SUMMER INTERNSHIP PRESENTATION ON EFFECTIVE PERFORMANCE APPRAISAL SYSTEM AT YES BANK

PRESENTED BY:-POOJA JAIN MBA II

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INTRODUCTION

Performance appraisal is a systematic judgment of the subordinate by the superior authority to access the standard of work and overall performance. Performance appraisal is a formal structured system of measuring and evaluating an employee s job related behaviors and outcomes to discover how and why employee is presently performing on the job and how the employee can perform more effectively in the future so that employee, organization and society all benefit

NEED FOR THE STUDY:

The efficiency and effectiveness of performance depend to a great extent on how human resources are viewed and treated in the organization. If the organization believes that the people do not work unless they are closely supervised and controlled, it may tend to have a confidential report form instead of appraisal. If the organization believes that every individual has potential and strengths and that human capabilities can be honed, developed and utilized better by providing a healthy climate, then the organization would have appraisal system that attempts to identify, hone, develop and utilize the potential capabilities of employees.

OBJECTIVES OF THE STUDY

To study the present appraisal systems followed in YES BANK. 2. To identify any gaps, loopholes in the performance appraisal. 3. To identify feasibilities of improving existing system of performance appraisal system of YES BANK 4. To assess the perception of employees and of existing Performance Appraisal system
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RESEARCH METHADOLOGY:The study: The study was Descriptive (qualitative )in nature with survey had been used as method for collecting data to complete the study Sampling Design: Population: All the workers of various department of organization. Sampling Element: Individual respondent was the sampling element. Sampling Technique: Simple random( Probability) sampling technique Sampling Size: 60 Respondents was the sample size

DATA COLLECTION:Primary data :-The data used for the study had primary and secondary character to it. The primary data was collected through questionnaire method. The secondary data were composed through the reference of books, websites and magazines. The procured data was analyzed by a simple percentage method and the results are supported with graphs and charts.

RESEARCH DESIGN
The study: The study was Descriptive (qualitative )in nature with survey had been used as method for collecting data to complete the study Sampling Design: Population: All the workers of various department of organization. Sampling Element: Individual respondent was the sampling element. Sampling Technique: Simple random( Probability) sampling technique Sampling Size: 60 Respondents was the sample size

Tools Used for Data Collection:

Self-designed questionnaire was used to collect the data with the Likert type scale Which consist nominal ranking of 1-5 where 1 represented minimum agreement and 5 represented the maximum agreement with the statement.

Tools Used for Anaylsis:

percentage pie chart bar chart

INTERPRETATION:1. 80% of respondent felt that company should have a performance appraisal system and 20% felt that no need of performance appraisal system. 2. most of the people satisfied with current performance appraisal system53% and 47% people dissatisfied. 3. 53% of the people agree that superiors and 47% with subordinates and 0% with others. 4. 47% of the employees feel that motivation is the only benefit of performance appraisal and 40% of employees feel growth and 13% with mistakes 5. 53% of respondents are agreed with promotions made on performance and remaining 47% is not needed 40% respondents says that performance appraisal means to

6. 40% respondents says that performance appraisal means to improve organizational effectiveness where as 27% of the respondents says that performance appraisal is to improve personal effectiveness and recommended for training and development needs and 6% says help in pay adjustments/rewards 7. 40% feels objective of performance appraisal system is to identify the training needs and 33% of respondents says to determine promotional opportunity and 27% says that the objectives is to be effect job rotation 8. 80% of respondents said that current appraisal system is Yes.20% of respondents said no. 9. 60% of the respondents said yes because the company is providing constructive feedback to the employees. By this employees can identify their abilities. And 40% of employees are said no. 10. 53% respondents feels based on work, 47% respondents feels based on quality of work

FINDINGS
1. It is found that employees are satisfied with the

organizations performance appraisal system. 2. Observed that employees in the organization receive correct information about their work to perform well. 3. Observed that complaints of employees are handled immediately up to maximum extent. 4. The study reveals that the training programs are conducted on the basis of performance appraisal. 5. Monetary rewards and responsibilities are the most motivating factor for the employees in the organization. 6. Observed that employees are satisfies with motivational techniques followed by the organization.

7. Observed that employees here work with team spirit and helpful to each other. 8. From the study it is clear that management inform to their employees about the change, which are planned. 9. Observed that creative new ideas are been invited and given preference. Also the performance appraisal system is helpful in generating new ideas. 10. It is found that employees in the organization definitely get an opportunity to develop their skills. 11. Observed that healthy relationships among employees are been maintained in the organization.

CONCLUSION
The performance appraisal in YES BANK is to be done for determining the promotion, identifying areas of non performance and for improving the performance of an employee. The system is effective and the appraisal system is satisfied by most of the employees. There is no training session is conducted in YES BANK employees want to that before the evaluating process. And they also want performance appraisal should be done quarterly. The management has to inform and well communicate to the employees regarding various factors which are used for their performance evaluation And feedback has to be given to the employee regarding their performance. The superiors has to be identify employees non performance areas regularly Then they have the chance to improve their skills and knowledge.

LIMITATIONS OF THE STUDY

1. The first and foremost limitation of the study is the sample size. 2. The study is restricted to. YES BANK. 3. Time had also been a major limitation as the period of project work in only three months. 4. The data given by the employee are based on the individual perception, so matter is not reliable. 5. The data collected from the questionnaire is limited.

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