Professional Documents
Culture Documents
ON
SUBMITTED BY
SAUMAKSHISETH
MBA-IV SEM.
ROLL- 1109470092
GALGOTIAS INSTITUTE OF
MANANGEMNENT AND TECHNOLOGY
GREATER NOIDA
1
CONTENTS
PAGE NO.
Acknowledgement
1. Introduction
2. Review of literature
3. Objectives of the study
4. Research Methodology
5. Analysis of the Survey
6. Findings
7. Difficulties
8. Limitations
9. Recommendations
10. Bibliography
11.
4
5
30
75
77
81
94
95
96
97
98
Annexure
99
DECLARATION
I Saumakshi Seth hereby declare that the research report entitled is an original and
authentic work being submitted to MAHAMAYA TECHNICAL UNIVERSITY for the
partial fulfillment of the requirement for the degree of the master of business
Administration is my own endeavors and it has not being submitted earlier any Institute /
University for any degree.
SAUMAKSHI SETH
(MBA 4th SEM)
DATE:
ACKNOWLEDGEMENT
INTRODUCTION
Moser Baer India Ltd., is one of the largest optical media manufacturers in the world,
supplying to over 82 countries across the globe. IT have a large variety of optical discs
(CD-R, CD-RW, DVD+/-R, DVD+/-RW, DVD+R Double Layer, HD-DVD, BDR, BDRE, 8cm CD-R and 8cm DVD-R), and now upcoming with USB data storage. All of which
can be supplied with a surface finish of your choice, be it printed or printable.
COMPANY PROFILE
MOSER BAER INDIA LTD.
Moser Baer is a world leader in the development and manufacture of removable data
storage media. Incorporated in 1983, it is today one of India's leading technology
companies and ranks among the top three optical storage media manufacturers in the
world. Headquartered in New Delhi, India, it has a broad and robust product range of
floppy disks, compact discs (CDs) and digital versatile discs (DVDs).
A pioneer among globalizing Indian firms, Moser Baer has a presence in over 82
countries, serviced through six marketing offices in India, the US and Europe, with strong
tie-ups with all major global technology brands. Simultaneously, with the launch of the
'Moser Baer' label in India, the company has emerged as the preferred choice in this
burgeoning captive market. The result: strong growth, with revenues growing at a fiveyear CAGR of over 42 per cent. No wonder Moser Baer has attracted and retained bestin-class global strategic investors including the International Finance Corporation (IFC),
War burg Pincus Singapore LLC and Electra Partners.
Our continuous emphasis on efficient and integrated manufacturing, coupled with the
India-specific advantage of high-quality and best- value human resources and lower perunit capital cost, has made Moser Baer one of the most successful manufacturers of
optical storage media in the world. By developing in-house resources and technologies,
we have mastered the art of process-intensive high-quality precision manufacturing.
Vision
Touching every life across the globe through high technology products and services.
Mission
We
will
drive
growth
through
our
excellence
in
mass
manufacturing.
We will move up the value chain through rapid development of technology, products and
services.
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We will leverage our relationships, distribution, cost leadership and "can do" attitude to
become a global market leader in every business.
Value-System
Teamwork
Thinking and working together across functional silos, hierarchies, businesses and
geographies. Cooperating and supporting each other towards common goals.
Integrity
Consistently behaving and taking decisions in an ethical, trustworthy and fair manner in
all spheres of life.
Passion
Missionary zeal coming out of one's heart to drive to the goal which gives one a feeling
of "do it with pride" and "love to be there". A feeling that encourages one to dream &
realize the dreams. Self-commitment to give more than 100% & create value.
Speed
Meeting and exceeding customer's expressed or implied expectations by a "do it" attitude
and by doing right, first time, on time and every time
11
At Moser Baer we believe the long-term success of our business is intertwined with the
success of our customers. As leaders in the area of data storage, we take the responsibility
of providing an innovative and secure depository for your vital information very
seriously. Over the past two decades, as we proactively evolved with the storage media
market from Magnetic Media to Optical Compact Discs and now Digital Video Discs, the
shape and format of what we make may have changed but our pledge to provide 'quality
at best value' has never wavered. This approach has helped us build what is today our
most valuable asset - the trust of our customers and stakeholders.
