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Pushpa Verma - One of the best experts on this subject based on the ideXlab platform.
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analyzing the performance appraisal system of a Public Sector Organization in india the case of rajasthan state mines and minerals limited
Social Science Research Network, 2016Co-Authors: Vineet Chouhan, Bibhas Chandra, Shubham Goswami, Pushpa VermaAbstract:Performance appraisal is considered as a management tool which is often used for motivating and effective utilization of human resources. This tool is used for determining compensation, incentives, promotion, tenure, transfers, layoffs and development of potential employees in an Organization. The basic objective of this study is to analyze the need for replacement of traditional Performance Appraisal System (PAS) in Public Sector enterprises by using a case study approach selecting a Public Sector company, the Rajasthan State Mines and Minerals Limited. The study highlights that employees perceive the PAS measures to be objective, accurate and unbiased, and the PAS system to be transparent, performance-based and linked to employee growth opportunities. Also, significant differences have been found in the perception of workers and managers on the given constructs of modified PAS.
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analyzing the performance appraisal system of a Public Sector Organization in india the case of rajasthan state mines and minerals limited
Journal of Management and Research, 2016Co-Authors: Vineet Chouhan, Bibhas Chandra, Shubham Goswami, Pushpa VermaAbstract:IntroductionPerformance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee (Chouhan et al., 2013; and Verma and Chouhan, 2014). It is the systematic evaluation of the individual with respect to his or her performance on the job and his or her potential for development (Jacobs et al., 1980). Performance appraisal is a structured system of measuring and evaluating employee's job-related behaviors and outcomes to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in the future so that the employee, Organization, and society are benefitted (Flippo, 1984). Jacobs et al. (1980) explained performance appraisal as a systematic attempt to distinguish the more efficient workers from the less efficient ones and to discriminate among the strengths and weaknesses an individual has across many job elements. These measurements are normally done by the direct supervisor of the workers and can serve different Organizational purposes (Baron and Armstrong, 1998). Performance Appraisal System (PAS) is used as a measure for increasing the effectiveness of Organizations by improving the performance of the employees and developing the capabilities of teams and individual contributors (Baron and Armstrong, 1998). It also includes all formal procedures used to evaluate personalities, their contribution and potential of group members in a working Organization. It can also be seen as a continuous process to secure the information necessary for making correct and objective decisions on employees (Yoder, 1967).Performance appraisal is a two-way communication process which involves active communication between employees and supervisors about performance (Cleveland et al., 2003). The performance of the employees is evaluated by their supervisors, peers or outside sources like customers and employees themselves. A crucial element of a performance management system is monitoring the area where change is required and which will in turn produce the desired behavior that will produce improved performance (Lemieux-Charles et al., 2003; and Fryer et al., 2009). It is a powerful tool to calibrate, refine and reward the performance of the employee (Briscoe and Claus, 2008). Appraisal may be measured against factors like job knowledge, quality of output, initiative, leadership abilities, supervision dependability, cooperation, judgment, versatility, and health. The purpose of the performance management system is to ensure that the work performed by employees is in accordance with the established objectives of the Organization. Employees should have a clear understanding of the quality and quantity of work expected from them and should also receive information about how effectively they are performing against the expected standard.Continuous appraisal and evaluation of employee is required to improve Organizational performance and increase efficiency and effectiveness. The ability of Organizations to install an effective performance appraisal strategy helps them achieve competitive advantage which is required most in the current competitive era. Appraisal processes are not systematic and regular and often characterized by personal influences caused by Organizations' preoccupation with using confidential appraisal system which delays objectivity and fairness. Usually, Organizations ignore management by objectives, critical incidents to personal prejudices. This is retrogressive as it affects the overall performance of the individual. A more advanced appraisal method, whereby superiors appraise their subordinates and subordinates appraise their superior and the average of the entire appraisal is taken to reach at the final outcome, is to be considered. Post-appraisal counseling, whereby the appraisal consequences are scrutinized to explain the strengths and weaknesses for better future performance, should also be taken up. …
Vineet Chouhan - One of the best experts on this subject based on the ideXlab platform.
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analyzing the performance appraisal system of a Public Sector Organization in india the case of rajasthan state mines and minerals limited
Social Science Research Network, 2016Co-Authors: Vineet Chouhan, Bibhas Chandra, Shubham Goswami, Pushpa VermaAbstract:Performance appraisal is considered as a management tool which is often used for motivating and effective utilization of human resources. This tool is used for determining compensation, incentives, promotion, tenure, transfers, layoffs and development of potential employees in an Organization. The basic objective of this study is to analyze the need for replacement of traditional Performance Appraisal System (PAS) in Public Sector enterprises by using a case study approach selecting a Public Sector company, the Rajasthan State Mines and Minerals Limited. The study highlights that employees perceive the PAS measures to be objective, accurate and unbiased, and the PAS system to be transparent, performance-based and linked to employee growth opportunities. Also, significant differences have been found in the perception of workers and managers on the given constructs of modified PAS.
