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A STUDY ON EMPLOYEE PERFORMANCE

EVALUATION IN VERUS SOLUTIONS.

PERFORMANCE EVALUATION

An organizations goals can be achieved only when


people put in their best efforts. How to ascertain whether
an employee has shown his or her best performance on a
given job? The answer is performance evaluation.
Employee assessment is one of the fundamental jobs of
HRM. But not an easy one though. This chapter is
devoted to a detailed discussion of the nature and
process of conducting performance evaluation.

RELATION SHIP OF PERFORMANCE EVALUATION AND


JOB ANALYSIS

Job Analysis

Describes work
and personnel
requirement
of a particular job

Performance
Standards
Translate job
requirement
s I into
levels of
acceptable
or I'
unacceptabl
e

Performance
Evaluation

Describes the
job-relevant
strengths and
weaknesses
of each
individual


OBJECTIVES OF PERFORMANCE EVALUATION

Data relating to performance assessment of employees


arc recorded, stored. and used for seven purposes. The
main purposes of employee assessment are:
1. To effect promotions based on competence and
performance.
2. To confirm the services of probationary employees upon
their completing the probationary period
satisfactorily.
3. To assess the training and development needs of
employees.
4. To decide upon a pay raise where (as in the unorganized
sector) regular pay scales have not been fixed.
5. To let the employees know where they stand insofar as
their performance is concerned and to assist them with
constructive criticism and guidance for the purpose of
their development.

OBJECTIVES OF PERFORMANCE EVALUATION

6. To improve communication. Performance evaluation


provides a format for dialogue between the superior and the
subordinate, and improves understanding of personal goals
and concerns. This can also have the effect of increasing the
trust between the rater and the ratee.
7. Finally, performance evaluation can be used to determine
whether HR programmes such a selection, training, and
transfers have been effective or not.
Broadly, performance evaluation serves four objectivesdevelopmental uses,
administrative uses/decisions,
organizational maintenance/objectives, and
documentation purposes

PERFORMANCE EVALUATION AND COMPETITIVE


ADVANTAGE
Strategy and
Behavior

Improving
Performance

Making correct
decisions

Competitive
Advantage

Values and
Behaviour

Minimizing
dissatisfaction and
turnover

Ensuring Legal
Compliance

NATURE OF THE STUDY:

The study has been empirical in nature


and mostly based on the observation of
the researcher.
The research design was of an
explorative type where effort has been
made to develop proper hypothesis.
At the same time the design had been
quite flexible and has covered all the
different aspects of the research problem.

RESERCH METHODOLOGY:

OBJECTIVES OF RESEARCH:
To study existing performance evaluation polices in Verus
Solutions.
To study the perception of different category of
employees towards performance approval activities
carried out by Public and private sector.
To study the relationship of performance evaluation and
organizational effectiveness.
What necessary measures can be taken to improve
upcoming Performance evaluation Programmes.
To overcome the various hurdles of performance
evaluation and to improve its effectiveness.