INDEX

S.NO CONTENTS PAGE

NO

1 INTRODUCTION

2 OBJECTIVES OF THE STUDY

3 RESEARCH DESIGN

4 ORGANIZATION PROFILE

5 DATA ANALYSIS AND INTERPRETATION

6.1 FINDING
6 6.2 SUGGESTION
6.3 CONCLUSION
INTRODUCTION
Introduction:
Performance Appraisal is a formal, structured system that compares
employee performance to established standards. Assessment of job performance is
shared with employees being appraised through one of several primary methods of
performance appraisals. Elements in performance appraisal methods are tailored to
the organization's employees, jobs, and structure. Performance appraisals, also
known as employee appraisal, are essential for the effective management and
evaluation of staff. Appraisals help develop individuals, improve organizational
performance, and feed into business planning. Each staff member is appraised by
their line manager. Directors are appraised by the CEO, who is appraised by the
chairman or company owners, depending on the size and structure of the
organization. Performance appraisal isa part of career development and regular
review of employee performance within organizations.
Annual performance appraisals enable management and monitoring of standards,
agreeing expectations and objectives, and delegation of responsibilities and tasks.
Staff performance appraisals also establish individual training needs and enable
organizational training needs analysis and planning.
Performance appraisals are important for staff motivation, aligning individual and
organizational aims, and fostering positive relationships between management and
staff. Appraisals must address 'whole person' development - not just job skills or
the skills required for the next promotion. Appraisals must not discriminate against
anyone on the grounds of age, gender, sexual orientation, race, religion, disability,
etc. Performance appraisals should be positive experiences. The appraisals process
provides the platform for development and motivation, so organizations should
foster a feeling that performance appraisals are positive opportunities, in order to
get the best out of the people and the process.

Requirements for effective performance management system:

1. Effective performance management requires a good deal of face-to face
supervisor-employee interaction. By knowing the subordinates, supervisor can
steer them onto a path of greater productivity and optimized output. Long-term
successful business owners view performance appraisals a process of getting to
know the people who work for them. It is the most significant and indispensable
tool for an organization. It provides information, which helps in taking important
decisions for the development of an individual and the organization.
2. Thus, one phase of the annual performance management cycle is performance
appraisal, the process of reviewing employee performance vis-à-vis the set
expectations in a realistic manner, documenting the review, and delivering the
review verbally in a face-to-face meeting, to raise performance standards year over
year through honest and constructive feedback. In the process management expects
to reinforce the employee’s strengths, identify improvement areas so that one can
work on them and also set stretched goals for the coming year.

Some Basic Concepts:

 Performance refers to an employee’s accomplishment of assigned tasks.
 Performance Appraisal is the systematic description of the job-relevant
strengths and weaknesses of an individual or a group.
 Appraisal period is the length of time during which an employee’s job
performance is observed in order to make a formal report of it.
 Performance Management is the total process of observing an
employee’s performance in relation to job requirements over a period of
time (I.e. clarifying expectations, setting goals, providing on-the-job
coaching, storing and recalling information about performance) and then
making an appraisal of it.

Performance and Development Planning (PDP):

PDP is a process for managers that aligns individual
performance with company goals and ensures focus on the development of talent
company wide. PDP is an important step in their corporate effort to engage and
enable employees to deliver their contribution to their business. Also, PDP serves
to enable employees to identify and realize personal opportunities for development
that are aligned to current and future business challenges.

Performance Appraisal Process:

 Prepare - prepare all materials, notes agreed tasks and records
ofperformance, achievements, incidents, reports etc - anything pertaining
toperformance and achievement.
  Inform - ensure the appraisee is informed of a suitable time and place and
clarify purpose and type of appraisal.
 Venue - ensure a suitable venue is planned and available - private and free
from interruptions.
 Introduction - relax the appraisee - open with a positive statement, smile,
be warm and friendly.
 Review and measure - review the activities, tasks, objectives and
achievements one by one.
 Agree an action plan - An overall plan should be agreed with the
appraisee, which should take account of the job responsibilities, the
appraisee's career aspirations, the departmental and whole organization's
priorities.

