INTRODUCTION

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 BSNL is a government owned telecommunications service
provider headquartered in New Delhi, India. It is under the ownership
 of Department Of Telecommunications Ministry of Communications,
Government of India. It was incorporated on 15th September 2000 by
the Government of India. Its top official is designated as Chairman and
Managing Director who is a central government civil servant of
the Indian Communication Finance Service cadre. It provides mobile
voice and internet services through its nationwide telecommunications
network across India. It is the largest wire line telecommunications
network service provider in India with more than 50% market share
and fourth largest wireless telecommunications operator.
 

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 Company Profile
 Type : Government of India, Enterprise
 Established : 15-September-2000
 Headquarter : New Delhi
 Key People : 1. Ravi Shankar Prasad
( Cabinet minister for Communications)

2. Pravin Kumar Purwar,

(Chairman & MD)
 Industry : Telecommunications

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BSNL have several regional offices
to localize its operations in India
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 Performance Appraisal
 Performance appraisal is a systematic appraisal of the employee’s personality traits
and performance on the job and is designed to determine his contribution and
relative worth to the firm.
 A formal definition performance appraisal is that , it is the systematic evolution of the
individual with respect to his or her performance on the job and his or her potential
for development.
 Performance appraisal is a formal structured system of measuring and
evaluating an employee’s job, related behaviors and out comes to discover how
and why the presently perfuming on the job an how the employee can perform
effectively in the future so that the employee, organization and society all
benefit.”

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 VISION & MISSION
 VISION
* To become the largest
Telecom Service Provider.
 MISSION
* To provide world class
State-of-art technology telecom
services to its.
* Customers on demand at
competitive prices.

* To provide world class

telecom infrastructure in its
area of operation and to
contribute to the growth.
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 Objective of Performance
Appraisal
 Help employee to Krishak Bharti Cooperatives Ltd. His weakness, 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.

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 Products
 INTERNET SERVICES
- NETWORK
 BSNL LANDLINE
- BROADBAND
 BSNL MOBILE - WI-FI
- POSTPAID
- CO-LOCATION SERVICE
- PREPAID
- BSNL WEB HOSTING
-UNIFIED MESSAGING
- DAIL UP INTERNET
- GPRS/WAP/MMS
- SMS & BULK SMS
- DEMOs
 LEASED LINE
- TARIFF
 VIDEO CONFERENCING
 BSNL WLL
 AUDIO CONFERNCING
 BSNL BROADBAND
 TELEX/ TELEGRAPH
 BSNL MANAGED NETWORK
 HVNET
SERVICES
 INMARSAT
 BSNL MPLS – VPN
 TRANSPONDER
 ISDN

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 INTELLIGENT NETWORK
- FREE PHONE SERVICE
- PREMIUM RATE SERVICE
- INDIA TELEPHONE CARD
- VIRTUAL PRIVATE NETWORK (VPN)
- VOICE VPN
- UNIVERSAL NUMBER
- UNIVERSAL PERSONAL NUMBER
- TYELE VOTING
 EPABX
- EPABX
- FREE EPABX
- CENTREX

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 SWOT Analysis

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 Stage of Performance Appraisal Process

Project
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 Hypothesis
 Null Hypothesis (H1) -There is no significant relationship between using the type of scheme and overall
level of satisfaction towards BSNL landline service.
 Alternative Hypothesis (H2)-There is close relationship between using the type of scheme and overall
level of satisfaction towards BSNL landline service.
 Null Hypothesis (H3)-There is no significant relationship between Monthly income level and overall level of
satisfaction towards BSNL landline service.
 Alternative Hypothesis (H4)-There is close relationship between Monthly income level and overall level of
satisfaction towards BSNL landline service.
 Null Hypothesis (H5) - There is no significant relationship between occupational status and overall level
of satisfaction towards BSNL landline service.
 Alternative Hypothesis(H6)-There is close relationship between occupational status and overall level of
satisfaction towards BSNL landline service.

