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1. Mba project on performance appraisal
In this file, you can ref useful information about mba project on performance appraisal such as
mba project on performance appraisal methods, mba project on performance appraisal tips, mba
project on performance appraisal forms, mba project on performance appraisal phrases … If you
need more assistant for mba project on performance appraisal, please leave your comment at the
end of file.
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• performanceappraisal123.com/1125-free-performance-review-phrases
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• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting mba project on performance appraisal
==================
Employee perceptions towards organisational Performance Appraisal Systems (PAS) play a
critical role in achieving motivated personnel who performed optimally, hence increasing
organisational performance.
These were the research findings of MANCOSA’s MBA graduate, Mr Dushen Nagesur, an
electrical engineer by profession. Using a steel company as a case study, he investigated the
interrelationship between staff performance appraisal, employee motivation and job satisfaction,.
Work towards his research dissertation resulted in Nagesur, now a Technical Manager at
Aberdare Cables Group Operations Centre in Johannesburg, graduating cum laude (with
distinction).
Investigating the dichotomy between the intended and actual use of a PAS is commonplace in
organisations and underpinned Nagesur’s research. He conducted research to establish whether
existing systems exacerbated or improved employee and organisational efficiencies.
According to Nagesur, the findings show a correlation between PAS satisfaction and perception
with employee job satisfaction. The findings further suggested that Performance Appraisal
Systems play a critical role in developing employees who are both organisationally and job
engaged through motivation and job satisfaction.

2. “PAS can be used as a tool to increase both financial and non-financial organisational
performance through directly influencing employee performance. However, this is subject to
many conditions and constraints. The most pertinent of which is that simply creating and
administrating a PAS and expecting it to create an environment of employee motivation and job
satisfaction may not produce favourable results. Instead, such poorly designed systems may
result in the complete opposite effect – demotivation and little to no job satisfaction,” said
Nagesur.
Responding to his academic achievement, Nagesur said it was a great feeling to be awarded a
cum laude pass. Graduating with distinction was an indicator that the sacrifices he made while
studying were not in vain. “I was living four hours away from Durban during the completion of
this degree made travel to examinations and workshops very difficult. Also, senior employment
at a steel works’ plant demands physical and mental commitment and meant that I could only
really pursue my studies when time permitted,” he said.
An inherent drive to achieve academic excellence, hard work and the unwavering support of his
fiancé and parents has been a recipe for success for Nagesur. The MBA journey has brought to
the fore the challenges of working and studying simultaneously, therefore he advises those
willing to pursue the MBA, to follow effective time management.
==================
III. Performance appraisal methods
1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare

3. individuals possessing various individual traits.
ii. This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
3. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings

4. 4. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
5. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
6. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.

5. III. Other topics related to Mba project on performance appraisal (pdf
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