CHAPTER-1

INTRODUCTION

 OBJECTIVE OF THE STUDY

 SCOPE OF THE STUDY
 RESEARCH METHODOLOGY
 OBJECTIVES OF THE STUDY

1. To study the performance appraisal process of junior manager in the company.

2. To study the effectiveness of appraisal system in the company.

3. To study the system is helpful for the employer (to communicate the organization Plans,
expectation etc) and employees (to express the training & development needs).

4. To identify the needs and area for further training of the employees.

5. To reduce the grievances among the employees

6. To make the compensation plan more scientific & rational.

7. To help in proper placement of other completion of their training & probations.

8. To improve the job performance & identify potentialities of employee for other work.
 SCOPE OF THE STUDY
Area of study
I have done training in OSWALCASTING on project performance appraisal
at Faridabad zone.

Application of study

 Helpful to the company to improve & modify its motivational technique.

 Helpful to evaluate/differentiate employees in categories like excellent/bad.

 To improve and modify its motivational techniques

 Help to gain knowledge and experience

 To provide the opportunity to study and understand the employees.

 RESEARCH MOTHODOLOGY

Meaning of research

Business research can be describe as a systematic and organized efforts to investigate

a specific problem that needs a solution. Business research is a systematized effort to gain new
knowledge.

Research design

A research design is a framework or blueprint for conducting the research project.

Good research design should male it possible to draw valid infrences from data in terms of
generalization, association and casuality.

Descriptive research

A descriptive study is undertaken in order to ascertain and be able to describe

the characteristics of variables of interest in a situation.

Descriptive research studies are those studies which are

concerned with describing the characteristics of a particular individual, or of a group.
studies concerned with specific prediction, with narration of fact and characteristics
concerning individual, group or situation are all example of descriptive research studies.
DATA COLLECTION
Data collection ,is in fact, the most important aspect of a statistical
survey. In other word, in data, we include that information which is capable of expression.

PRIMARY DATA
In respect of primary data which the researchers is directly collects data that have not
been previously collected.
The primary data was gathered through personal interaction with various functional heads
and other technical personnel. Some information was also collected by observation.

SECONDARY DATA
Secondary data was collected various reports / annual reports, documents charts, management
information systems, etc in Excorts. And also collected various magazines, books, newspapers
and internet.
The analysis of the information gathered has been made on the basis of the clarifications
sought during the personal discussions with the concerned people and perception during the
personal visits to the important areas o services
 SAMPLING PLAN
It involves decisions regarding:

1.Sampling Unit

(who are to be surveyed?) the sampling unit for this project consists Managers,

Supervisors, &Workers of the company. Primary information has been collecte from people who

regularly use electronic equipment.

2.Sample Size

(how many should be surveyed?) It includes the number of sampling unit

selected from the population for investigation. The sample size must be optimum or adequate. If

the sample size is small it may not appropriately represent the population.

Too large sample would be costly in terms of money &time. The optimum sampling size would

fulfill the requirements of efficiency, representative ness, reliability, and flexibility. The sample

size is taken of 60 employees. It is because of the shortage of time & their busy schedule

3.Sampling Procedure

The sampling procedure consists of: Probability or random sampling-

It is one in which each and every unit of the population

Probability sampling

In probability sampling each unit of the universe has a know

change of being selected. In probability sampling designe, the population must be clearly

define and list of the target population must be available. It is also known as chance

sampling.

Random sampling

In this sampling each unit of the universe has been known and has

equal chance of being selected. The tool used for selecting are lots or random number.
 CHAPTER 2
REVIEW OF LITERATURE
 PERFORMANCE APPRAISAL

People differ in their ability and aptitude. These differences are natural to great extend and
cannot be eliminated even by giving the same basic education and training to them. There will be
some differences in the same quality and quantity of work done by different employees even on
the same job. Therefore it is necessary for management to know these differences that the
employee having better abilities may be rewarded and the wrong placement of employees may
be rectified through transfers. The individual employees may also like to know the level of his
performance in comparison to his fellow employees so that he may improve upon it. Thus there
is the great need to have suitable performance appraisal system to measure the relative merit of
each employee.

“Performance appraisal is any personal decision that affects the status of an employee regarding
their retention, termination, promotion, and transfer’s salary or admission to a training
program”.
The basic purpose of performance appraisal is to facilitate orderly determination of employee’s
worth to the organization of which he is a part. However, a fair determination of worth of
employees can take place only by appraising numerous factors some of which are highly
objectives, as for instance, attendance, while others are highly subjective, as for instance, attitude
and personality.

