INTRODUCTION

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 & STEPHEN

MEANING OF HUMAN RESOURCE MANAGEMENT

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

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

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 client–server

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 client–server, 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

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:

produce pay checks and payroll reports;

maintain personnel records;

Pursue Talent Management.

Online recruiting has become one of the primary methods employed by

HR departments to garner potential candidates for available positions within

an organization.

Talent Management systems typically encompass:

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

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

Performance Appraisal

Performance 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.

DEFINITION

According to Flippo, a prominent personality in the field of Human resources, "performance appraisal is the systematic, periodic and an impartial rating of an employee’s 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.

Objectives Of Performance appraisal

Helps to strengthen the relationship and communication between superior – subordinates and management – employees.

To diagnose the strengths and weaknesses of the individuals so as to identify the training and development needs of the future.

To provide feedback to the employees regarding their past performance.

Provide information to assist in the other personal decisions in the organization.

Provide clarity of the expectations and responsibilities of the functions to be performed by the employees.

To judge the effectiveness of the other human resource functions of the organization such as recruitment, selection, training and development.

To reduce the grievances of the employees.

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

The employees are mainly in contact with the customer depending upon

the jobs they are performing.

To assess the performance, personal attributes and potential of the employee.

To identify training needs.

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 employee’s performance, skills, innovativeness and their professional knowledge

SCOPE O F T H E S T UDY

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.

This study proposes a group decision support system (GDSS), with

multiple criteria to assist in recruitment and selection (R&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&S activities. In the final stage,

key personnel at a human resources department.

OBJECTIVES OF STUDY

To understand the Performance Appraisal activities of NETTLINX ltd company.

To find out if the Performance Appraisal activities help the employee in his performance.

Take the response of employees towards the Performance Appraisal activities carried on upon them.

To analyze and examine the effectiveness of Motivation programmers in Nettlinx ltd company.

To assess how often training programmers are conducted and how

much are the employees satisfied.

To study the employee’s opinions.

METHODOLOGY

The 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

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

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

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.

LIMITAT I ONS OF THE STUDY

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

INDUSTRY PROFILE

Indian Internet History And Status

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 Government of India, and the United Nations Development Program (UNDP), which provides technical assistance to developing nations. ERNET is one of the most successful operations that UNDP has funded. It established for India the idea that we can participate in the Internet. Currently ERNET operates many nodes and has a 64 Kbps link to USA via Mumbai.

All major nodes of ERNET are connected to each other using 9600 bps leased lines. These lines are being upgraded to 64 Kbps links. Over 200 academic and R&D groups exchange email with each other using ERNET. Over 8000 scientists and technologists have access to ERNET facilities. International access is provided over a 64 Kbps leased line, from NCST, Mumbai, to USA. Plans for ERNET include the creation of a satellite communication system to enable ERNET to reach locations which do not have good data communication links.

b. Gateway Internet Access Service (GIAS)

On August 15th 1995, Videsh Sanchar Nigam Limited (VSNL) -- the Indian international trunk telephone carrier company -- launched the Gateway Internet Access Service (GIAS). Subsequently, 6 nodes were established at Mumbai, Delhi, Madras, Calcutta, Bangalore and Pune. Each GIAS node is connected to Internet via high speed MCI circuits having a bandwidth of approximately 10 Mbps.

Users in remote areas of India can reach GIAS service via I-NET. The Department of Telecommunication (DOT) has a wide-spread network in India

called I-NET, which has direct connectivity to each GIAS node. You can access GIAS from 99 cities in India by this means.

Getting connected

To get connected to the Internet, you will need to get an account with VSNL. There are basically two types of accounts, and depending on your status -- for example, student, professional, or commercial organization -- your costs will vary. Some of the details about it are described below.

a. The options

You can access GIAS either by a dial-up or a leased telephone line. There are two types of dial-up accounts available -- the Terminal and the TCP/IP account. The tariff chart for these is given below:

INTERNET TARIFF

Terminal Dial-up Service

CATEGORYREGISTRATION FEE

ANNUAL/500 HOURS WHICHEVER IS EARLY

STUDENT Rs. 50/- Rs. 500/- GENERAL Rs. 500/- Rs. 5000/-

TCP/IP Dial-up Service

CATEGORYREGISTRATION FEE

ANNUAL/500 HOURS WHICHEVER IS EARLY

STUDENT NOT OFFERED NOT OFFERED GENERAL Rs. 500/- Rs. 15,000/-

The tariff for leased line access includes the line lease charge as well as the Internet account charge for a TCP/IP account with permanent Internet Protocol (IP) address. The leased lines are available at various speeds and the tariff for them is given below:

TCP/IP Service with Leased Line Access

SPEED REGISTRATION FEE(one time)

ANNUAL TARIFF

100% EOU

2.4KBPS Rs. 15,000/-Rs. 1.5 lakhs

Rs. 1.2 lakhs

9.6 KBPS

Rs. 15,000/- Rs. 6 lakhs Rs. 4.8 lakhs

64 KBPS Rs. 20,000/-Rs. 12 lakhs

Rs. 9.6 lakhs

128 KBPS

Rs. 20,000/-Rs. 18 lakhs

Rs. 14.4 lakhs

256 KBPS

Rs. 40,000/-Rs. 25 lakhs

Rs. 20 lakhs

512 KBPS

Rs. 40,000/-Rs. 36 lakhs

Rs. 28.8 lakhs

1 MBPS Rs. 40,000/-Rs. 60 lakhs

Rs. 48.0 lakhs

2 MBPS Rs. 50,000/- Rs. 100 lakhs

Rs. 80 lakhs

NOTE: FOR EDUCATIONAL AND SCIENTIFIC INSTITUTIONS For government-recognized educational institutions and government scientific organizations, 64 Kbps access is provided at Rs. 4 Lakhs per annum, and higher-speed connections are charged at n X (64 Kbps tariff), for a line bandwidth of 'n' times 64 Kbps.

In this book we primarily discuss the Terminal account, and to a much lesser extent, the TCP/IP account. Please see Appendix C for more discussion about leased lines.

b. Where to go and what to do

The procedure involved in getting either the Terminal account or a TCP/IP account is the same. Basically there are two steps to obtaining the account.

