International Research Journal of Engineering and Technology (IRJET)
e-ISSN: 2395-0056
Volume: 09 Issue: 06 | June 2022
p-ISSN: 2395-0072
www.irjet.net
Corruption-less Appraisal System using Blockchain Dhanush H, Vishwajith H H, Nikhil S, Vinay C 4th year CS department, Dayananda Sagar college of Engineering Under the guidance of Prof. Bhavana B R ---------------------------------------------------------------------***---------------------------------------------------------------------
Abstract - One of the most complicated and contentious
human resource approaches is performance evaluation. A successful performance assessment system must include participatory performance appraisal, which will prove effective. Improvements in performance evaluation should be prioritized in order to be more effective in influencing organizational commitment, civil servant satisfaction, and equitable performance management within the organization. As a relatively new use of computer technology, blockchain provides particular advantages that support a decentralized corporate governance system, which in turn fosters employee confidence. The purpose of this paper is to show how a blockchain may be utilized to create a fair performance appraisal system. It also provides a detailed design of an appraisal and incentive system, which will serve as a guide for companies looking to implement blockchain technology in their appraisal system. Key Words: Blockchain, Appraisal, Corporate, governance, Decentralisation, DAO, Token.
1. INTRODUCTION The movement of power and decision-making from a centralized entity (person, organization, or group thereof) to a dispersed network is referred to as decentralization in blockchain. Blockchain technology has the potential to decentralize business structures and build a consensusbased operating system known as the Decentralized Autonomous Organization (DAO) (DAO). [1] DAO has the potential to promote data exchange, performance evaluation, and cross-departmental collaboration. This would improve the organization's capacity to innovate and operate efficiently, attracting business executives and decisionmakers to test blockchain technology applications and explore new corporate governance models. Blockchain is a new age technology that can help with point-to-point transmission, distributed data storage, consensus techniques, and encryption techniques. [3] It contains five attributes that add up to its overall worth: 1. Decentralization, 2. Encryption, 3. Tampering Proof, 4. Tokenization. Although it is difficult to integrate all of the qualities in the present use of blockchain technology, there is a rising tendency to investigate blockchain's enormous potential in businesses. [2] The most common objective of a performance evaluation is to let the employee understand where he or she stands © 2022, IRJET
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Impact Factor value: 7.529
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among his or her colleagues and in the perspective of the supervisor. This would assist the individual in reviewing and comprehending the areas that want improvement. Employees always have a reasonable interest in knowing how their work is perceived. As a result, it is critical to develop a performance evaluation system that is devoid of prejudice based on the type of organization and employee thinking.
2. MOTIVATION Employees despise performance evaluations, and according to pay scale, 95% of supervisors refuse to provide them. Some of the down sides of current performance evaluation techniques:[5]
2.1 Prone To Biases Some raters may provide a rating based on the overall impression given. For example, a person may be scored well on all criteria while only performing well in one area. Biases and prejudices of the raters also have an impact on the procedure. These instances occur when a person is undervalued due to sex, religion, favoritism, appearance, or race.
2.2 The Central tendency Managers have a tendency to give staff an average rating regardless of their real performance. It means that both underperformers and over performers are given an average grade. Managers typically engage in this type of behavior to prevent displeasing other workers, potential problems, envy, and team friction. It is, however, unjust to those employees who deserve high evaluations but are only given an average grade.
2.3 Time consuming Performance assessments take a lot of time and may be daunting for managers who have a lot of staff. In some circumstances, managers may be required to complete a yearly PA on hundreds of workers.
2.4 Error in Contrast Performance evaluation is usually dependent on certain criteria; nonetheless, a contrast mistake happens when someone is graded without taking the standards into ISO 9001:2008 Certified Journal
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