A SUMMER TRAINING PROJECT REPORT ON
360 DEGREE APPRAISAL IN NIIT
SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT OF MASTER OF BUSINESS ADMINISTRATION (MBA) IN PUNJAB TECHNICAL UNIVERSITY
Training Supervisor Mr. Saurabh Mittal (Manager - HR)
Submitted By KHUSHBU YADAV Enrolment No.: 19
SESSION- 2009 – 2011
PUNJAB TECHNICAL UNIVERSITY JALANDHAR (PUNJAB)
This is to certify that the project Report entitled 360 DEGREE APPRAISAL IN NIIT is my original work and this has not been submitted in part or full to this or any other university/institution for the award of any degree or diploma.
Signature of candidate KHUSHBU YADAV Enrolment No.: 19
TO WHOMSOEVER IT MAY CONCERN
This is to certify that Ms. Khushbu Yadav has done her summer training in 15th May till 1st July 2010. She worked on the project 360 degree appraisal of employees and was found sincere & hard working during this tenure. We wish her all the best for her future endeavors‟.
Saurabh Mittal (Manager – HR)
Completing a task is never one man effort. It is often the result of invaluable contribution of number of individuals in a direct or indirect manner that helps in sharing a making of success. I express my gratitude towards the management of NIIT for giving me the opportunity to undergo my project report in a Multinational concern of a great reports and allowing me to gain invaluable experience with subsequent exposure to the modern business world. I am extremely grateful to my project guide Mr. Saurabh Mittal (Manager - HR & Administration) for completing my project report successfully. His constant support as well as the guidance, which he gave to me, helped me tide over the difficulties. I further extend my thanks to all the employees for their appreciation & cooperation given by them to me in gathering information for the survey. Last but not least I bow my head before GOD who has been the ultimate source of the energy.
. The main object of practical training is to develop practical knowledge and experience and awareness about industrial environment and business practices in the student as a supplement to theoretical studies of administration and management in specific area like HRM. Enterprises and Institutions across 40 countries.EXECUTIVE SUMMARY
True learning is born out of experience and observation practical experience is one of the best types of leanings that one can remember throughout the life. ability and attitude of a student to perform specific job in industrial environment. The company which was set up in 1981. Here. building skilled manpower pool for global industry requirements. It increases the skill. NIIT is a leading Global Talent Development Corporation. to help the nascent IT industry overcome its human resource challenges. I got golden opportunity to visit and complete my six week training at NIIT. I got chance to see the functioning HRD departments and imbibe a lot learning of the subjects. After II semesters in learning theoretical aspects of administration and management. the day come to apply these in corporate world in content of modern industrial enterprise that has to go through its different terminal to achieve that corporate goals. Fortunately. has today grown to be amongst world’s leading talent development companies offering learning solutions to Individuals.
TABLE OF CONTENTS
S. 2.NO. 3. 5. 4. INTRODUCTION COMPANY PROFILE
RESEARCH METHODOLOGY CONCEPTUAL DISCUSSION DATA ANALYSIS FINDINGS AND RECOMMENDATIONS ANNEXURE BIBLIOGRAPHY
. 7. 1. 6. 8.
Chapter 1 INTRODUCTION
Now with Appraisal360 you can do it for yourself without even leaving your desk!
. You complete your own self-assessment which is compared against feedback from your colleagues. customers or clients. managers. is designed to get around this. 360degree appraisal plays an important role as it brings out all needed and related functions of the human resources which can be used for either improving or deciding on the areas which are of negative impact. 360 degree feedback has been used by learning and development professionals for many years to help individuals and organizations improve their performance. This multi-source approach can give real insight into how different groups. Many institutes are operating in India with a focus to provide quality education in the field of computers. 360-degree feedback. The online computer education directory is an endeavor to provide extensive information to our users regarding computer training institutes in India. peers. also known as multi-rater feedback or 360 degree appraisal.INTRODUCTION
OVERVIEW OF THE INDUSTRY
Computer education has caught up big time in India.
BACKGROUND OF THE PROJECT
Performance Appraisal is a common system followed in every company when the annual or half yearly appraisal of employees come in. in fact anybody whose opinion you respect and who is familiar with you and your work can be included in the feedback process. your performance. You're rated on your performance by people who know something about you and your work. Browse a website listing of leading computer education institutes of India providing quality basic and advance level courses in computers. Direct reports. your behavior and your attitudes. effectiveness and profitability. It is a powerful tool that helps you become more effective by understanding how others see you. Computer education web guide will serve as your one stop information resource on the leading computer education institutes of India.
This project would bring out the necessity of 360 degree appraisal which is not been taken in its real value.
Chapter 2 COMPANY PROFILE
NIIT‟s expertise in learning content development. Executive Management Education. touch five million learners every year. Enterprises and Institutions across 40 countries. The company which was set up in 1981. has enabled the organization to develop programs and curricula that use cutting-edge instructional design methodologies and
Research-based Innovation. NIIT‟s training solutions in IT. Business Process Outsourcing.COMPANY PROFILE
NIIT is a leading Global Talent Development Corporation. to help the nascent IT industry overcome its human resource challenges. building skilled manpower pool for global industry requirements. and Communication and Professional Life Skills. worldwide. Banking. training delivery and education process management make it the most preferred training partner. Finance and Insurance. a key driver at NIIT. has today grown to be amongst world‟s leading talent development companies offering learning solutions to Individuals.
NIIT Uniqua. formed by NIIT with equity participation from ICICI Bank. delivery.training delivery. NIIT‟s Corporate Learning Solutions offers integrated learning solutions. a NIIT-Genpact venture. instructor-led courseware. Element K. school-aged children. NIIT‟s School Learning Solutions offers turnkey IT integration program for schools and has provided computer – based learning in over 12. learning design. Training corporations and Publishing houses. technology. including strategic consulting. to their doorstep. by the World Information Technology Services Alliance (WITSA) in 2008. Universities. delivers learning solutions for customers and partners through a tailored combination of catalog learning products. Centre for Advanced Learning. Integrated programs for Engineers (NIIT Edgeineers) and Infrastructure Management programmes (NIIT GlobalNet+). Centre for Process Excellence. The offerings include: vLab®: hands-on labs. Financial Services and Insurance.000 government and private schools. brings Executive Management Education Programs from premier B-schools in India. and KnowledgeHub™ . addresses the increasing demand for skilled workers in the business and technology services industry by providing training programs in relevant areas. For working professionals. comprehensive e-reference libraries. This is a part of NIIT Institute of Process Excellence. Technology companies. and services. together 6
. NIIT eGuru. NIIT launched the Hole-in-the-Wall education initiative. technology. offers programs for individuals and corporates in Banking. NIIT Institute of Finance Banking & Insurance (IFBI). To address the vast population of underprivileged. is a comprehensive learning solutions for schools. NIIT. content development. assessment and learning management to Fortune 500 companies. technical journals. a hosted learning management platform. Its achievements in the area of Minimally Invasive Education earned NIIT the coveted Digital Opportunity Award. NIIT Imperia. NIIT‟s Individual Learning Solutions include industry-endorsed IT training programs like GNIIT.
