Professional Documents
Culture Documents
Performance Appraisal
Performance appraisal is the judgement of an
employee’s performance in a job, based on
considerations other than productivity alone. It is
the systematic evaluation of the individual with
respect to his performance on the job and his
potential for development. The appraisal
programme should be directed towards the
actual performance of a employee on his present
job and potential for promotion to a higher level
position.
It is also called as merit rating , more
frequently when its sole object is to discriminate
between employees in granting increases in
wages salaries.
Once the employee has been selected,
trained and motivated, he is appraised for his
performance. Performance appraisal is a step
where the management finds out how effective it
has been at hiring and placing employees. If any
problems are identified, steps are taken to
communicate with the employees and to remedy
them. “Performance appraisal is a process of
evaluating an employee’s performance of a job in
terms of its requirements”
Objectives of Performance Appraisal
1. Traditional Methods
2. Modern Methods
a.Rating scale:-
1) Adaptability
2) Easy to use.
3) Low cost.
1)Rater bias.
b. Checklist:-
Under this method the rater does not
evaluate employee performance; he
supplies reports about it and the final
rating is done by the personal department.
A series of questions are presented
concerning and employee to his behaviour.
The rater then checks to indicate the
answer to the question about an employee
is positive or negative.
Advantages of checklist:-
1) It is less expensive.
2) Ease of administration.
3) Standardization.
Disadvantges of checklist:-
1) Easy to compute.
2) Flexibility or Adaptability.
Disadvantages of Man to man comparison
method:-
1) It is biased.
1) It is time consuming.
Data analysis:- For analysing the data SPSS software has been used.
The data collected by us was raw data to which weights were applied
based on the different scales of performance i.e.
A(Excellent),B(Good),C(Satisfactory),D(Poor).
2. Quality of materials
3. Feedback on assignments
Mastery of Discipline
MASTDISC
MASTDISC
4.00
1.00
3.00
2.00
MASTDISC
50
40
30
20
Frequency
10
Std. Dev = 1.12
Mean = 2.4
0 N = 160.00
1.0 2.0 3.0 4.0
MASTDISC
Statistics
MASTDISC
N Valid 160
Missing 0
Mean 2.3813
Skewness .138
2. Effectiveness of Lectures
EFFELEC
Valid Cumulative
Frequency Percent Percent Percent
1.00
3.00
2.00
EFFELECT
60
50
40
30
20
Frequency
0 N = 160.00
1.0 2.0 3.0 4.0
EFFELECT
Statistics
EFFELECT
N Valid 160
Missing 0
Mean 2.2125
Skewness .411
Tota
160 100.0 100.0
l
CASESTDY
4.00
1.00
3.00
2.00
CASESTDY
70
60
50
40
30
Frequency 20
0 N = 160.00
1.0 2.0 3.0 4.0
CASESTDY
Statistics
CASESTDY
N Valid 160
Missing 0
Mean 2.2063
Skewness .406
Evaluation Method
EVALMTHD
EVALMTHD
4.00
1.00
3.00
2.00
EVALMTHD
60
50
40
30
20
Frequency
0 N = 160.00
1.0 2.0 3.0 4.0
EVALMTHD
Statistics
EVALMTHD
N Valid 160
Missing 0
Mean 2.2563
Skewness .352
Evaluation Method
EVALMTHD
1.00
3.00
2.00
EVALMTHD
60
50
40
30
20
Frequency
EVALMTHD
Statistics
EVALMTHD
N Valid 160
Missing 0
Mean 2.2563
Skewness .352
INDEXMPL
4.00
1.00
3.00
2.00
INDEXMPL
80
70
60
50
40
30
20
Frequency
INDEXMPL
Statistics
INDEXMPL
N Valid 160
Missing 0
Mean 2.0938
Skewness .611
Mentroing
MENTORING
MENTORIN
4.00
1.00
3.00
2.00
MENTORIN
70
60
50
40
30
20
Frequency
0 N = 160.00
1.0 2.0 3.0 4.0
MENTORIN
Statistics
MENTORING
N Valid 160
Missing 0
Mean 2.1750
Skewness .450
Quality of Material
Frequen Valid Cumulative
cy Percent Percent Percent
QLTYMTRL
4.00
1.00
3.00
2.00
QLTYMTRL
70
60
50
40
30
20
Frequency
0 N = 160.00
1.0 2.0 3.0 4.0
QLTYMTRL
Statistics
QLTYMTRL
N Valid 160
Missing 0
Mean 2.1500
Skewness .513
CMMNSKLS
CMMNSKLS
4.00
1.00
3.00
2.00
CMMNSKLS
50
40
30
20
Frequency
10
Std. Dev = 1.14
Mean = 2.4
0 N = 160.00
1.0 2.0 3.0 4.0
CMMNSKLS
Statistics
CMMNSKLS
N Valid 160
Missing 0
Mean 2.3938
Skewness .137
Punctuality
PUNCTUAL
PUNCTUAL
4.00
1.00
3.00
2.00
PUNCTUAL
60
50
40
30
20
Frequency
PUNCTUAL
Statistics
PUNCTUAL
N Valid 160
Missing 0
Mean 2.3625
Skewness .163
FDBKASGN
FDBKASGN
4.00
1.00
3.00
2.00
FDBKASGN
80
60
40
20
Frequency
0 N = 160.00
1.0 2.0 3.0 4.0
FDBKASGN
Statistics
FDBKASGN
N Valid 160
Missing 0
Mean 2.1188
Skewness .524
Comparison of all
Std. Std. Error
Statistic Error of Std. of
s Mean Mean Deviation Skewness Skewness
-
PEERS REVIEW
TEAMWORK
TEAMWORK
4.00
2.00
3.00
TEAMWORK
7
2
Frequency
0 N = 16.00
2.00 2.50 3.00 3.50 4.00
TEAMWORK
Statistics
TEAMWORK
N Valid 16
Missing 0
Mean 3.1250
Skewness -.245
Cooridination:
COORDINT
COORDINT
4.00
2.00
3.00
COORDINT
8
2
Frequency
0 N = 16.00
2.00 2.50 3.00 3.50 4.00
COORDINT
Statistics
COORDINT
N Valid 16
Missing 0
Mean 3.1875
Skewness -.391
Cooperation:
COOPERN
4.00
2.00
3.00
COOPERN
12
10
4
Frequency
COOPERN
Statistics
COOPERN
N Valid 16
Missing 0
Mean 3.0000
Skewness .000
MNTRING
4.00
3.00
MNTRING
14
12
10
4
Frequency
0 N = 16.00
3.00 3.50 4.00
MNTRING
Statistics
MNTRING
N Valid 16
Missing 0
Mean 3.1875
Skewness 1.772
SHRNGKNW
4.00
2.00
3.00
SHRNGKNW
10
4
Frequency
2
Std. Dev = .87
Mean = 2.69
0 N = 16.00
2.00 2.50 3.00 3.50 4.00
SHRNGKNW
Statistics
SHRNGKNW
N Valid 16
Missing 0
Mean 2.6875
Skewness .711
Statistics
CORDIN COOPE MNTRI SHRNGKN
TMWRK T RN NG W
N Valid 16 16 16 16 16
Missing 0 0 0 0 0
CONCLUSION
From the following activity of the research we
can conclude that there is a scope of
improvement in the teaching techniques of the
JIMS staff towards the overall improvement of the
students.