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A SUMMER TRAINING PROJECT REPORT ON

Satisfaction level of employees Towards Performance appraisal

Submitted to MD University, Rohtak in partial fulfillment of the requirement For the award of degree Of BACHELOR OF BUSINESS ADMINISTRATION SESSION (2013-2014) SUBMITTED TO: SUBMITTED BY: Name: vikash Kumar Vidhushi malik Class: B.B.A 5th semester College Roll No: University Roll No:

ACKNOWLEDGEMENT

It is my pleasure to be indebted to various people, who directly or indirectly contributed in the development of this work and who influenced my thinking, behavior, and acts during the course of study. I express my sincere gratitude to Narendra dhansoia worthy Principal for providing me an opportunity to undergo summer training at Multisoft system. I am thankful to vidhushi malik for his support, cooperation, and motivation provided to me during the training for constant inspiration, presence and blessings. I also extend my sincere appreciation to Mr. Rajesh who provided his valuable suggestions and precious time in accomplishing my project report. Lastly, I would like to thank the almighty and my parents for their moral support and my friends with whom I shared my day-to-day experience and received lots of suggestions that improved my quality of work.

(vikash kumar)

Declaration

I, vikash Kumar, student BBA Vth semester, studying at CBS group of institution, fatehpuri Jhajjar, hereby declare that the summer training report on satisfaction level of employees towards performance appraisal submitted to maharshi Dayanand University, rohtak in partial fulfillment of degree of bachelor of business administration is the original work conducted by me.

The information and data given in the report is authentic to the best of my knowledge. This summer training report is not being submitted to any other university for award of any other degree, diploma and fellowship.

(vikash Kumar)

TABLE OF CONTENTS

Page No. 1. COMPANY PROFILE 1-5

1.1 (Background, History, Founder, vision,mission,competitors, Organization structure, Products, milestones, achievements, address) 2. OBJECTIVES OF STUDY 3. SCOPE AND RATIONALE OF THE STUDY 4. INTRODUCTION OF THE TOPIC 5. RESEARCH METHODOLOGY 5.1(TYPES OF RESEARCHRESEARCH DESIGN, SAMPLING DESIGN, TOOLS, SAMPLE UNITS, HYPOTHESIS, DATA COLLECTION METHODS) 6. STUDY OF TOPIC 7. DATA ANALYSIS AND INTERPRETATIONS 8. RESULTS AND FINDINGS 9. CONCLUSIONS 10. LIMITATIONS OF THE STUDY 11. SUGGESTIONS AND RECOMMENDATIONS 12. BIBLIOGRAPHY 13. APPENDIX ANNEXURE I QUESTIONNAIRE ANNEXURE II ANNUAL REPORTS etc.

SEQUENCE OF PROJECT REPORT TITLE PAGE CERTIFICATE

ABOUT US

MULTISOFT Systems was established in 2002 by a team of professionals from global consulting firms having background in engineering and management from eminent institutes like IIT's and IIM's. We specialize in the field of Training, Consulting and Development on various Software, Tools and Technologies, addressing the growing needs of the IT market. We provide consummate results in the field by producing the best of talent catering to different verticals like: Corporate, Retail, Institutional and Boot My Camp. Our Mission is to envisage its Education, IT and Business Consultancy for developing capabilities and expansion of innovative business methodologies to monitor TRAINING industry trends country wide. MULTISOFT SYSTEMS that provides services in Education, Development and Consultancy under single umbrella. MULTISOFT has completed successful 8 years in industry and having own Research and Development centre along with state of art infrastructure. MULTISOFT Systems has been incorporated in order to focus on and take advantage of its expertise in the delivery of effective high end customize training.

Our companys extensive capabilities come as a result of being the most preferred training center for our principles. MULTISOFT Systems was established in 2002 by a team of professionals from global consulting firms having background in engineering and management from eminent institutes like IIT / IIM guided by senior people from Industry, Academia, & Government Sector; and specializes in customized IT Training on various software products and development tools addressing the growing needs of the IT market.

We aim at raising standards of professionalism within the IT training industry and creating standards of excellence against which candidates are measured. MULTISOFT training programs are continuously striving for excellence in education, training, research and consultancy in the fields of Management and Information Technology with a Mission of Offering Value Based Education. We produce IT professionals who can compete with the very best in the global arena and cater to the growing demands of the corporate world.

Our consulting and implementation group has worked in all settings, from small businesses with little or no computerization to large corporations with highly structured IT departments. Our experience in software are development both and implementation practical a means that consulting

recommendations

technically,possible.

Process redesign and improvement In the case that a company's supply chain, manufacturing, or distribution operations are structured around a system it is trying to replace, or are geared toward a way of doing business that no longer fits current needs, MULTISOFT?s consulting team can help the company define its needs, identify specific areas to be addressed, and make recommendations for change. Multisoft Systems is a software development company imparting quality education in the Information Technology domain. The institute offers a wide range of courses in Technologies, Applications & Packages, Embedded Systems, CAD/CAM/CAE and Server & Databases fields. The institute is a part of EXCEL industries.

