This is to certify that the candidates of the Master of Business Administration (MBA)
course, specialization in Human recourse of the BTIRT Sagar are worked under the
supervision of Mr. Manish shrivastava and have satisfactorily conducted project work.
Their project work en titled “ a study Report on the Harshali Hyundai performance
appraisal system ”

Dr. Jayant Dubey

Mr. Manish shrivatava

HOD ,Business of Administrative

project guide


I herely declare that with the acceptance of the suggestion and guidance receive from
my faculty guide Mr .Manish shrivastava and project titled “ A study on the performance
appraisal of Hrashali Hyundai”


miss prarthana Singh thakur



I am extremely grateful to Mr. Manish shrivastava for providing me the honor of carrying
out this project ,which helped me to put my learning‘s into experience without his help it
would be impossible for me to proceed in the right direction.
I would also like to express my sincere regards to the staff of BTIRT, Sagar whose help
and guidance enabled me to carry on the project successfully.
A project report needs co-operation ,guidance and experience of many more other than
there person whose name appear on the cover.

Name:-Prarthana Singh thakur MBA III sem BTIRT .SAGAR CONTENTS .


to help determine reward outcomes.the assignment and justification of rewards and penalties . Performance Appraisal Performance appraisal may be defined as a structured formal interaction between a subordinate and supervisor. and promotions. with a view to identifying weaknesses and strengths as well as opportunities for improvement and skills development.INTRODUCTION Performance management is a holistic process bringing together many of the elements which go to make up the successful practice of people management. the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases. appraisal results are used to identify the poorer performers who may require some form of counseling. it is complex and capable of being misunderstood (CIPD. ‘Performance management’ should really be called ‘performance and development management. dismissal or decreases in pay. By the same token. either directly or indirectly. bonuses. and gain human capital advantage. .is a very uncertain and contentious matter. in which the work performance of the subordinate is examined and discussed. 1998) Performance appraisal is one element of performance management which involves different measurements throughout the organization. But for this very reason. (Organizations need to be aware of laws in their country that might restrict their capacity to dismiss employees or decrease pay. ‘Performance management is not achievable unless there are effective processes of continuous development. demotion. employees. Performance appraisal is the most important if the organizations are to take the advantage of their most important asset.)Whether this is an appropriate use of performance appraisal .appraisal results are used. In many organizations . That is. that usually takes the form of a periodic interview (annual or semi-annual).’ (Armstrong and Baron. including in particular learning and development.but not all . 2008a). or in extreme cases. This addresses the core competencies of the organization and the capabilities of individuals and teams.

South Korea Area served Worldwide Products Automobiles Heavy industry Finance and Insurance Construction Engineering Retail Aerospace Defense .Company profile Hyundai Former type Chaebol Industry Conglomerate Fate Broken up Founded 1947 Founders Chung Ju-yung Defunct 2003 Headquarters Seoul.

HMIL has 451 dealerships and more than 647 Hyundai Authorised Service Centers in 340 cities across India. HMIL has the second largest sales and service network in India after Maruti Suzuki. Hyundai Next Gen i10 (Launched 2010) 4. Hyundai Eon (Launched 2011) 2. Hyundai Santro Xing (Launched 2003) 3. HMIL also operates its own dealerships known as Hyundai Motor Plazas in large metros across India.Steel ABOUT HARSHALI HYUNDAI Departments of Harshali Hyundai (1) (1)Sales department (2) Service department (3) workshop Sales and service network As of March 2011. Hyundai Grand i10 (Launched 2013) . Manufactured product 1.

The main objectives Mission of MUL are: -Modernization of the Indian Automobile Industry. -Partner relationship management value chain . realistic and motivation . . value delivery network. -Production of fuel-efficient vehicles to converse resources Production of large number of motor vehicles scares resource -Production of large number of motor vehicles which was necessary for economic growth. Hyundai Xcent (Launched 2014) 6. what it wants to accomplish in the larger environment and its goal which are specific . Hyundai Elite i20 (Launched 2014) 7.5. Hyundai Fluidic Verna (Launched 2011) 8. Hyundai Neo Fluidic Elantra (Launched 2010) MISSION Mission is the statement of an organization's purpose . -Developing cars faster and selling them for less. Mission is described over vision and visions demand certain objective .

