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To Whomsoever It May Concern

This is to certify that Mr. Pratik Advani has successfully
completed his research on Performance & Overview
growth at IBM Limited under the guidance of Ms. Sanjana
Talreja
At completion of this research, is conversant with the
following areas pertaining to the industry:
• Interacting in a social media marketing environment
with the department.
• Holistic concepts and product philosophy on the
production strategies.
This certificate is being presented to Mr. Advani following
a detailed examination to test the concepts taught to him
during the interaction and research of the program and
his ability to apply them in a real time environment.

Best Regards
IBM

IBM employees have earned five Nobel Prizes. The company is one of the few information technology companies with a continuous history dating back to the 19th century. and offers infrastructure services. The roots of IBM date back to the 1880s. The company has scientists. engineers. in the 1880s). With over 433. abbreviated IBM and nicknamed "Big Blue". IBM is one of the largest and most profitable information technology employers in the world.International Business Machines. chairman and CEO of IBM. United States. consultants. and sales professionals in over 170 countries. decades before the development of electronic computers. and five National Medals of Science. IBM manufactures and sells computer hardware and software (with a focus on the latter). hosting services. four Turing Awards.362 (2012) employees worldwide. IBM has described its formation as a merger of three companies: the Tabulating Machine Company (with origins in Washington. based Technology Company and has eleven research laboratories worldwide. the International Time Recording Company . 1880s–1924: The origin of IBM Tabulating Machine Company plant in 1893. New York. IBM has been well known through most of its recent history as one of the world's largest computer companies and systems integrators.[3] IBM holds more patents than any other U. and consulting services in areas ranging from mainframe computers to nanotechnology. is a multinational computer technology and IT consulting corporation headquartered in Armonk.C. Ginni Rometty is the president. five National Medals of Technology. Since the 1960s or earlier.S. D.

He returned to targeting private businesses both in the United States and abroad. attempting to identify industry applications for his automatic punching. tabulating and sorting machines. Detroit. so that in normal times the interest and sinking funds on its bonds could be earned by any one of these independent lines. first applied for in 1884. Of the companies merged to form CTR.. and most importantly for the development of the computer. After winning the government contract. Ohio. In 1911. U. and an evangelical fervor for .(founded 1900 in Endicott). Hollerith's series of patents on tabulating machine technology. punched card equipment. dark-suited salesmen. Based in New York City.S. Washington. founded by Herman Hollerith. New York. 1911 in Endicott.. and the Bundy Manufacturing Company (founded in 1889). The merger was engineered by noted financier Charles Flint.2 million). would own three separate and distinct lines of business. The companies that merged to form CTR manufactured a wide range of products.S.3 million (of which Hollerith got $1. now 51 and in failing health sold the business to Flint for $2. Watson. an insistence on well-groomed. including employee time-keeping systems.. Hollerith was faced with the challenge of sustaining the company in non-Census years. 2 executive at the National Cash Register Company. D... Watson became General Manager of CTR in 1914 and President in 1915. By drawing upon his managerial experience at NCR. Ohio. Flint stated that the consolidation . coffee grinders. weighing scales. Michigan. CTR was incorporated on June 16. and specialized in the development of punched card data processing equipment. drew on his work at the U. Ontario. Census Bureau from 1879–82. USA). Hollerith. When the diversified businesses of CTR proved difficult to manage. In 1896 the Tabulating Machine Company leased some machines to a railway company but quickly focused on the challenges of the largest statistical endeavor of its day – the 1900 US Census. Dayton. the three described by IBM. New York. a focus on customer service. instead of being dependent for earnings upon a single industry. Hollerith was initially trying to reduce the time and complexity needed to tabulate the 1890 Census.300 employees and offices and plants in Endicott and Binghamton. and completing the project with amazing speed. the new company had 1. The product lines were very different. His development of punched cards in 1886 set the industry standard for the next 80 years of tabulating and computing data input. the most technologically significant was the Tabulating Machine Company. who then created CTR.C. Sr. and Toronto. above. and the new company was called the Computing Tabulating Recording (CTR) Company. Flint remained a member of the board of CTR until his retirement in 1930. and the Computing Scale Company (founded 1901 in Dayton. Watson quickly implemented a series of effective business tactics: generous sales incentives. automatic meat slicers. while in abnormal times the consolidation would have three chances instead of one to meet its obligations and pay dividends.A. Thomas J. the individual companies continued to operate using their established names until the holding company was eliminated in 1933. The 1911 CTR stock prospectus states that four companies were merged. Flint turned for help to the former No. CTR was a holding company.

