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DEFINATION: Human resources can be thought of as the total knowledge, talents aptitudes, creative abilities of an organization work force as well as the value, attitude and beliefs of the individuals involve. -LEONC.MEGGINSON. Personnel management effectively describes the process of planning and directing the application development and utilization of human resources in employment. -DALE YODER Personnel management is the process of attracting, holding, motivating, and people involving all managers, line and staff ` -DUNN & STEPHEN
MEANING OF HUMAN RESOURCE MANAGEMENT
Human resources management is primarily concern with the people management. It Is a crucial subsystem in the process of management. The success or of the organization not only depends on the material, machines and equipment but also on the personnel who put in their best efforts for efficient performance of the job. Human resources management is the management of employees skills, knowledge, talents aptitudes, creative abilities etc. A Human Resource Management System (HRMS, EHRMS), Human Resource Information System (HRIS), HR Technology or also called HR modules, or simply "Payroll", refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin on software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible. The function of Human Resources departments is generally
administrative and not common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of "Human Capital" has progressed to an increasingly imperative and complex process. The HR function consists of tracking existing employee
data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized Human Resource Management Systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before the client–server architecture evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions. In consequence of the low capital investment necessary to buy or program proprietary software, these internally-developed HRMS were unlimited to organizations that possessed a large amount of capital. The advent of client–server, Application Service Provider, and Software as a Service or Seas Human Resource Management Systems enabled increasingly higher administrative control of such systems. Currently Human Resource Management Systems encompass: 1. Payroll 2. Work Time 3. Benefits Administration 4. HR management Information system 5. Recruiting 6. Training/Learning Management System 7. Performance Record 8. Employee Self-Service The payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. Data is generally fed from the human resources and time keeping modules to calculate automatic deposit and manual cheque writing capabilities. This module can
encompass all employee-related transactions as well as integrate with existing financial management systems. The work time gathers standardized time and work related efforts. The most advanced modules provide broad flexibility in data collection methods, labor distribution capabilities and data analysis features was outdated. Cost analysis and efficiency metrics are the primary functions. The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. These typically encompass insurance, compensation, profit sharing and retirement. The HR management module is a component covering many other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and development, capabilities and skills management, compensation planning records and other related activities. Leading edge systems provide the ability to "read" applications and enter relevant data to applicable database fields, notify employers and provide position management and position control not in use. Human resource management function involves the recruitment, placement, evaluation, compensation and development of the employees of an organization. Initially, businesses used computer based information systems to:
produce pay checks and payroll reports; maintain personnel records; Pursue Talent Management. Online recruiting has become one of the primary methods employed by
HR departments to garner potential candidates for available positions within an organization.
Talent Management systems typically encompass:
Analyzing personnel usage within an organization; Identifying potential applicants; Recruiting through company-facing listings; Recruiting through online recruiting sites or publications that market to both recruiters and applicants. The significant cost incurred in maintaining an organized recruitment
effort, cross-posting within and across general or industry-specific job boards and maintaining a competitive exposure of availabilities has given rise to the development of a dedicated Applicant Tracking System, or 'ATS', module. The training module provides a system for organizations to administer and track employee training and development efforts. The system, normally called a Learning Management System if a stand alone product, allows HR to track education, qualifications and skills of the employees, as well as outlining what training courses, books, CDs, web based learning or materials are available to develop which skills. Courses can then be offered in date specific sessions, with delegates and training resources being mapped and managed within the same system. Sophisticated LMS allow managers to approve training, budgets and calendars alongside performance management and appraisal metrics. The Employee Self-Service module allows employees to query HR related data and perform some HR transactions over the system. Employees may query their attendance record from the system without asking the information from HR personnel. The module also lets supervisors approve
Performance Appraisal, which is also known as employee appraisal, performance tracking, performance evaluation, or performance assessment, is a very commonly used term in Human Resource Management and in most business entities. If defined the term appropriately, Performance Appraisal is a process of obtaining, analysing, recording employee information in his work environment and reporting the results to those who are interested in it. In simple words, it is the process of assessing employees at their work for their further development. A common mistake that we all make in our professional life is mixing up performance appraisal with performance management. Obviously, performance appraisal is related to performance management but they are not perfectly same. While performance appraisal does the initial stage of performance management, that is evaluating the performance levels of employees, performance management is a total system which also defines tools and techniques to develop manpower to achieve a higher level of performance at work. Why Performance Appraisal or Performance Assessment? Objectives of performance appraisals although are many, we can classify all of them into three easy categories: 1. Performance Appraisals serve as a yardstick to plan promotions, salary revisions, promotions, empowerments, training and development, and also demotions and terminations. 2. They also help superiors to narrate an employee about his performance and suggesting or guiding needed changes in his behaviour, attitude, skills, knowledge, and dedication. 3. Performance Assessment reports are always a basis for the coaching and counselling of individuals by the organization, and also they act as a self-monitoring tool.
According to Flippo, a prominent personality in the field of Human resources, "performance appraisal is the systematic, periodic and an impartial rating of an employee‟s excellence in the matters pertaining to his present job and his potential for a better job." Performance appraisal is a systematic way of reviewing and assessing the performance of an employee during a given period of time and planning for his future. It is a powerful tool to calibrate, refine and reward the performance of the employee. It helps to analyze his achievements and evaluate his contribution towards the achievements of the overall organizational goals. By focusing the attention on performance, performance appraisal goes to the heart of personnel management and reflects the management's interest in the progress of the employees.
Objectives Of Performance appraisal
Helps to strengthen the relationship and communication between superior – subordinates and management – employees.
To diagnose the strengths and weaknesses of the individuals so as to identify the training and development needs of the future.
To provide feedback to the employees regarding their past performance.
Provide information to assist in the other personal decisions in the organization.
Provide clarity of the expectations and responsibilities of the functions to be performed by the employees.
To judge the effectiveness of the other human resource functions of the organization such as recruitment, selection, training and development.
To reduce the grievances of the employees.
NEED FOR THE STUDY
Human resource is playing major role in the NETTLINX ltd company. It is very important to select right person for the right job at the right time, who can perform the job successfully with high standards
The employees are mainly in contact with the customer depending upon the jobs they are performing.
To assess the performance, personal attributes and potential of the employee.
To identify training needs.
To assess strengths, areas of improvements and give feedback to the employee. Human resources are the assets to the organization. Any organization will get its recognition through its employee‟s performance, skills, innovativeness and their professional knowledge
SCOPE OF THE STUDY The topic chosen Performance appraisal was aimed for the betterment of the organization in terms of quality as well as quantity. The scope of the study under mentioned points depicts the same. 1. To increase the productivity by increasing the level of performance. 2. The programme would help the organization in meeting it future personal need. 3The programme will help the employee in their personal group by improving their knowledge as well as skill.
