ZAIBA FIRDOUS - Project

A STUDY ON ROLE OF 360 DEGREE PERFORMANCE APPRAISAL IN SUCESSION PLANNING AT MSIL
A STUDY ON ROLE OF 360 DEGREE

PERFORMANCE APPRAISAL AT MSIL (MYSORE
SALES INTERNATIONAL LIMITED)
Submitted in partial fulfilment of the requirements for the award of the

degree in
Master of Business Administration
at
BENGALURU CITY UNIVERSITY
By
Ms. Zaiba Firdous
Reg No. P18KV21M0009
Under the guidance of
MS. AZRA KAUSAR

Assistant Professor
MQI COLLEGE OF MANAGEMENT

BENGALURU CITY UNIVERSITY
2022-2023
MQI COLLEGE OF MANAGEMENT 1|Page

DECLARATION BY THE STUDENT
I hereby declare that “A STUDY ON ROLE OF 360 DEGREE PERFORMANCE

APPRAISAL IN SUCESSION PLANNING AT MSIL (MYSORE SALES
INTERNATIONAL LIMITED) BENGALURU KARNATAKA, INDIA” is the result of
the project work carried out by me under the guidance of MS. AZRA KAUSAR in partial
fulfilment for the award of Master’s Degree in Business Administration by Bengaluru
City University.
I also declare that this project is the outcome of my own efforts and that it has not been
submitted to any other university or Institute for the award of any other degree or Diploma or
Certificate.
Place: Bengaluru Name: ZAIBA FIRDOUS

Date: Register no: P18KV21M0009
ACKNOWLEDGEMENT
I thank Almighty for the blessings to enable me to complete this project successfully.
I express my gratitude to the Director, MQI College of Management, Dr. V. Prabhu Dev for
the support and guidance to complete this project successfully.
I express my gratitude to my Faculty Guide, MS AZRA KAUSAR for the unconditional

support and guidance in pursuing this project successfully.

My gratitude to my teachers, parents and friends who had helped to complete this project is
expressed with due weightage.
Place: Bengaluru Student: ZAIBA FIRDOUS
Date:
CERTIFICATE OF ORIGINALITY
Date:
This is to certify that the dissertation titled “A STUDY ON ROLE OF 360 DEGREE
PERFORMANCE APPRAISAL IN SUCESSION PLANNING AT MSIL
(MYSORE SALES INTERNATIONAL LIMITED)
BANGALORE, KARNATAKA, INDIA” is original work of MS. ZAIBA FIRDOUS
bearing University Register Number P18KV21M0009 and is being submitted in partial
fulfillment for the award of the Master’s Degree in Business Administration of Bengaluru
City University. The report has not been submitted earlier either to this University /
Institution for the fulfillment of the requirement of a course of study. MS ZAIBA FIRDOUS
is guided by MS. AZRA KAUSAR who is the faculty guide as per the regulations of
Bengaluru City University. Total percentage of Plagiarism is 15%.

Signature of Director
Date:
TABLE OF CONTENTS
PARTICULARS
CHAPTE
R
INTRODUCTION
• Importance of the topic
1 • Theoretical background of the study
• Industry profile
2 REVIEW OF LITERATURE AND RESEARCH DESIGN

• Review of Literature and Gaps
• Statement of the Problem
• Need and Scope of the Study
• Objectives of the Study
• Sampling

• Tools for Data Collection

• Data Analysis
• Limitations of the Study

3 PROFILE OF THE SELECTED ORGANIZATION AND

RESPONDENTS

4 DATA ANALYSIS AND INTERPRETATION
5 FINDINGS, CONCLUSIONS AND SUGGESTIONS

• Summary of the findings
• Conclusion
• Suggestions to the organization

BIBLIOGRAPHY
• ANNEXURES
• PLAGIARISM REPORT

CHAPTER-1
INTRODUCTION
INTRODUCTION
Performance appraisals is an essential tool available to the management to evaluate the

performance of the staff in a financial year. The other term for performance appraisal is also
called as merit rating or employee appraisal. Merit rating is to evaluate the performance of
employee. Appraisal helps in developing accountability among individuals which would in
turn improve organizational efficiency. Performance appraisals are generally conducted in
the organization for all staff in the organization. Performance appraisal also enables training
needs analysis and planning. It also helps in reviewing each individual performance and plan
for future development. Performance appraisal is very important for individual motivation,
attitude, behavior, communication and positive relationship between management and
employee.

Various rating technique are used to compare employees in a group in terms of jobs.
Performance appraisal measures rating of what the person is and performance appraisal
measures what the person does. The main focus and aim of the performance appraisal is to
monitor and measure the actual `performance as the future potential of the employees, and
also to evaluate the quality and quantity performance of the employee it also helps to know
the strength.
MEANING OF PERFORMANCE APPRAISAL
Performance appraisal is a process to review employee’s performance and overall

contribution to a company. Performance appraisal evaluate employee’s skills, achievements,
and growth.
DEFINITION OF PERFORMANCE APPRAISAL
It is process of creating work environment in which employees are enable to perform their
best of abilities. It is monitor the performance of the employees and giving them feedback
which will to improve their performance.
IMPORTANCES OF PERFORMANCE APPRAISAL

