Performance Appraisal System with Reference to Optcl OrrisaINTRODUCTIONToday organisations are functioning in a highly complex business environment. Now resources limited and competitions are enormous technology is getting absolute very fast, test and performance of the consumer are changing, new laws are coming in the turbulent situation in ordered to service and to grow the organisation has to perform.
Almost every organisation goes through a periodic ritual formally or informally known as performance appraisal. Performance appraisal has been called many things. The formal performance appraisal has been called a tool of management, a control process; an activity and a critical element in human resource allocation .Uses for the performance have included equal employment opportunity. Considerations, promotions, transfer and salary increases. Primarily performance appraisal has been considered an overall system for controlling an organisation regarding the performance of individuals, groups and entire divisions. The performances appraisal has been defined as any personal decision that effect the status of employee regarding retention, termination, promotion, demotion, transfer, increase or decrease in salary or admission into a training program. For this study, performance appraisal has been confined to the formal performance appraisal with the above definition.
Practical use of performance appraisal for management or business:
A number of other activities.
A process of applying appraisal to an organisation that has employees, organisations, a decision on employees, recruitment or demotion.
Benefits of performance appraisal for business, management, management, etc…
Performance appraisal provides real-time information about an organisation’s performance and provides an indicator of whether employee’s morale has been good or bad with respect to the organization and the individual.
Performance appraisal can, in theory, be applied to different issues and different situations. For example, the job search website could be used to see how many people have been asked to work in some company of their choice, or how many, what are the average hours by each company. Such an organization would be able to see how many are available for specific groups at different times in the day of the week and in the week when the search is performed, for example.
The performance appraisal can also be used by management to inform the behaviour of employees in a training program, or to inform staff to maintain employee-owned or franchised management teams and training centres.
How to use performance appraisal in your organization.
The performance appraisal can be used to assess any organizational, group, individual or organisation activity in your organisation. It can also be used in the context of organisation policy, regulations, promotions, promotions, transfer and compensation.
Performance appraisal can help you identify possible areas for improvement, particularly in that areas the agency should work on or identify any policies and procedures that may require management support or supervision to meet new objectives. If a process does not work well with one and is not working, it can be used to help you design and implement policies and procedures to ensure the organisation is fit to perform the role.
Practical use of performance appraisal for management or business:
A number of other activities.
A process of applying appraisal to an organisation that has employees, organisations, a decision on employees, recruitment or demotion.
Benefits of performance appraisal for business, management, management, etc…
Performance appraisal provides real-time information about an organisation’s performance and provides an indicator of whether employee’s morale has been good or bad with respect to the organization and the individual.
Performance appraisal can, in theory, be applied to different issues and different situations. For example, the job search website could be used to see how many people have been asked to work in some company of their choice, or how many, what are the average hours by each company. Such an organization would be able to see how many are available for specific groups at different times in the day of the week and in the week when the search is performed, for example.
The performance appraisal can also be used by management to inform the behaviour of employees in a training program, or to inform staff to maintain employee-owned or franchised management teams and training centres.
How to use performance appraisal in your organization.
The performance appraisal can be used to assess any organizational, group, individual or organisation activity in your organisation. It can also be used in the context of organisation policy, regulations, promotions, promotions, transfer and compensation.
Performance appraisal can help you identify possible areas for improvement, particularly in that areas the agency should work on or identify any policies and procedures that may require management support or supervision to meet new objectives. If a process does not work well with one and is not working, it can be used to help you design and implement policies and procedures to ensure the organisation is fit to perform the role.
An evaluator observes work activities and indicates his/her assessment with an informal content. The main emphasis of this study has been the use of performance appraisal as a tool for employee development.
The study also examined the use of performance appraisal for communicating expectations of both the organisations and the employee. Benefit of communicating with each other was noted.
CHAPTER 2COMPANY PROFILE2. 1. OPTCLAccumulating losses, tariffs, imbalances, transmission and distribution in adequate and rampant theft had become the common band of power sector virtually in every state in India. It had to be curbed. Someone had to take the lead and set an example. It was Orissa state who came out to take a giant step in the direction of power sector reform. The legislatures of Orissa passed the Orissa electricity reform act 1995 after receiving the accent of the president of India. The state government, Orissa notified on 1st April 1996 as the date on which Orissa electricity reform act 1995 had to come into force
The former monolithic body known as the Orissa electricity board (OSEB) of the state established since 1961 was spitted into GRIDCO in April 1996, OPTCL took over the distribution business of OSEB and OHPC took over the hydropower generation business.
In July 1996 Orissa electricity