This study proposes a group decision support system (GDSS), with multiple criteria to assist in recruitment and selection (R&S) processes of human resources. A two-phase decision-making procedure is first suggested; various techniques involving multiple criteria and group participation are then defined corresponding to each step in the procedure. A wide scope of personnel characteristics is evaluated, and the concept of consensus is enhanced. The procedure recommended herein is expected to be more effective than traditional approaches. In addition, the procedure is implemented on a network-based PC system with web interfaces to support the R&S activities. In the final stage, key personnel at a human resources department.
OBJECTIVES OF STUDY To understand the Performance Appraisal activities of NETTLINX ltd company.
To find out if the Performance Appraisal activities help the employee in his performance.
Take the response of employees towards the Performance Appraisal activities carried on upon them.
To analyze and examine the effectiveness of Motivation programmers in Nettlinx ltd company.
To assess how often training programmers are conducted and how much are the employees satisfied.
To study the employee‟s opinions.
The data for the present study is collected from primary and secondary sources. Collection of the Data For any statistical enquiry the data can be collected from two sources. Primary data Secondary data
Primary data: Primary data are those which are collected afresh and for the first time. Primary data is collected through questionnaire, which was a closed form of questionnaire. Secondary Data: The secondary data are those which have already been collected by some one else. Secondary data is collected from Company records Magazines Files and broachers
Sampling Sampling is a procedure of making decisions by studying a few items regarding the characteristic of items in universe. Sample method The method used for data collection is simple random sampling. Sample size: The sample size is 100
Nature of the questionnaire The data were collected through questionnaire. The questionnaire contains 24 questions. It contains all closed type of questions. Method of presentation The Presentation is made both in the tabular form and graphs. The analysis is made in percentile form. Each table is explained with a detailed interpretation of that table and graphical presentation. The question is in histogram.
LIMITATIONS OF THE STUDY
Lack of expertise trainer handed in the prosecution of Performance Appraisal program. Lack of feeling in people of against the awareness for the Performance Appraisal program. Search for the exact Appraisal was also difficult to define. The interpretation being based on percentage method is not definite
Indian Internet History And Status
Before the appearance of VSNL's GIAS, Internet had been in India for many years in the form of ERNET. However, it was not possible for many people to get access to it, as it was meant for only the educational and research communities. This followed the policy laid down by the American Internet manager NSF, at that time. a. Educational Research Network (ERNET) Internet in India was established almost 10 years ago, as ERNET. It was a joint undertaking of the Department of Electronics (DOE) of the Government of India, and the United Nations Development Program (UNDP), which provides technical assistance to developing nations. ERNET is one of the most successful operations that UNDP has funded. It established for India the idea that we can participate in the Internet. Currently ERNET operates many nodes and has a 64 Kbps link to USA via Mumbai. All major nodes of ERNET are connected to each other using 9600 bps leased lines. These lines are being upgraded to 64 Kbps links. Over 200 academic and R&D groups exchange email with each other using ERNET. Over 8000 scientists and technologists have access to ERNET facilities. International access is provided over a 64 Kbps leased line, from NCST, Mumbai, to USA. Plans for ERNET include the creation of a satellite communication system to enable ERNET to reach locations which do not have good data communication links. b. Gateway Internet Access Service (GIAS) On August 15th 1995, Videsh Sanchar Nigam Limited (VSNL) -- the Indian international trunk telephone carrier company -- launched the Gateway Internet Access Service (GIAS). Subsequently, 6 nodes were established at Mumbai, Delhi, Madras, Calcutta, Bangalore and Pune. Each GIAS node is connected to Internet via high speed MCI circuits having a bandwidth of approximately 10 Mbps.
Users in remote areas of India can reach GIAS service via I-NET. The Department of Telecommunication (DOT) has a wide-spread network in India called I-NET, which has direct connectivity to each GIAS node. You can access GIAS from 99 cities in India by this means. Getting connected To get connected to the Internet, you will need to get an account with VSNL. There are basically two types of accounts, and depending on your status -- for example, student, professional, or commercial organization -- your costs will vary. Some of the details about it are described below. a. The options You can access GIAS either by a dial-up or a leased telephone line. There are two types of dial-up accounts available -- the Terminal and the TCP/IP account. The tariff chart for these is given below: INTERNET TARIFF Terminal Dial-up Service REGISTRATION FEE STUDENT Rs. 50/GENERAL Rs. 500/CATEGORY TCP/IP Dial-up Service ANNUAL/500 HOURS WHICHEVER IS EARLY NOT OFFERED Rs. 15,000/ANNUAL/500 HOURS WHICHEVER IS EARLY Rs. 500/Rs. 5000/-
CATEGORY STUDENT GENERAL
REGISTRATION FEE NOT OFFERED Rs. 500/-
The tariff for leased line access includes the line lease charge as well as the Internet account charge for a TCP/IP account with permanent Internet Protocol (IP) address. The leased lines are available at various speeds and the tariff for them is given below:
TCP/IP Service with Leased Line Access REGISTRATION ANNUAL 100% EOU FEE(one time) TARIFF Rs. 1.5 2.4KBPS Rs. 15,000/Rs. 1.2 lakhs lakhs 9.6 Rs. 15,000/Rs. 6 lakhs Rs. 4.8 lakhs KBPS Rs. 12 64 KBPS Rs. 20,000/Rs. 9.6 lakhs lakhs 128 Rs. 18 Rs. 20,000/Rs. 14.4 lakhs KBPS lakhs 256 Rs. 25 Rs. 40,000/Rs. 20 lakhs KBPS lakhs 512 Rs. 36 Rs. 40,000/Rs. 28.8 lakhs KBPS lakhs Rs. 60 1 MBPS Rs. 40,000/Rs. 48.0 lakhs lakhs Rs. 100 2 MBPS Rs. 50,000/Rs. 80 lakhs lakhs SPEED NOTE: FOR EDUCATIONAL AND SCIENTIFIC INSTITUTIONS For government-recognized educational institutions and government scientific organizations, 64 Kbps access is provided at Rs. 4 Lakhs per annum, and higher-speed connections are charged at n X (64 Kbps tariff), for a line bandwidth of 'n' times 64 Kbps. In this book we primarily discuss the Terminal account, and to a much lesser extent, the TCP/IP account. Please see Appendix C for more discussion about leased lines. b. Where to go and what to do The procedure involved in getting either the Terminal account or a TCP/IP account is the same. Basically there are two steps to obtaining the account. The first step is to get a modem for your computer which is approved by DOT for use on telephone lines. The next step is to contact the VSNL customer relations section in your city (in Mumbai Tel No: 262 4020 ext. 2044 or 2222) and get an application form and brochure. Fill up the application, attach the required Demand Draft taken in favor of VSNL, and send it to the customer
relations section. Within a short time you will be informed of your login name and password. c. Terminal Account (I). Hardware Requirements The minimum requirement for accessing the Terminal account is either a VT100/VT220 type of terminal or a DOS machine. A 80386 processor machine with an adequate hard disk and 14.4 Kbps error correcting modem will serve you well. (II). Software Requirements With a DOS machine, a DOS-based terminal emulation program is needed. There are many of these programs available, either as shareware or commercially. Two of these, Telix and Procomm Plus, are described in further detail below. Telix is a shareware program, which means you can get it from a friend or download it from a WEB site, for example www.shareware.com. Unzip the file in a Telix directory. Then run a program called modemcfg to configure the software for your modem. The program will prompt you for information. The most important information it may need is the brand name and model of the modem, as that will set the configuration parameters from a stored table in the software. Procomm Plus is a commercial program which has to be purchased. This program also will prompt you for the information needed for installation. This is a feature of most communication software packages, and some now automatically detect your modem type and give you the choice to alter it if the automatic choice is in error. Both these, as well as most other packages, provide dialing directories where you can store phone numbers and some of the dialing parameters. d. TCP/IP account
(I) Hardware Requirements The minimum requirement for accessing a TCP/IP account, which requires graphics capability, is a 80386 processor machine with 4 MB (preferably 8 MB) RAM, or one having similar processing power, such as the Apple MAC. At least a 14.4 Kbps modem is needed. For an IBM-compatible machine, either Windows 3.1 or Windows 95 operating system is required for the TCP/IP account. (II) Software Requirements Originally, the PCs were not designed to communicate with other computers. For LAN type useage, different protocols (a set of rules for communication ) were designed and used. To communicate over the Internet, the windows applications, need to send and receive data using TCP/IP communications protocol. To be able to do this, Winsock (TCP/IP stack) need to be installed in Windows. If you are using Windows 3.1 or 3.11 system software, appropriate 16 bit TCP/IP stack software will be required. There are many choices for this, for example Chameleon, Netscape, Internet in a Box, and Windows 95, to name a few. Most of these have an auto-install program, which, during installation, will ask you for two IP addresses for the DNS servers, one primary and one secondary. If you are also installing E-mail software such as Eudora, then one more IP address, for a SMTP server, needs to be entered. These addresses are given in Appendix A, for different locations in India.
Internet Service Providers in India, Top Internet Service Provider Sites in India, Best Indian sites on Internet Service Providers, Indian Sites on Internet Service Providers, etc and has the potential of being listed on this page, kindly do let us know.
Bharti Infotel Ltd Bharti Infotel Ltd, a renowned telecommunications and Internet service provider in India, is a part of Bharti Enterprises. In the site, you can look for information on the various services provided by Bharti Infotel Ltd. Check out the section that covers the services like voice services, mobile services, satellite services, managed data & Internet services, managed e-business services and so on. All these services are provided under the brand name Airtel.
HCL Infinet Ltd HCL Infinet Ltd, the Internet infrastructure initiative of the HCL group, is one of the major IT service providers in India. Search for the range of services offered by HCL Infinet Ltd, that include broadband Internet access, hosting and co-location services, virtual private networks, application services and many more. Know about the latest happenings and go the corporate site of the company.
Reliance Communications Infastructure Ltd Reliance Communications Infastructure Ltd is a reputed name, when it comes to providing customers with efficient and worl-class Internet solutions. Browse the site of Reliance Communications Infastructure Ltd to learn about the highcapacity wireless and wire line services. Go to the quick links and discover new ways to use their internet services to the best of your interests.
Sify Ltd When you talk about Internet, networking and e-commerce services, Sify Ltd in India is a pioneer in this field. They have made the Internet work for you by setting up cyber-cafes across India, providing dial-up Internet connections and broadband services. The site of Sify Ltd. gives you a detailed idea of their venture in corporate, consumer and international services.
Tata Internet Services Ltd Tata Internet Services Ltd. provides hi-class internet services and IT based solutions to the Indian mass. Visit their site to find out more about their vast range of services. Check out the links on broadband internet, wireless service that are most suitable for your personal and business requirements. Also know about the service centers and comprehensive customer care network of Tata Internet Services Ltd.
Worldcom Communications India Pvt Ltd MCI, along with Verizon Solutions, have ventured into the field of Internet services and global communication solutions. Take a tour of the website of Worldcom Communications India Pvt Ltd and browse through the sections that give you the details of services designed for consumers and businesses. Find out what Worldcom Communications India Pvt Ltd has to offer regarding hi-speed internet, IP services, network solutions and others that suit your purpose.
COMPANY PROFILE Nettlinx is an Internet Infrastructure initiative of the Nettlinx group. The company started its ISP/NLD operations in the year 1999 and has been catering to the networking requirements of the domestic enterprise market since then. It has a Class B license to operate as an Internet Service Provider (ISP), NLD, ITSP and Call Centre (OSP) Services Provider. Nettlinx offers state-of-the-art Managed Network Services to enterprises across Andhra Pradesh. Nettlinx operates through a direct presence in 40+ locations. It has proved to be a best ISP in providing fully converged network platform (Data, Voice and Video application support) to Enterprises across Andhra Pradesh. Partnering with National Telco`s we provide state-of-the-art products and solutions for network requirements of organizations. Nettlinx`s statewide presence and experience in the field of Internet related services offers our esteemed clients a high degree of satisfaction. Nettlinx operates through a network which is built on world class technology and unparallel infrastructure. The fully redundant, carrier agnostic backbone architecture enables us to deliver high network uptimes and network availability to our customers. Each of the Nettlinx POPs are equipped to provide all the latest WAN protocols. Nettlinx offers a complete range of network solutions like VPN, Internet, Network Management Services, Data Centre and Co-location Services and Value Added Services like Internet Telephony and Enterprise Mailing Solutions etc. With a proven record of offering robust network connectivity solutions. With multi-homing, fully redundant, the company has created a reliable network infrastructure which is trusted by customers for supporting various applications. With years of experience and a long list of satisfied customer base, the company is set to surge new heights emerge as a best ISP in the Andhra Pradesh market. Our connectivity services have been fulfilling the need to run applications like Live Video Streaming, Mailing, Web services etc across multi-location enterprises in various verticals as Electronic Media, Financial Institutes, FMCG, Education etc. Nettlinx in Comparison to the Telecom Companies
The Multi Homing Network from Nettlinx enables us to provide the following differentiators:
Nettlinx is a company that is carrier, vendor and access-agnostic - that is, 1. Nettlinx will procure the bandwidth (Backbone and Last Mile), equipment and other requirements from any telecom provider best suited to its client's needs and overlay this network with its solutions. 2. The telecom service providers usually rely on their own network, they cannot easily move to the least congested routes, or the best available rates; that is why companies such as ours would be much more efficient. 3. When it really comes to executing the telecom companies have a hard time executing: largely because they use their own networks. 4. Nettlinx delivery model is based on utilizing the bandwidth capacities from multiple providers like Telecom carriers and Utility companies. Nettlinx then builds solutions and other value-added services around the basic bandwidth model utilizing its experience. Over View Nettlinx an Internet Infrastructure initiative of the Nettlinx group caters to the networking requirements of domestic enterprise market. Partnering with National Telco`s we provide state-of-the-art products and solutions for network requirements of organizations of all sizes.
Nettlinx offers a complete range of networking services & solutions like: » Internet Bandwidth Services » Internet Telephony » Managed Data Centre » Co-location Services » Managed Data Centre Services » Managed Network Services » Wireless Broadband Services
Nettlinx's Service Portfolio » Connectivity/Bandwidth Services » Value Added Services » Managed Internet Services - Wireless and Wire-line » Managed Internet Telephony » Data, Voice and Video Applications: Managed Network Services » Managed Collocation Services » Network Consultancy » Managed Messaging Services » Network Management Services » Facility Management Presence Headquartered in Hyderabad with presence in 40+ locations in India and abroad, with data centers located in Hyderabad & New Jersey in USA. Hyderabad, Vijayawada, Visakhapatnam, Tirupati, Nellore and Kurnool
Report on Corporate Governance 1) Company's Philosophy on code of Corporate Governance The Company firmly believes in and has consistently endeavored to practice good corporate Governance. The Company's Philosophy on Corporate Governance envisages the attainment of the highest levels of transparency, professionalism and accountability, in all facets of its operations, and in all its interactions with its stake holders, including shareholders and employees. 2) Board of Directors The Board of Directors consists of 8 Directors. The composition and category of Directors as on 30.06.2011 is as follows: Category Promoter / Non Executive Director Promoter / Chairman Promoter / Executive Director Name of Directors Dr. Loka Narayana Reddy Dr. Manohar Loka Reddy Mr. Chandra Sekhar Pogula
Non-Executive and Independent Directors
Sri K. Kameswara Rao Sri V. Harish Kumar Sri M. Suresh Kumar Reddy Sri J. V. Hanumanth Rao Sri M Appa Rao
Web Hosting services Windows NT Hosting • Fast & Reliable connection • Outgoing SMTP server support • Unlimited FTP access • Your own Control Panel • MS SQL 2000 database • ASP • CDONTS • CGI • E MAIL • And more We offer flexible packages for hosting sites - in Windows NT. Linux After designing the next logical step is hosting. Our customers have a wide choice in terms of platforms (Solaris, Linux, NT) and in terms of special requirements like database (Oracle 8i, SQL Server, My SQL) Dedicated Leased Line Dedicated Leased Line Solution is high-speed Internet feed to your location. These lines can be used for access to the World Wide Web as well as hosting of your Internet server(s). Your LAN or WAN will have continuous connectivity to the Internet through our multi-homed backbone. Nettlinx High Speed Dedicated Leased line service offers you a high-quality connection - making collaborative computing, video conferencing, distance learning, VPN, next-generation e-commerce, fast corporate e-mail download, video-on-demand, and Internet telephony all possible.
FEATERS Capacity Why dedicated Servers? Being in the industry for as long as we have been, we are aware that a lot of companies are now opting for dedicated servers due to • Easy management • Full control • Better uptime An inadequately written application being run by “another company” on a SHARED server can cause the machine be slow down or even crash. Your own server means, it runs only your SW!! • Customized configuration at „root‟ level – Install whatever you want ! • 100% resources: All the CPU power, RAM, HDD is dedicated to you only resulting in much better speed. • Data security reasons So far having a dedicated server was a very costly affair and something not easily available, but we are now offering very cost effective dedicated Servers. These are managed servers, both in terms of hardware & operating software. We will setup the server for you, using quality hardware & the most recent versions of the operating systems, we will then maintain these machines in terms of the hardware problems (this includes the routine maintenance & also the repair/ replacement of problematic components, if any) & also the problems relating to the operating system. But even with the hardware & operating system being handled by us, you are the one who is in actual day-to-day control of the server; you can install specific software that is something not possible with shared servers. Basically you can configure & use the machine in whichever way you want.
24x7 Monitoring Our Virtual Data Center infrastructure is equipped with Live-Alert, our inhouse developed Automated Monitoring system. Live-Alert monitoring is deployed at 3 stages. Process Monitoring Process Monitoring Robot monitors & logs all running processes every minute. If robot notices any process which is utilizing more resources than the accepted threshold or process is found to be malfunctioning, they are immediately terminated. In case of such events, email & SMS alerts are sent to Customer Support Team for further investigation. Live-Alert robots are capable of restarting or terminating any process required for smooth functionality of servers. Our system also generates real time report which are manually reviewed by our Customer Support Team. Server Load Monitoring Load Monitoring Robot logs server load every minute. If server load is found to be higher than accepted level, responsible service is terminated and email/SMS alerts are sent to Customer Support Team for further investigation. Remote Port Monitoring All our servers and server ports are externally monitored from 2 different locations every minute. In case of any failures email & SMS alerts are sent to Customer Support Team for further investigation. In case of any of the services malfunctions or goes off-line, immediate notification is sent to our team. Live-Support Defined Nettlinx was founded with the vision of being a customer friendly, technology service company that was easy to do business with. We wanted to adopt systems, define processes, implement tools and have the right TEAM to meet our vision. We wanted to ensure that we exceed our customer's expectations at every interactions. This vision is integral key component of every part of Nettlinx resulting into a unique level of customer service, which we call "Live Support".
To ensure "Live-Support" we have focussed on following key areas. The Team Systems Methodology The Team As a focused Managed Hosting Provider, we take customer service & satisfaction as our highest priority. We believe that Customer Support focus is a key area for any company to offer high level of services and generate trust in customers. We have always been dedicated to committed & personalized customer services. Although many of the key services can be automated, service level ultimately relies on customer support team. More than just great technical skills, they must have strong desire to solve problems for customers.
We only hire those who demonstrate dedication & strong passion for helping people. Potential employees must posses qualities like friendliness, patience & desire to grow in a self challenge environment. We recruit executives based on their personal values and we train for technical expertise. Our team members at all levels of the company go through the ongoing training programs which makes us a Strong work force. Our information sharing process, group discussion and internal bulletin boards ensures that all key information is shared by all team members. Finally, our employees function in a team environment which encourages an outstanding service experience to our customers. Our Team Work approach allows customers to develop deep personal relationships with team members. Each employee's compensation is linked directly to the overall satisfaction of their team's customers. Each member's metrics are tracked individually and
results of the team are published on daily basis. Team members take pride in sharing how satisfied their customers are. IndiaLinks is a company committed to hiring and training people that fit our values. We realize that this is an MUST element to keep our Live-Support philosophy intact as we grow.
Systems & Tools To meet & exceed customer's expectations is impossible without proper systems in place. Systems serve as foundation upon which our Managed Hosting Platform is built. Flexible systems are must to achieve our vision "Live-Support".
We have in-house developed number of systems & tools, from the phone system that tracks customer calls, online support ticketing system, automated centralized hosting environment which is capable of controlling hundreds of servers right from one single control panel, server & port monitoring tools, server robots capable of self-correcting technical issues to complex reporting tools. Real advantages India Links has over other technology service company is that our systems are built specially for MANAGED HOSTING. Integration of our systems gives us incredible flexibility when serving our customers. Our systems do not only offer automation for our services that can deploy complex hosting environments within minutes, but once they are deployed, we are able to monitor, identify & resolve problems all from within one system very quickly. Our tools provides over 80% of required man power. Efficiency & automated processes translates into faster service and a dramatic reduction in human error.
Methodology We continually work on implementing & improving processes to remove hassles for our customers and improve the overall service standards.
to make it easy for our customers to do business with us is a key focus of "Live Support". We look for processes that could be made automated or simpler for our customers and when we find one, we make changes. Each and every TEAM member of India Links is expected to identify processes that could be improved. Customer feedback is one of the main key inputs to improve processes. We solicit and encourage feedback from our customers. Guaranteed Network Our Nettlinx Center infrastructure consists of Servers located at various Data Centers at geographically different locations. We ensure that every Data Center we use meets our requirements. Some of our requirement & standards are as below. Redundant Multiple Backbones Data Centers are connected to Internet with highly redundant network through multiple backbones connected to various Tier 1 upstream providers. All network links are also peered with other networks for fastest possible data transfers. 99.9% Uptime Guarantee Our tie-ups with every Data Centers, guarantees us 99.9% Network Uptime. We ensure that every data center used by us meets this requirement.
BGP4 Dynamic Routing Data centers runs the Border Gateway Protocol (BGP4) for best case routing. The BGP4 protocol is a standard that allows for the routing of packets of information sent out from network. Each packet of information is evaluated and sent over the best route possible. Because of the redundant network architecture, packets may be sent via alternative routes even if they are being delivered to the same end user. Should one of the upstream provider fail, packets leaving networks are automatically redirected through another route via a different upstream provider. Bandwidth Utilization It is a common misconception that the amounts of bandwidth (size of the pipes that carry the data) differentiate web hosting companies. In reality it is not only the size of the pipes that matters, it is the utilization levels. The utilization of Internet connections is vital to a network's ability to transfer data without packet loss or latency. We ensure that every Data Center used by us has connection usage below 50% to avoid any connectivity problems. Security Nettlinx strives to ensure uninterrupted service and a high level of security. Nettlinx has developed a comprehensive approach to safeguard all infrastructure & services right from Network level to Application level.
Data Center Security Data Centers are physically isolated from everyone but level three technicians. Public access is strictly forbidden. Data Centers are equipped & monitored round the clock with closed circuits. Strict access controls are implemented including keycard protocols/biometric scanning protocols and continuous interior and exterior surveillance.
Network Security Data Centers used by our Virtual Data Center infrastructure has fully switched network. Traffic destined for a website hosted on a server is sent only through switching equipment necessary to deliver the information to that server. This minimizes the risk of someone sniffing or capturing traffic being sent across the network. Operating Systems All our servers are installed with Enterprise version of Linux or Windows 2003. We do not use operating systems which are known to have security loop holes. All our servers' operating systems are automatically patched at regular interval. This ensures that servers are always protected against all known vulnerabilities with latest security patches. Server Access Access to servers is restricted. Console/Shell access to our servers is restricted only from our Hosting Operations Center for management purpose only. Operating System Hardening We follow a strict Security Audit Process. All unwanted services on servers are disabled. Operating System applications & commands including compilers (which are used by hackers to compile programs and gain access) are removed. Firewall Our Virtual Data Center Infrastructure is protected by Firewall at various levels. Our Security Audit Team monitors traffic with-in and out-of our network & ensure that necessary security settings are implemented as and when required to safeguard all our services, servers and your data. Remote Port Monitoring All our servers are monitored for server ports remotely every alternate minute by Live-Alert, our own proprietary port monitoring system. If system detects any open ports besides the allowed ports, our Security Audit Team is immediately alerted. In most compromised systems, hackers install and runs backdoor services, backdoor consoles or services like IRC / Chat Servers which opens a port on server. Such attempts are immediately detected.
Process Monitoring Process Monitoring Robot checks all running processes along with Load on every servers. If robots detects any unauthorized process or processes eating up resources beyond allowed threshold or are found to malfunction, are immediately terminated. In case of any of such events, email & SMS alerts are sent to Security Team for further investigation. Process monitoring robots are also capable of restarting or terminating any process required for smooth functionality of servers. Application Security Most of our server management applications & control panels are in-house developed. Any 3rd party products go through a thorough security & performance testing before they are deployed on servers. Any such third party applications are monitored regularly for their functionality. Data & Directory Protections User on the server are restricted only to their designated directories. This ensures that no other user on the same server has access to your files (unless granted with permissions). Disaster Recovery The prospect of data loss from an unexpected disaster is one which looms over many businesses. We understand how crucial it is to have your site back up and running in case of an unexpected event, which is why Nettlinx has implemented a fool-proof disaster recovery system which can ensure that your site will be up and running as quick as possible, minimizing downtime and potential data loss. Database Driven Configurations Our infrastructure uses Database driven configuration system. Server configuration files are generated from Database which resides on our central server (with hourly backup on backup servers). While most Hosting companies has to manually setup server & user account spending couple of hours, our Disaster Recovery Robots can do this automatically in less than 5 minutes minimizing the time required to have your websites back up & running.
Data Backup & Recovery All your website data & databases are backed-up on second hard drive & also transferred to a secure location on a remote server at regular interval. In event of a server crash, our Disaster Recovery Robots can automatically restore the backups on new server. We do follow a strict data backup policy & keep atleast 2 copies of previous backups. However, looking at the sensitivity & importance, customer will be responsible to ensure that they have latest backup of their data off-line. We strongly recommend customers to take backups at regular intervals.
Tv9 Channel-4 APSRTC Gemini Studio N Hmtv Med City Hospitols Crown Beers Indian pvt.ltd ANDHRAUNIVERCITY AP Assembly Edoc Hotel Golkonda Narayana education groups
HUMAN RESOURCE DEVELOPMENT
Performance appraisal Company considers its human resources as the most valuable resources for its growth & development. Performance appraisal seeks to achieve the following. 1. To set realistic & challenging targets/ key performance area on annual basis for the individual. 2. To assess employee‟s performance based on person attributes. Job performed targets achieved/ specific achievements. 3. To assess the strengths, weakness& potential of the employee. 4. Performance based reward in terms of increment& promotion etc. Appraisal period
Appraisal period is from April to March. Every employee is appraised at the end of the Appraisal period. Employees joining during appraisal are appraised on completion of their one year service& employees joining after March are appraised in next appraisal. Method of appraisal The employee‟s performance is appraised by the department & sectional head in consultation with his immediate supervisor on personal attributes, job performed targets achieved/ specific achievement. Finally the appraisal is reviewed & approved by the review committee to ensure uniformity& objective.
1. The appraisal is being discussed with the employee by the appraisee to. 2. Feed back about his performance, strength& weakness employee is also suggested area of consolidation& improvement. Employee’s co-operation The appraisal system requires active because its effectiveness depends on realistic self assessment & positive approach towards the feed back. Training & development
Training & development is an important aspect of the H.R.D. The company believes in training & development of its employees. To take higher responsibility and to meet the challenges of the individual employee is assessed by his sectional & departmental head in consolation with employee. In hour & outstation programs are arranged for employees by H.R.D. on recommendation of sectional & departmental head. PERFORMANCE APPRAISAL SYSTEM
Performance appraisal is a process of evaluating employee performance for the purpose of placements, selections for promotions, career planning, financial rewards, motivation etc, performance appraisal seeks to achieve following objective.
● To assess the performance, personal attributes and potential of the employee. ● Performance based rewards in terms of promotion, increments etc. ● To identify training needs. ● To assess strengths ,areas of improvements and give feedback to the employee. INDIVIDUAL COMPONENTS DEFINED
ATTRIBUTES There are seven specific and major attributes that have been broken into sub components against which ratings to be provided. The various attributes are explained. WORK PLANNING ● ABILITY TO PLAN ● ORGANISE ● EXECUTE ● MEET DEADLINES ● INTEGRITY ● RESPONSIBILITY
COMMUNICATION ● ARTICULATING ● PERSUASION ● SUPPORT ● CONFIDENCE
CONCEPTUAL DEPTH ● VISION ● LONG RANGE PLANNING ● VERSATILITY ● CREATIVITY AND INNOVATION
OVERALL BUISNESS APPROACH ● TECHNICAL BASIS appreciates the technical up gradations and the technological applications in the organization. ● FINANCIAL KNOWLEDGE has been appreciated of the financial ratios and instruments.
STRATEGIC PRIORITIES has appreciation of situations and
strategies based on those situations ● CONSUMER DRIVEN has a customer friendly approach to both internal and external customer.
AREAS OF STRENGTH
As a part of the performance review discussions, the appraisee, section Head and HOD should individually list out three most important strengths in the appraisee, in order to utilize the same optimally and develop it for future productivity. AREAS OF IMPROVEMENT
The appraisee, section Head and the HOD should individually list out three most important areas requiring improvement, of the apparisee. This will develop the employee in identifying his own development needs and make suitable learning processes to overcome these areas. KEY TRAINING AND DEVELOPMENT The appraisee, Section HEAD and the HOD should individually list out important training needs of the appraisee for him to impart his specific functions of his job effectively and in the manner that generates optimum output. This section of form can also help the Departmental Heads and the HR Manager to plan a training calendar for the employee and effectively conduct the same.
RATINGS Ratings in the terms are to be awarded to the individual, by his immediate superior and the departmental head in the specific columns. The points are given as: OUTSTANDING
Scale 0.05 0.2 0.5 0.15 0.1
Rating OS CO ME NI US
Standard 3 12 31 9 6 61
Actual 2 15 29 11 4 61
piu stores Standard Actual
35 30 25
31 29 15 12 A PROJECT REPORT 11 ON 9 ME Rating NI
10 5 3 2 0 OS
6 4 US
MULTIPLE PURPOSES OF PERFORMANCE APPRAISAL General applications Specific purpose Identification of individual needs. Performance Developmental uses feedback. Determining transfers and job assignment. Identification of individual strengths and
developmental needs. Salary Promotion Administration uses Retention and termination Reorganization of individual performance. Lay off Identification of poor performance HR planning determining training Organization al maintenance/object ive Documentation need Evaluation of goal achievement Information of goal identification evaluation of HR system criteria for evaluation research Documentation for HR decision helping to meet legal requirement
ISSUES IN APPRAISAL PROGRAMMES
Formal v/s informal What methods Whose performanc e
When to evaluat e
Apprais al design
Who are the partners
What to evaluat e How to solve
PERFORMANCE APPRAISAL SYSTEM
Performance appraisal system in any organization depends substantially on five factors – concept, criteria, context, culture and contingency. Concept :- The performance dimensions are several. They include duties, responsibilities, behavior and traits. Performance appraisal involves at least two persons/parties: the appraiser (who does the appraisal) and the appraise (Whose performance is being appraised). Appraise Appraiser should ● To know what his duties and descriptions responsibilities are ● To know what is expected of set him and whether the expectations are reasonable enough ● To know how he is doing ● To have appraiser‟s help, if needed ● Rewards to be commensurate with results performance ● Analyze results with appraisee Advice, guide, coach & counsel ● Reward for good ● Facilitate appraisee to goals/targets expect
● Prepare job
Criteria: - Several performance measures such as output, quality, punctuality, cost control contribution, job knowledge, discretion, initiative, team work, resourcefulness honestly, and leadership qualities are usually reckoned as some of the criteria against which performance is assessed.
Context: system in
the organization influence the notions about people in the
organizations and the type of control, motivation and communication systems.
Culture: - The cultures of people in general seem to affect appraisal system. Studies and commentaries on Indian organizations seem to point to a pattern where the loyalties of employees are more to the people than to the tasks or to organizations.
Contingency: - There is a systematic effort to link performance appraisal to other sub- systems of human resource management such that all personnel decisions use the performance appraisal data as a critical input, it becomes difficult to impart seriousness in to the system. The result would be apathy on the point of both the appraiser and the appraisee to the entire process.
Methods of appraisal-
The last to be addressed in the process of designing an appraisal programme is to determine method(s) of evaluation. All the approaches to appraisal can be classified into:(i) (ii) past-oriented methods future oriented methods
Rating Scale Cost accounting Essay Tests and Observation Field review BAR S
Checklists Forced Choice Forced distribution
Appraisal Techniques Different techniques are used for performance
appraisal. They include:-
Appraisal by objectives objectives Trait Appraisal Rating Scales &Ranking Technique Simple or straight Ranking Forced distribution Ranking appraisals Paired comparison The Critically incident method
PAST ORIENTED APPRAISALS Appraisal by objectives : - The objectives for the evaluation period (usually 12 months) are determined through joint discussion and negotiation between the superior and subordinate. This system is followed even in organization which does not have a formal programme of „Management by Objectives‟. Invariably, in many organizations where the objectives are predetermined, Key performance Areas (KPAs) or Key Result Areas (KRAs) are also decided in advance through joint effort. Confidential Report :- A confidential report is a report on the subordinate by the immediate superior and covers a limited range of aspects like the candidate‟s strengths, weakness, major achievements or failures and information on some personality traits and behavior aspects. The confidential report system is usually a descriptive one and permits a lot of subjectivity. Trait Appraisal :- Commonly used individual traits include several distinguishing characteristics firmly anchored in human behavior that manifest themselves on the job and influence performance. These characteristics include the following listed next page.
Ability for sustained hard work Acceptance of responsibility Adaptability Analytical ability Appearance
Drive Effort Efficiency Honesty
Industriousne ss Attendance Attitude towards criticism Capacity to train Commitment to task Communication Conduct Confidence Initiative Integrity Intelligence Judgment Leadership Loyalty Motivation
Rating Scales :- These are techniques where performance is measured through assigning numbers (0 to 4, 1 to 5 or 1 to 9), (A to D or E) or words which are descriptive adjectives (e.g., outstanding, very good, good, fair, poor) to items or events to describe differences. In all rating scales, most organizations are finding it useful to have an extra column ot record N.A. (not applicable) or N.O. (Not observed) or any other comment as appropriate. Ranking Technique :- Ranking techniques encourage superior or peers to rank-order all their subordinates or peers as the case may be. This is a form of comparative measurement. Simple or straight Ranking :- This technique provides for an ordinal scoring; first, second, third and so on. Forced Distribution Ranking :- This is ranking technique where raters are required to allocate a certain percentage of rates to certain categories (e.g., superior, above average, etc.) or percentiles (e.g. Top 10%, Bottom 20% etc.) Both the number of categories and percentage of employees to be allotted to each category are a function of the performance appraisal design and format. Paired Comparison :- This technique requires the rater to appraise which of the two employees is superior, instead of having to rank order all the employees in the same work unit doing the same job. This is widely used when one is comparing a small number of people. Narrative or Descriptive Methods :- The ongoing search for newer and better techniques of appraising employees performance led to
several descriptive methods. These include the essay and the critical incident methods among others.
The Essay method :- In this method, the rater describes the ratee in terms of several broad categories such as the person‟s strengths and weakness, major achievements and failures, potential training and development needs and overall performance of the rater.
The Critical Incident method: - This method requires the rater to maintain a record of major observations of what he feels are work behaviors critical to the difference between success and failure. It provides information based on systematic observation of actual job performance. Behaviorally Anchored Rating Scales (BARS):- These are descriptions of various degrees of behavior relating to an aspect of performance dimension. The behaviors are described for a set of intervals ranging from the most negative to most positive.
FUTURE ORIENTED APPRAISALS Management by objectives :- It was peter F. Drucker who first gave the concept of MBO to the world way back in 1954 when his The Practice of Management was first published. Application of MBO in the field of performance appraisal is a recent thinking.
MBO works can be described in four steps :1. To establish the goals for each subordinate that he has to attain. 2. Involves setting the performance standard for the subordinates in a previously arranged time period. 3. The actual level of goal attainment is compared with goals agreed upon. 4. Establishing new goals and, possibly, new strategies for goals not previously attained.
industrial psychologists. When psychologists are used for evaluations, they assess an individual‟s future potential and not past performance. The appraisal normly consists of in-depth interviews, psychological tests, discussions with supervisions and a review of other evaluations. The psychologist then writes an evaluation of the employee‟s intellectual, emotional, motivational and other work-related characteristics that suggest individual potential and may predict future performance. From these evaluations, placement and development decisions may be made to shape the person‟s career.
Assessment Centres :- An assessment Centre is a central location where managers may come together to have their participation in job related exercises evaluated by trained observers. The principal idea is to evaluate managers over a period of time, say one to three days, by observing (and later evaluating) their behaviour across a series of selected exercises or work samples.
DESIGN OF AN EFFECTIVE APPRAISAL SYSTEM
It is useful to focus on aspects such as the following so that the appraisal system can be effective: 1. Appraisal objectives and uses should be specific, clear, relevant, timely, adequate, open and fair. It should be adequately and appropriately linked with the other subsystems of human resource management and capable of being put to use in a manner beneficial to the individual employee and the organization. 2. It should be an ongoing process of managing performances with employee actively participating and supervisor playing the role of coach and developer. 3. The information generated should be tailored to the needs of the organization, performance requirements and norms of behaviour. 4. Recognize individual differences in system design. Identify the needs of rates in terms of feed back, mobility, Self esteem etc. 5. The overall purpose should be developmental than judgmental. It is important to separate evaluation of performance and potential.
outcome Attainment and job satisfaction
IMPLICATIONS FOR PERFORMANCE AND SATISFACTION Selection Practices :An organization‟s selection practices will
determine who gets hired. If properly designed, it will identify competent candidates and accurately match them to the job. The use of the proper selection device will increase the probability that the right person will be chosen to fill a slot. Training and Development Programs :- Training programs can affect work behaviour in two ways. The most obvious is by directly improving the skills necessary for the employee to successfully complete his her job. An increase in ability improves the employee‟s potential to perform at a higher level. Of course, whether that potential becomes realized is largely an issue of motivation. A second benefit from training is that it increases an employee‟s selfefficacy. Self- efficacy is a person‟s expectations that he or she can successfully execute the behaviour required to produce an outcome. Organizations that provide formal career development activities and match them to needs that employees experience at various stages in their careers reduce the likelihood that productivity will decrease as a result of obsolescence or that job frustrations will create reduced satisfaction. Performance Evaluation :- A major goal of performance evaluation is to assess accurately an individual‟s performance contribution as a basis for making reward allocation decision: if the performance evaluation process emphasizes the wrong criteria or inaccurately appraises actual job performance, employees will be over- or under rewarded. This can lead to negative consequences such as reduced effort, increases in absenteeism, or search for alternative job opportunities.
Reward systems :- If employees perceive that their efforts will be accurately apprised and if they further perceive that the rewards they value are closely linked to the evaluations, the organization will have optimized the motivational properties from its evaluation and reward procedures and policies. We can conclude that rewards are likely to lead to high employee performance and satisfaction when they are (1) Perceived as being equitable by the employee. (2) Tied to performance and (3) Tailored to the needs of individual
Union – Management Interface :-
The existence of a union in an
organization adds another variable in our search to explain and predict employee behavior. The union has been found to be an important contribution to employees‟ perceptions, attitudes, and behavior. The informal norms that union cohesiveness fosters can encourage or discourage high productivity, organizational commitment, and morale.
Question no 1: Number of service years in this organization. (a) 5-10 years (b) 10-15 years (c) More than 15 years
Less than 5 5-10 Years 10-15 years More than Question Sample Size 100 Employees Years 84 16 0 15 0
0 16 0 Less than 5 Years 5-10 Years 10-15 years More than 15 84
The response collected is based on the period of their service in
the organization. As Nett linx.ltd company was set up in 1999. so the years of service in the organization of most of the employees is less than 5 years.
Question no 2: Are you aware about your performance appraisal or any evaluation done by your superior. (a) Yes (b) No Yes Questio Sample Size n 100 Employees 80 No 20
20% Yes No 80%
Findings :- 80 % the employees had responded in favor of that they were aware about performance appraisal.
Question no 3: Are you aware about the modern techniques used in performance appraisal? (a) Yes Question Sample Size 100 Employees Yes 60 (b) No No 40
40 Yes No 60
Fig. 1.03 Findings: Near about 60% of the employees had not aware about modern performance appraisal techniques.
Question no 4: Performance appraisal techniques make you better eligible for promotion, demotion, & transfer. (a) Agreed ( ) (b) Not Agreed ( )
Agreed Question Sample Employees Size 100 80
Agreed Not agreed 8 0
Fig. 1.04 Findings: The 80% of the respondent‟s shows that PARs as a good strategy to go ahead with promotion while 40% of respondents do not agree with it.
Question no 5: Do you think performance appraisal is useful or just a waste of time? (a) Useful ( ) (b) Waste of time ( )
Question Sample Employees Size
Useful 100 92
Waste of time 8
Useful Waste of time
Findings: More than 90% of the employees say that performance appraisal is useful for there self-assessment and promotions. Thus, they cannot ignore it. And rest of the employees thinks it as a waste of time.
Question no 6: Proper and adequate performance appraisal plays a crucial role in your career development. (a) Agreed ( ) (b) Not Agreed Yes Question Sample Employees Size 100 92 8 ( No )
Agreed Not agreed
Findings: 92% of the responses show that Performance Appraisal Report helps a lot in the promotional activities.
