a study on performance appraisal system in nova it solution

8/4/2019 A Study on Performance Appraisal System in Nova It Solution

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A STUDY ON PERFORMANCE APPRAISAL SYSTEM IN

NOVA IT SOLUTION (P) Ltd., CHENNAI

BY

SANTHOSH.D

Reg. No. 1029

VELTECH MULTI TECH DR.RANGARAJAN DR. SAKUNTHALA

ENGINEERING COLLEGE

A project Report Submitted to

FACULTY OF MANAGEMENT STUDIES

In partial fulfillment of requirement for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

IN

(HUMAN RESOURCE MANAGEMENT)

JULY 2011

BONAFIDE

CERTIFICATE


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Veltech Multi Tech Dr.rangarajan Dr.Sakunthala Engineering College

this bonafide record work done by

SANTHOSH.D

Titled

A STUDY ON PERFORMANCE APPRAISAL SYSTEM IN NOVA

IT SOLUTION (P) Ltd., CHENNAI Submitted in partial fulfillment of the

requirement for the award of degree of MASTER OF BUSINESS

ADMINISTRATION ,Anna University, during the third semester from june

2011 to july 2011

Principal Head of thedepartment/dean

Assessed by

Internal Examiner External Examiner

CERTIFICATE OF ORIGINALITY


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This is to certify that the project titled, A STUDY ON PERFORMANCE

APPRAISAL SYSTEM IN NOVA IT SOLUTION (P) Ltd.,

CHENNAI

is on original work of MR. D.SANTHOSH and is being submitted in partial

fulfillment of the award of the master of degree in business administration of

VELTECH MULTITECH College of Engineering. This report or part of this

report has not been submitted earlier to this university to any other

university/institution for the fulfillment of the Requirement of a course of study

published/ presented for any other purpose.

DECLARATION


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I hereby declare that the project report in the topic of A STUDY ON

PERFORMANCE APPRAISAL SYSTEM IN NOVA IT SOLUTION

(P) Ltd., CHENNAI submitted for the Award of degree of Master of

Business Administration in Anna University, Chennai has been carried ou t

under the Guidance of P.VINOTH Faculty Guide VELTECH MULTI TECH

College of Engineering and the entire Report is my original work which has not

formed part of the award of any degree or diploma.

Place: D.SANTHOSH

Date: (II YEAR) MBA

ACKNOWLEDGEMENT

I express my gratitude and sincere thanks to MR.Er.R.RANGARAJAN

B.E.(Elec), B.E(Mech), M.S.(Auto) Founder and Chairman, vel group of

educational institutions for providing me an opportunity to study in thiscollege


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I also extend my gratitude and sincere thanks to DR.S.Siddappa Naidu

principal vel Sri Rangarajan Sakunthala Colegge of Multimedia.

I expressed my heartful thanks to the DR.N.Vijay, HOD for helping and

encouraging me to complete this project successfully

My heart felt gratitude towards to MR.G.Sathiya narayanan M.Phill,

(Internal guide) for generous Support,patience,giidance and commitment.

In this context I express my sincere thanks and greategulness to MR.Ramesh

Project Manager Nova IT Solution (p) ltd., who was kind enough to help me to

do this project in the organisation.

My sincere thanks to all the facukty members of the department of management

studies, for their kind suggestions during this project

(D.SANTHOS

H)

ABSTRACT

The project titled A STUDY ON PERFORMANCE

APPRAISAL SYSTEM IN NOVA IT SOLUTION (P) Ltd.,

CHENNAI study aims to study the perception level of employees on vario us


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critical criteria affecting their work satisfaction & performance. The primary

objective was to study the perception level of e mployees of Nova IT Solution

pvt.,ltd, chennai. The objectives of the study is to analyze the employees

perception about the organizational policies & support they derive from

superior, to study the effectiveness of training and development

The research design was descriptive and sample size is 100 respondents.

Main survey outcome measures include employee percept ion level

on org.policies and support they derive from superior and about the work

environment. Properly managed employees will contribute willingly, and

will do more than expected if they are managed well.

The workplace is changing dramatically and dema nds for the highest

quality of products and service is increasing.

CONDENT

CHAPTER NO. PARTICULARS P.NO.

