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所有组织都会对员工的表现进行评估,找出它们工作的相对价值，明确他们目前正在做的事情。员工表现和组织生产力紧密相关,对于组织实现其目标是极为重要的。有效的组织性能意味着输出的提高，能使更好的员工生产更多的产品，做出更大的贡献。员工能力的有效性对于员工本身也是至关重要的，因为组织不会容忍表现不佳的员工,如果他们(员工)表现差很有可能被解雇。因此，员工管理有效性不仅是对组织的长期生存至关重要，而且有利于培养员工能力，提高员工的道德水平。绩效考核的评价系统被认为是个人工作表现及其发展潜力的重要依据(戴尔·比奇,1980:1980)。

1.1研究的背景:

Introduction

This chapter will give the reader with the clear background of research study, research question, research objectives, justification of research, organisation of study, research framework and brief overview of what will present later in the whole dissertation.

1.1. Background of research study:

All organizations evaluate the performance of their employees to find out their relative worth for the job they are doing. Performance is being related to the productivity, it is crucial for the organization to achieve its goals and objectives. Effective performance for the organization means that output can be maintained with fewer numbers of employees. Performing effectively is also of crucial importance to the employee because organizations can no longer tolerate poor performance, they (employees) are more likely to be dismissed. The effective management performance, therefore, is not only vital for the long-term survival of the organizations but is also a moral obligation on the employees.Performance appraisal is considered as the systematic evaluation of individuals to their performance on the job and their potentials for development (Dale S. Beach, 1980: 290).

Wendell French has defined performance appraisal as a systematic and periodic assessment of how employees are doing their jobs in relation to established norms and the communication of that kind of assessment to employees. It is a process of evaluation an employee's job performance with respect to its requirements.

A systematic performance appraisal provides information for making decisions about various issues such as promotions, pay increases, layoffs, training and development and transfers. It is management's powerful tool in controlling human resource and productivity. Managers can improve an employee's job performance through clarifying expectations and evaluating performance. Employees also, in general, prefer having some kind of appraisal to develop an appropriate vision of their own effectiveness and opportunities (Wood, 1988). Formal performance appraisal can meet the three needs, one of the organization and the other two of the individuals within the organization:

It provides systematic judgments to back up salary increase, transfer, demotion or termination.

It is the means of communicating to subordinates the behavior, attitudes, skills or job knowledge and let him know where he stands.

It is used as a base for coaching and counseling the individual by his superior

1.2. Selected organisation of study

Beginning of tea plantation in Nepal dates back to the year 1863, when Mr. Gajraj Singh Thapa, the 'Badahakim' (Chief本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。