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c ccc: VIVEK BULB INDUSTRIES

PVT.LTD. KOLKATA
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SYSTEM

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Since the key position holders of the organization works mostly at regional level,
so the researcher area for research is restricted to observing , surveying and
understanding the policies followed at the Kolkata Industry Unit.

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The history of the performance appraisal is quite brief. Its root in the early 20th century can be traced to
Taylor¶s Pioneering Time and Motion studies. But this is not very helpful, for the same may be said about
almost everything in the field of modern human resources management.

Yet in the broader sense, the practice of appraisal is very ancient art . In the
scale of things historical, it might well lay claim to being the world¶s second oldest profession .

Appraisal, it seems is both inevitable and universal. In the absence of the carefully structured system of
appraisal, people will tend to judge the work performance of other, including subordinate , naturally ,
informally
. Performance appraisal has been considered as a most significant tool for

an organization. For the information it provides is highly useful in making decisions regarding various

personal aspects such as promotions and merit increases. Performance measures also link information

gathering and decision ± making processes which provide a basis for judging the effectiveness for

personnel sub- divisions such as recruiting , selection , training and compensation . Accurate information

plays a vital role in the organization as a whole . they help pinpoint weak areas in the primary system . It

is very easier for managers to see which employees need training or counseling , because jobs are grouped

by categories ( production foreman, sales managers, financial analyst). These categories can be broken

into smaller and smaller group if necessary.

Performance Appraisal system began as simple methods of income

justification. That is, appraisal was used to decide whether or not the salary or wage of an individual

employee was justified.

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c To ensure that the work performed by the employees the work of the agency.

c To know the perception of the employees regarding performance measuring method in Vivke

Bulb.

c To identify how the appraisal process assist the employees to acquire skill, knowledge an attitude

and also enhance the same.

c Opportunities for employees development are identified.

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The Performance Appraisal consists in appraising non supervisory employees for their current
performance and managers for future potential. It also includes evaluation of human trait.

The need of Appraisal is concern with:

c Creating and maintaining a satisfactory level of Performance of employees in their present job;

c Highlighting employee needs and opportunities for personal growth and development;

c Aiding in decision-making for promotion, transfers, lay-offs and discharges;

c Promoting understanding between the supervisor and his subordinates;

c Providing a useful criterion for determining the validity of selection and training methods and
techniques and forming concrete measures for attracting individual of higher caliber to the
enterprise.
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The scope of HRD practices is very wide. Performance Management System is a major part of
the HRD practices of an organization. HRD practices include recruitment and selection,
promotion, transfer, training and development of employees, personnel policy of an organization
, particulars of manpower , distribution of salary , increment etc.

A good performance management system leads to overall development of employees. It provides

motivation to the employees and a sort of encouragement to them. It brings a sense of
belongingness among the employees that they are the part of the organization. As the times have
been changed and so the importance of employee¶s management relations has also taken drastic
change.

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c Researcher would have liked to spend more time on studying of the Performance
Management System.

c The employees in their comments may not have been absolutely frank in their
opinion as Researcher was a student and not a management consultantic
c Although Researcher tried his best to get information from employees, their home magazines,
websites, internet site, library etc. Researcher felt that some very confidential data may been
have restricted