The first step is to get a modem for your computer which is approved by DOT for use on telephone lines. The next step is to contact the VSNL customer relations section in your city (in Mumbai Tel No: 262 4020 ext. 2044 or 2222) and get an application form and brochure. Fill up the application, attach the required Demand Draft taken in favor of VSNL, and send it to the customer relations section. Within a short time you will be informed of your login name and password.

c. Terminal Account

(I). Hardware Requirements

The minimum requirement for accessing the Terminal account is either a VT100/VT220 type of terminal or a DOS machine.

A 80386 processor machine with an adequate hard disk and 14.4 Kbps error correcting modem will serve you well.

(II). Software Requirements

With a DOS machine, a DOS-based terminal emulation program is needed. There are many of these programs available, either as shareware or commercially. Two of these, Telix and Procomm Plus, are described in further detail below.

Telix is a shareware program, which means you can get it from a friend or download it from a WEB site, for example www.shareware.com. Unzip the file in a Telix directory. Then run a program called modemcfg to configure the software for your modem. The program will prompt you for information. The most important information it may need is the brand name and model of the modem, as that will set the configuration parameters from a stored table in the software.

Procomm Plus is a commercial program which has to be purchased. This program also will prompt you for the information needed for installation. This is a feature of most communication software packages, and some now automatically detect your modem type and give you the choice to alter it if the automatic choice is in error.

Both these, as well as most other packages, provide dialing directories where you can store phone numbers and some of the dialing parameters.

d. TCP/IP account

(I) Hardware Requirements

The minimum requirement for accessing a TCP/IP account, which requires graphics capability, is a 80386 processor machine with 4 MB (preferably 8 MB) RAM, or one having similar processing power, such as the Apple MAC.

At least a 14.4 Kbps modem is needed. For an IBM-compatible machine, either Windows 3.1 or Windows 95 operating system is required for the TCP/IP account.

(II) Software Requirements

Originally, the PCs were not designed to communicate with other computers. For LAN type useage, different protocols (a set of rules for communication ) were designed and used. To communicate over the Internet, the windows applications, need to send and receive data using TCP/IP communications protocol. To be able to do this, Winsock (TCP/IP stack) need to be installed in Windows.

If you are using Windows 3.1 or 3.11 system software, appropriate 16 bit TCP/IP stack software will be required. There are many choices for this, for example Chameleon, Netscape, Internet in a Box, and Windows 95, to name a few. Most of these have an auto-install program, which, during installation, will ask you for two IP addresses for the DNS servers, one primary and one secondary. If you are also installing E-mail software such as Eudora, then one more IP address, for a SMTP server, needs to be entered. These addresses are given in Appendix A, for different locations in India.

Internet Service Providers in India, Top Internet Service Provider Sites in India, Best Indian sites on Internet Service Providers, Indian Sites on Internet Service Providers, etc and has the potential of being listed on this page, kindly do let us know.

Bharti Infotel Ltd

Bharti Infotel Ltd, a renowned telecommunications and Internet service provider in India, is a part of Bharti Enterprises. In the site, you can look for information on the various services provided by Bharti Infotel Ltd. Check out the section that covers the services like voice services, mobile services, satellite services, managed data & Internet services, managed e-business services and so on. All these services are provided under the brand name Airtel.

HCL Infinet Ltd

HCL Infinet Ltd, the Internet infrastructure initiative of the HCL group, is one of the major IT service providers in India. Search for the range of services offered by HCL Infinet Ltd, that include broadband Internet access, hosting and co-location services, virtual private networks, application services and many more. Know about the latest happenings and go the corporate site of the company.

Reliance Communications Infastructure Ltd

Reliance Communications Infastructure Ltd is a reputed name, when it comes to providing customers with efficient and worl-class Internet solutions. Browse the site of Reliance Communications Infastructure Ltd to learn about the high-capacity wireless and wire line services. Go to the quick links and discover new ways to use their internet services to the best of your interests.

Sify Ltd

When you talk about Internet, networking and e-commerce services, Sify Ltd in India is a pioneer in this field. They have made the Internet work for you by setting up cyber-cafes across India, providing dial-up Internet connections and

broadband services. The site of Sify Ltd. gives you a detailed idea of their venture in corporate, consumer and international services.

Tata Internet Services Ltd

Tata Internet Services Ltd. provides hi-class internet services and IT based solutions to the Indian mass. Visit their site to find out more about their vast range of services. Check out the links on broadband internet, wireless service that are most suitable for your personal and business requirements. Also know about the service centers and comprehensive customer care network of Tata Internet Services Ltd.

Worldcom Communications India Pvt Ltd

MCI, along with Verizon Solutions, have ventured into the field of Internet services and global communication solutions. Take a tour of the website of Worldcom Communications India Pvt Ltd and browse through the sections that give you the details of services designed for consumers and businesses. Find out what Worldcom Communications India Pvt Ltd has to offer regarding hi-speed internet, IP services, network solutions and others that suit your purpose.

CO M PANY PROFILE

Nettlinx is an Internet Infrastructure initiative of the Nettlinx group. The company started its ISP/NLD operations in the year 1999 and has been catering to the networking requirements of the domestic

enterprise market since then. It has a Class B license to operate as an Internet Service Provider (ISP), NLD, ITSP and Call Centre (OSP) Services Provider. Nettlinx offers state-of-the-art Managed Network Services to enterprises across Andhra Pradesh. Nettlinx operates through a direct presence in 40+ locations. It has proved to be a best ISP in providing fully converged network platform (Data, Voice and Video application support) to Enterprises across Andhra Pradesh.

Partnering with National Telco`s we provide state-of-the-art products and solutions for network requirements of organizations. Nettlinx`s statewide presence and experience in the field of Internet related services offers our esteemed clients a high degree of satisfaction.

Nettlinx operates through a network which is built on world class technology and unparallel infrastructure. The fully redundant, carrier agnostic backbone architecture enables us to deliver high network uptimes and network availability to our customers. Each of the Nettlinx POPs are equipped to provide all the latest WAN protocols.

Nettlinx offers a complete range of network solutions like VPN, Internet, Network Management Services, Data Centre and Co-location Services and Value Added Services like Internet Telephony and Enterprise Mailing Solutions etc. With a proven record of offering robust network connectivity solutions. With multi-homing, fully redundant, the company has created a reliable network infrastructure which is trusted by customers for supporting various applications. With years of experience and a long list of satisfied customer base, the company is set to surge new heights emerge as a best ISP in the Andhra Pradesh market.

Our connectivity services have been fulfilling the need to run applications like Live Video Streaming, Mailing, Web services etc across multi-location enterprises in various verticals as Electronic Media, Financial Institutes, FMCG, Education etc.