It is this focus on building relationships responsibly that places us at the forefront of
digital media technology.
Quality
(Quality for us is not a feat - it is a habit.)
At Moser Baer we believe that our consistent ability to deliver quality products has been
our key differentiator. We have instituted a continuous quality improvement culture and a
strong systems driven focus to ensure that the quality of our products consistently meet or
exceed international benchmarks. The company's processes are certified under ISO
9001:2000 Quality Management System Standard, ISO 14001:2004 Environment
Management System Standard and OHSAS 18001:1999 for Occupational Health and
Safety Management System Standard.
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Excellence
Moser Baer since inception has consistently strengthened its competitiveness by
enhancing capacity at lower incremental expenditure, declining conversion cost,
progressive vertical integration and improving material efficiency. As a result we have
emerged as one of the lowest cost manufacturers of optical media in the world.
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makes
it
easy
to
take
decisions.
14
documents
and
containers
instantly.
15
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In February 2003, Moser Baer entered into a strategic long-term sourcing deal with
Imation Corpone of the largest players in the optical media industry worldwide.
Imation is sourcing a substantial part of its optical media requirement from Moser Baer.
In addition to sourcing media, the companies have entered into a strategic joint venture to
carry out R&D for and market optical storage media products in growth markets.
This venture will focus on customer servicing, long-term technology transfer and joint
R&D.
Imation Corp will significantly enhance Moser Baers global reach and presence by
helping grow its market share in the US, which is one of the largest and relatively more
lucrative markets for optical storage media. Additionally, the JV Company will
effectively and efficiently target new
High-growth markets like Africa, the Middle East and South America, as also address
new market segments.
HR in MBIL
HR Vision
To facilitate development & growth of our people to leverage their fullest potential &
create a spirit of customer intimacy & service excellence for driving rapid business
growth.
HR Goals
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HR IN MBIL
Human Resource
Industrial Relations
HUMAN RESOURCE
SUPPORTING
HR HELPDESK
MAIN
RECRUITMENT
& SELECTION
MANPOWER
PLANNING
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JOINING FORMALITIES
INDUSTRIAL RELATIONS
PERFORMANCE
MANAGEMENT
SYSTEM
PREVENTIVE
CORRECTIVE
WELFARE
DISCIPLINARY
OPEN HOUSE
CHARGE SHEET
MISCONDUCT
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IN THE BEGINNING
INDUCTION
ON JOB TRAINING
TRAINING
BEHAVIORAL
TRAINING
UST TRAINING
BUDDY IDENTIFICATION
PERSONNEL
TIME OFFICE
ATTENDANCE/LEAVE RECORD
COMPENSATION
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The Human resource department of Moser Baer has many tentacles. I will give in brief
about each though I would like to make it clear that Moser Baer India limited Human
resource is broadly divided into Four departments they are Industrial Relations, Training,
HR and Personnel Department .Each department has a different set of functions .
I would like to give a birds eye view on Human Resource department first; it has
recruitment section, Joining Formalities Support team, Performance Management System
team, ERP and Management information team.
Training and Industrial relations are autonomous department as far as Moser Baer is
concerned due to the large human capital working in this organization.
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SUPPORTING FUNCTIONS OF HR
JOINING FORMALITIES
After the Candidate is selected in the process of Recruitment, there is joining formalities
which takes place in order to have all the details regarding the candidate /employee so he
is verified as well as with the process aware about whatever things are requisite from this
organization point of view, so he gets a ID Card for punching for his/her attendance,
Medi-claim insurance or ESI card as per the employee salary this thing is made, then
various forms need to be filled for gratuity for shareholdings etc and then a MIS is also
maintained for this which is maintained in Microsoft Excel as well as the ERP software .
HR HELPDESK
If employees have any issues, queries and concerns are properly captured, evaluated and
promptly addressed/resolved and feedback is provided on issues not covered under the
prevalent guidelines/policies, Moser Baer have launched HR&ADMN HELPDESK.
HR& ADMIN.. Shall have a dedicated resource at HELPDESK for addressing such
concerns/issues. Each and every query can be raised through intranet and the process
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owners shall resolve the raised query and communicate to the concerned employee with
the copy marked to the Helpdesk dedicated resource within the predefined timeframe.
