Title of the Project:

Evaluation of effectiveness of Performance

Appraisal Methods: A case study on Wipro
Ltd.

Submitted by:
Sonam
 INTRODUCTION
Performance appraisal is an integral part of HRM and HRM deals with personnel is
people. “People” is the important and valuable resource that every organization or
institution has in the form of its employees. Dynamic people can build dynamic
organization. Effective employees can contribute to the effectiveness of the organization.
HRM has multiple goals, which include employee’s competency development, employee
motivation development and organization development. Employees require a variety of
competencies, knowledge, attitude, skills in technical area; Managerial areas,
behavioural and human relations areas and conceptual area to perform different tasks or
functions required by their jobs.
HRM aim at constantly the competency requirements of different individual to perform
the job assigned to them, effectively and provides opportunities for developing these
competencies. As HRM deals with humans it is necessary to keep a check on their
performance after regular interval of time given jobs, it is necessary to corrective
actions term or there is need to appraisal their performance. The process of appraising
for doing their work effectively is known as performance appraisal system.
It is very essential to understand and improve the employee’s performance appraisal is
the basis for HRD. It was viewed that performance appraisal was useful to decide upon
employee promotion/transfer, salary determination etc.
 SCOPE OF THE STUDY
• This study provide appraisal feedback to employees and thereby serve as vehicles
for personal and career development and allow the management to take effective
decision against drawbacks for the well-being of the employee’s development.
• To improve employee work performance by helping them realize and use their full
potential in carrying out their firms‟ mission.
• The main aim of the study is to find out the effectiveness of performance appraisal
& development programme conducted at “Wipro Infrastructure Engineering”.
• This study helps to know the level of importance of appraisal system.
• The payroll and compensation decision, training and development needs,
promotion, demotions transfer including job analysis and providing superior
support, assistance and counselling.
• It considers both the job performance as well as the personal qualities of an
employee.  
 NEEDS OF THE STUDY
• This study helps building progress towards organizational goals.
• To help the superior to have a proper understanding about their
subordinates.
• To ensure organizational effectiveness through correcting the employee for
standard and improved performance and suggesting the changes in
employee behaviour.
• It provides information about the performance ranks.
• To provide information this helps to counsel the subordinates.
• To facilitate fair and equitable compensation based on performance.
 OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVE: 
• To identify the actual performance of the employees and performance standards
used in performance appraisal program (opinion, satisfaction, benefit, outcome,
etc.).
SECONDARY OBJECTIVES:   
• To create and maintain a satisfactory level of performance.
• To identify the awareness level of performance appraisal technique among the
employees.
• To maintain records in order to determine compensation packages wage structure,
salaries raises etc.
• To identify the strength and weakness of employee to place right men on right job.
• To maintain and assess the potential present in a person for further growth and
development.
• To provide feedback to employees regarding their performance and related status.
• To review and retain the promotional and other training programmers.
 METHODOLOGY ADOPTED IN OUR
PROJECT
RESEARCH DESIGN:            
• The study is to measure effectiveness of the training program through performance appraisal system
provided by the employees.
• Descriptive research is also called statistical research .the main goal of this type of research is to
describe the data and characteristics about what is being studied. The idea behind this type of
research is to study frequencies, averages and other statistical calculations. Although this research is
highly accurate, it does not gather the causes behind situation. Descriptive research is mainly done
when a research is mainly done when a research wants to gain a better understanding of a topic.

• Descriptive research answer the questions who, what, where, when and how.

 SAMPLING DESIGN: 
STRATIFIED RANDOM SAMPLING:  
• A random sample of specified size is drawn from each stratum of a population. Stratified sampling is
a method of sampling from a population, when sub-population varies considerably; it is
advantageous to sample each sub population (stratum) independently. Stratification is the process of
grouping members of the populations into relatively homogenous subgroups before sampling.
 