Nettlinx in Comparison to the Telecom Companies

The Multi Homing Network from Nettlinx enables us to provide the following differentiators :

Nettlinx is a company that is carrier, vendor and access-agnostic - that is,

1. Nettlinx will procure the bandwidth (Backbone and Last Mile), equipment and other requirements from any telecom provider best suited to its client's needs and overlay this network with its solutions.

2. The telecom service providers usually rely on their own network, they cannot easily move to the least congested routes, or the best available rates; that is why companies such as ours would be much more efficient.

3. When it really comes to executing the telecom companies have a hard time executing: largely because they use their own networks.

4. Nettlinx delivery model is based on utilizing the bandwidth capacities from multiple providers like Telecom carriers and Utility companies. Nettlinx then builds solutions and other value-added services around the basic bandwidth model utilizing its experience.

Over View

Nettlinx an Internet Infrastructure initiative of the Nettlinx group caters to the networking requirements of domestic enterprise market. Partnering with National Telco`s we provide state-of-the-art products and solutions for network requirements of organizations of all sizes.

Nettlinx offers a complete range of networking services & solutions like:

» Internet Bandwidth Services » Internet Telephony » Managed Data Centre » Co-location Services» Managed Data Centre Services» Managed Network Services » Wireless Broadband Services

Nettlinx's Service Portfolio

» Connectivity/Bandwidth Services» Value Added Services» Managed Internet Services - Wireless and Wire-line

» Managed Internet Telephony » Data, Voice and Video Applications: Managed Network Services» Managed Collocation Services» Network Consultancy» Managed Messaging Services» Network Management Services » Facility Management

PresenceHeadquartered in Hyderabad with presence in 40+ locations in India and abroad, with data centers located in Hyderabad & New Jersey in USA.

Hyderabad, Vijayawada, Visakhapatnam, Tirupati, Nellore and Kurnool

Corporate Governance

Report on Corporate Governance

1) Company's Philosophy on code of Corporate Governance

The Company firmly believes in and has consistently endeavored to practice good corporate Governance. The Company's Philosophy on Corporate Governance envisages the attainment of the highest levels of transparency, professionalism and accountability, in all facets of its operations, and in all its interactions with its stake holders, including shareholders and employees.

2) Board of Directors

The Board of Directors consists of 8 Directors.The composition and category of Directors as on 30.06.2011 is as follows:

Category Name of DirectorsPromoter / Non Executive Director Dr. Loka Narayana ReddyPromoter / Chairman Dr. Manohar Loka ReddyPromoter / Executive Director Mr. Chandra Sekhar Pogula

Non-Executive and Independent Directors

Sri K. Kameswara RaoSri V. Harish KumarSri M. Suresh Kumar Reddy Sri J. V. Hanumanth RaoSri M Appa Rao

Web Hosting services

Windows NT Hosting

• Fast & Reliable connection

• Outgoing SMTP server support

• Unlimited FTP access

• Your own Control Panel

• MS SQL 2000 database

• ASP

• CDONTS

• CGI

• E MAIL

• And more

We offer flexible packages for hosting sites - in Windows NT. Linux After designing the next logical step is hosting. Our customers have a wide choice in terms of platforms (Solaris, Linux, NT) and in terms of special requirements like database (Oracle 8i, SQL Server, My SQL)

Dedicated Leased Line Dedicated Leased Line Solution is high-speed Internet feed to your location. These lines can be used for access to the World Wide Web as well as hosting of your Internet server(s). Your LAN or WAN will have continuous connectivity to the Internet through our multi-homed backbone.

Nettlinx High Speed Dedicated Leased line service offers you a high-quality connection - making collaborative computing, video conferencing, distance learning, VPN, next-generation e-commerce, fast corporate e-mail download, video-on-demand, and Internet telephony all possible.

FEATERS

Capacity

Why dedicated Servers?Being in the industry for as long as we have been, we are aware that a lot of companies are now opting for dedicated servers due to

• Easy management

• Full control

• Better uptime

An inadequately written application being run by “another company” on a SHARED server can cause the machine be slow down or even crash. Your own server means, it runs only your SW!!

• Customized configuration at ‘root’ level – Install whatever you want !

• 100% resources: All the CPU power, RAM, HDD is dedicated to you only resulting in much better speed.

• Data security reasons So far having a dedicated server was a very costly affair and something not easily available, but we are now offering very cost effective dedicated Servers.

These are managed servers, both in terms of hardware & operating software. We will setup the server for you, using quality hardware & the most recent versions of the operating systems, we will then maintain these machines in terms of the hardware problems (this includes the routine maintenance & also the repair/ replacement of problematic components, if any) & also the problems relating to the operating system.

But even with the hardware & operating system being handled by us, you are the one who is in actual day-to-day control of the server; you can install specific software that is something not possible with shared servers. Basically you can configure & use the machine in whichever way you want.

24x7 Monitoring

Our Virtual Data Center infrastructure is equipped with Live-Alert, our in-house developed Automated Monitoring system.

Live-Alert monitoring is deployed at 3 stages.

Process Monitoring

Process Monitoring Robot monitors & logs all running processes every minute. If robot notices any process which is utilizing more resources than the accepted threshold or process is found to be malfunctioning, they are immediately terminated. In case of such events, email & SMS alerts are sent to Customer Support Team for further investigation. Live-Alert robots are capable of restarting or terminating any process required for smooth functionality of servers.

Our system also generates real time report which are manually reviewed by our Customer Support Team.

Server Load Monitoring

Load Monitoring Robot logs server load every minute. If server load is found to be higher than accepted level, responsible service is terminated and email/SMS alerts are sent to Customer Support Team for further investigation.

Remote Port Monitoring

All our servers and server ports are externally monitored from 2 different locations every minute. In case of any failures email & SMS alerts are sent to Customer Support Team for further investigation. In case of any of the services malfunctions or goes off-line, immediate notification is sent to our team.

Live-Support Defined

Nettlinx was founded with the vision of being a customer friendly, technology service company that was easy to do business with. We wanted to adopt systems, define processes, implement tools and have the right TEAM to meet our vision. We wanted to ensure that we exceed our customer's expectations at every interactions.

This vision is integral key component of every part of Nettlinx resulting into a unique level of customer service, which we call "Live Support".

To ensure "Live-Support" we have focussed on following key areas.

