Global Journal of Management and Business Research, A: Administration and Management, Volume 21 Issue 12

Cengage Learning on the job is designed to determine his contribution and relative worth to the firm. An EPA is mainly conducted for determination of salary or wages, increments, promotions, transfer, feedback to employees, determination of training needs, personal research, termination of services, to measure productivity of employees, motivation, potential for upward mobility, to know required knowledge and skill etc. were studied by L.M. Prasad. Majority of the companies use different performance measures including quality of work, money earned, job knowledge, absenteeism, rate of advancement, self-judgment by peers and judgment by supervisors. For EPA confidential report, rating scale, ranking system, paired comparison method, MBO, and 360 degree appraisal method are used. Some applications of EPA are compensation, performance improvement, promotions, termination, test validation, and more. While there are many potential benefits of EPA, there are also some potential drawbacks. For example, EPA can help facilitate management-employee communication; however, EPA may result in legal issues if not executed appropriately, as many employees tend to be unsatisfied with the EPA process. According to a prominent personality in the field of human resources EPA are the systematic, periodic and an impartial rating of an employee’s excellence in the matters pertaining to his present job and his potential for a better job.” EPA is a powerful tool to standardize, refine and reward the performance of the employee. It helps to analyze his achievements and evaluate his contribution towards the achievements of the overall organizational goals. EPA is necessary to measure the performance of the employees and the organization to check the progress towards the desired goals and aims. II. S tatement of the P roblem EPA is an important tool for not only small and growing businesses but all kinds of business. The appraisals can be crucial in developing employees, reinforcing good performance, and pointing out areas of improvement. Appraisals provide an opportunity to formally communicate expectations for future performance. They also create a record of steps taken to remedy bad or inadequate performance. It is the endeavor of every effective organization to recruit, retain and reward the best performers. It is through a well- designed EPA process that one separates the best from the average or poor performers. If this process is carried out properly and the employers intend to be equitable with its reward system, personnel moral will be high and team work can be both developed and nurtured by the enterprise. III. O bjectives of the S tudy  To find out the efficiency in performance appraisal in Advinar Technologies Pvt, Ltd.  To examine the significance difference between Demographic variables and opinion about performance appraisal in Advinar Technologies Pvt, ltd. IV. L itreature R eview Nelson et al., (2019) assessed the FF in male and female engineering students using PFAI. The results of the study revealed that females have higher FF than males. Females also scored high in PFAI subscales i.e. FSE, FDSE and FUF. Murcia et al (2019) examine the link between coach interpersonal style and fear of failure in athletes. It was found that there was a positive relationship between coach controlling style and athlete FF. Correia, (2018) the study was employed on the relationship between FF and anxiety in sport contexts. The outcome of the study indicated that there was a positive influence of FF on sport anxiety which shows that sportspersons with higher levels of FF displayed a tendency of having greater anxiety levels. Shaju M (2017) have done research titled “The Impact of job satisfaction on job performance of employees working in Automobile Industry in Punjab”. The researchers adopted two grades of employees like workers and supervisors. The results indicated that the job satisfaction was observed higher in the supervision level rather than that of the employees in ordinary workers’ level. The researcher concluded that years of job experience gives a higher degree of satisfaction than less job experience in the Industry. Sajuyigbe and Ademolas (2017) their study have focused on” The impact of performance appraisal on employee performance in Nigerian Telecommunication Industry. The objective of the study was to assess the impact of performance appraisal on employees’ performance. The research findings revealed that the level of performance appraisal awareness is high among the staff and the performance appraisals system plays vital role in contributing to high performance of employees in MTN Nigeria. Rafique Ahmed Khan, et.al (2017) have done a study entitled” The impact of performance appraisals on employee satisfaction at Karachi Port Trust. The data were analyzed with Pearson’s, correlation and regression test. The objective of the study was to find out the overall impact of performance appraisal on employee satisfaction. The research adopted a deductive approach questionnaire by using a Likert scale. The sampling Technique adopted was snowball (Or) non-probability convenience sampling method. The researcher concluded that periodically reviewing of performance of their employees will help employees to be focused and satisfied. The researcher recommend that performance appraisal should be done twice a year and preparing performance appraisal forms should be 42 Global Journal of Management and Business Research Volume XXI Issue XII Version I Year 2021 ( ) A © 2021 Global Journals A Study on the Performance Appraisal by Advinar Technology Pvt. Ltd. in Thiruvananthapuram District