And the help-desk dedicated resource shall present MIS & percentage compliance to
defined service level agreement in the plant monthly HR review meeting.
MAIN FUNCTIONS
RECRUITMENT
Recruitment is dynamic and very much required as far as any organization is concerned
and Moser Baer tries to take the best candidates out of the numerous employees
curriculum vitae .The recruitment process of Moser Baer happens by three modes either
from Naukri.Com Resdex, through Walk-in or Through employee referrals but all have to
go through a strict procedure .The recruitment happens at all levels from the Level of
DET to Engineer, Managers, General managers etc. HR executives looked after the
recruitment process. And the department head takes the main interview, HR executives
need to maintain a MIS for the process as the top management is aware regarding the
same.
23
This team takes care of the performance appraisal of the employee it is very important as
this is the team which finds whatever training and Appraisals increments and promotion
has to be given to the particular employee it maintains all the database as well as
complete authorization. The entire process is looked after by them .This is important as
people can never be satisfied with their salary as well as the position. Therefore, with
respect to the performance they are promoted or given increment so that they can work in
the present organization with enthusiasm. Even the employees are given production
incentive by which they feel very motivated as their salary keeps on increasing annually.
INDUSTRIAL RELATIONS
This department is very important as it is concerned with the relationship between the
management and the workers and the role of regulatory mechanism in resolving any
industrial dispute.
It involves the following areas:
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Labor legislation.
This department has also welfare programmes like in-house sports activities, various
behavioral programmes as well as Open House, which are conducted by HR and IR
together.
The family Visit inside the plant, and various programmes like Long Service Awards
arrangement and organization is taken care by IR and HR together.
TRAINING
This department looks after different types of training happening in Moser Baer India
Limited.
The different types of training involves:Induction Training
Behavioral Training
Buddy Identification
UST Training etc.
There are different types of training that happens in this organization.
25
Behavioral training includes staying ahead Programmes which is done for employees
motivation.
TRAINING DEPARTMENT
The training department maintains all the requisites which are required whether
stationary or arrangement of an external Trainer to impart Particular Training to the
selected set of employees.
Training department takes care of Training need identification form by which it comes to
know that what training has to be imparted to the particular employee then it makes
arrangement for the particular training by using its trainers whether the trainers required
are internal or external.
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TIME OFFICE
In brief this team looks after the attendance of all the employees working in the plant.
Secondly, it solves all the issues related to the same and also takes care of all the
grievances regarding the leaves applicable to the employees whether it is sick leave or
casual leave.
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General Applications
Developmental uses
Specific Purpose
Identification of individual needs.
Performing feedback
Determining transfers and job assignments.
Identification of individual strength and
Administrative Uses
developmental needs
Salary, Promotion, retention or termination,
Recognition of individual performance, lay
Organizational Objectives
Organizational
Information
of
goal
goal
achievement,
identification,
Documentation
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REVIEW OF LITERATURE
METHODS OF APPRAISAL
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RANKING METHOD
In this the superior ranks his or her subordinates in the order of their merit starting from
the best to the worst. All that the HR department knows is that A is better than B. The
how and why are not questioned, nor answered. No attempt is made to fractionalize
what is being appraised into component element. This method is subject to the Halo
effect, although ranking by two or more raters can be averaged to help reduce biases. Its
advantages include ease of administration and explanation.
Under this method, the appraiser compares each employee with other employee, one at a
time. For example there are five employees named A, B, C, D, E. The Performance of A
is first compared with the performance of B and a decision is made about whose
performance is better. Then A is compared with C, D and E in that order. The same
procedure is repeated for other employees. The number of comparisons may be calculated
with the help of a formula which reads thus :-
N (N-1)/2 Where N stands for the number of employees to be compared. If there are 10
Employees, the number of comparisons will be
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{10(10-1)}/2 =45. After the completion of comparison, the results can be tabulated, and a
rank is created from the number of times each person is considered to be superior.
RATING SCALES
This is the simplest and most popular technique for appraising employee performance.