I INTRODUCTION 1

1.1. Introduction1.2. About the topic1.3. Meaning1.4. Nee for performance appraisal1.5. Objectives1.6. Scope of the study1.7. Limitation of the study1.8. Methodology

1

2

3

3

4

4

4

5


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II COMPANY PROFILE 6

III RESEARCH METHODOLOGY 15

IV DATA ANALYSSI & INTERPRETATION 18

VSUMMARY OF FINDINGS, SUGGESTIONS ANDCONCLUSIONS

54

BIBLIOGRAPHY 56

APPENDIX 57


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LIST OF TABLES

Table

No.Particulars Page No.

4.1 Age 18

4.2 Qualification 20

4.3 Gender 22

4.4 Marital Status 24

4.5 Experience 26

4.6 Opinion about the present performance appraisal system periodically 28

4.7 Opinion about growth and learning 30

4.8 Completion of the targets set by the organization 32

4.9 Identification of training needs 34

4.10 Is performance appraisal alone the factor in deciding promotion 36

4.11 Is that your seniority also have been considered for promotion 38

4.12 Is that performance appraisal results some benefits 40

4.13 Requirement of an effective appraisal system 42

4.14Improvement of employees with the help of performance appraisal

system44

4.15The performance appraisal system aims at strengthening theappraiser and appraise relationship

46

4.16Is appraiser generally spends time and discuss with appraise abouttheir performance

48

4.17 Feel about the objectivity of the performance appraisal system 50

4.18 Is the performance appraisal system communicated to people inadvance

52


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LIST OF FIGURES

Figure

No.Particulars Page No.

4.1 Age 19

4.2 Qualification 21

4.3 Gender 23

4.4 Marital Status 25

4.5 Experience 27

4.6 Opinion about the present performance appraisal system periodically 29

4.7 Opinion about growth and learning 31

4.8 Completion of the targets set by the organization 33

4.9 Identification of training needs 35

4.10 Is performance appraisal alone the factor in deciding promotion 37

4.11 Is that your seniority also have been considered for promotion 39

4.12 Is that performance appraisal results some benefits 41

4.13 Requirement of an effective appraisal system 43

4.14Improvement of employees with the help of performance appraisal

system45

4.15The performance appraisal system aims at strengthening theappraiser and appraise relationship

47

4.16Is appraiser generally spends time and discuss with appraise abouttheir performance

49

4.17 Feel about the objectivity of the performance appraisal system 51

4.18 Is the performance appraisal system communicated to people inadvance

53

CHAPTER I

INTRODUCTION


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1.1. INTRODUCTION

A project means a task involving research. The project involves something to be analyzed

or a problem to be solved. The heart of doing any project lies in solving open-ended problems that

require research, creativity and risk- taking. Team competition hands on problem solving and

relevance to real world application are an overwhelming student motivator. This approach also

allows the researcher to integrate research activities into the curriculum.

Given the multidisciplinary nature of the projects, one will be able to gain the Knowledge,

skills, experience highly sought by global corporations.

A part from the above benefits, it helps the researcher to

y Build and improve communication skills.y Obtain leadership experience.y Gain problem solving skills.y Meet people from a variety of backgrounds.y Learn to work effectively in a team environment.y Gain practical experience.

Bridging theory & practice:

As I stated in the above paragraph theory and practice are two different things and the

gaps between these two has to be bridged projects are carried out as a part of MBA curriculum

and we are able to put theories into practice while doing the project and this helps in bridging the

gap between theory and practice.


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A Problem-solving tool:

A project server various functions, it helps in analyzing opportunities and exploiting them,

changes which can be implemented and also at times provides solutions to problem. When ever

we start a project we highlight a statement of problem and then we start working on it

meticulously and narrow down to the cause and suggest remedies which will ultimately eliminate

those problems. There by projects also serves as a problem-solving tool.

Over all organization Study:

A project also helps an MBA student to make over all organization study. During the

project period the student interacts with various people from different levels, within the

organization and also observes the functioning of the organization and thus it serves a dual

purpose that is enabling the student to gain first hand experience and a wealth of knowledge inobserving an organization function in reality

1.2. ABOUT THE TOPIC

The senior Human resource Team held discussion with the management team for the

selection of the topic on which to do the project. The management asked the Human resource

Faculties to A STUDY ON PERFORMANCE APPRAISAL SYSTEM IN NOVA IT

SOLUTION (P) LTD.

