for an employee on the basis of the targets sets and targets achieved? An employee is assigned the rating on the basis of the intensity of the behavior displayed by him. This competency framework is a simple and structured way to describe the elements of behaviors required to perform a role effectively. This framework also tries to assess the performance of an employee objectively.

The rating process tries to explain the four different types of rating that an employee can achieve i. It also explains the criteria, which is considered for awarding any of these ratings to the employee.

The promotion and normal distribution guidelines provide the framework within which the performance appraisal process has to work. It is very important that the Performance appraisal of employees in tata motors department pays due attention to these guidelines while preparing the bell curves for various functions and the consolidated bell curve for all the functions.

These guidelines also help in deciding upon the promotion cases in a year.