Performance appraisal means systematic evaluation of the personality and performance of each
employee by his supervisor or some other person trained in the techniques of merit rating. “The
Performance appraisal includes all formals procedures used to evaluate personality and
contribution and potential of group member in a working organization.
FEATURES OF PERFORMANCE APPPRAISAL

Performance appraisal is the systematic and objective process of judging the performance of an

employee on the job and his potential for development. It is a formal way of assessing the

relative worth of an employee in term of is ability and contribution. The main features of

performance appraisal are :

 It is systematic process the performance of all employee is evaluated in the same manner,

using the same method so that an appraisal of different.

 Employees are comparable. Performance appraisal provides an objective description of

an employee’s job’s relevant strengths and weakness .

 It tries to find out how well the employee is performing the job and tries to established a

plan for further improvement.

 The appraisal is carried out periodically, according to definite plan .

 It is certainly not a one shot deal.

Performance appraisal is not job evaluation. It refer to how well some one doing an assign job .
Job evaluation on other hand determines how well a job is worth to organization.

Performance appraisal is systematic and objective process of judging the job performance and

potential of employee’s in performance appraisal the value of employee is measured the

objective of performance appraisal is to determine incentives rewards for superior performance.

Here the output of an employee is measured. It also helps management as employees will require

less supervision and will help organization to achieve its goal.

Performance appraisal helps in facilitating decisions related to placement, training,

compensation, promotion, transfer, etc of employees.

Some of popular methods of performance appraisal are:

Ranking method, paired comparison method, forced distribution method, graphic method, rating

scale checklist method, critical incidence method, and management by objective (MBO),

360DEGREE Appraisal, field review method, compensation method, etc.

Performance appraisal of five employees oswal casting Is done based on eight parameters-

attendances honesty and integrity, devotion to duty, performance on duty, adequate knowledge

about the job, language proficiency, behavior with customers and discipline. The views of

security officer regarding these workers were also taken.

Rating was done on scale of 9, where:

1-4 indicates poor performance.

4-6 indicates satisfactory performance.

6-7 indicates satisfactory plus.

7-9 indicates excellent.

METHODS OF PERFORMANCE APPRAISAL

Methods or Technique of performance Appraisal

 PROCESS OF PERFORMANCE APPRAISAL

So these are some following steps come in the performance “Appraisal Process”
Which is necessary to follow while we doing the performance appraisal in any organization
There steps guide us how to do the Performance Appraisal implementation in a proper way for
the better results.
 METHODS OF PERFORMANCE APPRAISAL

1. PAST-OREINTED METHODS

RATING SCALE

This is the simplest method and most popular technique for appraising employee’s performance.
The typical rating scales system consists of several numerical scales; each representing job
related performance criterion such as dependability, initiatives output attendance attitude co-
operation and the like. Each range scale from excellence to poor. The rater checks the
appropriate performance level on each criterion, and then computes the employee’s total
numerical score. The number of points scored may be linked to salary increase where by so
many points equal a rise of some percentage.

CHECKLIST

In the method the rate does not evaluates employees performance; he supplies report about it and
the personal department does the final rating. A serious of question are present concerning an
employees to his behavior. The rater, than checks to indicates if eh answer to a question about an
employees is positive or negative. To value of each question may weighted equally or certain
question may be weighted equally or certain question may be weighted more heavily than others.
Generally the questions are on yes/no pattern.
FORCED CHOICE METHOD

In this rater is given a series of statement about an employee. These statement are in block of two
or more, and the rater indicates which statement is most or least descriptive of the employee.
Typically statement is

 Learn fast……… works hard.

 Work is reliable…….. performance is good example for
 Absent often …….. Other usually tardy.

FORCED DISTRIBUTION METHOD

Once of the errors in rating is licensing-clustering a large number of employees around a high
point on rating scale. The forced distribution method seeks to overcome the problems by
compelling the ratter to distribute the rate on all point on the raring scale.
The method operates under an assumption that the employee’s performance level confirms to a
normal statistical distribution. Generally, it is assumed that the employee performance level
confirm to be well shaped curve. For example the following distribution might to be assumed to
exist-excellent 10%, good 20%, average 40% below average 20%, and unsatisfactory 10%.

CRITICAL INCIDENTS METHOD

The approach focuses on certain behavior of employees that all makes the difference between
effective and non-effective performance of a job. The superior as and when they occur record
such incident.
ADVANTAGES FOR (CIM)

 The evaluation is based on actual job behavior.

 The approach has description of support of an employee.

 Giving job related feedback is the rate is also easy.

 It also reduces the regency bias, if rater records incidents throughout the rating period.

LIMITATIONS OF CRITICAL INCIDEN

 Negative incidents are generally more noticeable then positive ones.