 Performance appraisal helps the supervisor to evaluate and monitor the performance of
the employees systematically, it also helps in put the employees on the jobs which they
are best suited.
 The result of the performances appraisal will the supervisor to train and guide the
employees in efficient performance of their jobs.
 Performance appraisal are also used for transfer and promotion of employees, if the
performance of the employees is better than other, the employees can be recommended
for promotion, if the employees are not doing well then he may be transferred for the job
employees are best suited.
 Appraisal can also be used for training and development needs of the employees. With
the help of performance appraisal, we can analyse the employee’s weakness and can
remove it through training program.
 Performance appraisal facilitates human resources planning, career planning and
succession planning.
PROCESS OF PERFORMANCE APPRAISAL
1.Establishing standard: The employees will have to be rated against the standard set for
their performance base on the performance of the employees is good, average and bad. The
employee standard may be quality and quantity of evaluating the employee performance.
These standards will help in evaluating performance.
2.Communicating standard to employees: The standard set for the performance should be
communicated with the employees as they should know what the organisation is expected
from them, if the employees does not have the knowledge of the standard the employees will
keep guessing, and also they can improve and focus on the which they are lacking behind.
3.Measuring actual performance: Measuring actual performance Is to measure the

employee’s performance through observation, statistical report, oral report, written report.
With the help of measuring the performance we can monitor the employee performance and
can help the employee to improve their performance.
4.Comparing actual with standard: The actual performance is being compared with the
standard set earlier for finding out the performance of the employees. The employee’s
performance is being evaluated and judge by his potential and growth.
5.Discussing reports with employees: The discussion of the report of the employees are
done with concerned employees, the weak points, good point, and difficulties are indicating
to help and improve the employee’s performance.
6.Taking corrective action: This is the last process of performance appraisal corrective

action may be in the form of counsel, warning, assignment and coaching. The action is very
useful in improving the future performance of the employees.
METHODS OF PERFORMANCE APPRAISAL
Traditional method
Traditional approach can also be called as trait approach. It is to evaluate the trait in person
that is the personal characteristics such as ability to get along with people, competence,
judgement, initiative and leadership they also added work related characteristic like
assignment, strategic planning and cost reduction.
1. Confidential report:
The performance appraisal is done through annual confidential report. The
confidential report related to employee’s performance, ability and character during the
year. The confidential report is done in written for one year for performance, ability
and character of employees.
2. Graphic scale report:
This is one of the simplest way of appraising performance. It is to analyse the rate of
employee’s performance by checking the score and performance of the employees.
The supervisor rates each subordinates by checking the score and progress of the
employee.
3. Straight ranking report:
This is the process where the employees are not being judge for their performance, it
is to prepare for ranking the employees on their performance on the job so that an
excellent employee is on top and the poor is at the bottom. The list is prepared for
ranking the employee’s performance.
4. Paired comparison method:
It is the process where ton employee performance is compared with the other
employee performance through rating or rank. With the help number ranking we can
rank orders of the employees.
5. Grading system method:
This is the process of grading employee performance their knowledge, skill and
ability. Grading may help the employees to improve their performance. The
employees are being graded according to their performance.

6. Forced distribution method:

They rate the employees as good, average and bad. They do not evaluate the
employee’s performance properly. All employees are divided into 5 categories
outstanding, above average, average, below average and poor.
7. Check list method:

Check list is to describe the characteristics and performance of the employees on job
and also to check the behaviour of the employees whether positive or negative to each
statement.
8. Critical thinking method:
It is the process to measure the performance of the employees in terms of critical
events or work. The performance of the employees during the critical incidents
determine his failure or success.
9. Free easy method:
The supervisor writes the report of the employee’s performance, the supervisor
watches the subordinate and writes the report. While preparing an essay the rate of the
employees is consider with employee’s knowledge, skill, attitude, behaviour,
employees understanding towards policies, objectives and developing the future
needs.
10. Group appraisal:
The employees are rated by group appraisal two or more person have same knowledge
of their performance. The supervisor explains the duties to their subordinate. The
group then discuss the performance of the job and improvement of the employee’s
performance and suggest for future improvement.
Modern Method
1. Assessment Center:
The assessment center was being used for executive hiring but not it is used for
evaluating executive and employee’s performance and training them.
2. Human resource accounting:
It is the process of identifying the data about the employees and communicating it
with other parties.
3. Behavior anchored rating scale:
MQI COLLEGE OF MANAGEMENT 10 | P a g e

It is process of graphical rating of the employee’s performance whether good or bad

performance.
4. Management by objectives:
It is the process where the managers set up a specific goal with each employees and
also discuss their performance.
5. 360-degree appraisal:
In 360-degree appraisal is to understand the performance of the employees or group
how well they are participating and take initiative in work given to them.
6. Computerised and web-based performance appraisal:

There is many performance appraisal software available in the market, these program
enable the manager to keep notes on subordinates during the year and then to
electronically rate their performance trait.
PROS AND CONS OF PERFORMANCE APPRAISAL
PROS
It helps in moving the employees
It helps in building skill in improving their skills and improving their performance
It helps in building team work
It helps to analyse better performance of the employees
CONS
It is very expensive
Negative feedback
It is important to confidential data
Employees with poor performance need proper training to fill the gaps
SUCCESSION PLANNING

Succession planning is to make sure the provision of the right managerial personnel at
the right time within the right place for pursuing with organisational power. Every
organisation make a succession planning in totally different time frame. Succession
planning is a sources where the organisation ensure that the staff are recruited in a
suitable place within the firm, with the help of succession planning organisation
recruit the superior staff develop their talent, abilities for development of themselves
for the better of the organisation. Most of the organisation plan for succession
planning which matches their budget and business plan.
It is the process of identifying the critical role of an organisation and assesses to the
suitable candidates. Succession planning is done to increase the potential of the
candidates their talents appropriate skills, knowledge and also experience to train
them for handling future responsibilities. The purpose of succession planning is to
make the right strategy and plan for the company to always have a right leader in the
place that change has happen quickly. Every company will have a succession
planning failing to plan and create succession plan the company will not get a second
chance if it doesn’t adapt immediately after a player leaves the company.