Introduction

The process of HRD helps the employees to acquire and /or develop technical, managerial

and behavioral knowledge, skills and abilities and moulds the values, beliefs and attitudes

necessary to perform present and future roles. The process of performance appraisal helps the

employee and the management to know the level of employees performance compared to the

standard/pre - determine level.

Performance appraisal is essential to understand and improve the employees performancethrough HRD. In fact, performance appraisal is the basis for HRD. It was viewed that

performance appraisal was useful to decide upon employee promotion/transfer, salary

determination and the like. But the recent developments in human resources management indicate

that performance appraisal is the basis for employee development. Performance appraisal

indicates the level of desired performance level, level of actual performance and the gap between


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these two. This gap should be bridged through human resources development techniques like

training, executive development etc. now we shall discuss this chapter in the following lines.

1.3. MEANING

Performance appraisal is a method of evaluating the behaviors of employees in the

work spot normally including both the quantitative aspects of jobs performance. Performance

here refers to the degree of accomplishment of the task that makes up an individuals job. It

indicates how well an individual is fulfilling the job demands. Often the term is confused

with effort, but performance is always measured in terms of results and not efforts. Some of

the important features of performance appraisal may be captured this:

Performance appraisal is the systematic description of an employees job-relevantstrengths and weaknesses.

The basic purpose is to find out how well the employee is performing the job andestablish a plan of improvement.

Appraisals are arranged periodically according to definite plan. Performance appraisal is not job evaluation. It refers to how well someone is doing the

assigned job. Job evaluation determines how much a job is worth to the organization and,

therefore what range of pay should be assigned to the job.

Performance appraisal is a continuous processes every large scale organization.

1.4. NEED FOR PERFORMANCE APPRAISAL

Performance appraisal is needed in order to:

i. Provided information about the performance ranks. Decision regarding salaryfixation, confirmation, promotion, transfer and demotion are taken based on

performance in Indian rayon.

ii. Provide feedback information about the level of achievement and behavior of thesubordinate. This information helps to reviews the performance of the subordinate,

rectifying performance deficiencies and to set new standards of work, if necessary, as

practiced in Raymonds.

iii. Provide information which helps to counsel the subordinate.iv. Provide information to diagnose deficiency in the employee regarding skill,

knowledge, determine training and developmental needs and to prescribe the means

for employee growth provides information for correcting placement.


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v. To prevent grievances and in disciplinary activities as in the case of glaxo.1.5. OBJECTIVES:

PRIMARY OBJECTIVE:

i. To create and maintain a satisfactory level of performance.ii. To contribute to the employee growth and development through training, self and,

management development programmers.

SECONDARY OBJECTIVE:

iii. To guide the job changes with the help to continuous ranking.iv. To facilitate fair and equitable compensation based on performance.

1.6. SCOPE OF THE STUDY

1. This study covers the workers who are employed in T.V.Sundaram Iyengar & SonsLtd., Madurai

2. The study of period is Jan- June 2008.3. The best business approach to conducting performance appraisal System is based on

the identification of organizationmission needs, critical, occupational and individual

performance requirements.

1.7. LIMITATION OF THE STUDY

1. The respondents were busy, therefore they found less time to Interact with theresearcher.

2. This collection of data is through questionnaire was carried outby direct interview soit may have its own draw backs.

3. The sample may not represent the whole population accurately.

1.9. METHODOLOGY OF STUDY:


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RESEARCH METHODOLOGY:

Type of research design : Descriptive study

Data source : Primary data.

Method of sampling : Convenience simply

Sample size : 100

Research instrument used : Questionnaire

Statistical tool : Percentage analysis, table graphs.


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CHAPTER III

RESEARCH METHODOLOGY

Research connotes a systematic and objective investigation of a subject or problem in

order to discover relevant information or principles. Marketing research is the function which

links the consumer, and public to the market through information used to identify and define,

marketing opportunities and problem, generate, refine and evaluate. Marketing action

monitors performance and improves marketing research process.

3.1. RESEARCH DESIGN

The research design is purely and simply the frame work or plan for a study that grids

the collection or analysis of data research design has been considered a highly specialized

tool for success of a research programmed. Research is a plan, structure and strategy of

investigation conceived so as to obtain answer to research question and control variance.

3.2. DESCRIPTIVE STUDY

Descriptive study includes survey and facts finding enquiry of different kinds. The

major purpose of descriptive of the state pf affairs as it is at present. It begins with a research

with a research about past form of the problem. The main objective of the descriptive design

is to acquire knowledge.