The typical rating-scale system consists of several numerical scales, each representing a
job related performance criterion such as dependability, initiative, output, attendance,
attitude, cooperation and the like. Each scale ranges from excellent to poor. The rater
checks the appropriate performance level on each criterion, then computes the employees
total numerical score .The number of points scored may be linked to salary increases ,
whereby so many point equal a rise of some percentage .
Rating scales offer the advantages of adaptability, relatively easy use and low cost.
Nearly every type of job can be evaluated with the rating scale, the only requirement
being the job performance criteria should be changed. This way a large number of
employees can be evaluated in a short time, and the rater does not need any training to
use the scale.
The disadvantages of this method are several .The raters biases are likely to influence
evaluation, and the biases are particularly pronounced on subjective criteria such as
cooperation, attitude and initiative. Furthermore numerical scoring gives an illusion of
precision.
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In this method, the rater is given a series of statements about an employee. These
statements are arranged in blocks of two or more, and the rater indicates which statement
is most or least descriptive of the employee.
Typical statements are:1) Learns fast ---------------------------------Works Hard.
2) Work is reliable ----------------Performance is good example for.
3) Absents often--------------------others usually tardy.
This approach is known as the forced choice method because the rater is forced to
select statements which are readymade .The advantage of this method is the absence
of personal bias in rating .The disadvantage is that the statements may not be properly
framed they may not be precisely describe the employees traits.
33
One of the errors in rating is leniency clustering a large number of employees around a
high point on a rating scale .The forced distribution method seeks to overcome the
problem of compelling the rater to distribute the ratees on all points on the rating scale .
This method operates under an assumption that the employees performance level
conforms to a normal statistical distribution. Generally it is assumed that employees
performance levels conforms to a bell shaped curve .For example, the following
distribution might be assumed to exist excellent 10% ,good 20% ,average 40% , below
average 20% , and unsatisfactory 10% .
34
The major weakness of the forced distribution method lies in the assumption that
employee performance levels always conform to a normal (or some other) distribution. In
Organizations that have done a good job of selecting and retaining only the good
performers, the use of forced distribution approach would be unrealistic, as well as
destructive to the employee morale.
The error of central tendency may also occur, as the rater resists from placing an
employee in the lowest or in the highest group. Difficulties also arise for the rater to
35
explain to the ratee why he or she has been placed in a particular group .One merit of this
approach is that it seeks to eliminate the error of leniency.
However, the forced choice method is not acceptable to raters and the ratees , especially
in small groups or when group members are all of high ability.
36
This is an appraisal by someone outside the assessors own department, usually someone
from the corporate office or the HR department .The outsider reviews employee records
and holds interviews with the ratee and his or her superior .This method is primarily used
for making promotional decision at the managerial level.
Field reviews are also useful when comparable information is needed from employees in
different units or locations. Two disadvantages of this method are:
1. An Outsider is usually not familiar with conditions in an employees work
environment which may affect the employees ability or motivation to perform.
2. An Outsider review does not have the opportunity to observe employee behavior
of performance over a period of time and in a variety of situations, but only in an
artificially structured interview situation which extends over a very short period
of time.
stakeholders being the immediate supervisors, team members, customers, peers and self.
In fact anyone who has useful information on how an employee does the job may be
one of the appraisers.
However, there are drawbacks associated with the 360 degree feedback. Receiving
feedback on performance from multiple sources can be intimidating. It is essential that
the Organizations create a non- threatening environment by emphasizing the positive
impact of the technique on an employees performance and development. Further, firms
that use the technique take a long time on selecting the rater, designing questionnaires
and analyzing the data. In addition, multiple raters are less adept at providing at providing
a balanced and objective feedback than the supervisors who are sought to be replaced.
38
Raters can have enormous problems separating honest observations from personal
differences and biases.
Pitfalls, notwithstanding, more and number of firms are using the 360 Degree appraisal
technique to assess the performance of their employees.
empowered teams because more and more firms use such teams to enhance productivity.
39
Identify KRAs
crucial to
business during
the year
Evaluate
Performance of the
team against pre
determined targets
Communicate the
results to ensure
transparency
40
Determine
intangible
parameters (like
initiative) which
indicate pockets of
individuals
excellence with the
team.