resulting in better outcomes at both the individual and organizational level.241 0 Year Gross income (in $m) Employees 288.257 income (in Employees Yea Gross income (in Employe $m) Year r $m) es 1955 696 56.654 1940 45 12. Asia and Australia. Performance Management – What do you deprive from the growth of IBM in years? IBM® performance management solutions deliver the data and resources organizations need to help identify and manage top employee talent. These solutions help to enhance organizational effectiveness and efficiency by achieving peak performance from your workforce.261 1960 1.291 196 1.810 104.430 1980 26.647 Yea Gross income1975 (in Employe 14. This performance management system includes enterprise-class performance management. South America.346 $m) 1935 21 8.500 269. custom-built tabulating solutions for businesses.750 1985172.241 0 1965 3.810 104.279 r $m) es 405.210 341. leaving the market for small office products to others. a lasting IBM tenet.445 195 696 56. and company operations expanded to Europe. as during Watson's first four years.750 172. revenues doubled to $2 million. The strategy proved successful.347 .816 1995 71.297 195 266 30.940 225. tailored modules help you to better control your talent pipeline.050 1990 69. Year Gross income (in Employe $m) es 192 13 3. He also stressed the importance of the customer. These flexible.instilling company pride and loyalty in every worker.535 196 3. As the sales force grew into a highly professional and knowledgeable arm of the company.297 5 1970 7.010 373. succession management and compensation management.698 Gross 5 Year income (in Employees 1930 19 6.445 50.656 Gross 1945 138 18. Watson focused their attention on providing large-scale.

303 2005 91.090 316. school and factory clocks) – founding to 1958. sold to Simplex Time Recorder Company. accounting machines.  Military products (Browning Automatic Rifle. some significant.751 The performance management system of IBM has been vaguely diversified IBM has largely been known for its overtaking UNIVAC's early 1950s public fame. computing scales) – founding to 1934. in other industries.  Time recorders (punch clocks. However it has also had roles.International Time Recording Catalog  Typewriters. IBM Electric typewriter.940 225. IBM Electric typewriter. including:  IBM was the largest supplier of unit record equipment (punched cards.010 373. IBM divested in 1991.870 426... keypunches.500 269.291 14.  Food services (meat and coffee grinders. personal printers. word processors. sold to Hobart Manufacturing Co.400 329. computing cheese slicers.373 2010 99. now part of Lexmark.) in the first part of the 20th century. Sold to Eastman Kodak in 1988. .347 2000 85.  Copiers .430 288.  See IBM: History of the Time Equipment Division and its Products and this 1935 catalog .  Other office products such as dictation machines.5 197 0 197 5 7.647 IBM’s New Birth – The figures are hell shocking! Year Gross income (in $m) Employees 1985 50.535 1990 69.816 1995 71. then leading in the computer industry for much of the latter part of the century.1970 to 1988. bombsights) – IBM's World War II production .050 405.

Norway. Sweden. Bulgaria. General Systems Division enhanced the language to HLL status on its midrange systems to rival with COBOL. IBM 5880 Electrocardiograph System. now the standard RDBMS query language . An example was IBM Global Services. and others. Holland / Netherlands. and sale (1989–1992) of ROLM to Siemens AG  Stadium scoreboards  Real estate (at one time owning vast tracts of undeveloped land on the U. acquisition (1984). Japan.S. the Soviet Union. Germany. IBM 2991 Blood Cell Washer. Digital telephone switches – partnership (1983). France. Switzerland. IBM 2997 Blood Cell Separator. standard language for business applications  APL – an early interactive language with a mathematical notation  PL/S – an internal systems programming language proprietary to IBM  RPG – an acronym for 'Report Program Generator’ developed on the IBM 1401 to produce reports from data files. leading to antitrust proceedings. Czechoslovakia. Poland.  IBM's early dominance of the computer industry was in part due to its strong professional services activities.  SQL – a relational query language developed for IBM's System R. Romania. Belgium. a huge services firm that competed with the likes of Electronic Data Systems or Computer Sciences Corporation. IBM had a significant role in the following major computer languages:  FORTRAN – for years. prostheses. As a result. artificial "arms-length" relationship was created separating IBM's computer business from its service organizations. east coast)  Medical instruments: heart lung machine. They included Austria.  IBM had subsidiaries and operations in 70 countries in its early years. the dominant language for mathematics and scientific programming  PL/I – an attempt to create a "be all and end all" language  COBOL – eventually the ubiquitous. a complex. This situation persisted for decades. IBM's advantage in building software for its own computers eventually was seen as monopolistic. Yugoslavia. Italy.

