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Mba Project HR P
Mba Project HR P
PROJECT REPORT
ON
"PERFOMANCE REVIEW SYSTEM IN FALCON TECHNOLOGY "
An Assignment Turned in Partially to Earn the Degree of
MASTER OF HUMAR RESOURCE MANAGEMENT
Provided by
Ms. Jyothi
CERTIFICATE
This is to certify that the project work titled “PERFOMANCE REVIEW SYSTEM IN
award of degree of Master of Business Administration for the academic year 2017-2019 of
JNTU Hyderabad. This Project work is original and not submitted earlier for the award of any
EXTERNAL EXAMINER
ACKNOWLEDGEMENT
I take this opportunity to remember and acknowledge the co-operation extended by
several individuals out of whom this project has evolved. I shall always cherish my association
with them.
I Thank Shri Suresh Garu and his Team for their enormous support in furnishing the
data and details, where their guidance fetched me a lot of onsite knowledge and making this
project complete.
My verbal abilities limit the expression of heartfelt feelings towards my parents and
family members, friends whose untiring efforts have helped me to great extent. God has been
always with me giving hope and courage to accomplish task in time.
H NO: 17UC1E0005
DECLARATION
I SHAIK ASRA NAAZ bearing H No: 17UC1E0005, hereby declare that the project
under the esteemed guidance of SHAIK AHMED PASHA Assistant Professor Department
of MBA submitted in partial fulfillment of the requirements for the award of the degree of
I declare that this work is done solemnly by me and to the best of my knowledge; no
such work has been submitted by any other person for the award of Degree or Diploma.
I also declare that all the information collected from primary and secondary sources has
Place: H.NO:17UC1E0005
INDEX
Table of Contents:
2. Introduction
3. Company Profile
4. Methodology / Approach
6. Data Analysis
7. Findings
8. Recommendations
9. Annexure-1 (Questionnaire)
12.Bibliography
CHAPTER-1 INTRODUCTION
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CHAPTER-II
PERFORMANCE APPRAISAL ON HALCYON
COMPANY
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PERFORMANCE APPRAISAL
2. In this way, one period of the yearly performance the board cycle is
performance appraisal, the way toward looking into representative
performance opposite the set desires in a practical way, recording the survey,
and conveying the audit verbally in an eye to eye meeting, to rise performance
principles year over year through legit and productive criticism. In the process
the board hopes to fortify the worker's qualities, recognize improvement
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regions with the goal that one can chip away at them and furthermore define
extended objectives for the coming year.
Let the workers know where they remain to the extent that their performance
is concerned and to help them with useful analysis and direction with the end
goal of their improvement.
person in this way will bring benefits to their role, and will
increase motivation and loyalty.
o Invite any other points or questions - make sure you capture any
other concerns.
o Close positively- Thank the appraisee for their contribution to the
meeting and their effort through the year, and commit to helping
in any way you can.
o Record main points, agreed actions and follow-up - Swiftly
follow-up the meeting with all necessary copies and
confirmations, and ensure documents are filed and copied to
relevant departments.
4. When to evaluate?
1. Has the previous year been great/terrible/tasteful or generally for you, and
why?
3. What do you like and aversion about working for this association?
5. What components of your activity intrigue you the most, and least?
Advantages:
Some raters can be extreme, and some tolerant. A few divisions have
profoundly skilled individuals though others have less capable
individuals.
Personal predisposition can supplant hierarchical models. As a result of
the inclination, some non-capable workers may get a favored treatment.
Sometimes there will in general be absence of correspondence. The
representatives may not realize they are being judged. No performance
appraisal framework can be compelling if the assessed don't have the
foggiest idea about the criteria under which they have been evaluated
and judged.
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1. Positioning or Ranking
- It is finished by setting the appraisee on numerical scales i.e. first, second, third
and so on in the absolute gathering.
Under this technique the appraiser contrasts every representative and each
other worker, each one in turn.
3. Evaluating
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4. Realistic Scales
- The elements incorporated into the structure are Employee attributes, for
example, initiative, helpfulness, excitement, dedication and so on or Employee
commitment which incorporates amount and nature of work, explicit
objectives accomplished, consistency of participation, obligation accepted and
so forth.
5. Agenda
- The estimation of each inquiry might be weighted I.e. one can have
foreordained scale and scoring to those inquiries.
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6. Article
- The appraiser is approached to put in words his impressions about the worker.
7. Classified Reporting
3. Assessment Centers
The significant abilities that are made a decision in evaluation focuses are
relational aptitudes, scholarly capacity, arranging and sorting out capacities,
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4. Management by Objectives
V. Feedback
5. 360º Feedback
1. Self-appraisal
2. Predominant appraisal
3. Subordinate's appraisal
4. Companion appraisal.
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I. Highlights:
intranet-based
Ease of utilization
Sophisticated work process
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Centralized
Administrations
• Application improvement
• Consulting
• QA and testing
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CHAPTER-III
TECHNICAL
ADVANCEMENT
Advancements
• J2EE Technologies
BPO Solutions
• Data examination and handling of Rate and Residuals for Car Dealerships
• Information Capture
• Document Conversation
Articles
HALCYON offer item advancement administrations improved with their experience
and innovation mastery. HALCYON has created items on driving innovations with a
solid direction toward gauges driven engineering.
Articles created by HALCYON for Automotive Retail industry are:
• Vehicle Comparison Search Engine and Market Analyzer
hy HALCYON?
HALCYON Advantage:
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.
The accompanying techniques were embraced:-
The administration was drawn nearer to talk about the substance of Review
approach with the goal that a successful strategy can be structured which will
be helpful thus forward.
A redid Performance Review Policy was structured which was a blend of two
strategies for Appraisal I.e. Self-Review technique and Peer Feedback strategy.
Then the colleagues were approached to top off the Self Review Form and
submit it to the HR division which thusly passed it to the group heads.
A coordinated gathering was fixed with the group chief by the colleagues in like
manner. This was to examine different parts of execution of the worker like
talking about the appraisals given by the assesse and to assess his general
execution and set new objectives.
Then the appraiser gives his very own rating to the representative after the one
– one discourse and afterward the report is submitted to the analyst and a last
exchange happens with the HR Manager to continue with the following game-
plan like defining of objectives, climb in pay rates, execution connected
motivators, and so forth.
LIMITATIONS
1. The Appraisal Process was designed but I could be a part of only Review
Process which was conducted in the months of May and June.
2. Due to time constraint the Post Feedback of Employees regarding the
Review Process could not be taken.
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CHAPTER –IV
DATA ANALYSIS
&INTERPRETATION
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DATA ANALYSIS
1. MY SELF ASSESSMENT RESULT CONTRIBUTES TO MY FINAL APPRAISAL
RESULT
From the above graphical representation we can assume 70% of the staff
strongly agrees that the self-assessment results will contribute to final
appraisal where 20% are pleased and 10% disagree.
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2.
Do you agree that the review will help me to improve the future
working performance
From the above graph it is clear that 65% of the Employees agree where 25%
are pleased and 10% reject t to accept the parameter
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3.
Do you know all the aspects and standards that are used to evaluate
my performance
The above representation reflects that 30% strongly agree that they know all
the aspects and standards that are used to evaluate their performance. Where
30 % are pleased and 40 % strongly reject this parameter DO YOU FEEL
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4.
CONFIDENT THAT YOU WILL BE ABLE TO BENEFIT AS AN APPRAISEE N THE
REVIEW SESSIONS WITH YOUR TEAM LEAD
The above representation depicts that 45% strongly agree 25% agree and 30%
reject the parameter
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10%
30%
60%
CLARITY OF PRECEDURES
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AS per the above graph, 55% strongly agree to have training programs
where 30% of are willing to have and 15% of the people are not willing to
have training programs in performance review.
SELF RATING
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8.
WHAT ARE YOU LOOKING FORWARD TO CHANGE POST REVIEW
10%
30%
60%
9.
10%
30%
60%
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10.
The Above Graph Says That 60% of The Employees Say That the Work
Behavior Is Important in Review Process and 40% moderately agree with
the parameter
10%
30%
60%
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11.
The awareness regarding the peer feedback is known totally to 30% of
the people and 60% to an extent and 10% are not aware of it
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CHAPTER –V
Finding & Suggestions
FINDINGS
As the entire Process was planned by the HR division, I was likewise
associated with it from the structuring stage to the execution part of the
Review framework. In this procedure I could perceive the advantages inferred
out of this framework just as watched a few disadvantages.
My Findings from the survey were:
1. The impression of representatives with respect to execution Review
was a climb in Salary, which isn't the situation as a general rule.
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Recommendations
a. Strongly agree
b. Neutral
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c. Strongly disagree
a. Strongly agree
b. Neutral
c. Strongly Disagree
3. I know all the aspects and standards that are used to evaluate my
performance.
a. Strongly agree
b. Neutral
c. Strongly Disagree
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a. Strongly agree
b. Neutral
c. Strongly Disagree
a. To an Extent
b. Totally
c. Not at all
a. To an Extent
b. Totally
c. Not at all
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a. To an Extent
b. Totally
c. Not at all
a. Salary
b. Responsibility
c. Team Structure
a. Not Important
b. Some What Important
c. Most Important
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a. To an Extent
b. Totally
c. Not at all
Designation
DOR
Location Period
(To be filled in by the Employee and discussed with the Director/ Person
reporting to)
Excellent
1.
2.
3.
4.
5.
6.
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IV. Notes: (Write here a brief description about your work at Halcyon)
V. Reviewer’s Feedback
Technical Communications
Knowledge
Logical Skills
Standards Proactive
(To be filled in by the Employee after discussion with the Director/ Person
reporting to)
1.
2.
3.
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4.
5.
6.
Proactiveness
Job Knowledge
Leadership Skills
Learnability
Team Player
Process
adherence
Quality of the
work product
Timeliness
Any other
Feedback points
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Worst
0
Bad
1
Ok
2
Good
3
Very Good
4
Excellent
5
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Bibliography
Websites:
www.citehr.com
www.google.com
www.custominsight.com