 The recording of incidents chore to the superior and may be put off and easily
forgotten.

 Overly closed superior may result.

Manager may unload a series of complaints about incidents during an annual performance
review session. The feedback may be to much at and one time thus appear as punishment to the
rate.
BEHAVIORLY ANCHORD RATING SCALE

Some this is called behaviorally scaled, are rating scale whose scale point are determined by
statement of effective and ineffective behaviors they are also said to be behavior. They are said
to be behaviorally anchored in that the scales represents a range of descriptive statement of
behavior varying from the least to the most.
Effective a rater must be indicates which behavior on each scales best descriptive an employee’s
performance. Behaviorally anchored rating scale have the following features.

 Area of performance to be evaluated are identified and defined by the people who will
use the scale.

 The scales are anchored description of actual job behavior that, supervisor are
represent specific level of performance. The result is asset of rating scale in which are
both dimensions and anchors are precious defined

 Since the rates that will actually use the scales are actively involved are more likely to
be committed to final product

FIELD REVIEW METHOD

This is appraisal by someone outside the assize’s own department usually some ones from the
corporate officer or the HR department. the outside review employees with the rates and hid or
her superior. The method is primarily used for make promotional decision at the managerial
level. Field reviews are also useful when comparable information is needed from the employees
in the different units or location
CONFIDENTIAL REPORT METHOD

In this method one or more senior officer for his performance rates employee confidentially. A
confidential report by immediate supervisor is still a major determinant of the subordinates or
transfer. The repoear’s work and general opinion of the rater towards the employee. The main
problem with method this is not date based and the appraisal is done on the basis of impression.

EASSY METHOD
In the essay method, the rater must describe the employees within the number of board
categories such as:

 The rater’s overall impression of the employee’s performance.

 The promo ability of the employees is now able and qualified to perform.

 The strength and weakness of the employees and the training and the development
assistant required by the employees. Although this method is used independently it is
most frequently found with combination with others. It is extremely useful filling
information gaps about the often with occur in the better-structured checklist method.

COST ACCOUNTING METHOD

This method evaluate performance from from the monitory returns the employees yield to his her
organization. A relationship is established between the cost include in keeping the employee and
benefit of the organization derives from him or her. Performance of the employees is then
evaluated based on the established relationship of cost and benefits.
PAIRED COMPARISION METHOD

Under this method, the appraiser compares each employee with every other employee, one at a
time, for example there are five employees name A, B, C, D, E. The performance of the A is the
first compared with the performance of B and A decision is made about whose performance is
better. Then A is compared with C,D and E in that order. The same procedure is repeated for the
others employees the number of comparison may be calculated with the help of formulate which
thus:

N (N-1)/2 where N stands for the number of the employees to be compared. If there
Are employees the number of comparison will be 10(10-1)/2.
After the completion, the result can be tabulated and a rank is created from the number times
each person is considered to be superior.

PSYCHOLOGICAL APPRASIAL

Large organization employs full time Industrial psychological. When psychologist are used for
evaluation they asses an individual’s future potential and not past performance. The
psychological test, and discussion with supervisor and a review of the other evaluations.
Intellectual emotional motivational and the other work related characteristics that suggest
individual potential and predict future performance

ASSESMENT CENTER

Mainly used for executive hiring assessment center are now being used for evaluating executive
or supervisory potential. An assessment canter location where manager may comes together to
have there participation in job related exercise evaluated by trained observe. The principle idea is
to evaluate by the trained observes. The principle idea is to evaluated manager over a period of
time, say one of three days. By observing their behavior across a series of selected example or
work sample. Asses are required to participation in the basket exercise, work group computer
simulation, role-playing and other similar activities which required the same attributes for
successful performance, as in the actual job. After recording there observation of rate behavior,
the raters meet to discuss these observation. The decision recording the performance of each
asses is based upon this discussion of observation.

EXPERIMENTAL STUDIES

In one second study, Performance improved substainlly 1-27%in a number of selling’s when

worker were given specific goals to achieve and received performance feedback. Two e.g. from

the logging industry show goal setting can work one with the harving of timber and the other

truck drivers. In one study, logger productivity increased 18% and absenteeism decreased with

the setting of specific goals. In a second study, management felt truck drivers were not loading

their vehicles to capacity. Drivers – fearing affined from highway department, or even their jobs

seldom loaded trucks more often than 58-63% of capacity. After goals were set to load trucks to

94% of capacity, there were some sticking changes. Within the first month truckers were on

average achieving 80%capacity. Within three months, they were frequency surpassing 90%. The

company saved an excess of $250,000 in a nine-month period. In these studies management

provided a work environment where employees would not be reprimanded for failing to meet a

goal.
The researchers felt that: -

 Goals head to be challenging but achievable.

