Upload
saffysingh
View
222
Download
0
Embed Size (px)
Citation preview
8/6/2019 Final Project Ofk Ks
1/88
1
PROJECT REPORT
ON COMPARATIVE ANALYSIS OF
PERFORMANCE APPRAISAL SYSTEM
AT HFCL AND VODAFONE
KULDEEP
Roll No.:80907320016
IN FULFILLMENT OF DEGREE OF BACHELOR OF BUSINESS
ADMINISTRATION 2008-10
SUBMITTED TO: MR.LICON JEET PAL SINGH
8/6/2019 Final Project Ofk Ks
2/88
2
ACKNOWLEDGEMENT
No task is a single mans effort. Various factors, situations and persons
integrate to provide the background for the accomplishment of a task. Behind
a successful undertaking are blessing and guidance of many. My sincerest
thanks to Mr. lokesh bhardwaj at HFCL Infotel without whose kind
benedictions this project would have been impossible. I was fortunate to get
opportunities to interact with the real working environment and learnt a lot
about the function of HR systems in a modern corporate setup. I would also
like to thank Mr.LINCON JEET PAL SINGH She have been my project instructor
and guided me at every step and my discussions with them were truly
enlightening. Their dedication and sincerity towards the project helped me a
lot in completing the report.
Last but not the least: I would like to thank the staff members who provided
full cooperation and continuous support during the course of this assignment. I
also thank the my institute and its esteemed faculty for cooperating with me.
8/6/2019 Final Project Ofk Ks
3/88
3
PREFACE
Employees Performance Appraisal system must focus on the
performance and future potential of the employee and not only for judging thecaliber of an employee so as to decide salary increment.
The appraisal is an ongoing an continuous process where the
evaluations are arranged periodically according to a definite plan.
The first chapter describes historical development in the area of
employees performance Appraisal system in companies. Further, the process
involved has been explained in brief. In second and third chapter, profile of
HFCL and VODAFONE and objectives of the study have been described. The
chapter research methodology describes the methodology in terms of the
research design, sampling design, questionnaire design, methods of collection
and the analysis of data. Further, pre-testing of the questionnaire, its validity
and reliability and the techniques used for analysis of the final data are
outlined. The methodology of the pilot & main study is explained in this
chapter.
Chapter describes in-depth study of the Performance Appraisal System
of HFCL and Vodafone and its effectiveness. Conclusions from primary data
and views of the experts of the field have been critically analyzed to arrive at
specific findings. Based on these findings, certain specific observations have
been concluded in the form of recommendations.
8/6/2019 Final Project Ofk Ks
4/88
4
In Chapter primary data collected is tabulated, analyzed and
interpretation done to arrive at findings of the research.
In last it describe the findings and conclusion attempted to arrive at
conclusions and recommendations for an improved appraisal system in the
company that the employees contribute better in the productivity of the
company.
8/6/2019 Final Project Ofk Ks
5/88
5
CONTENT
1) Introduction. 6-9
2) Company Profile. 10-20
3) Review of literature. 22-23
4) Objective of study. 24
5) limitations. 25
6) Research Methodology. 26-33
7) Methods of employers performance appraisal and evaluation
Of the system followed in HFCL and VODAFONE. 34-41
8) Data analysis and interpretations. 42-76
9) Finding & conclusion. 77-81
10)Bibilography 82
11)Questionnaire 83-88
.
8/6/2019 Final Project Ofk Ks
6/88
6
INTRODUCTION:-
Once an employee is selected and trained for a job then management would like
to see how her performs his work. It helps in evaluation the performance of an
employee and in assessing the hiring and training methods followed in an
organization. The employees are recruited with some objective in mind,
whether these have been achieved or not has to be regularly evaluated.
Merit rating is a process of evaluation an employees performance of a job in
terms of its requirements. The rating of a man by another man is as old as
mankind, but formal merit rating system are of respectively recent origin. Merit
rating is also terms as Performance Appraisal or Employee Appraisal.
MEANING
Performance appraisal is a process of measuring quantitatively and qualitatively
an employees past or present performance against the background of his
expected role performance the background of his work environment and about
his future potential for an organization.
Performance appraisal is a border term then Merit rating, even though these
two terms are used synonymously. In Merit rating, the focus is on judging the
caliber of an employee so as to decide salary increment, whereas performance
appraisal focuses on the performance and future potential of the employee.
8/6/2019 Final Project Ofk Ks
7/88
7
FEATURES
The main characteristics of performance appraisal are following:-
Performance appraisal is a systematic process consisting of number of
steps to be followed for evaluating an employees strengths and
weakness.
It is a systematic and objective description of an employees strength
and weaknesses in terms of the job.
The appraisal is an ongoing and continuous process where the
evaluations are arranged periodically according to definite plan.
The performance appraisal seeks to secure information necessary for
making objectives and correct decisions on employees.
Performance appraisal may be formal or informal. The formal system is more fair and objective since
it is carried out in systematic manner using printing appraisal forms.
OBJECTIVES
Performance appraisal can be carried out with various objectives in mind and
these objectives can be classified under the following four heads:-
Work-Related objectives
Career Development Objectives
Communication
Organizational Objectives
8/6/2019 Final Project Ofk Ks
8/88
8
PROCESS
Performance appraisal should be that on the basis of certain standards or
criterion fixed in advance. The employee should also have the knowledge of the
yardsticks to be used for evaluating them. Unless a proper process is used for
evaluation, it will not give good results. Following process is used for merit
rating:
STRUCTURE OF THE RESEARCH
The study has been presented in eight chapters as described below:-
The first chapter titled Introduction describes historical developments in the
area of the employees performance Appraisal system in companies. Further,
the process involved has been explained in brief. In second and third chapters,
profile of HFCL and objectives of the study have been described. The fourth
Chapter is titled as Review of Literature and highlights in brief the work
already done in the area of Human Resource Management in electronics and
telecom sector based in northern States of India, justifying need for the
present work.
The fifth chapter titled Research Methodology describes the methodology in
terms of the research design, sampling design, questionnaire design, methods
of collection and the analysis of data. Further, pre-testing of the questionnaire,
its validity and reliability and the techniques used for analysis of the final data
are outlined. The methodology of the pilot & main study is explained in this
chapter.
8/6/2019 Final Project Ofk Ks
9/88
9
The sixth chapter titled Methods of Employees Performance Appraisal and
Evaluation of the System followed in HFCL and VODAFONE describes in-
depth study of the Performance Appraisal System of HFCL and its
effectiveness, Conclusions from primary data and views of the experts of the
field have been critically analyzed to arrive at specific findings. Based on these
findings, certain specific observations have been concluded in the form of
recommendations. Data Analysis and Interpretation is the title of seventh
chapter in which primary data collected is tabulated analyzed and
interpretation done to arrive at findings of the research.