The Team

Systems

Methodology

The Team

As a focused Managed Hosting Provider, we take customer service & satisfaction as our highest priority. We believe that Customer Support focus is a key area for any company to offer high level of services and generate trust in customers. We have always been dedicated to committed & personalized customer services. Although many of the key services can be automated, service level ultimately relies on customer support team. More than just great technical skills, they must have strong desire to solve problems for customers.

We only hire those who demonstrate dedication & strong passion for helping people. Potential employees must posses qualities like friendliness, patience & desire to grow in a self challenge environment. We recruit executives based on their personal values and we train for technical expertise.

Our team members at all levels of the company go through the ongoing training programs which makes us a Strong work force.

Our information sharing process, group discussion and internal bulletin boards ensures that all key information is shared by all team members.

Finally, our employees function in a team environment which encourages an outstanding service experience to our customers. Our Team Work approach allows customers to develop deep personal relationships with team members. Each employee's compensation is linked directly to the overall satisfaction of their team's customers. Each member's metrics are tracked individually and

results of the team are published on daily basis. Team members take pride in sharing how satisfied their customers are.

IndiaLinks is a company committed to hiring and training people that fit our values. We realize that this is an MUST element to keep our Live-Support philosophy intact as we grow.

Systems & Tools

To meet & exceed customer's expectations is impossible without proper systems in place. Systems serve as foundation upon which our Managed Hosting Platform is built. Flexible systems are must to achieve our vision "Live-Support".

We have in-house developed number of systems & tools, from the phone system that tracks customer calls, online support ticketing system, automated centralized hosting environment which is capable of controlling hundreds of servers right from one single control panel, server & port monitoring tools, server robots capable of self-correcting technical issues to complex reporting tools. Real advantages India Links has over other technology service company is that our systems are built specially for MANAGED HOSTING.

Integration of our systems gives us incredible flexibility when serving our customers. Our systems do not only offer automation for our services that can deploy complex hosting environments within minutes, but once they are deployed, we are able to monitor, identify & resolve problems all from within one system very quickly.

Our tools provides over 80% of required man power. Efficiency & automated processes translates into faster service and a dramatic reduction in human error.

Methodology

We continually work on implementing & improving processes to remove hassles for our customers and improve the overall service standards.

to make it easy for our customers to do business with us is a key focus of "Live Support". We look for processes that could be made automated or simpler for our customers and when we find one, we make changes. Each and every TEAM member of India Links is expected to identify processes that could be improved.

Customer feedback is one of the main key inputs to improve processes. We solicit and encourage feedback from our customers.

Guaranteed Network

Our Nettlinx Center infrastructure consists of Servers located at various Data Centers at geographically different locations. We ensure that every Data Center we use meets our requirements. Some of our requirement & standards are as below.

Redundant Multiple Backbones

Data Centers are connected to Internet with highly redundant network through multiple backbones connected to various Tier 1 upstream providers. All network links are also peered with other networks for fastest possible data transfers.

99.9% Uptime Guarantee

Our tie-ups with every Data Centers, guarantees us 99.9% Network Uptime. We ensure that every data center used by us meets this requirement.

BGP4 Dynamic Routing

Data centers runs the Border Gateway Protocol (BGP4) for best case routing. The BGP4 protocol is a standard that allows for the routing of packets of information sent out from network. Each packet of information is evaluated and sent over the best route possible. Because of the redundant network architecture, packets may be sent via alternative routes even if they are being delivered to the same end user. Should one of the upstream provider fail, packets leaving networks are automatically redirected through another route via a different upstream provider.

Bandwidth Utilization

It is a common misconception that the amounts of bandwidth (size of the pipes that carry the data) differentiate web hosting companies. In reality it is not only the size of the pipes that matters, it is the utilization levels. The utilization of Internet connections is vital to a network's ability to transfer data without packet loss or latency. We ensure that every Data Center used by us has connection usage below 50% to avoid any connectivity problems.

Security

Nettlinx strives to ensure uninterrupted service and a high level of security. Nettlinx has developed a comprehensive approach to safeguard all infrastructure & services right from Network level to Application level.

Data Center Security

Data Centers are physically isolated from everyone but level three technicians. Public access is strictly forbidden. Data Centers are equipped & monitored round the clock with closed circuits. Strict access controls are implemented including keycard protocols/biometric scanning protocols and continuous interior and exterior surveillance.

Network Security

Data Centers used by our Virtual Data Center infrastructure has fully switched network. Traffic destined for a website hosted on a server is sent only through switching equipment necessary to deliver the information to that server. This minimizes the risk of someone sniffing or capturing traffic being sent across the network.

Operating Systems

All our servers are installed with Enterprise version of Linux or Windows 2003. We do not use operating systems which are known to have security loop holes. All our servers' operating systems are automatically patched at regular interval. This ensures that servers are always protected against all known vulnerabilities with latest security patches.

Server Access

Access to servers is restricted. Console/Shell access to our servers is restricted only from our Hosting Operations Center for management purpose only.

Operating System Hardening

We follow a strict Security Audit Process. All unwanted services on servers are disabled. Operating System applications & commands including compilers (which are used by hackers to compile programs and gain access) are removed.

Firewall

Our Virtual Data Center Infrastructure is protected by Firewall at various levels. Our Security Audit Team monitors traffic with-in and out-of our network & ensure that necessary security settings are implemented as and when required to safeguard all our services, servers and your data.

Remote Port Monitoring

All our servers are monitored for server ports remotely every alternate minute by Live-Alert, our own proprietary port monitoring system. If system detects any open ports besides the allowed ports, our Security Audit Team is immediately alerted.

In most compromised systems, hackers install and runs backdoor services, backdoor consoles or services like IRC / Chat Servers which opens a port on server. Such attempts are immediately detected.

Process Monitoring

Process Monitoring Robot checks all running processes along with Load on every servers. If robots detects any unauthorized process or processes eating up resources beyond allowed threshold or are found to malfunction, are immediately terminated. In case of any of such events, email & SMS alerts are sent to Security Team for further investigation. Process monitoring robots are also capable of restarting or terminating any process required for smooth functionality of servers.

Application Security

Most of our server management applications & control panels are in-house developed. Any 3rd party products go through a thorough security & performance testing before they are deployed on servers. Any such third party applications are monitored regularly for their functionality.

Data & Directory Protections

User on the server are restricted only to their designated directories. This ensures that no other user on the same server has access to your files (unless granted with permissions).

