Individuals Have To Be Recognised For His Part.: Data Analysis & Interpretation of The Study

DATA ANALYSIS & INTERPRETATION OF THE STUDY
.
1. Individuals have to be recognised for his part.
TABEL NO:1
Options No. of respondents Percentage of respondents

Strongly Agree 28 40%
Agree 23 33%
Neither Agree or Disagree 10 14%
Disagree 5 7%
Strongly Disagree 4 6%
Total 70 100%
GRAPH NO:1
45%
40%
35%
30%
Strongly Agree
% of respondent
25%
Agree
20%
Neither Agree or Disagree
15%
Disagree
10%
Strongly Disagree
5%
0%
1
Opinions of Respondents
INTERPRETATION
From the above diagram, it can be interpreted that, 40% of the respondents strongly agree
that the individuals have to be recognised for his/her part, 33% of the respondents agree,
14% of the respondents neither agree or disagree,7% of the respondents disagree and 6% of
the respondents strongly disagree that individuals have to be recognised for his/her part.
2. Individuals with effective guidance and control can be developed over a
period of time.
TABEL NO:2
Options No. of Respondents Percentage of Respondents

Fully Agree
19 27%
Agree 30 43%
11 16%
Disagree 6 8%
Total 70 100%
GRAPH NO:2
50%
45%
40%
% of Respondents
35%
30% Strongly Agree
25% Agree
20% Neither Agree or Disagree
15% Disagree
10% Strongly Disagree
5%
0%
1
Opinions of Respondents
INTERPRETATION
that individuals with effective guidance and control can be developed over a period of time,
43%of the respondents agree, 16%neither agree or disagree, 8% of the respondents disagree
and 6% of the respondents strongly disagree that individuals with effective guidance and
control can be developed over a period of time.
3. Performance expectations/targets of employee are to be linked with company

goals with better result.
TABEL NO:3

Agree 25 36%
Disagree 7 10%
Total 70 100%
GRAPH NO:3
40%
35%
% of Respondents
30%
25% Strongly Agree

20% Agree
10% Disagree
Strongly Disagree
5%
0%
1
opinion of respondent
INTERPRETATION
From the above diagram, it can be interpreted that, 28%of the respondents strongly agree that
performance expectation/ targets of employee are to be linked with company goals with
better result,36%of the respondents agree, 20%of the respondents neither agree or disagree,
10% of the respondents disagree and 6%of the respondents strongly disagree that individuals
with effective guidance and control can be developed over a period of time.
4. Performance management to be used in providing information on the
contribution of HR to strategic objectives of company.
TABEL NO:4

Agree 32 46%
Disagree 5 7%
Total 70 100%
GRAPH NO:4
50%
45%
40%
% of respondents
35%
30% Strongly Agree
25% Agree
15% Disagree
10%
Strongly Disagree
5%
0%
1
opinion of respondents
INTERPRETATION
that performance management to be used in providing information on the contribution of HR
to strategic objectives of company, 46%of the respondents agree, 14%neither agree or
disagree, 7% of the respondents disagree and 9% of the respondents strongly disagree that
performance management to be used in providing information on the contribution of HR to
strategic objectives of company.
5. Superior should give feedback on employee behavior that is expected of them
on the job.
TABEL NO: 5

Agree 20 29%
Disagree 7 10%
Total 70 100%
GRAPH NO:5
40%
35%
30%
% of respondents
25% Strongly Agree

20% Agree
10% Disagree
Strongly Disagree
5%
0%
1
INTERPRETATION
that superior should give feedback on employee behaviour that is expected of them on the
job, 43%of the respondents agree, 16%neither agree or disagree, 8% of the respondents
disagree and 6% of the respondents strongly disagree that superior should give feedback on
employee behaviour that is expected of them on the job.
6. Superior should make the employee to understand their mistakes in a
friendly.
TABEL NO: 6

Agree 15 21%
Disagree 11 16%
Total 70 100%
GRAPH NO:6
40%
35%
30%
% of respondent
25% Strongly Agree

