Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
cc/
PREFACE
Like any other organization, ACME TELE POWER LTD., PANTNAGAR has
framed Rules, Regulations, Policies, Systems and Schemes etc. for running its business
smoothly. Acme Tele Power Ltd., Pantnagar has also introduced various schemes for the
welfare of employees For smooth business operations and to take advantage of the
benefits under these schemes, it is necessary that every employee understand that these
Rules, Regulations, Policies, Systems and Schemes fully and clearly.
http://www.final-yearprojects.co.cc/
ACKNOWLEDGEMENT
“In difficult moments, behave like duck, keep calm and unruffled on the surface,
but keep paddling away like crazy underneath”
First of all I would like to thank Mr. B.S.Sherawat (HR) for granting permission to me
for the summer training at ACME TELE POWER LTD.,Pantnagar. I would also like to
thanks to Mr.Jaideep Singh ( Administrative Head) who provided me sincere guidance at
every possible juncture..
Last but not the least; I thank my institute ICFAI , Pantnagar, for providing me with the
experience of performing my project at a reputed company like ACME TELE POWER
LTD.,Pantnagar .
Name
http://www.final-yearprojects.co.cc/
CONTENT
CHAPTER 1
1.1 Introduction
1.2 Objectives of the study
1.3 Research Methodology
1.4 Scope of the study
1.5 Limitations of the study
1.6 Operational definition of the concept
1.7 Learning’s in the Executive training
1.8 Awards/ Rewards received during the E.T
CHAPTER 2
CHAPTER 3
CHAPTER 4
4.1 Recommendations
4.2 Conclusion
Bibliography
http://www.final-yearprojects.co.cc/
CHAPTER I
INTRODUCTION
In the so highly competitive and rapidly changing environment to survive the companies
need well trained and skilled worker. India is a very rich country in the term of resources,
weather natural or technical and scientific .But it is very sad to state that India, till now,
has not perfectly learnt how to develop its man power and tap its human resources for the
betterment of its citizenry and business goal.
OBJECTIVES OF STUDY
SAMPLE SIZE
The sample size is of 100 employees, from ACME TELE POWERLTD, PANTNAGAR.
RESEARCH METHODOLOGY
The study was done with the help of primary as well as secondary data. Primary data
were collected through the questionnaire while secondary data were collected through:
● Internet
● Company report
● Brochures etc.
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.
3. Employee shall fill his part in the Appraisal form in the appraisal form and shall hand
over the same to Reviewing Officer/S.H.
CHAPTER II
COMPANY PROFILE
ACME Tele Power Ltd. was incorporated in 2003. The company was established
with a mission to provide innovative and creative solution to hltherto unaddressed
infrastructure –and power –relative problems faced by the telecom operators in the
country. The idea was to provide solutions that are cost effective, environment friendly,
reliable and delivered a quick ROI.
Based on the commitment to R&D innovation, ACME Tele Power converted its vision
and mission into tangible business reality by launching a spate of unique and original
products that clearly addressed the pain points of the telecom operators. Their success in
this endeavor is born out the fact that some of the largest Telecom companies in the
world like Nokia and Airtel are users of their passive infrastructures solutions.
ACME believes its principal differentiator is its ability to provide end-to-end solutions as
compared to partial solutions provided by most other companies. It launched the ‘Green
Shelters’, which is a complete package to fit various environment and temperature
parameters at telecom sites, avoiding the running of back up systems like diesel
generators.
The company today enjoys an international presence in several countries around the
world, through its own establishments, channel partners and associates.
PRODUCTS OF THE COMPANY:-
As on date, ACME Tele Power Ltd. boasts of a rich and variegated portfolio of cost
effective and innovative products based on the modern technologies. These include :-
Green Shelter
Power Interface unit
Line Conditioner unit
Thermal Management System with PCM
AC with free cooling
Heat Exchanger
Battery Life Enhancer
Fuel Cells
Battery coolers
NACC Compressor less Air Conditioner
Micro Turbine
MISSION STATEMENT
● improving quality
● identifying opportunities
● positive attitude
● positive approach
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
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 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.