Disaster RecoveryThe prospect of data loss from an unexpected disaster is one which looms over many businesses. We understand how crucial it is to have your site back up and running in case of an unexpected event, which is why Nettlinx has implemented a fool-proof disaster recovery system which can ensure that your site will be up and running as quick as possible, minimizing downtime and potential data loss.

Database Driven Configurations

Our infrastructure uses Database driven configuration system. Server configuration files are generated from Database which resides on our central server (with hourly backup on backup servers).

While most Hosting companies has to manually setup server & user account spending couple of hours, our Disaster Recovery Robots can do this automatically in less than 5 minutes minimizing the time required to have your websites back up & running.

Data Backup & Recovery

All your website data & databases are backed-up on second hard drive & also transferred to a secure location on a remote server at regular interval. In event of a server crash, our Disaster Recovery Robots can automatically restore the backups on new server.

We do follow a strict data backup policy & keep atleast 2 copies of previous backups. However, looking at the sensitivity & importance, customer will be responsible to ensure that they have latest backup of their data off-line. We strongly recommend customers to take backups at regular intervals.

MAJOR CLIENTS

Tv9

Channel-4

APSRTC

Gemini

Studio N

Hmtv

Med City Hospitols

Crown Beers Indian pvt.ltd

ANDHRAUNIVERCITY

AP Assembly

Edoc

Hotel Golkonda

Narayana education groups

HUMAN RESOURCE DEVELOPMENT

Performance appraisal

Company considers its human resources as the most valuable resources for its growth &

development. Performance appraisal seeks to achieve the following.

1. To set realistic & challenging targets/ key performance area on annual

basis for the individual.

2. To assess employee’s performance based on person attributes. Job

performed targets achieved/ specific achievements.

3. To assess the strengths, weakness& potential of the employee.

4. Performance based reward in terms of increment& promotion etc.

Appraisal period

Appraisal period is from April to March. Every employee is appraised at

the end of the Appraisal period. Employees joining during appraisal are

appraised on completion of their one year service& employees joining

after March are appraised in next appraisal.

Method of appraisal

The employee’s performance is appraised by the department & sectional

head in consultation with his immediate supervisor on personal attributes,

job performed targets achieved/ specific achievement. Finally the appraisal

is reviewed & approved by the review committee to ensure uniformity&

objective.

Appraisal feedback

1. The appraisal is being discussed with the employee by the appraisee to.

2. Feed back about his performance, strength& weakness employee is also

suggested area of consolidation& improvement.

Employee’s co-operation

The appraisal system requires active because its effectiveness depends on

realistic self assessment & positive approach towards the feed back.

Training & development

Training & development is an important aspect of the H.R.D. The company

believes in training & development of its employees. To take higher

responsibility and to meet the challenges of the individual employee is

assessed by his sectional & departmental head in consolation with employee.

In hour & outstation programs are arranged for employees by H.R.D. on

recommendation of sectional & departmental head.

PERFORMANCE APPRAISAL SYSTEM

Performance appraisal is a process of evaluating employee performance for

the purpose of placements, selections for promotions, career planning,

financial rewards, motivation etc, performance appraisal seeks to achieve

following objective.

● To assess the performance, personal attributes and potential of the employee.

● Performance based rewards in terms of promotion, increments etc.

● To identify training needs.

● To assess strengths ,areas of improvements and give feedback to the employee.

INDIVIDUAL COMPONENTS DEFINED

ATTRI B UTES

There are seven specific and major attributes that have been broken into sub

components against which ratings to be provided. The various attributes are

explained.

WORK PLANNING

● ABILITY TO PLAN

● ORGANISE

● EXECUTE

● MEET DEADLINES

● INTEGRITY

● RESPONSIBILITY

COMMUNICATION

● ARTICULATING

● PERSUASION

● SUPPORT

● CONFIDENCE

CONCEPTUAL DEPTH

● VISION

● LONG RANGE PLANNING

● VERSATILITY

● CREATIVITY AND INNOVATION

OVERALL BUISNESS APPROACH

● TECHNICAL BASIS appreciates the technical up gradations and the

technological applications in the organization.

● FINANCIAL KNOWLEDGE has been appreciated of the financial ratios

and instruments.

● STRATEGIC PRIORITIES has appreciation of situations and

strategies based on those situations

● CONSUMER DRIVEN has a customer friendly approach to both internal

and external customer.

AREAS OF STRENGTH

As a part of the performance review discussions, the appraisee, section

Head and HOD should individually list out three most important strengths

in the appraisee, in order to utilize the same optimally and develop it for

future productivity.

AREAS OF IMPROVEMENT

The appraisee, section Head and the HOD should individually list out

three most important areas requiring improvement, of the apparisee. This

will develop the employee in identifying his own development needs and

make suitable learning processes to overcome these areas.

KEY TRAINING AND DEVELOPMENT

The appraisee, Section HEAD and the HOD should individually list

out important training needs of the appraisee for him to impart his specific

functions of his job effectively and in the manner that generates optimum

output.

This section of form can also help the Departmental Heads and the HR

Manager to plan a training calendar for the employee and effectively conduct

the same.

RATINGS

Ratings in the terms are to be awarded to the individual, by his immediate

superior and the departmental head in the specific columns. The points are

given as:

OUTSTANDING

COMMENDABLE

MEET EXPECTATIONS

NEEDS IMPROVEMENT

UNSATISFACTORY(US)

A PROJECT

REPORT

ON

numbers

Scale Rating Standard Actual

0.05 OS 3 20.2 CO 12 150.5 ME 31 29

0.15 NI 9 110.1 US 6 4

61 61

piu stores

Standard Actual

35

30 31

25 29

15

1210 11

5 3 9 62 4

0OS CO ME NI

US

Rating

MULTIPLE PURPOSES OF PERFORMANCE APPRAISAL

General applications Specific purpose

Developmental uses

Identification of individual

needs. Performance

feedback.

Determining transfers and job assignment.

Identification of individual strengths and

developmental needs.

Administration uses

Salary

Promotion

Retention and termination

Reorganization of individual

performance. Lay off

Identification of poor performance

Organization

al

m

aintenance/objectiv

HR planning determining training

need Evaluation of goal

achievement Information of goal

identification evaluation of HR

system

Documentation

criteria for evaluation

research Documentation for

HR decision helping to meet

legal requirement

ISSUES IN APPRAISAL PROGRAMMES

Formal v/s

informal

What methods

Whoseperforma

nce

When to evaluate

Appraisal design

Who are the partners

What to evaluate

What problems

How to solve

PERFORMANCE APPRAISAL S YSTEM

Performance appraisal system in any organization depends substantially on five factors –

concept, criteria, context, culture and contingency.

