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PROJECT SYNOPSIS
ON
PERFORMANCE APPRAISAL
SUBMITTED TO:
INSTITUTE OF MANAGEMENT TECHNOLOGY
DISTANCE LEARNING PROGRAMME
(GHAZIABAD)

In the partial fulfillment of the requirements for the award of Degree of


POST GRADUATE DIPLOMA IN BUSINESS MANAGEMENT
(SPECIALIZATION: HUMAN RESOURCE MANAGEMENT)
Submitted by:
NAME: PREETI CHAUDHARY
ENROLLMENT NO.: 0921000919
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PROJ ECT GUI DE
Mr. Bharat Bhushan, General Manager-HR & Admin in HLS Asia Limited (HLSA) curren
tly
managing complete HR and Admin activities.
He has done his Study from Chandigarh University and he is serving to HLS Asia L
imited
(HLSA) since 1995.
He has extensively traveled abroad and has affluent experience of diff
erent functions in
Industries.
His contact details are as below:
Address: D206, Mahendra Enclave
Ghaziabad (U.P.)
______________________________
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CONS ENT LETTER
This is to certify that Ms. Preeti Chaudhary, student of Post Graduate Diploma
in Human
Resource Management, Batch of July 2009, Institute of Management & Tec
hnology
Distance Learning (IMT CDL), bearing Registration No. 0921000919, has underta
ken the
Project on Performance Appraisal at HLS Asia Limited (HLSA) under my close super
vision
and guidance.
This Report is prepared in partial fulfillment of Post Graduate Diploma in Human
Resource
Management to be awarded by IMT CDL, Ghaziabad.
To the best of my knowledge, this piece of work is original and no part of this
report has been

submitted by the student of any other Institute / University earlier.


We wish him all the success.
Bharat Bhushan
GM-HR & Admin
Date: 28
th
March 2012
Place: Ghaziabad
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CONTENTS
Sl No Description Page Nos
1 Objective of the Study 5
2 Statement about the problem 6
3 Company Profile 7-8
4 Introduction to Human Resource 9-10
5 Data Collection 11
6 Research Methodology 12
7 Conclusion 13
8 Questionnaire 14-16
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OBJ ECTI VE OF THE S TUDY
In this research work, the researcher has made an attempt to study the existing
performance
appraisal system in HLS Asia Limited (HLSA). The main objectives of the study ar
e listed as
under;
To have a brief insight into the existing Performance appraisal system in HLS A
sia
Limited (HLSA).
To critically assess the appropriateness of the existing Performance appraisal
system.
To highlight the perception of appraisers and appraisee relating to,
the existing
Performance appraisal system.
To examine the strength & weakness of the present Performance appraisal system
in
the company.
To examine the necessities for changes in the appraisal system.
To recommend necessary changes / modifications for making the appraisa
l system
more objective as well as effective for fulfillment of organization goals.
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STATEMENT ABOUT THE PROBLEM
In our modern times, business environments are fast changing. The vast
technological
development that merges within a firm s vision, mission, and its implementation
processes
and the radical economic reforms have led to the emergence of new opportunities
and threats
for business organization and its employees. Many HR expertise focused their att

entions on
developing both organization and employees performance to attain sustainability
or/and to
compete. Many faced problems with the employees
satisfactions and rela
tively their
commitments toward their organization. Having defined HRD and its importance, th
e study
of HR T&D is going to examine the effective impact of Training and Development o
n the
workforce performance and satisfaction in an organization and relatively its imp
act on the
organization as a whole and the challenges an organization might face
in the shortage of
intellectual HRD professionals, the elimination of skills gaps, the com
petition in global
economy, and the need for lifelong changes. The study is going to be conducted a
t one of the
international non-governmental organizations operating in Lebanon that wo
rks for the
benefits of marginalized, under risk and privileged communities where d
ifferent socioeconomic projects are involved that recommends workforce from low to top levels

