INSTITUTE OF TECHNOLOGY AND MANAGEMENT

GIDA, GORAKHPUR

SUMMER TRAINING PROJECT ON

A STUDY ON PERFORMANCE APPRAISAL WITH REFRENCE TO SQUARE YARDS

(LUCKNOW)

SUBMITTED BY :

PALLAVI SHAHI
PROJECT
SUPERVISOR:   1901200700024
Dr. MANOJ MISHRA MBA 2nd YEAR(3rd SEM)
(DEP. H.O.D) 
 About The Company

Square Yards is India’s largest integrated platform for Real Estate & Mortgages and one of the fastest
growing Proptech platform in UAE, Rest of Middle East, Australia & Canada. Square Yards platform offers
an integrated consumer experience & covers the full real-estate journey from search & discovery,
transactions, home loans, rentals, property management and post-sales service – fully integrating buyers
to an extensive network of 500+ partner real estate developers, 150,000+ Agents and 100+ banks &
NBFCs.

TYPE OF BUSINESS : E-COMMERCE & REAL ESTATE.

FOUNDER & CEO : TANUJ SHORI & KANIKA GUPTA SHORI
EMPLOYEES : 1000+
LAUNCHED : NOVEMBER 2013
HEADQUARTERS : GURGAON
AREA SERVED : INDIA, HONG KONG SINGAPORE, LONDON, AUSTRALIA.
 Scope of the Study

The scope of my study is to observe the degree of satisfaction levels of the

employer as well as the employees as per my sample size towards the Appraisal
process and Performance Appraisal Techniques adopted by the company.
 INTRODUCTION OF PERFORMANCE APPRAISAL

⮚  A performance appraisal used in the organization is a regular review of employee’s performance to verify
their contribution to the company. It is also known as annual review or performance evaluation. It
evaluates the skills, growth, achievement or failure of the employees. 

Performance appraisal can be defined as the systematic

process of :
 
⮚ Planning work and setting expectations;

⮚ Continually monitoring performance;

⮚ Developing the capacity to perform;

⮚ Periodically rating performance;

⮚ Rewarding good performance.

Types of Employee Performance Appraisal in HRM
In most of the organization supervisors are in-charge of performance appraisal. However there are

different types of employee performance appraisal in HRM based on the people who evaluate the

performance of the employee.

The four major type of performance appraisal are as follows-

1) Peer assessment: Under this assessment the team members, co-workers and work group is

responsible for the performance rating of the employee. 

2) Self assessment: Here the employee themselves rate their job performance and work behavior

3) 360-degree performance appraisal: In this type of appraisal the performance rating are

collected from employee, their immediate supervisor and peers.

4) Negotiated appraisal: In order to avoid the conflicts between employee and their supervisors a

new trend of appraisal is utilized. In this type of performance appraisal a mediator evaluates the

performance of the employee and put focus on the good side of performance rather than the

criticism.
 Objectives of the Study

⮚ Help employee to overcome his weaknesses, and improve his strengths, and thus enable him to improve his
performance and that of the department.
 

⮚ Generate adequate feedback and guidelines from the reporting officers to the employee.
 

⮚ Contribution to the growth and development of the employee through helping in realistic goal setting
 

⮚ Help identifying employees for the purpose of motivating, training and developing them.
 

⮚ Generate significant relevant and valid information about employees thus good performance appraisal and review
system should primarily focus on employee development.
 METHODOLOGY OF THE STUDY

RESEARCH DESIGN :

● EXPLORATORY RESEARCH DESIGN

● CONCLUSIVE RESEARCH DESIGN

SAMPLE SIZE = 50 employees

SAMPLE AREA = SQUARE YARDS , Lucknow , Uttar Pradesh.

DATA COLLECTION :                          1. PRIMARY DATA SOURCES:               2. SECONDARY DATA SOURCES :

● QUESTIONNAIRE                                     ● COMPANY PROFILE

● INTERVIEW                                               ● MAGAZINE

TOOLS USED : MS WORD, MS POWERPOINT , MS EXCEL

SAMPLING TECHNIQUE : Random Sampling 

                        
 DATA ANALYSIS

1. Are you aware of the objective of the performance appraisal system?

INTERPRETATION- 

84% are aware because they were involved in the respective process, 14% are not able to grasp the process
of the appraisal system due to certain barriers like miscommunication, conflict among employees , and 2%
are not involved at all because of their lack of trust and interest in the appraisal system.
2. Does the Performance appraisal helps the organization in achieving goal?