The eighth chapter titled Finding and Conclusion attempted to arrive at
conclusions and recommendations for an improved appraisal system in the
company so that the employee contributes better in the productivity of the
company.
8/6/2019 Final Project Ofk Ks
10/88
10
COMPANY PROFILE OF HFCL
HFCL Infotel Ltd. is the first basic telephony service provided in Punjab
Launched it on 16th
October 2000 under the name CONNECT. This has
brought to the people of Punjab a world-class telecom experience-technology,
products customer service etc.
Vision Statement
To be the most admired telecom brand
Mission Statement
Deliver total telecommunication solutions by offeringinnovative products and services through superior technology,
ensuring customer delight.
CONNECT is an business venture of Himachal Futuristic Communication Ltd.
Indias leading telecommunications giant, CONNECT is further supported by
the expertise of Lucent Technologies USA, Huawei Technologies, IIT Chennai,
Compaq, Cisco, CGI, Bell, Nexxia and Cincom.
With an investment of over Rs.1400 crores, HFCL, Infotel, has set up a State-of-
the-art network in over 130 towns and cities in Punjab. The average revenue
perline (ARPL) for CONNECT is amongst the highest in the country. With a clear
focus on quality subscribers through well-planned roll out and through
appropriate revenue focus in our marketing strategy, we are confident of
ensuring that we retain our position of being amongst the top ARPL brands in
the country. The wide array of innovative products and services in the data
and broadband segment has further allowed the company to drive its revenue
growth.
8/6/2019 Final Project Ofk Ks
11/88
11
The launch of Triple Play service that delivers voice, data and video to a
subscriber is a first by any telecom operator in the country. CONNECT is also
the first operator in the country to launch a CDMA based pre-paid mobile
service in 2002. Besides fixed line telephony, mobile telephony and internet
access, CONNECTs services include an array of broadband, enhanced and data
services like internet Leased Lines ISDN, VPN, Centrex, Web Hosting, DSL and
server Co-location. Customised solutions are also available for its Corporate
Customers & additionally, services like Video Conference, Audio Conference,
Phone to mail and VMS from an important part of the CONNECT portfolio.
Exclusive world-class showrooms to provide high quality customer care to
CONNECT subscribers have been introduced in major cities of Punjab. These
showrooms aim to fulfill any telecom need of the subscribers. They provide a
single window opportunity to address all customer queries, besides serving as
an outlet for sale of all CONNECT products. These aesthetically designed
outlets allow CONNECT subscribers to buy any of CONNECT services while
experiencing exclusive CONNECT services like Phone to mail, Audio Conference
Bridge, Video Conference, Broadband Internet etc. A customer can subscriber
to a telephone connection, buy Phone cards, CDMA mobile handsets,
Customer Premises Equipment (CPE) and internet products. One can also make
bill payments, register a complaint and seek information on any of the
companys products or services. Specially trained executives attend to the
customer needs and ensure that they are met with speed and efficiency.
Recently, an agreement has been signed between Government of Punjab and
HFCL Infotel Ltd. wherein CONNECT will provide free data connectivity for the
governments e-governance & citizen services projects. This connectivity will
8/6/2019 Final Project Ofk Ks
12/88
12
facilitate communication between state headquarter, district headquarters,
sub-divisions and blocks. The e-Governance project will help the government
in improving revenue collection, delivery of citizen services, increase
government accountability and transparency thereby increasing citizen trust in
government besides providing effectiveness MIS for government decisions
indeed with a future proof network, that connects town and village in Punjab,
along with an emphasis on service excellence and quality. CONNECT has
exceeded customer expectations and will continue to do so in the future.
GROUP PROFILE
The Group companies and Associates companies of Himachal Futuristic
Communications Ltd.:- HFCL Infotel Ltd., HFCL Satellite Communication Ltd.
and Microwave Communications Ltd. which offer Basic Telephony and
Internet services. V-sat Services and Paging services respectively have also
made a name for themselves. HFCL Infotel Ltd. became the first basic service
provided in Punjab.
HFCL Satellite Communication Ltd. is catering to a number of channels like Aaj
Tak by providing customized DSNG vans, Himachal Futuristic Communications
Ltds Pagelink, together with Pagepoint, is one of the leading players in field of
paging services. HTL, a major telecom equipment supplier, which was recently
acquired by HFCL is not only be an extension of the manufacturing aspect of
HFCL but also synergises and value adds to the already existing product range
of HFCL.
8/6/2019 Final Project Ofk Ks
13/88
13
ACHIEVEMENTS & MILESTONES
HFCL Infotel Ltd. launched commercial services in Chandigarh on the
16th
of October 2000 under the brand name Connect & its services are
now available in over 130 towns of Punjab World-class technology from
international giants like Lucent Technologies & Huawei, coupled with a
phenomenal reach through an optical fiber network of over 3,000 kms in
Punjab, lends a cutting edge to Connects competitiveness in the
telecom services sector.
Connect has positioned itself as a Total Telecommunication Solutions
Provider and offers the complete portfolio of telecom services that
include fixed line & mobile telephony, broadband internet & customized
data solution and a host of value added services that includes video &
audio conferencing, besides exciting lifestyles services.
Connect offers extremely innovative product & tariff options to its
subscribers, enjoy excellent brand equity and has also been rated as the
No.1 basic telephony operator in Punjab by TRAI.
Launched Planet Connect a one-stop for all telecom needs of a
subscriber. Besides subscribing to any Connect service, a consumer can
also buy mobile phones, personal computers, surf the internet @ 5.12
kbps & video conference with anyone across the world at the Plant
Connect.
Pioneered the launch of Triple Play service-voice, video & data
together, a first by any telecom operator in the country in October05.
The launch of this service also marked the introduction convergent
services by a telecom brand in India.
8/6/2019 Final Project Ofk Ks
14/88
14
Connect was the Ist telecom operator to launch Broadband Internet in
Punjab and set new benchmarks of services excellence in this domain.
The brand is the market leader in the broadband segment in Punjab.
The brand has created a wide Public Call Offices (PCO) network acrossthe state of Punjab. Now with over 37,000 PCOs CONNECT possibly has
the largest PCO network amongst the all private fixed line operators in a
single circle in India.
Pioneered the concept of Public Access Terminal (PATs) a virtual
automatic Pay Phone running on intelligent network that can be used by
a consumer by using Calling Card to make call to any local, STD or ISD
destination. More than 1,000 such PATs have been installed in high
traffic locations across the Punjab.
AREAS OF OPERATION
Business Solutions
Connect offers full range of communication solutions for the business
requirements of modern industry.
