Index

Chapter 1 Title

Chapter 2 Introduction to title

Chapter 3 Objective of study

Chapter 4 Research Methodology

Chapter 5 Introduction of company

Chapter 6 Data interpretation

Chapter 7 Data analysis

Chapter 8 Recommendations and

conclusions

Chapter 9 Bibliography

Introduction
Every organization practices the PA in one form or another to achieve certain
objectives. These objectives may vary from organization to organization or
even within the same organization from time to time. It has been found that
there are two primary objectives behind the use of this methodology. One is
to use it as an evaluation system and second, to use it as a feedback system.

The aim of the evaluation system is to identify the performance gap. This
means that it helps determine the gap between the actual performance of
the employee and that required or desired by the organization.

The aim of the feedback system is to inform the employee about the quality
of his work or performance. This is an interactive process by which the
employee can also speak about his problems to his superior.

An effective performance appraisal system should emphasis individual

objectives, organizational objectives and also mutual objectives. From the
viewpoint of individual objective the performance appraisal give emphasis on

1. Individual task

2. How well the individual has done the task?

3. Can his performance be further improved?

4. Employees reward for doing well

Thus, Performance appraisal (PA) is a formal system for evaluating employee

performance, which can help the employer identify and correct performance
problems, plan employee career development, assess readiness for transfer
or promotion, determine compensation, and improve productivity by
communicating goals and expectations to employees.

Objective
1. To study the performance appraisal policy of the organization

2. To compare the performance appraisal policy of two organization.

Research Methodology
Sample size: 30

Sampling Method: Random sampling method

No. of organization: 2

A. Primary Data: The primary data is collected with the following

way
 1. Questionnaire

2. Personal interview

B. Secondary data:

1. Books

2. Web journals

Company overview
1. The Sulzer pumps is a provider of innovative products and services who
can satisfy your needs in centrifugal pumping. They offer our wide portfolio
to business partners in the Oil & Gas and Hydrocarbon Processing Industries,
to contractors and operators of Pulp & Paper mills and Power Generation
Plants as well as for customers in the Water Treatment & Distribution, Food,
Metals and Fertilizer businesses. Their state-of-the-art manufacturing
facilities are located on all continents with sales offices, service centers and
representatives in more than 150 countries around the globe.

Sulzer pumps india Ltd. also operate the pump industry's widest network
of service centers in order to support our clients in the operation of their
pumping and other rotating equipment. Our services include training,
preventive maintenance, spare parts, replacement pumps, retrofits, field
services and repairs.

Year of Establishment: 1985

Nature of Business: Manufacturer

Number of Employees: 101 to 500 People

Turnover: US$ 25-100 Million (or Rs. 100-400 Crore Approx.

2. Maharashtra Seamless Limited (MSL), is one of the flagship company
of Rs.3000 Crore D.P. Jindal Group.

They provide willingness to take on big challenges and a persevering policy

of "no compromise on quality",

MSL has evolved into a Rs. 1640 Crore Seamless Pipes Manufacturing
Company by 2007-2008 from Rs. 105 Crores in 1994-1995.

They provide a whole range of high-class, customizable and seamless pipes

and tubes using state-of-art technology. They also manufacture ERW pipes
along with the seamless pipes. This ERW plant is India's first and only Plant
capable of manufacturing ERW Pipes upto 21" Outer Diameter. They have
also diversified into Power Generation with 7 MW wind power project at
Satara Maharashtra, thus committing themselves to environment friendly
GREEN POWER

Chapter 6. Data interpretation

Chapter 7. Data analysis

Chapter 8. Recommendations and conclusion

Chapter 9. Reference section

a. Annexure

b. Bibliography

Questionnaire
Name:
Age:
Department:
Designation:
Experience:

1. Is the performance appraisal System is well defined to the employee

a. Yes b. No

2. How often performance appraisal form is filled

a. Monthly b. quarterly c. six monthly

d. annually f. Not fixed

3. On what basis is the performance appraisal done?

a. Seniority b. Merit only c. Any other (please

specify---------------)

4. Are your KPA or KRA Defined

a. Yes b. No

5. Does the employee get feedback of the performance appraisal?

a. Yes b. No

6. Which method is used for PA

a. Ranking method b. Essay Method

c. Forced choice distribution Method

b. Ant other(please specify)-------------------------

7. Who are the appraisers

a. Immediate supervisor b. Rating committee

c. Subordinates d. HR department
8. On what basis do you appraise the employee?

a. Traits b. Results

c. Job behavior d. A combination of a, b, and c

9. Is performance appraisal a motivating factor to the employee?

a. Yes b. No

10. What is the attitude of the employee towards performance appraisal?

11. Is performance appraisal related to the reward recognition to the

employee?

a. Yes b. No

12. Do you think PA is correct indicator of measuring performance of the

employee?

a. Yes b. No

13. Once the PA Process is complete, is any kind of remedial measures

taken ?

a. Job Rotation b. Sent to training

c. Counseled d any other

14. Is performance appraisal a motivating factor for employee?

a. All employee b. Some Employee

c. Very few employee d. none of the employee

15. According to you Performance appraisal is correct indicator of an

employee development?

a. Yes b. No c. Can’t say

16. Do you have a separate committee to review the PA result?

a. Yes b. No
 17. Do you think the system of PA has been successful in your
organization and it is able to achieve the required objective in your
organization?

a. Yes b. No

18. Are shown and discussed the performance appraisal form?

a. Yes b. No

19. Copy of performance appraisal form

Questionnaire for Appraiser

1. Name :

2. Age:

3. Department:

4. Designation:

5. Experience:

1. Why do you use performance appraisal system for your employee?

2. Which method do you use for performance appraisal?

3. Do you get any training for appraising the employee?

4. Does performance appraisal system identify the gap between your
employees?

5. If there is a gap, do you provide training to the employee to fulfill the

gap?

6. Do you provide counseling or do you have interactive session with the

employee who does not perform well?

7. How do you motivate your employee if the performance of the employee

has dropped as compared to earlier performance?

8. Do you have any appealing process for the employee who feels that the
PAS is unfair to him?

9. Is your performance appraisal system confidential or open?

10. Does your appraisal system varies from employee who are newly and
the experienced employee? How?