SAMPLE SIZE:            
Due to time and resource constraint the sample size is taken as 100 for the survey from the total
population (700) employees.
 METHODOLOGY ADOPTED IN OUR
PROJECT
PRIMARY DATA:
• Primary data is known as data collected for the first time through field survey. Such
data are collected with specific set objectives. Primary data always reveals the cross
section picture of anything studied. This is needed in research to study the effect or
impact any policy.
SECONDARY DATA:
Secondary data refers to the information or facts already collected. Such data are
collected with the objectives of understanding the past status of any variable data
collected and reported by some source is accessed and used for the objectives of the
study. The secondary data were collected from:
• Magazine
• Books
• Journals
• Records maintained by HR department
• Company websites.
 LIMITATION
We all know that when a project starts it has some objectives, target to fulfil, within a certain
time period. Project is not a casual affair it is rather a very serious matter for a company,
because a huge amount of money, labour, time is engaged and all of those are very valuable for
any organization.
Time limitation: There are so many factors that influence a good completion of project. Time is
the major factor among them. Because every project should have a time bounding. Beyond that
there is no validity of that particular project. And as it is a one-man project so from data
collections to analysis myself do everything within this time limit. That is why we chose small
sample.
Resource limitation- As we have some mentioned above that it is a unique project with certain
time bounding, so the number of collected data is low in amount , as our project is a short time
project.
Cost limitation- Cost is the main factor in any project. Better to say, it is a big and important
factor. As we still know when we engaged in any important affair then we have to calculate the
cost of the work, because without money nothing is possible, and in every step of project work
money is the big factor of us.
Manpower and machinery: In this project as we mentioned above that it is a unique project, so
the involvement of manpower is very low .As we all know that project is a group work, and long-
time affair where a huge amount of machinery is also required. But in our project there is a
deficiency of both the entity here. In my project myself is only person here to involve in the work.
Here I my project the only machinery involved is my own computer. It is also a costly one.
 COMPANY PROFILE
• Wipro Limited (NYSE: WIT, BSE: 507685, NSE: WIPRO) is a leading global information technology,
consulting and business process services company. We harness the power of cognitive computing, hyper-
automation, robotics, cloud, analytics and emerging technologies to help our clients adapt to the digital
world and make them successful. A company recognized globally for its comprehensive portfolio of
services, strong commitment to sustainability and good corporate citizenship, we have over 160,000
dedicated employees serving clients across six continents. Together, we discover ideas and connect the
dots to build a better and a bold new future.
• Wipro Enterprises (P) Limited comprises of two main divisions
1. Wipro Consumer Care and Lighting (WCCLG)
Wipro Consumer Care and Lighting (WCCLG) is among the top fastest growing FMCG companies in India. It
has a strong brand presence in personal care and skin care products in South-East Asia and Middle-East apart
from significant market share in identified segments. Today WCCLG has global workforce of 8300 serving over
40 countries. WCCLG business includes multiple product ranges from Personal care (Soaps, Toiletries), Baby
care, Wellness Electrical wire devices, and Modular
2. Wipro Infrastructure Engineering (WIN)
Wipro Infrastructure Engineering (WIN) is the largest independent hydraulic cylinder manufacturer in the
world, delivering around 2 million cylinders t OEMs in different geographies. WIN has global workforce of
over 1,700 committed and skilled people, and 14 estate-of-the-art manufacturing facilities across India,
Northern Europe, Eastern Europe, US, Brazil and China.
DATA ANALYSIS AND
INTERPRETATION
GENDER DISTRIBUTION GRAPH
Gender(n=100) Percentile(%)
Women 50
Men 50

Gender(n=100)
60

50

40
Gender(n=100)
30

20

10

0
Women Men

INTERPRETATION: In the above chart we can see both women and men
are given equal distribution of employment with all the benefits provide
in the Wipro organization.
 FINDINGS OF RESPONDENTS
Age(n=100) Percentile (%)
20-30 50
31-40 20
41-50 20
Above 51 10

Age(n=100)
60
50
40
Age(n=100)
30
20
10
0
20-30 31-40 41-50 Above 51

INTERPRETATION: In the above fig we can conclude that 50% of the respondents
to the age group of 20-30. From here we can conclude that the employment rate is
increasing at the young age and creating a platform to excel in their future.
EVALUATION OF RESPONDENTS HAVING
Education
THEIR QUALIFICATION
Percentile (%)
High school complete 0
Technical school graduate-- 5
Graduated 20
IT/Diploma 60
Master’s degree 10
Others 5

Qualification(n=100)
60
50
40
30
20
10
0 Qualification(n=100)
ete ate ted m
a re
e
er
s
pl u ua l o eg th
m ad d p D O
l co l gr Gra /Di r 's
T e
ho
o oo I
as
t
sc s ch M
l
gh i ca
Hi n
ch
Te

INTERPRETATION: From the above chart we can conclude that 60%

of respondents belong to IT/Diploma qualification.
 RESPONDENTS WHO HAVE THEIR
EXPERIENCE BEFOREHAND
Employees(n=100) Percentile (%)

With experience (below 2 yrs.) 76

With experience(of 2 yrs. or above) 24

Experience of employees(n=100)