Landline Telephony
It has helped in bringing people closer through its state of the art network &
latest product offerings.
Internet and Data Services
CONNECT Internet & Data Services allows you to transfer voice, data and
image simultaneously at high speedsover standard copper wires.
8/6/2019 Final Project Ofk Ks
15/88
15
Mobile Telephony
CONNECT Mobile uses the advanced CDMA technology. This enables you to
make and receive calls from anywhere in the world.
Value Added ServicesCONNECT Value Added Services enables you to conduct an audio as well as
voice conference service.
HOME USER SEGMENT
Landline Telephone
CONNECT is today a leading brand name in the basic telecom services in
Punjab & Chandigarh.
Connect Mobile
CONNECT provides WLL Mobile service in Chandigarh, Ludhiana, Jalandhar
and Amritsar under the brand name CONNECT Mobile.
Phonecards
CONNECT Phone card is a smart and convenient way of making and receiving
calls from anywhere in the world.
Internet Services
With CONNECT NetReady, all new CONNECT landline telephone subscribers
can now enjoy free Internet access 24 hours a day.
Public Access
A convenient way to connect, TRAI ranks us No.1 in Customer Satisfaction in
Punjab.
PCO Services
CONNECT Phone Points have been installed at various important locations in
various cities across Punjab.
8/6/2019 Final Project Ofk Ks
16/88
16
Phone Cards
CONNECT Phone card is a smart and convenient way of making phone calls.
TECHNOLOGY STRENGTH
1. Welcome to a whole new world where the futuristic telecom network
delivers a wide range of voice, data and video services, at high speeds. A
Company spearheading Punjabs Telecom revolution, offers the entire
spectrum of telecom solutions such as Landline Telephony, Mobile
Phone Service, PCOs, Centrex, DSL, Intelligent network Services,
ISDN, Leased Lines, Internet Leased Lines and much more. With
technological know how from the globally acknowledged leaders like
Lucent technologies (USA), Compaq, Cisco, Bell Nexxia, Suntec and IIT
Chennai.
2. CONNECTS Broad band fibre network is enabled for interactive
multimedia services and capable of high quality content, high speed
Internet access and large number of interactive applications including
B2B and B2c e-commerce.
3. CONNECT has also provisioned fiber connectivity to the larger
Corporate houses and Industrial areas. CONNECT provides and
uninterrupted service with large centrally administered state of the art
digital switches, optical fibre backbone and backhaul and installation
practices to ensure high quality voice and data communication.
8/6/2019 Final Project Ofk Ks
17/88
17
COMPANY PROFILE OF VODAFONE:----
Vodafone was formed in 1984 as a subsidiary of Racal Electronics Plc. Thenknown as Racal Telecom Limited, approximately 20% of the company's capital
was offered to the public in October 1988. It was fully demerged from Racal
Electronics Plc and became an independent company in September 1991, at
which time it changed its name to Vodafone Group Plc.
Vodafone made the UK's first mobile call at a few minutes past midnight on 1
January 1985. Within fifteen years, the network was the largest company in
Europe and the largest of its kind anywhere in the world. By the turn of the
century, almost every second UK citizen had a mobile and a third of them
were connected to Vodafone.
The Vodafone story is one of investment, innovation and award-winning
customer service. Above all, its one of growth and the ability to deliver the
tremendous benefits of mobile communications, not just in the UK but
worldwide.
Vodafone is a British mobile network operator with its headquarters in
Newbury, Berkshire, England, UK. It is the largest mobile telecommunications
network company in the world by turnover and has a market value of about 75
8/6/2019 Final Project Ofk Ks
18/88
18
billion (August 2008). Vodafone currently has operations in 25 countries and
partner networks in a further 42 countries
The name Vodafone comes from Voice data Phone, chosen by the company to
"reflect the provision of voice and data services over mobile phones."
In September 21, 2007, Hutch, Indias fourth-largest mobile service provider,
will be renamed Vodafone. As is known, Vodafone had acquired 67 per cent in
Hutchison Essar from Hong Kong-based Hutchison Whampoa a few months
ago, in a bid to enter the fast-growing Indian market.
This transformation will witness a huge, pan-India marketing effort, and a
heavy use of television, press, the outdoors and the Internet is well on its way.
In fact, the television campaign is likely to break in a days time.
For the record, global player Vodafone completed the acquisition of Hutchison
Essar in May 2007 and the company was formally renamed Vodafone Essar inJuly 2007.
8/6/2019 Final Project Ofk Ks
19/88
19
2009
y June
Completion of merger between Vodafone Australia Limited and
Hutchinson 3G Australia Pty Limited.
y March
Telephonic and Vodafone announce milestone Pan European
collaboration to share network infrastructure in Germany, Spain, Ireland
and the UK.
y
February
Hutchinson and Vodafone agree to merge Australian telecom operations
to form a 50:50 joint venture.
y January
Vodafone trials HSPA+ mobile broadband at speeds of up to 16 Mbps.
8/6/2019 Final Project Ofk Ks
20/88
20
Vodafone Global Enterprise
Global Enterprise is a business set up by Vodafone with the sole purpose of
handling Vodafone's multinational clients. It is the high end business to
business (B2B) section of Vodafone Group, and acts like an operating country
(such as for example Vodafone UK). Devices and services available in any
operating country, are available to Global Enterprise customers in the same
country, and so Vodafone Global Enterprise are able to offer a wide range ofproducts. Vodafone Global Enterprise have a presence in over 65 countries, and
this number is expected to grow in future, as with the recent acquisition of
Ghana Telecom. Since its foundation in 2007, Global Enterprise has aimed to
be a world leader in managed mobility services. Vodafone Global Enterprise
are headquartered in Newbury, but have operatives around the world; while
many of Vodafone's marketing employees are relocated to London, Global
Enterprise' team will remain in Newbury.
8/6/2019 Final Project Ofk Ks
21/88
21
SPONSORSHIPS
Technique 09, Annual Techno-Management Festival of IIT Gauwahati, INDIA
as the Title Sponsor
Brisbane Lions Football Club, Australian rules football team, major sponsor
from 2007, this sponsorship ended on October 31, 2009
Kshitij, Annual Techno-management festival of IIT Kharagpur, Strategic
Partner 2008
Albania national football team, 2008 sponsor
8/6/2019 Final Project Ofk Ks
22/88
22
REVIEW OF LITERATURE
LITERATURE SURVEY
An attempt has been made to review the literature pertaining to various aspects
of Human Resource Management in the Government as well as private sector
industry. The review of studies provides proper prospective about the research
problem and helped to formulate a suitable methodology of the study. Two of
major researches in the area have been explained below:-
The important factor in change process is people, propensity and motivation
to participation was the finding by Malhotra (1991) as a result of attempting
to examine adaptive capabilities of electronics industry in India through her
study on Organisational Change: A Study of Selected Electronics
Organisactions in Northern Indiaand concluded that the study suggested that
to expedite transition to the control via budget and standards, there was a
need for result based leadership conforming to requisite organizational state
and characteristics. It further suggested that for an organization to remain
dynamic, it should define its environment segments properly and scan it
thoroughly.
