Article Details

A Study on Employees Performance Appraisal in Neycer India [P] Ltd, Vadalur | Original Article

L. Madan Mohan*, in Journal of Advances and Scholarly Researches in Allied Education | Multidisciplinary Academic Research


In the early 20th century, the idea of performance evaluation was born. An employee's performance may be evaluated and improved by gathering, evaluating, and documenting information about them. There are several Performance Appraisal techniques depending on the kind of organisation, size of the company, and also the time period during which they are employed. Employees are assessed in terms of Quality, Quantity, Time, and Cost, as well as the value they provide to the organization's overall objectives. Before 720-degree assessment, organisations used a 360-degree approach to evaluate their employees' performance. To far, this evaluation technique has been used for appraisals ranging from 90 degrees to 720 degrees.Managing an organization's human resources is critical since it is the most fundamental part of the business. A company's Human Resources Management (HRM) department is essential to its success. NEYCER INDIA [p] LTD, VADALUR was the subject of a study by the researcher titled A study on Employees Performance Appraisal. There are ways to increase employee performance based on this study's findings. If a business wants to keep its workers happy, they're usually obligated to provide them a reasonable wage and benefits. One of the most current notions is 720-degree Performance Appraisal. An integrated method, as the name says, 720-degree performance evaluation, where the employee's performance is reviewed from a 360-degree perspective (Management, Colleagues, Self, and Customers). The results are compared to the predetermined goals. In other words, 720-degree evaluation is equivalent to twice as many 360-degree evaluations as there are. Prior methods of assessment were hindered by the lack of follow-up guidance for the employee after the evaluation. This is why 720-degree assessment was developed after the first appraisal, when a worker's performance is assessed and evaluated, and goals are created, the worker's performance is assessed again, and this time he or she receives feedback and assistance to help him or her reach the goal. This article examines the extent to which the 720-Degree Performance Appraisal, an expanded version of the 360-Degree Feedback, is understood by stakeholders, consumers, suppliers, and those outside the business. While the 360-degree Performance assessment has been around for a long time, the 720-degree Performance appraisal is a relatively new phenomenon that has emerged in recent years. In the course of developing the 720-degree Performance evaluation system, it went through a series of distinct phases from the 90 degree to the 180 degree to the 360 degree to the 540 degree stages.