MEANING OF SUCCESSION PLANNING

Succession plan is a process of identifying the candidates who are suitable for the
position and who can take over the position of the current employees after he is been
promoted transfer or retired.
DEFINATION OF SUCESSION PLANNING
It is the process of strategy and planning of current positon of leadership and identify the best
and suitable leadership who have skills, knowledge and experience of that role.
OBJECTIVES OF SUCCESSION PLANNING
 Identifying the potential employees who have good talent, skill and take
responsibilities of the work assign
 Providing those employees who have the experience of critical development to solve
the problem.
 Engaging those leaders who have high potential leadership.

Chapter -2
REVIEW OF LITERATURE AND RESEARCH DESIGN

REVIEW OF LITERATURE
Literature survey is the review of published and unpublished work form the secondary
sources in the area of interest to researcher. The purpose of conducting literature survey at
this stages.
 To document the studies relevant to problems, identify the research

 To ensure that no variable that has been taken up in the past related studied is ignored
 To understand the research gap
 To clear conceptualization
 To familiarize with methodology, research tools and statistical.
OBJECTIVES OF REVIEW OF LITERATURE
• To provide a good framework and solve foundation to proceed further in the
investigation
• To enable to develop the problems statement in a precise and clear manner
• To document the studies relevant to the problems identified for research
• To understand the research gaps
• To stimulate the research to carry out the work
• To trace inconsistences, contradictions and consistencies.
STEPS IN REVIEW OF LITERATURE
1. IDENTIFYING THE SOURCES:

The data can be obtaining from the library by going through books, journals,
newspaper, magazines, conference, proceedings, doctoral disserting, thesis,
government publication and other reports.
2. GATHERING RELEVANT INFORMATION:

The articles gathered either from books, journals or online sources could as such act
as a reservoir of information. These sources could lead to further information through
the citation and reference used.
3. PRESENTING THE REVIEW OF LITERATURE:
The literatures should be presented in a clear and logical manner citing the authors,
gear of study, objectives of the research, major findings and implications.

Review of literature
When we talk about the performance appraisal employees appreciate 360-degree

performance appraisal as it helps in understanding the strength and weakness, improving
communication skill, helps in building team work by understanding and coordinating with
each other. It also helps in ranking the employee’s performance so that employees can
improve their performance.
REFERENCE
Nystrom, David C. (2001), “360-Degree Fedback – A Powerful Tool for Leadership

Development and Performance Appraisal”
RESEARCH
Research is the study of a problem and finding solution to problem and also create or
discover new knowledge. It also helps to analyse and get deeper information about the
specific problem.
IMPORTANCES OF RESEARCH
The purpose of research is to find solution to problems through the application of
scientific procedures.
To gain familiarity with the phenomenon or to achieve new insights
To extent knowledge of human being’s social life and environment
To promote better decision making
To identify the problem areas and form the basis for innovation
To determine the association or independence of an activity
To determine the characteristic of an individual or group of activity frequency of its
occurrence
To test causal relationship between variables
To develop new tools, concepts and theories for studying unknown phenomenal
To aid forecasting, planning and decision in an organisation

RESEARCH METHODOLOGY
Research methodology is the specific procedures or techniques used to identify, select
process and analyse information about the topic. It helps to investigate a specific
problem which needs a solution in an organised way. It facilitates decision making
about strategies and the tactics used to achieve an organisational strategic goals. it
ensures to take a corrective action for the progress towards the organisational goals
and helps to achieve it. Research methodology serves as the planning, organising,
directing, staffing, controlling and support function to focus on delivering values.
DATA COLLECTION METHODS
1. PRIMARY DATA:
Primary data is a data which is collected by a research for the first time it is an
original data source, and for the specific research purpose or project purpose. Data can
be collected in number of ways using methods like survey, interview or experiments.
It is collected directly form primary sources
2. SECONADRY DATA:
Secondary data refers to data that was collected by someone other than the user
common source of secondary data for social science includes censuses, information
collected by the government department, organizational records and data that was
originally collected for other purpose. The main source of the information is collected
form articles, newspaper, research books.
ADVANTAGES OF SECONADARY DATA

Secondary data is economical
It prevents less time and reliable
It helps in quick decision making
It is useful for the current problems arise which is limited
RESEARCH DESIGN
INTRODUCTION