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analyzing the performance appraisal system of a Public Sector Organization in india the case of rajasthan state mines and minerals limited
Journal of Management and Research, 2016Co-Authors: Vineet Chouhan, Bibhas Chandra, Shubham Goswami, Pushpa VermaAbstract:IntroductionPerformance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee (Chouhan et al., 2013; and Verma and Chouhan, 2014). It is the systematic evaluation of the individual with respect to his or her performance on the job and his or her potential for development (Jacobs et al., 1980). Performance appraisal is a structured system of measuring and evaluating employee's job-related behaviors and outcomes to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in the future so that the employee, Organization, and society are benefitted (Flippo, 1984). Jacobs et al. (1980) explained performance appraisal as a systematic attempt to distinguish the more efficient workers from the less efficient ones and to discriminate among the strengths and weaknesses an individual has across many job elements. These measurements are normally done by the direct supervisor of the workers and can serve different Organizational purposes (Baron and Armstrong, 1998). Performance Appraisal System (PAS) is used as a measure for increasing the effectiveness of Organizations by improving the performance of the employees and developing the capabilities of teams and individual contributors (Baron and Armstrong, 1998). It also includes all formal procedures used to evaluate personalities, their contribution and potential of group members in a working Organization. It can also be seen as a continuous process to secure the information necessary for making correct and objective decisions on employees (Yoder, 1967).Performance appraisal is a two-way communication process which involves active communication between employees and supervisors about performance (Cleveland et al., 2003). The performance of the employees is evaluated by their supervisors, peers or outside sources like customers and employees themselves. A crucial element of a performance management system is monitoring the area where change is required and which will in turn produce the desired behavior that will produce improved performance (Lemieux-Charles et al., 2003; and Fryer et al., 2009). It is a powerful tool to calibrate, refine and reward the performance of the employee (Briscoe and Claus, 2008). Appraisal may be measured against factors like job knowledge, quality of output, initiative, leadership abilities, supervision dependability, cooperation, judgment, versatility, and health. The purpose of the performance management system is to ensure that the work performed by employees is in accordance with the established objectives of the Organization. Employees should have a clear understanding of the quality and quantity of work expected from them and should also receive information about how effectively they are performing against the expected standard.Continuous appraisal and evaluation of employee is required to improve Organizational performance and increase efficiency and effectiveness. The ability of Organizations to install an effective performance appraisal strategy helps them achieve competitive advantage which is required most in the current competitive era. Appraisal processes are not systematic and regular and often characterized by personal influences caused by Organizations' preoccupation with using confidential appraisal system which delays objectivity and fairness. Usually, Organizations ignore management by objectives, critical incidents to personal prejudices. This is retrogressive as it affects the overall performance of the individual. A more advanced appraisal method, whereby superiors appraise their subordinates and subordinates appraise their superior and the average of the entire appraisal is taken to reach at the final outcome, is to be considered. Post-appraisal counseling, whereby the appraisal consequences are scrutinized to explain the strengths and weaknesses for better future performance, should also be taken up. …
Asim Talukdar - One of the best experts on this subject based on the ideXlab platform.
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employee engagement industrial relations climate in a large Public Sector Organization
The Indian Journal of Industrial Relations, 2013Co-Authors: Asim TalukdarAbstract:Introduction One of the large Public Sector Organizations in power generation and distribution in India from West Bengal recently carried out an Organization climate survey (OCS). The Organization has been running in loss for the last few years. The management of the company decided to undertake the survey and initiate strategic action following the findings of a diagnostic study for improving Organization performance. The survey was conducted during November-December 2011. One of the objectives was to identify the key reasons for low level of apparent employee engagement and have a special strategic focus on the same to improve Organizational performance. This paper highlights the approach used to identify the key areas for Organizational intervention for improving employee-engagement. Research Objectives The conventional approach to OCS is to identify the satisfaction level of each area of Organization diagnostic indices by calculating the mean value and standard deviation and compare the same with those from a study of previous years, if available (Dickson, Resick & Hanges, 2006). This conventional approach normally is taken to draw the action plan to improve the Organizational performance and employee motivation based on the identified areas of low satisfaction and or drop in satisfaction level in particular dimensions compared to those in previous studies. In the present study, the basic research question is: "What are the critical constructs explained by the manifested variables of the OCS in this Organization which have major bearing on the employee engagement?" The conventional approach of comparing the satisfaction level of each diagnostic dimension with the corresponding level from a previous period is simply incapable of addressing this question and any such approach if resorted to will be misguiding the Organization to meet the core objective of improving the Organization performance and employee motivation. For the present study, based on literature (Hartler, Schimdt & Hays, 2002; Macey & Schneider, 2008)'intrinsic motivation', 'job satisfaction', 'Organization values' and 'leadership style' have been conceptualized as drivers of employee engagement. Addressing the basic research question calls for using appropriate advanced statistical methods to establish the causal relations of various constructs, derived from measured variables, with the employee intrinsic motivation, job satisfaction, and leadership behavior, and also in area of industrial relations. Organization Climate Survey According to Hay Group (2010) climate affects Organizational performance by