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SUMMER TRAINING REPORT ON ASTUDY ON PERFORMANCE APPRAISAL ( WITH SPECIAL REFERENCE TO CHANDRAGUPT HOTEL(PVT.) LTD.)

SUBMITTED IN PARTIAL FULLFILLMENT TO

THE IIS UNIVERSITY FOR THE DEGREEOF MBA HUMAN RESOURCE MANAGEMENT (Department of HRM&IB)SUBMITTED TO: SUBMITTED BY:Dr. SEEMA SINGH RATHORE RUCHIKABEHRAADDITIONAL HEAD MBA(HR)SEM-III(Department of HRM&IB) ICG/2013/15719(THE IIS UNIVERSITY PERFORMANCE APPRAISAL:It is the process of measuring quality and quantity an employee past and present performance against the background of his and her expected role performance, the background of his environment and about his future potential for an organization. The evaluating of the performance and personality of each employee is done by his immediate superior . The performance appraisal focuses on judging the performance and future potential of the employees. It helps in evaluating the performance of the employees and in assessing the hiring and training method followed in an organization. The employees are recruited with some objectives in mind, whether these have been achieved or not has to be regularly evaluated.

FEATURES OF PERFORMANCE APPRAISAL:It is a system process consisting of number of steps to be following for evaluating an employees strength and weakness. It is systematical and objective system it help to analysis employees strength and weakness.It is continuous process.It is source of information.It is tow type informal and formal.

OBJECTIVE OF PERFORMANCE APPRAISAL :To maintain records in order to determine compensation packages, wage structure, salaries raises, etc. To identify the strengths and weaknesses of employees to place right men on right job. To maintain and assess the potential present in a person for further growth and development. To provide a feedback to employees regarding their performance and related status.

METHODS OF PERFORMANCE APPRAISAL :

1. Critical incident method:This format of performance appraisal is a method which is involved identifying and describing specific incidents where employees did something really well or that needs improving during their performance period.

2. Weighted checklist:In this style, performance appraisal is made under a method where the jobs being evaluated based on descriptive statements about effective and ineffective behavior on jobs.

3. Management By Objectives:MBO is a method of performance appraisal in which managers or employers set a list of objectives and make assessments on their performance on a regular basis, and finally make rewards based on the results achieved. This method mostly cares about the results achieved (goals) but not to the way how employees can fulfill them.

4. Paired comparison analysisThis form of performance appraisal is a good way to make full use of the methods of options. There will be a list of relevant options. Each option is in comparison with the others in the list. The results will be calculated and then such option with highest score will be mostly chosen.

5. Graphic rating scalesThis format is considered the oldest and most popular method to assess the employees performance .In this style of performance appraisal, the management just simply does checks on the performance levels of their staff.

6. Essay Evaluation In this style of performance appraisal, managers/supervisors are required to figure out the strong and weak points of staffs behaviors. Essay evaluation method is a non-quantitative technique. It is often mixed with the method the graphic rating scale. ADVANTAGES OF PERFORMANCE APPRASIAL:

It is said that performance appraisal is an investment for the company which can be justified by following advantages:

Promotion: Performance Appraisal helps the supervisors to chalk out the promotion programmers for efficient employees. In this regards, inefficient workers can be dismissed or demoted in case.

Compensation: Performance Appraisal helps in chalking out compensation packages for employees. Merit rating is possible through performance appraisal.

Motivation: Performance appraisal serves as a motivation tool. Through evaluating performance of employees, a persons efficiency can be determined if the targets are achieved. This very well motivates a person for better job and helps him to improve his performance in the future. MEANING OF RESEARCH:Research is the systematic process of collecting and analyzing information to increase our understanding of the phenomenon under study. It is the function of the researcher to contribute to the understanding of the phenomenon and to communicate that understanding to others.RESEARCH DESIGN:Research design is known as framework within which the whole activity of research and methods or procedures is clearly mentioned under which the research is to conduct. Descriptive research design is used for the study. Descriptive research design implies the study of complete information regarding the respondents profile and his/her views/opinions/preferences towards some problem. It can be called a research framework whereby the complete descriptive of the respondent is studied and data in specific was collected and analyzed to draw conclusions for a problem.DATA COLLECTION :Data collection is the process of gathering and measuring information on variables of interest, in an established systematic fashion that enables one to answer stated questions , test hypotheses, and evaluate outcomes.