A research design is a master plan specifying the methods and procedures for collecting and
analysing the data. Research design is a blue print of action. A research design is the
arrangement of conditions for collection and analysis of data in a manner that aims to
combine relevance to the research purpose with economy in procedure.
MEANING OF RESEARCH DESIGN
The research design is an plan of action indicating the specific steps that are necessary to
provide answers to those question, that help the hypothesis, and there by achieve the research
purpose that help choose among the decision alternative to solve the management problem or
capitalize on the market opportunity.
DEFINATION OF RESEARCH DESIGN
Research design in the plan, structure and strategy of investigation conceived so as to obtain
answer to research questions and to control variance.
FEATURES OF RESEARCH DESIGN
1. OBJECTIVITY:
It refers to the findings related to the methods of data collection and scoring of the
responses. The research design should permit the measuring instrument which is fairly
objective in which every observer or judge scoring the performance must precisely
give the same report.
2. RELIABILITY:
Reliability refers to consistency throughout a series of measurement. If a respondent
gives out a response to a particular item, he is expected to give the same response to
that items even if he is asked repeated
3. VALIDITY:
Any measure device or instrument is said to be when it measures what it is expected
to measure.
4. GENERLIZABILITY:

It means how best the collected form the samples can be utilized for drawing certain
generalization applicable to a large group form which sample is drawn.
TYPES OF RESEARCH
1. EXPLORATORY RESEARCH DESIGN:

Exploratory research is conduct when the research does not know how and why
certain phenomenon occurs.it helps in identifying the problems, defining the problem
more precisely, identifying relevant course of action, gathering information on the
problem association with doing conclusive research.
2. CONCLUSIVE RESEARCH DESIGN:

Conclusive research design is typically more formal and structured than exploratory
research. It is based on large representative samples and the market information
obtained is subjected to quantitative analyse.
3. EXPERIMENTAL RESEARCH DESIGN:

Experimental research studies generally require testing to hypothesis for casual
relationship among the variables The basic principles are -:
a. Principle of replication: under this principle emphasis is on the doing

some experimental more than once.
b. Principle of random action: The principle of randomization research

protection
PROCESS OF
STATEMENT OF THE PROBLEM
In this study it can have a negative impact on the company morale. Everyone worries about
the retirement, lack of update and lack of strategies. The key problem of this study is to
identify the key creation and sufficient skills and also to see which candidates is suitable for
the position and also ensuring the next has inherited the position of sufficient power to
remark the organization.

NEEDS AND SCOPE OF STUDY:
 The main purpose of this study by observation, analysis that the organisation
function, work culture, policies and implemented for the employees which
might be very difficult for the employees.
 Performance appraisal helps to build better understanding of the employee
performance which would create sense of competition within the employees.
 Performance appraisal is an integral aspect of every organisation. Employee
grade or rank is revised based on their performance appraisal. Appraisal
provides growth opportunities to the employees.
 Performance appraisal monitors and provides information about employee’s
progress and new certifications based on which the employees are shortlisted
for succession to new roles.
 Succession planning helps an organisation be better prepared for adverse
situations.
 Succession planning enables retention of talent in the oraganisation
OBJECTIVES OF STUDY
 To analyse the process of 360-degree performance appraisal
 To understand talent identification and succession planning process
 To identify the parameter of 360- degree performance appraisal  To find the
benefit of succession planning
SAMPLING
Sampling is an important concept which is practiced is every activity. Sampling involves

selecting a relatively small number of elements from a large defined group of elements and
expecting that the information gathering from the small group will allow judgements to be
made about the large group.

CHAPTER-3
PROFILE OF THE SELECTED ORGANISATION AND RESPONDENTS
Founded: 1983
Revenue: 530 crores USD (2020)
President: Chris Caldwell
Headquarters: Fremont, California, United States

Design, build, and run the future of

CX.
That moment? It’s an opportunity. When a customer asks a question, sends a chat, or makes a
purchase, you want to show your brand at its best—smoothly get the customer what they need,
and give them a reason to come back again and again. At MSIL (MYSORE SALES
INTERNATIONAL LIMITED), having strategic thinkers who design brand-defining
experiences. The tech geeks who build smarter solutions. And the operational experts who run it
all and make it work seamlessly. It all starts with an expert design.
Our strategy consultants come at your business goals with fresh perspectives and a knack for
reimagination. How one can transform the experiences people have with your brand? What could
that new journey look like? We will deepen your understanding of the market and the voice of
your customer, find ways to drive revenue and loyalty, and make it all work smarter and faster.
That’s a lot of strategic thinking—and it leads to experiences that’ll deliver on your brand
promise.
Next, make it real: build those experiences.

With the most complete toolkit in the industry, we have what you need to stand out: the right mix
of technology, expertise, and passionate professionals. When you combine that with our ability to
modernize, integrate, and automate your CX operations from front to back—you benefit from
rock-solid infrastructure, and we become your go-to partner for everything CX.
And keep it all going run customer experience as an extension of brand. That means every single
day, we’re chatting with customers, answering their questions through automated channels, and
engaging them with digital marketing. We oversee all those applications in the cloud, too—it’s
your entire CX operation, managed by us. All the while, you’re getting the data and insights you
need to continually improve your experience, seize opportunities for your business to grow, and
set a new standard for exceptional in your industry.
SERVICES
At MSIL (MYSORE SALES INTERNATIONAL LIMITED), we help you look at your CX
challenges differently, to create innovative solutions that deliver exceptional experiences and
drive better performance.
CX Strategy
CX Transformation, CX Model Design, Customer Research, Voice of the Customer