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 THEROTICAL PERSPECTIVE

 BENEFITS - Helps in clarifying, defining, redefining priorities and

objectives. Motivates the employee through achievement and
feedback. Facilitates assessment and agreement of training needs.
Helps in identification of personal strengths and weaknesses.

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RESEARCH METHODOLOGY
 RESEARCH – The research design of this project is exploratory. Though
each research study has its own specific purpose but the research design of
this project on BSNL is exploratory in nature as the objective is the
development of the hypothesis rather the their testing. The research designs
methods of financial analysis. Through of comparative balance sheet in
comparative statement, I am studying on balance sheet of BSNL of five
year. So taking comparative statement, I am going to analyzed of five years
balance sheet of BSNL.

 METHODOLOGY – Every project work is based on certain methodology,

which is a way to systematically solve the problem or attain its objectives. It
is a very important guideline and lead to completion of any project work
through observation, data collection and data analysis.
“ Research Methodology comprises of defining & redefining
problems, collecting, organizing & evaluating data, making deductions
& researching to conclusions.”
- Clifford Woody

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 RESEARCH DESIGN
Research Design refers to “ framework or plan for a study that guides
the collection and analysis of Data”. A typical research design of a
company basically tries to resolve the following issues :
Determining Data Collection Plan
Determining Data Methods
Determining Data Sources
Determining Primary Data Collection Methods
Developing Questionnaires
Determining Sampling Plan

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 DATA ANALYSIS AND INTERPRETATION

1. Are you aware of the objective

of the performance appraisal
system
Options No of Percentage
Responden
t ( sample
50)
Very Much 42 84%
Some What 7 14%

Don’t Know 1 2%

INTERPRITATION – 84%
Employees are aware of the object of
the performance appraisal system.

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2. Performance appraisal helps the organization in achieving goal.

Options NOS of Percentag

Responde e
nt
(sample
size 50 )
YES 38 76%

NO 10 20%

DON’T 2 4%
KNOW

INTERPRITATION – 76% Employees

say yes that performance appraisal
helps the organization in achieving
goal.

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3. Satisfied for point allocation on the basis of KRA’s & managerial
dimension.

Options NOS 0f Percentag

Respon e
dent
(sample
size 50
FULLY 20 40%
SATISFIED
SATISFIED 26 52%
DISSATISFIED 2 4%
UNCERTAIN 2 4%
 INTERPRITATION – 40%
Employees are fully satisfied for point
allocation on the basis of KRA’s and
managerial dimension.

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 4.Promotion process in the organization is based on

Options NOS of Percentage

Responden
t (sample
size 50)
PERFORMAN 2 4%
CE

EXPERIENCE 6 12%

BOTH 42 84%

 INTERPRITATION – 4%
employees say that promotion says
that process in the organization is
based on performance 12% employees
say that based on experience and
84% say both.

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5. Satisfied with the current performance appraisal
system.
Options NOS of Perc
Respond enta
ent ge
( sample
size 50)
HIGHLY 27 54%
SATISFIED
SATISFIED 18 36%
DISSATISFI 1 2%
ED
JUST 4 8%
SATISFIED
 INTERPRITATION – 54%
Employees are highly satisfied with the
current performance appraisal system.
While 36% employees are satisfied
with the current performance appraisal
system.

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 CONCLUSIONS

The very concept of performance appraisal should be marketed throughout

the organization. Unless this is done, people would not accept it, be it how
important to the organization.
The job and role expected from the employees should be decided well in

advance and that too with the consensus with them.

A neutral panel of people should do the appraisal and to avoid subjectivity

to a marked extent, objective methods should be employed having

quantifiable data.
Transparency into the system should be ensured through the discussion

about the employee’s performance with the employee concerned and trying
to find out the grey areas so that training can implemented to improve on
that.

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 REFERENCES
 BOOKS –
Human Resource - V.S.P Rao
Research Methodology - C. R. Kothari
BSNL Manual - Company Magazines
 Annual Report of Organization
 Internal Records of Organization

 WEBSITES – www.bsnl.net
www.bsnl.co.in

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 THANK YOU

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