Employee Perception Towards Performance Appraisal Program in Packaging Industry

Organisations facevarious challenges as they effort to assess and improve the performance of employees. There is a significant impact of employees’ individual and group performances on organisational overall performance (Nzuve and Ng’ang, 2012). Performance Appraisal Programis an essential activity for the overall human resource management. To know the competency levels and the required skill gaps of their employees, organisations depend on Performance Appraisal Programs design/methodology/approach: This research investigates perception of employees towards Performance Appraisal Program. The research also explores the outcomes and constraints of Effective Performance Appraisal Program. The impact of demographic variables on employees’perception towards Performance Appraisal Program has been analyzed too. The study is based on the primary data, collected from the employees of packing industry who had worked in the institution for at least two consecutive years, and whose work had been previously appraised, and are located in Delhi and National Capital Region. Data analysis was done using SPSS software. The statistical analysis method employed was Descriptive Analysis, One-way ANOVAand Z-test. findings: The findings suggest that the employees have both positive and negative perceptions towards the Performance Appraisal Program. They believe that though the appraisal enhances the chance of promotion, sometimes it lacks in terms of employees’ proper assessment. The employees also believe that it is not helpful in reducing grievances among the people. Employees’perceptions also vary according to their demographic differences. The Performance Appraisal Programs need transparency and well explained parameters for the acceptance and satisfaction of employees as these impact the overall organisational performance.