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A PRESENTATION ON

PERFORMANCE APPRAISAL SYSTEM

AT

ACME TELE POWER LTD., PANTNAGAR


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PREFACE

At ACME TELE POWER LTD., PANTNAGAR, theemployees are considered as most valuable asset

and strength for sustained growth in the

development of the company.

Like any other organization, ACME TELE POWER

LTD., PANTNAGAR has framed Rules, Regulations,

Policies, Systems and Schemes etc.


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CONTENTS

CHAPTER 1 Introduction

Objectives of the study

Research Methodology Scope of the study

Limitations of the study

Operational definition of the concept

Learnings in the Executive training

CHAPTER 2 Company Profile

Human Resource Development (Performance Appraisal)

CHAPTER 3 Data Analysis

Interpretations and findings

Suggestions

CHAPTER 4 Recommendations

Conclusion


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CHAPTER 1 ( 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, weathernatural 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.

For summer training I got an opportunity to do my summer

training in ACME TELE POWER LTD., PANTNAGAR because

it is one of the biggest, well established and renowned in its

field and serious about training its worker and intent to make it

understood that they really care for them.


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OBJECTIVES OF STUDY

To understand the Performance Appraisal activities ofACMETELE POWER LTD., PANTNAGAR.

To find out if the Performance Appraisal activities help the

employee in his performance.

Take the response of employees towards the Performance

Appraisal activities carried on upon them.


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SAMPLE SIZE & RESEARCHMETHODOLOGY

The sample size is of 100 employees, from ACMETELE POWERLTD, PANTNAGAR.

The study was done with the help of primary as wellas secondary data. Primary data were collectedthrough the questionnaire while secondary data were

collected through:

Internet

Company report

Brochures etc.


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OPERATIONAL DEFINITION OF THECONCEPT


Performance appraisal is a process of evaluating employee performance for

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

motivation etc and performance appraisal seeks to achieve following objective.

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

Performance based rewards in terms of promotion, increments etc.

To identify training needs.

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


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PERFORMANCE APPRAISAL PROCESS

1. HR to prepare the Appraisal Form of individual

employee to be appraised and send it to concernedReviewing Officer/HOD.

2. Reviewing Authority/HOD will arranged distributionof form to individual employee through Appraising

Officer/S.H.

3. Employee shall fill his part in the Appraisal form inthe appraisal form and shall hand over the same toReviewing Officer/S.H.


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CHAPTER 2 (COMPANY PROFILE)

ACME Tele Power Ltd. was incorporated in 2003. The company was

established with a mission to provide innovative and creative solutionto hltherto unaddressed infrastructure and powerrelative problemsfaced by the telecom operators in the country. The idea was to providesolutions that are cost effective, environment friendly, reliable anddelivered a quick ROI.

ACME Tele Power Ltd. (ATPL), provides comprehensive passive

infrastructure solutions to wireless telecom players both in India as

well as overseas. It has three main policies. These are:-

Zero defect products

Total customer focus

Implementation of Kaizen


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PERFORMANCE APPRAISAL

Company considers its human resources as the most valuable

resources for its growth & development. Performance appraisal seeksto achieve the following.

1. To set realistic & challenging targets/ key performance area onannual basis for the individual.

2. To assess employees 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.


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METHOD OF APPRAISAL

The employees performance is appraised by thedepartment & sectional head in consultation with his

immediate supervisor on personal attributes, job

performed targets achieved/ specific achievement.

Finally the appraisal is reviewed & approved by thereview committee to ensure uniformity& objective.


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APPRAISAL FEEDBACK

1. The appraisal is being discussed with the employeeby the appraises to give the employee.

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

consolidation& improvement.


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TRAINING AND DEVELOPMENT

Training & development is an important aspect of theH.R.D. The company believes in training &

development of its employees. In hour & outstation

programs are arranged for employees by H.R.D. on

recommendation of sectional & departmental head.


