Performance Appraisal

Download Performance  Appraisal

Post on 23-Oct-2014




2 download

Embed Size (px)


MBA projects


<p>INTRODUCTION</p> <p>DEFINATION: Human resources can be thought of as the total knowledge, talents aptitudes, creative abilities of an organization work force as well as the value, attitude and beliefs of the individuals involve. -LEONC.MEGGINSON. Personnel management effectively describes the process of planning and directing the application development and utilization of human resources in employment. -DALE YODER Personnel management is the process of attracting, holding, motivating, and people involving all managers, line and staff ` -DUNN &amp; STEPHEN</p> <p>MEANING OF HUMAN RESOURCE MANAGEMENT</p> <p>Human resources management is primarily concern with the people management. It Is a crucial subsystem in the process of management. The success or of the organization not only depends on the material, machines and equipment but also on the personnel who put in their best efforts for efficient performance of the job. Human resources management is the management of employees skills, knowledge, talents aptitudes, creative abilities etc. A Human Resource Management System (HRMS, EHRMS), Human Resource Information System (HRIS), HR Technology or also called HR modules, or simply "Payroll", refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin on software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible. The function of Human Resources departments is generally</p> <p>administrative and not common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of "Human Capital" has progressed to an increasingly imperative and complex process. The HR function consists of tracking existing employee</p> <p>data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized Human Resource Management Systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before the clientserver architecture evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions. In consequence of the low capital investment necessary to buy or program proprietary software, these internally-developed HRMS were unlimited to organizations that possessed a large amount of capital. The advent of clientserver, Application Service Provider, and Software as a Service or Seas Human Resource Management Systems enabled increasingly higher administrative control of such systems. Currently Human Resource Management Systems encompass: 1. Payroll 2. Work Time 3. Benefits Administration 4. HR management Information system 5. Recruiting 6. Training/Learning Management System 7. Performance Record 8. Employee Self-Service The payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. Data is generally fed from the human resources and time keeping modules to calculate automatic deposit and manual cheque writing capabilities. This module can</p> <p>encompass all employee-related transactions as well as integrate with existing financial management systems. The work time gathers standardized time and work related efforts. The most advanced modules provide broad flexibility in data collection methods, labor distribution capabilities and data analysis features was outdated. Cost analysis and efficiency metrics are the primary functions. The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. These typically encompass insurance, compensation, profit sharing and retirement. The HR management module is a component covering many other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and development, capabilities and skills management, compensation planning records and other related activities. Leading edge systems provide the ability to "read" applications and enter relevant data to applicable database fields, notify employers and provide position management and position control not in use. Human resource management function involves the recruitment, placement, evaluation, compensation and development of the employees of an organization. Initially, businesses used computer based information systems to: </p> <p>produce pay checks and payroll reports; maintain personnel records; Pursue Talent Management. Online recruiting has become one of the primary methods employed by</p> <p>HR departments to garner potential candidates for available positions within an organization.</p> <p>Talent Management systems typically encompass: </p> <p>Analyzing personnel usage within an organization; Identifying potential applicants; Recruiting through company-facing listings; Recruiting through online recruiting sites or publications that market to both recruiters and applicants. The significant cost incurred in maintaining an organized recruitment</p> <p>effort, cross-posting within and across general or industry-specific job boards and maintaining a competitive exposure of availabilities has given rise to the development of a dedicated Applicant Tracking System, or 'ATS', module. The training module provides a system for organizations to administer and track employee training and development efforts. The system, normally called a Learning Management System if a stand alone product, allows HR to track education, qualifications and skills of the employees, as well as outlining what training courses, books, CDs, web based learning or materials are available to develop which skills. Courses can then be offered in date specific sessions, with delegates and training resources being mapped and managed within the same system. Sophisticated LMS allow managers to approve training, budgets and calendars alongside performance management and appraisal metrics. The Employee Self-Service module allows employees to query HR related data and perform some HR transactions over the system. Employees may query their attendance record from the system without asking the information from HR personnel. The module also lets supervisors approve</p> <p>Performance AppraisalPerformance Appraisal, which is also known as employee appraisal, performance tracking, performance evaluation, or performance assessment, is a very commonly used term in Human Resource Management and in most business entities. If defined the term appropriately, Performance Appraisal is a process of obtaining, analysing, recording employee information in his work environment and reporting the results to those who are interested in it. In simple words, it is the process of assessing employees at their work for their further development. A common mistake that we all make in our professional life is mixing up performance appraisal with performance management. Obviously, performance appraisal is related to performance management but they are not perfectly same. While performance appraisal does the initial stage of performance management, that is evaluating the performance levels of employees, performance management is a total system which also defines tools and techniques to develop manpower to achieve a higher level of performance at work. Why Performance Appraisal or Performance Assessment? Objectives of performance appraisals although are many, we can classify all of them into three easy categories: 1. Performance Appraisals serve as a yardstick to plan promotions, salary revisions, promotions, empowerments, training and development, and also demotions and terminations. 