Question no 7: Does performance appraisal report is helpful in identifying Training and Development need or it lay development plan for you? (a) To a large extent Question Sample Size 100 Employees To a large extent 60 (b) To some extent To some extent 30 (c) Not at all Not at all 10
10 To a large extent To s om e extent Not at all
Fig. 1.07 Findings: 50% of the respondents are satisfied by the performance appraisal report as it helps them to understand the job profile and helps in training need identification.
Question no 8: Performance appraisal is most of the time fair and unbiased. (a) Agreed ( ) (b) Not Agreed ( )
Agreed Question Sample Employees Size 100 85
Not agreed 15
15 Agreed Not agreed 85
Findings: 65 % of the respondents show that Performance Appraisal report is time fair & unbiased.
Question no 9: Have you understood clearly, as to what is expecting from you? (a) Yes (b) No (c) Cant‟ say
YES Question Sample Employees Size 100 40
Cant‟ say 38
38 4 0 x Y ES No Cant‟ say
Fig. 1.09 Findings: There is a close response from the respondents on
Performance appraisal report where on one hand (near about 40%) say that it makes feel refreshed & know there better responsibility. On the other hand some say that it has helped them in improving their skills not to define there future responsibility and performance.
Question No 10: Does the organization provide counseling after appraisal? (a) Yes (b) No
Yes Question Sample Employees Size 100 74
26% Yes No 74%
Findings: Near about 75% of the respondents, say that Organization provides counseling after performance appraisal report.
1. The response collected is based on the period of their service in the organization. As nettlinx.ltdcompany was set up in 1999 so the years of service in the organization of most of the employees is less than 5 years.
2. 80 % the employees had responded in favor of that they were aware about performance appraisal.
3. Near about 60% of the employees had not aware about modern performance appraisal techniques. 4. The 80% of the respondent‟s shows that PARs as a good strategy to go ahead with promotion while 40% of respondents do not agree with it. 5. More than 90% of the employees say that performance appraisal is useful for there self-assessment and promotions. Thus, they cannot ignore it. And rest of the employees thinks it as a waste of time.
6. 92% of the responses show that Performance Appraisal Report helps a lot in the promotional activities.
7. 50% of the respondents are satisfied by the performance appraisal report as it helps them to understand the job profile and helps in training need identification.
8. 65 % of the respondents show that Performance Appraisal report is time fair &Unbiased. 9. There is a close response from the respondents on Performance appraisal report where on one hand (near about 40%) say that it makes feel refreshed & know there better responsibility. On the other hand some say that it has helped them in improving their skills not to define there future responsibility and performance.
10. Near about 75% of the respondents, say that Organization provides counseling after performance appraisal report.
1. This situation realizes that there were 20% of the employee who are
unaware of the performance appraisal report which will be reduced by providing them counseling. 2. They should have to be aware about the performance appraisal techniques
because they have to pass through it for taking better promotions & greater responsibility. 3. This shows there negligence towards there career & awareness. Thus, it can avoid by providing enough information to employee with the help of training & development exercise. 4. The 50% of respondent‟s responses shows that they are not aware about importance of performance appraisal report. They should be aware about that how they can take promotion and greater responsibility through better performance. 5. They have to introduced career development graphs and necessary skills to reach that position after experiencing some years. 6. Respondents should have to better understand the job responsibility and
training need identification through schedule chart or through the job analysis.
a) Name of the employee: b) Educational qualifications: c) Designation: d) Experience: e) Martial Status: Married / Unmarried: f) Number of children‟s: M / F g) Salary particulars: 1. In your Opinion Performance Appraisal is ? a. Evaluation of Employees b. Promotion of Employees c. Job Satisfaction of Employees d. Motivation 2. Which method of performance appraisal is implemented in the organization? a. Merit b. Grading c. Other 3. Do you receive any increment in your salary after performance Appraisal. a. Yes b. No 4. Do you think that performance Appraisal help to provide an atmosphere where all are encouraged to share one another burden. a. Yes b. No 5. Do you think performance appraisal helps people set and achieve meaningful goals. a. Yes b. No
6. Do you think performance appraisal give constructive criticism in a friendly and positive manner. a. Yes b. No 7. Do you think that performance of employees improve after process of performance appraisal ? a. Yes b. No 8. Do you think performance appraisal improves motivation and job Satisfaction. a. Yes b. No 9. Is the top level management partial in Performance Appraisal a. Yes b. No 10. Do you think performance appraisal helps to change behaviour of Employees. a. Yes b. No
11. In your opinion Performance Appraisal system of your organization is related to which of the following ? a. Retention of Employees b. Recruitment System c. Organizational Culture d. Motivation 12. After performance appraisal improvement in your performance. a. 10-20 b. 20-30 c. 30- above 13. Since how many years have you been working with this organization? a. 0-5 Years b. 5-10 Years
c. 10 to 15 Years d. More than 15 Years 14. Do you think Performance Management System is clearly defined in the organization ? a. Yes b. No 15. Do you think all the factors facilitating and hindering performance are taken into consideration while appraising the performance? a. Yes b. No 16. Goals set for Performance Evaluation are mutually decided goals ? a. Yes b. No 17. Do you think Performance Management System helps people set and achieve meaningful goals.? a. Yes b. No 18. You are satisfied with the weightages given against each activity that you are supposed to perform in the specified period by PMS ? a. Yes b. No 19. Does performance of employees improve due to current Performance Management System? a. Yes b. No 20. Do the PMS implemented in your organization create a participative environment? a. Yes b. No
21. Does the promotions are strictly based on Performance Management System? a. Yes b. No 22. Do you think your leardership and interpersonal skills are developed due to Performance Management System ? a. Yes b. No
23. Do you feel free to express to your appraiser, your disagreement regarding the appraisal decisions a. Yes b. No 24. Your Job Description clearly defines KRA‟s on which your performance is rated ? a. Yes b. No 25. Are you satisfied with the existing Performance Management System? a. Yes b. No
It is truth that no work is completed in itself. Infact, completion of one job is actually the beginning of another job. Likewise, performance Appraisal is never ending process. It is essential for personal & professional development. This project has been considering all possible aspects mentioned in the project booklet. The project is made very clear and precise with the help of the relevant data gathered from the company, company website & through various annexure. In the concluding remark of my project report, I would like to state that at NETT LINX LTD, NELLORE, the employees are considered as most valuable assets & strength for sustained growth & development of the company. They believe in investing continuously in human resource for their growth. The company is led by young professionals. They have an open work environment which is achievement oriented.
HUMAN RESOURCE MANAGEMENT … PERSONNEL / HUMAN RESOURCE MANAGEMENT …
P. SUBBA RAO
HUMAN RESOURCE MANAGEMENT AN INFORMATION SYSTEMS APPROACH Human Resource Management by K. Aswathapa Searchingene:- Google WEBSITES:WWW.NETTLINX.COM www.quwstionsurvey.com … WAYNE F CASCIO
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