Measure
the
Performance of the
team (actual versus
targets) every month
Create a culture of excellence that inspires every employee to improve and lend
himself or herself to be assessed.
Align organizational objectives to individual aspirations.
Clear growth paths of talented individuals.
Provide new challenges to rejuvenate careers that have reached the plateau stage.
Forge a partnership with people for managing their careers.
Empower employees to make decisions without the fear of failing.
Embed teamwork in all operational processes.
De-bureaucratize the organization structure for ease of flow of information.
41
Performance appraisal data are used to make many important HR decisions (e.g. pay,
promotion, training, transfer and termination). The appraisal system is a common target
of legal disputes by employees involving charges of unfairness and bias. An employee
may seek the legal recourse to obtain relief from a discriminatory performance appraisal.
42
They should be made aware of the fine distinctions between legal and illegal activities
regarding decisions based on appraisals.
44
45
46
Performance Appraisal
Performance Management
assessment
joint dialogue
Performed annually
common
Focus is on traits
Monolithic system
Flexible system
pay
IMPORTANCE OF PERFORMANCE
MANAGEMENT SYSTEM
47
It offers a rare chance for a supervisor and subordinate to have time out for a
one-on-one discussion of important work issues that might not otherwise be
addressed.
48
Make
supervisors
accountable
for
performance
feedback
and
49
Measure and track success: There should be systems to support the measurement
to how successful the performance management system is. One should be able to track
whether it is being followed, whether stakeholders are satisfied with the system, whether
reviews are being done I the right manner whether the system will be able to assess the
impact of the business performance and so on.
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PMS in MBIL
WHY PMS
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PERFORMANCE
PLANNING
REWARDS
HIGH PERFORMING
CULTURE
COACHING
&
FEEDBACK
PERFORMANCE
REVIEW
CHARACTERISTICS OF PMS
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1. Performance cycle is annual, spanning April-March. The cycle for 2012-13 starts in
April12 & would end in the month of March13.
2. It has 3 distinct phases:
Performance planning
Midyear review
Self appraisal
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Purpose
Performance Review and deciding the increment for the current cycle.
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Objectives of PMS
Moser Baer is committed to a performance driven culture, which is transparent & fair.
To align everyones objectives and hence their effort into achieving the corporate
goals & objectives are defined in annual basis plan. This is done by framing the
corporate balance scorecard & cascading these objectives in the functional
scorecard of different functions & KRAs individuals.
To provide clarity to each individual about his/her role profile. In the process of
scorecard cascade, the areas where each function, & thereafter each individual
needs to support other functions is spelled out & clarified apart from ones own
focus areas within the function. This lends completeness to the focus areas of each
individual & provides a clear-cut direction to each employee. Also the mutual
clarification of the expectations between the employee & manager with regard to
the work & performance would build in transparency & fairness on the systems
this would also build in accountability & responsibility for ones work.
Through this system the process of development & growth of employees is also
addressed through the linkage to the development planning process.
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Final evaluations/recommendations.
To help the employees in identifying the knowledge and skills required for
performing the job efficiently as this would drive their focus towards
performing the right task in the right way.
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Basis of rating/Scoring
Appraiser Section
-60%
(On-the-job Performance)
Reviewer Section
-40%
(Potential/Capability Appraisal)
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Basis of rating/Scoring
Likewise the score for the Reviewer section will be arrived at and the total
weightage of this section will be 40% of the average score.
The Composite score will be arrived at by adding both the appraiser score
and reviewer score.
Rating scale is 1 to 10
9 & 10
- Excellent
- Very Good
6&7
- Good
4&5
- Average
1, 2 & 3
- Marginal
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BELL CURVE
-Excellent
- 20%
- 35%
-Average
- 13%
-Marginal
- 0-2%
BELL CURVE After the Data is received it is fit into the bell curve as given the details
earlier.
Each and every department maintains this bell curve.
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5. Everyone has to sign & own the process while assessing the employee.
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Dos
Your appraisal must reflect overall assessment of the appraisee over the entire
period including areas of improvement and the feedback given periodically so that
there are no surprises.