20% Agree

Disagree
10%
Strongly Disagree
5%
0%
1
opinion of repondent
INTERPRETATION
that superior should make the employee to understand their mistakes in a friendly, 21%of the
respondents agree, 38%neither agree or disagree, 16% of the respondents disagree and 9% of
the respondents strongly disagree that superior should make the employee to understand their
mistakes in a friendly.
7. Performance management system helps in developing the career of employee.
TABEL NO: 7

Agree 22 31%
Disagree 13 19%
Total 70 100%
GRAPH NO: 7
35%
30%
25%
% of respondent
Strongly Agree
20%
Agree
15%
10% Disagree
Strongly Disagree
5%
0%
1
INTERPRETATION
that performance management system helps in developing the career of employee, 31%of the
respondents agree, 29%neither agree or disagree, 19% of the respondents disagree and 7% of
the respondents strongly disagree that performance management system helps in developing
the career of employee.
8. Through their performance management system an employee can gain insight
into his strength and weakness.
TABEL NO: 8

Agree 18 26%
Disagree 14 20%
Total 70 100%
GRAPH NO: 8
35%
30%
25%
% of respondent
Strongly Agree
20%
Agree
15%
10% Disagree
0%
1
INTERPRETATION
that through their performance management system an employee can gain insight into his
strength and weakness, 26%of the respondents agree, 33%neither agree or disagree, 7% of
the respondents disagree and 20% of the respondents strongly disagree that through their
performance management system an employee can gain insight into his strength and
weakness.
9. Through this system subordinates can compete with the performance in
changing era.
TABEL NO: 9

Agree 14 20%
Disagree 14 20%
Total 70 100%
GRAPH NO: 9
25%
20%
% of respondent
15% Strongly Agree

Agree
Disagree
5%
Strongly Disagree
0%
1
opinion respondent
INTERPRETATION
that through this system subordinates can compete with the performance in changing era,
and 20% of the respondents strongly disagree that through this system subordinates can
compete with the performance in changing era.
10. The system of assessing an individual performance through various
managerial committees.
TABEL NO: 10

Agree 14 24%
Disagree 13 27%
Total 70 100%
GRAPH NO: 10
30%
25%
% of respondent
20%
Strongly Agree
15% Agree
10%
Disagree
0%
1
opinion respondents
INTERPRETATION
that the system of assessing an individual performance through various managerial
committees, 24%of the respondents agree, 26%neither agree or disagree, 27% of the
respondents disagree and 10% of the respondents strongly disagree the system of assessing
an individual performance through various managerial committees.
11. Superiors should effectively communicate the results of employees
performance in worthy.
TABEL NO: 11

Agree 22 31%
Disagree 9 13%
Total 70 100%
GRAPH NO: 11
35%
30%
25%
% of respondent
Strongly Agree
20%
Agree
15%
10% Disagree
Strongly Disagree
5%
0%
1
INTERPRETATION
that superiors should effectively communicate the results of employees performance in
worthy, 31%of the respondents agree, 11%neither agree or disagree, 13% of the respondents
disagree and 16% of the respondents strongly disagree that superiors should effectively
communicate the results of employees performance in worthy.
12. Superiors & subordinates should work together to design development plans
for individuals.
TABEL NO: 12

Agree 26 37%
Disagree 9 13%
Total 70 100%
GRAPH NO: 12
40%
35%
30%
% of respondents
25% Strongly Agree

20% Agree

Disagree
10%
Strongly Disagree
5%
0%
1
INTERPRETATION
that superiors & subordinates should work together to design development plans for
individuals, 37%of the respondents agree, 20%neither agree or disagree, 13% of the
respondents disagree and 10% of the respondents strongly disagree that superiors &
subordinates should work together to design development plans for individuals.
13. Employees should have a clear understanding of the Options scale in the
performance appraisal process.
TABEL NO: 13

