.

DECLARATION
I hereby declared that this project report titled "A STUDY OF Performance
APPRAISAL SYSTEM "With special reference to"BHARAT SANCHAR NIGAM
LIMITED" submitted by me to the departmentof BUSINESS MANAGEMENT, which is affiliated
to Osmania University, Hyderabad, bonafide work undertaken by me and is not submitted to
any other university or institute for the award of any degree/diploma/certificate or published any
time before......

Date:

Place: Hyderabad

Signature

K.CHANDANA
(2096-20-684-060)
 ACKNOWLEDGEMENT
The presentation of the report in the way required has been made possible by the way
of contribution of various people. The completion of this project titled.STUDY OF
PERFORMANCE APPRAISAL REFERENCE TO “BHARAT SANCHAR NIGAM
LIMITED" brings to express thanks to one and all of those who helped along the way

I would like to express my gratitude to general managerYV.RAJESH GUPTA for giving

her support and guidance throughout this project.

I would also like to express my gratitude to Dr. MOUNIKA REDDY (Ph.D.,

O.U), director of SAANVI DEGREE COLLEGE, for giving her support and
guidance throughout this project.

I express my deep sense of gratitude and sincere thanks to my project guide

Mrs. THAKUR SHIKHA SINGHfor her proficient guidance, invaluable advice and
constant encouragement during the course of this project work.

I am very thankful to the lecturers for their valuable suggestions & scholarly guidance.

I thank all my beloved Friends, Classmates who helped me to complete the work and
lastly those who had been involved directly or indirectly with the successful completion of
this dissertation work.

I express my heartfelt gratitude to all my family members for their constant

encouragement and support for completing my project smoothly.
 ABSTRACT

Appraisal is a continuous process and done anally as a final exercise before completion of
the financial your Appraisal has temas motivational impact on people through meaningful
feedback and powerful tool for recognition. This project explain performance appraisal
system and tries to find out how efficiently Perfiance Appeal is conductal. And if
performance appraisal doesn't meet its objetive then, what are
 CONTENTS

Chapter No. Particulars. Page No.

Introduction

1.1 Introduction
1 1.2 Need of the study
1.3 Scope of the study
1.4 Objectives of the study
1.5 Methods of appraisal
1.6 Research methodology

Review of Literature
2

Profiles
3 3.1 Industry profile
3.2 Company profile

Data analysis & Interpretation

4

Finding,Suggestions, Conclusion
5
 CHAPTER 1:

INTRODUCTION
PERFORMANCE APPRAISAL

A performance appraisal used in the organization is a regular review of employees’

performance to verify their contribution to the company. It is also known as an annual
review or performance evaluation. It evaluates the skills, growth, achievement, or failure of
the employees. The performance appraisal is often used to justify the decisions related to
promotions, pay hikes, bonuses, and termination of the employee .

Performance Appraisal Definition By Eminent Authors

Edwin B. Flippo “Performance appraisal is a systematic, periodic and so far as humanly
possible, an impartial rating of an employee's excellence in matters pertaining to his present
job and to his potentialities for a better job.”
Spriegel “performance appraisal is the process of evaluating the employee’s performance
on the job in terms of requirements of the job.”
NEED OF THE STUDY:

 To create and maintain a satisfactory level of

performance.
 To provide information making decision for
rewardingly of retrenchment etc.
 To guide the job changes with the help to continuous
ranking.
 To contribute to the employee growth and development
through training, self
and management development program.
To create and maintain a satisfactory level of
performance.
 To provide information making decision for
rewardingly of retrenchment etc.
 To guide the job changes with the help to continuous
ranking.
 To contribute to the employee growth and development
through training, self
and management development program.
 To facilitate for testing and validating selection tests,
interview techniques
through compeering there scores with performance
appraisal ranks.
 To facilitate fair and equitable compensation based on
performance.
 To help the superiors to have proper understanding
about there subordinates.

SCOPE OF STUDY:
*Provides performance feedback
*Decides Employees compensation
*Validation of selection process
*Identification Employees training needs
*Motivates Employees
*Helps in promotion and demotion
*Facilities communication
OBJECTIVE OF STUDY:
 A good performance appraisal has following objectives:
 Help employee to Krishak Bharti Coperative Ltd. His weaknesses, and
improve his strengths, and thus enable him to improve his performance and that
of the department.
 Generate adequate feedback and guidelines from the reporting officers to the
employee.
 Contribution to the growth and development of the employee thru helping in
realistic goal setting
 Help identifying employees for the porpoise of motivating, training and
developing them.
 Generate significant relevant, free and valid information about employees
thus good performance appraisal and review system should primarily focus on
employee development
METHODS OF APPRAISAL:

Broadly all the approaches to appraisal ca be classified into

*PAST ORIENTED :