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Donts
2. Dont fail to appreciate that team performances are interdependent and complex; a
bad or good performance may not lie entirely within the control of any single
team member. Appreciate his singular contribution or lack of it.
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8. Dont play favorites and base assessment on other than on-the-job behavior and
achievements.
9. Dont share your appraisal rating with the Appraisee. It may get moderated and
then you may have difficulty justifying the change.
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First few minutes are very important for setting the tone of the meeting.
Praise ad criticize as and when needed immediately. Do not postpone it. Your
hesitation to critical evaluation may make an employee a dead wood tomorrow.
65
Must ensure that ratings are not shared with the associate before finalization, as
there may be some moderation required during the process and revealing rating
before finalization may have a negative impact.
DATE SCHEDULE
For all senior officers/engineers & below, the appraisal system is applicable which has 2
cycles, the April-march cycle and the October-September cycle
For Assistant manager & above, the PMS, reflection is applicable which is carried out in
the April-march cycle. Under which employee has to fill the following information:
Employee details- Name, Designation, department, age, qualification, total experience
grade, joining date, etc.
-Managers and reviewers details
-Target dates &
-Appraisal period.
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Performance Cycle
April:
Setting Corporate Goals for
the year
April/ May
Pay Action
April:
Setting Departmental
Goals for the year
May:
Individual
Performance planning
End April:
Performance Ratings
after Normalization
and Development
Needs
67
October:
Mid-Year Review
TERMSYOUSHOULDKNOW
5. The weightage for the KRAs should be based on the importance/ significance of
the activity from an organizations context.
6. For each KRA; targets should be defined along with the measure of success.
7. Rating 1-4, should also be defined along with the manager & it should be
documented in the reflection form. This is to ensure objectivity in the system.
8. For each KRA on action plan should be defined.
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S SPECIFIC
M MEASURABLE
A ACTIONABLE/ACHIEVABLE
R RELEVANT
T TIME BOUND
69
COMPETENCIES
Combination of Knowledge (what to do?), Skill (how to do?) & Attitude (why
to do?)
VALUES
70
71
Tailored to meet business needs of each business, division, and /or location.
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Lack of support from Top Management This may happen because the top
management fails to see any link between the performance management system
and the business goals of the Organization.
Fear of failure There is a suspicion among many appraisers that a poor
appraisal result tends to reflect badly upon them also, since they are usually the
employees supervisor. Many appraisers have a vested interest in making their
subordinates look good on paper.
Judgment aversion- Many people has a natural reluctance to play judge and
create a permanent record, which may affect an employees future career. This is
the case especially where there may be a need to make negative appraisal
remarks. Training in the techniques of constructive evaluation (such as self
auditing) may help. Appraisers need to recognize that problems left unchecked
could ultimately cause more harm to an employees career than early detection
and correction.
73
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To interview and discuss the area of focus with engineers and senior engineers
and other employees regarding the Appraisal Process.
When mapped into a pictorial representation, the objectives translated into the following
framework.
Study the
Prevailing
Performance
Appraisal
process
Interview and
discussion
Within area of
focus and find
gaps and
loopholes
Take effective
measures and
recommendation
for increase in
effectiveness
76
RESEARCH METHODOLOGY
The ConceptThe term Research Methodology indicates an exhaustive and searching investigating
into some accepted principles and conclusions, so as to bring into light some new and
novel facts .The first step towards any research is to identify the problem and look at it
objectively. One problem to be studied is decided, the steps to be finalized as follows:-
77
Research design
A. Problem defining
To study the present Performance Management System of Moser Bear Pvt. Ltd.
B. Literature survey
The literature used in this project is taken from websites and books.
C. Type of research
The research is both exploratory & descriptive in nature as the researcher has
explored the PMS of the company and its shortcomings. It is descriptive in nature
as the researcher has used pie charts to describe the analysis of the project.
1. Source of data.
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2. Sampling size
3. Sampling Technique
Convenience Sampling
4.
Sampling units
Interviews were conducted and the Questionnaires were filled from 25th March 2013 to
5th April 2013. All the Engineers were interviewed with convenience from the available
list from the different departments. Onsite interviews were also conducted at random for
further clear picture prevailing in the organization. The aggregate result of the interviews
presents a Clear picture of the Performance Appraisal System in the Organization.
