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PROJECT ON

PERFORMANCE
APPRAISAL OF J&K
BANK EMPLOYEES
NAME: RUCHI BHAT
CLASS:BBA 5TH SEMESTER
ROLL NO: 42

EXECUTIVE SUMMARY

Most organization have a performance appraisal program that has


evolved over time and is likely not meeting the needs of employees
and managers.
Many competing PA theories and practices exist making
development of an effective program difficult. However, done well,
a strong PA program reinforces organizational culture and helps
employees achieve high levels of performance.
An effective PA programme can improve key business measures such
as Return on Assets, Return on equity, profit margins and earnings.
Every strong PA programme has three elements: performance
tracking, informal feedback, and formal appraisal.
Build on those three elements to customize your program to ypur
organizations goals and values
Informal coaching is the single most significant factor in easing
retention and developing talent.

OBJECTIVES OF THE STUDY

To assess the level of satisfaction among


employees regarding performance appraisal
system.
To study the feedback communicated to the
employees through the performance
appraisal system.
To examine the effectiveness of performance
appraisal system in achieving the
organization goals.
To assess the awareness of employees about
performance appraisal process.

INTRODUCTION
PERFORMANCE APPRAISAL
Management performance appraisal is a method of evaluating
the behavior of employees. Performance appraisal or merit
rating is one of the oldest and most universal practices of in
the work spot, Normally including both the quantitative and
qualitative aspects of job performance. Performance appraisal
can be an effective instrument for helping people grow and
develop in organizational setting. Through a well organized
appraisal system an employee can create learning spaces for
himself in an organization.
Performance appraisal is a systematic appraisal is that, it is the
systematic evolution of the individual with respect to his or her
performance on the job and his or her potential for
development
Under performance appraisal, we evaluate not only the
performance of a worker but also his potential for development

CONTINUE
PURPOSE OF PERFORMANCE APPRAISAL
To create and maintain a satisfactory level of
performance.
To provide information making decision for rewardingly of
retrenchment etc.
To guide the job changes with the help to continuous
ranking.
To contribute to the employees growth and development
through training, self and management development
programmers.
To help the superiors to have proper understanding about
their subordinates.

RESEARCH METHODOLOGY
Research Instrument Used
Questionnaire
The term questionnaire usually refers to a self administered
process whereby he respondent himself read the questions and
records without the assistance of an interviewer.
Interview
The interview method of collection data involves presentation of
oral-verbal stimuli and reply in terms of oral-verbal response.
Sampling technique used
Convenient sampling.
Sample size
I have taken 50 people in my sample size.
Sources of data
Primary Data: structured questionnaire
Secondary data:booklets,company data etc.

CONTINUE.

Research design
Research design is a type of blueprint prepared on
various types of blueprints available for the
collection, measurements and analysis of data. A
research design calls for developing the most
efficient plan for gathering the needed information.
The design of a research study is based on the
purpose of the study.
Data collection method
data is the first step in statistics. The data
collection process follows the formulation for
research design including sample plan. The data can
be secondary or primary.

CONTINUE.
Collection of primary data
Those data that have been observed and recorded by the
researcher for the first time in their knowledge.
Sources
Questionnaire
Interview method
Collection of Secondary data
Those data that have been compile by som agency other than
user.
Sources
Company profile
Magazine
Internet
Books

Data analysis and interpretation

TABLE 1: ARE YOU AWARE OF THE PERFORMANCE APPRAISAL TECHNIQUES


USED IN THE ORGANIZATION?
NO
OPTIONS

OF

RESPONDENT(SA
MPLE SIZE 50)

PERCENTAGE

Yes

100

100%

No

0%

To some extent

0%

yes

no

to some extent

100%

INTERPRETATION- 100% of employees are


aware of the performance appraisal
system in the organization

TABLE 2: ARE YOU AWARE OF THE OBJECTIVE OF THE


PERFORMANCE APPRAISAL SYSTEM?
NOS OF
OPTIONS

RESPONDENT

PERCENTAGE

(Sample size 50)


Yes

25

50%

NO

28

56%

To some extent

4%

YES

NO

TO SOME EXTENT
4%

51%

45%

INTERPRETATION -: objective of
performance appraisal 45% of employees
say that they are aware of the

TABLE 3: WHICH METHOD OF PERFORMANCE APPRAISAL IS


IMPLEMENTED IN THE ORGANIZATION?
OPTIONS

NO

OF

MERIT

RESPONSES
23

46%

GRADING

20

40%

OTHER

14%

MERIT

GRADING

PERCENTAGE

OTHER

14%
46%
40%

INTERPRETATION 46% of employees say


that method of merit is implemented in
the organization

Table 4: How the performance feedback is communicated to


you?
Option

Respondents

PERCENTAGE

Written

10

20%

Oral

37

74%

Detailed

2%

Summarized

4%

OTHERS

0%

written

oral

detailed

summarized

others

2% 4% 20%

74%

INTERPRETATION-: The analysis shows that


mostly the performance feedback is
communicated orally and feedback is given in
rare case

TABLE5: ARE YOU SATISFIED WITH THE PERFORMANCE APPRAISAL


SYSTEM?

NO
OPTIONS

OF

RESPONDENT(S

PERCENTAGE

ample size 50)


Highly

20

40%

SATISFIED

26

52%

Neutral

0%

Dissatisfied

4%

Highly dissatisfied

4%

SATISFIED

4% 4%
40%
52%

highly satisfied satisfied dissatisfied highly dissatisfied


neutral

INTERPRETATION-: 40% employees are highly satisfied with the performance appraisal
system.

TABLE 6: DO YOU AGREE THAT PERFORMANCE APPRAISAL


AFFECTS THE WORKING EFFICIENCY OF EMPLOYEES.
NOS
OPTIONS

OF

RESPONDENT(S

PERCENTAGE

ample size 50)


Highly agree

15

30%

Agree

18

36%

Neutral

8%

Disagree

10

20%

Highly disagree

6%

highly agree

agree

neutal

21%

disagree

highly disagree

32%

9%
38%

INTERPRETATION-: 38% of employees says that


performance appraisal affects the work
efficiency of employees.


TABLE7: ARE YOU GIVEN A CHANCE TO RATE YOUR OWN PERFORMANCE?

options

No of respondents

PERCENTAGE

Yes

16%

No

22

44%

Cant say

20

40%
yes

no

cant say

16%
40%
44%

INTERPRITATION-: 16% of employees say


that they are given chance to rate their
own performance. 44% of employees say
that they are not given a chance to rate
their own performance.

TABLE 8: DO YOU THINK PERFORMANCE APPRAISAL GIVE


CONSTRUCTIVE CRITICISM IN A FRIENDLY AND POSITIVE MANNER?

NOS
OF
OPTIONS

RESPONDENT(S

PERCENTAGE

ample size 50)

Highly Agree

16

33%

Agree

10

20%

Neutral

8%

Disagree

15

31%

Highly disagree

8%

highly agree

agree

neutral

disagree

highly disagree

8%
33%
31%
8%

20%

INTERPRETATION-: 20% of employees agree with the statement that performance


appraisal give constructive criticism in a friendly and positive atmosphere.

TABLE 9: WHAT ARE THE CRITERIA OF YOUR PERFORMANCE EVALUATION?


NOS
OPTIONS

OF

RESPONDENT(Sa

PERCENTAGE

mple size 50)


Performance

26

52%

Customer focus

18%

Attendance

10%

10

20%

0%

Target
achievement
Others

v/s

performance
Target v/s achievement

customer focus
others

Attendence

20%
10%

52%

18%

INTERPRETATION-: The analysis shows that mostly the performance is


evaluated on the basis of performance and attendance matter least.

TABLE 10: DO YOU AGREE PERFORMANCE APPRAISAL HELPS THE ORGANIZATION IN


ACHIEVING GOALS?
NOS
OPTIONS

OF

RESPONDENT(S

PERCENTAGE

ample size 50)

Highly agree

17

20%

Agree

19

17%

Neutral

3%

Disagree

10

17%

Highly disagree

12

20%

highly agree

agree

neutral

20%

disagree

highly disagree

28%

17%
3%

32%

INTERPRETATION-: 32% of employees agree that performance appraisal helps in achieving


goals.

SUGGESTIONS

The existences of a proper complain was also of


utmost importance to the employees. They
should be given a chance to convey their
grievances to the top management.
Another point to be noticed is that even in the
other forms of performance appraisal also the
employees expect that they should be given a
chance to rate their own performance. This can
allow the employees to analyze ones own
performance which gives new insights on how one
is performing and what are the critical points
where he has to put his best and improve upon.

CONTINUE.

As per the employees, a poorly conducted


appraisal system would lead to demotivation
and ineffective team work which will result
in inefficient functioning and low
productivity in the organization. Therefore,
if at all they feel there is satisfaction among
the employees they should motivate them.
The objective of the organization should be
clearly defined to the employees.

FINDINGS

Most of the employees agree that performance


appraisal helps in achieving organization goals.
Most of the respondents highly agree that
performance appraisal give constructive criticism
in a friendly and positive manner.
Most of the respondents agree that performance
appraisal help in working efficiency of employees.
Most of the employees say that they are aware of
performance appraisal techniques used in
organization.
Most of the employees say that they are aware of
the objective of the performance appraisal system.

CONCLUSION
Performance appraisal is a formal review of
employees performance. At a performance appraisal,
objectives or targets are agreed between manager
and employee. At each subsequent appraisal, current
and past performance is compared and targets are
reviewed.
Nonetheless, the performance appraisal is not only a
means to review performance standards and specific
targets. It is a means to
1. Identify current job performance levels.
2. Identify individual employees strength and
weakness.
3. Motivate and encourage the individual employees.

THANK YOU

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