2. They also help superiors to narrate an employee about his performance and suggesting or guiding needed changes in his behaviour, attitude, skills, knowledge, and dedication. 3. Performance Assessment reports are always a basis for the coaching and counselling of individuals by the organization, and also they act as a self-monitoring tool.</p> <p>DEFINITIONAccording to Flippo, a prominent personality in the field of Human resources, "performance appraisal is the systematic, periodic and an impartial rating of an employees excellence in the matters pertaining to his present job and his potential for a better job." Performance appraisal is a systematic way of reviewing and assessing the performance of an employee during a given period of time and planning for his future. It is a powerful tool to calibrate, refine and reward the performance of the employee. It helps to analyze his achievements and evaluate his contribution towards the achievements of the overall organizational goals. By focusing the attention on performance, performance appraisal goes to the heart of personnel management and reflects the management's interest in the progress of the employees.</p> <p>Objectives Of Performance appraisal</p> <p>Helps to strengthen the relationship and communication between superior subordinates and management employees.</p> <p>To diagnose the strengths and weaknesses of the individuals so as to identify the training and development needs of the future.</p> <p>To provide feedback to the employees regarding their past performance.</p> <p>Provide information to assist in the other personal decisions in the organization.</p> <p>Provide clarity of the expectations and responsibilities of the functions to be performed by the employees.</p> <p>To judge the effectiveness of the other human resource functions of the organization such as recruitment, selection, training and development.</p> <p>To reduce the grievances of the employees.</p> <p>NEED FOR THE STUDY Human resource is playing major role in the NETTLINX ltd company. It is very important to select right person for the right job at the right time, who can perform the job successfully with high standards</p> <p> The employees are mainly in contact with the customer depending upon the jobs they are performing.</p> <p> To assess the performance, personal attributes and potential of the employee.</p> <p> To identify training needs.</p> <p> To assess strengths, areas of improvements and give feedback to the employee. Human resources are the assets to the organization. Any organization will get its recognition through its employees performance, skills, innovativeness and their professional knowledge</p> <p>SCOPE OF THE STUDY The topic chosen Performance appraisal was aimed for the betterment of the organization in terms of quality as well as quantity. The scope of the study under mentioned points depicts the same. 1. To increase the productivity by increasing the level of performance. 2. The programme would help the organization in meeting it future personal need. 3The programme will help the employee in their personal group by improving their knowledge as well as skill.</p> <p>This study proposes a group decision support system (GDSS), with multiple criteria to assist in recruitment and selection (R&amp;S) processes of human resources. A two-phase decision-making procedure is first suggested; various techniques involving multiple criteria and group participation are then defined corresponding to each step in the procedure. A wide scope of personnel characteristics is evaluated, and the concept of consensus is enhanced. The procedure recommended herein is expected to be more effective than traditional approaches. In addition, the procedure is implemented on a network-based PC system with web interfaces to support the R&amp;S activities. In the final stage, key personnel at a human resources department.</p> <p>OBJECTIVES OF STUDY To understand the Performance Appraisal activities of NETTLINX ltd company.</p> <p> To find out if the Performance Appraisal activities help the employee in his performance.</p> <p> Take the response of employees towards the Performance Appraisal activities carried on upon them.</p> <p> To analyze and examine the effectiveness of Motivation programmers in Nettlinx ltd company.</p> <p> To assess how often training programmers are conducted and how much are the employees satisfied.</p> <p> To study the employees opinions.</p> <p>METHODOLOGYThe data for the present study is collected from primary and secondary sources. Collection of the Data For any statistical enquiry the data can be collected from two sources. Primary data Secondary data</p> <p>Primary data: Primary data are those which are collected afresh and for the first time. Primary data is collected through questionnaire, which was a closed form of questionnaire. Secondary Data: The secondary data are those which have already been collected by some one else. Secondary data is collected from Company records Magazines Files and broachers</p> <p>Sampling Sampling is a procedure of making decisions by studying a few items regarding the characteristic of items in universe. Sample method The method used for data collection is simple random sampling. Sample size: The sample size is 100</p> <p>Nature of the questionnaire The data were collected through questionnaire. The questionnaire contains 24 questions. It contains all closed type of questions. Method of presentation The Presentation is made both in the tabular form and graphs. The analysis is made in percentile form. Each table is explained with a detailed interpretation of that table and graphical presentation. The question is in histogram.</p> <p>LIMITATIONS OF THE STUDY</p> <p> Lack of expertise trainer handed in the prosecution of Performance Appraisal program. Lack of feeling in people of against the awareness for the Performance Appraisal program. Search for the exact Appraisal was also difficult to define. The interpretation being based on percentage method is not definite</p> <p>INDUSTRY PROFILE</p> <p>Indian Internet History And Status</p> <p>Before the appearance of VSNL's GIAS, Internet had been in India for many years in the form of ERNET. However, it was not possible for many people to get access to it, as it was meant for only the educational and research communities. This followed the policy laid down by the American Internet manager NSF, at that time. a. Educational Research Network (ERNET) Internet in India was established almost 10 years ago, as ERNET. It was a joint undertaking of the Department of Electronics (DOE) of the Governm...</p>