Agree 21 30%
Disagree 8 11%
Total 70 100%
GRAPH NO: 13
35%
30%
25%
% of respondents
Strongly Agree
20%
Agree
15%
10% Disagree
Strongly Disagree
5%
0%
1
INTERPRETATION
that employees should have a clear understanding of the Options scale in the performance
appraisal process, 30%of the respondents agree, 33%neither agree or disagree, 11% of the
respondents disagree and % of the respondents strongly disagree that employees should have
a clear understanding of the Options scale in the performance appraisal process.
14. Employees should have adequate involvement in fixing their performance
expectations.
TABEL NO: 14

Agree 24 34%
Disagree 13 19%
Total 70 100%
GRAPH NO: 14
40%
35%
30%
% of respondents
25% Strongly Agree

20% Agree

Disagree
10%
Strongly Disagree
5%
0%
1
INTERPRETATION
that employees should have adequate involvement in fixing their performance expectations,
and7% of the respondents strongly disagree that employees should have adequate
involvement in fixing their performance expectations.
15. Appraisals in the organization should clearly link to performance
improvement.
TABEL NO: 15

Agree 19 27%
Disagree 18 26%
Total 70 100%
GRAPH NO: 15
30%
25%
% of respondent
20%
Strongly Agree
15% Agree
10%
Disagree
0%
1
INTERPRETATION
that appraisals in the organization should clearly link to performance improvement, 27%of
the respondents agree, 20%neither agree or disagree, 26% of the respondents disagree and
10% of the respondents strongly disagree that appraisals in the organization should clearly
link to performance improvement.
16. Good performance is to be duly recognized in organization
TABEL NO: 16

Agree 18 26%
Disagree 20 29%
Total 70 100%
GRAPH NO: 16
35%
30%
25%
% of respondent
Strongly Agree
20%
Agree
15%
10% Disagree
0%
1
INTERPRETATION
that good performance is to be duly recognised in organisation, 26%of the respondents agree,
21%neither agree or disagree, 29% of the respondents disagree and 10% of the respondents
strongly disagree that good performance is to be duly recognised in organisation.
17. There should be a well-designed reward system.
TABEL NO: 17

Agree 18 26%
Disagree 9 13%
Total 70 100%
GRAPH NO: 17
40%
35%
30%
% of respondent
25% Strongly Agree

20% Agree

Disagree
10%
Strongly Disagree
5%
0%
1
INTERPRETATION
that there should be a well-designed reward system, 26%of the respondents agree,
strongly disagree that there should be a well-designed reward system.
18. Proper recognition for achieving is the best reward.
TABEL NO: 18

Agree 24 34%
Disagree 5 7%
Total 70 100%
GRAPH NO: 18
45%
40%
35%
% of respondent
30%
Strongly Agree
25%
Agree
20%
15%
Disagree
10%
Strongly Disagree
5%
0%
1
INTERPRETATION
that proper recognition for achieving is the best reward, 34%of the respondents agree, 10%
neither agree or disagree, 7% of the respondents disagree and 9% of the respondents strongly
disagree that proper recognition for achieving is the best reward.
19. Individuals should be strictly punished for non-achievements of targets
which is mutually agreed upon.
TABEL NO: 19

Agree 14 20%
Disagree 15 21%
Total 70 100%
GRAPH NO: 19
30%
25%
% of respondent
20%
Strongly Agree
15% Agree
10%
Disagree
0%
1
INTERPRETATION
that individuals should be strictly punished for non-achievements of targets which is mutually
agreed upon, 20%of the respondents agree, 26%neither agree or disagree, 21% of the
respondents disagree and 19% of the respondents strongly disagree that individuals should
be strictly punished for non-achievements of targets which is mutually agreed upon.
20. There should be a clear link between pay & performance.
TABEL NO: 20

