Jenifur Majid
Performance appraisal (PA) of employees is one of the most significant HRD practices in organisations, by which employee’s satisfaction and overall development can be managed well. PA is typically used for a variety of reasons such as employee rewards, pay rises, job oriented feedback, career and individual development, it is most often scheduled annually or semi annually. Organisations can use PA as a competitive advantage strategically to enhance the satisfaction levels of the individuals at work and effectively increasing the productivity of the employees by risk and reward mechanism. The present research paper emphasises on the methods of performance appraisal preferred by the appraisees in the telecommunication sector, which is one of the fastest growing industries in India on the basis of its customer base. The sample taken for the present study includes one public enterprise and three private companies in the area of Jammu & Kashmir, India. The pivotal focus of this research paper is to find out which methods of performance appraisal are being rated higher by the manager appraisees and the possible reasons behind the same so as to uncover the most effective PA methods from the managerial perspective in service driven organisations.
Performance Appraisal (PA), 360 Degree Appraisal, Peer Appraisal, Management By Objectives (MBO), Behaviourally Anchored Rating Scales (BARS).