Benefits:
The following are the benefits of a successful appraisal system:
1. For the Organization:
 Improved performance throughout the organization due to:
- Effective communication of organization’s objectives and values
- Increased sense of cohesiveness and loyalty.
 Improved overview of tasks performed by each member of a group.
 Identification of ideas for improvement.
 Communication to people that they are valued.

2. For the Appraiser:

 Opportunity to develop an overview of individual jobs.
 Opportunity to identify strengths and weaknesses of appraisees.
 Increased job satisfaction.
 Opportunity to link team and individual objectives with
department & organizational objectives.
 Opportunity to clarify expectations that the manager has from
teams and individuals.
3. For the Appraisee:
 Increased motivation and job satisfaction.
 Clear understanding of what is expected and what needs to be done to
meet expectations.
 Opportunity to discuss aspirations and any guidance, support or training
needed to fulfill these aspirations.
 Improved working relationships with the superior.
 Opportunity to overcome the weaknesses by way of counseling and
guidance from the superior.

Performance Appraisal Techniques:

1. Ranking
 In this, the superior ranks his/her subordinates in order of their merit, from
best to worst.
 It is done in a competitive group.
 It is done by placing the appraise on numerical scales I.e. 1st, 2nd, 3rd etc.in
the total group.

2. Person-to-Person/Paired Comparison
 Under this method the appraiser compares each employee with every other
employee, one at a time. Certain key performance areas/traits are developed.
E.g.: Leadership, Creativity, Initiative etc.

3. Grading
 Certain categories of traits/performance criteria, which are worth of
appraising, are established. E.g. cooperativeness, self-expression,
dependability, job knowledge etc.
 Any grade that is selected should be well defined.

4. Graphic Scales
 A printed form, one for each person to be rated is used.
 The factors included in the form are Employee characteristics such as
leadership, cooperativeness, enthusiasm, loyalty etc
5. Checklist
 A series of questions are presented concerning an appraisee’s behavior.
 The appraiser has to reply to the questions in either negative or positive
tone-(Yes/No).
 The value of each question may be weighted I.e. one can have
predetermined
 scale and scoring to those questions.

6. Essay
 A blank form is given to the appraiser.
 The form contains main heading such as employees’ characteristics,
attitudes,
 job knowledge, potential etc. The appraiser is asked to put in words his
impressions about the employee..
 It gives specific information about the employee.

7. Confidential Reporting
 It is the most traditional way of appraising employee’s performance. The
basic assumption here is that since the superior .
 The superior writes a paragraph or so about his subordinate’s
strengths,weaknesses, intelligence, attitude to work, attendance, conduct and
character,
 work efficiency, etc.

8. Critical Incident Method

 Initially a set of noteworthy (good or bad) on-the-job behavior’s is prepared.
 This is usually in the form of incidents.
 These incidents are given to a group of experts who assign scale values
depending upon the degree of desirability for the job.

9. Forced Choice Technique

 In forced choice system the appraiser is forced to choose 4 statements that
best fits the individual being rated and one which least fits him.
ORGANIZATION
PROFILE
ORGANIZATION PROFILE:

The history of Our Lady of Health Hospital is intertwined with the history of the
Roman Catholic Diocese of Thanjavur, bifurcated from the Padroado Diocese of
Mylapore (Chennai) which was established in 1606. The new Diocese came into
existence from 13th November, 1952 with Sacred Heart Church in Thanjavur as its
Cathedral and Rt. Rev. R. A. Sundaram as the first bishop from 4th February,
1953. Under his able leadership the diocese developed in the spiritual, educational,
social and health spheres.

The Birth of 'Our Lady of Health Maternity Clinic':