with Element K. Nestled in the foothills of Aravali. ITES. technology majors. Global Learning Solutions NIIT offers a comprehensive range of learning solutions and services to address the needs of diverse audiences. seamless education. worldwide. are prevalent across varied domains. universities. comprising a mix of global solutions with a local flavor. NIIT offers cutting-edge learning solutions to Fortune 100 companies. is now the first and the best choice for comprehensive learning solutions. learning design. We are today amongst world‟s leading talent development companies offering learning solutions to individuals. established in 2009 with a vision of being the leading centre of innovation and learning in emerging areas of the Knowledge Society. Rajasthan. Ushering in a new model in higher education is the not-for-profit NIIT University. IT. As one of the leading training companies. we offer diverse portfolio of programs in areas like. Integrated programs for Engineers (NIIT Engineers). Driven by its vision of developing global talent. off-the-shelf
. NIIT is helping to build a pool of employable. industry-ready professionals globally. training corporations and publishing houses. NIIT‟s Individual Learning Solutions include industry-endorsed programs in IT like. the picturesque 100 acres fully residential green campus has been developed as an institute of excellence based on the four core principles of providing industry linked. BFSI. Infrastructure Management programs (NIIT Global Net+). School education and Professional Life Skills. We reach out to over 5 million learners across 40 countries. Management education.GNIIT. The company‟s expertise in areas like strategic consulting. enterprises and schools. technology based. NIIT‟s wide spectrum of services portfolio. customized content. worldwide. in Neemrana. We provide technology-based learning solutions to leading corporate across the world. research driven. NIIT together with Element K is the first and the best choice for comprehensive learning solutions.
It facilitates a learning environment that meets their existing and emerging skills requirements. SAS and Sun Microsystems ensures that the students capitalize on the latest skills and technology trends. testing & assessment. a NIIT-Genpact venture.
. At NIIT. Our strategic alliances with partners like Adobe. EMC. We have been working closely with global leaders in Technology to provide training on state-of-the-art technology platforms.training delivery. This is a part of NIIT Institute of Process Excellence (NIPE). Financial Services and Insurance. Microsoft.8 million students in over 9. is another significant move by NIIT. formed by NIIT with equity participation from ICICI Bank offers programs for individuals and corporate in Banking. Comptia. Prometric. we are committed to deliver high end solutions with the right blend of knowledge. NIIT‟s School Learning Solutions offers turnkey IT integration program for schools and has provided computer-based learning to nearly 7. hi-end technology training.content (e-learning). Centre for Process Excellence. Cisco.500 government and private schools. NIIT Imperia. Intel. integrated into one package. skills and expertise. The novel solution encompasses all the possible components required to service the present and future needs of a school. Centre for Advanced Learning. Oracle. and learning management enables large organizations to train cost effectively and efficiently. Building a training manpower pool for business and technology services industry through NIIT Unique. offers Executive Management Education Programmers in association with premier B schools in India. Our venture in the Finance and Management Training (FMT) sector to address the learning needs of working professionals is an extension of our forte in IT training. The gamut of services offered ensures a complete end to end solution for training needs of corporate. We offer complete range of solutions for schools under the NIIT eGuru portfolio. Institute of Finance Banking & Insurance (IFBI).
We have been providing learning solutions to individuals. Global Delivery Systems
NIIT‟s extensive delivery umbrella spread across 40 nations covers even the remotest parts of the globe and market segments.Whether it is about imparting training in English Language & soft skills and offering School Learning Solutions or about fostering talent in rural or semi urban India through District Learning Centres (DLC). NIIT houses it all.
. institutions and enterprises by blending cutting-edge technology and education.
. India‟s leading ICT publication group Cyber media. and reference materials in the NIIT portfolio. Ghana. Collaborations with over 100 leading academic institutions across India. At the same time. China. courseware. NIIT through its subsidiaries Element K. These educational associations have enabled NIIT to provide locally relevant training to help nations build vital talent to empower the growth of various industries facing skilled manpower shortages. NIIT has emerged as a leading player in Nigeria. Australia. are its enduring relationships with leaders in the technology and content space. Malaysia. NIIT works closely with global leaders such as Adobe. These relationships bring state-of-the-art learning solutions. Sun and provides training on their platforms. Intel. US. USA. Microsoft. Our alliances facilitates an unmatched delivery and unique educational experience that meets their existing needs and prepares them for the future. The first one being for the period 2003-2005. UK.Further strengthening NIIT's vision of developing global talent. SAS. Canada and Ireland facilitates global presence of famous “NIIT inside” model. world‟s second largest e-learning library and Cognitive Arts. Citrix. we are also leveraging our learning tieups with international partners to distribute training material worldwide. technology tools and faculty of the best Universities in the world.
Ranked as „Top Training Company 2008‟. Cisco. EMC. The company is also leveraging the high quality infrastructure. New Zealand. Awards and Acknowledgements
NIIT has been accorded the Business Super brand 2008 status for the second time by the Super brands Council. caters to the corporate training markets of US and Europe . by Dataquest magazine. In line with these strategies. Oracle. Botswana. South Africa and as a most preferred IT training institute in China with over 170 centres in 24 provinces.
USA has been awarded the Gold for „Excellence in E-learning Award‟ by Chief Learning Officer magazine as part of its Learning In Practice Awards.
NIIT was ranked as „India‟s Most Customer Responsive Educational Institution‟ as per Avaya GlobalConnect Customer Responsiveness Awards in 2007 for the third consecutive year.
The company was awarded the „Indian Franchisor of the Year Award‟ in 2007 by Franchising Association of India. for its innovative Training practices in the year 2007.
Rated among Training Magazine‟s „Top 125‟ elite companies worldwide.
NIIT. one of the industry‟s highest honors. NIIT (HiWEL) has been conferred the coveted „Digital Opportunity Award‟ by World Information Technology Services Alliance (WITSA) in 2008. by a leading Indian magazine „The Week‟ in 2007.
NIIT was recognized by UNESCO for innovation in ICT in Education in 2008.
NIIT was ranked amongst the „Top 10 Business Brands since 60 years of Independence‟.The Economic Times Brand Equity Survey.
NIIT is the only Indian Education company from India to be featured in "The BCG 50 Local Dynamos"in 2008.
. in 2008.
NIIT ranked among the „Top 20 Companies in the IT Training Industry‟ in 2008 by TainingOutsourcing.
Ranked amongst „India‟s Most Trusted Services Brand‟ in a survey by India's one of the leading financial daily.
