A STUDY ONTHE EMPLOYEE BACKGROUND VERIFICATION

(With reference to Eisai Pharmatechnology & Manufacturing Pvt. Ltd., Visakhapatnam)

PROJECT REPORT SUBMITTED IN PARTIAL FULFILLMENT FOR THE AWARD OF DEGREE OF

BACHELOR OF BUSINESS MANAGEMENT

SUBMITTED BY VAISHALI MISHRA ROLL NO. 1214111219

UNDER THE ESTEEMED GUIDANCE OF Dr. Y.V.V.S.S.S VARA PRASAD Associate Professor

GITAM INSTITUTE OF MANAGEMENT GITAM UNIVERSITY

(Declared as deemed to be university u/s 3 of the UGC Act 1956) (Accredited with A Grade by NAAC)

VISAKHAPATNAM

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Declaration by the student

I Vaishali Mishra hereby declare that this project entitled performance appraisal (With reference to Eisai Pharmatechnology & Manufacturing Pvt. Ltd., Visakhapatnam) submitted for the partial fulfillment of the requirements of bachelor of business management, GITAM Institute of Management, Visakhapatnam, Andhra Pradesh is a bonafide record of my project work carried out during the period from 3 rd May, 2009 to 3rd June, 2012 at Eisai Pharmatechnology & Manufacturing Pvt. Ltd., Visakhapatnam. It is carried out on my own and has not been submitted to any other institution or university earlier.

Date: Place: Vaishali Mishra

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Certificate by the guide

This is to certify that the project report entitled performance appraisal (With reference to Eisai Pharmatechnology & Manufacturing Pvt. Ltd., Visakhapatnam) in partial fulfillment of the requirements for the degree of Bachelors of Business Management, is a bonafide work carried out by Vaishali Mishra and has been carried out under my guidance.

DATE:

Dr. Y.V.V.S.S.S VARA PRASAD (Assistant Professor)

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Acknowledgements
I would like to express my profound gratitude to Prof. K.Siva Rama Krishna, Dean & Principal, Prof P. Sheela, Vice-Principal and Dr. K. Manjusree Naidu, program coordinator of Bachelors of Business Management, GITAM University for giving me this opportunity to successfully complete my project work. With immense pleasure I would like to express my sincere thanks to my project guide Dr. Y.V.V.S.S.S Vara Prasad for necessary cooperation extended to carry out my project work. I take this opportunity to acknowledge my sincere thanks to Mr S.R. Saini, Sr. director- HR, Administration, Legal & Compliance, Eisai Pharmatechnology & Manufacturing Pvt. Ltd., my Project Guide who has been a staunch pillar to support for my data collection and analysis His cooperation and valuable guidance to enhance academic knowledge in the subject of performance appraisal. I express my deep sense of gratitude to the management of Eisai Pharmatechnology & Manufacturing Pvt. Ltd. for giving me this opportunity to study EMPLOYEE ENGAGEMENT in their esteemed organization. I extend my heartfelt thanks to Mr. S.R. Saini, Sr. director- HR, Administration, Legal & Compliance for kindly obliging to my proposal to do my internship in their prestigious organization. I would humbly thank the representatives and employees of Eisai Pharmatechnology & Manufacturing Pvt. Ltd.and all those individuals who made this study a grand success, giving their support directly or indirectly.

VAISHALI MISHRA (1214111219)

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Content
chapter-1 chapter-2 chapter-3 chapter-4 chapter-5 chapter-6 Theoretical framework Present study & methodology Industrial & Organization profile Data analysis Finding & suggestions Conclusion Bibliography Annexure

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CHAPTER-I THEORITICAL FRAMEWORK

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INTRODUCTION

Organizations are run and steered by people. It is through people that goals are set and objectives realized. Organizational Development denotes an overall and comprehensive development of an organization supported by the entire team of employees working for that organization. The performance of an organization is, thus, dependent upon the sum total of the performance of its members. According to Peter Ducker, an organization is like a tune. It is not constituted by individual sounds b u t b y t h e i r synthesis. The success of an organization, therefore, depends on its ability to accurately measure the performance of its members and use it objectively to optimize them as vital resources. A useful technique in the management process that serves as a measure of performance and productivity is "performance evaluation" or performance appraisal. Performance refers to the degree of accomplishment of the task that makes up an individual's job. Evaluation is different from judgment. The former is concerned with performance and the latter is concerned with the individual. While evaluation deals with achievement

of g o a l s , a j u d g m e n t h a s a n u n d e r c u r r e n t o f p e r s o n a l a t t a c k