Agree 17 24%
Disagree 19 27%
Total 70 100%
GRAPH NO: 20
30%
25%
% of respondent
20%
Strongly Agree
15% Agree
10%
Disagree
0%
1
INTERPRETATION
that there should be a clear link between pay & performance, 24%of the respondents agree,
strongly disagree that there should be a clear link between pay & performance.
ANNEXURE
QUESTIONNAIRE
TRAINING AND DEVELOPMENT
Performance management is a process that provides feedback,
accountability, and documentation for performance outcomes. It helps
employees to channel their talents towards organizational goals.
I Podugu Vishala a student of MBA (HR) in Samata College As part of

my curriculum for assuring PG Degree in MBA (HR). I am doing Training and
Development.
I request you to kindly spare a few minutes of your time and give your
sincere opinion for the questions. The information will be used only for my
academic purpose.
RATING SCALE FOR THE QUESTIONNAIRE:
1. Strongly Agree
2. Agree
3. Neutral
4. Disagree
5. Strongly Disagree
Name:
Age:
Designation:
SNO DESCRIPTION RATING SCALE
Individuals have to be recognised for his part.

1 1 2 3 4 5
Individuals with effective guidance and control
2 can be developed over a period of time. 1 2 3 4 5
Performance expectations/targets of employee

3 are to be linked with company goals with better 1 2 3 4 5
result.
Performance management to be used in
4 providing information on the contribution of HR 1 2 3 4 5
to strategic objectives of company.
Superior should give feedback on employee
5 behaviour that is expected of them on the job. 1 2 3 4 5
Superior should make the employee to

6 understand their mistakes in a friendly. 1 2 3 4 5
Performance management system helps in

7 developing the career of employee. 1 2 3 4 5
Through their performance management system

8 an employee can gain insight into his strength 1 2 3 4 5
and weakness.
Through this system subordinates can compete
9 with the performance in changing era. 1 2 3 4 5
The system of assessing an individual

10 performance through various managerial
committees. 1 2 3 4 5
SNO DESCRIPTION RATING SCALE
Superiors should effectively communicate the

11 results of employees performance in worthy. 1 2 3 4 5
Superiors & subordinates should work together

12 to design development plans for individuals. 1 2 3 4 5
Employees should have a clear understanding of

13 the rating scale in the performance appraisal 1 2 3 4 5
process.
Employees should have adequate involvement in
14 fixing their performance expectations. 1 2 3 4 5
Appraisals in the organisation should clearly link

15 to performance improvement. 1 2 3 4 5
Good performance is to be duly recognised in

16 the organisation. 1 2 3 4 5
There should be a well-designed reward system.

17 1 2 3 4 5
Proper recognition for achieving is the best

18 reward. 1 2 3 4 5
Individuals should be strictly punished for non-

19 achievements of targets which is mutually 1 2 3 4 5
agreed upon.
There should be a clear link between pay &
20 performance. 1 2 3 4 5
FINDINGS
 During the study, It is found that majority of the respondents, that is 40% of the
respondents strongly agree that individuals has to be recognised for his part.
 43% of the respondents agree that individuals with effective guidance and control can
be developed over a period of time.
 It is found that 34% of the respondents neither agree nor disagree that superior should
give feedback on employee behaviour that is expected of them on the job.
 Majority of the respondents agree that performance management system helps in
developing the career of employee.
 Majority of the respondents agree that superiors & subordinates should work together
to design development plans for individuals.
 Majority of the respondents strongly agree that there should be a well-designed
reward system
CHAPTER-6
SUMMARY & SUGGESTIONS
SUMMARY
In today scenario where the organizations are moving toward performance based
culture PMS plays a very vital role. The PMS includes criteria that are measured against
outcomes in terms of whatever metrics are available.
Performance management in an effective way for company to achieve their goal also
a good way to get better performance form the employees. In any business PM consider some
common objectives such as assign the goal, make plan train the workers for specific goal,
give then feedback about their job what they have done. PM is the only one process to make
the business in the right way. Business target should be in range, that should be achievable,
also it should be in touch of workers. Another thing is management should give the workers
proper payment for their work, they should get more than thet what expect from the
company. If companies can come to this decision then they can easily achieve their target.
HINDUSTAN SHIPYARD Ltd performance management system aims at focusing

