Vastushant Preparation Guidelines || Pooja Dais - Pt. Vilas Thuse
pooja p[pt
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SUMMER INTERNSHIP
PRESENTATION ON
EFFECTIVE PERFORMANCE
APPRAISAL SYSTEM AT YES BANK
PRESENTED BY:--
POOJA JAIN
MBA II
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IIIINTRODUCTION Performance appraisal is a systematic judgment of the
subordinate by the superior authority to access the
standard of work and overall performance.
Performance appraisal is a formal structuredsystem of measuring and evaluating an employees
job related behaviors and outcomes to discover how
and why employee is presently performing on the job
and how the employee can perform more effectivelyin the future so that employee, organization and
society all benefit
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NEED FOR THE STUDY:
The efficiency and effectiveness of performance depend to a
great extent on how human resources are viewed and treated
in the organization. If the organization believes that the people
do not work unless they are closely supervised and controlled,it may tend to have a confidential report form instead of
appraisal. If the organization believes that every individual has
potential and strengths and that human capabilities can be
honed, developed and utilized better by providing a healthy
climate, then the organization would have appraisal systemthat attempts to identify, hone, develop and utilize the
potential capabilities of employees.
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OBJECTIVES OF THE STUDY
1. To study the present appraisal systems followed
in YES BANK.
2. To identify any gaps, loopholes in theperformance appraisal.
3. To identify feasibilities of improving existing
system of performance appraisal system of YES
BANK
4. To assess the perception of employees and of
existing Performance Appraisal system
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RESEARCH METHADOLOGY:-
The study: The study was Descriptive (qual it ative )in nature with survey had
been used as method for collecting data to complete the study
Sampling Design:
Population: All the workers of various department of
organization.
Sampling Element: Individual respondent was the sampling
element.
Sampling Technique: Simpl e r andom( Pr obabi l ity ) sampl i ngtechnique
Sampling Size: 60 Respondents was the sample size
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DATA COLLECTION:-
Primary data :-The data used for the study had
primary and secondary character to it. The
primary data was collected through
questionnaire method. The secondary datawere composed through the reference of
books, websites and magazines. The procured
data was analyzed by a simple percentage
method and the results are supported with
graphs and charts.
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RESEARCH DESIGN The study:
The study was Descriptive (qual it ative )in
nature with survey had been used as method
for collecting data to complete the study
Sampling Design:
Population: All the workers of various
department of organization.
Sampling Element: Individual respondent was
the sampling element.
S
ampling Technique:Simpl e r andom( Pr obabi l ity ) sampl i ng technique
Sampling Size: 60 Respondents was the sample
size
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Tools Used for Data Collection:
Self-designed questionnaire was used to collect the data
with the Likert type scale
Which consist nominal ranking of 1-5 where 1
represented minimum agreement
and 5 represented the maximum agreement with
the statement.
Tools Used for Anaylsis:
percentage
pie chart
bar chart
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INTERPRETATION:-
1. 80% of respondent felt that company should have aperformance appraisal system and 20% felt that no need of
performance appraisal system.
2. most of the people satisfied with current performance
appraisal system53% and 47% people dissatisfied.
3. 53% of the people agree that superiors and 47% with
subordinates and 0% with others.
4. 47% of the employees feel that motivation is the only benefit
of performance appraisal and 40% of employees feel growth and
13% with mistakes5. 53% of respondents are agreed with promotions made on
performance and remaining 47% is not needed
40% respondents says that performance appraisal means to
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6. 40% respondents says that performance appraisal means to
improve organizational effectiveness where as 27% of the
respondents says that performance appraisal is to improve
personal effectiveness and recommended for training and
development needs and 6% says help in pay adjustments/rewards
7. 40% feels objective of performance appraisal system is to
identify the training needs and 33% of respondents says to
determine promotional opportunity and 27% says that theobjectives is to be effect job rotation
8. 80% of respondents said that current appraisal system is
Yes.20% of respondents said no.
9. 60% of the respondents said yes because the company is
providing constructive feedback to the employees. By this
employees can identify their abilities. And 40% of employees are
said no.
10. 53% respondents feels based on work, 47% respondents feels
based on quality of work
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FINDINGS
1. It is found that employees are satisfied with theorganizations performance appraisal system.
2. Observed that employees in the organization receive
correct information about their work to perform well.
3. Observed that complaints of employees are handledimmediately up to maximum extent.
4. The study reveals that the training programs are
conducted on the basis of performance appraisal.
5. Monetary rewards and responsibilities are the mostmotivating factor for the employees in the organization.
6. Observed that employees are satisfies with
motivational techniques followed by the organization.
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7. Observed that employees here work with team spirit
and helpful to each other.
8. From the study it is clear that management inform to
their employees about the change, which are planned.
9. Observed that creative new ideas are been invited and
given preference. Also the performance appraisal system
is helpful in generating new ideas.
10. It is found that employees in the organization
definitely get an opportunity to develop their skills.
11. Observed that healthy relationships among employees
are been maintained in the organization.
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CONCLUSION The performance appraisal in YES BANK is to be done for
determining the promotion, identifying areas of nonperformance and for improving the performance of an
employee. The system is effective and the appraisal system is
satisfied by most of the employees.
There is no training session is conducted in YES BANK employees
want to that before the evaluating process. And they also want
performance appraisal should be done quarterly. The
management has to inform and well communicate to the
employees regarding various factors which are used for their
performance evaluation And feedback has to be given to theemployee regarding their performance.
The superiors has to be identify employees non performance
areas regularly Then they have the chance to improve their skills
and knowledge.
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LIMITATIONS OF THE STUDY
1. The first and foremost limitation of the study is the
sample size.
2. The study is restricted to. YES BANK.
3. Time had also been a major limitation as the period
of project work in only three months.
4. The data given by the employee are based on the
individual perception, so matter is not reliable.
5. The data collected from the questionnaire is limited.
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THANK YOU