3.3. PRIMARY DATA

The data collected directly from the respondent is referred as primary data. Data was

collected through primary sources. The primary data was collected through personal

interview with consumer respondents.

3.4. DATA ANALYSIS

Extracting meaningful information from the data collected and analyzing the

information from the data collected and analyzing. The information statistically. Analysis of

the collected data was done with the help of tables, graphs and statistical analysis tools like

weighted average method, chi square.


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3.5. REPORT PREPARATION

The final step is to prepare a report, present major findings in a manner amenable to

managerial decision taking. There may be some follow up and revalidation required.

3.6. RESEARCH INSTRUMENT USED

The questionnaire has been drowsed as the research instrument for acquiring

information from the respondents. Closed end questions persecuting all a possible answers

has been made use of and multiple choice questions has been put forth to avoid ubiquity in

response front the respondents.

3.7. SAMPLE SIZE

SAMPLE SIZE = 100

The size of the sample is an important problem to be decided in case of sampling, this

is because the size has a direct barring upon accuracy, time, cost and administration of the

survey. An optimum sample in survey is one which fulfills the requirements of efficiency,

representativeness, reliability and flexibility.

3.8. SAMPLING PROCEDURE

Area: NOVA IT SOLUTION (P) LTD. CHENNAI Sample Size: 50 employees Sampling Method: Convenience Sampling

3.9. SAMPLE UNIT

Drawing a sample we have to decide the unit of sample. The unit of sample should be

suitable for the problems understanding the sampling unit was also called as geographical

unit.

Statistical tool used for analyzing the data are:

Percentage method.

Graph method.

3.10. PERCENTAGE METHOD


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Research use percentage (%) in data analysis, as it is simple tool for analysis. It

reduces data into zero to hundred ranges. The data reduced in the standard from with base

equal to hundred which facilitate relative comparison.

3.11. GRAPH METHOD

Graphs are used, as they give a birds eye view of the entire data and the information

presented is easily understood.


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CHAPTE IV

DATA ANAL IS AND INTE PRETATION

TABLE 4.1

AGE

In t i t l t researcher has made an attemptt find outthe age category.

FIGURE 4.1

AGE

Interpretati n:

In above figure shows that 20% of respondent belongs to 21-30 yrs age category 40%

of person belongs to 31-40 yrs and 41-50 yrs age ca tegory

0

20

40

21-30 31-40 41-50

20

40 40

NO OF RESPONDENTS

S.NO AGENO OF

RESPONDENTS

% OF

RESPONDENTS

1 21-30 20 20

2 31-40 40 40

3 41-50 40 40

TOTAL 100 100


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TABLE - 4.2

QUALIFICATION

In this table the researcher has made an attempt to find out the qualification of the

respondents.

FIGURE 4.2

QUALIFICATION

Interpretati n:

In the above figure shows thatthe HSC respondents are 40% and 20% of respondents

are degree and 20% of respondents are P.G and 20% of respondents are Technical.

05

10152025

3035

0

40

20 20 20

NO OF RESPONDENTS

S.NO QUALIFICATIONNO OF

RESPONDENTS

%OF

RESPONDENTS

1 HSC 40 40

2 Degree 20 20

3 PG 20 20

4 Technical 20 20

TOTAL 100 100


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TABLE 4.3

GENDER

In this table the researcher has made an attemptto find outthe Gender.

SI.NO GENDER NO OFRESPONDENTS

% OFRESPONDENTS

1 Male 70 70

2 Female 30 30

TOTAL 100 100

Interpretati n:

In the above table 70% of respondent belongs to male category and 30% of

respondents belong to female category.

FIGURE 4.3

GENDER

Interpretati n:

In the above figure shows that 70% of respondent belongs to male category and 30%

of respondents belong to female category.

0

0

40

60

80

Male Female

70

30

NO OF RESPONDENTS


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TABLE 4.4

MARITAL STATUS

In this table the researcher has made an attempt to find out the Marital Status of the

respondents.

FIGURE 4.4

MARITAL STATUS

Interpretation:

In the above figure shows that 40% of respondent belongs to Married and 60% of

respondents belong to Unmarried.

40

60

0

20

40

60

80

Married Unmarried

N N N

S.NOMARITAL

STATUS

NO OF

RESPONDENTS

% OF

RESPONDENTS

1 Married 40 40

2 Unmarried 60 60

TOTAL 100 100


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TABLE- 4.5

EXPERIENCE

In this table the researcher has made an attempt to find out the experience of the

respondents.

S. NO EXPERIENCENO OF

RESPONDENTS

% OF

RESPONDENTS

1 Below 5 years 58 58

2 5-10 years 16 16

3 11-20 years 12 12

4 21 years & above 14 14

TOTAL 100 100

.

FIGURE 4.5

EXPERIENCE

Interpretati n:In the above figure shows that 58%of respondents have below 5 years

experience and 16% of respondents have 5-10 years experience and 12% of respondents have

11-20 years experience and 14% of respondents have 21 years & above experience.

0

20

40

60

Below 5

years

5-10 years 11-20 years 21 years &

above

58

16 12 14

NO OF RESPONDENTS


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TABLE 4.6

OPINION ABOUT THE PRESENT PERFORMANCE APPRAISAL SYSTEM

PERIODICALLY

In this table the researcher has made an attempt to find out the opinion about the

present performance appraisal system.

FIGURE 4.6

OPINION ABOUT THE PRESENT PERFORMANCE APPRAISAL SYSTEM

PERIODICALLY

Interpretation:

In the above figure shows that 30%of respondents are strongly agree and 30% of

respondents are agree and 20% of respondents are no opinion and 10% of respondents are

disagree and 10% of respondents are strongly disagree.

30 30

20

10 10

0

5

10

15

20

25

30

35

trongl

agree

Agree Noopinion isagree Strongl

isagree

N

SPON

N

S

S.NO OPINIONNO OF

RESPONDENTS

% OF

RESPONDENTS

1 Strongly agree 30 30

2 Agree 30 30

3 No opinion 20 20

4 Disagree 10 10

5 Strongly Disagree 10 10

TOTAL 100 100


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TABLE 4.7

OPINION ABOUT GROWTH AND LEARNING

In this table the researcher has made an attempt to find out the opinion about the

growth and learning

FIGURE 4.7

OPINION ABOUT GROWTH AND LEARNING

Interpretati n:

In the above figure shows that 10% of respondents are strongly agree and 30% of


disagree and 10% of respondents are strongly disagree

0

5

10

15

20

25

30

Stron

ly

a ree

Agree No

opinion

Disagree Strongly

Disagree

10

30

20

30

10

NO OF RESPONDENTS

S.NO OPINIONNO OF

RESPONDENTS% OF

RESPONDENTS


2 Agree 30 30

3 No opinion 20 20

4 Disagree 30 30

5 Strongly Disagree 10 10

TOTAL 100 100


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TABLE 4.8

COMPLETION OF THETARGETS SETB THE ORGANIZATION

In this table the researcher has made an attempt to find out the completion of the

targets set by the organi ation.

FIGURE 4.8

COMPLETION OF THETARGETS SETB THE ORGANIZATION

Interpretati n:




0

5

10

15

20

25

30

Strongly

agree

Agree No opinion Disagree Strongly

disagree

30 30

20

10 10

NO OF RESPONDENTS

S.NO OPINIONNO OF

RESPONDENTS

% OF

RESPONDENTS


2 Agree 30 30

3 No opinion 20 20

4 Disagree 10 10

5 Strongly disagree 10 10

TOTAL 100 100


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TABLE 4.9

IDENTIFICATION OF TRAINING NEEDS

In this table the researcher has made an attempt to find out the identification of

training needs.

FIGURE 4.9

IDENTIFICATION OF TRAINING NEEDS

Interpretati n:




0

10

20

30

Strongly

agree

Agree No

opinion

Disagree Strongly

disagree

20

30

20 20

10

NO OF RESPONDENTS

S.NO OPINIONNO OF

RESPONDENTS

% OF

RESPONDENTS


2 Agree 30 30

3 No opinion 20 20

4 Disagree 10 20

5

Strongly

disagree 10 10

TOTAL 100 100


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TABLE 4.10

IS PERFORMANCE APPRAISAL ALONETHE FACTOR IN DECIDING

PROMOTION

In this table the researcher has made an attempt to find out performance appraisal

alone the factorin deciding promotion.