Experience Design
Journey Design, Service Design, Touchpoint Design, Human-Centered Design, Product

Realization
Digital Engineering

Omnichannel Engineering, Immersive Experience, API & Integration Services, Edge Computing,
Custom Development
Experience Platforms
Strategy & Programs, Technology & Innovation, Project Services, Manage & Optimization
Automation & Operations
Intelligent Operations, Robotic Process Automation, Test Automation, Intelligent Automation,

Cybersecurity, Experience Assurance
Enterprise Modernization
Cloud Engineering, Intelligent Automation, API Management & Security, Conversational AI,
Contact Center Modernization
Data & Analytics
Intelligence Strategy, Data Engineering, Advanced Analytics, Business Insights, Marketing

Analytics, Customer Analytics, Operational Analytics, Compliance & Risk Analytics
CX Management
Marketing Solutions, Revenue Growth Services, Customer Care, Technical Support, Collections
Content Trust & Safety
Protected Experiences, Uncompromised Wellness, Global Operations, Focused Innovation
INDUSTRY EXPERTISE.
Startup or market leader. Tech titan or service superstar. Whatever your business,
wherever you operate, the chances are MSIL (MYSORE SALES
INTERNATIONAL LIMITED) has been there and done that. If good enough is
never good enough for you, MSIL (MYSORE SALES INTERNATIONAL
LIMITED) is the partner you need to reimagine your CX future.
Automotive
Banking & Financial Services
Consumer Electronics
Energy & Public Sector
Healthcare Services
Insurance

Media & Communications
New Economy & Startups
Retail & eCommerce
Technology
Travel, Transportation & Tourism/
Strategic Priorities
As a global business that touches countless lives each day, we have a real
responsibility to look out for our people and the health of our planet. It’s a
responsibility we take seriously. To have the greatest impact, we listen to, learn
from, and collaborate with many different stakeholders—our staff, clients, board of
directors, investors, and suppliers—and use our collective power of One MSIL
(MYSORE SALES INTERNATIONAL LIMITED) as a force for good. Our
sustainability actions are focused around three strategic priorities that guide our
global efforts and translate to progress against our 2025 goals:
BUSINESS IS BORDERLESS
Deliver best brand experience anywhere your customers are, in the language they
prefer.
100+
FORTUNE GLOBAL 500 CLIENTS
70+
LANGUAGES
40+
COUNTRIES
6
CONTINENTS

PROMISE
Pledge to challenge conventions, create experiences beyond expectation, and deliver outcomes
unimagined, for our clients, their customers and staff. This promise is driven by four key ideas that help
us back our words with action, and promote actual positive change for our people and planet.
DOING RIGHT DNA
It’s pretty simple: we believe in doing the right thing. For our staff, our clients and their
customers, our communities, and the planet. Every time.
MSIL (MYSORE SALES INTERNATIONAL LIMITED) is a place of belonging and

responsibility. We’re committed to cultivating diverse perspectives, running our global
business sustainably, and uplifting our communities however we can.
CX OBSESSED
How can we solve CX challenges in new and better ways? Or anticipate and solve that problem before you ever
bring it to us? These are the kinds of questions that keep us up at night. Yes, we’re a little obsessed—but it’s
how we help you stay ahead. With customer expectations and technology evolving rapidly, you need a partner
who’s already thinking about what’s next. (Sign us up!)
TECHNOLOGY FOR GOOD
No people-vs.-robots battle here. We believe the best experiences use technology to empower humans to do what they do
best. With this approach, our people are free to follow their passions, focusing on quality, efficiency, and helping others—
without wasting time on things that can be automated.

ONE SOLUTION
Why patchwork a bunch of solutions when you could have one? We support your customer journey at every touchpoint,
meeting all your needs with a just-right blend of people and technology.
CHAPTER-4
DATA ANALYSIS
AND

INTERPRETATION
DATA ANALYSIS AND INTERPRETATION
The study is being analyzed by both primary sources of data as well as secondary sources of
data, as in primary data, questionnaire was provided for the respondents to fill. Whereas, in
secondary sources of data it was analyzed by web articles, journals and books.
The questionnaire provided to the respondents was prepared considering all the objectives of
the study as every objective had a set of questions to be answered to fulfil that objectives.
As respondent gave their opinions to the questions that were provided to them through a
survey form, so the data collected through questionnaire from respondents is been analysed
and represented in this study.

1. Education level of the respondents
Particular No of respondent Percentage

Senior secondary/Puc 0 0
Graduation 10 20
Post-graduation 40 80
Post-graduation diploma 0 0
Total 50 100%
Data analysis:
From the above table it can be analyzed that 20% of respondent are Graduated and
40% of respondent are Post graduated.
No of respondent
0%
20%
80%
Senior secondary/Puc Graduation Post-graduation Post-graduation diploma
Interpretation:
From the above chart it can be interpreted that most of the respondents have
completed their post-graduate and the other respondents are graduated.

