INDIAN INSTITUTE OF PLANNING & MANAGEMENT ( I I P M-1973 ) MSUBJECT : HRM GROUP NO.

: Topic: Performance Appraisal

PROF.: Rebelo

Kunal Kadam Roll No. 12

Rahul Jadhav Roll No. 41

Group Members

Prasad Ghadi Roll No. 14

Bharat Roll No. 28

History Of HRM
The evolution of HRM can be traced back to Kautilya Artha Shastra where he recommends that government must take active interest in public and private enterprise. He says that government must provide a proper procedure for regulating employee and employee relation, then after following changes happens: In the medieval times During the pre independence period of 1920 (Trade union and The First World War) The Royal commission in 1931 & The factory act of 1942. The international institute of personnel management and national institute of labour management were set up. The Second World War & 1940s to 1960s saw the introduction of new technology. The 1960s extended (combination of welfare, industrial relation, administration together) In the 70s In the 80s In the 90s In the 2000s

1) 2) 3) 4) 5) 6) 7) 8) 9) 10)

Meaning
1. 2. 3. 4. 5. 6. HRM involves management functions like planning, organizing, directing and controlling. It involves procurement, development, maintenance of human resource. It helps to achieve individual, organizational and social objectives. HRM is a mighty disciplinary subject. It includes the study of management psychology communication, economics and sociology. It involves team spirit and team work.

Scope Or Function OF HRM

1. 2. 3. 4. 5. 6. 7. 8. 9. HRP (Human Resources Planning). Job Analysis & design. Recruitment & Selection. Orientation & Induction. Training & Development. Performance appraisal. Compensation, Planning & Remuneration. Motivation, Welfare, Health & Safety. Industrial Relation.

Meaning of Performance Appraisal

Performance appraisal is defined as a the systematic description of employees job relevant, strength, weakness.
A performance appraisal, employee appraisal, performance review, or (career) development discussion is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding manager or supervisor. It is a part of guiding and managing career development. It is the process of obtaining, analyzing, and recording information about the relative worth of an employee to the organization. It is also the judgment of an employee's performance in a job based on considerations other than productivity alone.

Aim Of Performance Appraisal

Generally, the aims of a performance appraisal are to:
1. Give employees feedback on performance. 2. Identify employee training needs. 3. Document criteria used to allocate organizational rewards. 4. Form a basis for personnel decisions: salary increases, promotions, disciplinary actions, bonuses, etc. 5. Provide the opportunity for organizational diagnosis and development 6. Facilitate communication between employee and administration 7. Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements. 8. To improve performance through counseling, coaching and development.

Method Of Performance Appraisal

Traditional method Check list method Confidential report Critical incident method Ranking method Graphic rating scale Narrated essay Modern method Role analysis Assessment centers management by objective Behavioral anchored rating scale Psychological testing Human resource accounting 360* Appraisal

Process Of Performance Appraisal

Setting performance standards. Communicating standards set to the employee. Measuring performance. Comparing performance with standard. Discussing result. Collective action. Implementation and review.

ASSESSMENT CENTRES
Assessment centre's serve three main human resources functions: 1. 1. Selection and promotion. 2. 2. Diagnosis (e.g., identification of training and development needs) and Development (i.e., skill enhancement through simulations). 3. 3. Performance Appraisal.

The following dimensions/qualities are normally assessed in assessment centers: 1. Planning and organizing. 2. Leadership and Analytical Problem solving. 3. Sensitivity 4. Decision-making 5. Creativity 6. Sociability 7. Management control and delegating.

Profile Of
Largest Bank in the U.S. Worldwide area covered. Consumer Banking. Financial Services. In India more then 28 location covered. Offers & Services. Financial Highlights Fiscal Year End : December Revenue (2010) :57878.00 M Revenue Growth (1 yr) :(-16.40%) :(Employees (2010) :1,64,564 Employee Growth (1 yr) :(-5.10%) :( Key People : CEO : Eugene M. (Gene) McQuade Public Relations : Kristen Kaus

Head Office Citibank Center, 7th Floor, Bandra Kurla Complex, Bandra (E), Mumbai - 400 051 Website: http://www.online.citibank.co.in Ref. :

Questioner
1. Name of the Bank. 2. Name of the person who meet. 3. Designation. 4. What is the need of HR Department? 5. What is the organization structure of HR department? 6. What are the different methods used in process of performance appraisal ? 7. Who are the raters? 8. Who are the ratees? 9. What is the time duration required for the whole process of performance appraisal? 10. What is the performance appraisal process followed in your organization? 11. How many performance appraisal programmes are conducted in a year?

Profile Of
1. 2. 3. 4. 5. 6. 7. 8. Established in 1968 Financial group Services. Branches. Market Leader in Singapore & Hong Kong. Size Of Customer.(4.2 Million) Offers & Services. Size Of Employee (45,000) Survey Done by Financial Express, Business Today, Business world : "Indias Best Foreign Bank "India's Best Small Bank" "India's Fastest Growing Small Bank"

"Rising Star Cash Management Bank Award" The Asset Triple A Transaction Banking Awards 2009, 2010 & 2011 In India start in 1994, Representative Office in Mumbai then open in New Delhi in 2005. Then expand its business after 2007 by getting the approval from RBI

Head Office:

Questioner
1. Name of the Bank. 2. Name of the person who meet. 3. Designation. 4. What is the need of HR Department? 5. What is the organization structure of HR department? 6. What are the different methods used in process of performance appraisal ? 7. Who are the raters? 8. Who are the ratees? 9. What is the time duration required for the whole process of performance appraisal? 10. What is the performance appraisal process followed in your organization? 11. How many performance appraisal programmes are conducted in a year?

Conclusion.

Special Thanks from