A STUDY ON PERFORMANCE APPRAISAL

AT
AXIS BANK

BY
SANIA BEGUM
(HT.NO:130520672029)

PROJECT SYNOPSIS
MASTER OF BUSINESS ADMINISTRATION
From:
OSMANIA UNIVERSITY

AVANTHI DEGREE AND PG COLLEGE

(APPROVED BY AICTE & AFFILIATED TO OSMANIA UNIVERSITY)
Dilsukhnagar, Hyderabad – 500036
ACADAMIC YEAR:2020-2022
 Table of Content

CONTENTS PAGE NO:

1. INTRODUCTION
Need and Importance of the study
Objectives of the study
Research Methodology
Research Design
Sampling Technique
Sample Size
Data Collection
Data Analysis & Interpretation
Scope of the study
Organization of the study
Limitations of the study
 INTRODUCTION
The process of HRD helps the employees to acquire and / or develop technical,
managerial and behavioral knowledge, skills and abilities and moulds the values,
beliefs and attitudes necessary to perform present and future roles. The process of
performance appraisal helps the employee and the management to know the level of
employee’s performance compared to the standard/ pre-determined level.

Performance appraisal is essential to understand and improve the employee’s

performance through HRD. In fact, performance appraisal is the basis for HRD. It was
viewed that performance appraisal was useful to decide upon employee promotion
/transfer, salary determination and the like. But the recent developments in human
resources management indicate that performance appraisal is the basis for employee
development. Performance appraisal indicates the level of desired performance level,
level of actual performance and the gap between these two. This gap should be
bridged through human resources development techniques like training, executive
development, etc.
Meaning
Performance appraisal is a method of evaluating the behavior of employees in the
work spot, normally including both the quantitative and qualitative aspects of job
performance. Performance here refers to the degree of accomplishment of the tasks
that make up an individual’s job. It indicates how well an individual is fulfilling the
job demands. Often the term is confused with effort, but performance is always
measured in terms of results and not efforts. A student, for example, may exert a great
deal of effort while preparing for the examination but may manage to get a poor
grade. In this case the effort expended is high but performance is low. In order to find
out whether an employee is worthy of continued employment or not, and if so,
whether he should receive a bonus, a par rise or promotion, his performance needs to
be evaluated from time to time. When properly conducted performance appraisals not
only let the employee know how well he is performing but should also influence the
employee’s future level of effort, activities, results and task direction. Under
performance appraisal we evaluate not only the performance of a worker but also his
potential for development. Some of the important features of performance appraisal
3
may be captures thus:
 Performance appraisal is the systematic description of an employee’s job-
relevant strengths and weaknesses. The basic purpose is to find out how well
the employee is performing the job and establish a plan of improvement.
 Appraisals are arranged periodically according to a definite plan.
 Performance appraisal is not job evaluation. Performance appraisal refers to
how well someone is doing the assigned job. Job evaluation determines how
much a job is worth to the organization and, therefore, what range of pay
should be assigned to the job.
 Performance appraisal is a continuous process in every large scale
organization.

Definition
According to Randel S.Schuler “Performance appraisal is a formal structured system
of measuring and evaluating job related behavior and out comes to discover how and
why the employee is presently performing on the job, how employee can perform
more effectively and in society, all benefits. Performance appraisal is a method of
evaluating the behavior of employees in the work spot normally including both
quantitative and qualitative aspects of job performance.” According to Edward Flippo
“Performance appraisal is the systematic, periodic and an impartial rating of an
employee’s excellence in matters pertaining to his present job his potential for a better
job.”

4
NEED AND IMPORTANCE OF THE STUDY

Performance appraisal is needed in order to:Provide information about the

performance ranks basing on which decision regarding salary fixation, confirmation,
promotion, transfer and demotion are taken.
Provide feedback information about the level of achievement and behavior of
subordinate. This information helps to review the performance of the subordinate,
rectifying performance deficiencies and to set new standards of work, if necessary.
Provide information which helps to counsel the subordinate.
Provide information to diagnose deficiency in employee regarding skills, knowledge,
determine training and developmental needs and to prescribe the means for employee
growth provides information for correcting placements.
.