ATTRIBUTES
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
● VERSATILITY
● 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 (OS)
COMMENDABLE (CO)
UNSATISFACTORY(US)
Scale Rating Standard Actual
0.05 OS 3 2
0.2 CO 12 15
0.5 ME 31 29
0.15 NI 9 11
0.1 US 6 4
61 61
piu stores
Standard Actual
35
30 31
29
25
numbers
20
15
15
12
10 11
5 3 9 6
2 A 4
0
OS CO PROJECT
ME REPORT
NI US
ratings
ON
MULTIPLE PURPOSES OF PERFORMANCE APPRAISAL
Salary
Promotion
Retention and termination
Administration uses
Reorganization of individual performance.
Lay off
Identification of poor performance
Formal v/s
informal
How to solve
PERFORMANCE APPRAISAL SYSTEM
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.
Rating Scale
Cost accounting Checklists
Essay Forced
Appraisal Choice
methods
Tests and Forced
Observation distribution
They include:-
Methods
Future oriented
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.
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.
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.
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.
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.
outcome Attainment
Motivation Ability Performance and job satisfaction
X
IMPLICATIONS FOR PERFORMANCE AND SATISFACTION
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.
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.
● INDUCTION
● 5’s (Japanese Technology)
● KRA
● QUALITY CIRCLES
● COMPETANCY MAPPING
● PRACTICAL WORK ON EXCEL
CHAPTER III
DATA ANALYSIS
(a) 5-10 years (b) 10-15 years (c) More than 15 years
0
16 0
Less than 5 Years
5-10 Years
10-15 years
More than 15
84
Fig. 1.01
Findings: The response collected is based on the period of their service in the
organization. As company was set up in 2003 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
Yes No
Question
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?
Question Yes No
40
Yes
No
60
Fig. 1.03
Findings: Near about 60% of the employees had not aware about modern performance
appraisal techniques.
Question no 4: Performance appraisal techniques make you better eligible for promotion,
demotion, & transfer.
Question
Fig. 1.4
20
Agreed
Not 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.
Question no 5: Do you think performance appraisal is useful or just a waste of time?
Question
Useful Waste of time
Sample Size 100 92 8
Employees
8
Fig. 1.5
Useful
Waste 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.
Yes No
Question
Agreed
Not agreed
92
Fig. 1.06
Findings: 92% of the responses show that Performance Appraisal Report helps a lot in
the promotional activities.
Question no 7: Does performance appraisal report is helpful in identifying Training and
Development need or it lay development plan for you?
Fig. 1.7
10
To a large extent
To some extent
50 Not at all
40
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.
15
Agreed
Not 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?
38 40
YES
No
x
Cant’ say
22
Fig. 1.09
Yes No
Question
26%
Yes
No
74%
Fig. 1.10
Findings: Near about 75% of the respondents, say that Organization provides counseling
after performance appraisal report.
FINDINGS
1. The response collected is based on the period of their service in the organization. As
company was set up in 2003 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.
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 ACME TELE
POWER LTD. , PANTNAGAR, 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.
In spite of these merits, there are some demerits also in the company that the goals of the
company are not decided in advance and no feedback fixed for workers and executives in
ACME TELE POWER LTD., PANTNAGAR.
SUGGESTIONS GIVEN BY EMPLOYEES DURING SURVEY
● Employee is the key resource of the organization. Hence employee satisfaction is the
key to success for the organizational growth. For employee satisfaction there should be
good incremental and promotional policies.
● Things carried out on paper should be followed/ implemented or at least can be tried.
● Every employee should have a right of justification for his own roles , responsibilities
and designation.
● Organization must use 360 degree appraisal method because this method not only
includes the performance of an employee but his interpersonal skills also.
CHAPTER IV
RECOMMENDATIONS/ SUGGESTIONS
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 20% 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.
.
BIBLOGRAPHY
P.T.O
Yes No
Fig. 1.2
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?
RECOMMENDATION/ SUGGESTIONS
This situation realize that there were 20% of the employee who are unaware of the
performance appraisal report which will be reduced by providing them all counseling
They should have to be aware about the performance appraisal techniques because they
have to passes through it for taking better promotions & greater responsibility.
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.
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.
They have to introduced career development graphs and necessary skills to reach that
position after experiencing some years.
Respondents should have to better understand the job responsibility and training need
identification through schedule chart or through the job analysis.
.
BIBLOGRAPHY
Any suggestions:
…………………http://www.final-
yearprojects.co.cc/…………………………………………………………………………
………………………………………………………………………………………………
………………………………………….. .
http://www.final-yearprojects.co.cc/