PRITHVI-PERF ORMANCE APPRAISAL PPT

8/7/2019 PRITHVI-PERF ORMANCE APPRAISAL PPT

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PERFORMANCE APPRAISALPERFORMANCE APPRAISALSYSTEMSSYSTEMS

Members:Members:

Prithvi KarinjePrithvi Karinje

Steffi DSouzaSteffi DSouza

Naveen DasNaveen Das

Sahil PasrijaSahil Pasrija



Details of the company visitedDetails of the company visited

SECTOR : BANKINGSECTOR : BANKING

NAME OF THE BANK : SYNDICATE BANKNAME OF THE BANK : SYNDICATE BANK

ADDRESS : REGIONAL OFFICEADDRESS : REGIONAL OFFICE

HAMPANKATTAHAMPANKATTAMANGALOREMANGALORE

DATE OF VISIT : 28DATE OF VISIT : 28--0101--20112011

PERSON CONSULTED: Mr.M.S.NAYAKPERSON CONSULTED: Mr.M.S.NAYAKSenior Manager Senior Manager

Personnel Dept.Personnel Dept.



CONTENTSCONTENTS

INTRODUCTIONINTRODUCTIONMEANINGMEANING

DEFINITIONDEFINITION

OBJECTIVESOBJECTIVESPERFORMANCE APPRAISALPERFORMANCE APPRAISAL

TECHNIQUES AND PROCEDURES.TECHNIQUES AND PROCEDURES.

CRITERIA FOR APPRAISALCRITERIA FOR APPRAISAL

PERIOD OF APPRAISALPERIOD OF APPRAISAL

EFFECTIVENESSEFFECTIVENESS

CONCLUSIONCONCLUSION



INTRODUCTIONINTRODUCTION

Process of obtaining, analyzing and recordingProcess of obtaining, analyzing and recording

information about the relative worth of an employeeinformation about the relative worth of an employee

Actual performance and future potentials. Actual performance and future potentials.

Powerful tool to calibrate, refine and reward thePowerful tool to calibrate, refine and reward the

performance of the employee.performance of the employee.

Analyze achievements Analyze achievements--evaluate contribution towardsevaluate contribution towards

achieving organizational goals.achieving organizational goals.



MEANINGMEANING

Performance appraisal is a systematicPerformance appraisal is a systematic

way of way of reviewingreviewing and assessing theand assessing the

performance of an employee during aperformance of an employee during agiven period of time and planning for given period of time and planning for

his future.his future.



DEFINITIONDEFINITION

According to Flippo,According to Flippo,

³Performance appraisal is the³Performance appraisal is the

systematic, periodic and an impartialsystematic, periodic and an impartialrating of an employee¶s excellence inrating of an employee¶s excellence in

the matters pertaining to his presentthe matters pertaining to his present

job and his potential for a better job.´ job and his potential for a better job.´



OBJECTIVESOBJECTIVES

To review theTo review the performance of theperformance of theemployeesemployees over a given period of time.over a given period of time.

To judge the gap between the actual and theTo judge the gap between the actual and thedesired performance.desired performance.

To help the management in exercisingTo help the management in exercisingorganizational control.organizational control.

To diagnose the strengths and weaknesses of To diagnose the strengths and weaknesses of the individuals so as to identify the training andthe individuals so as to identify the training and

development needs of the future.development needs of the future.To strengthen the relationship andTo strengthen the relationship andcommunication between superior communication between superior ± ± subordinatessubordinatesand managementand management ± ± employees.employees.



PERFORMANCE APPRAISALPERFORMANCE APPRAISAL

TECHNIQUES AND PROCEDURETECHNIQUES AND PROCEDURE Different at different levels.Different at different levels.

Lower cadre employeesLower cadre employees--clerks,attendersclerks,attenders--

appraised by concerned manager.appraised by concerned manager.

Officers/Asst.ManagersOfficers/Asst.Managers--self appraisalself appraisal--later later

review and remarks by manager.review and remarks by manager.

Employees of R.OEmployees of R.O--Appraised by Chief Manager Appraised by Chief Manager

Chief Manager by AGMChief Manager by AGM AGM by DGM and reports to Head Office AGM by DGM and reports to Head Office



Grading points:Grading points:

1.1. Clerks and attenders are graded on the basisClerks and attenders are graded on the basisof NPA recovery, deposit mobilization.of NPA recovery, deposit mobilization.

2.2. Officers are graded as:Officers are graded as:

ExcellentExcellent--target achieved is100% or moretarget achieved is100% or more

GoodGood--target achieved is 80target achieved is 80--100%100%

Requires improvementRequires improvement--target achieved is 60target achieved is 60--80%80%

UnacceptableUnacceptable--target achieved is below 60% ontarget achieved is below 60% onthe basis of key responsibility areas.the basis of key responsibility areas.



CRITERIA FOR PERFORMANCECRITERIA FOR PERFORMANCE

APPRAISALAPPRAISALSUB STAFF AND NON SUBORDINATE WORKERS:SUB STAFF AND NON SUBORDINATE WORKERS:

PunctualityPunctuality

DisciplineDiscipline

CoCo--operationoperation

Team spiritTeam spirit

Knowledge of dutiesKnowledge of duties

Handwriting and neatnessHandwriting and neatness

DependabilityDependability

Sense of belongingnessSense of belongingness

IntegrityIntegrity

SinceritySincerity

Courtesy towardsCourtesy towardscolleagues andcolleagues and

customerscustomers

Leave availedLeave availed



FOR OFFICERSFOR OFFICERS

Total deposits, low costTotal deposits, low costdepositsdeposits

Total advancesTotal advances

NPA recoveryNPA recovery

Employee productivityEmployee productivity

Customer relationCustomer relation

House keepingHouse keeping

Internal controlInternal control

Credit managementCredit management

Team workTeam work Adaptability to change Adaptability to change

Time managementTime management Knowledge of work andKnowledge of work and

technical skilltechnical skill

Planning andPlanning anddevelopmental initiativesdevelopmental initiatives

Decision making andDecision making andanalytical skillsanalytical skills

Leadership andLeadership andcommunication skillscommunication skills

Computer literacyComputer literacy

Emotional strengthEmotional strength Marketing of credit/debitMarketing of credit/debit

cardscards



PERIOD OF APPRAISALPERIOD OF APPRAISAL

Appraisal is done annually Appraisal is done annually

System practiced since 20System practiced since 20--25 years25 years

Manual appraisalManual appraisal--No softwareNo software



EFFECTIVENESSEFFECTIVENESS Results of performance appraisalResults of performance appraisal--Not revealed.Not revealed.

Used in promotion processUsed in promotion process

Creates awareness among the employees andCreates awareness among the employees and

make them alert of their responsibilitiesmake them alert of their responsibilities Effectiveness mainly depends on theEffectiveness mainly depends on the

employer/supervisor¶s motivationemployer/supervisor¶s motivation

Appraisal should be without any bias Appraisal should be without any bias

Justify reasons for poor ratingJustify reasons for poor rating

More than 25% reformation among employees.More than 25% reformation among employees.



CONCLUSIONCONCLUSION

Performance appraisal helps to rate thePerformance appraisal helps to rate theperformance of the employees and evaluateperformance of the employees and evaluatetheir contribution.their contribution.

Formal and properly structuredFormal and properly structured--helps employeeshelps employeesknow their role and responsibilitiesknow their role and responsibilities

Study has helped us in gaining the inStudy has helped us in gaining the in--depthdepthknowledge of performance appraisal in a serviceknowledge of performance appraisal in a service

sector.sector.

PRITHVI-PERF ORMANCE APPRAISAL PPT

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