Experience below 2 years

Experience of 2 years or above

INTERPRETATION: In the above chart we can conclude that most of the

respondents are highly qualified with an experience, which represents of
76 %( in the pie chart). It represents the organization is experiencing the
outcome of this talented respondents.
 ANALYSIS OF RESPONDENTS TO THE
PRESENT PERFORMANCE APPRAISAL
Respondents
SYSTEM
Percentile(%)

Satisfied 31

Non-Satisfied 69

Present performance appraisal

70
60 Present performance appraisal
50
40
30
20
10
0
Satisfied Non Satisfied

INTERPRETATION: In the above chart we can conclude that most of the respondents
are not satisfied with the present performance appraisal system performing in the
organisation. In case to that the organization should conduct advanced performance
appraisal system in order the employees get appropriate feedback and equality will
be maintained in the organization
 ANALYSIS OF RESPONDENTS TO
THE ADDITIONAL BENEFITS
Employees Percentile (%)
Respondents who are achieving 37
Respondents who are not achieving 63

additional benefits
70

60

50

40 additional benefits

30

20

10

0
Respondents who are achieving Respondents who are not achieving

INTERPRETATION: In the above chart we can see that most of respondents are not
enjoying the additional benefits, which is a very weak point for the organisation in
maintain coordination and employee obsolence can occur due to that.
 ANALYSIS OF EFFECTIVENESS OF PERFORMANCE
APPRAISAL SYSTEM
Effectiveness(n=100) Percentile(%)
Agree 49
Neutral 23
Disagree 74

Effectiveness(n=100)

80
70
60 Effectiveness(n=100)
50
40
30
20
10
0
Agree Neutral disagree

INTERPRETATION: From the above chart we can conclude that most of the
respondents are not in the will of the effectiveness of the present
performance appraisal system, basically they are not in the will because the
present performance is not so effective in it real world.
 ANALYSIS OF THE NEED OF
PERFORMANCE APPRAISAL
Respondents Percentile
Strongly Agree 43
Agree 49
Neutral 8
Disagree 0
Strongly Disagree 0

Need of appraisal(n=100)
50
40
Need of appraisal(n=100)
30
20
10
0
Strongly Agree Agree Neutral Disagree Strongly Disagree

INTERPRETATION: From the above chart we can conclude that all of

the respondents agree to the fact that a performance appraisal is
must needed in their organization to improve in better ways.
AWARENESS OF PERFORMANCE APPRASIAL
TECHNIQUES AND PARAMETERS
Respondents Percentile
Fully aware 20

Partly Aware 60

Unaware 20

Awareness of appraisal techniques(n=100)

60
50 Awareness of appraisal
40 techniques(n=100)
30
20
10
0
Fully aware Prtly Aware Unaware

INTERPRETATION: From the above chart we can conclude that most of

the respondents are partly aware of the appraisal techniques, it
means the appraisal is not being properly understood by the
employees or not being performed, and who are in charge of
 ANALYSIS OF SAFETY PROVIDED
Respondents Percentile (%)
Strongly Agree 43
Agree 45
Disagree 6
Totally disagree 6

Safety (n=100)

Strongly Agree
Agree
Disagree
totally Disagree

INTERPRETATION: From the above chart we can conclude that most of

the respondents agree that safety is being provided in the organisation
yet some of the respondent’s responded negative, so somewhere the
organization still needs to improve their safety conditions especially for
women.
ANALYSIS OF THE SATISFACTION OF COOPERATION AND TEAM
WORK
Respondents Percentile
Highly satisfied 37
Satisfied 41
Neutral 15
Dissatisfied 5
Totally Dissatisfied 2

satisfaction of cooperation and team work(n=100)

45
40
35
30 satisfaction of cooperation and team
25 work(n=100)
20
15
10
5
0
Highly satisfied satisfied neutral Dissatisfied Totally Dissatisfied

INTERPRETATION: From the above chart we can conclude that most of the
respondents are satisfied with the cooperation in the organization and
with the team work.
 ANALYSIS OF THE INCENTIVES
Respondents
PROVIDED
Percentile
Highly satisfied 35
Satisfied 35
Neutral 25
Dissatisfied 3
Totally Dissatisfied 2

40
Incentives provided to the respondents
35
30
25
20
15 Incentives provided to the respondents
10
5
0
Highly satisfied Satisfied neutral Dissatisfied Totally Dissatisfied