5
Objectives Of the study

 To Study the concept of performance appraisal & strategies available to

employees
 To study the policies & strategies used by AXIS Bank to carry out job
evaluation.
 To analyze responses of employees of AXIS
 To suggestion of conclude if any changes have to be brought in AXIS for
career goals.

6
RESEARCH METHODOLOGY
Discuss the research design, research problems, scope and significance of the study,
sources of data, questionnaire, sample design, statistical techniques used and
limitations of the study.

SCOPE OF THE STUDY

The research design for the study is descriptive design, which includes surveys and
fact finding enquiries of different kinds and its major purpose is description of the
state of affairs existing at present.

Research design: A research design is an arrangement of conditions for collection

and analysis of data in a manner that aims to combine relevance to the research. It is
the conceptual structure within which research is conducted and it constitutes the
blueprint for the collection, measurement and analysis of data. It includes an outline
of what the researcher will do from within the hypothesis and its operational
implications to the final analysis of data. The research design used for the study is
descriptive design. Descriptive research design includes surveys and fact finding
enquires of different kinds. The major purpose of descriptive research is description
of the state of affairs, as it exists at present.

Data analysis: The primary data and secondary data collected are analyzed and are
shown in the form of bar diagram.

Source of data: The relevant data has been collected from the primary sources and
secondary sources. The primary data is collected by a questionnaire from the
employees. For this purpose of data collection, the questionnaire was circulated
among the employees to collect information. The secondary data is collected by news
paper, company journals, magazines, websites etc.

Questionnaire administration
Questionnaire was prepared after consulting with Sushma Raj , GM-HR-Head (AXIS
Bank). Though performance management system is wide concept, only a few aspects
were taken into consideration. The type of questionnaire used in this research is close
ended by using convenience sampling technique. A four point scale “strongly agree to
strongly disagree” was used for this purpose.

7
Sample design:

A sample of 100 respondents was taken using random sampling. The researcher
contacted the executive personally and brief summary of the nature of the study and
details in the questionnaire were narrated to them.

Period of study:
The present study had been undertaken for period of 45days, in which it had divided
into three stages as such. Stage I is of research problem and collection the literature of
the topic chosen. Stage II is of analysis and interpretations by using different
statistical tools. Stage III is of findings and recommendations.

Statistical tools used:

For the purpose of present study percentage analysis was used.

Study Instrument
The Study Instrument used in the study for data collection is the Questionnaire. It
contains 20 Questions and 1 suggestion if any from the employees.
 What type of scale is needed in the Study?
A Rating Scale is used in the study where the associates rate an object without making
a direct comparison with another object. The choice of the Rating Scale is made
depending on the properties generated by each scale. The scale is a unit -dimensional
scale. It measures only one attribute of an associate at a time. It is a 4-point Rating
Scale with almost 2-3 favorable choices and 1-2

Unfavorable choices. The rating scale of most of the questions is a Forced Choice
Rating Scale which requires the associates to select one of the offered alternatives.
But for some questions where a majority of the associates are undecided, the scale is
an Unforced Choice rating Scale which provides the associates with an opportunity to
express No Opinion when they are unable to make a choice.

8
Scope of study
 Performance appraisals are systematic ways of measuring, reviewing and
analyzing employee performance over a given period of time and using the
information gathered to plan for the employee’s future with the organization.
This periodical, impartial feedback is used to judge employee effectiveness as
well as provide necessary development and training to improve the
employee’s contributions to the organization’s goals.
 Employees are the most significant resource of any business, and performance
appraisals reflect the organization’s commitment in developing this important
resource of human capital. Performance appraisals grant upper management an
opportunity to reward excellent performance or reprimand unsatisfactory
performance. This powerful managerial tool should directly reflect the overall
organization’s goals and objectives; the employee assessment should provide
useful feedback about the employee’s contributions or lack of contributions
toward these goals.

9
LIMITATIONS OF THE STUDY
 The sample size chosen is covered only a small portion of the whole
population of AXIS Bank, Hyderabad.
 Some of the documents of the company were not accessible due to
confidentiality.
 Some of the employees were not very forthcoming in their responses &
reluctant to answer the questionnaire.
 Responses of few of them were biased due to fear of the management and
some are influenced by the opinions of their colleagues.
 Night shift employees were unapproachable due to odd timings of their job.

10