The Study titled A study of Organisational Climate in Relation to the Job
Satisfaction and Managerial Effectiveness in Electronics Industry in Punjab
concluded that fear and punishment theory was no more successful in the
organizations as it leads to frustration and dissatisfaction and hence, did not
motivate the executives. It further concluded that proper training to
executives was required for high level of effectiveness. Ritu (1999) further
stressed that the levels of the three variables i.e. organizational climate, job
8/6/2019 Final Project Ofk Ks
23/88
23
satisfaction and managerial effectiveness among the executives working in
organizations should be checked on continuous basis.
The review of literature has also reveled that most of the industries recognizes
the need for development of its employees and result based leadership in the
organizations for a better growth in the industry. It has also been emphasized
that training to executives required on regular basis.
No researcher has tried to find the real of employees in telecom sector after
closure of major electronics and telecom companies in Punjab. Also no
researcher has ever tried to find the reasons for a high turnover of employees
in the telecom sector company of Punjab.
After going through the work of various researches and surveys done, it has
been found that most of the researchers have used secondary data alone as a
base of their study. The present study has used data collected from the
primary sources. Study of employees performance appraisal in a Punjab based
telecommunication company not only for the purpose of evaluation but for
the development of the employees has also failed to attract attention of any
researcher.
Thus, most of the studies covered topics related to organizational behaviour
and Human Resource in non-telecom industries. There appears enough scope
for carrying out the study and making an analysis of employees performance
appraisal and its effectiveness in telecom sector based in Punjab which was
once on the top of Indian Telecommunication map.
8/6/2019 Final Project Ofk Ks
24/88
24
OBJECTIVES OF STUDY
To study the concept and theory of Employees Performance Appraisal
System have being followed in HFCL Infotel Limited and Vodafone
Mohali.
To evaluate the existing Performance Appraisal System of HFCL Infotel.
To recommend improvements in the existing Performance Appraisal
System of the company to make it more effective
8/6/2019 Final Project Ofk Ks
25/88
25
LIMITATIONS
1) The study is only related to one organization, so conclusion drawn may
not be finding its utility in all the industries.
2) As the time period is very limited, the study cannot be a full-fledged
one.
3) Difficulty was faced in getting the various answers because employees
couldnt devote enough time to us.
4) The researcher is armature in this field and so some of the factors may
not be covered in this study.
5) It is very difficult to study the human psychology perfectly.
6) The study is based only on the information received from thequestionnaires.
7) The study is based on researchers own ideas and insights.
8/6/2019 Final Project Ofk Ks
26/88
26
RESEARCHMETHODOLOGY
8/6/2019 Final Project Ofk Ks
27/88
27
Research Methodology
This chapter describes the methodology in terms of the research involving
sampling , tools, questionnaire design, methods of collecting data and its
analysis. The questionnaire, its validity and reliability and the techniques used
for analysis of the final data are outlined. The methodology of the pilot and the
main study is explained.
Only primary data has been used for the research. Primary data has been
collected by using a questionnaire comprising of 18 questions and getting it
filled by employees of the company.
RESEARCH METHODOLOGY
Research means a search for knowledge or gain some new knowledge &
methodology can properly refer to the theoretical analysis of the methods
appropriate to the field of study or the body of methods. A research
methodology has a specified framework for collecting the data in an effective
manner. Research methodology means a defining a problem, developing the
research plan, collecting the information, such framework is called Research
Design.
8/6/2019 Final Project Ofk Ks
28/88
28
8/6/2019 Final Project Ofk Ks
29/88
29
PLAN ADOPTED FOR RESEARCH STUDY
The research methodology adopted for the study is summarized in a flowchart.
Designing of a questionnaire
The success of the questionnaire method for collecting information depends
largely on the proper designing of the questionnaire. The designing of a
questionnaire is a highly specialize job and requires a great deal of skills and
experience. It is difficult to lay down any hard and fast rules to be followed in
this connection. Although, much progress has been made, the designing of
questionnaire is still very much an art.
Most of what is known about making questionnaire is based on experience.
Neither a basic theory nor a fully systemized approach to the problem has
been developed. Never the less the extensive experience of many researchers
and limited number of organized experiments have let to a considerable
understanding of the problem. These are definitely help a beginner researcher
to avoid pitfalls but they can not be substituted for creating imagination in
designing the questionnaire procedures.
While developing a questionnaire the researcher has to be very clear on the
following issues:
8/6/2019 Final Project Ofk Ks
30/88
30
What information will be sought?
What type of questionnaire will be required?
How that questionnaire will be administered?
What the contents of the individual question will be? How many questions will be used and how the individual question will
be sequenced?
Whether the questionnaire shall be distinguished or un-distinguished?
Whether the questionnaire shall be structured or un-structured?
8/6/2019 Final Project Ofk Ks
31/88
31
MAIN STUDY
FORMULATION OF RESEARCH
EXTENSIVE SURVEY OF LITERATURE AND REVIEW
& IDENTIFICATIONS OF CAPS
CONCENPTUAL FRAMENWORK
DESIGN OF QUESTIONNAIRE
MAIN STUDYDATA COLLECTION
DATA ANALYSIS AND INTERPRETATION USE OF
STASTICAL TECHNIQUES AND GRAPHICAL
REPRESENTATION
DISCUSSION OF THE FINDINGS OF THE STUDY
RECOMMENDATIONS
8/6/2019 Final Project Ofk Ks
32/88
32
SCOPE OF THE STUDY
In view of the objectives of this study data respondents were chosen from five
different departments including Finance, Human Resource, Marketing,
technical department _ I and Technical II. During the present study, the
researcher also held informal discussions with experts in HRM from industry to
know their views regarding factors contributing towards effectiveness of an
employees performance appraisal system.
The present study makes use of primary data for critically examining the
effectiveness of performance appraisal system prevailing in the company.
SAMPLING PLANT
Sample Size
The sample comprised of45 employees from HFCL and VODAFONE. Total of 90
employees were covered for collection of data.
Data Collection
Primary data collected for the present study was restricted to sample
departments mentioned. Selection of the sample was purposive and based on
the judgement.
Primary Data
A). Respondents
All the major departments of the company were identified and 10 employees
selected on random basis were covered for collection of data.
