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    Titan Defines Performance Appraisal As

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    Anonymous gKQsxV
    Titan uses performance appraisals to rate employees periodically, identify developmental needs, monitor performance, and assist with personnel decisions. The objectives are to determine salary increases, identify training needs, and facilitate supervisor-employee communication. Appraisals methods include ratings, critical incidents, management by objectives, and 360-degree feedback. Employees are appraised based on both their results and job behaviors. Performance appraisals help communicate organizational goals to employees and allow employees to discuss their own goals and training needs. Problems include the time-consuming nature, untrained appraisers, and differences of opinion, but these can be addressed through training, discussions, and interviews. Titan links appraisals to performance-related pay to motivate employees.

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    Titan Defines Performance Appraisal As

    Uploaded by

    Anonymous gKQsxV
    785 views2 pages
    Titan uses performance appraisals to rate employees periodically, identify developmental needs, monitor performance, and assist with personnel decisions. The objectives are to determine salary increases, identify training needs, and facilitate supervisor-employee communication. Appraisals methods include ratings, critical incidents, management by objectives, and 360-degree feedback. Employees are appraised based on both their results and job behaviors. Performance appraisals help communicate organizational goals to employees and allow employees to discuss their own goals and training needs. Problems include the time-consuming nature, untrained appraisers, and differences of opinion, but these can be addressed through training, discussions, and interviews. Titan links appraisals to performance-related pay to motivate employees.

    Original Description:

    titan comany PA ANALYSIS

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    Titan uses performance appraisals to rate employees periodically, identify developmental needs, monitor performance, and assist with personnel decisions. The objectives are to determine salary increases, identify training needs, and facilitate supervisor-employee communication. Appraisals methods include ratings, critical incidents, management by objectives, and 360-degree feedback. Employees are appraised based on both their results and job behaviors. Performance appraisals help communicate organizational goals to employees and allow employees to discuss their own goals and training needs. Problems include the time-consuming nature, untrained appraisers, and differences of opinion, but these can be addressed through training, discussions, and interviews. Titan links appraisals to performance-related pay to motivate employees.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    785 views2 pages

    Titan Defines Performance Appraisal As

    Uploaded by

    Anonymous gKQsxV
    Titan uses performance appraisals to rate employees periodically, identify developmental needs, monitor performance, and assist with personnel decisions. The objectives are to determine salary increases, identify training needs, and facilitate supervisor-employee communication. Appraisals methods include ratings, critical incidents, management by objectives, and 360-degree feedback. Employees are appraised based on both their results and job behaviors. Performance appraisals help communicate organizational goals to employees and allow employees to discuss their own goals and training needs. Problems include the time-consuming nature, untrained appraisers, and differences of opinion, but these can be addressed through training, discussions, and interviews. Titan links appraisals to performance-related pay to motivate employees.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 2

    Titan defines performance appraisal as

    A regular activity conducted periodically to rate an employee

    An activity to identify the developmental need of the employee

    An activity to keep a check in the performance of the employee

    A system to help employees identify his own strengths and weakness with respect tohis job

    A system to assist various personnel decisions by generating


    d a t a a b o u t e a c h employee periodically

    A means to improve communication between superior and subordinate

    Objectives of performance appraisal

    To make decisions regarding salary increase

    To identify the training and developmental needs of the employees


    To facilitate communication between the superior and his subordinates

    Method of appraisal

    Rating

    Critical incidents

    MBO

    360 degrees appraisal

    Basic of appraisal
    Results

    Job behaviour

    The performance of employees are appraised on the basis of results


    c o m b i n e d w i t h t h e process of achieving those results, i.e., job behaviour.T i t a n u s e s
    performance appraisal to set goals for employees. It serves as a
    p l a t f o r m t o communicate the goal of the organisation to the employees as they
    understand what is their role or what part do they play in achieving the goals. It
    gives them a clear view of what theorganisation expects from them. Also, at the time
    of appraisal, the employees at Titan speak freely about their developmental needs and
    personal objectives.Here at Titan, MBO is followed. The Top management decides the goal
    of the company andthen it is broken down for different departments and then to
    employees.
    Problems in Appraisal

    Time consuming

    Untrained appraisers

    Difference of opinion between the appraiser and the appraise


    Solutions to problems

    The appraisal is time consuming in natu re in the sense that a lot of time is taken
    for t h e a p p r a i s a l p r o c e s s , s t a r t i n g f r o m t r a i n i n g t h e a p p r a i s e r s
    r e g a r d i n g t h e u s e o f appraisal, followed by target setting for the year, followed by
    review of performance,t h e n f i n d i n g o u t t h e f a c i l i t i e s a n d t h e h i n d e r i n g
    f a c t o r s , t h e n t h e d i s c u s s i o n s a n d finally make the decision.

    Lack of training is also a major problem faced by the company. Appraisers need to
    be properly trained for the use of the appraisal system. The objective of the
    appraisalsystem goes hay wire if the appraiser is untrained. Therefore the
    company must hire professionals who are well trained to fulfil the purpose of appraisal.

    The difference of opinion between the appraiser and the appraise is usually solved
    byinterviews and discussions.

    Rewards
    Titan follows the concept of performance related payA p p r a i s a l i s a m o t i v a t i n g
    f a c t o r a n d i t i s a l l t h e m o r e m o t i v a t i n g w h e n i t i s l i n k e d w i t h increased
    pay packets. Financial incentives play an important role in inducing employees
    to p e r f o r m b e t t e r . T h u s , m o s t o r g a n i s a t i o n s n o r m a l l y l i n k
    i n c e n t i v e s w i t h a p p r a i s a l s . Performance related to pay allows good performance
    to receive material recognition for their good performance.

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