2. Experience of the respondents

0-2 years 15 30
2-5 years 5 10
5-7 years 10 20
7 years and above 20 40
Total 50 100
Data analysis:
From the above table it can be analysed that 30% of respondent have 0-2 years of experience,
10% of the respondent have 2-5 years of experience, 20% of the respondent have 5-7 years of
experience and 40% of respondent have 7 years and above respondent
No of respondent
25
20
15
10
0
0-2 years 2-5 years 5-7 years 7 years and above
Interpretation:
Form the above table it can be interpreted that most (40%) of the respondent have 7 years of
experience, (20%) of respondent have 5-7 years of experience, 10% of respondent have 2-5
years of respondent and (30%) of respondent have 0-2 years of experience

3. Number of appraisals completed.

1 16 32
2 19 38
3 10 20
4 5 10
Total 50 100%
Data analysis:
Form the above table it can be analysed that 32% of respondent have completed 1 appraisal,
38% of the respondent have completed 2 appraisals, 20% of the respondent have completed 3
appraisals and 10% of the respondent have completed 4 of appraisal.
No of respondent
4
10%
1
3 32%
20%
2
38%
1 2 3 4
Interpretation:
Form the above table it can be interpreted that most of the respondent (38%) have completed
2 appraisals, (32%) of respondent have completed 1 appraisal, (20%) of respondent have
completed 3 appraisals and (10%) of the respondent have completed 4 appraisals.

4. What type of performance appraisal followed in the organization?

360 degree performance 30 60
appraisal
Self-appraisal 5 10
Peer review 6 12
Manger appraisal 9 18
Total 50 100
Data Analysis:
From the above table it can be analyse that (60%) of respondent 360-degree performance is
followed, (10%) of self-appraisal, (12%) of peer review and 18% of manager appraisal.
No of respondent
MANGER APPRAISAL 9
PEER REVIEW 6
SELF-APPRAISAL 5
360 DEGREE PERFORMANCE APPRAISAL 30
0 5 10 15 20 25 30 35
Interpretation:
From the above table it can interpreted that most of the respondent (60%) of follow
360degree performance, (10%) of self-appraisal, (12%) of peer review and (18%) of manager
appraisal.

5. What are the reasons for turnover of managers with scare skills at MSIL
(MYSORE SALES INTERNATIONAL LIMITED)?
Best salary 15 30
Better opportunities for 17 34
development
Poor interpersonal relations 10 20

Retirement 8 16
Total 50 100
Data Analysis:
Form the above table it can be analyse that (30%) of respondent for Best salary, (34%)
respondent for Better opportunities for development, (20%) respondent for Poor
interpersonal relations and (16%) Retirement.
Better opportunities
No of respondent
for development
34%
Retirement
Other 16%
20
Poor interpersonal
relations…
Best salary
30%
Best salary Better opportunities for development
Poor interpersonal relations Retirement
Interpretation:
From the above table it can interpreted that most of the respondent (34%) for Better
opportunities for development, (30%) of respondent for Best salary, (20%) of the respondent
for Poor interpersonal relations and (16%) respondent for retirement.

6. What do you think should be the main purpose of succession planning?

To develop the employees 30 60
To achieve Strategic goal 5 10
To retain the organization 6 12

To easily identify 9 18
replacement to fill key
position
Total 50 100
Data Analysis:
Form the above table it can be analyse that (60%) of respondent to develop the employees,
(10%) of respondent to achieve Strategic goal, (12%) of respondent to retain the organization
18% of respondent to easily identify replacement to fill key position.
Interpretation:
From the above table it can interpreted that most of the respondent (60%) to develop the
employees, (10%) of respondent to achieve Strategic goal, (12%) of respondent to retain the
organization and (18%) of respondent to easily identify replacement to fill key position.

7. How do you think the development period for potential successor should be?
Less than 1 year 5 10
1-2 years 10 20
2-3 years 15 30
3 years and above 20 40
Total 50 100
Data Analysis:
Form the above table it can be analyse that (10%) of respondent Less than 1 year, (20%) of
respondent 1-2 years, (30%) of respondent 2-3 years (40%) of respondent 3 years and above.
No of respondent
10%
Less than 1 year
40% 20% 1-2 years
2-3 years
3 years and above
30%
Interpretation:
From the above table it can interpreted that most of the respondent (40%) 3 years and above,
(30%) of respondent to 2-3 years, (20%) of respondent 1-2 years and (10%) of respondent
less than 1 year.

CHAPTER-5
SUMMARY OF FINDINGS, CONCLUSION, SUGGESTION TO THE

ORGANIZATION

A STUDY ON ROLE OF 360 DEGREE PERFORMANCE APPRAISAL IN SUCESSION PLANNING AT MSIL BENGALURU
KARNATAKA, INDIA
 In this study it is found that most of the respondent education level is post-
graduation in the organization (80%) compared to other education level
Graduation (20%), Senior secondary Puc and post-graduation diploma
 In this study it is found that most of the respondent in MSIL (MYSORE
SALES INTERNATIONAL LIMITED) organization have 7 years and
above experience (40%), 0-2 year of experience (30%), 2-5 years (10%), 57
years of experience (20%).
 In this study it is found that most of the respondent (38%) have completed 2
appraisals in the organisation, (32%) respondent with 1 appraisal, (20%) of
respondent with 3 appraisals and (10%) of respondent with 4 appraisals.
 In this study it is found that most of the respondent (60%) follow 360-
degree performance appraisal in the organisation, (10%) of respondent
follow self-appraisal in the organization, (12%) of respondent peer review
in the organization and (18%) of respondent follow manager appraisal in
the organization.
 In this study it is found that most of the respondent (40%) have opinion that
performance appraisal is motivation, (20%) of respondent have opinion that
performance appraisal is evaluation of employees, (10%) of respondent have
opinion that performance appraisal is promotion and (30%) of respondent have
opinion that performance appraisal is job satisfaction of employees.
 In this study it is found that most of the respondent (70%) say yes that MSIL
(MYSORE SALES INTERNATIONAL LIMITED) has performance appraisal,
(30%) of respondent say no that MSIL (MYSORE SALES INTERNATIONAL
LIMITED) does not have performance appraisal.