influencing employee motivation. In most jobs, especially in the complex ones, there is a gulf between what employees need do to 'get by' and what they can do if they perform at their full potential. A positive climate will encourage this discretionary effort and commitment. Organization climate, as represented by the aggregation of perceptions of individual employees within the Organization can be traced back to the work of Lewin, Lipitt& White (1939). Although Organization climate has been defined in many different ways (Litwin & Stringer, 1968), there seems to be consensus that it includes three behavioral levels, namely the individual, the interpersonal and the Organizational. Organization climate dimensions on the formal level are structure, policy, objectives, management practice, task specialization, decision making, standard and reward (Cilliers & Kossuth, 2002). At the informal level, it refers to identity, employee needs, responsibility, interactive communication, information sharing, support, warmth and conflict handling (Kline & Boyd, 1991). Sampane, Ringer & Roodt (2002) and Hutcheson (1996) viewed Organization climate as the description of the Organization's "objective" variables like structure, size, policies and leadership style, by the employees. Extensive research proved that job satisfaction does not happen in isolation, as it is dependent on Organizational variables such as structure, size, pay, working conditions and leadership, which constitute Organization climate (Sampane, Ringer & Roodt, 2002). …
Shubham Goswami - One of the best experts on this subject based on the ideXlab platform.
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analyzing the performance appraisal system of a Public Sector Organization in india the case of rajasthan state mines and minerals limited
Social Science Research Network, 2016Co-Authors: Vineet Chouhan, Bibhas Chandra, Shubham Goswami, Pushpa VermaAbstract:Performance appraisal is considered as a management tool which is often used for motivating and effective utilization of human resources. This tool is used for determining compensation, incentives, promotion, tenure, transfers, layoffs and development of potential employees in an Organization. The basic objective of this study is to analyze the need for replacement of traditional Performance Appraisal System (PAS) in Public Sector enterprises by using a case study approach selecting a Public Sector company, the Rajasthan State Mines and Minerals Limited. The study highlights that employees perceive the PAS measures to be objective, accurate and unbiased, and the PAS system to be transparent, performance-based and linked to employee growth opportunities. Also, significant differences have been found in the perception of workers and managers on the given constructs of modified PAS.
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analyzing the performance appraisal system of a Public Sector Organization in india the case of rajasthan state mines and minerals limited
Journal of Management and Research, 2016Co-Authors: Vineet Chouhan, Bibhas Chandra, Shubham Goswami, Pushpa VermaAbstract:IntroductionPerformance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee (Chouhan et al., 2013; and Verma and Chouhan, 2014). It is the systematic evaluation of the individual with respect to his or her performance on the job and his or her potential for development (Jacobs et al., 1980). Performance appraisal is a structured system of measuring and evaluating employee's job-related behaviors and outcomes to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in the future so that the employee, Organization, and society are benefitted (Flippo, 1984). Jacobs et al. (1980) explained performance appraisal as a systematic attempt to distinguish the more efficient workers from the less efficient ones and to discriminate among the strengths and weaknesses an individual has across many job elements. These measurements are normally done by the direct supervisor of the workers and can serve different Organizational purposes (Baron and Armstrong, 1998). Performance Appraisal System (PAS) is used as a measure for increasing the effectiveness of Organizations by improving the performance of the employees and developing the capabilities of teams and individual contributors (Baron and Armstrong, 1998). It also includes all formal procedures used to evaluate personalities, their contribution and potential of group members in a working Organization. It can also be seen as a continuous process to secure the information necessary for making correct and objective decisions on employees (Yoder, 1967).Performance appraisal is a two-way communication process which involves active communication between employees and supervisors about performance (Cleveland et al., 2003). The performance of the employees is evaluated by their supervisors, peers or outside sources like customers and employees themselves. A crucial element of a performance management system is monitoring the area where change is required and which will in turn produce the desired behavior that will produce improved performance (Lemieux-Charles et al., 2003; and Fryer et al., 2009). It is a powerful tool to calibrate, refine and reward the performance of the employee (Briscoe and Claus, 2008). Appraisal may be measured against factors like job knowledge, quality of output, initiative, leadership abilities, supervision dependability, cooperation, judgment, versatility, and health. The purpose of the performance management system is to ensure that the work performed by employees is in accordance with the established objectives of the Organization. Employees should have a clear understanding of the quality and quantity of work expected from them and should also receive information about how effectively they are performing against the expected standard.Continuous appraisal and evaluation of employee is required to improve Organizational performance and increase efficiency and effectiveness. The ability of Organizations to install an effective performance appraisal strategy helps them achieve competitive advantage which is required most in the current competitive era. Appraisal processes are not systematic and regular and often characterized by personal influences caused by Organizations' preoccupation with using confidential appraisal system which delays objectivity and fairness. Usually, Organizations ignore management by objectives, critical incidents to personal prejudices. This is retrogressive as it affects the overall performance of the individual. A more advanced appraisal method, whereby superiors appraise their subordinates and subordinates appraise their superior and the average of the entire appraisal is taken to reach at the final outcome, is to be considered. Post-appraisal counseling, whereby the appraisal consequences are scrutinized to explain the strengths and weaknesses for better future performance, should also be taken up. …
Bibhas Chandra - One of the best experts on this subject based on the ideXlab platform.