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Questionnaires
I have used all the four above tools to get along with research project, but the main
emphasis is given to the responses collected through questionnaires, personal interviews
and discussions. The numerous official records of the past and the present, intranet sight
are also referred for the collection of exact information and statistical data.
80
81
82
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Question 1
5%
17%
Yes
No
Can't Say
78%
ANALYSIS- The above pie chart shows the percentage of respondents who has clear
understanding of the KRAs. This chart depicts that only 5% of the employees understand
the KRAs of the organization. 78% of respondents dont have understanding of the
KRAs.
INTERPREATATION- From the responses the pie chart illustrates that most of the
employees are not aware regarding the Key result Areas, then why it is given in the Self
Appraisal form and TNI form to write the KRA of the Particular individual and Check
himself/herself whether it is being fulfilled or not. So it is just for name sake or really the
Employees are not aware regarding the same.
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Question 2
Yes
17%
18%
No
Can't Say
65%
ANALYSIS- This chart depicts that 18% of the respondents are satisfied with the present
performance planning of MBIL. 65% of the respondents are not satisfied with the present
performance planning of the organization. 17% of the respondents have no clear idea
about the performance planning of the MBIL.
INTERPRETATION-You can find from the Pie chart that the response to the Particular
Question is not encouraging as it clearly shows that the Present Performance planning is
not up to the mark so there is a need to check the same and then identify whether there is
present target prevailing for the Employees and if it is exists why it is not up to the mark.
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Question 3
5%
32%
63%
Yes
No
Can't Say
ANALYSIS- The above charts depicts that 5% of the respondents think that the KPAs are
related to the companys goals and objectives. Most of the respondents i.e. 63% dont
have clear idea about the link between the KPAs and the objectives of the company and
rest 32% say that their KPAs are different from the companys goals and objectives.
86
think they are contradictory in nature. So in order to know your policy programmes this
thing should be made mandatory so the employees are aware of the same , if this rule is
not followed then also they should be known their tasks well then only they will be able
to fill their forms properly otherwise the opinion of the appraiser or the reviewer of that
particular employee will not come up to the mark.
Question 4
17%
20%
Yes
No
Can't Say
63%
ANALYSIS- 20% of the respondents agree that midterm changes are being discussed to
them by the HR manager. 63% of the respondents dont agree that mid term changes are
being discussed to them.
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INTERPREATATION-As per the responses you can see that most of the employees
have said that the manager does not discuss any mid term changes that means that if the
employee has done anything wrong at a particular time he/she has not given any
feedback. It is the Duty of the manager so the employee will also see that my manager
takes me seriously and the employee will also motivated at the particular context
whichever department he/she belongs.
Question 5
5%
32%
Appraisal by reviewer
Appraisal by Manager
Self Appraisal
63%
ANALYSIS- 63% of respondents prefer self appraisal method. 32% of the respondents
prefer to the appraisal to manager and only few are comfortable by reviewer. 5% of them
didnt want to answer.
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ANALYSIS- This chart shows that only 12% of respondents think that regular feedback
on performance is being given to them by management. 78% of the respondents are not
happy with the feedback given to them. 10% of them are indifferent or dont want to
answer to the particular question.
INTERPRETATION - The graph clearly shows that almost 8 out of 10 employees are
not given any feedback which is a very bad thing as far as any organization is concerned
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at least if he / she is given feedback they will improve or whatever their grievances and
problems are there can be sorted out and their frequency of work would be increased.
Question 7
8%
27%
Yes
No
Can't Say
65%
ANALYSIS- Most of the respondents that is 65% are not happy with the training need
assessment by the management. 27% are comfortable with the training and development
needs assessed by the management. 8% of the respondents are indifferent with the
question asked.
can cause high attrition. If this is true then may be company is having a good name but if
it is so then the employees will run away and they will not work for many years, So there
is a need to identify this and it is possible only when we go through the Current PMS and
identify its shortcomings and try to work upon it.
Question 8
ANALYSIS- 55% of the respondents are happy with the PMS with respect to career
advancement. 32% are not satisfied with the career advancement of the organization
while 13% of respondents are indifferent.
