HFCL INFOTEL LTD

PROJECT REPORTON

EMPLOYEE SATISFACTION ANALYSIS&

PERFORMANCE APARAISAL SYSTEM EFFECTIVENESS ANALYSIS

OF

HFCL INFOTEL LTD.

SUBMITTED TO:MR. HARPREET SINGH BHATIA

HEAD, HR DEPT.HFCL INFOTEL LTD.

MOHALI

SUBMITTED BY:SHIKHA AHUJA

MANAGEMENT TRAINEEINSTITUTE OF MANAGEMENT STUDIES

KURUKSHETRA UNIVERSITYKURUKSHETRA

PROJECT REPORT ON

EMPLOYEE SATISFACTION ANALYSIS&

PERFORMANCE APARAISAL SYSTEM EFFECTIVENESS ANALYSIS

OFHFCL INFOTEL LTD.

SUBMITTED TOINSTITUTE OF MANAGEMENT STUDIES

KURUKSHETRA UNIVERSITYKURUKSHETRA

IN THE PARTIAL FULFILLMENT OFTHE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION5 YEARS PRACTIC ORIENTED PROGRAM

SESSION 2003-08SUBMITTED BY:

SHIKHA AHUJAROLL NO: 36

4TH YEARAREA OF SPECIALIZATION-HR

I N D E XI. PrefaceII. AcknowledgementIII. Introduction

--To company--To Project

IV. Literature SurveyV. Research MethodologyVI. Data Collection & InterpretationVII. ConclusionsVIII. LimitationsIX. SuggestionsX. ReferencesXI. Appendix

PREFACEIt takes a little extra to become extra ordinary from

ordinary. This extra has been very effectively introduced in our course i.e. M.B.A. Five Years Integrated Programme Course in Kurukshetra University Kurukshetra.

In the accomplishment of this course, I am submitting a Project Report on Measuring and analyzing the effectiveness of performance appraisal system and employee satisfaction in HFCL Infotel Ltd.

It was really a great opportunity to get my one month industrial training in HFCL Infotel Ltd. Mohali. In the accomplishment of this project I studied the present appraisal system and prepared two questionnaires- one regarding employee satisfaction and other regarding performance appraisal effectiveness.

This project report aims to provide necessary information regarding the employee satisfaction analysis and performance Management system effectiveness of the concern.

ACKNOWLEDGEMENTIt feels great to acknowledge the valuable assistance

extended to me by various personalities in the successful completion of this report. I feel highly obliged to all these personalities.

I am deeply indebted to my esteemed teacher & our Chairman Mr. D.D. Arora, Professor, K.U.K., without the initiative, inspiration and useful suggestions, able guidance of whom, the task before me would have been more difficult. I am also thankful to all my teachers for their kind support and suggestions.

I would like to express my sincere thanks to Mr. Harpreet Singh Bhatia, H.R. Head, Ms. Sudha Singh (Officer HR), Mr. Anuj Mahajan, from Commercial Department, for the guidance, support and supervision they provided to me.

I thank a lot to my parents for their constant support all the way through. Last but not the least I bow my head before Almighty God.

INTRODUCTION

*TO COMPANY*TO PROJECT

TO COMPANY

HFCL's vision is to provide cost effective futuristic telecom solutions. HFCL is

focused on developing the state-of-art technologies and intellectual property to

maintain a competitive leadership and a sustained long-term growth.

Established in the year 1987, Himachal Futuristic Communications Ltd. has

developed a vast base for indigenous telecom equipment manufacturing in India. It

started with manufacturing transmission Equipment and soon expanded its product

portfolio to manufacture Access Equipment, Optical Fibre Cable, Accessories and

Terminal Equipment

The Group companies and Associates companies of Himachal Futuristic

Communications Ltd.- HFCL Infotel Ltd., HFCL Satellite Communications Ltd. and

Microwave Communications Ltd. which offer Basic Telephoney and Internet

services, V-sat Services and Paging services respectively have also made a name for

themselves. HFCL Infotel Ltd. became the first basic service provider in Punjab

HFCL Satellite Communications Ltd. is catering to a number of channels like Aaj Tak

by providing customized DSNG vans. Himachal Futuristic Communications Lts.'s

Pagelink, together with Pagepoint, is one of the leading players in field of paging

services. HTL,a major telecom equipment supplier, which was recently acquired by

HFCL is not only be an extension of the manufacturing aspect of HFCL but also

synergises and value adds to the already existing product range of HFCL.

HFCL Infotel Ltd. the first basic telephony services provider in Punjab &

launched its basic telephony services on 16th October, 2000. CONNECT's launch

brought to the people of Punjab a world class telecom experience - technology,

products, customer service etc.

The vision statement of the company is 'To be the most admired telecom brand'

and the mission statement aims to "Deliver total telecommunication solutions by

offering innovative products and services through superior technology, ensuring

customer delight".

CONNECT is a business venture of Himachal Futuristic Communications Ltd.,

India's leading telecommunications giant. CONNECT is further supported by the

expertise of Lucent Technologies USA, Huawei Technologies, IIT Chennai,

Compaq, Cisco, CGI, Bell Nexxia and Cincom.

With an investment of over Rs.1400 crores, HFCL Infotel, has set up a state-of-

the-art network in over 130 towns and cities in Punjab. The average revenue per

line (ARPL) for CONNECT is amongst the highest in the country. With a clear

focus on acquiring quality subscribers through well-planned roll out and through

appropriate revenue focus in our marketing strategy, we are confident of ensuring

that we retain our position of being amongst the top ARPL brands in the country.

The wide array of innovative products and services in the data and broadband

segment has further allowed the Company to drive its revenue growth.

The launch of Triple Play service that delivers voice, data and video to a

subscriber is a first by any telecom operator in the country. CONNECT is also the

first operator in the country to launch a CDMA based pre-paid mobile service in

2002. Besides fixed line telephony, mobile telephony and Internet access,

CONNECT's services include an array of broadband, enhanced and data services

like Internet Leased Lines, ISDN, VPN, Centrex, Web Hosting, DSL and server

Co-location. Customised solutions are also available for its Corporate customers &

additionally, services like Video Conference, Audio Conference, Phone to mail

and VMS form an important part of the CONNECT portfolio.

Exclusive world-class showrooms to provide high quality customer care to

CONNECT subscribers have been introduced in major cities of Punjab. These

showrooms aim to fulfill any telecom need of the subscribers. They provide a

single window opportunity to address all customer queries, besides serving as an

outlet for sale of all CONNECT products. These aesthetically designed outlets

allow CONNECT subscribers to buy any of CONNECT services while

experiencing exclusive CONNECT services like Phone to mail, Audio Conference

Bridge, Video Conference, Broadband Internet etc. A customer can subscriber to a

telephone connection, buy Phone cards, CDMA mobile handsets, Customer

Premises Equipment (CPE) and Internet products. One can also make bill

payments, register a complaint and seek information on any of the company's

products or services. Specially trained executives attend to the customer needs and

ensure that they are met with speed and efficiency.

An agreement has been signed between the Government of Punjab and HFCL

Infotel Ltd. wherein CONNECT will provide free data connectivity for the

government's e-governance & citizen services projects. This connectivity will

facilitate communication between state headquarters, district headquarters, sub-

divisions and blocks. The e-Governance project will help the government in

improving revenue collection, delivery of citizen services, increase government

accountability and transparency thereby increasing citizen trust in government

besides providing effective MIS for government decisions. This will effectively

involve stakeholders, including NGOs, business, and interested citizen in new

ways of meeting public challenges.

Indeed with a future-proof network, that connects every town and village in

Punjab, along with an emphasis on service excellence and quality, CONNECT has

exceeded customer expectations and will continue to do so in the future.

BOARD OF DIRECTORS

The Company’s Board of Directors consists of 6 Directors including a nominee

directors nominated by Life Insurance Corporation of India and by Industrial

Development Bank of India. The Board oversees the business operations with the

day-to-day affairs being managed by the Executive Committee consisting of

Senior Officers of the Company.

1. Mr. Mahendra Nahata (Chairman)

2. Mr. S. Lakshmanan (Nominee - Life Insurance Corporation of India)

3.Mr. R.K.Bansal (Nominee of IDBI Ltd.)

4. Mr. Mahendra Pratap Shukla

5. Mr. Krishna Behari Lal

6. Dr. Ranjeet Mal Kastia

Committees

Audit Committee Mr. S. Lakshmanan - Chairman Mr. Mahendra Nahata Mr. R.K.Bansal

Remuneration Committee Mr. S. Lakshmanan - Chairman Mr. M.P. Shukla Dr. Ranjeet Mal Kastia

Share Transfer and Investor Greivance Dr. Ranjeet Mal Kastia - Chairman Mr. K. B. Lal Mr. M.P.Shukla

Project Management Review Committee Mr. M. P. Shukla - Chairman Mr. Mahendra Nahata Mr. S.Lakshmanan Mr. K. B. Lal Mr. R.K.Bansal

Compliance Officer For Company Law Matters Mr. S.Prabhakar Company Secretary & Head – Legal & Regulatory

For SEBI Related Matters Mr. Vikash Agarwal Head-Corporate Finance

WHY CONNECTWelcome to a whole new world where the futuristic telecom network delivers a

wide range of voice, data and video services, at high speeds. A company

spearheading Punjab's telecom revolution, offers you the entire spectrum of

telecom solutions such as Landline Telephony, Mobile Phone Service, PCO's,

Centrex, DSL, Intelligent network Services, ISDN, Leased Lines, Internet Leased

Lines and much more. With technological know how from the globally

acknowledged leaders like Lucent technologies (USA), Compaq, Cisco, Bell

Nexxia, Suntec and IIT Chennai.

CONNECT's Broad band fibre network is enabled for interactive multi media

services, and capable of high quality content, high speed Internet access and a

large number of interactive applications including B2B and B2C e-commerce.

CONNECT has also provisioned fiber connectivity to the larger Corporate houses

and Industrial areas. CONNECT provides an uninterrupted service with large

Centrally administered state of the art digital switches, optical fibre backbone and

backhaul and installation practices to ensure high quality voice and data calls.

NETWORK | MAP

HOME USERS:

CONNECT is today a leading brand name

in the basic telecom services in Punjab & Chandigarh.

CONNECT provides WLL Mobile service in Chandigarh, Ludhiana, Jalandhar and Amritsar under the brand name CONNECT Mobile.

CONNECT Phone card is a smart and convenient way of making and receiving calls from anywhere in the world

With CONNECT NetReady,all new CONNECT landline telephone subscribers can now enjoy free Internet access 24 hours a day

http://www.hfclconnect.com/home_landlinetelephony.htm

http://www.hfclconnect.com/home_mobiletelephony.htm

http://www.hfclconnect.com/home_phonecards.htm

http://www.hfclconnect.com/home_netready.htm

LANDLINE:

CONNECT is today a leading brand name in the basic telecom services in Punjab

& Chandigarh. It has helped in bringing people closer through its state of the art

network & latest product offerings. Operational in more than 65 leading towns of

Punjab, Connect is fully equipped to deliver its services across the length &

breadth of Punjab. At CONNECT, we value our relationship with you and

therefore make ourself available 24hours a day, 7days a week.

We offer customized plans to save on your heavy telephone bills along with many

Value Added features that you can enjoy freely.

Stay Connected !!

CONNECT MOBILE:

CONNECT provides WLL Mobile service in Chandigarh, Ludhiana, Jalandhar

and Amritsar under the brand name CONNECT Mobile. This service enables the

subscriber to use mobile within an SDCA.

OUR TECHNOLOGY

CONNECT Mobile uses the advanced CDMA technology. This enables you to

make and receive calls from anywhere in the world while on the move and that too

at call charges similar to that on your landline phone.

PHONE CARDS:

CONNECT Phone card is a smart and convenient way of making phone calls.

It is a prepaid card that allows you to make STD/ISD & local calls from any

CONNECT phone/ CONNECT Phone Point. The CONNECT phone used by you

does not get charged, instead your phone card gets debited by the cost of call.

For your convenience we have installed CONNECT Phone Points in various cities

in Punjab. These phone points have a CONNECT Phone line thus enabling you to

make calls using CONNECT Phone card.

INTERNET SERVICES:

With CONNECT NetReady,all new CONNECT landline telephone subscribers

can now enjoy free Internet access 24 hours a day, just plug in and start surfing.

It's so simple

In your dialer screen simply enter Username-Netready

Password –Netready Access No-1525

It's so convenient

No need to buy Internet packs.

It's economical too

No change for Internet access. You only pay for the telephone line usage

BUSINESS SOLUTIONS:

CONNECT, the smarterway. We offer full range of communication solutions for your BUSINESS REQUIRMENTS.

It has helped in

bringing people closer

through its state of

the art network &

latest product

offerings.

CONNECT Internet & Data

Services allows you to

transfer voice, data

and image

simultaneously at high

speedsover standard

copper wires.

CONNECT Mobile uses the

advanced CDMA technology. This

enables you to make and receive

calls from anywhere in the world

CONNECT Value Added

Services enables you to

conduct an audio as

well as voice

conference service.

http://www.hfclconnect.com/Business_landlinetelephony.htm

http://www.hfclconnect.com/Business_internet_ISDN.htm

http://www.hfclconnect.com/Business_mobiletelephony.htm

http://www.hfclconnect.com/Business_vas_telemeet.htm

INTERNET & DATA SERVICES:

About ISDN

ISDN (Integrated Service Digital Network) is a fully digital service that allows you to

transfer voice, data and image simultaneously at high speed over standard copper

wires.

ISDN is offered in two variants

Basic Rate Interface (BRI):

BRI gives you 64 Kbps channels per lines. By using these channels over a single

copper wire, you can get speed upto 128 Kbps.

Primary Rate Interface (PRI):

PRI consists of 30 x 64 Kbps channels giving a total bandwidth of 2 Mbps. This is

useful for handling large volume of data.

VALUE ADDED SERVICES:

About Telemeet

CONNECT Telemeet is an audio conference service that enables the subscriber to

conduct a telephonic meeting with as many participants as one wants in a single

conference located anywhere in the world.

If your company has multi-locational offices and a wide customer base, you may

have suppliers, investors, business associates, regional offices and your sales force

spread across different locations within the city, in different cities or across the

globe. Connect Telemeet is a great solution to reach out to as many of them

without incurring huge travel costs or losing out on valuable time.

You can save time and travel cost with Connect Telemeet Service. Talk

simultaneously to as many people as you wish!

TO PROJECT

The project undertaken is purely practical. It has two major parts :-

1. Measuring P.M.E.2. Measuring Employee Satisfactory

It contains :-1. The study of present appraisal system in HFCL Infotel Ltd.2. Measuring the effectiveness of present appraisal system

by using questionnaire.3. Measuring the employees satisfaction level by using

questionnaire.

LITERATURE SURVEY

PERFORMANCE APPRAISAL :-After an employee has been selected for a job, has been

trained to do it and has worked it for period of time his performance should be evaluated. Performance appraisal is the process of deciding how employees do their job.

The basic objective of performance appraisal is Administrative decisions i.e. promotions, transfers and

allocation of financial reward. Employee development i.e. identification of the

training and development needs and the performance feedback.

Personal research i.e. generation of manpower information.

Broadly performance Appraisal serve four objectives :-1. Development use.2. Administrative uses/decisions. 3. Organizational maintenance/objectives. 4. Documentations purposes.

METHODS OF PERFORMANCE APPRAISAL

Ranking Method :-This method yields a ranking or ordering from the best to

worst of all individuals comprising the group. The rather simply picks out the individual he considers the best, the one he considers next best, etc., and ranks them in order on the basis of their work. The ranking method usually takes into account rating by more than a single rater. The ranks assigned by the rather are then averaged and then relative ranking of each member in the group is determined. Table I show an example of this type of rating.

Showing ranks assigned by 3 different supervisors of five workers on the basis of their trait to carry along and cooperate with the other members of the group. The polling of the ranks indicates that Green is the most cooperative person in the group followed by Bond, Jones, Engle and Dixon.

TABLE

Sr.No. Rater-Ratee

Supervisor

Supervisor

Supervisor

Mean Rank

1. Bond 2 1 3 22. Green 1 2 2 1.53. Jones 3 3 1 2.64. Dixon 5 4 4 4.35. Engle 4 5 5 4

ADVANTAGES & DISADVANTAGESThis method has two advantages that the simplicity and

naturalness. There are two disadvantages- first of all the task of ranking a group of individuals becomes difficult when there are over twenty or thirty cases. Secondly, the magnitude of the difference in ability between ranks is not equal at different positions.

PAIRED COMPARISON: Although ranking method requires some comparisons among individuals to be rated, there is no system in it. This is achieved well by a paired comparisons method in which every individual in the group in compared with every other in the group. When individual are compared in this way by a rater the choices received by every person in the group are counted and turned into percentage scores, which can us a fair idea as to which individual in the froup is judged by the rater.

TABLE-2Paired Comparison method of Rating:

Sr.No. Persons to be Rated

Possible paired Comparisons

Possible Paired Comparisons

1. Bond 1.Bond with Green

6. Green with Dixon

2. Green 2.Bond with Jones

7.Green with Engle

3. Jones 3.Bond with Dixon

8.Jones with Dixon

4. Dixon 4.Bond with Engle

9.Jones with Engle.

5. Engle 5.Green with Jones

10.Dixon with Engle

MAN- TO MAN RATING:- By taking only a pair, in the so-called man-to-man rating scales, the names of the actual individuals known to all the rates are used as a series of standards. Originally; a man-to-man rating scale was prepared by selecting 10 to 20 individuals of varying ability and ranking them in the ability under consideration (as is done in the ranking method). The, the highest ranking man was used as the highest standard, the individual with the middle most ranking was used as the lowest standard. In rating another person on such a scale the rater simply looked over the individual selected as standards and checked the one nearest in the ability to the person being rated.

FORCED CHOICE: This rating form prepares a series of items or statements which usually describes degree of proficiency. The rater then chooses among the members of each group in the terms of how well he believes the statements describes the individuals being rated. Various arrangements of items have been employee. Sometimes the items appear in pairs of trades of favorable description. Therefore, the practice is to have a rater check the item that is least descriptive of the individual. In all cases the rater is forced to choose among the items that are equally desirable or equally undesirable. Table 3 shows an example of rating.

GRAPHIC RATING: In these scales, categories are provided, but the rather is provided with boxes or with an uninterrupted line placed just below the category notions on which he indicates his rating by means of a check mark. The check mark need not correspond exactly with any of the reference points of category notions under the line but may be placed at any points along its length. On some graphic rating scales only the extreme and midpoint categories are indicated by means of category description. One example o this form of rating shown in table 4.

CHECKLIST METHOD: This is the adaption of a method developed by thrust stone for measuring attitudes. The statements in the form of a checklist an be used by supervisors in evaluating the personnel working under them. These procedures furnish the rater with a checklist of prescribed description of behaviour.

THE EXISTING PERFORMANCE APPRAISAL SYSTEM AT HFCL INFOTEL LTD.

In the present appraisal system, the appraiser or the reviewing officer plays a crucial role in moderating the assessment.

THE PROCEDURE A group of personnel’s comprising of the appraise

superior, the departmental head, senior member of staff with whom the appraise has the maximum contact and the representative from the personnel department brought. Together this may be addressed as a committee.

The overall rating is based on the performance of the appraise in all the key performance areas and the achievement of the objectives by the appraise.

The appraisal process start with finding the number of the employees eligible for appraisal in every department.

Then the appraisal form is sent to all employees for staff appraisal.

The employee first does his self appraisal. After this the reporting officer appraises the employee on

following parameters. 1. Job Knowledge 5 Interpersonal

relations/ Team work.

2. Quality of work 6 Work attitude3. Planning and

organizing7. Sense of

responsibility

4. Initiative and drive

8. Leadership

JOB KNOWLEDGE i.e. whether the employee possesses skills required for the job.

QUALITY OF WORK i.e. performance as per expected standards.

PLANNING AND ORGANIZING i.e. ability to plan organize work.

INITIATIVE AND DRIVER i.e. whether the employee is a self starter implements new ideas and ability to perform under pressure.

INTER PERSONAL RELATIONS/TEAM WORK i.e. willingness to seek and give support to superiors/peers and subordinates.

WORK ATTITUDE i.e. whether the employee has positive attitude to work.

Some important points about the present appraisal system may be studied as under : the existing appraisal system uses a primary appraisal form as its tool.

The appraisal is followed by a meeting with the immediate superior for the counseling in which the appraise is given the feedback.

A new feature added in the appraisal system is the critical incident approach system in which appraisal is required to maintain a “critical incident diary” for all the important incidents related with the performance of the appraise. The dairy may be refer to during the time of the appraisal.

Another feature of the existing appraisal system is the potential appraisal. This is to identify the potential or the capabilities of the appraisee. This exclusively done by the department head.

The performance appraisal form is same for all the employees, irrespective of the position they hold or the department they are serving.

The feedback is verbal and is given by the immediate superior. Counseling is also held to improve upon the identified weak areas.

The appraisal is annually and takes place in the month of January every year.

In between quarterly appraisal for variable pay are done.

RESEARCHMETHODOLOGY

RESEARCH METHODOLOGY

Only Primary data has been used for the research.

Primary Data has been collected by using a questionnaire and getting it filled by forty employee of the company. The questionnaire consists the Data regarding employee satisfaction and performance appraisal effectiveness.

The results of the research have been shown by using Column Charts.

DESIGNING A QUESTIONNAIRE

The success of the questionnaire method for collecting information depends largely on the proper designing of the questionnaire.

The Designing of questionnaire is a highly specialized job and requires a great deal of skill and experience. It is difficult to lay down any hard and fast rules to be followed in this connection. Although, much progress has been made, the designing of questionnaire is still very much an art.

Most of what is known about making questionnaire is based

on experience. Neither a basic theory nor even a fully

systematized approach to the problem has been developed.

Nevertheless, the extensive experience of many researchers and

a limited number of organized experiments have let to a

considerable understanding of the problem and to along list of

does “do’s and don’ts rules” of thumb. These can definitely help

a beginning researcher avoid pitfalls, but they cannot be

substituted for creating imagination in designing the

questionnaire procedure.

While developing a questionnaire, the researcher has to be very clear on the following issues:-

1. What information will be sought?

2. What type of questionnaire will be required?

3. How that questionnaire will be administered?

4. What the content of the individual question will be?

5. What the form of response of each question will be?

6. How many questions will be used and how the individual questions will be sequenced?

7. Whether the questionnaire shall be disguised or undisguised?

8. Whether the questionnaire shall be structured or unstructured?

Things which should be kept in mind while preparing the questionnaire are:-

1. Covering Letter should be there.2. Number of questions should be as few as possible.3. Questions should be logically arranged.4. Questions should be short and simple.5. Questionnaire of a sensitive nature should be avoided.6. Instructions to the informants.7. Footnotes8. Questions should be capable of objective answer.9. Answer to questions should not require calculations.10. Re-testing to the questionnaire.11. Cross Checks12. Method of Tabulation should be used.

DATA COLLECTION

&INTERPRETATION

DATA COLLECTION AND INTERPRETATION

For analyzing the employee’s satisfaction rate and performance appraisal effectiveness data was being collected based upon two questionnaires containing sixteen questions each.

The questionnaire has been filled by forty employees of the company.

Each question has been separately analyzed to reach at the results.

CONCLUSIONS

1. How do you like working here ?Response: Scales No. of Respondent %ageStrongly Like 27 67.5Like 13 32.5Can’t say 0 0Dislike 0 0Strongly Dislike 0 0

2. Would you advise a friend to come to work for the Company?Response:Scales No. of Respondent %ageStrong Yes 11 27.5Yes 23 57.5Can’t say 06 15%No 0 0Strong No 0 0

3. How do you feel the fairness of the Company to its employees ?Response:

Scales No. of Respondent %ageVery Fair 2 5Fair 38 95Can’t say 0 0Unfair 0 0Very Unfair 0 0

4. How do you like the employees degree of identification in the Company ?Response:Scales No. of Respondent %ageStrong Identification

14 35

Identification 26 65Can’t say 0 0Very Less Identification

0 0

No Identification 0 0

2. FINANCIAL AND JOB STATUS INDEX

1. How well satisfied are you with your salary ?Response:Scales No. of Respondent %ageWell Satisfied 2 5Satisfied 29 72.5Can’t say 9 22.5Dissatisfied 0 0Very Dissatisfied 0 0

2. How satisfied are you with your chances of getting more pay?Response:Scales No. of Respondent %ageWell Satisfied 0 0Satisfied 31 77.5Can’t say 9 22.5Dissatisfied 0 0Very Dissatisfied 0 0

3. How well satisfied are you with the way things have been working for you ?

Response:Scales No. of Respondent %ageWell Satisfied 12 30Satisfied 28 70Can’t say 0 0Dissatisfied 0 0Very Dissatisfied 0 0

4. How do you rate the degree of frustration evidenced by employees working in the Company?

Response:Scales No. of Respondent %ageHigh Frustration 0 0Frustration 19 47.5Can’t say 18 45Adjustment 3 7.5High Adjustment 0 0

3. INTRINSIC JOB SATISFACTION INDEX

1. How well do you like the sort of work you are doing ?Response:Scales No. of Respondent %ageStrongly Like 10 25Like 30 75Can’t say 0 0Dislike 0 0Strongly Dislike 0 0

2. Does your job give you a chance to do things you feel you do best?Response:Scales No. of Respondent %ageStrong Yes 32 80Yes 0 0Can’t say 08 20No 0 0Strong No 0 0

3. Do you get any feeling of accomplishment from the work you are doing ?

Response:Scales No. of Respondent %ageStrong sense of accomplishment

6 15

Some sense of accomplishment

9 22.5

Can’t say 25 62.5Very less sense of accomplishment

0 0

No sense of accomplishment

0 0

4. How doe you feel about work, does it rate as an important job with you ?Response:Scales No. of Respondent %ageVery Important 29 72.5Important 11 27.5Can’t say 0 0Very Less Important

0 0

No Importance 0 0

4. PRIDE IN GROUP PERFORMANCE INDEX

1. How well do you think your section compares with others sections within your own division in getting a job done?

Response:Scales No. of Respondent %ageOne of the best in company

12 30

Very Good 13 32.5Can’t say 15 37.5Very Poor 0 0One of the worst in Company

0 0

2. How do you rate the degree of emotional identification you have with the section your are working in?

Response:Scales No. of Respondent %ageStrong Identification 17 42.5Identification 23 57.5Can’t say 0 0Very Less Identification

0 0No Identification 0 0

3. How well do you think your division as a whole compare with other divisions in the company in getting a job done?

Response:Scales No. of Respondent %ageOne of the best in company

12 30

Very Good 13 32.5Can’t say 15 37.5Very Poor 0 0One of the worst in Company

0 0

4. How do you rate the degree of emotional identification you have with the division you are working in?

Response:Scales No. of Respondent %ageStrong Identification

2 5

Identification 31 77.5Can’t say 7 17.5Very Less Identification

0 0

No Identification 0 0

CONCLUSIONS REGRADING PERFORMANCE APPRAISAL EFFECTIVNESS

1. Do you view performance appraisal system a significant tool of human resource directed towards development of employees?

Response:Scales No. of Respondent %ageStrongly Agree 0 0Agree 23 57.5Can’t say 0 0Disagree 9 22.5Strongly Disagree 0 0

2. Do you agree that the present appraisal system is used for promotion only?

Response:Scales No. of Respondent %ageStrongly Agree 7 17.5Agree 33 82.5Can’t say 0 0Disagree 0 0Strongly Disagree 0 0

3. Do you agree that the present appraisal system can be an important tool for identified training needs?

Response:Scales No. of Respondent %ageStrongly Agree 0 0Agree 40 100Can’t say 0 0Disagree 0 0Strongly Disagree 0 0

4. Do you think organization has designed a proper appraisal system for you?

Response:Scales No. of Respondent %ageStrongly Agree 21 52.5Agree 12 30Can’t say 0 0Disagree 7 17.5Strongly Disagree 0 0

5. Do you agree that every subordinate is made clear about his roles, duties and responsibilities?


6. Do you periodically maintain and review the performance of your subordinates?


7. Do you think to devote enough time and efforts in filling the appraisal forms of your subordinates?

Response:Scales No. of Respondent %ageStrongly Agree 6 15Agree 15 37.5Can’t say 19 47.5Disagree 0 0Strongly Disagree 0 0

8. Does the present performance appraisal system affect your relationship with your subordinates?


9. Do you agree the appraiser in appraising the performance of his subordinate needs training?

Response:Scales No. of Respondent %ageStrongly Agree 0 0Agree 5 12.5Can’t say 10 25Disagree 25 62.5Strongly Disagree 0 0

10. Do you agree that in the existing appraisal system timely recognition and rewards are consistent to good performers?

Response:Scales No. of Respondent %ageStrongly Agree 29 72.5Agree 11 27.5Can’t say 0 0Disagree 0 0Strongly Disagree 0 0

11. Are you scared when your superiors filling your appraisal form?


12. Do you think that in the present appraisal system the appraiser can give biased appraisal?


13. Do you think that the reviewing officer can play an important role in reducing this biasness?


14. Do you agree that the existing P.A.S. helps to support the potential of the employees?


15. Do you view that the existing P.A.S. is of great importance to the organization and not a just paper work.


16. Do you think that the present appraisal system needs a change with change in business enviournment?


LIMITATIONS

LIMITATION :o the appraisal happens once in a year, and by that

time lot or organizational changes happen to keep a trait on goals mention in the starting of the year.

o The form used is very subjective and lacks in objectivity.

o A person whole appraisal just depends upon 5 parameters. Where as any particular employees appraisal measurement is much more beyond 5 parameters.

o Only like the reporting officer appraises and the appraisal by peers and subordinates is not taken care off. Such a case if one does not have a good rapo with the immediate boss lot of bareness could creep in.

o Concentration on behavioral traits than productivity is more.

SUGGESTIONS

RECOMMENDATIONS/SUGGESTIONS :

On the basis of my study I would like to give some suggestions :-

Forms used presently are highly subjective. More objective forms should be introduced so as to reduce biasness on the part of appraiser.

180 and 360 degree should be tried so that a person could be evaluated more objectively.

There should be an equal mix of behavioural traits and productivity while appraising an employee. The form used concentrates to a lot of content on one’s behavioural traits and thus subjectivity creeps in.

The appraisal should be more frequent.

REFERENCES

REFERENCES www.hfclconnect.com Books on Human Resource Management Books on Statistics Questionnaire

APPENDIX

QUESTIONNAIREName (Optional)DesignationNumber of Years of Service

Please give your fee and frank opinion for the following questions as the study is purely for academic purpose and the results will not be reproduced anywhere else. Put a (●) in the against which you thing the most appropriate answer ;

1. COMPANY INVOLVEMENT INDEX

1. How do you like working here ?

□Strongly like □ like □Can’t Like □ Dislike □Strongly dislike

2. Would you advise a friend to come to work for the Company?

□Strongly yes □Yes □ Can’t Say □ No □ Strongly No.

3. How do you feel the fairness of the Company to its employees ?

□Very Fair □ Fair □ Can’t Say □Unfair □Strongly unfair

4. How do you like the employees degree of identification in the Company ?

□Strong Identification □Identification □Can’ Say

□Very less Identification □No Identification

2. FINANCIAL AND JOB STATUS INDEX

1. How well satisfied are you with your salary ?

□Well satisfied □Satisfied □Can’t say

□Dissatisfied □Very dissatisfied

2. How satisfied are with you with chances of getting more pay?

□Well satisfied □Satisfied □Can’t say


3. How well satisfied are you with the way things have been working for you ?

□Well satisfied □Sastisfied □Can’t say


4. How do you rate the degree of frustration evidenced by employees working in the Company?

□High frustration □Frustration □Can’t say

□Adjustment □High Adjustment

3. INTRINSIC JOB SATISFACTION INDEX

1. How well do you like the sort of work you are doing ?

□Strongly like □ like □Can’t Like □Dislike □Strongly dislike

2. Does your job give you a chance to do things you feel you do best?

□Strong yes □Yes □Can’t Say □No

□Strong No.

3. Do you get any feeling of accomplishment from the work you are doing ?

□Strong Sense of accomplishment□Some Sense of

accomplishment □ Can’t Say □Very less sense of accomplishment

□No sense of accomplishment

4. How doe you feel about work, does it rate as an important job with you ?

□Very important □Important □Can’t say

□Very less important □No importance

4. PRIDE IN GROUP PERFORMANCE INDEX

1. How well do you think your section compares with others sections within your own division in getting a job done?

□One of the best in Company □Very Good □Can’t say

□Very Poor □One of the worst in Company

2. How do you rate the degree of emotional identification you have

with the section your are working in?



3. How well do you trhink your division as a whole compares with

other divisions in the company in getting a job done.

□One of the best in Company □Very Good □Can’t say

□Very Poor □One of the worst in Company

4. How do you ratethe degree of emotional identification you have with the division you are working in?



QUESTIONNAIREName (Optional)DesignationNumber of Years of Service

Please give your fee and frank opinion for the following questions as the study is purely for academic purpose and the results will not be reproduced anywhere else. Put a (●) in the against which you thing the most appropriate answer ;

1. Do you view performance appraisal system a significant tool of human resource directed towards development of employees?□ Strongly Agree □ Agree □Can’t Say □ Disagree □Strongly

disagree

2. Do you agree that the present appraisal system is used for promotion only?□ Strongly Agree □ Agree □Can’t Say □ Disagree □Strongly

disagree

3. Do you agree that the present appraisal system can be an important tool for identified training needs?□ Strongly Agree □ Agree □Can’t Say □ Disagree □Strongly

disagree

4. Do you think organization has designed a proper appraisal system for you?□ Strongly Agree □ Agree □Can’t Say □ Disagree □Strongly

disagree

5. Do you agree that every subordinate is made clear about his roles, duties and responsibilities?□ Strongly Agree □ Agree □Can’t Say □ Disagree □Strongly

disagree

6. Do you periodically maintain and review the performance of your subordinates?□ Strongly Agree □ Agree □Can’t Say □ Disagree □Strongly

disagree

7. Do you think to devote enough time and efforts in filling the appraisal forms of your subordinates?

□ Strongly Agree □ Agree □Can’t Say □ Disagree □Strongly disagree

8. Does the present performance appraisal system affect your relationship with your subordinates?□ Strongly Agree □ Agree □Can’t Say □ Disagree □Strongly

disagree

9. Do you agree the appraiser in appraising the performance of his subordinate needs training?□ Strongly Agree □ Agree □Can’t Say □ Disagree □Strongly

disagree

10. Do you agree that in the existing appraisal system timely recognition and rewards are consistent to good performers?□ Strongly Agree □ Agree □Can’t Say □ Disagree □Strongly

disagree

11. Are you scared when your superiors filling your appraisal form?


12.Do you think that in the present appraisal system the appraiser can give biased appraisal?□ Strongly Agree □ Agree □Can’t Say □ Disagree □Strongly

disagree

13.Do you think that the reviewing officer can play an important role in reducing this biasness?□ Strongly Agree □ Agree □Can’t Say □ Disagree □Strongly

disagree

14.Do you agree that the existing P.A.S. helps to support the potential of the employees?□ Strongly Agree □ Agree □Can’t Say □ Disagree □Strongly

disagree

15.Do you view that the existing P.A.S. is of great importance to the organization and not a just paper work.


16.Do you think that the present appraisal system needs a change with change in business enviournment?□ Strongly Agree □ Agree □ Can’t Say □ Disagree

□Strongly disagree

HFCL INFOTEL LTD

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