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Final GTL SIP Report
Final GTL SIP Report
PROJECT REPORT
ON
Performance Appraisal in GTL
Limited, GTL Lucknow”
(2009-2011)
Submitted To:
Submitted By:
Director,
Roll no – M09034
IIMT Professional College PGDM
III Sem.
Limited” and the information presented in this report has been written by me on
the basis of summer internship at GTL Limited, Lucknow during the month of
10 June 2010 to 10 August 2010, is correct to the best of my knowledge and the
Date
Respected Faculty Miss. Anu Mittal. She has been the constant source of
inspiration for me. My sincere thanks to all Staff Members of GTL Limited B/O
Lucknow, and also to all my Respondents for their co-operation and amicable
Members, Library Staff for the valuable support and advices. I wish to thank all
research successful, without their help this report couldn’t have been possible.
my Honorable Director Sir Dr. P.K.Aggarwal and Family Members for their
“Gratitude is short lived but when put down in black and white;
Ra
vi Shukla
Management training has gained rapid and tremendous importance over the past
some years, management was previously considered as an in born art or talent but in
College and the project “Performance Appraisal” is to analyze the factors which
on job performance is one of the critical areas which seem to be associated in the
overall problem. The work on this project was started to test the theoretical
academically awarding.
Company Certificate
College certificate
Declaration
Acknowledgement
Preface
Company Profile
Our Vision & Mission
History
Infrastructure & Awards
SWOT Analysis
Introduction of Appraisal
Company Profile
Date of Establishment 1987
Revenue 286.513 ( USD in Millions )
Market Cap 39270.13279 ( Rs. in Millions )
Corporate Address Global Vision ,Electronic Sadan 2 M I D C,T T C
Industrial Area Mahape Navi Mumbai-400710,
Maharashtra
www.gtllimited.com
Management Details Chairperson - Tirodkar Manoj G
MD - Tirodkar Manoj G
Directors - Apte Vidyadhar A, Apte Vidyadhar S C,
Ayyar T N V, Naik Charudatta K, Navathe Shamkant
B, Patil Sadanand D, Poddar Dipak Kumar,
Sahasrabudhe S C, Sethi Vinod, Tirodkar Manoj G,
Vij Vijay, Vijay Vij
Business Operation IT – Software
Background GTL, incorporated in 1987, is amongst the leading
network services company. Being part of Global
Group, the company offers a complete solution in
Network Life cycle starting from planning and design
to deployment, to operations and maintenance and
enhancement and evolutions.
Our Vision
Provider”
Our Mission
History
offering services and solutions to address the Network Life Cycle requirements of
revenues for FY 2009-10 ending March 31, 2010 stood at Rs. 2236.94 Crores (US$
478.80 million). Today GTL executes projects across 46 countries and has built over
70 cellular networks. Global Holding Corporation Pvt. Ltd. is the holding company
of “Global Group” that has 7 operating companies, two of which are listed on Indian
Stock Exchanges. The Group is expected to have revenues in excess of US$ 1.5
Billion, Balance sheet size of over US$ 5 Billion and more than 35,000
people of 22 nationalities and supports 18 social causes. For over 2 decades Global
Group has been partnering with leading telecom operators and OEMs offering its
Network Services. The services include Network Planning and Design, Network
1985 – 1987
1988 – 1989
The company launched products such as single line push button phones, servicing of
telecom products, distribution of Apple Computers and Desktop Publishing
Systems. GTL commissioned a new customer services division- GTL Care
1990
1991
The company forms its first major international tie-up with Murata, Japan. It
establishes a Networking and Engineering Services division
1992
GTL goes public with an Initial Public Offer (IPO) issue of Rs 1.80 crore, which
was oversubscribed by 53.17 times. The company submits an application to
Department of Telecommunications (DoT) in order to facilitate data related
services.
1993
GTL develops Interactive Response System, Instant Voice Access System, and
Message Switching and starts turnkey execution of projects for Voice and Data
Networks and projects on wireless networks. The company establishes a group
company, GTL Electronic Commerce Services (GECS), to provide value added
services. The same year the company receives license from DoT for data related
services.
GTL develops fiber optics and V-SAT networks for transmission of voice, data and
multimedia communication.
1995
1996
The company starts data network services such as Enhanced Fax, Electronic
Messaging and E-Commerce through EDI technology (GECS)
1997
In order to start call Management Company in India, GTL forms joint venture with
Broad system Multimedia, Australia.
1998
1999-
GTL received ISO 9002 certification. It also sets up an Oracle Competence centre
and Nortel CISCO Labs.
2000
2001
2002
The company strengthens its international presence with over 100 employees and 11
offices. It is being assessed at SEI-CMM Level 4 for Enterprise Solutions –
Software Development.
2003
The company sets up IGTL Saudi Arabia to execute the Saudi Telecom Project.
2006
2007
The company sold its Enterprise Networks and Managed Services business to
Orange Business Services, an arm of France Telecom. GTL formed a strategic
alliance with Ericsson UK, to offer Managed Network Infrastructure Services to
customers in UK and Ireland. GTL International 100% subsidiary of GTL acquires
SCS, a Network Deployment Company in USA and ADA Cell works, a leading
Network Planning and Optimization player in Asia Pacific.
2008
The company enters a strategic alliance with Vanu Inc to Conduct Shared Active
Infrastructure Field Trials in India.
Fact Sheet
Introduction to Appraisal
well a manager plans, organizes, staffs, leads and controls is really the only way to
ensure that those occupying managerial position are actually managing effectively.
The appraisal should measure performance accomplishing goals and plans as well as
to do everything right as manager but who cannot turn in a good record of profit
learning among its member. Performance appraisal is the point at which corporate
measures.
challenging activity. Its important derives from the functions its serves.
decision about selecting managers and assigning them to appropriate job for the
allocation of rewards both financial compensation and promotion and for the
development of management.
In many organizations – but not all – appraisal results are used, either directly or
indirectly, to help determine reward outcomes. That is, the appraisal results are used
to identify the better performing employees who should get the majority of available
By the same token, appraisal results are used to identify the poorer performers who
decreases in pay. (Organization needs to be aware of laws in their country that might
Logically there are two distinct problems: How to determine what the performance
actually was e.g. MEASUREMENT PROBLEM and how what the standard should
be, e.g. THE CRITERION PROBLEM. Each of these will be consider in turn.
performances.
Employee selection, training and about just any cultural or management practice–
The evaluation may provide ideas for refining established practices or instituting
young ones.
Although employees vary in their desires for improvement, generally people want to
know how well they are performing. People need positive feedback and validation
on a regular basis. Once an employee has been selected, few management actions
These are, in effect, good-will deposits, without which withdrawals cannot be made.
This does not mean you should gloss over areas needing improvement. When
only within the context of listening to and caring about the person.” In general,
such as telling the employee you appreciate the timeliness and quality of his work.
Techniques of performance
Appraisal
The main aim of the evaluation system is to identify the performance gap(if any).
This gap is the shortfall that occurs when performance does not meet the standard
The main aim of the feedback system is to inform the employee about the quality of
his or her performance. However, the information flow is not exclusively one way.
The appraisers also receive feedback from the employee about job problems, etc.
One of the best ways to appreciate the purpose of performance appraisal is to look at
it from the different viewpoints of the main stakeholders: the employee and the
organization.
Eichel and Bender (1984) grouped Appraisal techniques are into three methods as-
Comparative method,
and natural, but lack sensitivity and behavioral specify, Eichel and Bender define
Comparative method as those systems that compare people with one another,
including ranking, paired comparisons and forced distribution. This technique might
be adequate for compensation or promotion purpose (e.g. bonus for the top 10%) but
they are useless or giving precise feedback to improve performance. Notice that this
(2) Outcome oriented Method: Eichel and Bender means that technique
that measures the outcomes of performance, these may be direct indices such as
profit for the unit, increased sales or reduced turn over or they may be standard of
goals for performance set by the supervisor, by the manager or through negotiation
or mutual agreement of both parties, in the case of MBO for instance, the goals are
set in advance and appraisal is done after six months or a year is in terms of those
goals.
On the other hand direct indices such as profitability or increased sales are not
or the business environment may confound these measured in terms of these specific
performance, not the behavior used to achieve them information for coaching
focus is on what the manager actually did, not on how he/she compared to others or
what product were. In this grouping, than behavior are the criteria of appraisal and
the criterion problem becomes the isolation of a set of behaviors that are to be
effective and ineffective performance, Behavior abstracted from these reports are
related decisions.
the areas where development efforts are “needed to bridge the gaps” thereby
b) It helps management - spot individuals who have specific skills so that their
1. Administrative
2. Self- improvement
1. Administrative purpose-
From the organizational viewpoint, one of the most important reason for having
Principle of accountability.
For decades it has been known to researchers that one of the chief causes of
alignment occurs where employees are given responsibilities and duties, but are not
held accountable for the way in which those responsibilities and duties are
performed. What typically happens is that several individual or work units appear to
“pass the buck” to the others. Ultimately, in the severely non-aligned system, no one
function, albeit inefficiently. Like a poorly made or badly tuned engine, the non-
aligned organization may run, but it will be sluggish, costly and unreliable. One of
includes-
performance.
appraisal report.
not up to mark.
employees. The discussion between the superior and sub-ordinate conduct a spirit of
From the employee viewpoint, the purpose of performance appraisal is four fold.
do.
it.
performance.
Environmental constraints.
Organizational leadership.
Interdependence of subsystem.
Organizational structure.
which reflect the performance dimension from the basis of making appraisal.
performance requirements.
to the employees.
discussion with employees, manager can take any of the following courses of
action---
Do nothing.
-Checklists
-BARS
Here are some key steps management can take towards achieving effective
In this model job expectations are defined in terms of what results have to be
achieved. This model doesn't have a long term focus and can't be used for employee
when they are productive. Yet productivity itself implies both concern for
There are basically three purposes to which performance appraisal can be put. First,
it can be used as a basis for reward allocations. Decisions as to whom get salary
evaluation. Second, these appraisals can be used for identifying areas where
development efforts are needed. Management needs to spot those individuals who
The performance appraisal is a major tool for identifying these deficiencies. Finally,
(1) Work Study: Work study first of all sought to improve the way each task
was carried out so that the single best way could be define. Very often the next step
in this process was to measure the work content as a standard time for the
completion of the task. The standard time had two uses; first it was used in
production planning and control system to progress and cost work thought
time to increase in their earning. In practices, however the outcome of such scheme
recognized the possible motivational effect on people at work of knowing what they
(3) Critical Path Analysis: This was once seen as the answer to all the
problem of managing large and complex project was often incompatible with the
discipline required of the technique and short cuts, unforeseen problems and delay
in keeping the plans up to date meant that the plan was not an adequate guide the
(4) Merit Rating: Merit rating sought to motivate people to higher standard of
ever achieved its goal, probably because of the tenuous connections between the
criteria against which people were rated and actual performance in the job.
product quality. But employee’s involvement initiatives such as these were often
Furthermore many companies failed to realize that the talent of their people could be
fully harness to their glass of quality or performance improvement only if they work
oriented.
Where appraisal contains adverse comments, these comments along with the
Whenever there are complaints against an employees and these form the
action is over.
The personal judgment is always subject to personal bias as well as pressure form
certain areas. The appraiser may not able to judge the competence of employees.
aspect causes the rater to rate all other aspect of performance positively.
2. Similar to me: In this error occurs when we judge those who are
similar to us more highly than those who are not. This effect is strong when
outstanding colleagues.
4. Central tendency: This error occurs when the rater is in doubt about
attention. If the rater does not have sufficient time to devote to the rating
5. Leniency: This error occurs when the appraise assign high rating to all
employees.
employees.
checked.
thinks that it will look bad if other employees in the other department receive
higher pay increase than his group. Supervisor will trend to rate their
of them.
subordinate.
The objective of study was the study the performance appraisal system in power GTL
Limited, Lucknow and studying the perception of employees with respect to the existing
To prepare the employee both new and old to meet the present as well as the changing
To prevent obsolesce.
To impact the new entrance the basic knowledge and skills need for an intelligent
To assist employees to function more effectively in their present position by exposing then
to the latest concepts, information and techniques and developing the skills they all need
Definition of Research-
SAMPLE SIZE: - 50
In GTL Limited, Lucknow they have the system of performance appraisal of their
evaluate the performance, promote their employees and to arrange for their
various training programmes if they require for enhancing their skills in their
GTL uses very constructive performance appraisal process while evaluating its
employees.
Its evaluation is based on quantitative wise and objective wise. Company set
goals to its employee by properly reporting with its employees and then
evaluating them up to what extent it has been achieved and if there is failure in
reaching the target what are the causes or reasons behind it.
Every evaluator has his or her own value system which acts as a standard against
which appraisals are made. Relative to the true or actual performance an individual
exhibits some evaluator mark high and others low. The former is referred to as
positive leniency error and the latter as negative leniency error. When evaluators
As such there is no scope of error as far as the GTL Limited is concerned, but
about a description in the evaluating criteria. Thus, though chances are less, positive
Limited, Lucknow…………
GTL Ltd use Appraisal through MBO at Management Level and 360 Degree
For management level, top management sets organizational goals and they
define there targets and after three weeks they review there performance against
In GTL Ltd, for technical level GTL uses 360 degree appraisal system because
top management says that in these technique employees finds him/her very
possible:
promoted.
promotion.
The time constraints enables the employee to show or project his/her capabilities in
term of performance as per the duration allowed. In GTL limited, the performance
Feedback
The company provides the annual feedback to its employees and thus, in term
brings out the highlights of the self assessment programme. This enables the better
Response
There are mixed responses from the feedback by the employees. It has helped some
of the employees in motivating themselves while those who felt bad were
with employees.
Research Objective
Non-
Executive
29%
Executive
71%
Executive Non-Executive
Average
21%
Very High
47%
Quite High
32%
Quartely
12%
Half yearly
24%
Annually
64%
Immediate
Supervisor
28%
Higher
Manager
72%
Non -
Open Existing
6% 14%
Semi-open
80%
Average
41%
Quite High
41%
Very High
29%
Average
59% Quite High
12%
Very High
12%
Avarage
Quite High
30%
58%
Average
39% Quite High
45%
Average
30%
Quite High
50%
Very High
20%
Quite Low
10%
Average Very High
20% 41%
Quite High
29%
Quite Low
Very Low 6%
6% Quite High
35%
Average
53%
Very High
22%
Average
8%
Quite High
70%
Quite Low
Very High 6%
5%
Quite High
39%
Average
50%
Quite High
Quite Low 34%
47%
Average
19%
Can't say
29%
Yes
17%
No
54%
1 2 3
No
12%
Yes
46%
Can't Say
38%
No
Responses
4%
1 2 3 4 5
Often
Sometimes 9% Rarely
25% 25%
On few
Occasion
41%
1 2 3 4
given bellow-
Can't Say
15%
No Yes
29% 56%
1 2 3
By this study I come to knew that my Hypothesis that “All employees are
satisfied with current Performance appraisal System” was not absolutely right
because only 55% employees were satisfied .There were approx.45% employees
who were not satisfied with the present Performance Appraisal System. They
Values and belief that are present in Performance Appraisal System/It should be
communicated right from day on through books, handouts. Time should be spent on
targets.
Targets should be challenging as well as achievable goals, which are beyond the
scope of employees should be selected. Goals, which are mess with group goals and
time to develop Performance Appraisal Program and scrap the irritating annual
appraisal, irrational rating and irrational forms. Performance appraisal will create a
Competitive advantage and evolve the very nature of the game itself.
The analysis and interpretation of data on study of performance appraisal and its
employee before Appraisal process is done and also justifies the promotion as a
result of the appraisal. That the promotion policy followed differs at different
supervisory and above level is to say not well but of satisfactory level.
• The appraisal outcome has to be used frequently for the purpose of reward on
performing well together with the feedback on the performance. Also when
better.
• The organization at present doesn't led career planning and career succession
plans.
occasion.
practice at the organization in strict term. During the course of study suggestion
Feedback
Appraisal
year. Once it can be in the month of March for wages and salary purpose and
development purpose.
Effective performance appraisal system developed upon how well the data is
analysis and interpretive so that it can used for various purpose, e.g.
Every employee may not have all capacity that requires performing each and
every function associated with role. In fact every employee need training to
advantage
In fact over development of employee so that they feel, they not only giving their
efforts to the company but also company is giving something to them as they are
Feedback
human eyes without vision. Feedback is must. If the superior does not give feedback
will never came to know in which area he needs to improve and work hard, what are
Feedback is very necessary not only from the point of view of improving he
performance but also for mutual understanding and relationship of superior and
Feedback should given such a way that appraise should not feel shame/disregarded.
Discuss his weak ness with him in front of everyone. So that he will be motivate and
other who sees will also influence and try to hard work.
Subordinate would not know what his superior thinks of him. This will lead to
In order to avoid such type to critical situation and to develop team sprit, to motivate
receiving feedback is a skill, as such people who will be involved in giving feedback
have been tackled differently and how problem might be tackled in future.
Make sure that your judgment are identified as such and not presented as
fact.
Findings
understanding of the system and its objective and also counseled to be honest, fair,
quantitative grade.
every year.
motivating in nature.
rationale.
Pin point the problem behavior and make sure the employee is aware of it
behavior. Get employee's commitment to change and make sure he cares about the
realistic plan appropriate to the behavior and set a time frame for improvement.
The other change which has to be incorporated at the supervisor and the
These should be listing down of task undertaken during the last one year
In some areas of performance there should be self appraisal and more and
more counseling so that employee improves upon weak area and understands what
In an open appraisal the employee would come together to set the targets, to
the employee for achieving mutually accepted goals/targets. Through this process
of setting targets the interpersonal relationship between the appraiser and the
The open appraisal system reduces the whims and fancies of the appraiser. It
Questionnaire
Designation:
Please tick any one of five degree the correctly represents your
GTL Limited?
Very low
Very low
Quarterly
appraisal system?
Very low
system is:-
Very low
Very low
Very low
Very low
Very low
Very low
Very low
are:
Very low
development is:
Very low
development is:
Very low
Very low
Yes No
not?
Yes No
19. Does the present system help in aligning individual goal with
Yes No
performance?
Often Sometimes
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