Performance Appraisal and Employee Motivation

1. 1. INTRODUCTION Organization is run and steered by people. It is with people that goals are set and objectives are realized. Todays buy the farms culture demands a great deal of commitment and effort from the employees, who in turn naturally expect a great deal to a greater extent from their employers. The using of much to a greater extent participative style of management in legion(predicate) faces is a positive step towards meeting such heightened expectations. This participative style croup be expressed in a variety of practical ways. For e. g. race teams, quality circles, and of course regular proceeding ideas. The surgery of the organization is aquiline on sum total of the exercise of its employees. Thus the winner of the organization will, on that pointfore depend on its ability to measure blamelessly the public resignation of its members and use it objectively to optimize them as a vital resources. murder can be measured by some combination of quantity, qua lity, judgment of conviction and cost. Performance thus refers to the degree of accomplishment of the tasks that key bug out up an individualist job.It indicates how well an individual is fulfilling the job demands. And on the opposite hand success of any organization can almost always be bring in back to the level of motivation among its employees to whom its success can be legitimate to, without a doubt. Motivation is must for the employees, because it converts ability to piece of work into will to work or in other words contributes to high level of execution. front of effective motivational policies in the company leads to job satisfaction and consequence benefits of higher commitment and loyalty.Keeping in mind the growing attrition order and the employee dissatisfaction among the employees, the HR professionals are approaching and using the performance appraisal as a fuel to motivate employees. The latest trend being followed by the HR professionals is to use the per formance appraisal and surveil process as a propel mechanism. Various surveys and studies have testified the relationship between performance review, reach and motivation. Other than the traditional goal of accessing the performance of the employees,Performance appraisals and reviews can be utilize as a tool to reinforce the desired sort and competent performance of the employees. Performance appraisal can have a profound effect on levels of employee motivation and satisfaction for better as well as for worse. Performance appraisal provides employees with cognizance for their work efforts. The part of social recognition as an incentive has been long noted. In fact, there is evidence that clement beings will counterbalance prefer negative recognition in preference to no recognition at all.One of the most actuate factors for the employees, in the performance appraisal processes is to receive a fair an accurate assessment of their performance. Inaccurate evaluation is one rea son because of which most employees all of a sudden going through performance appraisal. An employee always expects his appraiser to recognize and calculate his achievements, support him to overcome the problems and failures. The discrepancies and the inaccuracies in the performance review can demotivate the employees, even if there has been an increase in the wages. Such inaccuracy can kill the innovating and pretend taking enthusiasm and spirit in the employees.Similarly, inaccurate reviews with no cost increase in compensation can increase the attrition rate in the organization, forcing the employees to look out for other options. An employee prefers an accurate performance review with no increase in the salary over inaccurate performance review with an increase in salary. Employees, who receive both accuracy and a pay increase during their performance review, are likely to be the most motivated. Therefore, performance appraisal (review and its consequence in the form of comp ensation adjustments) has the potential of motivating employees and increase their job satisfaction.Inaccurate performance review + affix in salary Decreased Motivation Accurate Performance canvas + No Increase in salary Decreased Motivation Accurate Performance Review + Increase in salary Increase in motivation If zippo else, the existence of an appraisal program indicates to an employee that in the organization is genuinely concerned in their individual performance and development. This alone can have a positive influence on the employee motivation, sense of worth, commitment and belonging.The strength and prevalence of this natural human desire for individual recognition shouldnt be overlooked. Absenteeism and turnover rates in some organizations might be greatly reduced if more attention were paid to it. Regular performance appraisal, at least, is a good start. In an organization it is necessary to measure the performance of their employees and success of any organization ca n almost always be tracked back to the level of motivation among its employees. So the study was through with(p) to measure the impact of motivation after performance appraisal. 1. 2. NEED OF THE postulatePerformance appraisal is the important aspect in the organization to gauge the employee performance. It is needed for an organization to take decision regarding salary revision, confirmation, promotion, transfer and demotion. It gives feedback training almost the level of achievement and behavior of subordinate. This information cooperates to review the performance of the subordinate, rectifying performance deficiencies and setting new standards of work, if necessary. It provides information which helps to council the subordinate. It also helps in correspondence the employee work culture, involvement and satisfaction.It helps to diagnose the deficiencies in employee regarding skill, knowledge, determine training and development needs and to prescribe the means for employee g rowth. It has many other uses in the human resource management, namely, determination of the training and development needs of the personnel, creating organizational effectiveness, ball up functional transfers, job enrichment exercises, and so on. For all this to happen, it is essential that the performance appraisal remains should suite the organizational culture and is in alignment with other human resource systems in operation in the organization.The main invention of conducting appraisals is to identify and removing factors responsible for employees discontent would motivate them for better work performance. This study gives the clear picture regarding the appraisal system regarding the appraisal system and its impact on motivation. 1. 3. SCOPE OF THE STUDY The scope of the study is to translate that the performance appraisal system and employee motivation activities provided by the organization make any changes or improvement in the performance of employees.Satisfied employ ees are the asset of the organization. This study helps the organization to recognize to what extend the employees are satisfied with the present performance appraisal system and employee motivation prevailing in the organization. On the basis of that the organization makes necessary changes in the existing system. This will help the organization to improve the overall performance. This study will enable to understand the positive and negative aspects of performance appraisal system and employee motivation 1. 4 . OBJECTIVES OF THE STUDYObjectives of the study have been divided into primary and secondary objectives. principal(a) objective * To study whether the employees are motivated with the performance appraisal system. lower-ranking objective * To know whether the employees are given proper feedback regarding their performance. * To understand the valuation methods used for performance appraisal. * To understand the superior and employee relationship. * To provide suggestion s for improvement, if any. * To study about performance effect on employee motivation. * To know he factors that motivates the employees. * To study the employees sight about the performance appraisal system. 1. 5. RESEARCH METHODOLOGY This area deals with the look design, data collection methods, sampling techniques used field work carried out by the researcher and also explains the tools used for the data analysis and interpretation. interrogation design A Research Design is a logical and overbearing plan prepared for directing a research study. It specifies the objectives of the study, the methodology and the techniques espouse for achieving the objectives.It is a planned structure and strategy of investigation conceived so as to obtain answers to research questions and constitutes the blue print for the collection, representation and analysis of data. In short, it is the logical and systematic plan prepared for directing the research study. A good research design should c onsist of, * Clear statement of research design. * Procedure and techniques to be followed for gathering information. * Population to be studied. * Methods to be used in processing and analyzing data. Type of research The type of research do is descriptive research.Descriptive research includes surveys and fact-finding enquiries of different kinds. The major purpose of this research is description of state of affairs, as it exists at present. It is very simple and more specific. The main feature of this type of research is that the researcher has no restrict over the variables. He can only report what has happened or what is happening. The descriptive research is a fact finding investigation with adequate interpretation. The descriptive study aims at identifying the various characteristics of a problem under study.