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BEHAVIOUR
ISSN 2394-0409; DOI: 10.16962/EAPJHRMOB/issn.2394-0409; Volume 3 Issue 1 (2016)
www.elkjournals.com
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ABSTRACT
Banking sector in India with its rapid expansion in the number of branches and the new functions allotted to them
have started feeling pressure on their organizational abilities. The various valuable factors contributing towards the
effectiveness of an organization and highlighting the organizations ability are the processes of recruitment, placement,
training, promotion and appraisal. Appraisal is one of the important factors of organizational ability which is also
the main mark of the study undertaken. The present study aims to know the opinion of bank employees of public and
the private sector bank on performance appraisal systems and criteria followed in their banks.
Keywords: Performance Appraisal, Public Sector Bank, Private Sector Bank
communicating to them the scope for development needs. These needs can be
relations amongst superior and subordinates. also identifies individuals with high
It also plays an important role in the potential who can be groomed up for
5 3
4
Comparing with Standards
study addresses varied scope of improvement To study the performance appraisal criteria at
for the Bank’s performance appraisal system ING Vysya Bank and Punjab National Bank
employees and the evaluators, there must be ING Vysya and PNB bank on performance
The data was collected from the respondents and Punjab National Bank on performance
of ING Vysya bank before the merger of ING Appraisal criteria.
Vysya& Kotak took place. The analysis of
data was done by using MS Excel and SPSS DISCUSSIONS
16.0. The effective performance appraisal at place
of work conveys improvement in the
FINDINGS employee’s performance. Success and failure
.951 .933 20
there is a significant effect of training on
performance. The training system in banking
Z-Test: Two Sample for Means
sector has been transformed to build a
Variable 1 Variable 2 smarter workforce and produce the best
Mean 3.9483333 3.97833335 results.
Known Variance 0.030348 0.015471
Observations 20 20
Hypothesized Mean SCOPE FOR FURTHER RESEARCH
Difference 0
Z -0.626778619 The study considered only few criteria of
P(Z<=z) one-tail 0.26540218 understanding the impact of performance
z Critical one-tail 1.644853627
P(Z<=z) two-tail 0.530804361
appraisal systems in an organization, there
z Critical two-tail 1.959963985 are other criteria also which can be used to
study the importance of performance
INTERPRETATION
appraisal in an organization. After the merger
Since Z Statistics <z critical
of ING Vysya & Kotak took place the study
(1.959963985<1.96) and p-
opens up to take the feedback of the
value>0.05(0.530804361>0.05), we cannot
respondents further more about performance
reject the null hypothesis and it could be
appraisal in a different manner.
concluded that there is no significant
difference in the mean score of ING Vysya
ELK ASIA PACIFIC JOURNAL OF HUMAN RESOURCE MANAGEMENT AND ORGANISATIONAL
BEHAVIOUR
ISSN 2394-0409; DOI: 10.16962/EAPJHRMOB/issn.2394-0409; Volume 3 Issue 1 (2016)
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6. http://cab.org.in/CAB%20Calling%20Co
ntent/RISK%20%20Management%20in
%20Agriculture/Developing%20Perform
ance%20Appraisal%20System%20in%2
0Banks.pdf
7. http://pezzottaitejournals.net/pezzottaite/
images/ISSUES/IJOBMPV3N2.pdf
8. http://shodhganga.inflibnet.ac.in/bitstrea
m/10603/95143/11/11_chapter%202.pdf
9. http://shodhganga.inflibnet.ac.in/bitstrea
m/10603/25242/12/12_synopsis%20%2
0pdf.pdf
10. http://shodhganga.inflibnet.ac.in/bitstrea
m/10603/32958/13/13_appendices.pdf