Professional Documents
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A PROJECT REPORT In partial fulfillment of the req uirement for the award of the degree Of
S.KARTHIGA (REG.NO.35080234)
Under the Guidance of
ACKNOWLEDGEMENT
I wish to place sincere and special thanks to the Management of SRM SCHOOL OF MANAGEMENT and our beloved DEAN for having offered this type of program as a part of the curriculum I am highly indebt to my guide Dr. N. SANTHOSH KUMAR, for rendering valuable help in completing this training report successfully It is my immense pleasure to extend my sincere thanks to all the members of the DEPARTMENT OF MANAGEMENT for providing their valuable support and guidance. My sincere gratitude to Mrs K.Meena Priya for providing me with an opportunity to work with L&T ECC, Human Resource department at Chennai, as a company project guide who has provided me with the necessary information and his valuable suggestion and comments on bringing out this report in the best possible way.
S.KARTHIGA
DECLARATION
2 SRM School of Management
I, S.Karthiga, declare that the project report entitled , A Study on the Performance Appraisal System in Larsen & Toubro Limited ECC Division is carried out by myself under the supervision of Dr. N. Santhosh Kumar, School of Management Studies, SRM University, Kattankulathur is the result of the original work done by us.
Date:
CERTIFICATE
3 SRM School of Management
This is to certify that the project entitled A STUDY ON THE PERFORMANCE APPRAISAL SYSTEM IN LARSEN & TOUBRO LIMITED ECC DIVISION is a bonafide work done and submitted by S.Karthiga. In fulfillment of the requirements for the project in Masters Of Business Administration To SRM University, Kattankulathur, Tamilnadu, during the period 2008 2010.
Faculty Incharge
LIST OF TABLES
PARTICULARS Cadre * Satisfaction To Present PAS Experience * Satisfaction To Present PAS Cadre * Developmental Needs Are Expressible Cadre * Frank Discussion
PAGE NO. 40 41 43 44 46 47 48 50 51 52
53 Satisfaction To Present PAS Job Satisfaction Self Development Performance Level Improvement Job Rotation Percentage Of Biasing Effect Of Negative Feedback Appraiser HRDs T&D Activities Significance Of PAS 60 61 62 57 58 59 54 55 56
LIST OF CHARTS
S.NO
PAGE NO. 40 41 43 45 46 47 49 50 51 52
1 Experience * Satisfaction To Present PAS 2 3 4 Cadre * Appraiser 5 6 7 Descriptive Statistics 8 9 10 11 12 13 14 Performance Level Improvement 15 16 17 Effect Of Negative Feedback 18 19 20 Appraiser HRDs T&D Activities Significance Of PAS 60 61 63 Job Rotation Percentage Of Biasing 57 58 59 Description Of The Present Job Performance Level 53 Satisfaction To Present PAS Job Satisfaction Self Development 54 55 56 Experience * Job Rotation Cadre * Percentage Of Biasing Cadre * Developmental Needs Are Expressible Cadre * Frank Discussion
Introduction
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Executive Summary
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Acknowledgement
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Conclusion
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Bibliography
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Appendix
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Research Methodology
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Contents
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Company Profile
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Industry Profile
1. INTRODUCTION
Human Resource Management is developed as a part of management. In simple sense, Human Resource Management means employing people, developing their resources ,utilizing, maintaining and remunerating their services in tune with the job and organizational requirements with a view to contribute to the goals of the organization , individual and the society (Mamoria ,1999) In this process, the performance Appraisal plays a major part in ensuring organizational effectiveness through correcting employees for the desired standard and improved performance, and suggesting the change in employees behavior.
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A recent development in Human Resource Management indicates that the Performance Appraisal is the basis for employee development. Performance Appraisal indicates the gap between the level of desired performance and the level of actual performance. This gap should be bridged through human resource development techniques like training, executive development etc.
Definition:
The overall objective of Performance Appraisal is to improve the efficiency of an enterprise by attempting to mobilize the best possible efforts from individuals employed in it. Such appraisal achieves four objectives including the salary reviews, the development and training of individuals, planning job rotation and assistance promotions. - CUMMINGS
Performance appraisal deals with the assessment of the extent of the employees achievement in attaining the stipulated tasks, activities or results. Individual performance is the product of ability to perform a particular job, motivation and organization support. - RAO, 1990 PERFORMANCE DOMAINS IN ORGANIZATIONS Performance domains are those that lend themselves to evaluation of outputs. The following are considered performance domains in organizations: Mission Process Mission critical sub system Individual In all the above, the criteria for achievement can be listed and the outputs evaluated. 23 SRM School of Management
The translation of an organization Vision into individual activities and work plan is as follows: Vision/Mission Strategy Goals Work Plan Roles
Outcomes (KRAs)
FLOW CHART
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2. Standards of performance appraisal should also be established and communicated to the Appraisees. 3. Selection of suitable appraiser should be made. 4. Collection of information by rater regarding the job and job-holder is to be carried out. 5. Method of performance appraisal is to be selected. 6. Actual performance is to be measured. 7. Actual performance must be compared with the standards. 8. Follow-up action.