As we look at the annals of the Diocese of Thanjavur, Rt. Rev. R. A. Sundaram
was well known for his vision and enterprises. The district headquarters, Thanjavur
town lacked proper medical facilities in those days. The bishop felt the urgent need
for a good hospital to provide quality medication to the poor and the needy. So he
bought a piece of land at Arulananda Nagar in the outskirts of Thanjavur and
constructed a building which would become the cradle for many babies to be born.
To manage this hospital, he invited the sisters of the Salesian Missionaries of Mary
Immaculate (SMMI) who had been serving in Tranquebar with dedication and
missionary spirit. SMMI sisters are known for their expertise in health ministry and
also for their deep love for the poor and the sick. Rev. Sr. Lucienne (1961-1962)
was the first superior to lead the health ministry. The hospital was started on 5th
April 1961 just as a maternity clinic and it was named 'Our Lady of Health
Maternity clinic'. It was opened by the Honorable Minister Lourdammal Simon,
the then Minister for Local Administration. It had a humble beginning for the great
things to follow in the years to come. The noble profession of nursing care was
handled both professionally and compassionately by the Sisters.Rt. Rev. R. A.
Sundaram had special interest in the welfare of the hospital and encouraged the
Sisters to fulfill his dream of helping the needy sick people. Though it was started
as a maternity clinic, later on medical patients were also treated. The people of the
town had patronized Our Lady of Health Hospital and because of the interest and
enthusiasm shown by the Rt. Rev. R. A. Sundaram, it was popularly known as
'Andavar Hospital' which would mean 'Bishop's Hospital'. Through the years, the
hospital stood as one of the best hospitals in the town for the quality service and
medical care. It was known as the charity hospital in the town where the health of
the patients was the first priority. The medical care and the selfless service of the
Sisters and the staff and above all the blessings of Our Lady of Good Health bring
happy memories of this great medical ministry.
The Making of 'Our Lady of Health Hospital':
Our Lady of Health Hospital as we see it today had grown like a banyan tree with
many buildings, departments and facilities. Infrastructures have been provided in
course of time through the vision and planning of the bishops and SMMI Sisters.

Out-patient Department:
As the need for treating the patients grow apart from the maternity section, the out-
patient department came into existence. Along with the resident doctor, many
doctors were invited to treat patients of different ailments. Thus what was started
as a 'Maternity Clinic' became a 'General Hospital' in 1964 and from then onwards
there was no turning back. People from the town and the surrounding villages had
placed their confidence in the hospital and the fame spread far and wide. Though
the hospital served all sections of the people irrespective of caste, creed and
economic status it should be mentioned that the hospital was haven for the poor
and the middle class. This hospital provided health care at an unimaginable low
cost besides treating the patients with patience and dignity. Realizing the need to
provide better facility for the patients, the building was extended. It was blessed by
Rt. Rev. R. A. Sundaram and opened by Very Rev. Sr. Therese Luc, Superior
General of SMMI congregation on 18 October, 1977.Bishop R. A Sundaram, a
visionary saw his dream fulfilled as the hospital received enormous patronage from
people and had earned the goodwill of the people. He encouraged, guided and
cherished the selfless service of the SMMI Sisters, the doctors and the staff who
worked in the hospital.
Infrastructures:
Since charity was the primary motive than money, the bishops who followed also
made it a point to walk in the footsteps of bishop Sundaram. They spent everything
for the development of the hospital by way of providing infrastructures, facilities
and for the maintenance. With this same spirit of service, this non-profited
organization continues to serve to the needy and the poor all these years.
Eye Clinic:
It should be mentioned that Dr. Gopala Krishnan, an eye specialist started his
practice in Our Lady of Health Hospital admitting his patients in the hospital and
he was housed in Bishop's quarters at Pookara Street. He served in this hospital for
many years with commitment and then started his own clinic. His sons, following
the footsteps of their father serve in this hospital with the same dedication.
VISION
To reach out the poor, the needy, and the under privileged and especially for
women & children through the divine healing touch of Christ, in loving and
compassionate services, bringing wholeness through quality health care.
MISSION
Thus aims achieving its vision by establishing good infrastructure which gives
comfortable and healthy atmosphere, availing all the possible facilities including
specialized and dedicated doctors and committed staff to care to the needs of all
patients at an affordable cost.
MOTTO
Love-Service-Hope
VALUES
 We seek divine touch/presence in all our activities.
 We respect life since life is a gift of God.
 We have a preferential love for the poor and the underprivileged.
 We accept and treat everyone with love and humanness without any
discrimination.
 We trust in team work & in collaboration with the other organization we
reach out the needy.
 We uphold transparency and sincerity in all our dealings.
 We keep up confidentiality concerning patients.
 We promote wholistic approach in our health care.
We uphold highly and promote echo friendliness in and around our campus.
OBJECTIVES
OF
THE STUDY
Objectives of the Study:

 Let the employees know where they stand in so far as their performance
is concerned and to assist them with constructive criticism and
 guidance for the purpose of their development.
 Assessment of skills within an organization.
 Set targets for future performance.
 Assess the training and development needs of employees.
 Identify the strengths and weaknesses of employees.
 Form a basis for personnel decisions-salary (merit) increases,
promotions, disciplinary actions, etc.
 Provide the opportunity for organizational diagnosis and development.
 Facilitate communication between employee and administrator.
 Increase motivation to perform effectively.
 Better clarify and define job functions and responsibilities.
 Clarify organizational goals so they can be more readily accepted.
RESEARCH
DESIGN
Aim of the Research
To ascertain the effectiveness of Performance Appraisal methodology used by the
Organization.
Objectives of the study
The following are the objectives of the study

To develop my understanding of the subject.

Performance Appraisal System implemented in various Organizations
varies according to the need and suitability. Through my research, I have
tried to study the kind of Appraisal used in the Organization and the various pros
and cons of this type of system.

To conduct a study on social behavior.

o Social behavior is a very unpredictable aspect of human life but social
research is an attempt to acquire knowledge and to use the same for social
development.

To enhance the welfare of employees.

The Appraisal system is conceived by the Management but mostly does
not take into consideration the opinion of the employees. This can lead to
adverse problems in the Organization. Therefore by this study I have
attempted to put forth the opinion of the employee with respect to the
acceptability of the Performance Appraisal System.

To exercise social control and predict changes in behavior.

The ultimate object of my research is to make it possible to predict the
behavior of individuals by studying the factors that govern and guide
them.
Research Design
A research design is a type of blueprint prepared on various types of blueprints
available for the collection, measurement and analysis of data. A research design
calls for developing the most efficient plan of gathering the needed information.
The design of a research study is based on the purpose of the study.
A research design is the specification of methods and procedures for acquiring the
information needed. It is the overall pattern or framework of the project that
stipulates what information is to be collected from which source and by what
procedures.
Sampling
An integral component of a research design is the sampling plan. Specifically, it
addresses three questions
 Whom to survey (The Sample Unit)
 How many to Survey (The Sample Size) &
 How to select them (The Sampling Procedure)
Making a census study of the whole universe will be impossible on the account of
limitations of time. Hence sampling becomes inevitable. A sample is only a portion
of the total employee strength. According to Yule, a famous statistician, the object
of sampling is to get maximum information about the parent population with
minimum effort.
Methods of Sampling
Probability Sampling is also known as random sampling or chance sampling .
Under this sampling design every individual in the organization has an equal
chance, or probability, of being chosen as a sample. This implies that the section of
sample items is independent of he persons making the study that is, the sampling
operation is controlled objectively so that the items will be chosen strictly at
random.
Non Probability Sampling is also known as deliberate sampling , purposeful and
judgmental sampling. Non-Probability Sampling is that which does not provide
every individual in the Organization with a known chance of being included in the
sample.
Data collection method
Collection of data is the first step in statistics. The data collection process follows
the formulation for research design including the sample plan. The data can be
secondary or primary.
Collection of Primary Data during the course of the study or research can be
through observations or through direct communication with respondents on one
form or another or through personal interviews. I have collected primary data by
the means of a Questionnaire. The Questionnaire was formulated keeping in mind
the objectives of the research study.

Secondary data means data that is already available i.e., they refer to data, which
has already been collected and analyzed by someone else. When a secondary data
is used, the researcher has to look into various sources from where he can obtain
data. This includes information from various books, periodicals, magazines etc.
Research Methodology Adopted

Research Design : Descriptive research

Research Instrument : Structured Questionnaire

Sampling Plan
i) Sample Method : Non-Probability Sampling
(Convenience Sampling)

ii) Sample Size : 50

iii) Sample Unit : Employees who do not hold a

supervisory position

Sampling Design
Convenience Sampling, as the name implies, is based on the convenience of the
researcher who is to select a sample. Respondents in the sample are included in it
merely on account of their being available on the spot where the survey was in
progress.

Source of Data
a) Primary Data : Structured Questionnaire
b) Secondary Data : Journals, Booklets, Company Data, etc.
Data Analysis
and
Interpretation
Data Analysis and Interpretation
 6.1 FINDING
6.2 SUGGESTION
6.3 CONCLUSION
Findings:

Suggestions:

Conclusion: