Hfcl Project

I N D E X

4

PROJECT REPORT

ON

EMPLOYEE SATISFACTION ANALYSIS

&

PERFORMANCE APARAISAL SYSTEM EFFECTIVENESS ANALYSISOFHFCL INFOTEL LTD.

SUBMITTED TO:MR. HARPREET SINGH BHATIA

HEAD, HR DEPT.

HFCL INFOTEL LTD.

MOHALI

SUBMITTED BY:

SHIKHA AHUJA

MANAGEMENT TRAINEE

INSTITUTE OF MANAGEMENT STUDIES

KURUKSHETRA UNIVERSITY

KURUKSHETRA

PROJECT REPORT

ON

EMPLOYEE SATISFACTION ANALYSIS

&

PERFORMANCE APARAISAL SYSTEM EFFECTIVENESS ANALYSIS

OFHFCL INFOTEL LTD.

SUBMITTED TO

INSTITUTE OF MANAGEMENT STUDIES

KURUKSHETRA UNIVERSITY

KURUKSHETRAIN THE PARTIAL FULFILLMENT OF

THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

5 YEARS PRACTIC ORIENTED PROGRAM

SESSION 2003-08

SUBMITTED BY:

SHIKHA AHUJA

ROLL NO: 36

4TH YEAR

AREA OF SPECIALIZATION-HR

I N D E XI.

Preface

II.

Acknowledgement

III.

Introduction

--To company

--To Project

IV.

Literature Survey

V.

Research Methodology

VI.

Data Collection & Interpretation

VII. Conclusions

VIII. Limitations

IX.

Suggestions

X.

References

XI.

Appendix PREFACE

It 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.

ACKNOWLEDGEMENT

It 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 PROJECTTO 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 Companys 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 CommitteeMr. S. Lakshmanan - ChairmanMr. Mahendra NahataMr. R.K.Bansal

Remuneration CommitteeMr. S. Lakshmanan - ChairmanMr. M.P. ShuklaDr. Ranjeet Mal Kastia

Share Transfer and Investor GreivanceDr. Ranjeet Mal Kastia - ChairmanMr. K. B. LalMr. M.P.Shukla

Project Management Review Committee Mr. M. P. Shukla - ChairmanMr. Mahendra NahataMr. S.LakshmananMr. K. B. LalMr. R.K.Bansal

Compliance Officer For Company Law MattersMr. S.PrabhakarCompany Secretary &Head Legal & Regulatory

For SEBI Related MattersMr. Vikash AgarwalHead-Corporate FinanceWHY CONNECT

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

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-NetreadyPassword NetreadyAccess 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.

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-RateeSupervisorSupervisorSupervisorMean Rank

1.Bond2132

2.Green1221.5

3.Jones3312.6

4.Dixon5444.3

5.Engle4554

ADVANTAGES & DISADVANTAGES

This 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-2

Paired Comparison method of Rating:

Sr.No.Persons to be Rated Possible paired ComparisonsPossible Paired Comparisons

1.Bond1.Bond with Green6. Green with Dixon

2.Green2.Bond with Jones7.Green with Engle

3.Jones3.Bond with Dixon8.Jones with Dixon

4.Dixon4.Bond with Engle9.Jones with Engle.

5.Engle5.Green with Jones10.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 personnels 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 Knowledge5Interpersonal relations/ Team work.

2.Quality of work6Work attitude

3.Planning and organizing7.Sense of responsibility

4.Initiative and drive8.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 METHODOLOGYOnly 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 dos and donts 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. Footnotes

8. Questions should be capable of objective answer.

9. Answer to questions should not require calculations.

10. Re-testing to the questionnaire.

11. Cross Checks

12. Method of Tabulation should be used.DATA COLLECTION

&

INTERPRETATIONDATA COLLECTION AND INTERPRETATION

For analyzing the employees 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.

CONCLUSIONS1.How do you like working here ?

Response:

Scales

No. of Respondent

%age

Strongly Like2767.5

Like1332.5

Cant say00

Dislike00

Strongly Dislike00

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

Response:

Scales

No. of Respondent

%age

Strong Yes1127.5

Yes2357.5

Cant say0615%

No00

Strong No00

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

Response:

Scales

No. of Respondent

%age

Very Fair25

Fair3895

Cant say00

Unfair00

Very Unfair00

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

Response:

Scales

No. of Respondent

%age

Strong Identification1435

Identification2665

Cant say00

Very Less Identification00

No Identification00

2.FINANCIAL AND JOB STATUS INDEX

1.How well satisfied are you with your salary ?

Response:

Scales

No. of Respondent

%age

Well Satisfied25

Satisfied2972.5

Cant say922.5

Dissatisfied00

Very Dissatisfied00

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

Response:

Scales

No. of Respondent

%age

Well Satisfied00

Satisfied3177.5

Cant say922.5

Dissatisfied00

Very Dissatisfied00

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

Response:

Scales

No. of Respondent

%age

Well Satisfied1230

Satisfied2870

Cant say00

Dissatisfied00

Very Dissatisfied00

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

Response:

Scales

No. of Respondent

%age

High Frustration00

Frustration1947.5

Cant say1845

Adjustment37.5

High Adjustment00

3.INTRINSIC JOB SATISFACTION INDEX

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

Response:

Scales

No. of Respondent

%age

Strongly Like1025

Like3075

Cant say00

Dislike00

Strongly Dislike00

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

Response:

Scales

No. of Respondent

%age

Strong Yes3280

Yes00

Cant say0820

No00

Strong No00

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

Response:

Scales

No. of Respondent

%age

Strong sense of accomplishment615

Some sense of accomplishment922.5

Cant say2562.5

Very less sense of accomplishment00

No sense of accomplishment00

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

Response:

Scales

No. of Respondent

%age

Very Important2972.5

Important1127.5

Cant say00

Very Less Important00

No Importance00

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

%age

One of the best in company1230

Very Good1332.5

Cant say1537.5

Very Poor00

One of the worst in Company00

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

the section your are working in?

Response:

Scales

No. of Respondent

%age

Strong Identification1742.5

Identification2357.5

Cant say00


No Identification00

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

%age

One of the best in company1230

Very Good1332.5

Cant say1537.5

Very Poor00

One of the worst in Company00

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

Response:

Scales

No. of Respondent

%age

Strong Identification25

Identification3177.5

Cant say717.5


No Identification00

CONCLUSIONS REGRADING PERFORMANCE APPRAISAL EFFECTIVNESS1. Do you view performance appraisal system a significant tool of human resource directed towards development of employees?

Response:

Scales

No. of Respondent

%age

Strongly Agree00

Agree2357.5

Cant say00

Disagree922.5

Strongly Disagree00

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

Response:

ScalesNo. of Respondent%age

Strongly Agree717.5

Agree3382.5

Cant say00

Disagree00

Strongly Disagree00

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

Response:

Scales

No. of Respondent%age

Strongly Agree00

Agree40100

Cant say00

Disagree00

Strongly Disagree00

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

Response:

Scales


Strongly Agree2152.5

Agree1230

Cant say00

Disagree717.5

Strongly Disagree00

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

Response:

Scales


Strongly Agree3280

Agree820

Cant say00

Disagree00

Strongly Disagree00

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

Response:

Scales


Strongly Agree3075

Agree1025

Cant say00

Disagree00

Strongly Disagree00

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

Response:

Scales


Strongly Agree615

Agree1537.5

Cant say1947.5

Disagree00

Strongly Disagree00

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

Response:

Scales


Strongly Agree00

Agree3280

Cant say820

Disagree00

Strongly Disagree00

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

Response:

Scales


Strongly Agree00

Agree512.5

Cant say1025

Disagree2562.5

Strongly Disagree00

10. Do you agree that in the existing appraisal system timely

recognition and rewards are consistent to good performers?

Response:

Scales


Strongly Agree2972.5

Agree1127.5

Cant say00

Disagree00

Strongly Disagree00

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

Response:

Scales


Strongly Agree00

Agree25

Cant say2460

Disagree1435

Strongly Disagree00

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

Response:

Scales


Strongly Agree00

Agree1947.5

Cant say2152.5

Disagree00

Strongly Disagree00

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

Response:

Scales


Strongly Agree00

Agree2152.5

Cant say1947.5

Disagree00

Strongly Disagree00

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

Response:

Scales


Strongly Agree00

Agree3792.5

Cant say37.5

Disagree00

Strongly Disagree00

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

Response:

Scales


Strongly Agree00

Agree40100

Cant say00

Disagree00

Strongly Disagree00

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

Response:

Scales


Strongly Agree2255

Agree1845

Cant say00

Disagree00

Strongly Disagree00

LIMITATIONS

LIMITATION :

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.

The form used is very subjective and lacks in objectivity.

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

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. 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 ones 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

QUESTIONNAIRE

Name (Optional)

Designation

Number 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 Cant Like Dislike Strongly dislike

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

Strongly yes Yes Cant Say No Strongly No.

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

Very Fair Fair Cant Say Unfair Strongly unfair

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

Strong Identification Identification Can Say

Very less IdentificationNo Identification

2.FINANCIAL AND JOB STATUS INDEX

1.How well satisfied are you with your salary ?

Well satisfied

Satisfied Cant say

Dissatisfied

Very dissatisfied

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

Well satisfied

Satisfied Cant say

Dissatisfied

Very dissatisfied

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

Well satisfied

Sastisfied Cant say

Dissatisfied

Very dissatisfied

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

High frustration

Frustration Cant 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 Cant Like Dislike Strongly dislike

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

Strong yes Yes Cant Say No Strong No.

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

Strong Sense of accomplishmentSome Sense of accomplishment Cant 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

Cant say

Very less importantNo 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 GoodCant say

Very PoorOne 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 GoodCant say

Very PoorOne of the worst in Company

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



QUESTIONNAIRE

Name (Optional)

Designation

Number 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 Cant Say Disagree Strongly disagree

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


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


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


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?


8. Does the present performance appraisal system affect your relationship with your subordinates? Strongly Agree Agree Cant Say Disagree Strongly disagree

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


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


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?


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Hfcl Project

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