 Importance of workers participation in goal setting varied.
 Employees had to be provided with needed a recourses
 Completion may be permitted but not officially fostered by the organization and
Employees must be competent as
motivation without ability of little value.
How to minimize errors:

 Clearly defined performance dimension and standards.

 Performance appraisal only for feedback.

 Combination of methods for appraising performance.

 Continuous feedback.

 Many appraiser rating backed up with example.

 Appraisal for subordinate on the same performance dimension.

 CHAPTER 3

COMPANY PROFILE
 Chairman’s massage

R.K JAIN

We all have witness a sea change in our country industry climate over the past few year with the
adoption of polices of the liberalization of the national economy.

In keeping pace with these changing time sharply focused orientation toward the customer
need’s is receving our undivided attention at oswal today.This is being done by absorbring newer
management skill’s,improvement in product quality of,production & up-gratstion of process
technology & quality of human resources.

Our commitment to our customer refleed in the confidence expressed by them on OSWAL & the
growth achived by us over the year.
 ABOUT OSWAL CASTING

Oswal Group of Industry is one of the leading manufacturer of High Pressure Aluminum
Die Cast Components in India having annual turn over of approx. 60 Million US Dollars,
and doing about 18000 tones of casting annually.

  Oswal is a certified company with TS 16949 and ISO14001 certifications having three
manufacturing facilities in North India at Faridabad. We have also commissioned our
fourth plant in Hosur, sourthern India, to cater to the needs of our customers in south
India and also to capture new markets.

We can produce die cast parts with Vacuum and Squeeze technology. In addition to
Pressure Die Casting we also have CNC Machining, liquid and powder painting & sub
assembly of various parts . We also have in-house facilities for Tool Designing & tool
manufacture.
 MISSION STATEMENT

"Our mission is to excel in our chosen fields of business and thereby realize a long term
relationship with our clients. We are Committed to Customer satisfaction through manufacture of
quality products by adopting appropriate quality management concepts. Our aim is to achieve
excellence through continuous improvement with the involvement of our employees, customers
and vendors."

OSWAL Industries Ltd. was founded as a Pvt. Ltd. Co. in 1985 at Bileshwarpura P.O. Chattral,
Taluka Kalol, Dist. Mehsana, 40km. North of Ahmedabad, a prime city of Gujarat-INDIA, well
connected by Rail, Road & Air.

OSWAL Industries Ltd.'s main line of business is manufacturing Casting in Exotic Alloy,
Hastealloy, Inconell, Monel, Duplex & Super Duplex, Stainless Steel, Carbon Steel,
Precipitating Hardening Alloys, Low alloy Steel & carbon Steel castings to cater the demand of
Industrial valve manufacturers, Pump manufacturers, Cement industries, Chemical industries and
Engineering industries. Company's product range is most comprehensive, Quality is met with
most stringent quality control standards, while material specifications are wide ranging.

OSWAL was promoted as a Public Ltd. Company and its business activities expanded.  This was
due to the dynamism, innovativeness and a foresighted vision of Mr. Babulal H. Bokadia,
Chairman & M.D.

The management of Oswal is vested in a duly constituted Board of Directors, each of whom
possess necessary expertise in their own fields of operation. Much of the success and growth of
the company is due to consistent efforts towards Quality improvement & product development.
The company has adopted Total Quality Management System and has ISO 9001 certification
"PED & AD 2000 WO for the Foundry. Skilled work force under close supervision of qualified
& experienced personnel produce Radiography Quality of Castings.

Department

 Composing

 Processing

 Disc making

 Color coding of disc

 Drilling machining

 Sub assembly

 Final inspection

 Binding and finishing operation

 Research and development

 Sales

 Purchase

 Personnel

 Engineering

 Administration

 Accounts

 Computer

 Export

 Import

 Store

 Raw material store

 Finished goods store

MISSION

Our Mission is to provide "Total Customer Satisfaction" and "Continual

improvement" to our products' quality to meet customers expectations.

VISION

"To achieve world class standards in Quality of Products, Services and Human Resource".

VALUES

How we accomplish our mission is as important as the mission itself. Fundamentals to

success for BONY are these basic values.

 PEOPLE

Our People are the source of our strength. They provide our corporate intelligence and determine

our reputation and vitality, involvement and teamwork.

PRODUCTS

Our products are replicas of all our systems and practices followed and exceed the customer's

expectation.

SERVICES

Our committed and prompt services shall be focused on customer's expectation.