Concept :- The performance dimensions are several. They include duties,

responsibilities, behavior and traits. Performance appraisal involves at least

two persons/parties: the appraiser (who does the appraisal) and the appraise

(Whose performance is being appraised).

Appraise expect Appraiser should

● To know what his duties and ● Prepare job

descriptions responsibilities are

● To know what is expected of ● Facilitate appraisee to

set him and whether the expectations goals/targets

are reasonable enough

● To know how he is doing ● Analyze results with appraisee

● To have appraiser’s help, if needed Advice, guide, coach & counsel

● Rewards to be commensurate with ● Reward for good

results performance

Criteria: - Several performance measures such as output, quality,

punctuality, cost control contribution, job knowledge, discretion, initiative,

team work, resourcefulness honestly, and leadership qualities are usually

reckoned as some of the criteria against which performance is assessed.

Context: - The top management philosophy values and belief

system in the organization influence the notions about people in the

organizations and the type of control, motivation and communication

systems.

Culture: - The cultures of people in general seem to affect appraisal

system. Studies and commentaries on Indian organizations seem to point to

a pattern where the loyalties of employees are more to the people than to the

tasks or to organizations.

Contingency: - There is a systematic effort to link performance appraisal to

other sub- systems of human resource management such that all personnel

decisions use the performance appraisal data as a critical input, it becomes

difficult to impart seriousness in to the system. The result would be apathy

on the point of both the appraiser and the appraisee to the entire process.

Methods of appraisal-

The last to be addressed in the process of designing an appraisal

programme is to determine method(s) of evaluation. All the approaches

to appraisal can be classified

into:-

(i) past-oriented methods

(ii) future oriented methods

Rating Scale

Cost accounting Checklists

Essay ForcedAppraisalmethods

Choice

Tests and ForcedObservation distribution

Field review critical incidentBAR

S

Appraisal Techniques

Different techniques are used for performance

appraisal. They include:-

Methods

Future oriented

Appraisal by objectives Management by objectives

Trait Appraisal

Rating Scales &Ranking Technique

Simple or straight Ranking

Forced distribution Ranking Psychological appraisals

Paired comparison

The Critically incident method Assessment Centers

PAST ORIENTED APPRAISALS

Appraisal by objectives : - The objectives for the evaluation period (usually

12 months) are determined through joint discussion and negotiation between

the superior and subordinate. This system is followed even in organization

which does not have a formal programme of ‘Management by Objectives’.

Invariably, in many organizations where the objectives are predetermined,

Key performance Areas (KPAs) or Key Result Areas (KRAs) are also

decided in advance through joint effort.

Confidential Report :- A confidential report is a report on the subordinate

by the immediate superior and covers a limited range of aspects like the

candidate’s strengths, weakness, major achievements or failures and

information on some personality traits and behavior aspects. The confidential

report system is usually a descriptive one and permits a lot of subjectivity.

Trait Appraisal :- Commonly used individual traits include several

distinguishing characteristics firmly anchored in human behavior that

manifest themselves on the job and influence performance. These

characteristics include the following listed next page.

Ability for sustained hard work Drive

Acceptance of responsibility Effort

Adaptability Efficiency

Analytical ability Honesty

Appearance

Industriousness Attendance Initiative

Attitude towards criticism Integrity

Capacity to train Intelligence

Commitment to task Judgment

Communication Leadership

Conduct Loyalty

Confidence Motivation

Rating Scales :- These are techniques where performance is measured

through assigning numbers (0 to 4, 1 to 5 or 1 to 9), (A to D or E) or words

which are descriptive adjectives (e.g., outstanding, very good, good, fair,

poor) to items or events to describe differences.

In all rating scales, most organizations are finding it useful to have an extra

column ot record N.A. (not applicable) or N.O.

(Not observed) or any other comment as appropriate.

Ranking Technique :- Ranking techniques encourage superior or peers to

rank-order all their subordinates or peers as the case may be. This is a form

of comparative measurement.

Simple or straight Ranking :- This technique provides for an ordinal

scoring; first, second, third and so on.

Forced Distribution Ranking :- This is ranking technique where raters are

required to allocate a certain percentage of rates to certain categories (e.g.,

superior, above average, etc.) or percentiles (e.g. Top 10%, Bottom 20%

etc.) Both the number of categories and percentage of employees to be

allotted to each category are a function of the performance appraisal design

and format.

Paired Comparison :- This technique requires the rater to appraise which

of the two employees is superior, instead of having to rank order all the

employees in the same work unit doing the same job. This is widely used

when one is comparing a small number of people.

Narrative or Descriptive Methods :- The ongoing search for newer

and better techniques of appraising employees performance led to

several descriptive methods. These include the essay and the critical

incident methods among others.

The Essay method :- In this method, the rater describes the ratee in

terms of several broad categories such as the person’s strengths and

weakness, major achievements and failures, potential training and

development needs and overall performance of the rater.

The Critical Incident method: - This method requires the rater to maintain

a record of major observations of what he feels are work behaviors critical to

the difference between success and failure. It provides information based on

systematic observation of actual job performance.

Behaviorally Anchored Rating Scales (BARS):- These are descriptions of

various degrees of behavior relating to an aspect of performance dimension.

The behaviors are described for a set of intervals ranging from the most

negative to most positive.

FUTURE ORIENTED APPRAISALS

Management by objectives :- It was peter F. Drucker who first gave the

concept of MBO to the world way back in 1954 when his The Practice of

Management was first published.

Application of MBO in the field of performance appraisal is a recent thinking.

MBO works can be described in four steps :-

1. To establish the goals for each subordinate that he has to attain.

2. Involves setting the performance standard for the subordinates in a

previously arranged time period.

3. The actual level of goal attainment is compared with goals agreed upon.

4. Establishing new goals and, possibly, new strategies for goals not

previously attained.

Psychological Appraisals :- Large organization employ full-time

industrial psychologists. When psychologists are used for evaluations, they

assess an individual’s future potential and not past performance. The

appraisal normly consists of in-depth interviews, psychological tests,

discussions with supervisions and a review of other evaluations. The

psychologist then writes an evaluation of the employee’s intellectual,

emotional, motivational and other work-related characteristics that suggest

individual potential and may predict future performance. From these

evaluations, placement and development decisions may be made to shape the

person’s career.

