ASSESSMENT OF EMPLOYEE’S PERFORMANCE APPRAISAL PRACTICE: THE CASE OF COMMERCIAL NOMMINEES PRIVATE LIMITED COMPANY

Abstract

Now a day human recourse is the main resource of companies take a competitive advantage therefore, proper management of this resources criterion for the success of an organization. Greater attention of HR managers and decision makers are expected to meet the interests of both employees and employers. As a results employee‟s Performance and way they are appraised, regular greater attention. The major objective of this study to investigate the effectiveness of the current CN employee PAS; this research has descriptive nature which describes the existing phenomenon as it exists, As a result the researcher has tested the effectiveness by selecting major effectiveness variables and other related concepts. Out of the 40 CN branches 32 branches where PA practices has been carried out for one year and more and 210 employees were considered for the study. Besides, head office employees were part of the study. There are 164 staffs in the head office. Hence, total number of population under consideration is 374. Managers from branches and Head office were selected purposefully in order to assess their opinion on the PA practice and challenges as raters. Purposive sampling was used with the view that managers would give relevant data that would help in assisting the PA practice of the organization. Others non-managerial employees were selected by simple random method. Questionnaires were prepared and distributed to 93 employees of the organization. Data was collected from a total 91 from 93 employees for whom questionnaires were distributed. The response rate is 97.8%. Consequently, the finding of the research indicates that the company (CN) PAS is ill formulated in respect to various aspect based on the selected effectiveness variables: it is observed that the PAS is less effective across all the selected work processes. Therefore, based on the findings the research has recommended that the CN should revisit its employees PAS and tack corrective actions. For instance, alignment of appraisal system with CN‟s, objective, rewarded policy and development objectives should be maintained .Moreover, the CN should also work a lot on the identified effectiveness variables: objective setting, training, , communication, measurement system, frequency of appraisal, the CN should give emphasis for employees‟ participation and openness ,transparency and confidentiality of the system to enhance effectiveness of the current PAS.Futuremore the practice entailed need to improve the reliability and consistency, practicality and use of simple format, feedback, responsiveness and commitment aspect.