INTERPRETATION - 

76% Employees say yes that performance appraisal helps the organization in achieving goal because the appraisal
system offers positive feedback and advice for improvement and creating an environment of open communication.
Remaining do not agree because of lack of clarity about the purpose, they are not aware about that a good/bad appraisal
can impact on career development of employees.
3. Are you satisfied with the current performance appraisal system?

INTERPRETATION-:

90% Employees are satisfied because they get to know about their strength and weakness and so they are able to
increase their efficiency and they receive positive feedback, remaining have certain doubts due to poor
communication during formal feedback sessions and rating errors.
4. Do you think the Performance appraisal system affects the working efficiency of employees?

INTERPRETATION-:

84% Employees agree because of their evaluation on a regular basis providing feedback and offering competitive
rewards , and remaining believe the feedback to be negative and unhelpful and worry that the feedback provider will
not like them.
5. Appraisal system is able to develop high result orientation approach , Do you agree?

INTERPRETATION-:

94% Employees receiving the feedback have increased self-awareness and participants are given complete report
including their  strength and areas of improvement , which leads to increase effectiveness and efficiency of employees,
and remaining think of it as time consuming and lengthy process and think that it delays their work.
6. Are you satisfied with the current performance appraisal system?

INTERPRETATION-:

90% Employees are satisfied because it improves working relationships ,encourage personal development and
enhance performance, and remaining are not satisfied due to lack of uniformity with which terms are interrupted by
the evaluator.
7. The present performance appraisal system is transparent & Free from biasness , Do you agree?

INTERPRETATION-:

84% Employees agree because they think that the appraisal system go through many levels of organization thus
there is less chance of biasness and due to feedback to the employees there is transparency in the system,
remaining 16% don’t agree because they think that mistakes have been committed while evaluating them.
8. The performance appraisal system will also contribute in potential appraisal, Do you agree?

INTERPRETATION-:
72% employees agree because through appraisal system their performance is evaluated and it identifies their strength
and weakness which helps to determine the hidden talent of employees and can motivate them to further develop their
skills, and remaining 28% think that it does not help in determining their talents and skills and the system does not
increase their working efficiency.
 FINDINGS

1. 84% employees are aware about the performance appraisal. 

2. 16% employees are confused about the policy of the company. 

3. Performance appraisal is done only once in a year. 

4. The appraisal brings change in the career of an employee.

5. Approximately 75% employees were happy with the behavior of their supervisor, because the supervisor listen

to them before making any decision about their performance. But 25% employees were unhappy with the

superior. 

6. Most of the employees are highly satisfied with the current performance appraisal policy. 

7. Performance Appraisal system help the organization in achieving the goal..

 LIMITATIONS
 

● Some of the respondents do not give any answer to the questions which may affect the
analysis.
● Sample size of the study was too small.
● The bottom level employees still don’t take the appraisal system very seriously. Because,
performance is not the only factor which is involved. There are many other factors like
seniority, etc.
 RECOMMENDATIONS AND SUGGESTIONS

● The purpose of performance appraisal is to reward the employees, give them recognition, and help
them in career growth. So, the employees should know the basis on which they are evaluated. For this,
company should arrange special classes like once in a year for getting the employees aware about the
whole performance appraisal process.
● The production managers or the personnel managers should interact more directly with their
subordinates and try to know their needs, their problems and help or suggest them to overcome those
difficulties.
● The company should invite suggestions from employees about changes or improvements they want in
the appraisal system.
 CONCLUSION

● The current appraisal system seems to be regarded as an effective tool for motivating employees. But,

the system needs to be implemented more effectively to bring work responsibility in the bottom level

staff.

● Overall, the current performance appraisal system can be said to be a success. Though it still has scope

for improvement. It still has been accepted by a majority of employees in the organization.
 BIBLIOGRAPHY

REFERENCES :

1. www.squareyards.com

2. www.google.com

3. SQUARE YARDS MANUAL.

4. BOOK ON ORGANIZATIONAL BEHAVIOUR

 QUESTIONNAIRE

1. Are you aware of the objective of the performance appraisal system?

2. Does the Performance appraisal helps the organization in achieving goal?
3. Are you satisfied with the current performance appraisal system?
4. Do you think the Performance appraisal system affects the working efficiency of employees?
5. Appraisal system is able to develop high result orientation approach , Do you agree?
6. Are you satisfied with the current performance appraisal system?
7. The present performance appraisal system is transparent & Free from biasness , Do you agree?
8. The performance appraisal system will also contribution in potential appraisal, Do you agree?
Thank you