Ranked amongst India‟s „Most Respected Companies‟ in the IT sector in a survey done by Business World magazine in 2007.com.
leading us to think “out-of-the-box.” and bring to market products and training solutions that have often been global firsts. The unique „NIIT Inside‟ model allows us to offer industry acclaimed IT training programs in partnership with Universities and Colleges in countries like China and Nigeria. Another epitome of novelty by NIIT was a breakthrough innovation in teaching strategies in schools for which it was honored by UNESCO for innovation in ICT in Education.
Innovation and Leadership Innovation has remained a growth catalyst for NIIT. the Beijing-based IT weekly presented NIIT with awards for „Best Contribution towards Vocational Education in China (2004)‟ and „Best Curricular Structure in China‟ in 2004. The Industry-endorsed GNIIT curriculum has proved to be a trailblazing 12-month Professional Practice offering. recognized NIIT as the „Most Influential Education Certificate Brand in China for 2004‟ and the „Best IT training curriculum‟ for the same period.
„China Computer Weekly‟.
NIIT was voted as the „Most Popular Education Brand‟ by College and University students in China.
. industry ready. the Chongqing-based publication with a base of over one million readers.
„China Information World‟. One of the innovative solutions offered by NIIT is the synchronous learning based Executive Management programs from India‟s top B schools through NIIT Imperia.
The company received the „Award for Excellence in Innovative HR practices‟ 2005 by Delhi Management Association and Watson Wyatt World. We have constantly transformed unique ideas into “on-the-ground” solutions that bring real benefits to learners. The leading Global Talent Development Corporation is committed to create a large pool of well trained. Our Franchisee network has earned us the soubriquet of „McDonalds of the Training sector‟. world–class IT professionals through its presence in 40 countries.
the importance of „Global Talent Development‟ can not be underscored.Our focus and investments in Research have led to initiatives that have earned us global acclaim. Our global presence facilitates cutting-edge Learning Solutions to Fortune 100 companies. technology majors. by 2020 the world will have a shortage of 47 million working people and the Indian workforce will have a surplus of 56 million people. have huge ramifications for the Indian economy. Recognizing this opportunity – NIIT‟s mission is to attain leadership in Global Talent Development. reach and relevance of our education system. fast-changing world. However. “Hole in the Wall” kiosks dot the landscape of countries such as Egypt. What‟s needed is to develop skills. we offer
. Uganda and South Africa. even in the absence of a direct input. The existing skills shortages. CognitiveArts. Besides India. universities. As per a BCG study. market-driven products and enhancing its reach globally. demographics are in India‟s favor. Vietnam. Through our subsidiary. NIIT conceptualized Model District Learning Center at Chhindwara. The HiWEL‟s revolutionary experiment of Minimally Invasive Education launched in 1999 and termed as “Hole in the Wall” by media. Leadership in Global Talent Development In today‟s globalised. training corporations and publishing houses through our subsidiary Element K. by launching innovative. along with issues such as the quality. brings learning to the disadvantaged. The experiment proved that any set of children can acquire computing skills through incidental learning and access to suitable computing facilities. The Global Talent Development Corporation had set up its first overseas education centre in 1991 and today reaches out to 5 million learners across 40 countries. among others. With time. to provide high quality IT training for graduates from semi-rural towns. Following the tradition of innovation. the demand for skilled talent is expected to grow faster. so that this surplus manpower is equipped to meet the needs of talent across geographies.
education and experience in learning design architecture having developed over 300 innovative Experience Learning Solutions ™ for major corporations and institutions. Initial Phase (1981 . a revolutionary computer software for people with special needs
. Sets up Education Centres in Bombay.a branding for NIIT alumni Education Centre opens in Pune Created the Computer drome to provide "unlimited" computer time to students
1984 1985 1986 1987
1988 1989 1990
Bhavishya Jyoti Scholarships launched for meritorious and socially challenged students.
First overseas office set up in US
Launched GNIIT. Hyderabad Conceived the Franchising model of Education The birth of an NIIT-ian -.nearly three decades of experience and represent the highest achievement in research. program with Professional Practice launched Created I-Write. Chennai Introduced Multimedia technology in education Education Centre set up in Bangalore Corporate Training programs introduced IT Consultancy services started Head Office integrated at New Delhi Software Product Distribution started under 'Insoft' brand Education Centre set up in Calcutta.1990)
Incorporated on Dec 2. 1981.
International revenues touch Rs 50 million Achieved ISO 9001 for Tick IT for Instructional Software Exports NIIT becomes a listed company and launches a successful IPO
Launched LEDA. and Adventure
Revenue crosses Rs 1 billion mark NIIT becomes Microsoft's Premier Education and Training Partner Matrix Structure evolves with Geographies. a multimedia IT education program for Learning through Exploration. Discovery. Businesses and Organisations NIIT organizes Microsoft windows training program simultaneously in 4 countries on the day of the launch and becomes Microsoft's Premier Education & Training Partner Status
Chapter 3 OBJECTIVE AND RESEARCH METHODOLOGY
it could lead to several negative consequences for the employee as well as the organization. Based on the research conducted. The objectives should be at least 5 in number
. The consequences could range from drop in motivation and performance level to increase in the rate of attrition. Therefore. 360 degree appraisal is one such modern method of appraisal which promises to be a highly effective tool for appraisal of performance.
The performance appraisal should be conducted on the basis of the objectives set by the appraisee along with his superior. the present study is an attempt to evaluate the efficacy of this tool as perceived by the employees of the organization. The traditional methods of appraisal are subject to a number of biases and that leaves a lot to be desired.RESEARCH METHODOLOGY
2. and effective. there should be just one performance appraisal system for the organization. If not handled properly. the senior level of employees should be taken up first. That is why.
For the initial stage of implementing this appraisal system. impartial.
The performance Appraisal should be taken up on a yearly basis as well as on a mid term basis. However. most of the organizations today are going for newer systems of performance appraisal that are more objective.1
Performance appraisal is a key HR process in any organization.e. it‟s early days and the effectiveness of this method needs to be assessed in an objective manner. following suggestions could be offered for NIIT Ltd:
The performance appraisal system for the supervisors and the managers should be clubbed together into one i.
The employee should be appraised on the midterm as well as yearly basis.
2. which are reflective of the means adopted by the employee to achieve higher objectives.
. The progress should be noted down and the objectives for the next term should be set on the basis of this progress.
Besides this. For this teams comprising of the direct reports. subordinates as well as the managers. colleagues.and may be job related or may be based upon the personal development area of the employee.
The core competencies to be evaluated and appraised. aiming to improve the productivity and efficiency of the worker and increase the level of job satisfaction among them.2
MANAGERIAL USEFULNESS OF THE STUDY
To point out and suggest the organization to adopt remedial actions to remove those loopholes. are: Business and technical details Customer focus Teamwork and co-operation Setting and fulfilling Commitments Communicating with others Innovation and creativity. the appraise should be evaluated on the basis of some core competencies as well as the leadership style of the appraise.
