| Abstract: | Human resources are among the fundamental resources available to any organization. Performance appraisal is part of human resource management which a formal system of periodic review and evaluation of an individual’s (employees) job performance. Performance Appraisal (PA) helps in measuring and evaluating performance of the employees in an organization. PA serves as a multiple purpose objective. On one hand, it helps in identifying skill gaps present in the employees. On the other hand, it recognizes meritorious employees on the basis of their work and helps to design an effective reward system for organizations and also try to find out the potential of the human skill available in that organization for future HR planning. The research paper tries to address basic research questions, how is employee PA practiced in wegagen bank, what PA related problems exist, view of PA both by the Employees and managers, and the Extent PA system employed in the organization. The paper examines methods, process and the responsibilities of PA, explores the relationship between PA and its purpose in the organization and the practices of PA in Wegagen Bank S.C. The researcher uses questionnaire and interview to collect the necessary data. The data gathered has been analyzed using the various statistical methods. The findings indicate that employees are evaluated by their immediate supervisor and next in-line Supervisor, review committee and finally results are approved by senior managers. The company’s major problems identified from the data collected are on frequency and timing of evaluation, lack of knowledge about the purpose and objective of evaluation and absence of training and discussion about the evaluation method are the major problems identified. Based on the problems recommendations are suggested. Among the recommendations forwarded, are the bank must resolve the understaffed situation by lowering down some of the responsibilities held by managers or supervisors to lower level staffs by delegations. And the organization needs to fill the gap by giving training for those who are involved with the measurements of performance appraisal system of the company. |