FIGURE 4.10

IS PERFORMANCE APPRAISAL ALONETHE FACTOR IN DECIDING

PROMOTION

Interpretati n:In the above table 30%of respondents are strongly agree and 30% of



0

10

20

30

Strongly

agree

Agree No

opinion

Disagree Strongly

disagree

30 30

20

10 10

NO OF RESPONDENTS

S.NO OPINIONNO OF

RESPONDENTS

% OF

RESPONDENTS

1Strongly

agree30 30

2 Agree 30 30

3 No opinion 20 20

4 Disagree 10 10

5 Stronglydisagree 10 10

TOTAL 100 100


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TABLE 4.11

IS THAT YOUR SENIORITY ALSO HAVEBEEN CONSIDERED FOR

PROMOTION

In this table the researcher has made an attempt to find outthat your seniority also

have been considered for promotion.

FIGURE 4.11

IS THAT YOUR SENIORITY ALSO HAVEBEEN CONSIDERED FOR

PROMOTION

Interpretati n: In the above table 30% of respondents are strongly agree and 20% of



0

5

10

15

20

25

30

Strongly

agree

Agree No

opinion

Disagree Strongly

disagree

30

20

10

20 20

NO OF RESPONDENTS

S.NO OPINIONNO OF

RESPONDENTS

% OF

RESPONDENTS

1Strongly

agree30 30

2 Agree 20 20

3 No opinion 10 10

4 Disagree 20 20

5 Stronglydisagree

20 20

TOTAL 100 100


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TABLE 4.12

IS THAT PERFORMANCE APPRAISAL RESULTS SOMEBENEFITS

In this table the researcher has made an attempt to find outthat your performance

appraisal results some benefits.

FIGURE 4.12

IS THAT PERFORMANCE APPRAISAL RESULTS SOMEBENEFITS

Interpretati n: In the above table 30% of respondents are strongly agree and 20% of


disagree and 20% of respondents are strongly disagree

0

5

10

15

20

25

30

Strongly

agree

Agree No

opinion

Disagree Strongly

disagree

30

20

10

20 20

NO OF RESPONDENTS

S.NO OPINIONNO OF

RESPONDENTS

% OF

RESPONDENTS


2 Agree 20 20

3 No opinion 10 10

4 Disagree 20 20

5 Stronglydisagree

20 20

TOTAL 100 100


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TABLE 4.13

REQUIREMENTOF AN EFFECTIVE APPRAISAL SYSTEM

In this table the researcher has made an attempt to find out that requirement of an

effective appraisal system.

S.NO OPINIONNO OF

RESPONDENTS

% OF

RESPONDENTS


2 Agree 30 30

3 No opinion 20 20

4 Disagree 10 10

5Strongly

disagree10 10

TOTAL 100 100

FIGURE 4.13

REQUIREMENTOF AN EFFECTIVE APPRAISAL SYSTEM

Interpretation: In the above table 30% of respondents are strongly agree and 30% of



30 30

20

10 10

0

5

10

15

20

25

30

35

Strongl

agree

!

gree No

opinion

Disagree Strongl

disagree

NO OF RESPONDENTS


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TABLE 4.14

IMPROVEMENT OF EMPLOYEES WITH THE HELP OF PERFORMANCE

APPRAISAL SYSTEM

In this table the researcher has made an attempt to find outthat improvement of

employees with the help of performance appraisal system.

FIGURE 4.14

IMPROVEMENT OF EMPLOYEES WITH THE HELP OF PERFORMANCE

APPRAISAL SYSTEM

Interpretati n:

In the figure shows that 50% respondents have strongly agree and 20% of respondents

have agree and nil % of respondents have no opinion and 20 % of respondent have disagree

and 10% of respondent are have strongly disagree.

0

10

20

30

40

50

S"

r #$

gl%

agree

Agree&

#

# '

i$

i#

$

Disagree S"

r #$

gl%

Disagree

50

20

0

20

10

(

O OF RESPO(

DE(

TS

S.NO OPINIONNO OF

RESPONDENTS

% OF

RESPONDENTS


2 Agree 20 20

3 No opinion Nil Nil

4 Disagree 20 20

5 StronglyDisagree

10 10

TOTAL 100 100


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TABLE 4.15

THE PERFORMANCE APPRAISAL SYSTEM AIMS AT STRENGTHENING

THE APPRAISER AND APPRAISE RELATIONSHIP

In this table the researcher has made an attempt to find out the performance appraisal

system aims at strengthening the appraiser and appraise relationship.

FIGURE 4.15

THE PERFORMANCE APPRAISAL SYSTEM AIMS AT STRENGTHENING

THE APPRAISER AND APPRAISE RELATIONSHIP

Interpretation: In the above figure shows that 30% respondents have strongly agree

and 30% of respondents have agree and 12 % of respondents have no opinion and 8% of

respondent have disagree and 10% of respondent are have strongly disagree.

30 30

128 10

0

10

20

30

40

Strongl)

agree

0

gree No opinion Disagree Strongl)

Disagree

NO OF RESPONDENTS

S.NO OPINIONNO OF

RESPONDENTS

% OF

RESPONDENTS


2 Agree 30 30

3 No opinion 12 12

4 Disagree 8 8

5StronglyDisagree

10 10

TOTAL 100 100


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TABLE 4.16

IS APPRAISER GENERALLY SPENDS TIME AND DISCUSS WITH APPRAISE

ABOUTTHEIR PERFORMANCE

In this table the researcher has made an attempt to find outthe appraiser generally

spends time and discuss with appraise abouttheir performance.

FIGURE 4.16

IS APPRAISER GENERALLY SPENDS TIME AND DISCUSS WITH APPRAISE

ABOUTTHEIR PERFORMANCE

Interpretati n:

In the above chart 20% respondents have strongly agree and 60% of respondents have agree and

nil % of respondents have no opinion and 10% of respondent have disagree and10% of respondent

are have strongly disagree.

0

10

20

30

40

50

60

Strongly

agree

Agree No

opinion

Disagree Strongly

Disagree

20

60

0

10 10

NO OF RESPONDENTS

S.NO OPINIONNO OF

RESPONDENTS

% OF

RESPONDENTS


2 Agree 60 60

3 No opinion Nil Nil

4 Disagree 10 10

5Strongly

Disagree10 10

TOTAL 100 100


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TABLE 4.17

FEEL ABOUTTHE OB ECTIVITY OF THE PERFORMANCE APPRAISAL

SYSTEM

In this table the researcher has made an attemptto find outthe feel aboutthe objective

ofthe performance appraisal system.

FIGURE 4.17

FEEL ABOUTTHE OB ECTIVITY OF THE PERFORMANCE APPRAISAL

SYSTEM

Interpretati n:

In the above table 30% of respondents are strongly agree and 20% of respondents are

agree and 10% of respondents are no opinion and 20% of respondents are disagree and 20%

of respondents are strongly disagree.

30

20

10

20 20

0

5

10

15

20

25

3035

Strongly

agree

Agree No opinion Disagree Strongly

DisagreeNO OF RESPONDENTS

S.NO OPINIONNO OF

RESPONDENTS

% OF

RESPONDENTS


2 Agree 20 20

3 No opinion 10 10

4 Disagree 20 20

5 StronglyDisagree

20 20

TOTAL 100 100


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TABLE 4.18

IS THE PERFORMANCE APPRAISAL SYSTEM COMMUNICATED TO PEOPLE

IN ADVANCE

In this table the researcher has made an attemptto find outthe performance appraisalsystem communicated to people in advance.

FIGURE 4.18

IS THE PERFORMANCE APPRAISAL SYSTEM COMMUNICATED TO PEOPLE

IN ADVANCE

Interpretati n:

In the above chart 10% of respondents are strongly agree and 20% of respondents are

agree and 30% of respondents are no opinion and 20% of respondents are disagree and 20%

of respondents are strongly disagree.

0

5

10

15

20

25

30

Strongly

agree

Agree No

opinion

Disagree Strongly

Disagree

20

30

10

20 20

NO OF RESPONDENTS

S.NO OPINIONNO OF

RESPONDENTS% OF R SPONDENTS


2 Agree 30 30

3 No opinion 10 10

4 Disagree 20 20

5 StronglyDisagree 20 20

TOTAL 100 100


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CHAPTER-V

CHI-SQUARE ANALYSIS:

1. Chi square test to test whether there is any significant relationship between theflexibility and independence in their job and the organizing policies are supportive to

deliver their best.

1.

H0 - Thereis no significant relationship between the flexibility and independence in their joband the organizing policies are supportive to deliver their best.

2. H1 There is significant relationship between the flexibility and independence intheir job and the organizing policies are supportive to deliver their best.

2

=2.397

Do = (r-1) *(c-1)

= (2-1)*(2-1) = 1

Table value@5% for 1=3.841

H0 is accepted.