individual efforts to the organizational objectives. At a broad level it drives the desired
performance while at an individual level it provides well-defined key responsibility Areas. As
a process it also provides a frame work for assessment of KRAs and creates a visible,
transparent and fair reward system. Finally and most importantly it enables a feedback
mechanism, which lings individual behaviour with the goals for organization.
This company has well laid management system. To maintain their management
throughout they have given prime importance to human resource. As a result the performance
management system in Hindustan shipyard limited is very crucial to maintain. The
measurement of the performance is done on the annual basis but the performance of the
employee recorded by his/her supervisor on each movement. On this analysis the training
needs of the company are identified.Appraisal exercise is necessary tool to measure the
employee’s worth of the performance.
SUGGESTIONS
Performance Management System (PMS) is the heart of any “People Management
Process” in the organisation. Organisations exist to perform. If people do not perform,
organisations don’t survive. If people perform at their peak level, organisations can
compete and create waves. The performance appraisal system has to be based on clearly
specified and measurable standards and indicators. Goals have to be consistent and
mutually decided by the employee and management. The appraisal format should be
practical and simple, the process should be participatory and open, It should be linked
with rewards. Feedback is an important part of appraisal, and has to be timely impersonal
and noticeable.
The following are the major suggestions offered in order to strengthen

the performance management system:
1. Performance appraisal system should be in accordance with the job description and the
assessment parameters for assessing employee performance.
2. Make employees to feel that appraisals are motivating factor and are continues internal
assessment process best conducted by those inside the organisations.
3. PMS in the company should have scope for helping each employee in discovering his
potentials
4. The management should make clear to every employee about how their performance is
measured.
BIBLOGRAPHY
INFORMATION FROM INTERNET:
 http://www.managementstudyguide.com/human-resource-
management.htm
 https://en.wikipedia.org/wiki/vizag_port
 http://www.vizagport.com

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DATA ANALYSIS & INTERPRETATION OF THE STUDY

Options No. of respondents Percentage of respondents

Options No. of Respondents Percentage of Respondents

3. Performance expectations/targets of employee are to be linked with company

Options No. of Respondents Percentage of Respondents

25% Strongly Agree

15% Neither Agree or Disagree

Options No. of Respondents Percentage of Respondents

Options No. of Respondents Percentage of Respondents

25% Strongly Agree

15% Neither Agree or Disagree

Options No. of Respondents Percentage of Respondents

25% Strongly Agree

15% Neither Agree or Disagree

Options No. of Respondents Percentage of Respondents

Options No. of Respondents Percentage of Respondents

Options No. of Respondents Percentage of Respondents

15% Strongly Agree

Options No. of Respondents Percentage of Respondents

Options No. of Respondents Percentage of Respondents

Options No. of Respondents Percentage of Respondents

25% Strongly Agree

15% Neither Agree or Disagree

Options No. of Respondents Percentage of Respondents

Options No. of Respondents Percentage of Respondents

25% Strongly Agree

15% Neither Agree or Disagree

Options No. of Respondents Percentage of Respondents

Options No. of Respondents Percentage of Respondents

Options No. of Respondents Percentage of Respondents

25% Strongly Agree

15% Neither Agree or Disagree

Options No. of Respondents Percentage of Respondents

Options No. of Respondents Percentage of Respondents

Options No. of Respondents Percentage of Respondents

I Podugu Vishala a student of MBA (HR) in Samata College As part of

Individuals have to be recognised for his part.

Performance expectations/targets of employee

Superior should make the employee to

Performance management system helps in

Through their performance management system

The system of assessing an individual

Superiors should effectively communicate the

Superiors & subordinates should work together

Employees should have a clear understanding of

Appraisals in the organisation should clearly link

Good performance is to be duly recognised in

There should be a well-designed reward system.

Proper recognition for achieving is the best

Individuals should be strictly punished for non-

HINDUSTAN SHIPYARD Ltd performance management system aims at focusing

The following are the major suggestions offered in order to strengthen

INFORMATION FROM INTERNET:

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