TITLE OF THE STUDY

A STUDY ON HR CHALLENGES RELATING TO PERFORMANCE MANGEMENT

SYSTEM AT NEXT MILES PRIVATE LIMITED

INTRODUCTION

HR is a term that refers to both employees of an organization or association and the office in
charge of dealing with all issues relating to representatives, who collectively address one of an
organization's or association's most valuable assets. The phrase HR was coined in the 1960s, when
the value of working relationships began to be recognized, and concepts such as inspiration,
authoritative behavior, and choice evaluations began to take shape in a variety of workplaces.

Human resource management is the most important approach to deal with the viable and
productive management of individuals in an organization or association to the point where they
are able to achieve their goals. Assist their company in gaining a competitive advantage Its goal is
to increase worker execution in support of a company's primary objectives.

Physical resources, such as materials and equipment; financial resources, such as cash, credit, and
debt; and people are the three primary resources that businesses and organizations rely on in
practice. There is no doubt that people are a valuable resource in any company or corporation.

LITERATURE REVIEW

 WM.SEHIEMAN AND ASSOCIATES (1996) This national survey of cross section of

executives concluded that measurement managed companies especially those that
measured employee performance outperform those that down play measurement this
research studied 122 organization making between $27 million and $50 billion in sales.
 ROBERT AND ANGELO (2001) essence the productivity of an organization is jointly
determined by the efficiency with which the organization utilize several available factors
of production which invariably or scare relative together demand for them.
 SHARMISTA BHATTACHARJEE AND SANTHOSHI SENGUPTA(2011) Studied that
employs are the most valuable and dynamic assets of an organization for achieving the
strategy objective of sustained and speedy growth managing human resource has been
featured as vital requirement in all organizations
  The research paper of MOHAMMED TANVI NEWAZ (2012) provides an analysis and
evaluation of the role of performance management system in shaping psychological
contract at sainbury’s UK by a case study approach.
 The article of JAVED IQBAL, SAMINA NAZ (2012) offers a survey of selected literature
on performance management. Purpose to identify key themes that govern topic in the
contemporary turbulent economic and business environment where employs are more
ascertained that anything else because every day they face downsizing volunteer
retirement and golden handshakes to get rid of them.
 PRADEEP KRANTH (2022) the success or failure of public sector business organizations
depends on a ability to attract develop retain empower and reward a diverse array of
appropriately skilled people and is the key to improving organizational performance.

NEED FOR THE STUDY

It's important your performance management system helps you facilitate key planning
activities like setting and aligning on employee goals. This helps safeguard organizational
alignment and gives an opportunity for employees, teams, and leaders to outline an action
plan. By clearly defining both individual and team based responsibilities in the form of KRA’s
as well as by creating an understanding of shared mutual accountabilities, a good performance
management system enables, empowers and facilitates the development of staff members.

OBJECTIVES

1. Setting and defining goals to fulfill company objectives.

2. Setting the right expectations for managers and employees.

3. Effective communication between individuals and teams.

4. Set performance standards.

5. Determining individual training and performance plans.

SCOPE OF THE STUDY

The scope of a performance management system encompasses everything people do at work –

from the vision and goals of the organization to the employees, their personal interest, the tasks
assigned to them, how they are executed as against the set standard, the employer's intent,
interests, and the company's goals.

RESEARCH DESIGN AND METHODOLOGY

Research design is a set of procedures and methods that are used in collecting, analyzing, and
measuring the variables specified in the research problem. It is a framework that has been created
to find answers to research questions. It provides a detailed outline of how an investigation will
take place which includes how data is collected, what instruments are employed, and how the
instruments are used in analyzing the collected data.

SAMPLING:

 Research design : Descriptive research design.

 Research instruments :Questionnaire.

 Sample Size: 100.

 Sampling method : Convenience sampling.

SOURCE OF DATA COLLECTION

 PRIMARY DATA: Primary data will be collected from Employs and other direct
sources.

 SECONDARY DATA: Secondary data is defined as already recorded data or

information about a particular area it is also defined as the readily available information.

PLAN OF ANALYSIS

Performance appraisal in HRM is a process of analyzing an employee's worth as well as

contribution to the job. Getting an objective evaluation of an employee's performance will help a
company identify any existing problems in the workplace. This will help the HR department to
solve those problems quickly and with ease.