Primary Data:Primary data is the first hand information and thus happen to be original. Such original data is complied and studied for a specific purpose. Questionnaire is prepared in order to get first hand information . Structured Questionnaire method is used for the survey.

Secondary Data:The secondary data are those data which have already been collected by someone else and which have already been passed through the statistical process. Magazines, journals and articles available on internet are used as source of secondary data. The following secondary sources are used for the survey:Books.InternetOBJECTIVES OF THE STUDYTo know the awareness of Performance appraisal among employees of hotel.To know how much satisfied are employees with Performance appraisal system of CHANDRAGUPT HOTEL.To know how is the information of Performance appraisal used by the management.To study the current performance appraisal system of the hotel and identify the gaps between the current state and the desired state.SCOPE OF THE STUDYThe study restricting our research only to the workers and Employees of Chandragupt Hotel Pvt. Ltd, Jaipur .So, the scope of this study is also confined to Chandragupt Hotel.The study will also help us to understand the performance appraisal and its need and it will help us to improve the performance of employees.The study will bring to light the performance of employees that will help the management to take important decision regarding promotion, transfers etc.

REVIEW OF LITERATURE:

Colville &Millner (2011) recognize that a trap that organizations can fall into is not recognizing that the implementation of performance management is a change 6 performance management: literature review process. Too often, organizations just look over the fence to what others are doing and do the same (2011, p.35). They argue that this practice is reasonable but it needs to be coupled with an understanding of how the process will deliver organisation strategy and vision.

Muo(2010), performance appraisal entails the systematic, organised and formalised process of evaluating individual employees job related strengths and weaknesses with a view to providing feedback on which performance adjustment can be made. Thus, performance appraisal has both evaluative and developmental objectives. It evaluates both traits and results.

LIMITATIONS OF THE STUDYThe research was carried out in a short period. Therefore the sample size and the parameters were selected accordingly so as to finish the work within the given time frame.The information given by the respondents might be biased some of them might not be interested to give correct information.Some of the respondents could not answer the questions due to lack of knowledge.Some of the respondents of the survey were unwilling to share information.HISTORY:Fort Chandragupt is a Heritage Deluxe Hotel in Jaipur located in the nerve center of Jaipur City, popularly known as the Pink City of India. The Deluxe Hotel provides modern facilities and luxury accommodation at economy tariff rates. Fort Chandragupt is always known for its excellent hospitality towards the tourists visiting Jaipur city. Fort Chandragupt embraces 67 Deluxe Rooms including 9 Suites all traditionally decorated in fine Rajputana style. Fort Chandraguptoffers a wide range of personalized services and facilities to help in making the stay of international tourists in Jaipur a memorable one. All Rooms are tastefully decorated with Paintings of the Royal Era; it has been constant endeavour to better the services and facilities. It offers everything a discerning guest could wish for with impeccable and personalized service to all the guests. The hotel has a delectable range of Indian cuisine on offer. Its modern business center has everything you need. While you may choose to stay in your room to make long distance calls, it also has an Internet Cafe where guests can surf the net, chat with friends, and exchange email while enjoying a quite cup of coffee.. The Hotel is very conveniently approachable by road and has plenty of its own parking spaces. It is very close to the main market area and yet its small and well-maintained garden ensures that the guests enjoy peace and transquality.HOTEL VALUES: 1. To recognize that the guests needs is the reason we exist as a hotel.2. We care beyond just the room, and learn about what is important to the individual guest.3. Responsive to the guests changing needs before, during and after their stay.4. Fully accountable for our recommendations.5. Continuing to review and evolve to meet market changes with speed and flexibility.

AwarenessNo. of respondents percentageYes3876No1224Total50100DATA ANALYSIS AND INTERPRETATIONQ.1 Are you aware of Performance Appraisal system in chandragupt hotel?

INFERENCE:Study shows that about 76% of respondents are aware of performance appraisal system in the hotel.TypesNo. of RespondentspercentageAnnually1122Half yearly2040Quarterly 1020Monthly918Total50100Q 2. What type of Performance Appraisal preferred by the employees of Chandragupt hotel?

Type of Performance Appraisal Preferred by the Employees of the hotel

MethodNo. of Respondentspercentage1.Critical incident method482.Paired comparison analysis10203.360 degree performance appraisal6124.Graphic rating scales18 365.Self appraisal7146.Forced ranking510Total50100Q 3.What Method is implemented for Performance Appraisal in the hotel?

