A STUDY ON

PERFORMANCE APPRAISAL
With reference to

DREDGING CORPORATION OF INDIA LIMITED (DCIL)

A project report submitted to SDE, Andhra University, Visakhapatnam

In partial fulfilment for the award of degree of

MASTER OF HUMAN RESOURCE MANAGEMENT

Submitted By

SADI GIRIJA
Regd. No 18MB00097
Under the Esteemed Guidance of

Dr. M Manisekhar
(Course Coordinator, MBA Programme, SDE, AU)

SCHOOL OF DISTANCE EDUCATION

Andhra University
Visakhapatnam
 INTRODUCTION

Once an employee has been selected, trained to perform the job, worked on it for a
certain period, his performance should be evaluated. Performance appraisal is the
process of determining how employees do their job. Performance is the extent of
completion of the tasks that constitutes the job of a person. Performance is often
measured in terms of results. Thus, performance appraisal is a system in accordance
with the usual requirements of review and assessment of a person or team task
performance. The existence of team in an organization makes the evaluation of team
performance discerning. However, the individual employee, in most of the organizations
continues to be the focus performance appraisal. A result-oriented performance
appraisal system assesses achievements, goal and objectives, and the development
plans.

Concept:

After an employee has worked on a job for a period of time, his performance should be

evaluated. Performance appraisal is the process of determining how employees do their
job. Performance is the degree of accomplishment of the tasks that make up an
individual’s job. Performance is often measured in terms of results. Thus, performance
appraisal is a system in accordance with the usual requirements of review and
assessment of a person or team task performance.

Performance evaluation is the process of deciding how an employee does his

job. Performance here refers to the degree of accomplishment of the tasks that make up
an employee’s job. It indicates how well an individual is fulfilling the job requirements.

Performance appraisal has been defined by different scholars in various ways. According
to;

Edwin B. Flippo,” Performance appraisal is the systematic, periodic and impartial rating
of an employee’s excellence in matters pertaining to his present job and his potential for
a better job.
Objectives of Performance Appraisal:

The improvement of personal, team and organizational performance is the fundamental

objective of performance objective for many of the organizations. However, there may
be other objectives. A suitably framed appraisal system assists in accomplishing
organizational objectives and increases employee performance. Every human resource
functional area utilizes performance appraisal data for different purposes.

Criteria for assessing performance:

The seven criteria for assessing performance are

Quality:

The degree to which the process or result of carrying out an activity approaches
perfection.

Quantity:

The amount produced, expressed in monetary terms, number of units, or number of

completed activity of cycles.

Timeliness:

The degree to which an activity or a result produced.

Cost Effectiveness:

The degree to which the use of the organisation’s resources (e.g., human resources,
monetary resources, technology, material) is maximized in the sense of getting the
highest gain.

Need for Supervision:

The degree to which a job performer can carry out a job function without supervisory
assistance.

Interpersonal Impact:
The degree to which a performer promotes feelings of self-esteem, goodwill and co-
operation among co-workers and subordinates.

Training:

Need for training for improving his skills and knowledge.

About Dredging Corporation of India Limited

Dredging Corporation of India Limited, is a Premier Dredging Company engaged
in the business of dredging. It is involved in maintenance dredging, capital dredging,
beach nourishment, land reclamation, shallow water dredging, Project Management
consultancy and Marine construction. Almost all the maintenance dredging in Indian
seaports is carried out by DCI due to government regulations.
The Dredging Corporation of India Limited (DCI) was established in the year 1976
to provide dredging services to the Major Ports of the country in India. DCI is a pioneer
organization in the field of dredging and maritime development.
DCI is headquartered at Visakhapatnam and has project offices at many seaports in
India. The main seaports in which DCI does business are Visakhapatnam Port, Haldia
 NEED FOR THE STUDY

Performance appraisal indicates the level of desired performance, the level of actual
performance and the gap between the two. Once the gap is found, it can be bridged
through training and development. This study is needed to verify whether the company
is fulfilling all the below parameters through its current performance appraisal method.

1) Evaluation of an employee’s performance helps to take management decisions

on transfers, promotions, increments etc.
2) Performance appraisal helps to ascertain the training and development needs of
the employer.
3) Performance appraisal. or an individual’s performance evaluation helps in
designing the reward system.
4) The feedback presided after evaluating the performance of an individual acts as a
motivator.
5) The Performance appraisal acts as a validation of the selection procedure.

SIGNIFICANCE OF THE STUDY:

The study of performance appraisal provides important and useful information for the
assessment of employee's skill, knowledge, ability and overall job performance.  This
study is significant in assessing the performance of the employees and helps to
formulate the training needs assessment.Performance appraisal provides grounds for
employees to correct their mistakes, and it also provides proper guidance and criticism
for employee's development. Performance appraisal helps to improve the
communication system of the organization. Performance appraisal helps to review the
potentiality of employees so that their future capability is anticipated.

SCOPE OF THE STUDY

The scope of the study on performance appraisal in DCIL includes the following:

● This study provides 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 wellbeing of the employee’s
development.
● To improve employee work performance by helping them realize and use their
full potential in carrying out DCIL mission.
● The main aim of the study is to find out the effectiveness of performance
appraisal.
● This study helps to know the level of importance of appraisal system.
● It considers both the job performance as well as the personal qualities of an
employee.
 OBJECTIVES OF THE STUDY

Following are the main objectives of the study:

● To study the performance appraisal system in Dredging Corporation of India

Limited (DCIL).
● To compare performance appraisal system in DCIL and other traditional PSEs.
● To analyse the relationship between components of performance appraisal
system i.e. mainly performance and reward.
● To analyse whether reward is a contributor to performance.
● To study the influence of secondary variables like size of the manpower etc. in
carrying out the performance appraisal of the employees of DCIL.
● To analyse the effectiveness of the current appraisal system in vogue.
● To suggest various means to improve performance appraisal system in DCIL.
 METHODOLOGY OF THE STUDY

Data may be collected from several sources. It is not easy to list them in details.
Researchers use these sources according to their data needs. However, the general
classification of data collection sources can be presented under two groups:

● Primary data sources

● Secondary data sources

The primary data will be collected from:

Primary data will be collected from my interactions with my topic guide in DCI and
interactions with employees and from the responses of the respondents through
questionnaire.

The secondary data will be collected from:

● DCIL website
● 44TH Annual Report of DCIL (2019-2020)
● HR Manual
● Various Policy Documents of DCIL
● Reports like RTI, Citizen Charter
● Archives of DCIL
● Handouts by my topic guide
 LIMITATIONS OF THE STUDY

Every study has limitations owing to certain unforeseeable reasons. This study is not free
from such limitations. The following limitations will be encounterd during the course of
the study in DCIL. They are:

● This study will be limited to DCIL headquarters in Visakhapatnam and will not
cover the entire manpower of DCIL across its regional and project offices.
● The sample size of the study will be limited which is minute.
● Some of the respondents will be afraid to give out true information in some cases
even though necessary confidentiality has been promised.
● There will be a slight bias on the part of employees while answering to the
questions.
 PRESENTATION OF THE STUDY

1stChapter:

It consists of conceptual framework.

2ndChapter:

It consists of introduction, need, objectives, methodology, scope, limitations

and presentation of the study.

3rdChapter:

This chapter contains profile of the organisation

4thChapter:

This chapter contains Data analysis and Interpretation.

5thChapter:

This chapter includes overall findings of the study, suggestions and conclusion.

5thChapter:

This chapter includes bibliography,annexure.