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analyzing the performance appraisal system of a Public Sector Organization in india the case of rajasthan state mines and minerals limited
Social Science Research Network, 2016Co-Authors: Vineet Chouhan, Bibhas Chandra, Shubham Goswami, Pushpa VermaAbstract:Performance appraisal is considered as a management tool which is often used for motivating and effective utilization of human resources. This tool is used for determining compensation, incentives, promotion, tenure, transfers, layoffs and development of potential employees in an Organization. The basic objective of this study is to analyze the need for replacement of traditional Performance Appraisal System (PAS) in Public Sector enterprises by using a case study approach selecting a Public Sector company, the Rajasthan State Mines and Minerals Limited. The study highlights that employees perceive the PAS measures to be objective, accurate and unbiased, and the PAS system to be transparent, performance-based and linked to employee growth opportunities. Also, significant differences have been found in the perception of workers and managers on the given constructs of modified PAS.
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analyzing the performance appraisal system of a Public Sector Organization in india the case of rajasthan state mines and minerals limited
Journal of Management and Research, 2016Co-Authors: Vineet Chouhan, Bibhas Chandra, Shubham Goswami, Pushpa VermaAbstract:IntroductionPerformance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee (Chouhan et al., 2013; and Verma and Chouhan, 2014). It is the systematic evaluation of the individual with respect to his or her performance on the job and his or her potential for development (Jacobs et al., 1980). Performance appraisal is a structured system of measuring and evaluating employee's job-related behaviors and outcomes to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in the future so that the employee, Organization, and society are benefitted (Flippo, 1984). Jacobs et al. (1980) explained performance appraisal as a systematic attempt to distinguish the more efficient workers from the less efficient ones and to discriminate among the strengths and weaknesses an individual has across many job elements. These measurements are normally done by the direct supervisor of the workers and can serve different Organizational purposes (Baron and Armstrong, 1998). Performance Appraisal System (PAS) is used as a measure for increasing the effectiveness of Organizations by improving the performance of the employees and developing the capabilities of teams and individual contributors (Baron and Armstrong, 1998). It also includes all formal procedures used to evaluate personalities, their contribution and potential of group members in a working Organization. It can also be seen as a continuous process to secure the information necessary for making correct and objective decisions on employees (Yoder, 1967).Performance appraisal is a two-way communication process which involves active communication between employees and supervisors about performance (Cleveland et al., 2003). The performance of the employees is evaluated by their supervisors, peers or outside sources like customers and employees themselves. A crucial element of a performance management system is monitoring the area where change is required and which will in turn produce the desired behavior that will produce improved performance (Lemieux-Charles et al., 2003; and Fryer et al., 2009). It is a powerful tool to calibrate, refine and reward the performance of the employee (Briscoe and Claus, 2008). Appraisal may be measured against factors like job knowledge, quality of output, initiative, leadership abilities, supervision dependability, cooperation, judgment, versatility, and health. The purpose of the performance management system is to ensure that the work performed by employees is in accordance with the established objectives of the Organization. Employees should have a clear understanding of the quality and quantity of work expected from them and should also receive information about how effectively they are performing against the expected standard.Continuous appraisal and evaluation of employee is required to improve Organizational performance and increase efficiency and effectiveness. The ability of Organizations to install an effective performance appraisal strategy helps them achieve competitive advantage which is required most in the current competitive era. Appraisal processes are not systematic and regular and often characterized by personal influences caused by Organizations' preoccupation with using confidential appraisal system which delays objectivity and fairness. Usually, Organizations ignore management by objectives, critical incidents to personal prejudices. This is retrogressive as it affects the overall performance of the individual. A more advanced appraisal method, whereby superiors appraise their subordinates and subordinates appraise their superior and the average of the entire appraisal is taken to reach at the final outcome, is to be considered. Post-appraisal counseling, whereby the appraisal consequences are scrutinized to explain the strengths and weaknesses for better future performance, should also be taken up. …
