Swot Analysis Of Navbharat Chemical Industry

Performance appraisal is an important issue in human resource management and has a significant effect in the performance of an organisation. It is the system of evaluating the performance of employees regarding the accomplishment of their responsibilities and determining their potential to grow and develop. Bias in the evaluation process can affect the accuracy and appropriateness of the performance appraisal. Bias is a serious issue because it affects the ability to make appropriate decisions about the promotion of employees. A performance appraisal system that works to the disadvantage of members of a group can also pose legal issues.

Performance appraisal is a method which is increasingly used to evaluate employees to determine the degree to which they are performing effectively and encourage them to direct their energies towards organizational performance. Although the appraisal is being practiced, there are criticisms made against the system which generally arise from within the Orthodox and radical management frame work.

Development of a performance appraisal system that is effective in a human service organization is of benefit for the organization and the employees. For a performance appraisal system to be effective, the system has to be strategic, designed to fit the specific needs of the organization, non-discriminatory, non-bias, with correct implementation and administration. Many different components, must to be incorporated to make this type of system beneficial for all who use it, and all who are evaluated by the system.

In an organization employees are the important asset and play a significant role in the progress of an organization. Nowadays firms usually focus on the human capital in the form of the employees by giving them training, assisting them in career development and also work on performance management in order to keep the employees motivated and dedicated by giving them feedback through performance appraisals. Through these performance appraisals the employees are informed about their strengths that they can enhance and about their weaknesses that they can improve in the future.

In this paper I will be describing effective performance appraisals and how they can increase employee performance. I will provide examples of strategic advantages in the performance appraisals process and also give examples of potential unfairness in the employee appraisal system.

Performance appraisal is an evaluation and grading exercise undertaken in organizations to achieve several objectives such as employee motivation, identification of training needs, rewards and remuneration, employee development through feedback etc. [Fig. 1]. All methods for performance appraisal have several advantages and disadvantages based on location of the firm, socio-economic environment, vision and mission of the firm, organizational structure and other factors. Organizations in different industrial sectors may have different focus areas of work and different values and thus, expectations from employees vary across sectors.

shown marked improvement or progress. Lack of personal performance growth would result in consequences for the employee including a probationary period or dismissal. Personal conflicts between manager and employee should not be reflected in the appraisal process. Manager accountability would be reflected by the performance of the employee; hence, an ineffective manager could as easily be discovered through the process as an ineffective employee could be. The process would actually be a system of checks and balances. Ideally, this would promote team players and identify any weak links. The goal of performance appraisals is utilizing the employee’s performance and their behavior or attitude. With correct implementation, the attitude and behavior will not be the issue or focus of the manager. “For any performance improvement to take place, both parties must agree that improvement is necessary, that a plan for improving performance has been jointly formulated, and that periodic progress improvement sessions will take place, as needed. Thus, improvements in employee performance and attitudes can truly be enhanced.” (Peggy Anderson, 1998)

An appraisal system may provide a Human Service organization in numerous of techniques. The main reason for effective appraisal can serve for development and administrative for an organization of Human service. From the viewpoint of the administrative the main reason of the appraisal presentation system can take in numerous of decision making in regards to changes in job responsibility, reward, or promotion choices. The development reasons consist of helping and achieving employee’s best routine, appraise staffs weaknesses or strengths and figure out if other alternative for

The annual performance review seems ineffective, a waste of time, or it becomes demotivating for employees and thus counterproductive. Employee appraisal is a method of measuring and evaluating employee job performance. The employee evaluation consists of regular reviews at different intervals every six months or yearly reviews. The evaluations are a pre-determined set of criteria centered on organizational goals. A manager conducts performance evaluations and discusses the employee’s strengths, weaknesses, employee behaviors, productivity. A performance appraisal is essential for refinement, maintaining, or increasing job performance. These reports give the employee insight to where improvement is needed, and it provides an opportunity for development.

Performance appraisals are an essential element of the general performance management procedure. A performance management structure involves having an appraisal technique or method, substantiated by job types, colloquial and continuous feedback, leadership training, performance expectations, punitive policies, as well as employee productivity and acknowledgement. In addition, both positive and negative feedback are elements that are instrumental in the arena of performance management. However, the paramount cause of performance appraisal efficiency as well as effectiveness is how well each of these elements correlates with one another.

"SWOT "analysis is a sort of investigation that is often organized by business individuals to measure their business working growth. It is a substantial analysis that processes four features which touches the business, two from the features are interior and can be measured by the business persons while the additional two are outside features and can merely be documented so that business persons can deal therefore. SWOT refers to Strengths, Weaknesses, Opportunities, and Threats". (Menon, A. et al. 1999).

The performance appraisal is very important to smooth the development of the organization and the employees itself. It helps the workers know and develop their performance, knowledge, skills and ability to ensure they can develop themselves better in the future. By doing the performance appraisal evaluation, the organization can identify their workers strength and weaknesses easily. Basically in organization, every individual have the different attitudes, characteristics, skills, ability and knowledge that makes them different among each other. Maybe some of the workers are excellent in the accounting; so they can work at the financial department and many else. If the workers are lack of knowledge in some field or related department and do not know how to complete the task given, the manager of the organization can know what kind of training needed by the workers and send them to the training centre to helps them develop their skills, knowledge and ability to avoid the workers do the same mistake besides can improve their performance to a better level in the future. (Snell & Bohlander, 2010). For example, the CIMB Group was conducted CIMB-Insead Leadership Programme to develop leadership skill sets and competencies as leaders transition from business management to group management and understand individual leadership strengths and weaknesses and develop improvement action. At last, it is the duties of Human Resource Management in CIMB Group to formulate the best training program for each of the employees to develop their talent, strengthen their skills and better understanding about their job in order to achieve the organization’s

Different organizations use various methods of employee appraisal methods. Employee evaluation is critical since it helps an organization determine whether it is making progress or not (Lyster & Arthur, 2007). Furthermore, employee evaluation helps in evaluating how the employees have been contributing towards the organizational goals and objectives. The following is an analysis of the assessment method used in the Eastern Medicine Company;

According to Briscoe & Schuler (2004), performance can be viewed as a combination of several variables, such as motivation, ability, working conditions and expectations. Variables which have a direct effect on employee productivity in organisations and the ability of such organisations to meet its strategic objectives. As such, performance appraisal systems seek to align employee behaviour, activities and performance to organisational objectives and corporate strategy.

Today performance appraisal has increasingly become part of a more strategic approach to integrating human resource activities and business policies and may now be seen as a generic term convincing a Varity of activities through which organization seek to assess employees and develop their competence, enhance performance and distribute rewards.