up to three megawatts. half an acre of floor space. . the world’s first mass-produced computer  SAGE AN/FSQ-7 – 1958. ". commercial and scientific  IBM System/3  IBM System/370  IBM System/38  IBM Series/1  IBM 801 RISC processor  IBM PC ... The following systems and series represent key steps:  IBM mainframe . the first family of computers designed to cover the complete range of applications. 275 tons. the first supercomputer[244]  IBM 650 – 1954. by the mid-1960s nearly half of all computer systems in the world were 1401-type systems. to microprocessors and beyond. to integrated circuits. Rexx – a macro and scripting language based on PL/I syntax originally developed for Conversational Monitor System (CMS) and authored by IBM Fellow Mike Cowlishaw Evolution of IBM's computer hardware The story of IBM's hardware is intertwined with the story of the computer industry – from vacuum tubes..overview  IBM SSEC – 1948. the first operational machine able to treat its instructions as data  IBM Card Programmed Calculator – 1949  IBM 700 series – 1952–1958  IBM NORC – 1954." [245]  IBM System/360 – 1964.. transistorized evolution of IBM 700 series  IBM 1400 series – 1959. to transistors. small to large. the largest computers ever built  IBM 7000 series – 1959–1964.

including: TPF. Mainframe operating systems include:  OS family. however. and were essentially viewed as an adjunct to the hardware. VM/ESA. including: CP/CMS (See: History of CP/CMS). DOS/VS. complexity. IBM i5/OS and IBM i . OS/VS1. On early systems. z/OS  DOS family. including: OS/360. including: OS/400. z/VM  Special purpose systems. z/VSE  VM family. in terms of cost. importance. and risk. including: DOS/360. PowerPC  IBM System i was earlier IBM AS/400 then IBM eServer iSeries  IBM RS/6000  IBM zSeries was earlier IBM System/390  Cell processor  IBM Watson (computer) Components  History of IBM magnetic disk drives  Magnetic tape data storage IBM formats Evolution of IBM's operating systems Main article: History of IBM mainframe operating systems IBM operating systems have paralleled hardware development. VM/XA. OS/MFT. By the time of the System/360. OS/390. VM/370. OS/MVT. z/TPF Other platforms with important operating systems include:  AIX family. operating systems represented a relatively modest level of investment. operating systems had assumed a much larger role. OS/VS2. including: Linux for pSeries  OS/400 family. DOS/VSE. including: AIX  Linux family. MVS.

Retrieved April 10.ibm. "IBM Archives: RP3". W3. IBM Archives: 1992. 2015. Santa Barbara  Contact Person – Sanjana Talreja – satalrej@in. 1890s to 2001. IBM Archives: 1989. Retrieved April 10. Automatic Speech Recognition: A Brief History of the Technology Development. 2015. IBM. Retrieved April 10. Rabiner. IBM. IBM Archives: 1984. Atlanta Rutgers University and the University of California.com.H. Georgia Institute of Technology.com . Retrieved April 10.  B.ibm.External Links  IBM Archives History of IBM  IBM at 100 IBM reviews and reflects on its first 100 years  THINK: Our History of Progress. IBM. 2015. References      IBM Archives: 1983. 03. Retrieved April 12. 2015.+919742728300 . Juang & Lawrence R. 2015. IBM.