KARNATAKA, INDIA
VII. 
 In this study it is found that most of the respondent (80%) say yes succession
planning is related to employee performance, (20%) of respondent say no that
succession planning is related to employee performance.
CONCLUSION
Performance appraisal may be as the assessment of an individual’s performance in a

systematic way. The performance being measured against such factors as job knowledge,
quality and quality of the output, initiative, leadership abilities, supervision, dependability,
cooperation, judgment, and versatility. Employees were cooperative and fully supporting the
360-degree performance appraisal and it was found to be the most effective in the
employee’s performance. The 360-degree performance appraisal creates a working and
healthy environment that encourages the employees to participate and focus on their
performance it also helps to improve their performance and helps to grow personally. 360-
degree feedback is sometimes referred to as multi-rated appraisals, multi-source feedback or
360- degree profiling. It is essentially a process, which enables a person to receive feedback
from several people around them with the help of feedback the employees can get to know
their strength and weakness. The purpose of the feedback is usually varied from organization
to organization. 360-degree feedback not only acts as tool for organizational development
but also to help an individual determine areas they need to develop. The success of the
appraisal depends on the transparency and clear objectives of its need and its clear-cut
intimation to the employees even at the bottom level of the organization. Utilizing 360-
degree feedback can be effective in a team environment to promote self-awareness and create
transparency in communications through trust, sharing, and increased clarity towards
expected goals and behaviours. Implementing a formal 360-degree feedback process should
not be taken lightly. Performance Appraisals is not only an evaluation process of a person's
performance with reward / punishments as an outcome of it. Rather, its intent is to align and
improve the performance of an individual to meet the overall organizational goal. Every
organization requires succession planning. By succession planning, organization's key roles
are constantly maintained with talented people, so organizations can maintain its strength.
When selecting people for key roles, their adherence to organization's mission and vision is
important.

KARNATAKA, INDIA
SUGGESTION TO THE ORGANIZATION
By giving employees the authority to do their job, by this you are letting them know you
value and trust them and also employees entering working place it’s to their job. So let the
employees do it. The more you allow them to be free the more productive and motivated they
become. Giving employees the free to work themselves may leads to mistake but that’s not
the end of the world they can learn from the mistake and also this will help the employees to
grow as an individual.

KARNATAKA, INDIA
APPENDIX 3
MBA DISSERTAION PROGRESS REPORT
Week-1
Sl. No. Particulars
1 Name of the Student ZAIBA FIRDOUS
2 Registration Number P18KV21M0009
3 Name of College Guide MS. AZRA KAUSAR
4 Name and contact no of the Co- MS. Ismail Khan

Guide/External Guide 8310164282
(Corporate)
5 Title of the Dissertation A study on role of 360-degree performance appraisal in

succession planning at MSIL (MYSORE SALES
INTERNATIONAL LIMITED) Bengaluru, Karnataka,
India
6 Name and Address of the MSIL (MYSORE SALES INTERNATIONAL
Company/Organization where LIMITED) Pvt MSIL (MYSORE SALES
dissertation undertaken with INTERNATIONAL LIMITED)
Date of starting Dissertation DivyaSree Towers, Bannargheta Mn Rd, BTM
Layout, New Gurupanpalya Bengaluru
02/05/2023
7 Progress report: A brief note Meeting 1: Brief discussion on synopsis and
reflecting, Number of meetings understanding the objective of the topic
with Guides, places visited,
libraries visited, books referred,
meeting with persons, activities
taken up, preparations done for
collection and analysis of data
etc.,)
Date:
Signature of the Candidate Signature of the College

Guide

KARNATAKA, INDIA
APPNDIX 3
Week-2
Sl. No. Particulars

(Corporate)
5 Title of the Dissertation A study on role of 360 degree performance appraisal in

India
6 Name and Address of the
Company/Organization where MSIL (MYSORE SALES INTERNATIONAL
dissertation undertaken with LIMITED) Pvt MSIL (MYSORE SALES
Date of starting Dissertation INTERNATIONAL LIMITED)
DivyaSree Towers, Bannargheta Mn Rd, BTM
15/05/2023
7 Progress report: A brief note Meeting 2: Discussed on importance of the topic and
reflecting, Number of meeting Theoretical framework and background of the study,
with Guides, places visited, Collection of data regarding industry profile and
libraries visited, books referred, company profile
etc.,)
Date
Signature of the Candidate Signature of the College Guide

KARNATAKA, INDIA
APPENDIX 3
Week-3
Sl. No. Particulars

(Corporate)