Assessment Centres :- An assessment Centre is a central location where

managers may come together to have their participation in job related

exercises evaluated by trained observers. The principal idea is to evaluate

managers over a period of time, say one to three days, by observing (and

later evaluating) their behaviour across a series of selected exercises or work

samples.

DESIGN OF AN EFFEC T IVE APPRAISAL SYSTEM

It is useful to focus on aspects such as the following so that the appraisal

system can be effective:

1. Appraisal objectives and uses should be specific, clear, relevant,

timely, adequate, open and fair. It should be adequately and

appropriately linked with the other subsystems of human resource

management and capable of being put to use in a manner beneficial to

the individual employee and the organization.

2. It should be an ongoing process of managing performances

with employee actively participating and supervisor playing the role

of coach and developer.

3. The information generated should be tailored to the needs of the

organization, performance requirements and norms of behaviour.

4. Recognize individual differences in system design. Identify the needs

of rates in terms of feed back, mobility, Self esteem etc.

5. The overall purpose should be developmental than judgmental. It is

important to separate evaluation of performance and potential.

MotivationX

Ability Performanceoutcome Attainment and job satisfaction

IMPLICATIONS FOR PERFO R MANCE AND SATISFACTI O N

Selection Practices :- An organization’s selection practices will

determine who gets hired. If properly designed, it will identify competent

candidates and accurately match them to the job. The use of the proper

selection device will increase the probability that the right person will be

chosen to fill a slot.

Training and Development Programs :- Training programs can affect

work behaviour in two ways. The most obvious is by directly improving the

skills necessary for the employee to successfully complete his her job. An

increase in ability improves the employee’s potential to perform at a higher

level. Of course, whether that potential becomes realized is largely an issue

of motivation.

A second benefit from training is that it increases an employee’s self-

efficacy. Self- efficacy is a person’s expectations that he or she can

successfully execute the behaviour required to produce an outcome.

Organizations that provide formal career development activities and match

them to needs that employees experience at various stages in their careers

reduce the likelihood that productivity will decrease as a result of

obsolescence or that job frustrations will create reduced satisfaction.

Performance Evaluation :- A major goal of performance evaluation is to

assess accurately an individual’s performance contribution as a basis for

making reward allocation decision: if the performance evaluation process

emphasizes the wrong criteria or inaccurately appraises actual job

performance, employees will be over- or under rewarded. This can lead to

negative consequences such as reduced effort, increases in absenteeism, or

search for alternative job opportunities.

Reward systems :- If employees perceive that their efforts will be accurately

apprised and if they further perceive that the rewards they value are closely

linked to the evaluations, the organization will have optimized the motivational

properties from its evaluation and reward procedures and policies. We can

conclude that rewards are likely to lead to high employee performance and

satisfaction when they are

(1) Perceived as being equitable by the

employee. (2) Tied to performance and

(3) Tailored to the needs of individual

Union – Management Interface :- The existence of a union in an

organization adds another variable in our search to explain and predict employee

behavior. The union has been found to be an important contribution to

employees’ perceptions, attitudes, and behavior. The informal norms that

union cohesiveness fosters can encourage or discourage high productivity,

organizational commitment, and morale.

DATA ANALYSIS

Question no 1: Number of service years in this organization.

(a) 5-10 years (b) 10-15 years (c) More than 15 years

QuestionLess than 5

Years

5-10 Years 10-15 years More than

15Sample Size 100

Employees

84 16 0 0

0

16 0Less than 5 Years

5-10 Years

10-15 yearsMore than 15

84

Fig. 1.01

Findings: The response collected is based on the period of their service in

the organization. As Nett linx.ltd company was set up in 1999. so the

years of service in the organization of most of the employees is less than 5

years.

Question no 2: Are you aware about your performance appraisal or any

evaluation done by your superior.

(a) Yes (b) No

Question

Yes No

Sample Size 100 Employees

80 20

20%

Yes

No

80%

Fig. 1.02

Findings :- 80 % the employees had responded in favor of that they were

aware about performance appraisal.

.

Question no 3: Are you aware about the modern techniques used in

performance appraisal?

(a) Yes (b) No

Question Yes No

Sample Size 100

Employees

60 40

40

YesNo

60

Fig. 1.03

Findings: Near about 60% of the employees had not aware about modern

performance appraisal techniques.

Fig. 1.4

Question no 4: Performance appraisal techniques make you better eligible

for promotion, demotion, & transfer.

(a) Agreed ( ) (b) Not Agreed ( )

Question

Agreed Not agreed

Sample Size 100

Employees

80 20

20

AgreedNot agreed

80

Fig. 1.04

Findings: The 80% of the respondent’s shows that PARs as a good strategy

to go ahead with promotion while 40% of respondents do not agree with it.

Fig. 1.5

Question no 5: Do you think performance appraisal is useful or just a waste of time?

(a) Useful ( ) (b) Waste of time ( )

QuestionUseful Waste of

timeSample Size 100

Employees

92 8

8

UsefulWaste of time

92

Fig. 1.05

Findings: More than 90% of the employees say that performance appraisal

is useful for there self-assessment and promotions. Thus, they cannot ignore

it. And rest of the employees thinks it as a waste of time.

Question no 6: Proper and adequate performance appraisal plays a crucial

role in your career development.

(a) Agreed ( ) (b) Not Agreed ( )

QuestionYes No

Sample Size 100

Employees

92 8

8

AgreedNot agreed

92

Fig. 1.06

Findings: 92% of the responses show that Performance Appraisal Report

helps a lot in the promotional activities.

Fig. 1.7

Question no 7: Does performance appraisal report is helpful in identifying Training and

Development need or it lay development plan for you?

(a) To a large extent (b) To some extent (c) Not at all

Question To a large extent To some extent Not at all

Sample Size 100

Employees

60 30 10

10

To a large extent

To s om e extent

50 Not at all40

Fig. 1.07

Findings: 50% of the respondents are satisfied by the performance

appraisal report as it helps them to understand the job profile and helps in

training need identification.

Question no 8: Performance appraisal is most of the time fair and unbiased.

(a) Agreed ( ) (b) Not Agreed ( )

QuestionAgreed Not agreed

Sample Size 100

Employees

85 15

15

AgreedNot agreed

85

Fig. 1.08

Findings: 65 % of the respondents show that Performance Appraisal report is time fair &

unbiased.

Question no 9: Have you understood clearly, as to what is expecting from you?