8/6/2019 Final Project Ofk Ks
33/88
33
B). Tools
Separate pre-tested questionnaires were designed for employees. The
questionnaires were pre-tested for clarity on two respondents (One from the
HR department and one from other than HR). Improved questionnaires were
used for final collection of data.
C). Administration
The investigator (Student) personally administered the questionnaires.
DATA ANALYSIS
The primary data received through questionnaires from employees of different
departments of the company was classified and tabulated. Quantitative and
qualitative analysis was done and inference were drawn in line with objective
of the study.
The chapter delineates the methodology in terms of the research design,
sampling design, questionnaire design, methods of data collection and the
analysis of data. The research design described the conceptual framework
within which the research study has been conducted. The pre-testing of the
questionnaires, their validity and the techniques used for analysis of the final
data are outlined. The chapter explained the methodology of the pilot and the
main study and also highlights the methods and techniques used for the
analysis of data.
8/6/2019 Final Project Ofk Ks
34/88
34
METHODS OF EMPLOYEES
PERFORMANCE APPRAISAL AND
EVALUATION OF THE SYSTEM
FOLLOWED BY HFCL and VODAFONE
8/6/2019 Final Project Ofk Ks
35/88
35
Different methods and techniques are used for evaluating employee
performance in different companies these may be classified into two broad
categories as shown below:
TRADITIONAL & MODERN METHODS
The traditional approach is also known as Traits approach. It is based on the
evaluation of traits in a person. This system may list 10 to 1 5 personal
characteristics such as ability to get along with people, competence,
judgement, initiative, leadership etc. They may also be added work related
characteristics such as job knowledge, Ability to complete an assignment,success in carrying out plans, efforts in cost reduction etc.
Confidential Report
The confidential report relates to the performance, ability and character of the
employee during a year.
Graphic Scales
Rating scale list traits and a range of performance, values for each trait.
Straight Ranking
In straight ranking method every employee is judged as a whole without
distinguishing the rates from his performance.
Paired comparison
In paired comparison method, every person is compared trade wise
with other persons one at a time.
8/6/2019 Final Project Ofk Ks
36/88
36
Grading System
In grading system, employees are given grades according to the judgment of
the rater.
Forced Distribution
The main idea in forced distribution method is to spread ratings in number of
grades.
Check List method
Check list is a list of statements that describe the characteristics and
performance of an employee on the job.
Critical Incident Method
This method attempts to measure workers performance in terms of certain
events or incidents that occurs in the course of work.
Group Appraisal
Under the method, employees are rated by an appraisal group rather than by
an individual.
Modern Methods
Modern firms use the following methods for the performance appraisal.
8/6/2019 Final Project Ofk Ks
37/88
37
Assessment Centre
As assessment centre is a central location where the manager may come
together to participate in job related exercises evaluated by trained observers.
Human Resource Accounting
This method attaches money values to the value of firms internal human
resources and its external customer good will.
Behaviourally Anchored Rating Scales
This method anchors a scale with specific behavioural examples of good or
poor performance.
Management By Objectives
MBO refers to a comprehensive , organization wise goal setting and appraisal
programme.
THE EXISTING PERFORMANCE APPRAISAL SYSTEM BEING
FOLLOWED AT HFCL
HFCL has adopted confidential report method for performance appraisal of its
employees.
In most of the Government departments and public enterprises, performance
appraisal is done through annual confidential reports. These reports differ
from department to department and from level to level.
The confidential report is written for a unit of one year and relates to
the performance, ability and character of the employees during the year. The
8/6/2019 Final Project Ofk Ks
38/88
38
employee who is to apprised never knows his weaknesses and the
opportunities available for overcoming them. In recent years, due to pressure
from Courts and Trade Unions the detail of negative confidential reports are
given to the appraise.
PROCEDURE
In the present appraisal system at HFCL, the appraiser (Reporting Officer) or
the Reviewing officer plays a crucial role in moderating the assessment.
A group of personnel comprising of the appraise superior, the
department Head, Senior member of staff with whom the appraised has
the maximum contacts and the representative from the personnel
department brought together this may be addressed as a committee.
The overall rating is based on the performance of appraise in all the key
performance areas and the achievement of the objective by appraise.
The appraisal process starts with finding the number of the employees
eligible for appraisal in every department.
Then the appraisal form is sent to all employees for staff appraisal.
The employee first does his self appraisal.
After this the re[porting officer appraises the employee on following
parameters.
a). Job knowledge
b). Quality of work
c). Planning and organization
8/6/2019 Final Project Ofk Ks
39/88
39
d). Initiative and drive
e). Intepersonal Relations / Team work
f). Work attitude
g). Sense of responsibility
h). Leadership
Job Knowledge
Under this parameter, it is assessed by the appraiser whether he / she has
professional knowledge appropriate to his status at work and is applying it to
perform his assigned duties.
Quality of Work
For each work certain standards are fixed by the organization and while
appraising his performance, the already defined standards for the respective
level are kept in mind.
Planning And Organising
While appraising performance of an employee, capabilities in regards to
planning in the area of his work are assessed. In addition, organizing skills
achieved by the appraisee to accomplish set goals and objectives are
evaluated and then the rating is awarded by the appraiser.
8/6/2019 Final Project Ofk Ks
40/88
40
Initiative And Drive
For success in any work initiative and drive traits in the worker are very
important. Under this category, capacity of the employee to originate actions
independent of any promoting is evaluated along with his ability to execute
action vigorously and resolutely followed by compelling others to do so.
Interpersonal Relations / Team Work
Works willingly and co-operates loyally with the members of the team is an
essential requirement in a worker for success of a group task. An appraisee is
also assessed for his cordial and tactful behaviour in dealing with others.
Work Attitude
It is an important feature of appraisal in the company to assess for the
employees positive attitude towards his work. A person with negative attitude
is very harmful for an organization.
Sense of responsibility
Appraiser, under the appraisal system, rate employees capability for rational
conduct or his sense of responsibility towards job assigned to him.
Leadership
Assigns specific responsibilities, recognizes assigned employees abilities,
capacities, and limitations are assessed for giving rating to the appraisee.
8/6/2019 Final Project Ofk Ks
41/88
41
Salient Features
The existing appraisal system uses the primary appraisal form as its tool.
The appraisal is followed by a meeting with the immediate superior for
the counseling in which appraisee is given the feed back.
A new feature added in the system is the Critical Incident Approach
System in which appraise is required to maintain a Critical Incident
Diary for all the important incidents related with the performance of
the Appraise. The dairy may be referred to during the time of the
appraisal.
The performance appraisal form is same for all the employees
irrespective of the position they hold or the department they are
serving.
The feed back is verbal and is given by the immediate superior.
