| Abstract: | Performance appraisal, though an important function of human resource management, has not
received the degree of concern it deserves. This function, if properly exercised by organizations,
can serve a number of purposes, mainly administrative and developmental in nature. However,
despite these intended goals, this study has tried to address each of the above and other related
issues by taking productivity improvement and center of Excellency. As a case study
organization accordingly, samples from the company staff members (both managers and non
managers) were selected and administered .The study has used descriptive study Random
sampling and Purposive sampling technique was used to give equal chance of participation and
questionnaires distributed to 163 employees. While the practice by productivity improvement
and center of Excellency. has been that immediate supervisors are the people in charge of
appraising employees, response from the sample respondents has indicated that others such as
peers, subordinates, customers, or any combination of these should be allowed to participate if
the process is expected to be more effective. It is identified that the appraisal format addresses
different aspects of employee performance with traits being the dominant ones. It is also found
out that the company adopts the rating scales method of appraisal. Although the existing practice
of appraising employees twice a year has got the highest support among the sample respondents,
some have suggested a more frequent time period for increased effectiveness. |