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COMPANY PROFI LE
HLS Asia Limited (HLSA), formerly known as HLS India Limited is a Pu
blic Limited
Company registered in India, having foreign Collaboration with Halliburton Energ
y Services
Inc., U.S.A, one of the world s largest oilfield service Company. HLSA is provid
ing all types
of Wire-line Logging (viz. Open-hole, Cased-hole, Production Logging, Co
mpletion, and
Pipe Recovery etc.), Wire line and Tubing Conveyed Perforation, Data P
rocessing /
Interpretation & other related services successfully to E&P Companies since 1
987, as per
international standards using mainly Halliburton s technology and equipment.
HLSA is managed proficiently by Board of Directors that include four
Halliburton
representatives (two main Directors and two Alternate Directors). HLSA is a TEAM
of oil
field professionals and have experienced Engineers and Managers who hav
e worked
internationally and within the country. HLSAs personnel are trained as
per international
standards and its motivated teams are committed to deliver the best with int
egrity, safety,
Quality & Operational Excellence
HLSA valued clients include various national & multi-national E&P companies viz.
Oil and
Natural Gas Corporation (ONGC), Reliance Industries (RIL), Oil India Ltd. (OIL),
Gujarat
State Petroleum Corporation (GSPC), Jubilant Oil & Gas Pvt Ltd, Cairn India Limi
ted, Niko

Resources, Hardy E&P, Canoro Resources, Geopetrol International, Oilex, Essar Oi


l, GeoEnpro, Hindustan Oil Exploration Petrobangla Group of Companies (BGFCL,
BAPEX,
SGFL), Tullow (Bangladesh), Turkiye Petrolleri, Selan Exploration Technol
ogy Limited
(SELAN), Petrogas E&P LLC etc. HLSA have also been providing logging services fo
r Coal
Bed Methane projects. Further, HLSA is also technically qualified by various oth
er renowned
international E&P companies like AFPC (consortium of Syria Shell Petrol
eum), Chevron
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Bangladesh, Occidental Bangladesh, TOTAL E&P Yemen, Canadian Nexen Yemen, Dove
Energy, DNO ASA, OAO Gazprom etc.
HLSAs logging Engineers / Log Analysts have also rendered various loggi
ng related
services to overseas clients of Halliburton in China, Turkey, Poland, Congo, Zai
re, Australia,
Indonesia, Singapore, Dubai, Egypt, Kazakhstan, Thailand, Papua New Guinea, Iran
& USA
etc.
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I NTRODUCTI ON TO HUMAN RES OURCE
There is a human tendency to make judgments about others who are around us and a
lso about
oneself. It seems appraisal is both inevitable and universal. In the absences
of a carefully
structured system of appraisal, people will tend to judge the work pe
rformances of other,
including subordinates, naturally, informally and arbitrarily. However the human
inclination
to judge can create serious motivational, ethical and legal problems i
n the work place.
Without a structured appraisal system there is little chance of ensuri
ng that the judgment
made will be lawful, fair, defensible and accurate. Hence there is ne
ed for a systematic
performance appraisal to judge the performance of individual in any sector.
Performance appraisal is a systematic evaluation of an individual employee with
respect to
his performance on the job and his potential for development. Performance is car
rying out the
work entrusted by the employed directly or through his agents. The management ex
pects all
the employees to perform this specified work for the payments it makes.
Once the work is entrusted to the employee, it is necessary to measure the perfo
rmance to
see;
Whether the employee has done the work entrusted to him in the way it was expe
cted.
Whether there is any wastage in tears of time, money, energy, skill etc.
Whether the same work could have been done in a better way.
In the process, whether the employee has equipped himself with his responsibil

ities.
Normally it is measured by a third party or the immediate higher officer. Th
is method of
measuring the work is called appraisal. Unless the work is carried out in the p
roper way, the
employer will lose the employees. It is a formal exercise in a documented fo
rm in which
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organization makes an evaluation of its employees in terms of his contributions
made towards
achieving organizational objectives. It also evaluates further personal
strengths and
weaknesses in terms of attributes and behaviors demonstrated for meetin
g whatever
objectives the organization may consider relevant.
According to Heyel, Performance Appraisal is the process of evaluating the per
formance
and qualification of the employees in terms of the requirements of the job for w
hich he is
employed for the purpose of administration including placement, selectio
n,
promotion providing financial rewards and other actions.
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DATA COLLECTI ON
In analysis of Human Resource Management of HLS Asia Limited (HLSA), we collect
the
data by the different sources. I collect the primary and secondary data.
Data was collected through questionnaires, research, files and documents
of organization,
interview & observation.
The data collected through questionnaire becomes primary data, which is
used to test
hypothesis. The structured questionnaire consisted of close-ended objective ques
tion.
Secondary data on the organization was collected from various secondary
sources like
records, files, journal & documents of the organization.

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RES EARCH METHODOGY
Research methodology is the way to systematically solve the research problem. Ob
jective of
research study is to analysis of Human Resource of HLS Asia Limited (HLSA). Anal
yzing of
Human Resource Management, I determining following;
1. Research Design
2. Primary Sources
Researcher is a scientific inquiry, and has three essential characteris

tics i.e. objectivity,


accuracy & continuity. Methodology has an important bearing in the collection of
reliable
and pertinent information as weir as on the outcomes of the study. The categoriz
ation of the
proposed investigation into a certain type of research, a corresponding method o
r methods
designed for it and appropriate techniques for collecting & analyzing data are t
ogether known
as methodology of research. Research design is a complete outline of
the conduct of the
proposed research study.
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CONCLUS I ON
Performance Appraisal refers to the assessment of an employees actual p
erformance,
behavior on jobs, and his or her potential for future performance. Ap
praisal has several
objectives but the main purposes are to assess training needs, to effect promoti
ons, and to
give pay increases.
Appraisal of performance proceeds in a set pattern. The steps involved are defin
ing appraisal
objectives, establishing job expectations, designing the appraisal progra
mme, conducting
performance interview, and using appraisal data for different HR activities.
Performance appraisal is systematic and objective way of evaluating bot
h work related
behavior and potential of employees. It should be carried out in an objective ma
nner. In order
to get best result of performance appraisal the CEO of every organization shoul
d create a
culture of excellence that motivates employee at all level and also encourage te
am work.
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QUES TI ONNAI RE
Questionnaire:
[Please put tick mark () in appropriate place.]
1. Do you think that performance appraisal system is necessary in organization?
Strongly agree
Agree
Neither nor
Disagree
Strongly disagree
2. Are you satisfied with the existing performance appraisal system?
Strongly satisfied
Satisfied
Neither nor
Dissatisfied
Strongly dissatisfied

3. Do you think that the performance appraisal is helpful in reducing relevance


among the
employee?
Strongly agree
Agree
Neither nor
Disagree
Strongly disagree
4. Do you think that the performance appraisal is helpful in improving the perso
nal skill?
Strongly agree
Agree
Neither nor
Disagree
Strongly disagree
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5. Do you think that the performance appraisal system helps to identify the str
ength and
weakness of the employee?
Strongly agree
Agree
Neither nor
Disagree
Strongly disagree
6. Do you think that the performance rating is helpful for management
to provide
counseling?
Strongly agree
Agree
Neither nor
Disagree
Strongly disagree
7. Do you think that promotion should be purely based on performance appraisal?
Strongly agree
Agree
Neither nor
Disagree
Strongly disagree
8. Do you think that pay fixation should be as per performance rating?
Strongly agree
Agree
Neither nor
Disagree
Strongly disagree
9. Do you think that performance appraisal increases employees motivation and mor
ale?
Strongly agree
Agree
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Neither nor
Disagree
Strongly disagree

10. Do you think that the performance should assessed by self?


Strongly agree
Agree
Neither nor
Disagree
Strongly disagree
11. Do you think that the performance should assessed by superior?
Strongly agree
Agree
Neither nor
Disagree
Strongly disagree
12. Do you think that the performance should assessed by Independent bodies/ Con
sultants?
Strongly agree
Agree
Neither nor
Disagree
Strongly disagree
Any suggestions: ..