VISION Visions of any company are those values on which company works. but on the other hand Suzuki’s participation ensure not only need of the profit. after sales service and customer support are best and beyond expectation. The only way for this Nora’s dilemma of selection principals for company’s working vision. working culture . Sell directly to consumers. after sale services. hence goes company’s brand line: COUNT ON US ! SWOT ANALYSIS consists of analysis of internal environment (strength and weakness) and external environment ( Opportunity and Threat ) STRENGETH Contemporary technology . MUL knows this and understands “customer is kind”. he can change the fortune of any company. was to maximize profit and reducing cost by maximizing output and sales Hence MUL declared its Vision as“The Leader in the Indian Automobile Industry . Creating Customer Delight 1 and Shareholder’s Wealth2. Shareholder’s wealth2 is the prime concern for running business smoothly. Recruitment is done in very tedious manner ensuring talent and best professionals . but of the need of maximum profit. As the MUL is started by Government initiatives it tends to be more consumer oriented and hence cost effective. distribution. eventually become a pride of India” Customer Delight 1 is making sure that performance. Japanese Management practices (that had captured Japan over USA to the status of top Auto manufacturing country in the world ) Early mover advantages. diversification. .

WEAKNESS Still depends upon SUZUKI COPORATION . New Delhi . Importing new increase in Income scale. Other companies‘ lacks economy of scale. Diversification is not Support with all India presence of Manufactures Units . Japan for tech support . Decades of isolation . 10% components are manufactured outside India . so market is still open.Bureaucracy .11th June .Though MUL has launched luxury cars as well it’s still considered as poor man’s brand . Technological disadvantage .(TOL. Inertia and subservience to the whims of government bureaucrats have made MUL unaccustomed to international standards or keen competitors No string relation with computer retailers OPPURTUNITY First company to roll out suitably designed cars before 2008 as per GOVT’s Proposal of new ethanol (renewable) mixed fuel. Consumer desire for one stops shopping Costumers know what they want to buy Internet could be a powerful marketing tool THREAT Number of new technology driven players and manufactures are in market . GOVT reducing support and cutting down the Gas supply quota.07) . Demand is rising.

Competitors have stronger brand names Competitors have strong relationships with computer retailers. OBJECTIVE .

. and personnel specialists to interview with appropriate action to improve performance. 3) Placement Decisions: Promotions. manager. and demotions are usually based on past on anticipated performance. Many firms grants part or all of their pay increase and bonuses based upon merit.KEY ELEMENTS OF PA SYSTEMS 1) Performance Improvement: Performance feedback allows the employee. 2) Compensation Adjustments: Performance evaluations help decision – makers determine who should receive pay raises. transfers. which is determine mostly through performance appraisal.

9) Feedback to human resource: Good/bad performances throughout the organization indicate how well the human resource function is performing. good performance indicate untapped potential that should be 5) about specific career paths Career Planning And Development: Performance feedback guides career decisions developed. 6) Information Inaccuracies: Poor performance indicate errors in job analysis information’s human resource plan. or counseling decisions. Appraisals help diagnose these others. 7) Job Decision Errors: Poor performance may be a system of illconceived job designs. Reliance on inaccurate information may have led to inappropriate hiring. or other parts. Likewise.4) Training and Development Needs: Poor performance may indicate the need for retraining. STAGES OF PERFORMANCE APPRAISAL PROCESS PERRFOMANCE STANDEARDS ARE ESTABLISHED • INFORM THESE STANDARDS • INSTRUCTION GIVEN FOR APPRAISAL • FINDIND OUT THE INFLUENCE . or the personal management Information’s systems.related performance ensure that internal placement decisions are not discriminatory. 8) Equal Employment opportunity: Accurate performance appraisals that actually measure job. training.

• COMPARING THE PERFORMANCE • FINDING OUT DEVIATION • COMMUNICATING. In this regards. inefficient workers can be dismissed or demoted in case. Compensation: . 1. THE ACTUAL PERFORMANCE • SUGGESTING NECESSARY CHANGES • FOLLOW-UP OF PERFORMANCE APPRAISAL REPORT Advantages of Performance Appraisal It is said that performance appraisal is an investment for the company which can be justified by following advantages: Promotion: Performance Appraisal helps the supervisors to chalk out the promotion programmers for efficient employees.