Almost every Fortune 500 Company is using this in some form or the other. The following are the objectives of this project: To study what 360 .rater Feedback System.4
SCOPE OF THE STUDY
This project will helps to understand about the 360 degree performance appraisal system in the following ways: Most managers and employees hate the traditional one-to-one annual reviews with the boss.
2. But by using 360-degree feedback as part of their staff appraisal and development process they can bring some serious benefits to both their business and their people. This appraisal generally supplements the traditional appraisal systems and does not replace the traditional appraisal systems and does not replace them.3
360 Degree Appraisal is a multi . To evaluate the merits and demerits of the method.2. colleagues . In this system the candidate is assessed periodically (once in a year and sometimes even every six months) by a number of assessors including his boss. direct reports (subordinates). Benchmark . internal customers and external customers . People gain much better self awareness by learning how their colleagues perceive them. To find out the practically of the method.
. The assessment is made on a questionnaire specially designed to measure behaviors considered as critical for performance.degree performance appraisal is all about.The effectiveness of the360 .degree performance Appraisal in the Indian context.
understanding about the topic through journals and magazines and by visiting Library. Different types of research design have emerged on account of different perspective from which a research can be viewed. The three broad categories of research design are: Exploratory Research (2) Descriptive Research (3) Casual Research For this particular study I have used exploratory Research Method Exploratory Research: This is used in order to study the environment and give a direction to the study. They take things less personally and are more likely to take on board what's been said. The project was conducted in the following way: 20
. The focus is on the discovery of ideas. It is generally based on secondary data that are readily available.People generally like 360 degree feedback. In exploratory research the first stage is I have done a basic and applied research which means.
2. It doesn‟t have a rigid and format design as the researcher may have to change his focus or direction depending on the variables. It is a very powerful driver for change both for individuals and organizations as a whole. It improves communication within the organization and encourages a more open culture where giving and receiving constructive feedback is the norm.5
There are different ways of research designs classified by various authors. It helps people understand how their behavior influences both their own personal effectiveness and how they impact the smooth running of the organization.
1. Interpretation & Analyzing.
. This is standing testimonial. Analyzing to the above & creating a response sheet to obtain primary data on 360 degree appraisal. Personal visit to ensure that the primary data (unstructured). Identifying the most significant and conclusive theory necessary.
The information for the project was collected from the following sources: Primary sources -50% Secondary sources-50%
The primary sources included the conduction of interviews with the help of : Questionnaires
Sample Size: The total number of respondents was 50 employees of NIIT. Calculating all the secondary data on 360 degree appraisal as available in published works. The methodology adopted was obtaining primary data from NIIT (Haus Khaz).
Interpretation & Analyzing
Setting the Objectives
Secondary Data Collection
Primary Data Collection
Formation of Questionnaire
Sample Data Collection
LIMITATION OF THE STUDY/ PROJECT WORK:
Sample size of the application (Limited).2.
. Time constraint. Problems while collecting the information through primary and secondary sources. Reliability of the response.
Chapter 4 CONCEPTUAL DISCUSSION
to discover how productive the employee is and whether he or she can perform as or more effectively in the future . Evaluate how well the PAS is doing in relation to the stated objective and making necessary revisions .CONCEPTUAL DISCUSSION
Performance Appraisal and 360 degree Performance Appraisal is a formal. and society are at a benefit. structural way of measuring . Performance Appraisal System (PAS) organization to: To conduct a job analysis to identify job duties and responsibilities for which criteria need to be developed. Establish a feedback System relating to the job performance .
Performance Appraisal Covers
Job Performance Absenteeism
. Choose and appropriate and valid performance appraisal method to assess job behaviors or customers. Develop a process for conveying job expectations to employees prior to the appraisal periods .evaluating and influencing and employee‟s job related attributes . as well as level of absenteeism.so that the employee and the organization. behaviors and customs.
Human resource planning. feedback. identification of potential. Developmental includes management. performance improvement and research or legal compliance.
. development. compensation and motivation . communications.-
Theft Alcohol/drug use Unethical behavior
Major Purposes of Performance Appraisal are : Evaluative Developmental Evaluative includes performance measurement.
Working Together In Performance Appraisal
HR Work with line managers in May appraise the work of the appraisal other employees
professionals in developing developing the appraisal process process
Complete the appraisal form Coordinate the completion May Appraise their own on employees of Appraisal forms performance
in Participate in the feedback process .May appraise the boss
To counter these organization process. thus helping to enhance the quality of the superior-subordinate relationship.
. Performance Appraisal raters include: Supervisors Peers Subordinates Self Customers Computer monitoring
Appraisal by supervisors The superior is the immediate boss of the subordinate being evaluated. Allowing other people to gather performance appraisal data creates a greater openness in the appraisal process. Performance appraisal system and the choice of Raters / Who does the Appraising? While many different sources can be used together performance data. Self Appraisal The use of self-appraisal was made popular as an important component in MBO. the relevance of these sources needs to be considered prior to the choice of rating method. The assumption is that the superior knows the subordinates job and performance better than anyone else. Subordinate participation can also clarify employee roles and reduce the uncertainty about what to do. Subordinates who participate in the evaluation process may become more involved and committed to the goal. But appraisal by the superior has drawbacks.
cohesiveness and motivation. Self Appraisal are subject to systematic biases and distortions when used for evaluations.At this time. team members can commonly serve as evaluators. It has been suggested that self-appraisals are particularly useful in small companies. Common performance dimensions on which team members have evaluations expertise include : Attendance and timeliness Interpersonal skills Group supportiveness Planning and coordination
Team members can also provide useful information for evaluating how well the team as a whole is functioning in terms of productivity. Appraisal by Customers/Clients Appraisal of customers are appropriate in situations in a variety of contents. In addition to defining performance expectations. especially when it is an employee initiated an demand appraisal. the co-worker who is at an individual‟s side all day has an excellent opportunity to observe that individual‟s behavior.
. However. There is evidence that self rating are more lenient or higher than those obtained from supervisors. Self Appraisals are effective tool for program focusing on self development. Self ratings will correspond more closely to the supervisor ratings when extensive performance feedback is given and when employees know that their performance ratings will be checked against objective criteria. Team Member Appraisal Team member involvement in the appraisal process can take different forms. personal growth and the goal commitment.
the evaluation process becomes more of a diagnostic tool for employee development and less of an instrument to judge and discipline employees. The focus is on achievement and the fulfillment of the organization strategy. Establishing feedback criteria The first step in designing a multiple source assessment system is selecting evaluation criteria and developing a behavior profile. multiple source systems allow evaluations to be conducted by a group of colleagues and internal customers who form a circle around the employee. As a result. so employees can be assessed relative to a model and no relative to co-workers. The evaluation process produces more valid results because it involves a group of people interact with the employee in many different ways. For the same reason. For the system to work effectively. the process has proved to be less susceptible to gender and ethnicity biases than single source evaluations. where a single supervisor rates employee performance. multiples source evaluation systems can play an integral role in facilitating participation and enhancing productivity. In contrast to the traditional approach. shareholders in the organization must be given an opportunity to get involved upfront. As organizations become flatter and move towards team-based management structures.If all these sources are combined to receive information about an individual then the process is called 360-degree feedback Appraisal information from all directions give employees more information on their behaviors. thus enhancing the potential for improvement. The process of defining evaluation criteria should be participative. Employees are more likely to respond constructively to a group‟s suggestions on how to improve their performance.
