Objective performance appraisal developing a methodology for the employees of MP forest department

Abstract

ACR is the appraisal system for the government servants in India. Various studies and committees reports, like Surinder Nath and Hota Committees have recommended the adoption of Objective Performance Appraisal System. Similarly, studies for Karnataka and MP Forest Departments diagnosed a very high level of dissatisfaction at all the levels of organization caused by lack of recognition for good work, a very weak system of internal communication, lack of role definition, lack of effective performance appraisal system, lack of transparency and openness and lack of trust and faith among personnel. AP Forest Department's counseling system answers some of the HRM issues. The employee exercises his choice, in the matters of his transfer and posting. The present study is an attempt to develop an Objective PAR for MPFD employees. Having the largest forest area in the country, it has a lot at stake in proper HRM. There is an urgent need to reflect on the quality of service, the factors of motivation and associated consequences of non-delivery. There is a desperate need of assigning clear responsibilities to the foresters, setting the targets as per the policies and objectives, monitoring and evaluation of performance, making it transparent, planning the career of the employee, which should include promotion, training, transfers and postings. Such an arrangement will not only motivate the foresters to perform better and department would be in a better position to meet the challenges of the day. The study found it feasible to quantify the performance parameters of different field employees of the department.1. It was possible to measure objectively the performance of the beat guards, range assistants and the coupe-in-charges. 2. The evaluation was done on the basis of the available records and reports of the department 3. On comparing the evaluation based on confidential report and the objective performance appraisal, it was found that there is no correlation between thetwo4. The objective criteria for performance evaluation were found to be very helpful in providing a reliable measure of the performance of individual