communication can be sought for in the following ways: All the above factors ensure effective communication. Communication: For an organization. a person’s efficiency can be determined if the targets are achieved. 2. Merit rating is possible through performance appraisal. Performance Appraisal tries to give worth to a performance. PROBLEMS OF PERFORMANCE APPRAISAL The major problem in performance appraisal : Rating Biases: The problem subjective measure (is that rating which is not verifiable by others) has the opportunity for biases include:- . 4. It helps to analyze strengths and weaknesses of employees so that new jobs can be designed for efficient employees. Motivation: Performance appraisal serves as a motivation tool. 5. effective communication between employees and employers is very important. This very well motivates a person for better job and helps him to improve his performance in the future. Employees Development: The systematic procedure of performance appraisal helps the supervisors to frame training policies and programmers. Future changes in selection methods can be made in this regard. Through evaluating performance of employees. The supervisors come to know the validity and thereby the strengths and weaknesses of selection procedure. Selection Validation: Performance Appraisal helps the supervisors to understand the validity and importance of the selection procedure.Performance Appraisal helps in chalking out compensation packages for employees. 3. Through performance appraisal. It also helps in framing future development programmers.

e) The Recency effect:The Regency Effect: The raters generally remember the recent actions of the employee at the time of rating and rate on the basis of this recent action. he may rate them at the lower them which may distort the rating purpose affect the career of these employee. c) The leniency and strictness biases:- The leniency and Strictness: The leniency bias crops when some raters have an tendency to be liberal in their rating by assigning higher rates consistently such rating do not several any purpose equally damaging one is assigning consistently low rates.a) Halo effect:Halo Effect: It is the tendency of the raters to defend excessively on the rating of one trait or behavioral consideration in rating all other traits or behavioral consideration. 2) Failure of the superior in conducting performance appraisal and post performance appraisal interview. b) The error of central tendency The Error Central Tendency: Some raters fallow play safe policy in-rating-by-rating all the employee on the middle point of the rating scale and they avoid rating the p[people at both the extremes of the scale. . 3) Most part of the appraisal is based on subjectivity. d) Personal prejudice:- Personal Prejudice : If the rater dislike any employee or any group. They fallow play safe policy because of a answerability to management or lack of knowledge about the job and person he is rating or least interest in his job. One way of minimizing the halo effect is appraising all the employee by one trait before going to rate basis of another trait. 1) Favorable or unfavorable rather than on the whole activities.

DATA COLLECTION METHOD: . Reman & Mony define research its a “Systematized effort to gain new knowledge” Research is an academic activity and as such the term should be used in a technical sense. 5) Negative ratings affect interpersonal relations system.4) Less reliability and validity of the performance appraisal technique. In fact. research is an art of scientific investigation . MEANING OF RESEARCH METHODOLOGY: Research Methodology is the proper technique of collecting data & information’s relevant to study to describe the situation of the company. baked by collected competition and interpretation of relevant data. Once can also define research as a scientific & systematic search for pertinent information on a specific topic. subject or area of investigation. Research is the process of systematic and in depth study or search of any particular topic. RESEARCH METHODOLOGY MEANING OF RESEARCH: Research in common parlance refer to a search for knowledge.

as well as on the avaibility of resource and time. DATA SOURSE: 1) Primary Data: are original in time in own primary data are those which collected for first .collection of data refer to a purposive gathering of information relevant to the subject matter under study & the method used depend mainly on the nature. The data collection of can be grouped under two type i.e. purpose and scope of the enquiry to be undertaken. they are collected by the research for the first The sourse of primary data include:  Direct personal investigation  Drafting a questionnaire 2)Secondary Data: secondary data are those which have already been collected by other when it is not possible to collect data in primary form the researcher may sourse of secondary data included. .They character.

A sample design is define plan determined before any data are actually collected for obtaining a sample from a given population. SAMPLE SIZE: When a survey is undertaken and when it is not possible to cover the entire population the researcher has to answer the basic question – how large should be sample be ? the sample size decision is related directly to research cost.verbal response. consideration of time cost and some other factors almost invariably lead to selection of respondents. The selected respondents constitutes a sample and the selection process is called sampling technique. usually determined by using a . SIMPLE RANDOM SAMPLING: This type of sampling is also known as chance sampling or probability sampling where each item in the population has an equal chance of being selected in the sample. The intended sample size is the number of participants planned to be included in the trial. Sample can be either probability sample or non probability sample. SAMPLING TECHNIQUE USED When field studies are under are under taken in practical life. Company profile  Magazine  Internet  Books  Previous Report RESEARCH INSTRUMENTS USED: I have used the following research instrument in my project :- QUESTIONNAIRE The term questionnaire usually refers to a self – administered process whereby the respondent himself read the question and records without the assistance of an interviewer. INTERVIEW The interview method of collection data involves presentation of oral-verbal stimuli and reply in terms of oral. I have selected simple random sampling in my project.

I have taken 50 people in my sample size as the sample size should be neither so small nor so large. The achieved sample size is the number of participants enrolled. or analyzed in the study. treated .statistical power calculation. DATA ANALYSIS .

2 Very much 60 40 Somewhat Don’t know Interpratation:. .60% of employee aware performance appraisal system of a company.1) Are you aware of the objective of the performance appraisal system? a) Very much b) Somewhat c) Don’t know percent 20 1.

40% and 40% employee say Yes and No. 3) Do you hold meeting in the beginning of the explain & clarify activity task & goals to be achieved? .2) Performance appraisal helps the organization in achieving goal? a) Yes b) No c) Can’t say percent 20 40 Yes No Cant say 40 Interpretation:. help the organization in achieving goal.

a) Yes b) No percent 40 Yes 60 No Interpretation:.60% employeers are say Yes and 40% employeers say 40%. 4) Should organization have to make a fixed duration for performance appraisal? .

most of the employees are say Yes of 60%. .a) Yes b) No Percent 40% Yes 60% No Interpratation:.

5) Do performance appraisal affect the working efficiency of employee? a) Yes b) No Percent 0.8 Yes No 20 .

.6) Whether the appraisal system is able to able to develop high result a) Yes b) No Percent 25% Yes 2nd Qtr 75% Interpratation:.75% employers are say able to develop high result.

.most of the employees say cant say and some of the employers say Yes or No.7) Do you think that the system wills also contribution in potential appraisal? a) Yes b) No c) Can’t say Percent 2% 1% Yes No cant say 96% Interpration :.

75% of employees say Yes and 25% are say No. .8) Do you think that the present that the present performance appraisal system is transparent & bias? a) Yes b) No Percent 3.2 Interpretation:.2 yes No 8.

Satisfied 3. Dissatisfied Percent 27% Highly satisfy Satisfied 55% 9% 9% Just satisfied Dissatisfied Interpration:.9) Are you satisfied with the current performance appraisal system? 1.most of the employee are say Highly satisfy with the current performance appraisal. Just satisfied 4. . Highly satisfied 2.

. due to which employees were not able to tell the fact.  information was confidential .  some of the employees were unwilling to fill questionnaires.LIMITATIONS OF THE STUDY  Less availabity of time limits.

FINDINDS       They treat all the employees equally. . They make new recruits aware about the company and working pattern of company. They try there best to increase the efficiency of the employees by providing them different motivation programs. They focus on each and every aware department of the department of the organization. They provide different types of training to the different departments according to the need of the people. They take feedback from there employees on regular basis.

RECOMMENDATION We had done our research with full enthusiasm and had learned many things. it can help the company to know about the thinking of the employees easily through rumors. To be an effective tool. This is the thing that has been mentioned time and again in the report. It is good to get the knowledge about it. appraisal should be done. it cannot be a drastic one. The company should give promotion to employees. This research helps us to know about various policies which are used by the MARUTI UDYOG COMPANY to increase their sales performance. . it has to be on the continuous basis. it can help in increasing their morale. SUGGESTIONS SUGGESTIONS after having analyzed the data. Ideally in the present day scenario. since a change in the system is required. in the absence of continuity. But. CONCLUSION The employee‟s performance with the employee concerned and trying to find out the grey areas so that training can be implemented to improve on that. it was observed that practically there was no appraisal in the organization. The company should be give freedom to employees to informal groups. taking the views of all the concerned parties who have some bearing on the employee. it becomes a redundant exercise. It ought to be gradual and a change in the mindset of both the employees and the head is required. as.

.) Name…………………………………………………………………. Designation…………………………………………………………… Department…………………………………………………………… 1) Are you aware of the objective of the performance appraisal system? a) Very much b) Somewhat c) Don’t know 2) Performance appraisal helps the organization in achieving goal? a) Yes b) No c) Can’t say 3) Do you hold meeting in the beginning of the explain & clarify activity task & goals to be achieved? a) Yes b) No 4) Should organization have to make a fixed duration for performance appraisal? a) Yes b) No 5) Do performance appraisal affect the working efficiency of employee? a) Yes b) No .QUESTIONNAIRE (PERFORMANCE APPRAISAL SYSTEM .

6) Whether the appraisal system is able to able to develop high result a) Yes b) No 7)Do you think that the system wills also contribution in potential appraisal? a) Yes b) No c) Can’t say 8) Do you think that the present that the present performance appraisal system is transparent & bias? a) Yes b) No 9) Are you satisfied with the current performance appraisal system? 5. Just satisfied 8. Dissatisfied . Satisfied 7. Highly satisfied 6. .Company Magazines Annual Report of Organization Organization WEBSITES. R. Kothari .P Rao Research Methodology -C.Bibliography -BOOKS Human Resource Internal Records of .