 Rating scales
 Checklist
 Forced choice method
 Forced distribution
 Critical incident method
 Behaviorally anchored’ scales
 Field review method
 Annual confidential report
 Essay method
 Cost accounting approaches
 Comparative evolution approach
 Ranking method
 Paired – comparison

*FUTURE ORIENTED:

 Management by objectives
 Psychological appraisals
 Assessment center

WHAT SHOULD BE RATED

The seven criteria for assessing performance are:
1. Quality : the degree to which the process or result of carrying out an activity
approach perfection
2. Quantity : the amount produce expressed in monetary terms number of units,
or number of completed activity cycles

3. Timeliness: the degree to which an activity or an result produced

4. Cost effectiveness : the degree to which the use of the organizations resources
(e.g. human, monetary, technological, material) is maximized in the séance of
waiting the highest gain
5. Need for supervision : the degree to which a job performer can carry out job
function without supervisory assistance
6. Interpersonal impact : the degree to which performer promotes feeling of
self – esteem, goodwill and cooperation among co- workers and sub-
ordinates.
7. Training: need for training of improving his skills knowledge.
360 DEGREES PERFORMANCE APPRAISAL
Typical appraisers are: supervisors, peers, subordinates employees
themselves users of service and consultants. Performance appraisal by all
these parties is called” 360 DEGREE PERFORMANCE AP

1. Supervisors:
Supervisors include superiors of the employee other superiors having
knowledge about the work of the employee and department head or manager.
General practices is that immediate superiors appraise the performance, hitch
in turn reviewed by the departmental head /manager.
2. Peers:-
Peer appraisal may be reliable if the work group is stable over a reasonably
long period of time and perform tasks that require integration.
3. Subordinates:-
The concept of having superiors rated by
subordinates is being used in most organizations today especially in
developed countries. Such a novel method can be useful in other
organizational settings too provided the relationship between superiors and
subordinates are coordinal.
. Self-Appraisal:-
In individuals understand the objective they are expected to achieve and
the standard by which they are to be evaluated, they are to a great extend in
the best position to appraise their own performance.
5. Users of Service Customers:-
Employee performance in service organization relating to behaviors,
promptness, speed in doing the job and accuracy, can be better judged by the
customers or users of services.
6. Consultants:-
Sometimes consultants may be engaged for appraisal when employees or
employers not trust supervisor and management does not trust the self-
appraisal a peer appraisal or subordinate appraisal.. Self-Appraisal:-
In individuals understand the objective they are expected to achieve and
the standard by which they are to be evaluated, they are to a great extend in
the best position to appraise their own performance.
5. Users of Service Customers:-
Employee performance in service organization relating to behaviors,
promptness, speed in doing the job and accuracy, can be better judged by the
customers or users of services.
6. Consultants:-
Sometimes consultants may be engaged for appraisal when employees or
employers not trust supervisor and management does not trust the self-
appraisal a peer appraisal or subordinate appraisal.
REASEARCH METHODOLOGY
In dealing with any problems it is often found that data at hand are inadequate, and
therefore it becomes necessary to collect data that are appropriate. There are the several
ways of collecting the appropriate data, which defer considerably in context of time and
other resources.Research Methodology
In dealing with any problems it is often found that data at hand are inadequate, and
therefore it becomes necessary to collect data that are appropriate. There are the several
ways of collecting the appropriate data, which defer considerably in context of time and
other resources.

Two types of data can be used for doing the research:

1. Primary research data
The primary data are those which are collected afresh for the first time and thus
happen to be original.
2. Secondary research data
Secondary data are those that are already available.
It refers to data which has already been collected and analyzed and used in our
research.
These two types of research help make analysis and come to conclusion about the
study that is conducted
FOR RESEARCH
1.PRIMARY METHOD:
• Questionnaire method:
The study was conducted completely with data collected and analyzed from at least
80 employees working at various levels in organizations.
• Interview method:
They were interviewed about their work situations, rapport with employers,
autonomy to make decisions in their work areas, their general demeanor in the
organization, and their level of satisfaction in their current jobs.
2.SECONDARY METHOD:
• Data was collected from various articles and research papers on the Topic of work
life balance. Such data has been accessed electronically, through various websites.
• Sample size:
1. The sample size of the survey is 92
2. Samples are collected from employees and employers of the company
3. The age limit of employees was is in between 24-60
4. Working part of the population was considered2.Secondary method:
• Data was collected from various articles and research papers on the Topic of work
life balance. Such data has been accessed electronically, through various websites.
• Sample size:
1. The sample size of the survey is 92
2. Samples are collected from employees and employers of the company
3. The age limit of employees was is in between 24-60
4. Working part of the population was considered.

LIMITATIONS OF STUDY:
Some of the major limitations of performance appraisal are:
1.Bais of appraiser
2.Ambiguity in standards
3.Insuffcient effidence
4.Several qualities remain without appraisal
5.Leniency or strictness tenancy
6.Average rating problem
7.Similarity error
8.Influence of man's job