Professional Documents
Culture Documents
A Study On Employees Performance Appraisal
A Study On Employees Performance Appraisal
A Study On Employees Performance Appraisal
Submitted by:
DINESH RAWAT
Enrollment No.081164249
Area of Specialization – HR
Since organization exist to achieve goals, the degree of success that individual
been at meeting their individual goals, therefore, becomes a critical part of HRM.
There are basically three purposes to which performance appraisal can be put.
gets salary increases, promotions, and other rewards are determined by their
performance evaluation.
between a subordinate and supervisor, that usually takes the form of a periodic
In many organizations - but not all - appraisal results are used, either directly or
indirectly, to help determine reward outcomes. That is, the appraisal results are
used to identify the better performing employees who should get the majority of
By the same token, appraisal results are used to identify the poorer performers
country that might restrict their capacity to dismiss employees or decrease pay.)
matter.
OBJECTIVE AND SCOPE OF THE STUDY
This project aims at studying the system of performance appraisal and its
and indispensable tool for the management as it provides useful information for
To measure the return on investment of time effort and energy for the process
The project work will be carried out in three stages, a structured questionnaire
with objective and question was communicated tested and finalise. During the
Yamuna Power Ltd. by individually contacting them. The work relating to data
entry compilation, data analysis and report writing constituted the third stage.
Interview index was also used at some places to get information on the project
subject.
DATA COLLECTION
PRIMARY SOURCES
The Questionnaire
Keeping in view the objective of the study, questionnaire will be designed and
tested on few employees. After getting the proper response and sanction from the
second section covered questions related to promotion policy. The third section
covered the system of performance appraisal in detail. The fourth section covered
consisted of one subjective question to get detailed input to make this system
The population will be covered for the present study consisted of employee
belonging to supervisory and the level above. For the purpose of this study,
survey covered the employee of BSES Yamuna Power Ltd.. falling under
SECONDARY SOURCES
Annual Reports
Books
Chapter 1: Introduction
Bibliography
Annexures
QUESTIONNAIRE
PART A
Name: Age:
Department: Designation:
PART B
1. Is the promotion policy well defined in your organisation?
(A) Yes (B) No (C) can’t say
2. How many times you received promotion? (Last three years)
(A) None (B) One (C) Two (D) Three (E) Any other (Pl. specify)
3. Do you suggest any change in the policy? If so why?
4. Merit not recognized
5. Doesn’t define career plan
6. Not integrated with business
7. Heterogeneity within policy for different position
8. Any other (Pl. specify)
PART C
4. In which following areas (one more than one) does the present system help you to
understand your ability? (Pl. specify.)
A. Planning
B. Problem solving
C. Ability to motivate
D. Identify training needs
E. Communication
F. Role clarity
G. Any other (Pl. specify)
5. Does this system help you in aligning your goal with those of organisation?
(A) Yes (B) No (C) can’t say
6. In your opinion who should appraise you?
A. Your immediate supervisor
B. Department head
C. Appraisal committee
D. Self-appraisal
E. Satisfied with the present system
7. How do you find the appraiser’s approach in appraisal process?
(A) Outstanding (B) V.good (C) Good (D)Satisfactory (E)Poor
8. Is the system linked to monetary bene
9. fit? If yes, does it extend to you
(A) Yes (B) No (C) can’t say
10. Does the present system help in rewards for performing well?
A. Rarely
B. On a few occasion
C. Sometimes
D. Often
E. Almost Always
11. Does it help prioritize your area of responsibility?
(A) Yes (B) No (C) can’t say
12. In your opinion does it helps in career progress?
A. To a large extent
B. To some extent
C. Not at all
13. Does this system provide feedback on your performance?
A. Rarely
B. On a few occasion
C. Sometimes
D. Often
E. Almost Always
14. Based on your ability does it lay career development plan for you?
A. To a large extent
B. To some extent
C. Not at all
15. What kind of remedial measures are taken?
A. Job rotation
B. Sent to training programme
C. Counselled
D. Any other (Pl. specify.)
E. None
15. In your opinion does this system provide for taping the potential of individual?
A. To a large extent
B. To some extent
C. Not at all
16. In your opinion does it provide for identifying training needs?
A. To a large extent
B. To some extent
C. Not at all
17. Have you been rotated to other department or within the department?
(A) Yes (B) No
18. In your opinion does this systym help the management identify right individual for a right
job to achieve the goal of the organisation?
D. D To a large extent
E. To some extent
F. Not at all
19. Do you need counseling?
(A) Yes (B) No (C) can’t say
Part D
1. What is the system of communication?
(A) Upward (B) Down ward (C) Both A&B (D) Lateral
2. Have you understood clearly as to what is expected of you?
(A) Yes (B) No (C) can’t say
Part E
1. In your opinion how can the present appraisal system be made more effective? (Pl. specify
point