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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
respondents are agree and 20% of respondents are no opinion and 30% of respondents are
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
1 Strongly agree 10 10
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:
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.
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
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 4.9
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:
In the above figure shows that 20% of respondents are strongly agree and 30% of
respondents are agree and 20% of respondents are no opinion and 20% of respondents are
disagree and 10% of respondents are strongly disagree.
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
1 Strongly agree 20 20
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
respondents are agree and 20% of respondents are no opinion and 10% of respondents are
disagree and 10% of respondents are strongly disagree.
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
respondents are agree and 10% 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
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
respondents are agree and 10% 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
30
20
10
20 20
NO OF RESPONDENTS
S.NO OPINIONNO OF
RESPONDENTS
% OF
RESPONDENTS
1 Strongly agree 30 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 4.13
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
1 Strongly agree 30 30
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
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
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
1 Strongly agree 50 50
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
1 Strongly agree 30 30
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
1 Strongly agree 20 20
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
1 Strongly agree 30 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 4.18
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
1 Strongly agree 20 20
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
Strongly agree Agree No opinion
Disagree Strongly Disagree
9) Is the performance appraisal system is helpful to completion of the target in the
organization?
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Strongly agree Agree No opinion
Disagree Strongly Disagree
10) What is your opinion about the objectives of the performance appraisal system
followed in the organization?
Strongly agree Agree No opinion
Disagree Strongly Disagree
11) Is the feed back on performance appraisal alone be the factor is deciding your
promotion
Strongly agree Agree No opinion
Disagree Strongly Disagree
12) Is that your seniority also have been considered for yours promotion
Strongly agree Agree No opinion
Disagree Strongly Disagree
13) Is that your performance appraisal result has some benefits
Strongly agree Agree No opinion
Disagree Strongly Disagree
14) Is the requirement of an effective appraisal system in order of your importance
Strongly agree Agree No opinion
Disagree Strongly Disagree
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
Strongly agree Agree No opinion
Disagree Strongly disagree
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17) The appraiser generally spends time and discuss with appraise their about
their performance ..
Strongly agree Agree No opinion
Disagree Strongly disagrees
18) What do you feel about the objectivity of the pas conducted in your organization?
Strongly agree Agree No opinion
Disagree Strongly Disagree
19) Is the type of appraisal system communicated to people in advance?
Strongly agree Agree No opinion
Disagree Strongly Disagree