Counseling is also held to improve upon the identified week areas.
The appraisal is done on annual basis and takes place in the month of
January every year.
In between quarterly appraisal for variable pay are done.
8/6/2019 Final Project Ofk Ks
42/88
42
DATA
ANALYSIS
AND
INTERPRETATION
8/6/2019 Final Project Ofk Ks
43/88
43
This chapter is devoted to in-depth study and analysis of
primary data collected from the employees of the various
departments of the company. Responses received from respondents
in respect of each question of the questionnaire have been
tabulated, analyzed below to arrive at an interpretation. Out of 50
employees to whom the questionnaire was given. 45 have
responded and submitted the questionnaire duly filled-up.
QUESTION NO. 01
Doyou view PAS is a significant tool for
development of an employee?
Scales
Respondent
of HFCL
Respondent of
Vodafone
Strongly
Agree 38 35
Agree 0 4
Cant Say 0 0
Disagree 7 4
Strongly
Disagree 0 2
8/6/2019 Final Project Ofk Ks
44/88
44
Interpretation
38 out of45 employees selected for the present study in HFCL & in
Vodafone 35 strongly agreed that the performance appraisal system
is the tool for development of an employee. The result shows themost of the employees in the company have faith in the system
which is a positive sign.
84%
0%
0%16
%
0%
Respondent of HFCL
Strongly Agree Agree Cant Say Disagree Strongly Disagree
70%
8%
10%
8% 4%
Respondent of VodafoneStrongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
45/88
45
QUESTION NO. 02
Doyou agree that the present PAS isused for the purpose of promotionof
the employee?
Respondentof HFCL Respondent ofVodafone
Strongly
Agree 5 6
Agree 32 31
Cant Say 8 4
Disagree 0 4
Strongly
Disagree 0 0
11%
71%
18%
0%0%
Respondent of HFCL
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
46/88
46
Interpretation
Majority 32 in HFCL and 31 in Vodafone of the respondents were of
the view that the existing performance appraisal system in the
company is being used only for the purpose of promotion.Employees
were not sure about the actual use of the system by the
management. This indicates that the employees do not have
confident in the prevailing appraisal system of the company.
The result of the appraisal should be used for the overall
development of the employees by acting for improvement on
areas where the appraisee has earned a low rating.
13%
69%
9% 9%
Respondent of Vodafone
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
47/88
47
QUESTION NO. 03
Doyou agree that the present PAS canbe animportant tool for identified
trainingneeds?
Respondent
of HFCL
Respondent of
Vodafone
Strongly
Agree 12 14
Agree 30 28
Cant Say 3 2
Disagree 0 1
Strongly
Disagree 0 0
27%
67%
6%
0%0%
Respondent of HFCL
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
48/88
48
Interpretation
The study shows that all the employees have the feeling that the
present performance appraisal method can be used by the company
for identifying the training needs for different levels of employees
were dead sure about this while remaining also agreed to it.
Training needs of an individual employee should be assessed
from his performance rating in respect of various parameters
based on which the performance of an employee is appraised.
31%
62%
5% 2% 0%
Respondent of Vodafone
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
49/88
49
QUESTION NO. 04
Doyou thinkorganization hasdesigned a proper appraisalsystem for you?
Respondentof HFCL Respondent ofVodafone
Strongly
Agree 10 15
Agree 25 25
Cant Say 7 4
Disagree 2 1
Strongly
Disagree 1 0
22%
56%
16%
4% 2%
Respondent of HFCLStrongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
50/88
50
Interpretation
Study has revealed that about half of the employees have strongly
agreed that the appraisal system designed by the company for them
is appropriate. Some were found to have doubt about it.
33%
56%
9% 2% 0%
Respondent of Vodafone
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
51/88
51
QUESTION NO. 05
Doyou agree that every subordinate is made clear about his role, duties
and responsibilities?
Respondentof HFCL Respondent ofVodafone
Strongly
Agree 10 17
Agree 20 23
Cant Say 12 4
Disagree 2 1
Strongly
Disagree 1 0
22%
44%
27%
5% 2%
Respondent of HFCL
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
52/88
52
Interpretation
Much of the respondent were of the view that the company has
made aware its subordinate staff about their role, duties and
responsibilities. Only 10 and 17 out of total 45 employees have
strongly agreed that they are clear about their duties and
responsibilities.
The employees must be made aware by the company regarding
their specific roles to play at work. They should also be made
clear about their assigned duties and responsibilities towardsaccomplishment of work.
38%
51%
9%
2% 0%
Respondent of Vodafone
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
53/88
53
QUESTION NO. 06
Do the present PAS effectsyour relationship with your subordinates?
Respondent
of HFCL
Respondent of
Vodafone
Strongly
Agree 20 30
Agree 15 10
Cant Say 5 5Disagree 5 0
Strongly
Disagree 0 0
45%
33%
11%
11%
0%
Respondent of HFCL
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
54/88
54
Interpretation
The Present study has also revealed that it is feeling of most of the
employees that the existing appraisal system is affecting their
relationship with the subordinates.
The employees need to be given awareness training to educate
them regarding the positive side of the appraisal system and
that the appraisal is not to highlight their weaknesses but to
make an assessment regarding areas where they need some
additional skill improvement training for overall developmentof the employee. Thereafter all the upgraded skill on an
employee will be used for the better productivity at his work
place.
67%
22%
11%
0%0%
Respondent of Vodafone
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
55/88
55
QUESTION NO. 07
Doyou agree the appraiser have the need of
training?
Respondentof HFCL Respondent ofVodafone
Strongly
Agree 30 30
Agree 15 10
Cant Say 0 5
Disagree 0 0
Strongly
Disagree 0 0
67%
33%
0%0% 0%
Respondent of HFCL
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
56/88
56
Interpretation
The study further indicates that the most of the employees feel that
an appraiser needs training. Additional do not wants to give their
comments.Maximum respondents wanted to advocate in favour.
67%
22%
11%
0%0%
Respondent of Vodafone
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
57/88
57
QUESTION NO. 08
Are youscared whenyour superior is fillingyour appraisal form?
Respondent
of HFCL
Respondent of
Vodafone
Strongly
Agree 25 30
Agree 15 10
Cant Say 0 5Disagree 0 0
Strongly
Disagree 0 0
62%
38%
0%0% 0%
Respondent of HFCL
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
58/88
58
Interpretation
Study revealed that 30 and 25 out of 45 employees under study
confirmed that they are scared at the time of appraisal process is
going on and they were not at all affected and take it as a routine.
67%
22%
11%
0%0%
Respondent of Vodafone
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
59/88
59
QUESTION NO. 09
Do you think that in the present PAS the appraiser can give biased
appraisal?
Respondentof HFCL Respondent ofVodafone
Strongly
Agree 15 10
Agree 20 30
Cant Say 5 5
Disagree 5 0
Strongly
Disagree 0 0
33%
45%
11%
11%
0%
Respondent of HFCL
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
60/88
60
Interpretation
Finding of the study that majority of the employees have a feeling
that under the existing system of appraisal there are all chances for a
biased reporting.
This finding alarm on need for a change over the present
appraisal system. Such feelings in the employees create
uncertainty of job security in his mind. The system must give a
feeling of faith in the mind of the employees and then only an
employee will be able to deliver the maximum output.
22%
67%
11%
0%0%
Respondent of Vodafone
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
61/88
61
QUESTION NO. 10
Do you think that the reviewing officer can play an important role in
reducing thisbiasness?
Respondent
of HFCL
Respondent of
Vodafone
Strongly
Agree 25 30
Agree 10 10
Cant Say 5 5
Disagree 5 0
Strongly
Disagree 0 0
8/6/2019 Final Project Ofk Ks
62/88
62
Interpretation
Maximum of the 45 sample employees have shown more faith in
the reviewing officer then the reporting officer. Those who have
nothing to say on the issue of biasness of the reporting boss while
recording appraisal rating.
56%22%
11%11
%
0%
Respondent of HFCL
Strongly Agree Agree Cant Say Disagree Strongly Disagree
67%
22%
11%
0%0%
Respondent of Vodafone
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
63/88
63
QUESTION NO. 11
Do you think that the accepting officer can play an important role in
reducing thisbiasness?
Respondent
of HFCL
Respondent of
Vodafone
Strongly
Agree 10 15
Agree 15 10
Cant Say 10 5
Disagree 10 5
Strongly
Disagree 0 0
43%
29%
14%
14%
0%
Respondent of Vodafone
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
64/88
64
Interpretation
Half of the sample employees have shown more faith in the
accepting officer then the reporting officer.Some have nothing to say
on the issue of biasness of the reporting boss while recording
appraisal rating.
22%
34%
22%
22%
0%
Respondent of HFCL
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
65/88
65
QUESTION NO. 12
Do you think that the existingPAS help to support the potential of the
employee?
Respondentof HFCL Respondent ofVodafone
Strongly
Agree 15 20
Agree 5 10
Cant Say 10 5
Disagree 5 10
Strongly
Disagree 0 0
43%
14%
29%
14%
0%
Respondent of HFCL
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
66/88
66
Interpretation
The present study has recorded a mixed response to the question
regarding the appraisal system supporting the potential of an
employee. have no comments to give while equal number of
respondents have agreed as well as recorded their disagreement.
The appraisal system needs to assess the potential of the employee
being appraised. This will help utilization of full potential of the
employee and hence, better productivity
45%
22%
11%
22%
0%
Respondent of Vodafone
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
67/88
67
QUESTION NO. 13
Doyou view that the existingPAS is a great importance to the organization
andnot just a paper work?
Respondent of
HFCL
Respondent of
Vodafone
Strongly Agree 20 25
Agree 15
Cant Say 2 2
Disagree 3 5
Strongly
Disagree 5 0
8/6/2019 Final Project Ofk Ks
68/88
68
Interpretation
Most of the employees participating in the study sample consider
that the appraisal system is an important tool with the management
which can be used for a better productivity and growth in the
company.
44%
33%
5%
7%11
%
Respondent of HFCL
Strongly Agree Agree Cant Say Disagree Strongly Disagree
56%29%
4%11%
0%
Respondent of Vodafone
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
69/88
69
QUESTION NO. 14
Does the PAS support value,culture andchange?
Respondent of
HFCL
Respondent of
Vodafone
Strongly Agree 18 25
Agree 12
Cant Say 5 7
Disagree 8 4
Strongly
Disagree 2 0
40%
27%
11%
18%
4%
Respondent of HFCL
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
70/88
70
Interpretation
Most of the employees assumed it support value,culture and change.
40%in HFCL and 56% in Vodafone
56%20%
15%9
%
0%
Respondent of Vodafone
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
71/88
71
QUESTION NO. 15
Does the high performance staff are easilyidentified?
Respondent of
HFCL
Respondent of
Vodafone
Strongly Agree 12 25
Agree 18
Cant Say 2 7
Disagree 8 4
Strongly
Disagree 5 0
51%27%
14%8% 0%
Respondent of Vodafone
Strongly Agree Agree Cant Say Disagree Strongly Disagree
27%
40%4%
18%
11%
Respondent of HFCL
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
72/88
72
Interpretation
In Vodafone 51% are strongly agree and in HFCL 40% are agree.
QUESTION NO. 16
Does the current PAS too time consuming?
Respondent of
HFCL
Respondent of
Vodafone
Strongly Agree 25 25
Agree 15
Cant Say 2 0
Disagree 0 0
Strongly
Disagree 3 7
8/6/2019 Final Project Ofk Ks
73/88
73
56%33%
4% 0% 7%
Respondent of HFCL
Strongly Agree Agree Cant Say Disagree Strongly Disagree
56%29%
0%
0%
15%
Respondent of Vodafone
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
74/88
74
QUESTION NO. 17
Is performance appraisalis a motivating factor for an employees?
Respondent ofHFCL
Respondent ofVodafone
Strongly Agree 35 30
Agree 5
Cant Say 2 0
Disagree 0 0
Strongly
Disagree 3 5
78%
11%
4% 0% 7%
Respondent of HFCL
Strongly Agree Agree Cant Say Disagree Strongly Disagree
67%
22%
0% 0%11%
Respondent of Vodafone
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
75/88
75
QUESTION NO. 18
Isgoalsetting animportant factor for PAS?
Respondent of
HFCL
Respondent of
Vodafone
Strongly Agree 38 40
Agree 3 2
Cant Say 2 0
Disagree 0 3
Strongly
Disagree 2 0
89%
4% 0%7% 0%
Respondent of Vodafone
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
76/88
76
Interpretation
Goal setting is an important factor in performance appraisal system
89% employees are strongly agree and in HFCL 84% employees are
agree on this statement.
84%
7%5% 0% 4%
Respondent of HFCL
Strongly Agree Agree Cant Say Disagree Strongly Disagree
8/6/2019 Final Project Ofk Ks
77/88
77
FINDINGS
From the data it is found that the employees of HFCL and
VODAFONE are more satisfied with the performance
appraisal system
From the data it is found that the employees of HFCL and
VO
DAFON
E are assume performance appraisal systemhas made for the purpose of promotion of employees.
From the data it is found that the employees of HFCL and
VODAFONE are assume performance appraisal system is
a important tool for the identification of training needs.
It is found that the employees of both the organization are
satisfied with the communication process of their
organization.
From the data it is found that the employees of HFCL and
VODAFONE are assume performance appraisal system
helps to support the potential of employees more then
HFCL employees.
The equal employees of Vodafone and HFCL assume it is
too timing process
8/6/2019 Final Project Ofk Ks
78/88
78
SUGGESTION
1. Performance appraisal system should be flexible my
means here it should not be complex.
2. Result of the PAS should be made very clear to
employee and properly communicated to the employees.
3. High performing staff should be rewarded properly
so that they could feel motivated
4. Result of PAS should be effective & concrete which
can convey the lacking as well as achievements to
employee.
5. There should be democratic policy adopted by HFCL
so that employee must not fill the appraisal form under
pressure.
8/6/2019 Final Project Ofk Ks
79/88
79
6. Both the companies should provide to appraiser or
they must appoint expert for the PA so that the feeling
should not generate among the employees the appraisal
are incapable and insufficient.
7. HFCL should be followed the ethical way for PA.
8. HFCL should change the designing of the performance
appraisal procedure according to the need of time.
8/6/2019 Final Project Ofk Ks
80/88
80
CONCLUSION
Based on the findings of the present study by critically examining the
effectiveness of performance appraisal system prevailing in the
company using primary data as well as informal discussions with
experts in HRM from industry, conclusions were drawn and the
following recommendations are made.
1. The result shows that most of the employees in the
company have principally faith in the system which is a
positive sign and leave scope for easy adoption.
2. Employees Performance Appraisal System must focus on
the performance and future potential of the employee and
not only for judging the caliber of an employee so as todecide salary increment.
3. The result of the appraisal should be used for the overall
development of the employee by acting for improvement on
areas where the concern employee has earned a low rating.
4. Training needs of an individual employee should be assessed
from his performance rating in respect of various
parameters based on which the performance of an
employee is appraised.
8/6/2019 Final Project Ofk Ks
81/88
81
5. The employees must be made aware by the company
regarding their specific roles to play at work. They should
also be made clear about their assigned special duties and
responsibilities towards accomplishment of work.
6. It may be appropriate to appraise performance of an
employee in manufacturing sector on annual basis.
However, in service sector appraisal need to be on quarterly
basis.
8/6/2019 Final Project Ofk Ks
82/88
82
Bibliography
Kothari, C.R. (1993), Research Methodology, Wiley Eastern
Limited, New Delhi.
Gupta, Shashi K., and Joshi Rosy (2004), Human Resource
Management, Kalyani Publishers, New Delhi
Koontz, Harold and Weihrich, Heinz (1990) essentials of
Management, Fifth Edition, McGraw Hill Publishing Company, New
Delh.
Gupta, Shashi J. and Hoshi Rosy (2005), Organizational
Behavior, Kalyani Publishers, New Delhi.
www.hfclconnect.com Website of HFCL Infotel Limited.
8/6/2019 Final Project Ofk Ks
83/88
83
Annexure I
Questinnaire for the Employees of HFCL and Vodafone to Assess
Effectiveness of the Prevailing Performance Appraisal System of the
Company
Note:
1. The study is purely for the academic purpose and the
findings will not be used for any other purpose. You may
kindly give your frank views.
2. Please tick mark the most appropriate answer.
3. Abbreviation of PAS has been used for Performance
Appraisal System throughout the questionnaire.
8/6/2019 Final Project Ofk Ks
84/88
84
Questions
1.Doyou view PAS is a significant tool for
development of an employee?
Strongly Agree____ Agree____ Cant Say _____ Disagree
______Strongly Disagree _____________
2.Do you agree that the present PAS is used for the purpose of
promotionof the employee?
Strongly Agree____ Agree____ Cant Say _____ Disagree
______Strongly Disagree _____________
3.Doyou agree that the present PAS canbe animportant tool for identified
trainingneeds?
Strongly Agree____ Agree____ Cant Say _____ Disagree
______Strongly Disagree _____________
8/6/2019 Final Project Ofk Ks
85/88
85
4.Do you think organization has designed a proper appraisal system for
you?
Strongly Agree____ Agree____ Cant Say _____ Disagree
______Strongly Disagree _____________
5.Do the present PAS effectsyour relationship with your subordinates?
Strongly Agree____ Agree____ Cant Say _____ Disagree
______Strongly Disagree _____________
6.Doyou agree the appraiser have the need of
training?
Strongly Agree____ Agree____ Cant Say _____ Disagree
______Strongly Disagree _____________
7.Are youscared whenyour superior is fillingyour appraisal form?
Strongly Agree____ Agree____ Cant Say _____ Disagree
______Strongly Disagree _____________
8/6/2019 Final Project Ofk Ks
86/88
86
8.Do you think that in the present PAS the appraiser can give biased
appraisal?
Strongly Agree____ Agree____ Cant Say _____ Disagree
______Strongly Disagree _____________
9.Do you think that the reviewing officer can play an important role in
reducing thisbiasness?
Strongly Agree____ Agree____ Cant Say _____ Disagree
______Strongly Disagree _____________
10.Doyou think that the existingPAS help tosupport the potentialof the
employee?
Strongly Agree____ Agree____ Cant Say _____ Disagree
______Strongly Disagree _____________
11.Do you view that the existing PAS is a great importance to the
organization andnot just a paper work?
Strongly Agree____ Agree____ Cant Say _____
Disagree ______Strongly Disagree _____________
8/6/2019 Final Project Ofk Ks
87/88
87
12.Does the PAS support value,culture andchange?
Strongly Agree____ Agree____ Cant Say _____ Disagree
______Strongly Disagree _____________
13.Does the high performance staff are easilyidentified?
Strongly Agree____ Agree____ Cant Say _____ Disagree
______Strongly Disagree _____________
14.Is performance appraisalis a motivating factor for an employees?
Strongly Agree____ Agree____ Cant Say _____ Disagree
______Strongly Disagree _____________
15.Isgoalsetting animportant factor for PAS?
Strongly Agree____ Agree____ Cant Say _____ Disagree
______Strongly Disagree _____________
16.Does the current PAS too time consuming?
Strongly Agree____ Agree____ Cant Say _____ Disagree
______Strongly Disagree _____________
8/6/2019 Final Project Ofk Ks
88/88
17.Doyou think that the accepting officer can play an important role in
reducing thisbiasness?
Strongly Agree____ Agree____ Cant Say _____ Disagree
______Strongly Disagree _____________
18.Doyou agree that everysubordinate is made clear about his role, duties
and responsibilities?
Strongly Agree____ Agree____ Cant Say _____ Disagree
______Strongly Disagree _____________