 RESEARCH & DEVELOPMENT

Oswal castings has substantial expertise in coupling customer needs with

technological solutions in its Research & Development Department. The unmatched

quality of the products and the ability to gratify the customers’ needs are the result of

extensive research in its Research and Development Department. Oswal castings

maintains an extensive network of international and national research partners. These

gateways to new technologies and new markets contribute to Oswal castings ’s profile

as a hub of industrial innovations.

 QUALITY

Oswal castings has earned a reputation as a reliable supplier. The Success of its

product is demonstrated through various Quality Awards and Recognitions received

from our esteemed customers. A skilled and reliable workforce, state-of-the-art

machinery and testing equipments, dependable suppliers, backed up by worldclass

work practices contributes in achieving product Quality which is best in its field.
 LABORATORY

In a fully functional laboratory of Oswal castings , extensive research has been

conducted on the quality of the products. Industry professionals are always at work in

the laboratory to come out with the products of the best quality. Major equipments

like UTM, Rheometers, Electronic Densimeter, Low Temperature Testing Chambers,

Micro Hardness Testers are operated by skilled and qualified experts.

 PRODUCTS

Valve Body Casting Valve Body Casting

Cast Surface Valve Body Casting

Valve Body Casting Valve Body Casting

Valve Body Casting Valve Body Casting

Casting Casting
 INFRASTRUCTURE

Pattern Manufacturing
  In house machine shop for pattern making / core making and pattern rigging

 
  Sand Mixer
Continuous high speed mixer and compaction table for moulds and cores 
  Moulding
Adequate material moulding facilities for mechanical and hand moulding
 

Melting
Three coreless medium frequency induction furnace with 1500.0 kg, 1000.0 kg
and 500.0 kg capacity.
Pouring
Lip Pouring & Bottom Pouring
 

Heat Treatment
Gas Fired & Oil Fired heat treatment with water quenching facilities.

 
Fettling
In house fettling team with adequate equipments

Shot Blasting
  72" and 48" table size shot blasting machine
 QUALITY STATUS

ISO & QS 9000 certification by DNV in 2002.

TS 16949 certification in March 2004

ISO14001 Compliance received in May 2005

 INSPECTION FACILITIES

 
EQUIPMENTS MAKE
 
C.M.M.(CNC) 3 Mitutoyo, Accurate
     
UTM 1 Canon India
     
X–Ray 1 Seifert (GE)

Spectrometer 3 Spectra, (Germany)

     
S. Finish Tester 3 Taylor & Hobson
     
Flatness T. Eqp 3 Accurate
     
Hardness Tester 4 Solarman
     
Profile Projector   Dynavert
 
Air Gauges   Bayer

s
s
 CHAPTER 4:
Research Methodology
Research Methodology
Research methodology is a way to systematically solve the research problems. It may be
understand as a science of studying how research is done scientifically. In it we are studying a
research problems along with the logic behind them. It is necessary the researcher to know not
only the research method techniques but also the methodology.
Traditional HR system approach people development from the perspective of developing
competencies in the organisation. This can actually be a risk-prone approach, especially for
companies operating in fast evolving industries, since competencies become redundant with time
and new competencies need to be developed. Thus, over time, the entire approach to be
development people might be rendered obsolete calling for rethinking the entire development
initiative. Talent management on the other hand focuses on enhancing the potential of people by
developing capacities. Capacities are the basic DNA of an organisation and also individual
potential.

D Point of Departure

N Navigation

A Point of Arrival

In fact, the following appropriately describes the role of talent management.

Translating organisational vision into goals and mapping the required level of capacities and
competencies to achieve goals aligning individual values and vision with organisational values
and vision.
Clear understanding of the varied roles within the organisation and appreciation of the value
addition from self and others leading to building a culture to trust, sharing and team orientation.
Assessment of talent to profile the level of capacities and set of competencies possessed within
the organisation.
Enhancing capacities to learn, think relate and act through development initiatives. Individual
growth to meet and accept varied incremental and transformational roles in overall scenario of
acknowledgement need for change.
Gap analysis and identification of development path helping individuals realise their full
potential through learning and development. Developed individuals enabling breakthrough
performance.

RESEARCH DESIGN:

Research design states the conceptual structure within which research is to be

conducted. A research design is the arrangement of conditions for collections and
analysis of data in a manner that aims of data in manner that aims to combine relevant
the research purpose with economy in procedure. The different research designs
available are:
Exploratory research:
It generally emphasis on discovery of ideas and insights. It’s more qualitative rather
than quantitative.
Descriptive research:
It is concerned with determining the frequency with which something occurs or
extent relationship between two variables. This type of study is based on discovery
of ideas and insights in the area concerned.
It is descriptive type of research. Descriptive research survey and fact finding
inquiries of different kind. The major purpose of descriptive research is descriptive the state of
affairs, as it exist at present. The main control over the variables; he can only report what has to
discover the even when there he cannot the variables. The methods has to researcher utilized in
descriptive research are survey methods of all kind.
SAMPLING PLAN

As sampling plan was designed in which decisions had to be taken about target unit,
sample single, sampling procedure.