INTERPRETATION:

There is no significant relationship between the flexibility and independence in their

job and the organizing policies are supportive to deliver their best.

Organization policies

yes No Total

Flexibility

and

independence

yes

50 15 65

no 20 15 35

Total 70 30 100

Observed value

(O)

Expected value

(E)

(O-E)2

(O-E)2

/E

50 45.5 20.25 0.445

20 19.5 0.25 0.01215 19.5 0.25 0.012

15 10.5 20.25 1.928

Total 2.397


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CHAPTER VI

SUMMARY OF FINDINGS, SUGGESTIONS AND CONCLUSIONS

5.1. FINDINGS

1. 60% of the employees are satisfied with the Performance Appraisal should befollowed periodically.

2. 40% of the employees are satisfied with the appraisal system facilitates growth andlearning.

3. 60% of the employees are satisfied with the performance appraisal system is helpfulto complete the target set by the organization.

4. 50% of the employees are satisfied with the identification of training needs.5. 60% of the employees are agree with the performance appraisal is the deciding

promotion.

6. 50% of the employees are agree with the seniority is also have been considered forpromotion.

7. 50% of the employees are satisfied with that performance appraisal results somebenefits.

8. 60% of the employees are satisfied with the requirement of an effective appraisalsystem.

9. 70% of the employees are satisfied with the improvement with the help ofperformance appraisal system.

10.60% of the employees are agree with the performance appraisal aims at strengtheningthe appraiser and appraise relationship.

11.80% of the employees are agree the appraiser spends time and disguss with theappraise about their relationship.

12.50% of the employees are agree with the feel about the objectivity of the performanceappraisal system.

13.50% of the employees are satisfied with the performance appraisal systemcommunicated to people in advance.


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5.2. SUGGESTION

1. Give extra training for the each employee in every day.2. 20% of employees are not satisfied with their current performance. So improve their

training program.

3. Give training for each and every base of skills, such as knowledge Base, attitude baseand other skill base.

5.3. CONCLUSION

Performance appraisal is essential to understand and improve the employees performance

through HRD. In fact, performance appraisal is the basis for HRD. It was viewed that performance appraisal was useful to decide upon employee promotion/transfer, salary

determination and the like. But the recent developments in human resources management indicate

that performance appraisal is the basis for employee development. Performance appraisal

indicates the level of desired performance level, level of actual performance and the gap between

these two. This gap should be bridged through human resources development techniques like

training, executive development etc. now we shall discuss this chapter in the following lines.


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BIBLIOGRAPHY

y C.R.KOTHARI, Research Methodology, Wishva Prakashan, Second Edition, 2002y STEPHEN P. ROBBINS, Organizational Behavioury www.google.comy www.answers.comy www.tvsiyengar.com


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APPENDICES

QUESTIONNAIRE

A STUDY ON PERFORMANCE APPRAISAL SYSTEM IN NOVA IT SOLUTION (P)

LTD. CHENNAI

1) Name:

2) Age :

21-30 31-40 41-50

3) Educational Qualification

HSC UG PG Technical

4) Gender

Male Female

5) Marital Status

Married Unmarried

6) Experience

Upto 5 years 5 to 10 years 10 to 15 years above 15 years

7) Performances appraisal system should be followed periodically in an organization

Strongly agree Agree No opinion

Disagree Strongly Disagree

8) The appraisal system facilitates growth and learning in this organization



9) Is the performance appraisal system is helpful to completion of the target in the

organization?


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10) What is your opinion about the objectives of the performance appraisal system

followed in the organization?



11) Is the feed back on performance appraisal alone be the factor is deciding your

promotion



12) Is that your seniority also have been considered for yours promotion



13) Is that your performance appraisal result has some benefits



14) Is the requirement of an effective appraisal system in order of your importance



15) I am able to improve myself with the help of performance appraisal system

Strongly agree Agree No opinion Disagree

Strongly disagree

16) The performance appraisal system aims at strengthening the appraiser and

appraise relationship through mutual understanding and trust


Disagree Strongly disagree


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17) The appraiser generally spends time and discuss with appraise their about

their performance ..


Disagree Strongly disagrees

18) What do you feel about the objectivity of the pas conducted in your organization?



19) Is the type of appraisal system communicated to people in advance?



a study on performance appraisal system in nova it solution

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