and is likely to

e vo k e resistance. In other words performance appraisal is justification of employees where in performance refers to fulfillment of promises and appraisal is official valuation Performance appraisal could be informal or formal. Informal performance appraisal is a continuous process of feeding back information to the subordinates about how well they are doing their work in organization. The informal appraisal is conducted on a day-today basis. For example, the manager spontaneously mentions that a particular piece of work was well performed or poorly performed. It is due to the close connection between the behavior and the feedback on it; the informal appraisal quickly encourages desirable performance and discourages undesirable performance. Before it becomes permanently ingrained. Therefore, informal appraisal should not be perceived merely as a casual occurrence but as an important activity and an integral part of the organizations culture. The formal performance appraisal occurs usually annually on formal basis. The employees acceptance of the appraisal process results in the trust that the employee has in the organization. An environment that affords a n opportunity for further growth while minimizing stressful situations certainly enhances appraisal acceptance. Establishing this type of environment goes far beyond t h e performance appraisal process. Every aspect of managing people and their work relates to the 7|Page

improvement of their quality of work life. Performance appraisal is an integral part of a trusting, healthy and happy work environment that goes a long way in promoting the same. Performance appraisal has been used for the following three purposes: Remedial Maintenance Development A performance appraisal needs to cover all these three purposes with the same focus. If any purpose predominates, the system becomes out of balance. For instance, if remedial purpose is foremost, then the performance appraisal may become a disciplinary tool, a form of a charge sheet and a tool of power instead of instrument of evaluation. Sometimes maintenance becomes the main objective for an organization. In this case, the process may become short, skimped and per functionary ritual. If there is too much emphasis on development, then the focus falls on the future assignment rather than on the current job

FEATURES OF PERFORMANCE APPRAISAL

1) Setting SMART Goals for Employees: Goal setting provides leaders, managers and employees with web-based tools to set SMART goals and track progress on frequent intervals. 2) Evaluate Employee Performance: Employee Appraisal ensures objective and accurate evaluation of your employees performance and helps you find the strengths and weakness of the employee. 3) Coach and Train Employees to improve their performance: To continually improve performance of your organization you need to continuously training employees to update their skills and competencies. Training Management allows you manage employee training effectively. 4) Define competitive employee compensation plans: Employee compensation plan helps you to remain competitive in your business and attract and retain talented employee. 5) Promote right employees to critical positions: Organizations success by placing right employee in right positions.

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Objectives of Performance appraisal:

To review the performance of the employees over a given period of time. To judge the gap between the actual and the desired performance. To help the management in exercising organizational control. Helps to strengthen the relationship and communication between superior, subordinates and management employees. To diagnose the strengths and weaknesses of the individuals so as to identify the training and development needs of the future. To provide feedback to the employees regarding their past performance. Provide information to assist in the other personal decisions in the organization. Provide clarity of the expectations and responsibilities of the functions to be performed by the employees. To judge the effectiveness of the other human resource functions of the organization such as recruitment, selection, training and development. To reduce the grievances of the employees

PERFORMANCE APPRAISAL - PUNISHMENT TOOL OR ORGANIZATIONAL CATALYST Performance Appraisal is one of the core HR activities. It is the assessment of the employees job performance. It is completely based on employees job description and objectives to be achieved. Performance Appraisal (PA) has two basic purposes. First, PA serves an administrative purpose. It provides information for making salary, promotion and layoff decisions as well as providing documentation for justifying these decisions. Second, rather more importantly, performance appraisal serves a developmental purpose. This information can be utilized for determining training needs, career planning and succession planning. Employees have mixed views about performance appraisals. According to one segment, it is for the betterment of the employees and the organization. Those employees, who work efficiently and effectively, will get the agreed intrinsic as well as extrinsic benefits. It is being regarded as an excellent method of keeping everyone motivated.

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On the contrary, some employees suggest to their managers that companies should get rid of performance appraisals as it is a bitter process which has the ability to create emotional pressures and stress for the employees.

A managers bias also plays its role. Furthermore, he might lack proper training for evaluating employeesperformances. Their perception is that no matter how well we perform, our contributions will never be acknowledged.

The annual performance appraisal might be the most important meeting you have with your employees all year. Appraisals offer an opportunity to clarify job descriptions, set goals and objectives, formulate sensible compensation decisions, and decisively address any performance challenges. Properly handled, performance appraisals can correct personnel issues and set employees on a positive course for the coming months. Handled poorly, they have the potential to demoralize employees, provoke EEO ( Equal Employee Opportunities) complaints, and erode trust in management. This session is a must for managers and human resource professionals who are frustrated with the typical ineffectiveness of performance management discussions in advancing organizational goals and promoting positive employee relations.

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Topic related to performance appraisal

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Chapter-2 Present study & methodology

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NEED OF THE STUDY

The present survey can be considered very important because of its academic and professional importance. 1) Academic importance Only few empirical surveys are made on the subjects in Indian background. So the researcher is interested to know more about the subject. 2) Professional importance The researcher being a student of 1st BBA, Gitam University requires some practical training combined with classroom theoretical teaching and to submit a dissertation for that the researcher performed this survey on the topic EMPLOYEE ENGAGEMENT at. EPM Visakhapatnam

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