SAMPLE SIZE

This refers to the number of respondents to be selected from the universe to constitute a sample.
The optimum size of sample gives more reliable results than the small samples. So the sample
size of 100 respondents was taken into consideration in case of this research work

SAMPLE UNIT

This answered the question of who has to sample in the target employees.

SAMPLING TECHNIQUE:
The technique used for my study is random sampling.
DATA COLLECTION:

The source of project depends on accurate data. That’s why data collecting the appropriate data,
which differ considerable in context money, cost, time and other resources at the disposal
researcher.

There are two types of data collection methods available:

1. Primary Data collection method
2. Secondary Data collection method

1. Primary Data collection method

Primary data are those that are obtain by the user for fulfilment their purpose. I have taken
primary data through emailing the questionnaire of this survey of JSPL. At all level and
observation methods to get more reliable information. This data helped me to justify the
statements that have made in this project.
2. Secondary Data collection method
The secondary data is that which is already collected and stored or we can say already saved or
ready data by others. I got secondary data from their journals, records, specimen of appraisal
form etc. and from newspapers magazines, articles, internet etc. I got basic information of talent
management. I collected secondary data by referring some specimen of company and by
referring some books and websites of company from internet.

DATA ANALYSIS TOOLS USED:-

To analyze the collected data non statistical tools like pie-charts and graphs are used.

On the basis of percentage and frequency findings were demonstrated to observe the

trends in Talent management process.

Statement of hypothesis
Hypothesis are the essential assumptions which the researcher formulates about the possible
causes, findings and ultimate output of the issues in under research. Under hypothesis mere
assumptions or suppositions are made which are to be proved or disproved. For researcher it is a
formal question that he intends to resolve. A hypothesis consist either of a suggested explanation
for a phenomenon or of a reasoned proposal suggesting a possible correlation between multiple
phenomenon. The assumptions be true of false are to be proved through the completion of
project.

The hypothesis for this report are as follows:

Null hypothesis:
 Employee taking benefits from talent management system
 Employee can retain successfully for the benefit of organisation
 Employee’s performance increased by talent management
  Employee turnover of organisation affected by talent management procedure

Alternate hypothesis:
 Employee are not able to take benefits from talent management system
 Employee cannot retain successfully for the benefits of organisations
 Employees performance cannot increased by talent management
 Talent management is not affecting on employee turnover of organisation.

Limitations of The Study

 All the functions are only related with the personnel department.
 Limitation about the time and absenteeism
 Company not allowing to disclose confidential information.
 Time factor was the major limitation of the survey.
 CHAPTER-5
DATA ANALYSIS
&
INTRTPRETAYION
 TABLE 1

Table no-4.1
Q.1 Do you know Oswal YES NO
Castings limited has 50 0
employee appraisal system?
100% 0%

AWARENESS OF PERFORMANCE APPRAISAL SYSTEM IN EMPLOYEES .

Figure no-4.1

INTERPRETATION
100% of the employee are aware above the P.A.S
 TABLE 2
Table no-4.2
HOD IMMEDIATE ANY OTHER
Q.1 Who does the SUPERIOR
appraisal? 17 30 3

34% 60% 6%

WHO DOES THE APPRAISAL

Figure no-4.2

INTERPRETATION
HOD appraisal 34% people and IMMEDIATE SUPERIOR 60% ,Any other appraisal 6%
employee
 TABLE 3
Q.3 what are the PAY PROMOTION TRAINING ANY
objectives of the HIKES NEEDS OTHER
performance 15 15 11 9
appraisal in co.?
30% 30% 22% 18%

OBJECTIVE OF PERFORMANCE APPRAISAL

Figure no-4.3

P.H. - Pay hikes, P- Promotion

ITN- Training Needs, A.O- Any other.

INTERPRETATION
30% people objective is PAY HIKES,30% people objective is PROMOTION,and 18% people
objective is OTHER.
 TABLE 4
SUPERIOR 360 MBO ANY
Q.4 What methods APPRAISES DEGREE OTHER
performance appraisal 37 0 13 0
are used?
74% 0% 26% 0%

METHODS OF PERFORMANCE APPRAISAL

Figure no-4.4

SA- Superior Appraises, 360 degree,

MBO- Management By Objectives, A.O- Any other.

INTERPRETATION
70% person used superior Appraisal Method,very ,0% persons used 360 Degree Method and
26% people are used MBO method and 0% person used the other method.
 TABLE 5
ANNUALLY BIANNUALLY QUARTERLY MONTHLY
Q.5 How often the
43 4 2 1
performance appraisal
86% 8% 4% 2%
is reviewed?

REVIEWE IS DONE
Figure no-4.5

A-Annually, B-Biannually,
Q-Quarterly, M-Monthly.

INTERPRETATION
86% peoples reviewed P.A. annually, 8% peoples reviewed P.A.half yearly, 4% peoples
reviewed P.A.quarterly, 2% peoples reviewed P.A.monthly.
 TABLE 6
SA A N D SD
Q.6 objective of
19 26 3 1 1
performance appraisal
38% 52% 6% 2% 2%
is clear to you?

UNDERSTANDIING OF APPRAISAL OBJECTIVE

Figure no-4.6

SA-Strongly agree, A-Agree

N-Neutral, D-Disagree, SD-Strongly Disagree
INTERPRETATION
38% people are SA,52% peoples are A,6% peoples are N,2% peoples are D,2% peoples are SD.
 TABLE 7
SA A N D SD
Q.7 Appraisal system has scope
19 23 5 2 1
for communicating top
management objective to you 38% 42% 10% 4% 6%

UNDERSTANDING OF MANAGEMENT OBJECTIVES

Figure no-4.7

SA-Strongly Agree, A-Agree,

N-Neutral, D-Disagree, SD-Strongly Disagree.
INTERPRETATION

38% people are SA,42% peoples are A,10% peoples are N,4% peoples are D,6% peoples are SD.
 TABLE 8
Q.8 Appraisal system
provides an opportunity SA A N D SD
to you to have a clear
24 22 1 1 2
understanding of what is
48% 44% 2% 2% 4%
expected from you?

CLEAR UNDERSTANING OF THE EXPECTAIONS

Figure no-4.8

SA-Strongly Agree, A-Agree,

N-Neutral, D-Disagree, SD-Strongly Disagree.
INTERPRETATION

48% people are SA,44% peoples are A,2 % peoples are N,2% peoples are D,4% peoples are SD.
 TABLE 9
Q.9 Appraisal system focuses on
individual development so as to SD A N D SD
make him achieve desired
17 27 2 1 3
performance & result.
34% 54% 4% 2% 6%

UNDERSTANDING ON INDIVIDUAL DEVELOPMENT

Figure no-4.9

SA-Strongly Agree, A-Agree,

N-Neutral, D-Disagree, SD-Strongly Disagree.
INTERPRETATION

34% people are SA,54% peoples are A,4% peoples are N,2% peoples are D,6% peoples are SD.
 TABLE 10
Q.10 Your appraiser helps you to SA A N D SD
plan for performance in the
21 23 3 0 3
beginning of the assessment year.
42% 46% 6% 0% 6%

HELP FROM APPRAISER

Figure no-4.10

SA-Strongly Agree, A-Agree,

N-Neutral, D-Disagree, SD-Strongly Disagree

INTERPRETATION

42% people are SA,46% peoples are A,6% peoples are N,0% peoples are D,6% peoples are SD.
CHEPTAR 6
FINDINGS
 FINDINGS

HR MANAGERS
1. Most of the covered companies have talent specific initiative in place and they give them
top priority in their organization. They also have exclusive staff member for managing
talent initiatives.
2. In most of the companies the talent is identified by competencies and the HR
professional view to increase career growth opportunity.
3. HR staffs as well as the department heads are responsible for recruiting individuals.
4. Retaining the current talent is top priority for the organization.
5. Sales and business development are the two areas where retaining talent is most difficult.
6. Class room workshop, mentoring and coaching are usually used by the organization to
carry out talent development activities.
7. More than 60% of the respondent view organizational culture as a main driving force for
the new talent and for the existing talent. Even rewarding plays an important role.
8. Base pay and job security are the two main areas for retaining talent in coming years.
Other than this, training plays an important role in motivating the employee.
9. Organizations are using certification for improving the training programs.
10. In more than 90% of the organizations budget for recruiting developing and retaining
employees is going to increase over the next three years.
EMPLOYEES
1. Most the employees have a clear knowledge about the company’s vision, mission and
objectives. And they know how to achieve these objectives.
2. They are clear about their role and responsibility and they know about other staff
members also.
3. Most of the respondent are satisfied by job description, salary review, health care
benefits etc.
4. Base pay and job security are in top priority for the employees in coming years.
5. Apart from financial benefits, employee emphasis more on career growth, work culture
and international opportunities.
6. The employees want more training in their specified job.
7. The employees have a mix response on benefits like medical insurance package,
company savings plan, retirement plan, holiday entitlement, job market etc.
8. The employees are satisfied with the company’s personnel policies.
9. Overall employee are satisfied with their organization.
 CHAPTER-7

RECOMMENDATION
&
CONCLUSION
 LIMITATION OF THE STUDY

1. Sample size was small i.e.50 junior managers.

2. The time limit is also one of the major constraints in conducting study.

3. Biases may creep in the information given by the respondents.

4. Main root of this research study was questionnaire &interview, in which has its own
Limitation, for example we cannot measure the reliability, enthusiasm dissonance etc.
 RECOMMENDATION:

 The purpose of performance appraisal is to reward the employees, give them recognition
and help them in carrier growth. So, the employee should know the basis on which they
evaluated. For this company should arrange special classes like once year for getting the
employees aware about the whole performance appraisal process.

 The production manager or the personal manager should interact more directly with their
subordinate and try to know their needs, their problems and help or suggest them to
overcome those difficulties
.
 The company should invite the suggestion from the employees about change or
improvement they want in the appraisal system.

 The feedback process should be made more sound and effective so that the employee
could know the areas where there performance is low so that they could make it better in
the future
.
 Special training session should be organized besides regular training programmers for
low performance areas.

 There should be more transparency in awarding makes to the employees. It should be

effectively based on the merit and performance of the employees and not on the basis of
any personal contacts, blood relation or any affection.
 CONCLUSION

1. All the employees at junior manager level in the company have the awareness of the
performance appraisal system
.
2. 80% of the employees have the clear understanding of the objectives of the performance
appraisal 80% of the employees were strongly Agree/ disagree with the statement “objectives of
performance appraisal are clear to you.”

3. 30% of the respondent said that the pay hikes is the main objective of performance appraisal.
While other b30% respondent said the objectives of the performance appraisal is promotion 22%
said that identify training needs is the main objectives. But in actual all of these three and many
more the objectives of the appraisal.

4. The immediate superior do appraisal in Oswal Castings. Assessment centre are also used in
Oswal Castings ,but for promotion only.

5. Normally performance appraisal is reviewed annually but sometimes it is also twice or trice in
a year

6. appraisal system in the company has the grade scope for communicating top management
objective to the employees. 84% of the respondents were strongly agree/disagree that appraisal
system helps in understanding top management objectives
.
7. 90 % of the respondent were strongly agree with statement which state that appraisal system
provides an opportunities for understanding what is expected from the employees.

8. Appraisal system in Oswal Castings also focus on the personal development of the employees
so as to make them to achieve desired performance and result. It is good for both company and
the employees for developing skills of the employees and to achieve desired objectives.
9. 88% of the respondent are satisfy with the help provides by the appraisal to plan performance
in the beginning of the assessment year. Help, which they get from the appraiser is help in
achieving the set objectives in the best possible way.

10. Appraisal system also help in planning the performance by the employee well in advance.
80% of the respondents were strongly agree/disagree with the statement “Appraisal system helps
you to plan your performance well in advance.”
BIBLIOGRAPHY
 BIBLIOGRAPHY

Books referred: -

 C.B Gupta (BUSINESS STUDIES) EDITION 2ND

 V.S.P. Rao (BOOK OF MANAGEMENT) .

Sites referred: -

 http://www.performance-appraisal.com

 http://www.Oswal Castingsgroup.com

 http://www.ecel.com

 http://www.google.com
Annexure
 Questionnaire

Employee Name:- …………………………..

Employee Age:- ……………………………..
Employee Designation:- ……………………………

1.Do you know Oswal Castings ltd. has employee appraisal system ?
Yes No

2 who does the appraisal ?

HOD Immediate Superior

Any Other

3. What are the objectives of the performance appraisal in company ?

Pay Hikes Promotion

Training Needs Any Other

4 What methods performance appraisal are used ?

Superior appraisal 360 degree

MBO Any Other

5. How often the performance appraisal is reviewed ?

Annually Biannually

Quarterly Monthly

6. Objectives of performance appraisal is clear to you ?

Strongly agree Agree

Neutral Disagree
7. Appraisal system has scope for communicating top management objective to you ?

Strongly agree Agree

Neutral Disagree

Strongly Disagree

8. Appraisal system provide an opportunity to you to have a clear understanding of what is

expected from you ?

Strongly agree Agree

Neutral Disagree

Strongly Disagree

9. Appraisal system focus on individual development so as to make him achieve desired

performance and result ?

Strongly agree Agree

Neutral Disagree

Strongly Disagree

10. Your appraisal helps you to plan for performance in the beginning of the assessment year ?

Strongly agree Agree

Neutral Disagree

Strongly Disagree