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A STUDY ON EMPLOYEE

PERFORMANCE APPRAISAL
AT NELUMBO ICONA
CONTROLS PRIVATE LIMITED

PRIYANKA SHIVA(BBA/4547/16)
COMPANY PROFILE
Name: Nelumbo Icona Controls Private Limited
Address: F-377 Sec-63, Noida, Uttar Pradesh 201301
Website: www.nelumbo.ac.in
Company’s mission vision & Values
 Mission;
Nelumbo group is passionately committed to provide cutting edge
high quality electrical & Control solutions to its customers.
Vision:
To make a significant & lasting impact on Electrical & Automation
industry by providing cost effective, State-of the art and environment
friendly solution.
Values:
Commitment
Values:
Commitment
Passion to innovative technologies.
Adopt ethical business practices
LANDMARKS IN THE
COMPANY INDUSTRY
Industry: Manufacturing
Annual turnover: 1 crore (financial year 2017-2018)
Clientele: Sterling & Wilson Powergen Pvt. Ltd, Uflex Ltd, Tata Power
Company Ltd, Bharat InfoTech, Ultra Tech. Cement, Ambuja Cement
Competitor: Schneider electricals,srexpower pvt. Ltd, Green Power
International Pvt. Ltd.
Nelumbo Icona Controls is the landmark of long term vision of its
promoters to establish a complete Electrical & Automation solutions firm to
serve the various industry needs.
STATEMENT OF PROBLEM AND
OBJECTIVES
OBJECTIVES OF THE STUDY :

To study the employee performance appraisal at Nelumbo icona Private


Limited.

To study the effectiveness of performance management system from


the perspective of employees at Nelumbo icona Private Limited.
METHODOLOGY
Research design: Descriptive

Sources of data collection:


Primary data-questionnaire
Secondary data - company website, journals, books research papers magazine ,
internet.

Sampling procedure
Sampling frame: Nelumbo Icona Pvt Ltd Noida
Sample size: 50 respondents
Sampling unit: executive and managerial level employees.
Sampling techniques: convenience sampling.
ANALYSIS AND FINDINGS
Are you aware of the performance How often is performance appraisal
appraisal process in your is carried out?
organization?
30 60

25 50
25 50

40
20 40

15 30
25
10 10
10 20
20
5
5 10
10
10% 50% 20% 20% 5
0 0%
0
Strongly Agree Can't say Disagree strongly 0
Agree Disagree Every 12 month every 6 month Others

Frequency Percentage Frequency Percentage


How do you rate performance Do you receive any increment in
appraisal method in your your salary after performance
organisation? appraisal?
30

25
25 35
30
30
20
25
15
15 20

10 15
10 10 10
10

5 5
20% 60% 0 0% 0 0% 20%
50% 30% 20% 0 0% 0
0 Strongly Agree Can't say Disagree strongly
Efficient Inefficient Easy Complicated Agree Disagree
Frequency Percentage
Frequency Percentage
Which method of performance Do you think pay benefits and
appraisal is implemented in your promotion opportunities are based
organization? on your performance rating?
25

1.2 20
20
100%
1
15
0.8 15

0.6 50%
10
0.4
5 5 5
0.2 5
0 0% 0 0% 0 0%
0 40% 30% 10% 10% 10%
Merit Grading Managment of Others 0
objectives Strongly Agree Can't say Disagree strongly
Agree Disagree

Frequency Percentage Frequency Percentage


Do you think performance appraisal Do you think performance appraisal
improves the relationship with your system involves the appraisal in the
manager? process of setting objectives and
target for future performance?
16 15 15

14 35
30
12 30
10 10
10 25
20
8 20

6 15

4 10

2 5
30% 20% 0 0% 30% 20% 40% 60% 0 0% 0 0% 0 0%
0 0
Strongly Agree Can't say Disagree strongly Strongly Agree Can't say Disagree strongly
Agree Disagree Agree Disagree

Frequency Percentage Frequency Percentage


Do you think the performance Do you feel that the time spent on
appraisal system helps to identify PA is well worthwhile?
areas for development 35
25
30
30
20 20
20
25

15 20

10 15
10
10 10
10
5
5
40% 40% 0 0% 20% 0 0% 20% 60% 0 0% 0 0% 20%
0 0
Strongly Agree Can't say Disagree strongly Strongly Agree Can't say Disagree strongly
Agree Disagree Agree Disagree

Frequency Percentage Frequency Percentage


CONCLUSION
It is concluded from the survey that all respondents are aware
about the current performance management system. Current
performance appraisal is ok & working well for the improvement of the
performance of employee’s.
This study has shown that performance management is a comprehensive
approach to planning and sustaining improvements in the performance of
employees, so as to meet the targets and market standards.
Most of the HR professionals are not comfortable while conducting
performance review. Hence it requires periodical communication and
counselling about performance review techniques and maintaining good
relationship with employee’s for improving their performance and for
accomplishing goals & objectives of the organization.
RECOMMENDATION
More review meetings/sessions should be organized on a regular basis.
Voluntary & involuntary participation should be encouraged in order to
clear the misconceptions and fear linked with the outcomes of
Performance Appraisal.
Time to time updates on the expectations and parameter for the
Performance evaluation should be communicated in order to clear the
confusions, fear and to enhance the trust towards the system.
LEARNING OUTCOMES
I found that the employees of the nelumbo icona controls private limited is aware of the method
of the performance appraisal(i.e. management of objectives) and they feel the need of this
system in the organization.

Process followed in management of objective are:-


1. Review organizational objectives.
2. Set employees objectives.
3. Monitor.
4. Evaluate their performance.
5. Reward.

The performance appraisal in the company is probably a confidential one where there is no
interaction between boss and the employees at the time of assessment of performance .

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