INTERPRETATION: From the above chart we can conclude that most of

the respondents feel that the incentives provide a maximum benefits
and it provide greater job satisfaction while few disagree with that.
 ANALYSIS WHETHER RESPONDENTS
WHETHER ORGANISATION PROVIDE
ADDITIONAL BENFITS
Respondents Percentile (%)
Strongly Agree 42
Agree 35
Disagree 15
Totally disagree 8

Organisational additional benefits(n=100)

45
40
35
30 Organisational additional benefits(n=100)
25
20
15
10
5
0
Strongly Agree Agree Disagree Totally Disagree

INTERPRETATION: From the above chart we can conclude that respondents strongly
agree with the organization provide for employees work development.
 ANALYSIS OF APPRAISAL REGARDING
IDENTIFICATION OF STRENGTH AND WEAKNESS
Respondents Percentile (%)
Agree 21
Neutral 39
Disagree 40

Identification of strength and weakness(n=100)

40

30
Identification of strength and
20 weakness(n=100)

10

0
Agree
Neutral
Disagree

INTERPRETATION: From the above chart we can conclude that 39% of the
respondents are neutral to this fact, so the organization needs to upgrade
to modern appraisal system so that it properly identifies the strength and
weakness of employees.
 ANALYSIS OF THE RESPONDENTS
REGARDING PROMOTION FEATURE FROM
THE APPRAISAL SYSTEM
Respondents Percentile (%)
Agree 37
Neutral 39
Disagree 24

Promotion of the respondents(n=100)

45
40
35
30
25 Promotion of the respondents(n=100)

20
15
10
5
0
Agree Neutral Disagree

INTERPRETATION: From the above line graph we can conclude that

most of the respondents fall onto neutral category that represents the
organist ion lack in giving promotions with this appraisal system.
 ANALYSIS OF RESPONDENTS REGARDING THE
SATISFACTION OF THEIR PERFORMANCE RATING
Respondents Percentile (%)

Agree 36

Disagree 64

Performance rating(n=100)
70
60
50
40 Performance rating(n=100)

30
20
10
0
Agree Disagree

INTERPRETATION: From the above chart we can conclude mostly the

respondents are not satisfied with their performance rating, as some is
being rated properly some is not.
 ANALYSIS REGARDING EMPLOYEE
COUNSELLING OF THE RESPONDENTS
Respondents Percentile (%)

Satisfied 36

Not Satisfied 64

employee Counselling(n=100)

70
60
50 employee Counselling(n=100)
40
30
20
10
0
Satisfied Not Satisfied

INTERPRETATION: From the above chart we can conclude that most of the
respondents are not satisfied with the objective of the employee counselling
generated from the present performance appraisal system.
 ANALYSIS OF COMMUNICATION BETWEEN TOP
MANAGEMENT ANS BUSINESS GOALS
Respondents Percentile (%)
Agree 88
Disagree 12

Series 1
100
90
80
70
60 Series 1
50
40
30
20
10
0
Agree disagree

INTERPRETATION: From the above chart we can conclude that most of the
respondents agree with the communication between top management and
business goals to staff.
 EVALUATION WHETHER COMMENTS AND
SUGGESTION NEEDED DURING APPRAISAL
Respondents Percentile (%)
Strongly Agree 37
Agree 50
Disagree 10
Totally disagree 3

Comments and suggestion needed(n=100)

50
45
40
35 Comments and suggestion
30 needed(n=100)
25
20
15
10
5
0
Strongly Agree Agree Disagree Totally Disagree

INTERPRETATION: From the above chart we can conclude that most of the
respondents agree with the fact that suggestions and comments are very
much needed in the organisation as it helps the employees to know the ways
of weakness and strength and their appreciations.
ANALYSIS WHETHER PERFORMANCE APPRAISAL
HELPS IN ACHIEVING DESIRED TARGETS
Respondents Percentile (%)
Strongly Agree 31
Agree 47
Disagree 11
Totally disagree 11

50
Achieving Desired targets(n=100)
45
40
35
30
25 Achieving Desired targets(n=100)
20
15
10
5
0
Strongly Agree Agree Disagree Totally Disagree

INTERPRETATION: From the above chart we can conclude that a

performance appraisal surely needed in the organisation in
order to achieve desired targets.
 ANALYSIS WITH THE DECISION REQUIRED IN
QUALITY AND HOUSEKEEPIN AREA
Respondents Percentile (%)
Very good 34
Good 24
Neutral 9
Not needed 5

Improvents required in quality and housekeeping area(n=100)

35
30
25
20 Improvents required in quality and
15 housekeeping area(n=100)
10
5
0
Very Good
good
Neutral
Unsatisfactory

