A SUMMER TRAINING PROJECT REPORT ON Performance Appraisal in HCL Delhi INDIATechnologiesClick to edit Master subtitle style

SUBMITTED BY: Shalini Tyagi MBA IIIrd Sem Roll No. 1027170031
4/30/12

COMPANY PROFILE
HCL s history goes to 1975 when six entrepreneurs Shiv Nadar and five of his associates decided to create a computer systems and services business in India. Theyto faced many initial challenges and Click edit Master subtitle style despite the lack of venture capital available in India at that time, they opened their first office in the suburbs of New Delhi, naming their business Hindustan Computers Ltd in 1976. The first sub-urban office was nothing more than a working space that the 4/30/12 entrepreneurs managed to free up in a

Objective
To prepare the employee both new and old to meet the present as well as the changing requirements of the job and the organization. 2. To edit Master subtitle style Click toprevent obsolesce. 3. To impact the new entrance the basic knowledge and skills need for an intelligent performance of definite job. 4. To prepare employee for his/her level tasks. 5. To assist employees to function more effectively in their present position by 4/30/12 exposing then to the latest concepts,
1.

RESEARCH METHODOLOGY
My Research was totally focused towards the measurement of the level of satisfaction of employees with current performance appraisal system of the organization, by subtitle style the views of Click to edit Master considering employees. Research Objective To measure the Performance Appraisal System in HCL Technologies. To check weather employees are satisfied with current Performance Appraisal system. 4/30/12 To check the need of Training.

Data Analysis
In this study 71% is Executive and 29% is NonExecutive.
Column1

Click to edit Master subtitle style

4/30/12

. About 47% of the employees were very highly aware of existing Performance Appraisal System in HCL.
Sales

Click to edit Master subtitle style

4/30/12

CONCLUSION
The promotion rules though defined need to be communicated to every employee before Appraisal process is done and also justifies the promotion as a result of the appraisal. That the Click to edit Master subtitle style promotion policy followed differs at different position and category. A uniformity has to be there in the implementation of promotion policy at all levels. 2. The process of performance appraisal followed in HCL Technologies at the 4/30/12 supervisory and above level is to say
1.

Recommendation
It is recommended that periodicity of the assessment should be twice in a year. Once it can be in the month of March for wages and salary purpose and other can be in the month of October/November for Training and Click to edit Master subtitle style development propose. 2. It is recommended that performance appraisal from contain to be answer bout the various jobs. The appraise have to perform. 3. Effective performance appraisal system developed upon how well the data is analysis and interpretive so that it can used for various purpose, e.g. development as well as personnel management system. 4/30/12
1.

Questionnaire
1. Are you fully aware of the appraisal system followed in HCL? Very high Quite high Average Quite low Very low Click to edit Master subtitle style 2. My satisfaction with the appraisal system isVery high Quite high Average Quite low Very low 3. How often should the performance review be conducted? Annually Half yearly Quarterly 4/30/12 4. Who should appraise?

THANKS
Click to edit Master subtitle style
4/30/12