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INTERPRETATION- The responses shows that they are happy with the Performance
Management System as it is giving them their career advancement, but the responses
earlier were not up to the mark as per me I think that they see that Moser Baer has a good
name in the market so they are working for some time they are getting appraised and
jumping to another company for their advancement but I am only saying as per the data
collected from the engineers in the response. Because this organization is a very good
learning organization and everyone thinks that lets take some experience and learn & than
after 1-2 yrs go for some other organization.
Question 9
10%
44%
46%
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Yes
No
Cant say
ANALYSIS- 46% of the respondents are not satisfied with the reward system of the
organization. 44% of the respondents are not satisfied with the reward system of the
organization. 10% are not clear with the present reward system.
7%
2%
10%
32%
49%
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Highly satisfied
Satisfied
Neutral
Less Satisfied
Not Satisfied
ANALYSIS- 49% of the respondents are not satisfied with the present PMS of the
organization. Only 2% of the respondents are highly satisfied with the present PMS of the
organization. 32% are neutral with the present PMS. 10% are satisfied with the present
PMS. 7% highly unsatisfied with the PMS.
INTERPRATATION-As per the Graph Most of the People are not satisfied and 7%
people are there out of the survey of 40 Engineers who are not at all satisfied so it is an
area of deep concern and should be taken it carefully.
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FINDINGS
The Performance Appraisal process working for a large organization like Moser Baer is
fine but it does have some shortcomings which if not taken into account could lead to
serious imbalances in the organization so it is better to find ways to work upon it. To
reduce or eliminate these shortcomings and it be the perfect system to rely upon and
maximum efficiency and output is there in it. Certain gaps you would have come to know
through the pie charts but there are more, which I am listing down.
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DIFFICULTIES
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LIMITATIONS
Sample size is too small to reflect the opinion of the whole organization
There is a time limitation, as no one can study exhaustively in a very less time
period of 2 weeks.
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RECOMMENDATION
After doing the research on Performance Management System and done its analysis it is
very clear what are the Gaps and what should be done though the researcher would like
to suggest something that the Performance management System should be fair enough so
that the employee doesnt say a word or discuss regarding the same.
The performance Management System should be made robust in order to avoid the
loopholes as it looks good on paper it should be done practically also. People should be
made aware regarding their targets and goals so they try to achieve the same.
Past data should not be there in the appraisal form otherwise it makes biased opinion
regarding the employee at that point of time. Employees should be given performance
benefit by being promoted to upper level if they do get a higher qualification.
There should be potential assessment and employee should be moved from one job to
another on the basis of the caliber and moreover should be given a chance so it will not
create monotonous environment in the eye of the employee.
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BIBLIOGRAPHY
BOOKS
RESEARCH METHODOLY
WEBSITES
WWW.CITE HR.COM
WWW.HRDNETWORK.COM
WWW.AIMA-IND.ORG
WWW.STANFORD.EDU
WWW.IGNOU.AC.IN
WWW.HRCOMMUNITY.COM
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-VSP RAO
-CR KOTHARI
ANNEXURE
Questionnaire
SURVEY ON PERFORMANCE APPRAISAL PROCESS AND ITS ANALYSIS
IDENTIFICATION/ID NO (OPTIONAL)DEPARTMENT AGE
SEX
MALE
/ FEMALE
QUALIFICATIONPlease answer the following questions; your responses will be kept confidential
1) Do you have clear understanding of the Key performance Areas/Key Result
Areas?
1) Yes
2) No
3) Cant Say
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2) No
3) Cant Say
3) Is your KPA (key Performance Area) related to your company goals and
objectives?
1) Yes
2) No
3) Cant Say
4) Does your manager discuss any mid term changes in your tasks?
1) Yes
2) No
3) Cant Say
2) No
3) Cant Say
7) Does the Performance Management System identify and address your training
and development needs?
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1) Yes
2) No
3) Cant Say
2) No
3) Cant Say
2) No
3) Cant Say
10) What is your satisfaction level from the present Performance Management
System?
Tick () the Appropriate Box
Highly
Satisfied
Neutral
Satisfied
Unsatisfied
Highly
unsatisfied
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