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HRM has multiple goals. appraisal was . Performance appraisal systems began as simple methods of income justification. including subordinates. It was viewed that performance appraisal was useful to decide upon employee promotion/transfer.periodic and so far as humanly possible . “People” is the important and valuable resource that every organization or institution has in the form of its employees. people will tend to judge the work performance of others. it might well lay claim to being the world's second oldest profession. As HRM deals with humans it is necessary to keep a check on their performance after regular interval of time given jobs. ethical and legal problems in the workplace. The process of appraising for doing their work effectively is known as performance appraisal system. attitude. it is necessary to corrective actions term or there is need to appraisal their performance.Overview & Understanding DEFINITION: “Performance appraisal is the systematic evaluation of the individual with regard to his or her performance on the job and their potential for development”_ BEACH According to DALE YODGER. Managerial areas.” Performance appraisal to all formal procedures aimed working organization to evaluate personalities and contribution of one potential group members”. knowledge. Dynamic people can build dynamic organization. In the absence of a carefully structured system of appraisal. The human inclination to judge can create serious motivational. employee motivation development and organization development. EDWIN B. Yet in a broader sense. Performance appraisal measures the qualitative and quantitative aspects of job performance. In the scale of things historical. Without a structured appraisal system. is both inevitable and universal. fair.FILIPPO.not more than 60years ago. effectively and provides opportunities for developing these competencies. As a distinct and formal management procedure used in the evaluation of work performance. “There is a basic human tendency to make judgments about those one is working with. salary determination and the like. Employees require a variety of competencies. That is. Effective employees can contribute to the effectiveness of the organization. it seems. behavioral and human relations areas and conceptual area to perform different tasks or functions required by their jobs. defined has the term performance appraisal as ” A systematic . Performance appraisal is an integral part of HRM and HRM deals with personnel is people. informally and arbitrarily. an impartial rating of an employees excellence in matters pertaining to his present to his present job and his potentialities for a better job “. It is very essential to understand and improve the employees performance appraisal is the basis for HRD. defensible and accurate. appraisal really dates from the time of the Second World War . Its roots in the early 20th century can be traced to Taylors pioneering Time and motion studies. as well as about oneself. which include employees competency development. naturally. the practice of appraisal is a very ancient art." Appraisal. HRM aim at constantly the competency requirements of different individual to perform the job assigned to them. there is little chance of ensuring that the judgments made will be lawful. skills in technical area.

NEED OF THE STUDY:  This study helps building progress towards organizational goals. etc. demotions transfer including job analysis and providing superior support.used to decide whether or not the salary or wage of an individual employee was justified. training and development needs. satisfaction.  It considers both the job performance as well as the personal qualities of an employee.  To ensure organizational effectiveness through correcting the employee for standard and improved performance and suggesting the changes in employee behavior. salaries raises etc.  To maintain records in order to determine compensation packages wage structure. SECONDARY OBJECTIVES:  To create and maintain a satisfactory level of performance.  The main aim of the study is to find out the effectiveness of performance appraisal & development programme.  To identify the awareness level of performance appraisal technique among the employees.  To improve employee work performance by helping them realize and use their full potential in carrying out their firms‟ mission. promotion. .  This study helps to know the level of importance of appraisal system.  To identify the strength and weakness of employee to place right men on right job.  To provide feedback to employees regarding their performance and related status.  It provides information about the performance ranks. assistance and counseling.). PRIMARY OBJECTIVE: To identify the actual performance of the employees and performance standards used in performance appraisal program (opinion.  To help the superior to have a proper understanding about their subordinates.  To maintain and assess the potential present in a person for further growth and development.  To facilitate fair and equitable compensation based on performance. outcome. benefit.  The payroll and compensation decision.  To provide information this helps to counsel the subordinates. This study provide appraisal feedback to employees and thereby serve as vehicles for personal and career development and allow the management to take effective decision against drawbacks for the well being of the employees development.

performance appraisal helps employee development. To review and retain the promotional and other training programmers. The following factors are given weight age in evaluating the performance and progress of an employee:             Knowledge of work Extent of co-operation with colleagues and superiors. Target attainment. Such assessment would indicate whether he is efficient or not. Aptitude. The diagram shows the efficient systems involved in the making of the Performance System at our organization- . The performance interview and the process of the performance analysis help the subordinate to interact closely with his superior. This process becomes a training/development /educational process. Once an employee has been inducted into the organization and given the necessary training. Performance appraisal is also known as “merit rating” or “efficiency rating”. performance appraisal is closely related to HRD. Purpose of Performance Management Performance appraisal is also a technique of HRD. The interaction helps particularly subordinates learn from his superior the job related and behavior related aspects. Degree of skill. Thus. etc. In fact. Initiative Quality of work. OVERVIEW OF THE PERFORMANCE APPRAISAL SYSTEM: Performance appraisal is the process of making an assessment of the performance and progress of the employees of an organization. the next step is to assess his performance periodically. Discipline Punctuality Honesty Ambition Crisis management.

“Where leaders can be found EVERYWHERE! – Titan Management by Objectives (MBO) is a process whereby the superior and subordinate managers of an organization jointly its common goals. If not. the superior and subordinate update and alter goals as necessary due to changes in the business environment.  The subordinate and superior jointly determine goals to be during the appraisal period and what level of performance is necessary for the subordinate to satisfactory achieve specific goals. market change etc We follow the contemporary periods to evaluate employee performance based on accomplishments they achieve rather than behavioral factors/traits.Our Objectives matching to any management objective in a Multi National Organization – We believe the tag line of which the world follows . define each individuals major areas of responsibility in terms of results expected of him and use these measures of guides for operating the unit and assessing the contribution of its members.  Both superior and subordinates jointly discuss whether the subordinate achieved the goals or not. they should identify the reasons for strike/lock-out.  During the appraisal period. The emphasis is on what must be accomplished rather than how it is to be accomplished. Thus. MBO focuses attention on participative set goals that are tangible. Employee . verifiable and measurable.

65% of respondents feel annually the performance appraisal is conducted. Conduct an appraisal interview 5. Evaluate the appraisal process. employees are appraised based on the ratio of output they turned out to the input they used. 75% of the respondents have the experience for below 2 years. 60% of the respondents feel that they are partly aware of appraisal techniques and parameter. These measures are not free from limitations as measurement of all kinds of output as well as all kinds of input would be difficult.000. number of clients served per day etc. 31% of the respondents feel satisfied in the present performance appraisal system. 43% of the respondents strongly agree with their opinion that appraisal is very much needed in organization. number of units produced. The 5 P’s of the organization: 1. Develop appraisal measures 3.accomplishments include sales turnover. 49% of respondents opinion about the effectiveness of performance appraisal and its development programme. 45% of the respondents belong to the salary range below 10. . and number of customers served. 60% of the respondents have the qualification ITI/Diploma. FINDINGS OF THE STUDY:           50% of the respondents to the age group of 20-30years. Examples sales to employee salary and benefits. Identify key performance criteria 2. number of complaints settled and the like. 63% of the respondents are said to that additional benefits are not achieved by them. Productivity Measures: Under the productivity measures of performance appraisal. Collect performance information from different sources 4.

 37% of the respondents highly satisfied with the co-operation and team work. The welfare measure of organization is at par with the company policies and has brought a great sense of involvement in work among the employees of the organization.  37% of the respondents agree with that the promotion is purely based on performance appraisal.  74% of the respondents say that ranking method is being followed in organization.  88% of the respondents feel that there is a communication between top management and business goals to staff.  30% of the respondents say that the performance appraisal rating can be done through departmental managers.  36% of the respondents satisfied with the performance rating helps to provide employee counseling. Employees are satisfied with the present performance appraisal system that is a traditional one. If the suggested measures are taken into consideration it will help to increase the effectiveness of performance appraisal system References  Radha. An employee. The performance appraisal technique prevailing in the organization is fair.  42% of the respondents say that they need team work from superior in the organization. As many new appraisal techniques are emerged. Both the appraiser and appraise should realize the principle and use the tool of appraisal system in a constructive way for the prosperity of the organization. being an individual is treated as assets in the organization.  42% of the respondents strongly agree with the organization provide additional benefits for employee work development.  39% of the respondents feel neutral that appraisal helps to identify the strength and weakness of employees. the organization can implement modern technique which would be more effective. Himalaya Publication. 40% respondents strongly agree in safety adopted in organization is very helpful for their work activities. “Human Resource Management “. So the organization should mainly emphasis performance appraisal techniques and its development programme. . Conclusion: Human resources are the vital source of every organization. Every employee in an organization increases the productivity and goodwill of every company.  37% of the respondents are strongly agreed with that there comments and suggestion are considered during appraisal.  35% of the respondents feel that the incentives provides a maximum benefits and it provide greater job satisfaction.

. Lakshmi publication.Senapathi.S “Statistics for Management”.N and Arora .R . First edition. Second revised edition.Kothari. New Delhi 2008  C. “First Edition Chard’s & company ltd”. Arora P. “Research methodology”. “Research Methodology”. New Age International Publishers. 2004  R.