Method Used For Performance Appraisal

INFERENCE: Study shows that majority of respondents (36%) use graphic rating scale method for measuring performance appraisal.Statement No. of respondentspercentageYes3570No1530Total50100Q.4 Do you receive any increment in your salary after performance appraisal?

INFERENCE:Study shows that about 70% of respondents thinks that there is increment in salary after performance appraisal and 30% of respondents thinks there is no increment in salary after performance appraisal.FactorsNo of Respondents percentagePersonal factors3060Official factors1224No factor816Total50100Q 5. Factors that hinders the Performance Appraisal system in hotel.?

Factors that Hinders Performance Appraisal in hotel

INFERENCE:Study shows that about 60% of respondents thinks personal factors hinders performance appraisal,24% of respondents thinks official factors hinders performance appraisal,16% of respondents thinks that no factor hinders performance appraisal.

FINDINGS OF THE STUDY Majority of the people are aware about the Performance Appraisal in CHANDRAGUPT HOTEL.Most of the employees prefer half yearly Performance Appraisal programmees.Method used for Performance Appraisal is generally rating.Majority of employees are satisfied with the Performance Appraisal system used in CHANDRAGUPT HOTEL.Majority of the people agree that the Performance Appraisal system is needed in the hotel.The maximum number of times the Performance Appraisal is discussed or given in groups with the employees.Most of the time the Performance Appraisal are affected by the personal factors.Most of the respondents are motivated by the information derived from the Performance Appraisal.

SUGGESTIONSThe management of the hotel should appraise the performance of employees by giving them some incentives, which would motivate them to work to their fullest capacity and encourage them to work more and show good and better results.On-going feedback is provided, the formal stepping down step should not be particularly for either party moreover, in a MBO system that actually work, ongoing feedback is the critical element. Training and development programs should be provided time-to-time and it make more effective that every employees take interest in programs.Improving employees morale.Motivation for employee be regular.The hotel management should pay some incentives to the workers who are doing best job and their performance is good.

CONCLUSIONAfter analyzing the collected data and on the basis of the inferences, following conclusion can be drawn. The majority of people want performance appraisal because without this one cannot take best and right decision. But some appraises feel that they are not given proper feedback and even they dont want any feedback as they think that they know their work very well. Performance appraisal is useful for helping employees and management both through proper feedback. Appraisers give proper feedback to their appraises on group basis and proper training or challenging tasks are given to improve their performance, mainly the formal training is given at the time of joining the organization but if the employees face any problem later at the time of their job, their superiors help them in resolving their problems at the same time. Majority of respondents thinks that performance appraisal system helps in increment in salary and also helps to increase employee moral that increase their quality of work and more satisfaction in their job. At present the management of the hotel is using graphic rating method for evaluating the performance of employees since there are various other methods viz. 360 degree performance appraisal method etc. management can prefer other methods as well so that the employees get aware of their strength and weakness regarding their work profile. BIBLIOGRAPHY:BOOKS:French Wendell L. Human Resource Management, Publisher Houghton Mifflin Company , 2012Hoggets Richard M, Hagen Kathryn W Modern human relation at work, Publisher south-western colleges , 2011Kothari C.R. Research Methodology Methods & Techniques, Revised Second EDITION {New age international publishers}, 2013 David A. Decenzo/Stephen P. Robins (2013), Personal and Human Resource Management. , Sage PublicationSudha G.S. (2012-13), Human Resource Management, RBD Publications.WEBSITES:www.fortchandragupt.comhttp://www.performance-appraisal.com REFERENCES

Colville &Millner (2011) a trap that organizations can fall into is not recognising that the implementation of performance management is a change 6 performance management (2011, p.35).

Taylor , W (2008), The Age, my career section,p.11, 26/11/2008.

Cokins, G. 2009.Performance Management: Integrating Strategy Execution, Methodologies, Risk and Analytics. John Wiley and Sons,Volume 5, No. 2.

Aguinis, H. 2012.Performance Management (3rd edition).Prentice Hall.(Human Resource emphasis).

Laurano , M. (2011). On boarding 2012: The business of first impressions. Aberdeen Group; Bauer, T. N., Bodner, T., Erdogan,

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