(a) Yes (b) No (c) Cant’ say

QuestionYES No Cant’ say

Sample Size 100

Employees

40 22 38

38

40

x

Y

ES

NoCant’ say

22

Fig. 1.09

Findings: There is a close response from the respondents on

Performance appraisal report where on one hand (near about 40%) say that it

makes feel refreshed & know there better responsibility. On the other hand

some say that it has helped them in improving their skills not to define

there future responsibility and performance.

Question No 10: Does the organization provide counseling after appraisal?

(a) Yes (b) No

QuestionYes No

Sample Size 100

Employees

74 26

26%

YesNo

74%

Fig. 1.10

Findings: Near about 75% of the respondents, say that Organization provides

counseling after performance appraisal report.

FIND I NGS

1. The response collected is based on the period of their service in the

organization. As nettlinx.ltdcompany was set up in 1999 so the years of service

in the organization of most of the employees is less than 5 years.

2. 80 % the employees had responded in favor of that they were aware about

performance appraisal.

3. Near about 60% of the employees had not aware about modern performance

appraisal techniques.

4. The 80% of the respondent’s shows that PARs as a good strategy to go

ahead with promotion while 40% of respondents do not agree with it.

5. More than 90% of the employees say that performance appraisal is useful

for there self-assessment and promotions. Thus, they cannot ignore it. And

rest of the employees thinks it as a waste of time.

6. 92% of the responses show that Performance Appraisal Report helps a lot in

the promotional activities.

7. 50% of the respondents are satisfied by the performance appraisal report as

it helps them to understand the job profile and helps in training need

identification.

8. 65 % of the respondents show that Performance Appraisal report is time fair &Unbiased.

9. There is a close response from the respondents on Performance appraisal

report where on one hand (near about 40%) say that it makes feel refreshed &

know there better responsibility. On the other hand some say that it has helped

them in improving their skills not to define there future responsibility and

performance.

10. Near about 75% of the respondents, say that Organization provides

counseling after performance appraisal report.

RECOM MENDATIONS/ S UGGESTIONS

1. This situation realizes that there were 20% of the employee who are

unaware of the performance appraisal report which will be reduced by providing

them counseling.

2. They should have to be aware about the performance appraisal techniques

because they have to pass through it for taking better promotions & greater

responsibility.

3. This shows there negligence towards there career & awareness. Thus, it can

avoid by providing enough information to employee with the help of training &

development exercise.

4. The 50% of respondent’s responses shows that they are not aware about

importance of performance appraisal report. They should be aware about that

how they can take promotion and greater responsibility through better

performance.

5. They have to introduced career development graphs and necessary skills to

reach that position after experiencing some years.

6. Respondents should have to better understand the job responsibility and

training need identification through schedule chart or through the job analysis.

QUESTIONNAIRE

a) Name of the employee:

b) Educational qualifications:

c) Designation:

d) Experience:

e) Martial Status: Married / Unmarried:

f) Number of children’s: M / F

g) Salary particulars:

1. In your Opinion Performance Appraisal is ?a. Evaluation of Employeesb. Promotion of Employeesc. Job Satisfaction of Employeesd. Motivation

2. Which method of performance appraisal is implemented in the organization?a. Meritb. Gradingc. Other

3. Do you receive any increment in your salary after performance Appraisal.a. Yesb. No

4. Do you think that performance Appraisal help to provide an atmosphere where all are encouraged to share one another burden.a. Yesb. No

5. Do you think performance appraisal helps people set and achieve meaningful goals.a. Yesb. No

6. Do you think performance appraisal give constructive criticism in a friendly and positive manner.a. Yesb. No

7. Do you think that performance of employees improve after process of performance appraisal ?a. Yesb. No

8. Do you think performance appraisal improves motivation and job Satisfaction.a. Yesb. No

9. Is the top level management partial in Performance Appraisala. Yesb. No

10. Do you think performance appraisal helps to change behaviour of Employees.a. Yesb. No

11. In your opinion Performance Appraisal system of your organization is related to which of the following ?a. Retention of Employeesb. Recruitment Systemc. Organizational Cultured. Motivation

12. After performance appraisal improvement in your performance.a. 10-20b. 20-30c. 30- above

13. Since how many years have you been working with this organization?a. 0-5 Yearsb. 5-10 Years

c. 10 to 15 Yearsd. More than 15 Years

14. Do you think Performance Management System is clearly defined in the organization ?a. Yesb. No

15. Do you think all the factors facilitating and hindering performance are taken into consideration while appraising the performance?a. Yesb. No

16. Goals set for Performance Evaluation are mutually decided goals ?a. Yesb. No

17. Do you think Performance Management System helps people set andachieve meaningful goals.?a. Yesb. No

18. You are satisfied with the weightages given against each activity that you are supposed to perform in the specified period by PMS ?a. Yesb. No

19. Does performance of employees improve due to current Performance Management System?a. Yesb. No

20. Do the PMS implemented in your organization create a participative environment?a. Yesb. No

21. Does the promotions are strictly based on Performance Management System?a. Yesb. No

22. Do you think your leardership and interpersonal skills are developed due to Performance Management System ?a. Yesb. No

23. Do you feel free to express to your appraiser, your disagreement regarding the appraisal decisionsa. Yesb. No

24. Your Job Description clearly defines KRA’s on which your performance is rated ?a. Yesb. No

25. Are you satisfied with the existing Performance Management System?a. Yesb. No

CONCLUSION

It is truth that no work is completed in itself. Infact,

completion of one job is actually the beginning of another job. Likewise,

performance Appraisal is never ending process. It is essential for personal &

professional development.

This project has been considering all possible aspects mentioned in the project

booklet. The project is made very clear and precise with the help of the

relevant data gathered from the company, company website & through various

annexure.

In the concluding remark of my project report, I would like to state that at NETT

LINX LTD, NELLORE, the employees are considered as most valuable assets &

strength for sustained growth & development of the company.

They believe in investing continuously in human resource for their growth. The

company is led by young professionals. They have an open work

environment which is achievement oriented.

BIB LOGRAPHY

HUMAN RESOURCE MANAGEMENT … P. SUBBA RAO

PERSONNEL / HUMAN RESOURCE

MANAGEMENT … STEPHEN ROBBINS

HUMAN RESOURCE MANAGEMENT AN

INFORMATION SYSTEMS APPROACH … WAYNE F CASCIO

Human Resource Management

by K. Aswathapa

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WEBSITES:-

WWW.NETTLINX.COM

www.quwstionsurvey.com