I am doing my summer project on performance appraisal and I am unable to understand how to prepare my questionnaire and the relevant research methodology.
Please help me.
From India, Jaipur
1Please help me.
From India, Jaipur
Performance is something which is highly debated. hence there has been a high demand for making the performance appraisal system as objective as possible.
So most of the organisations now think about a goals and targets setting during the benginning of year and according to the company policy, they'll have quarterly/half yearly and annual appraisals based on these goals and targets.
But howmuch ever you make it objective, there is a part of subjectivity coming in the appraisals. This is nothing but perception of your supervisor regarding your job. some bosses are very lenient and they may consider a subordinate as highly self motivated and hardworking but another boss may consider these factors as very trivial and may go for the learning and adaptability of the employee. Rating systems are also in place where the boss gives a rating to the employee based on preset parameters and the career growth of the employee is based on these ratings. here also there is a great risk ofsubjectivity.
Smaller organisations can think about a central rating system where the ratings are decided by a central committee based on a review and presentation by the employee and supervisor. but this will not be possible for a bigger company.
specifically think on removing the subjectivity in Perf. Mgmt and bringing in more transparency in the system
From India, Mumbai
So most of the organisations now think about a goals and targets setting during the benginning of year and according to the company policy, they'll have quarterly/half yearly and annual appraisals based on these goals and targets.
But howmuch ever you make it objective, there is a part of subjectivity coming in the appraisals. This is nothing but perception of your supervisor regarding your job. some bosses are very lenient and they may consider a subordinate as highly self motivated and hardworking but another boss may consider these factors as very trivial and may go for the learning and adaptability of the employee. Rating systems are also in place where the boss gives a rating to the employee based on preset parameters and the career growth of the employee is based on these ratings. here also there is a great risk ofsubjectivity.
Smaller organisations can think about a central rating system where the ratings are decided by a central committee based on a review and presentation by the employee and supervisor. but this will not be possible for a bigger company.
specifically think on removing the subjectivity in Perf. Mgmt and bringing in more transparency in the system
From India, Mumbai
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Research Methodology.pdf
Research methodology.doc