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It is a process of evaluating employee performance for the

purpose of placements, selections for promotions, careerplanning, motivation etc, performance appraisal seeks to

achieve following objective.

To assess the performance, personal attributes and

potential of the employees.

Performance based rewards in terms of promotion,increments etc.

To identify training needs.

To assess strengths, areas of improvements and give

feedback to the employees.


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INDIVIDUAL COMPONENT DEFINED

ATTRIBUTES

WORK PLANNING

ABILITY TO PLANORGANISE

EXECUTEMEET DEADLINESINTEGRITYRESPONSIBILITY

COMMUNICATION

ARTICULATINGPERSUASIOSUPPORTCONFIDENCE

CONCEPTUAL DEPTH

VISION

LONG RANGE PLANNINGVERSATILITYCREATIVITY ANDINNOVATION

OVERALL BUISNESS APPROACH

TECHNICAL BASISFINANCAL KNOWLEDGESTRATEGIC PRIORITIESCONSUMER DRIVEN

AREAS OF STRENGTH

KEY TRAINING

AND DEVELOPMENT

AREAS OF

IMPROVEMENT


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BELL SHAPED CURVE

p u sto es

12

6

31

3 9

29

15

2

11

40

5

10

15

20

25

30

35

C

NI U

at

ngs

nu

be

s

andard

ua C L R TING T ND RD CTU L

..05 3 2

C 12 150.2

0.5 31 29

.15 NI 9 11

0.1 U 6 4


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ISSUES IN PERFORMANCE APRASIAL

When to

Evaluate?Appraisal

design

Formal v/s

informal

What to

evaluate

How to solve

Whose

performance

What problems

Who are the

partners

What

methods


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METHODS OF APPRAISAL

The last to be addressed in the process of designing an

appraisal programme is to determine method(s) of evaluation.

All the approaches to appraisal can be classified into:-

past-oriented methods

future oriented methods


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METHODS OF APPRAISAL

Appraisal

methods

Rating Scale

Checklists

Forced Choice

Forced Distribution

Critical Incident

BARS

Field Review

Tests & Observation

Essay


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Methods

Past oriented Future oriented

Appraisal by objectives Management by objectives

Trait Appraisal

Rating Scales &Ranking Technique

Simple or straight RankingForced distribution Ranking Psychological appraisals

Paired comparison

The Critically incident method Assessment Centers

APPRAISAL METHODS


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QUESTIONS ASKED DURING SURVEY

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

Q no 2:Are you aware about your performance appraisal or any evaluation done by your superior.

Q no 3:Are you aware about the modern techniques used in performance appraisal?

Q no 4: Performance appraisal techniques make you better eligible for promotion, demotion, & transfer.

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

Q no 6: Proper and adequate performance appraisal plays a crucial role in your career development.

Q no 7: Does performance appraisal report is helpful in identifying Training and Development need or it

lay development plan for you?

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

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

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


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FINDINGS

1. 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 respondents 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.


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FINDINGS

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

counseling after performance appraisal report.


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SUGGESTION GIVEN BY EMPLOYEES

OF ACME DURING SURVEY

Performance Appraisal should be experience, work skill,labourism sincerity.

Evaluation should be as per performance and shall not bebiased.

Valuation of performance should be done in each quarter.

Appraisal should not be Bell Curve. It should be based ondepartment/ individual either 100% or 0%.

Employee is the key resource of the organization. Henceemployee satisfaction is the key to success for theorganizational growth. For employee satisfaction there should

be good incremental and promotional policies.


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CONT

Things carried out on paper should be followed/

implemented or at least can be tried.

Performance Appraisal should be done by MBO(Management By Objective) / M&M method of appraisal.

Every employee should have a right of justification for hisown roles , responsibilities and designation.

Organization must use 360 degree appraisal methodbecause this method not only includes the performance ofan employee but his interpersonal skills also.


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