INTERPRETATION: From the above chart we can conclude that most of the
respondents are satisfied with the decision of improving the quality and
housekeeping area, so that the productivity can increase in a good way
without running loss in the renowned organisation.
STATISTICAL
ANALYSIS
 HYPOTHESIS-1
Calculation of spearman’s rank correlation co-efficient
The observed value of opinion regarding the promotion is purely based on performance
appraisal and the rating helps to fix increments
Opinion No of respondents Rank(X)
Highly satisfied 37 1
Satisfied 16 3
Neutral 24 2
Dissatisfied 13 4
Highly satisfied 10 5

The observed value regarding the organization provides additional

benefits for your work development.
Opinion No of respondents Rank(Y)
Highly satisfied 18 3
Satisfied 9 4
Neutral 42 1
Dissatisfied 25 2
Highly satisfied 6 5
 HYPPOTHESIS-1
Calculation of Correlation
Rank(x) Rank(y) D=x-y D^2
1 3 -2 4
3 4 -1 1
2 1 1 1
4 2 2 4
5 5 0 0
10

R=1 –(6∑D^2/N(N^2-1)
= 1- 6 (10) /5(25-1)
= 1 - 60 /120
r = 0.5
RESULT:
Also r = 0.5 indicates a high positive correlation between the promotion is
purely based on appraisal and the rating helps to fix increment and also
the organization provide additional benefit for your work development.
 HYPOTHESIS -2
• ANOVA 
To find out any significant relationship between the effectiveness of
performance appraisal & development programme and satisfaction of present
appraisal system done by organization.
• Hypothesis Null Hypothesis (H0) –
There is no significant relationship between the effectiveness of appraisal &
development programme and satisfaction of present appraisal done by
organization.
• Alternate Hypothesis (H1) –
There is a significant relationship between the effectiveness of appraisal &
development programme and satisfaction of present appraisal done by
organization.
 HYPOTHESIS-2
• TABLE SHOWING THE EFFECTIVENESS OF APPRAISAL & DEVELOPMENT
PROGRAMME AND SATISFACTION OF PRESENT APPRAISAL DONE BY
ORGANIZATION

Sl No Effectiveness Strongly Agree Neutral Disag Strong Total

Agree ree ly
Disagr
ee
1 Highly Effective - - - 10 15 25
2 Effective 10 20 15 - 5 50
3 Neutral 5 5 - - - 10
4 Ineffective - 5 - - - 5
5 Highly Ineffective 5 - - - 5 10
Total 20 30 15 10 25 100
 HYPOTHESIS-2
Calculation
Correction Factor (C.F) = ��/N
= ����/��
= 10,000/25
= 400
• Sum of Square of Total Variance: (SST) = sum of squares of all items – C.F
= [��� +��� +��� +��� +��� +�� +��+�� +�� +�� +��]−���
= 1200 - 400
= 800

• Sum of Squares between rows (SSR)

= [(���/�)+(���/�)+(���/�)+(��/�)+(���/�)]−���
= 670 – 400
= 270

• Sum of Squares between the columns (SSC)

= [(���/�) + (���/�) + (���/�) + (���/�) +(���/5)]
= 475 – 400
= 75

• Error Sum of Squares = SST - (SSR+SSC)

= 800 – (270+75)
= 455
 HYPOTHESIS-2
ANOVA TABLE
SOURCE OF SUM OF DEGREE OF VARIANCE F
VARIATION SQUARES FREEDOM
Between 270 (5-1)=4 270/4=67.5 67.5/28.4375=2.3736
rows
Between 75 (5-1)=4 75/4=18.75 18.75/28.4375=0.6593
columns
Residual 455 (4)*(4)=16 455/16=28.4375

Calculated Value
F1 = 2.3736
F2 = 0.6593
Table Value Critical value:
The table value of ANOVA at 5% and the degree of freedom is (4, 16) =3.01
 HYPOTHESIS-2
• RESULT
The table value of F1 at 0.05 level of significance is 3.01. Calculated value is 2.3736.
Hence calculated value is lesser than table value, so H0 is accepted. Since there is no
significant relationship between the effectiveness of appraisal & development
programme and satisfaction. The table value of F2 at 0.05 level of significance is 3.01.
Calculated value is 0.6593. Hence calculated value is lesser than table value, so H0 is
accepted. Since there is no significant relationship between the effectiveness of
appraisal & development programme and satisfaction of present appraisal done by
organization.

 
 FINDINGS
• 50% of the respondents to the age group of 20-30years.
• 60% of the respondents have the qualification ITI/Diploma.
• 75% of the respondents have the experience for below 2 years.
• 45% of the respondents belong to the salary range below 10,000.
• 31% of the respondents feel satisfied in the present performance appraisal system.
• 63% of the respondents are said to that additional benefits are not achieved by them.
• 65% of respondents feel annually the performance appraisal is conducted.
• 49% of respondents’ opinion about the effectiveness of performance appraisal and its development programme.
• 43% of the respondents strongly agree with their opinion that appraisal is very much needed in organization.
• 60% of the respondents feel that they are partly aware of appraisal techniques and parameter.
• 40% respondents strongly agree in safety adopted in organization is very helpful for their work activities.
• 30% of the respondents say that the performance appraisal rating can be done through departmental managers.
• 37% of the respondents highly satisfied with the co-operation and team work.
• 42% of the respondents say that they need team work from superior in the organization.
• 35% of the respondents feel that the incentives provides a maximum benefits and it provide greater job
satisfaction.
• 42% of the respondents strongly agree with the organization provide additional benefits for employee work
development.
• 39% of the respondents feel neutral that appraisal helps to identify the strength and weakness of employees.
• 37% of the respondents agree with that the promotion is purely based on performance appraisal.
• 36% of the respondents satisfied with the performance rating helps to provide employee counselling.
• 74% of the respondents say that ranking method is being followed in organization.
• 88% of the respondents feel that there is a communication between top management and business goals to staff.
 FINDINGS-2
• 37% of the respondents are strongly agreed with that there comments and
suggestion are considered during appraisal.
• 31% of the respondents are strongly agree with the desired target of the
organization is achieved through performance appraisal.
• 34% of the respondents feel very good were improvement required in quality
and housekeeping area.
• In chi-square test based on there is a relationship between the appraisal
systems identifying strength and weakness of employees and rating helps to
provide employee counselling.
• In rank correlation coefficient based on the high positive correlation
between the promotion is purely based on appraisal and the rating helps to
fix increment and also the organization provide additional benefit for your
work development.
• In ANOVA based on the effectiveness of appraisal system and its satisfaction
of present performance appraisal system done by the organization.
 SUGGESTIONS
• While framing the parameters in the ranking method the performance appraisal technique and
group discussion can be made among and with various authorities.
• Secondly, the techniques used for performance appraisal are very traditional which is to be
modernized in future for good prospect of the employees.
• Increase the awareness level of employees during the performance appraisal period. It will be
better if the management provides incentives to employees so it will boost in their work and
productivity and also extend the probation period up to 2 years.
• Separate rating committee to be fixed during the appraisal period. So that there is no rating
biases and personal prejudice will occur.
• The performance rating is very helpful for management to provide employee counselling during
the appraisal. Performance appraisal is purely based on appraisal system and the rating helps
to fix increment for workers make them retained in the organization.
• Supervisors should maintain cordial relationship with workers and offers recognitions of the
employee’s efforts and provide guidance to workers.
• During the appraisal period provide a good communication between top management and
business goals to staff so that the desired target of the organization can be achieved through
performance appraisal
• .Employee comments and suggestion to be considered during the appraisal. It will be better if
the management provide performance and potential appraisal rewards regularly.
 CONCLUSION
Human resources are the vital source of every organization. Every employee in
an organization increases the productivity and goodwill of every company. An
employee, being an individual is treated as assets in the organization. So the
organization should mainly emphasis performance appraisal techniques and
its development programme. Both the appraiser and appraise should realize
the principle and use the tool of appraisal system in a constructive way for the
prosperity of the organization.
The performance appraisal technique prevailing in the organization is fair.
Employees are satisfied with the present performance appraisal system that is
a traditional one. As many new appraisal techniques are emerged, the
organization can implement modern technique which would be more effective.
The welfare measure of organization is at par with the company policies and
has brought a great sense of involvement in work among the employees of the
organization. If the suggested measures are taken into consideration it will
help to increase the effectiveness of performance appraisal system.
 BIBLIOGRAPHY
• McGraw Hill, 2003. [1]. Radha, “Human Resource Management “,
Himalaya Publication. [2]. Arora P.N and Arora .S “Statistics for
Management”, “First Edition Chard‟s & company ltd”. New
Delhi 2008 [International Publishers. Second revised edition; 2004
[4]. R.Senapathi, “Research methodology”, Lakshmi publication;
First edition.
• www.google.com
• www.wipro.com