AN EXAMINATION OF PERFORMANCE APPRAISAL, EMPLOYEE RELATIONS, AND WELFARE PRACTICES IN A HEALTHCARE ORGANIZATION

Abstract

This study examines the perceptions of employees regarding performance appraisal, career planning, promotion policies, employee relations, and welfare practices within a healthcare organization in Hyderabad. The analysis aims to explore whether these human resource (HR) practices are experienced and perceived consistently across various employee designations. The findings reveal that employees’ designations significantly influence their views on the fairness, transparency, and effectiveness of HR practices. While some employees perceive appraisal methods and promotion policies as structured and fair, others view them as inconsistent or biased. Similar disparities are evident in perceptions of career planning opportunities and the implementation of grievance redressal mechanisms. Moreover, participation in decision-making and the perceived support from HR in fostering positive employee-management relations also vary by role. Differences are further observed in views on remuneration, health benefits, and socio-economic welfare provisions. These variations suggest that HR practices, while present, may not be uniformly implemented or effectively communicated across all levels of the organization. The study underscores the need for a more inclusive and transparent HR approach that considers the diverse experiences of employees in different roles, thereby enhancing satisfaction, motivation, and trust within the organization. The findings offer valuable insights for healthcare administrators aiming to improve HR effectiveness and equity.