Abstract of Dissertation

Keyword : Performance Appraisal; Training; Counselling; 360-Degree

Objective : 1. To develop a human resource oriented and focused performance appraisal system in Virendra laser and phaco surgery center 2. To define job descriptions for all identified key staff members. 3. To develop performance measurement tools.

Background : Performance appraisal can be defined as a structured formal interaction between the employees especially superior and subordinates, which usually occurs on specified time periods where the work performance of the subordinate is examined and taken in consideration in order to improve and develop the skills. A 360-degree appraisal is a type of employee performance appraisal review in which juniors, co-workers, and seniors all anonymously rank the employee. This information is then entered into that person's performance appraisal review. Benefits of appraisal: motivation, satisfaction, need assessment of training and employer evaluation.

Methodology : Type of study: This is a Descriptive study aimed at developing an appraisal system and it will simply show what is and/or what the data shows.

Findings : A large number of employees score represent that this is a very average performing organization, and this needs to be addressed in order to improve the condition of the hospital. It was also observed that a lot of scope of improvement was there and then the next step of appraisal was planned.

Recommendations : The final conclusions drawn of this report could be summarized, the organization lacked a formal and structured performance appraisal system and in order to overcome this problem a formal performance appraisal was needed. The performance appraisal was designed in a 360-degree format in order to understand and assess the preliminary requirements of performance appraisal.

Performance Appraisal Process: Identification of the process was done and then the critical process to be measured were outlined to establish performance goals for standard. After identification of responsible parties data were collected to analyze the report and compare performance goals then lastly, corrective actions were taken.