It is important. seek to identify structural constituents to improvement. does the employee have the necessary training and tools to perform the job. to establish procedures for ensuring the anonymity of evaluators and the confidentiality of their responses.
Along with the raw results of the evaluations provides employees with an analysis of the data that will clarify and focus areas of strength and weakness in the performance. Teams should reflect the employee‟s internal customers. there are four basic criteria employees should look for in a multiple source evaluation system : fairness. For example. including the employee being evaluated. Conduct the evaluations Evaluation forms can be distributed in the form of hardcopy or electronically.
. Teams should consist of five to eight members. simplicity and trustworthiness. accuracy. Using an electronic mail system is one very efficient method for carrying out this process.
Intervene to improve behavior
Instead of focusing only on the problems. and attempt to change those factors. the group should reflect the employee‟s internal customers. however. To get the most out of the multiple source assessments. Employees then have the opportunity to compare their self-evaluations with the group‟s assessment. Select Evaluation team Do not limit evaluation team to employee‟s closest colleagues. and are internal procedures clearly communicated? In conclusion.
Infosys. amulti-rater assessment. his values. And the hoary hypothesis is that it is exploding : an evaluation can only be conducted by the boss. You have assessed your manager‟s performance using top-down evaluation systems.” The technique originally started at General Electric. ethics. Crompton Greaves. Director. peers. sorted. involves having a manager rated by everyone above.TECHNIQUE
The Indian Scenario
It‟s a reality check. Just what makes 360-degree feedback. you can have the persona of each . balance and courtesy .THE 360 – DEGREE. using sophisticated psychometric tests. and below him. They are all using tools to find out home truths about their manages. alongside. Now. You have gauged their potential. Values. his loyalty . Thermax. it involves collecting responses through structured questionnaire about a manager from his bosses. Shilputsi Consultants : “Every organization wants to know everything about a man that‟s why 360-degree should be on top of a CEO‟s wish list. This hot new form of assessment. NIIT. Reliance Industries Ltd. Corporate like General Electrics (GE). US. how effectively a manager handles his boss and his juniors. his behavioral quirks. Hewlet Packard.nothing is excluded
. Wipro. This how new thing has captured the Indian scenario in a big way. American Express.his talents.scanned. his ethical standards. Although deployed mostly as a fact finding and self-correlation technique. known as 360-degee feedback. And now it has nabbed the Indian corporate scene to a great extent. and stethoscope by those best . how abrasively he administrators. 1992. 360-degree feedback is also beginning to be used to design promotion and reward. Thomas Cook. fairness. revolutionary? As the label suggests. how deftly he delegates. Mafatlal Industries and the list keeps on increasing. how clearly he communicates. (RIL).placed to carry out the diagnosis : his colleagues. his tempers. and subordinates. Says Tarun Sethi. The technique pans over a several parameters: performance as well as behavior. Godrej Soaps.
but also based. By contrast. Crunched and graphed by a computer. crucially. Normally questions related to behavior are more effective than performance related queries. And including juniors is crucial: many an ample of the boss‟s eye metamorphoses into a brutal bully with subordinates. is the question of how inspired the manager‟s leadership is. Each manager is assessed by a minimum 15 colleagues: at least two of them being his bosses. While immediate supervisors are best-placed to evaluate performance parameters.boss.rated the subject. Bar-charts for each parameter indicate what percentage of respondents in each category . and cannot rate. four of them peers. And finally. peer judgment provides a comparative . Then. And neither. with specific comments being presented later. The latter requires judgment which cannot only be difficult. or subordinate . often hording responsibility rather than delegating it. peer. and six of them as subordinates. development required. the former elicit reportage which is the simpler and more reliable. The questions are formulated so as to elicit one of the five responses to the subject‟s rating on a parameter: significant strength. strength. The best 360-degree system polls customers too. meets requirements.perspective.and even competitive .
. the responses are presented collectively to the subject of the appraisal. counseling sessions tackle ways to solve the specific problems and weaknesses identified by the 360-degree assessment.from the ambit. interpretations of what the findings are actually telling their subject follow.
Teamwork will thrive once assessmence by . performance in terms of meeting targets must be fundamental to evaluation. Your managers will manage people better after being 360-degreed. For.THE 360-DEGREE-AN ANALYSIS
How does 360-degree score over other form of performance appraisal. Should your managers pay-cheque reflect their appraisals? Used to complement performance assessment. The method looks not just at whether managers achieve their goals. the effect that the CEO and the top managers have been administered the test convinces everyone else to go through it too. To resolve the contradiction NIIT uses a target-based
. but also how they achieve them. However. when determining increments. the tool is most effective when used from the top down. don‟t be surprised if the results are uneven. the feedback can be a useful compass for pointing out the directions to compensation. After all. the feedback will home in on managerial causes of organizational problems. But don‟t deploy it as the sole arbiter of reward. individual reactions can vary. But how can you ignore. They focus on achievements rather than the intrinsic qualities that a manager must have in order to lead. For. but it will praise or warn them about their styles. Whom should you subject to a 360-degree assessment? Although applicable across functions and anywhere in the hierarchy. and not every manager in your company will accept and benefit from the findings. Among the other benefits that will follow : Bridging the gap between self-assessment and colleague‟s views. the leadership ratings that a 360degee test gives your manager. Remember : it won‟t ell your manager whether they‟ve met their targets. but ignores the road taken. But these qualities are what the appraisal reveals. Normal performance appraisal systems judge the outcome of a manager‟s efforts.peers is embedded in the fabric of your company.
Reveals strengths and weaknesses in managing style. Unearths truths about organizational culture and ambience. managers have to make the numbers for a one-off reward.
Evaluates methods required to achieve the targets. And the leadership ratings of the 360-degree assessment is linked to promotions and increments. Don‟t replace your current system with 360degree assessment. Assesses deny the truth of negative feedback.
Ignores performance in terms of reaching goals.performance bonus at the year-end. So. but do add it to your appraisal arsenal. The system can be utilized to humiliate people. Forces inflexible managers to initiate self-change. therefore. and earn high grades on the 360-degree test for permanent gains. Linking findings to rewards can prove to be unfair. Colleague‟s responses tend to be biased.
. Creates an atmosphere of teamwork and empowerment.
. “The real world is too dynamic. Japan. elephants must tap-dance to survive. Hong Kong. It is amongst the top six educational multimedia developers worldwide. Belgium. Malaysia. And smaller faster growing companies must swing and cartwheel their way to keep the lead. training network covers over 400 outlets in India. Kuwait. Mauritius and Nepal. and France. form a part of the vision document of NIIT. automated learning centers. Thailand. NIIT is the frontrunner and pioneer in Information Technology in India. Philippines. Team and Process Excellence and Customer Focus which. NIIT delivers education through Classrooms. Indonesia. There are three pillars of quality in NIITIndividual Excellence. Composite provider of IT training for audiences ranging from 6 to 60 years old. It has its offices in eight cities in India. we will be history even before we know it”. Singapore. Established one of the largest facilities in the world for developing educational multimedia.NIIT LIMITED
Information Technology is the fastest growing industry world. Netherlands. As technology drives change. Sweden. multimedia education software and the Internet. United Kingdom. It has got operations in India. Germany. It is probably the faster changing one as well. If we apply successful solutions often past to modern-day problems. Hong Kong. NIIT has always been committed to quality. USA. It has a strong presence in the software solutions market with an expertise in re-engineering solutions.
Datamine. Sybase and Sherpa Corporation. Explains Sudha.'' Apart from this.''
. This is NIIT's way of deploying knowledge skills across the country. This is particularly true in the IT sector where technical up gradation is the life-breath of the industry. It also caters to the individual desire to learn and helps keep individual spirits high. General Manager.Self Propelled Initiatives for Renewed Individual Transformation -assesses an employee's performance in relation to inherent strengths. NIIT. individual development programmes are also encouraged. Apart from technical training. but it identifies what kind of skills we would need two years down the line. Experts sitting at these centers will answer any technical queries. There is a base level of training for everyone. ``Among IT executives. NIIT's SPIRIT -.It has got tie-ups with companies like Ansys. NIIT has several training plans for all its staff members. New recruits are taught how to handle students. there is tremendous pressure to keep up with the Joneses. We want to tap into this healthy informal training. Moss Systems. an extension of the Net varsity. Cincom Systems. Says Sudha Raju. Piolot ROSS Systems. ``Our training programmers have to be standardized and replicated across the world. Oracle. the computer learning centre.'' Its SEED centers are at Delhi and Chennai but people who cannot travel there can avail of the virtual SEED. NIIT's HR Manager. ESRI. ``It's not a post-mortem of our performances. It is interesting to study how NIIT. This is particularly useful if the need is urgent or employees have to learn small technical lessons (called skillets). Mechanical Dynamics Entor Graphics. fosters this environment of learning and preparedness among its faculty. Claims Swarna. NIIT's School for Employee Education and Development (SEED) seeks to foster a learning culture within the organization. No manager can wish away the need for constant up gradation of skills.
NIIT strongly believes in creating an environment in which decision making is not stifled buy the fear of the retribution. production takes place on a variety of machines. NIIT regularly conducts personal effectiveness program (PEP) for all Mangers. performance against these is measured and improvements brought about though corrective action at the ream level and the individual levels. PQI provides simple formats to identify habits that need to change. Personal transformation is achieved through PQI (Personal Quality Initiative). a revolutionary movement conceptualized and developed within NIIT. “One of the biggest challenges that NIIT faces is how to unleash the intellectual and emotional potential of its employees to crate an institution that emerges a role model within its industry worldwide. over 2. Balancing work life and personal life is a key concern for most working people.000 NIIT-
. NIIT believes that when an organization pioneers in a new area mistakes can happen.PERFORMANCE APPRAISAL AT NIIT
In the traditional factory. Reduced stress and improved productivity as a result. to participating actively in their personal lives and recognizing exceptional contributions through innovative mechanisms. NIIT goes a step beyond. The NIIT model for maintain competitiveness focuses on two aspects : MERIT and SPINNOVATION.” From investing liberally in the minds of NIIT-ians fostering a culture of risk taking. A large majority of these managers have reported better health. it takes place in the minds of the people not surprisingly human resource management is usually high on the agenda of any inspired software company. In the software industry. MERIT (Meeting Every Requirement On Time) ensures that a customer requirements are captured. Since the launch in 1994.
This kind of feed aback is taken for the managers at all levels . This 270-degree performance appraisal ( so as to what they name it) covers the peers.ians have been trained by their supervisors in this program. and the feedback is taken then. the subordinates and the superiors. These basic core competencies assess the performance. NIIT conducts the 360-degree PA at lest once in a year. the subordinates as well as the superiors. attitudes as well as different things for different employees and different things for different input sources are also assessed. The employee has full freedom to discuss his feedback with the management. These training needs are identified during the Performance Appraisal of the employees. The Performance Appraisal system at NIIT has been made in a way that its concern for people (the Vision Document) has been tailored and incorporated as a tool to aid in the development of the employee as well as the overall development of the organization as a whole. After the feed back has been taken the employee is called by the personnel executive and is given the conclusions of the feedback that had been arrived at after processing them with the help of special software packages. The employee is them made to call up a meeting of the team members involved in the performance appraisal and is then supposed to discuss
. There are six basic Core Competencies that are evaluated. The PEP and the IEF (Individual Effectiveness Feedback) are based upon the 7HABITS given by Stephen K. and have reported remarkable personal gains that are usually not considered part of conventional HR activity. The purpose of PAS is developmental and is conducted generally once in year but may be conducted even after the issues. but it fails to consider the customers ( and so people at NIIT consider is as a 270-degree rather than 360-degree PAS). behavior. values. Teams are formed that comprise of the peers. Besides this. At NIIT performance appraisal is used as a tool as well as a methodology to bring about changes in the organization. the senior (alphanumeric). the leadership styles of the employees is also evaluated. The conclusion arrived at is then kept confidential and is given to the employee in an oral as well as written form and the sources are protected. Besides an ongoing performance appraisal system.
they are sustained over a period of time in a carefully planned manner.'' Training is effective only when carried over to the workplace. This is an all round development plan that exists round the year and it is upon this criteria that the employee is evaluated the next year when this performance appraisal is conducted. After all. have to build an appetite in individuals for seeking out opportunities. This is where training helps.is well-accepted in all companies. World-class organizations are not built overnight. opportunity hunger arises from appetite and not from starvation. there must be a clearly-laid path for individuals to survive the competition. different training needs of the employee are then identified and the relevant training programs are then conducted. therefore. Organizations. ``The onus of sustaining the benefits of the training programme must be taken upon by the individual himself.where individual weaknesses are recognized and necessary training requirements are identified -. In the end the team members give their combined written comments to the employee. ``If you do not plan it well. you cannot build excellence or nurture a climate of excellence. Different personality development programs are conducted by the organization for the employees. Appraisal systems these days offer employees a better chance of recognizing problem zones. It is after all this that a development plan is prepared for the employee wherein they identify their key performance areas and areas that need improvement. Besides this.
. A 360-degree appraisal system -.'' Above everything else.issues with them.
performance appraisal. peers and direct reports against the same set of criteria. The IT industry has widely recognized 360 degree feedback as a useful developmental tool. Managers also practice self appraisal. 360 degree feedback is the gap analysis between how one evaluates oneself on a set of criteria and the evaluation by the manager. The 360 degree feedback is particularly significant in the knowledge economy since the company‟s wealth resides in each employee. reviewing and analyzing what affects their performance. NIIT in itself is involved in frequent in-house as well as outhouse training programs.e. total quality management etc.e. Theoretically. There is also a considerable amount of communication existing in the organization at all levels. the 270-degree feedback). One is meant to evaluate employees regarding their performance and the other is regarding the feedback of the employee by different employees (i. The performance appraisal conducted over here is of two types. personality development programs. one id conducted after every six months. The HR managers and employees have realized that professional success is not onedimensional but encompasses the entire spectrum of an individuals professional conduct. The gap can then be overcome through counseling. These two appraisals are conducted on a half yearly basis i. Each asset can be a potential leader and the contribution of each asset in turn determines the success of the company. training or coaching sessions. Line managers discuss performances and targets with their subordinates. The Key Performance areas for each employee are identified at least once every year which provide role clarity to employees in terms of their work as well as their behavior towards other employees.
The Human Resource Department is considered to be one the best in the country.
Sometimes the biases in the minds of the raters may effect their feedback regarding an employee. The whole method is too subjective and deals mainly with employee‟s performance and not with the objectives to be achieved. Occurrence of errors like central tendency or Halo Effect. peers or superiors sometimes makes a difference in the feedback they give.
.The major drawbacks faced are : The educational background of the employee‟s subordinates.
Chapter 5 DATA ANALYSIS
. with opportunities and limitations.
Q. Sample sheet are attached in Annexure I.1 = Career paths are laid down for every employee. with opportunities and limitations.DATA ANALYSIS
At the primary data based on questionnaire response. Primary data for 360 degree has been presented. 32% people believes that sometimes there are career paths for every employees. with opportunities and limitations clearly specified?
Fig. The sample structure conducted 50 individual. 1
2= Rarely 3= Sometimes 4= Often
5= Alw ays
Analysis: 68% people says that there are career paths for every employee. All data collected read in to the computer.
1= Never 2= Rarely 3= Sometimes 4= Often 5= Always
Almost 100% people say that there are mechanisms in the company to identify potential leaders and motivate people.Q.2 = There are mechanisms in your company to identify potential leaders and motivate people?
Q.3 = Key performance areas are identified for each employee at least once a year?
1= Never 2= Rarely 3= Sometimes 4= Often 5= Always
Analysis: 44% people believe that sometimes key performance areas are identified for each employee at least once a year. 56% people says that key performance areas are identified for each employee at least once a year.
Q.4 = These areas provide role clarity and direction to employees in terms of their work?
1= Never 2= Rarely 3= Sometimes 4= Often 5= Always
Analysis: 30% people believes that sometimes these areas provide role clarity and direction to employees in terms of their work. 70% people says that these areas provide role clarity and direction to employees in terms of their work.
Q.5 = Goal-setting exercises are used to stretch employee's capabilities to the limit?
0% 30% 52% 18%
1= Never 2= Rarely 3= Sometimes 4= Often 5= Always
Analysis: 30% people believe that sometimes goal setting exercises are used to stretch employee‟s capabilities to the limit. 70% people says that goal exercises are used to stretch employee‟s capabilities to the limit.
Q.6 = There is a mechanism by which performance plans for the company are prepared every year?
0% 38% 46%
1= Never 2= Rarely 3= Sometimes 4= Often
Analysis: 46% people believes that sometimes there is mechanism by which performance plans for the company are prepared every year. 54% people says that there is mechanism by which performance plans for the company are prepared every year.
7 = Line managers always discuss performances and targets with their subordinates?
1= Never 2= Rarely 3= Sometimes 4= Often 5= Always
Analysis: 16% people says that line managers sometimes discuss performance and targets with their subordinates. 84% people agree with the statement that line managers always discuss performance and targets with their subordinates.
50% people agree on this statement. reviewing and analyzing what affects their performance.8 = Managers practice self-appraisal.Q. reviewing and analyzing what affects their performance?
. 30% people believe that sometimes it happens. 8
1= Never 2= Rarely 3= Sometimes 4= Often 5= Always
Analysis: 20% people believe that managers rarely practice self-appraisal.
. 82% people agree on this statement that there is a degree of horizontal communication across functions and people at the same level.Q. 9
1= Never 2= Rarely 3= Sometimes 4= Often
Analysis: 18% people says that sometimes there is a degree of horizontal communication across functions and people at the same level.9 = There is a degree of horizontal communication across functions and people at the same level?
. This figure clearly shows that the company is very much aware of the importance of the circulars and the news letters that‟s why the result of this statement is 100%. 10
1= Never 2= Rarely 3= Sometimes 4= Often 5= Always
Analysis: 100% people strongly agree that the circulars and news letter in the company keep every employee well informed.Q.10 = The circulars and news letters in your company keep every employee wellinformed? Fig.
28% people says that rarely there are mechanisms for employees at all levels to meet the top managers if they wish.
.11 = There are mechanisms for employees at all levels to meet top managers if they wish? Fig. 11
1= Never 2= Rarely 3= Sometimes 28% 4= Often 5= Always
Analysis: 30% people says that sometimes they get opportunity to meet the top managers if they wish.Q. 18% people totally denying this statement. 24% people totally agree about the mechanisms for employees at all levels to meet the top managers if they wish.
Q. 82% people agree with this statement that the there are constant investments in improving the company‟s communications infrastructure.Q.12
= There are
constant investments in
improving your company's
Fig.13 = The company has adequate mechanisms by which it can project a good image of itself?
1= Never 2= Rarely 3= Sometimes
4= Often 5= Always
Analysis: 18% people says sometimes there are constant investments in improving the company‟s communications infrastructure.
. 72% people believe that the company always use the the adequate mechanisms by which it can project a good image of itself. 13
0% 28% 1= Never 2= Rarely 3= Sometimes 4= Often 5= Always 50%
Analysis: 28% people says that the company sometimes use the adequate mechanisms by which it can project a good image of itself.Fig.
72% people believe that the company always tries to organize itself around small cross-functional or functional teams.
.14 = Your company tries to organize itself around small cross-functional or functional teams?
0% 28% 1= Never 2= Rarely 3= Sometimes 4= Often 5= Always 50%
Analysis: 28% people says that the company sometimes tries to organize itself around small cross-functional or functional teams.Q.
0% 28% 1= Never 2= Rarely 50% 18% 4% 3= Sometimes 4= Often 5= Always
Analysis: 54% people agree that every employee is empowered and has the autonomy to plan.
