AMS SCHOOL OF INFORMATICS

Mini Project

A STUDY ON PERFORMANCE
APPRAISALS AND BONUS
PAYMENTS

Guide Name
Student Name D.Lahari

Roll No. 130120672086 J. Swathi

 Organisations are set up to achieve
certain objectives , achievements of
goals (or) targets depend upon the
performance of individual employees, the

INTRODUCTION objectives can be fulfilled when the tasks

are assigned to the employees and they
perform the tasks otherwise this cannot
be fulfilled. Now the question arises how
far the work has been done as per the
planning.
 1. Critically examine the concept
of performance management.
2. Identify the objectives of
performance management.
OBJECTIVES OF THE 3. To analyse the effective
STUDY process of performance
management.
4. To establish critical success
factors of performance
appraisal system.
 1. Evaluation of the employees
performance helps to take
management decisions on transfers,
promotions, increments etc,.

NEED OF THE 2. Performance appraisal helps to

ascertain the training and
STUDY development needs of the employer.
3. The feedback presided after
evaluating the performance of an
individual acts as a motivator.
4. The performance appraisal acts as a
validation of the selection
procedure.
 ● Target Population

● Sampling Design
RESEARCH
METHODOLOGY
● Data Collection

● Data Analysis
 ➢ A Brief introduction to agency
theory.

THEORETICAL
➢ Compensation practices and
FRAMEWORK Non-Economic Research.

➢ An Economic Theory of Pay

and Performance Appraisal.
 1. In your opinion Performance Appraisal is?

DATA ANALYSIS
AND
INTERPRETATION

INTERPRETATION:
Majority of the people chosen Job Satisfaction of
Employees i.e. 50%.
15% of the people chosen Promotion of Employees.
25% of the people chosen Evaluation of Employees.
10% of the people chosen Motivation.
 2. Which Method of Performance Appraisal is
Implemented in the organisation ?

DATA ANALYSIS
AND
INTERPRETATION

INTERPRETATION:
Majority of the people chosen Grading i.e. 40%.
35% of the people chosen Other.
25% of the people chosen Merit.
 3. Do you receive any increment in your salary after
performance appraisal?

DATA ANALYSIS
AND
INTERPRETATION

INTERPRETATION:
Majority of the people chosen Yes i.e. 70%.
30% of the people chosen No.
 4. Do you think that Performance appraisal help to provide
an atmosphere where all are encouraged to share one
another burden?

DATA ANALYSIS
AND
INTERPRETATION

INTERPRETATION:
Majority of the people chosen Yes i.e. 75%.
25% of the people chosen No.
 5. Do you think Performance appraisal helps people set
and achieve meaningful goals?

DATA ANALYSIS
AND
INTERPRETATION

INTERPRETATION:
Majority of the people chosen Yes i.e. 100%.
0% of the people chosen No.
 6. Do you think Performance appraisal give constructive
criticism in a friendly and positive manner?

DATA ANALYSIS
AND
INTERPRETATION

INTERPRETATION:
Majority of the people chosen Yes i.e. 70%.
30% of the people chosen No.
 7. Do you think that the performance of employees
improves after the process of performance appraisal?

DATA ANALYSIS
AND
INTERPRETATION

INTERPRETATION:
Majority of the people chosen Yes i.e. 100%.
0% of the people chosen No.
 8. Do you think Performance appraisal improves
motivation and Job Satisfaction?

DATA ANALYSIS
AND
INTERPRETATION

INTERPRETATION:
Majority of the people chosen Yes i.e. 90%.
10% of the people chosen No.
 9. Is the Top Level Management partial in Performance
Appraisal

DATA ANALYSIS
AND
INTERPRETATION

INTERPRETATION:
Majority of the people chosen Yes i.e. 90%.
10% of the people chosen No.
 10. Do you think Performance appraisal helps to change
the behavior of employees?

DATA ANALYSIS
AND
INTERPRETATION

INTERPRETATION:
Majority of the people chosen Yes i.e. 85%.
15% of the people chosen No.
 The main objective of this research is to
find the relationship among Performance
appraisal, employee’s performance and
giving attention to the motivation role as
a mediator. The result of the study shows

FINDINGS that there is significant relation between

Performance appraisal and employee’s
performance. And motivation influences
and makes strong the relation of
Performance appraisal and employee’s
performance. By seeing these results we
have analysed both hypotheses.
 After going through the study we may
conclude that an appraisal is the
analysis of the performance of an
individual, which usually includes
assessment of the individual’s current
and past work performance. Broadly
CONCLUSION speaking, there are two main reasons
for the appraisal process.The First is
the control purpose, which means
making decisions about pay,
promotions and careers. The Second is
about identifying the development
needs of individuals.
 1. Armstrong, M (2009) Armstrong's
Handbook of Performance Management
An evidence-based guide to delivering
high performance, Kogan Page Limited,
UK.
2. Bratton. J, & Gold, J. (2003), “Human
REFERENCES resource management: theory and
practice”,. 3rd edition, Macmillan, p.250.
3. Carrel, MR, Elbert, NF Hatfield RD. (1995),
“Human resource management: global
strategies for managing a diverse
workforce”. 5th edition. Englewood Cliff,
Prentice Hall. P.348.
THANK YOU