India
6 Name and Address of the
Company/Organization where MSIL (MYSORE SALES INTERNATIONAL
dissertation undertaken with LIMITED) Pvt MSIL (MYSORE SALES
Date of starting Dissertation INTERNATIONAL LIMITED)
DivyaSree Towers, Bannargheta Mn Rd, BTM
01/29/2023
7 Progress report: A brief note Meeting 3: Discussed about Review of Literature and
reflecting, Number of meeting finalizing Research Design for the study
etc.,)
Date:

KARNATAKA, INDIA
APPENDIX 3
Week-4
Sl. No. Particulars

(Corporate)

India
02/03/2023
7 Progress report: A brief note Meeting 4: Preparation of questionnaire and selection of

reflecting, Number of meeting sampling
etc.,)
Date:
Signature of the Candidate

KARNATAKA, INDIA
Signature of the College Guide
APPENDIX 3
Week-5
Sl. No. Particulars
4 Name and contact no of the Co-

Guide/External Guide MS. Ismail Khan
(Corporate) 8310164282
India
02/22/2023
7 Progress report: A brief note Meeting 5: collection and analysis of primary data
reflecting, Number of meeting
etc.,)

KARNATAKA, INDIA
Date:
APPENDIX 3
Week-6
Sl. No. Particulars
3 Name of College Guide MS. ZAIBA FIRDOUS
4 Name and contact no of the Co-

Guide/External Guide MS. Ismail Khan
(Corporate) 8310164282
India
03/05/2023
7 Progress report: A brief note Meeting 6: writing interpretation and preparation of
reflecting, Number of meeting Findings, Conclusion and Suggestions.
etc.,)
Date:

KARNATAKA, INDIA

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A STUDY ON ROLE OF 360 DEGREE PERFORMANCE APPRAISAL IN SUCESSION PLANNING AT MSIL

A STUDY ON ROLE OF 360 DEGREE

Submitted in partial fulfilment of the requirements for the award of the

Under the guidance of

MS. AZRA KAUSAR

MQI COLLEGE OF MANAGEMENT

MQI COLLEGE OF MANAGEMENT 1|Page

DECLARATION BY THE STUDENT

I hereby declare that “A STUDY ON ROLE OF 360 DEGREE PERFORMANCE

Place: Bengaluru Name: ZAIBA FIRDOUS

I express my gratitude to my Faculty Guide, MS AZRA KAUSAR for the unconditional

MQI COLLEGE OF MANAGEMENT 2|Page

Place: Bengaluru Student: ZAIBA FIRDOUS

MQI COLLEGE OF MANAGEMENT 3|Page

2 REVIEW OF LITERATURE AND RESEARCH DESIGN

MQI COLLEGE OF MANAGEMENT 4|Page

• Tools for Data Collection

3 PROFILE OF THE SELECTED ORGANIZATION AND

4 DATA ANALYSIS AND INTERPRETATION

5 FINDINGS, CONCLUSIONS AND SUGGESTIONS

MQI COLLEGE OF MANAGEMENT 5|Page

Performance appraisals is an essential tool available to the management to evaluate the

MQI COLLEGE OF MANAGEMENT 6|Page

MEANING OF PERFORMANCE APPRAISAL

Performance appraisal is a process to review employee’s performance and overall

IMPORTANCES OF PERFORMANCE APPRAISAL

MQI COLLEGE OF MANAGEMENT 7|Page

PROCESS OF PERFORMANCE APPRAISAL

3.Measuring actual performance: Measuring actual performance Is to measure the

MQI COLLEGE OF MANAGEMENT 8|Page

METHODS OF PERFORMANCE APPRAISAL

MQI COLLEGE OF MANAGEMENT 9|Page

6. Forced distribution method:

7. Check list method:

MQI COLLEGE OF MANAGEMENT 10 | P a g e

It is process of graphical rating of the employee’s performance whether good or bad

6. Computerised and web-based performance appraisal:

PROS AND CONS OF PERFORMANCE APPRAISAL

MQI COLLEGE OF MANAGEMENT 11 | P a g e

MQI COLLEGE OF MANAGEMENT 12 | P a g e

MEANING OF SUCCESSION PLANNING

DEFINATION OF SUCESSION PLANNING

OBJECTIVES OF SUCCESSION PLANNING

MQI COLLEGE OF MANAGEMENT 13 | P a g e

REVIEW OF LITERATURE AND RESEARCH DESIGN

MQI COLLEGE OF MANAGEMENT 14 | P a g e

 To document the studies relevant to problems, identify the research

STEPS IN REVIEW OF LITERATURE

1. IDENTIFYING THE SOURCES:

2. GATHERING RELEVANT INFORMATION:

MQI COLLEGE OF MANAGEMENT 15 | P a g e

When we talk about the performance appraisal employees appreciate 360-degree

Nystrom, David C. (2001), “360-Degree Fedback – A Powerful Tool for Leadership

MQI COLLEGE OF MANAGEMENT 16 | P a g e

DATA COLLECTION METHODS

ADVANTAGES OF SECONADARY DATA

MQI COLLEGE OF MANAGEMENT 17 | P a g e

MEANING OF RESEARCH DESIGN

DEFINATION OF RESEARCH DESIGN

FEATURES OF RESEARCH DESIGN

MQI COLLEGE OF MANAGEMENT 18 | P a g e

1. EXPLORATORY RESEARCH DESIGN:

2. CONCLUSIVE RESEARCH DESIGN:

3. EXPERIMENTAL RESEARCH DESIGN: