Sub.

:- Human Resource Management

Q.1 design a performance appraisal form for employees of

manufacturing or service industry.

PERFORMANCE APPRAISAL FORM

EMPLOYEE EVALUATION
NAME _______________________________ DATE ______________________

JOB EVALUATION
TITLE ________________________________ PERIOD
____________________

EVALUATOR: _______________________________________________

1. Productivity

The amount of work an individual does in a work day.

• What is employee’s overall volume of work?
• Is employee’s work level consistent?
• What is relation between employee’s production and the Company’s
expectations?

Above Average: Excellent producer. Consistently

generates high volume of work. Produces more than is
required or expected.

Average: Satisfactory producer. Generates

sufficient volume of work with some degree of
consistency. Meets expectations or requirements.

Below Average: Unsatisfactory producer. Generates

minimal volume of work and/or is inconsistent in level
of production. Produces less than is expected or
required.
Rating: _______________________
Comments:
__________________________________________________________
_____________________________________________
_____________ ______________________________________________
Suggestions:
__________________________________________________________
_____________________________________________
_____________
_____________________________________________

2. Quality of Work

Accuracy, neatness and thoroughness of work effort:

• Does employee take time and care to check work?
• How frequent are mistakes or errors?
• How consistent is the accuracy and thoroughness of work?
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AboveProduces outstanding, neat and accurate work. Work must

Average: seldom be checked by others. Errors are rare and minor.

Average: Average accuracy and neatness for qualified employees.

Occasional errors. Reasonably conscientious about checking
work and preventing errors.

BelowPoor accuracy and neatness. Frequent errors and/or errors of

Average: substantial magnitude. Work must be checked by others.
Employee shows little concern with quality of work.
Rating: _______________________

____________________________________________________
Comments: ______
____________________________________________________
______ ____________________________________________
Suggestions:
____________________________________________________
______
____________________________________________________
______
______________________________________________

3. Knowledge of Job

Demonstrates the knowledge of fundamental methods and procedures of

job.
• How often does employee have to be shown job procedures?
• How does employee handle unexpected problems or breakdowns?
• Does employee retain knowledge of job or require substantial review?

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 AbovePossesses broad and detailed knowledge of all aspects of the job.
Average: Rarely needs to ask for job information.

Average: Adequate knowledge of phases of work. Possesses knowledge

necessary to perform duties. Does not need substantial guidance
or direction.
BelowInsufficient knowledge of job duties. Has difficulty performing
Average: job tasks without substantial guidance and direction.

Rating: ______________________

____________________________________________________
Comments: ______
____________________________________________________
______ ______________________________________________
Suggestions:
____________________________________________________
______
____________________________________________________
______
______________________________________________
4. Teamwork

Ability to work well with co-workers and supervisors.

• What level of friction exists between employee and co-workers and
supervisors.
• How does employee react when others disagree or assert authority?
• Does employee help others?

Above Average: Very good team worker. Gets along

well with most people. Cooperative and quick to offer
help. Handles disagreement with restraint.

Average: Acceptable level of cooperation.

Works willingly with others. Offers help to co-workers.

Below Average: Causes friction among workers.

Responds negatively to disagreement or authority.
Refuses to cooperate with or aid co-workers.

Rating: _________________________
Comments:
__________________________________________________________
__________________________________________________________
____________________________________________
__ Suggestions:
__________________________________________________________
______________________________________________
____________
______________________________________________

5. Independence

Ability to work independently, be resourceful and display initiative.

• Does employee perform functions not specifically given by superiors?
• Can employee be trusted to work without supervision?
• Is employee interested in acquiring new skills and knowledge?

Above Average: Superior initiative and follow

through. Does not require supervision and undertakes

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 tasks on own. Actively seeks to acquire new skills and
knowledge.

Average: Satisfactory initiative and follow

through. Usually does not require supervision or have to
be told to perform job functions. Reasonably willing to
learn new tasks.

Below Average: Requires substantial supervision and

direction to perform job tasks. Not interested in learning
or performing any tasks but those required.

Rating: _______________________
Comments:
______________________________________________
____________
______________________________________________
____________
____________________________________________
_ Suggestions:
______________________________________________
____________
______________________________________________
____________
______________________________________________

6. Records and Reports

Ability to produce and maintain written job reports and records.

• Are written records/reports kept accurately and neatly?
• Does employee complete written records/reports promptly and without
direction?

Above Average: Outstanding management of written

records/reports. Completes records/reports accurately
and on time. requires little or no supervision.

Average: Completes records/reports with

satisfactory accuracy. Written records/reports are usually
completed on time.

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 Below Average: Records/reports completed in sloppy
fashion. Completes written records/reports in an
untimely manner. Requires supervision to complete
written tasks.

Rating: _______________________
Comments:
______________________________________________
____________
______________________________________________
____________
_____________________________________________
Suggestions
______________________________________________
____________
______________________________________________
____________
______________________________________________

7. Customer/Guest Service

Ability to deal with guests/customers in polite and helpful manner.

• Does employee pay attention to guest/customer concerns and seek positive
resolution?
• Does employee display common courtesy and positive attitude to
guests/customers?

AboveTreats guests with outstanding level of concern and helpfulness.

Average: Follows through on solving customer problems. Consistently
courteous and helpful to guests/customers.

Average: Satisfactory skills in dealing with guests. Follows through on

guest problems to a satisfactory degree. Usually courteous and
helpful to guests.

BelowUnsatisfactory treatment of guests. Displays rude and unhelpful

Average: behavior to guests. Unconcerned with solving guest problems.

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 Rating: _______________________

____________________________________________________
Comments ______
____________________________________________________
______
Suggestions:
______________________________________________

____________________________________________________
______
____________________________________________________
______
______________________________________________

8. Safety

Ability to comply with precautions for safety of self and others.

• Is employee knowledgeable of safety policies and procedures?
• Does employee comply with established safety procedures?

AboveCompletely knowledgeable of all existing safety policies and

Average: procedures. Highly concerned with safety of self and others.
Takes all precautions and strictly complies with all safety
procedures.
Average: Satisfactory level of safety knowledge. Usually concerned with
safety of self and others. Takes reasonable precautions and
usually complies with all safety procedures.

Below Unsatisfactory level of knowledge of safety of policies and

Average: procedures. Fails to take precautions and causes accidents or
mishaps. Fails to follow safety procedures.

Rating: _______________________

_____________________________________________________
Comment _____
_____________________________________________________
_____
Suggestions:
______________________________________________

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 __________________________________________________________
______________________________________________
______
9. Attendance

Regularity of attendance and absence for legitimate reasons.

• How regular is employee’s attendance?
• When absent, does employee do everything possible to minimize disruption?
• Does employee provide satisfactory reasons for absences?

Above Average: Rarely absent and follows established

absenteeism procedures. Takes extraordinary steps to
minimize disruption and allow replacements to perform
tasks. Absent only for legitimate reasons and provides
notice when possible.

Average: Satisfactory attendance level. Usually

follows established absenteeism procedures. Takes
satisfactory steps to minimize disruption. Rarely absent
for non-legitimate reasons and usually provides notice
when possible.

Below Average: Frequently absent. Fails to adhere to

absenteeism policies and procedures. Causes disruption
by failure to take steps to allow replacements to perform
tasks. Absent for non-legitimate reasons and fails to
provide notice when reasonable.

Rating: _______________________
Comments:
______________________________________________
____________
______________________________________________
____________
____________________________________________
__ Suggestions:
______________________________________________
____________

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 ______________________________________________
____________
______________________________________________

10. Leadership and Supervision (Management Only)

Ability to plan, organize and supervise so that jobs are completed.

• Does manager delegate authority when reasonable?
• Does manager maintain effective working relationships with employees?
• Does manager plan and organize sufficiently to avoid crisis?

Above Average: Superior level of planning and

organization. Delegates and assigns all delegable tasks.
Achieves outstanding results and maintains superior
working relationship with employees. Rarely
experiences crisis.

Average: Satisfactory planning and

organization. Usually delegates and assigns tasks.
Maintains effective working relationship with employees.
Usually avoids crisis.

Below Average: Poor planning and organization. Fails to delegate tasks to

subordinates.
Fails to maintain satisfactory working relationships with
employees. Frequently experiences crisis.
Overall Rating: _______________________

Comments:
__________________________________________________________
______________________________________________
____________
______________________________________________

Suggestions:
__________________________________________________________
______________________________________________
____________
_____________________________________________

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Additional Employer Comments:

Primary Areas of Future Focus

____________________________________________________
_________________________________________
___________
________________________________________

Employee Comments:
_________________________________________________________________
___________________________________________________
______________ ________________________________

Employee signature does not necessarily mean the employee agrees with the
above ratings and comments. It does signify review of the evaluation contents
and the opportunity to discuss questions with the evaluator.

__________________________________________
_____________________
Employee Signature
Date

[Original of this Form must be filed in official personnel file for employee]

Q. 2 Design a training module for 25 sales representatives for improving

their communication skills, negotiation skills, convincing skills.

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Sessions Time Topics Activity
Introduction 9-10  Pre-Test Each 25 members will
AM  Ice breaking be allotted with
session specific amount if
 Team building time to introduce
game themselves.
Game – the game
include following
activities.
1. No smiling
2. The barter
puzzle.
Communicatio 10-  Verbal Team members have
n Skills 11.30 communication to talk verbally and
AM  Listening Skills non-verbally and also
 Non-verbal have to listen to an
communication positive topic and
discus their opinion
on it.
Negotiation 11.30-1  Preparing for the Role play-situation
Skills PM sales call team member will
 Dealing with have to play an act or
different kinds for pretend to be
customer customer and
employee and have to
play role
Lunch Break 1-2
Convincing 2-3.30  Convincing skills Role play-situation
Skills PM development Game
 Understanding Team members must
sales terminology be able to convince
 Post-test the customer to make
him product team
members will be
taught how the sales
terminology works
and they have to also
for test

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Closing 3.30-4  Question and Question and answer
PM answer round
 Summary and Team members are
feedback allowed to ask
question regarding
their doubts
Summary of training
program
Feedback of training
program

Q.3 Design a payslip for Executive level employees of Hospitality

industry.

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