.15 = Every employee is empowered and has the autonomy to plan. 28% people says that rarely it happens. and do his work?
Fig. 18% people says that sometimes it happens. organize. organize and do his work.Q.
1= Never 2= Rarely 3= Sometimes 4= Often 5= Always
Analysis: 82% people agree on this statement that delegation is not confirmed to the top. but is intrinsic to the organization's culture?
Fig. but is intrinsic to the organization‟s culture.Q. 18% people says sometimes it happens.
.16 = Delegation is not confined to the top.
17 = Every senior manager in your company is seen by his subordinates as a role model to emulate?
Fig.Q. 18% people says always every senior manager in the company is seen by his subordinates as a role model to emulate. 6% people strongly disagree with the statement. 17
1= Never 2= Rarely 3= Sometimes 4= Often 5= Always
Analysis: 76% people agree that sometimes this situation is occurs when every senior manager in the company is seen by his subordinates as a role model to emulate.
. 18% people says sometimes it happens. 18
1= Never 2= Rarely 3= Sometimes 18% 4= Often 5= Always
Analysis: 82% people agree that employee participation is sought in all matters that pertain to the work and the company‟s goal.18 = Employee participation is sought in all matters that pertain to the work and the company's goals?
19 = Employees in your company believe that total quality is the only key to sustained success?
0% 28% 1= Never 2= Rarely 3= Sometimes 4= Often 5= Always 48%
Analysis: 72% people in the company believe that total quality is the only key to sustained success. 28% people sometimes believe on this statement.
.20 = Every employee in the company has a sense of pride in the quality of the work they do?
0% 34% 1= Never 2= Rarely 3= Sometimes 4= Often 66% 5= Always
Analysis: Approximately 100% people of the company has a sense of pride in the quality of the work they do.Q.
Chapter 6 FINDINGS AND RECOMMENDATIONS
More reliable feedback to senior managers about their performance. 360 degree feedback Increases awareness of and relevance of competencies. Providing a clearer picture to senior management of individual‟s real worth. Forced line managers to discuss development issues.FINDINGS
On the basis of the whole study. Focused agenda for development. following conclusions can be derived: The Human Resource Department of NIIT Ltd could be considered as one of the best in the industry. Individuals getting a broader perspective of how they are perceived by others than previously possible. Encouraging more open feedback. NIIT is involved in frequent in-house as well as outhouse training programs. Every employee in the company has a sense of pride in the quality of the work they do. performance appraisal. Clarified to employees critical performance aspects. 360 degree feedback helps to raise the self-awareness of people managers of how they personally impact upon others.new insights. personality development programs. In NIIT the circulars and the news letters keep aware every employee wellinformed.positively and negatively.
. total quality management and a variety of modern HR practices.
360 degree is basically a rounded view of the individual‟s/ team‟s/ organization‟s performance and what the strengths and weaknesses are. Key development areas could be identified for the individual. production incentives expenses should be provided to the employees There should be proper utilization of existing manpower Employees should be given recognition at proper intervals. participation in decision makings etcs.
Certain recommendations can be made after interviewing various employees at different levels with the help of my data sheet. Suggestions from the employees should be welcomed with open arms and if found suitable should be implemented More opportunities should be given to the employees regarding. Some recommendations are as follows : Good performer should not only be rewarded by promotion etc. The work related benefits like overtime.. T&D. but also by appreciation of their performance in public Worker‟s opinion regarding their job should be given more priority.
. a department and the organization as a whole from 360 degree feedback. MDPs.
Dear Sir / madam. The information obtained through this questionnaire will kept strictly confidential and used only for academic purposes.
NAME OF THE RESPONDENT: ____________________________________________ (Optional)
LEVEL OF MANAGEMENT: (a)UPPER
EXPERIENCE IN PRESENT ORGANIZATION*:______________________________
(* indicated items must be filled up)
Please indicate your agreement/ disagreement with the following statements by encircling the appropriate choice. Career paths are laid down for every employee.
1. with opportunities and limitations clearly specified: (a) Never (c) Sometimes (e) Always (b) Rarely (d) Often
Goal-setting exercises are used to stretch employee's capabilities to the limit: (a) Never (c) Sometimes (e) Always (b) Rarely (d) Often
6. Line managers always discuss performances and targets with their subordinates: (a) Never (c) Sometimes (e) Always (b) Rarely (d) Often
. Key performance areas are identified for each employee at least once a year: (a) Never (c) Sometimes (e) Always (b) Rarely (d) Often
4.2. There are mechanisms in your company to identify potential leaders and motivate people: (a) Never (c) Sometimes (e) Always (b) Rarely (d) Often
3. These areas provide role clarity and direction to employees in terms of their work: (a) Never (c) Sometimes (e) Always (b) Rarely (d) Often
5. There is a mechanism by which performance plans for the company are prepared every year: (a) Never (c) Sometimes (e) Always (b) Rarely (d) Often
The circulars and news letters in your company keep every employee well-informed: (a) Never (c) Sometimes (e) Always (b) Rarely (d) Often
11. Managers practice self-appraisal. reviewing and analyzing what affects their performance: (a) Never (c) Sometimes (e) Always (b) Rarely (d) Often
9. There are constant investments in improving your company's communications infrastructure: (a) Never (c) Sometimes (e) Always (b) Rarely (d) Often
.8. There are mechanisms for employees at all levels to meet top managers if they wish: (a) Never (c) Sometimes (e) Always (b) Rarely (d) Often
12. There is a degree of horizontal communication across functions and people at the same level: (a) Never (c) Sometimes (e) Always (b) Rarely (d) Often
Delegation is not confined to the top. Every senior manager in your company is seen by his subordinates as a role model to emulate: (a) Never (c) Sometimes (e) Always (b) Rarely (d) Often
. and do his work: (a) Never (c) Sometimes (e) Always (b) Rarely (d) Often
16. The company has adequate mechanisms by which it can project a good image of itself: (a) Never (c) Sometimes (e) Always (b) Rarely (d) Often
14. Your company tries to organize itself around small cross-functional or functional teams: (a) Never (c) Sometimes (e) Always (b) Rarely (d) Often
15. but is intrinsic to the organization's culture: (a) Never (c) Sometimes (e) Always (b) Rarely (d) Often
17.13. organize. Every employee is empowered and has the autonomy to plan.
18. Any other comments/ suggestions regarding the existing performance appraisal system in your company: _____________________________________________________________________ _____________________________________________________________________ _____________________________________________________________________
. Every employee in the company has a sense of pride in the quality of the work they do: (a) Never (c) Sometimes (e) Always (b) Rarely (d) Often
21. Employees in your company believe that total quality is the only key to sustained success: (a) Never (c) Sometimes (e) Always (b) Rarely (d) Often
20. Employee participation is sought in all matters that pertain to the work and the company's goals: (a) Never (c) Sometimes (e) Always (b) Rarely (d) Often
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