We strengthen our offering by partnering industry experts for:


Information Technology Project Management Portfolio CAD/CAM/CAE Mobile Application Development Information Security Business Analytics Database Enterprise Resource Planning (ERP) Embedded Systems/VLSI Cloud Computing Virtualization Study Abroad Robotics Networking Designing Personality Development (Behavioral)

Core Competencies & Key to Success:


Exceptional skills in visualization, programming and management. Proven Instructional Design Methodology. Clearly defined standards and procedures. Subject matter expertise available from a pool of corporate experts in varied technologies. Worked extensively with specialists on our own proprietary courseware development. Product and service quality and customer satisfaction. Longterm customer satisfaction being critical to our survival.

Our Partners:

PORTFOLIO

MULTISOFT SYSTEMS that provides services in Education, Development and consultancy under single umbrella. MULTISOFT has completed successful 8 years in industry and having own Research and Development centre along with state of art infrastructure. MULTISOFT Systems has been incorporated in order to focus on and take advantage of its expertise in the delivery of effective high end customized training from dot to dimensions. Our companys extensive capabilities come as a result of being the most preferred training centre for our principles.

Established in 2002 Team of professionals from IIT / IIM Senior people from Industry, Academia & Government Sector; Specializes in customized IT Training on various software products. Boutique Executive Search & Selection Firm, with PAN India coverage 7 years of successful HR operations with satisfied clients Consistent performer with long standing relationships with clients

Senior Management brings in collectively more than 30 years of industry experience Follow consultative approach in Talent Acquisition rather than cookie cutter solutions Focus on middle and senior level positions, but also firmly into volume hiring Approach is a combination of intelligent analysis, industry knowledge, defined selection process, sound judgment and effective communication

Values

Pro-Active Approach. Commitment. High Quality Solutions. Integrity and Honesty. Innovation. Enthusiasm. Long Term Relations. Efficiency.

Mission

MULTISOFT SYSTEMS envisages strengthening its Education, IT & Business Consultancy base on industry scenario and technology development issues, developing its consultancy capabilities, expanding its contacts with various companies to promote exchange of innovations business methodologies, design of business process curricula and monitoring the IT industry trends, country wide.

Vision
To be best in people business, converging our broad capabilities in unique ways to provide consummate results for our clients and associates.

Following are some of the highlights of the teaching methodology:


Instructor Led Private Classroom Training Onsite Training Public Enrolment Classes One-on-One Training E-Learning Computer Based Training (CBT) Professional Development Training Project Management Training & Consulting Facilitation Training & Consulting Personality Development Workshop

Objective
Putting our expertise to work for our clients in a manner that exceeds expectations and produces a relationship where the organizations act as one driven by a clear understanding of your strategic goals and objectives.
EVENTS

MULTISOFT Systems was established in 2002 by a team of professionals from global consulting firms having background in engineering and management from eminent institutes like IIT / IIM guided by senior people from Industry, Academia, & Government Sector; and specializes in customized IT Training on various software products and development tools addressing the growing needs of the IT market.

IT TRAINING
MULTISOFT Systems was established in 2002 by a team of professionals from global consulting firms having background in engineering and management from eminent institutes like IIT / IIM guided by senior people from Industry, Academia, & Government Sector; and specializes in customized IT Training on various software products and development tools addressing the growing needs of the IT market. We aim at raising standards of professionalism within the IT training industry and creating standards of excellence against which candidates are measured.

CORPORATE TRAINING
Multisoft offers numerous opportunities for professionals to remain competitive in their field. Any working professional can upgrade his/her skills or peruse special customized training, resulting in significant contribution towards their organization. We join hands with corporate as their ONE STOP SOLUTION Knowledge Partner for Training, Consulting and Development. Weve been developing and delivering training by Certified and Experienced trainers throughout PAN India. We believe in quality delivery with utmost client satisfaction.

Domains we cater:
IT (Hardware & Software) Manufacturing Machinery Construction Government/PSUs Electrical Engineering Automotive Banking Oil & Gas

Our training methodology is completely based on interactive training delivery with hands on practical sessions by providing live project training experience shared by Industry experts from respective domains.

Service Offering:

Customized Instructor Led Training/li> Computer Based Training (CBT) Virtual Classroom, e Learning Onsite Training Public Classes Consulting Development

Benefits with Multisoft and Training Features:


Customized Training Program) Authenticated Course Content Certified Trainers Certificate/Certifications Pan-India Presence Virtual Deliveries Upcoming Niche Technologies Customized Training Schedule Latest and Upgraded Courseware Affordable pricing*

INDUSTRIAL TRAINING
We are a team of experienced professionals, each with a zeal and dream to discover something new. We help students to develop professional skills to drive their carrier better and as per industry standards. The same requires a formidable confirmation of ideas, people and technology. We have a clear vision to be the leader in the field. We are in consortium with parent technology companies to bridge the knowledge transfer of the industry requirements, updates and latest trends to the campus.

Why Multisoft:

Dedicated Parent Company Support Assistance to bridge the Technology Gap Train the Trainer program Curriculum Integration with adoption of technology amongst Students and faculty Overall Student Development Programs Connect Academia and Industry through Projects Pan India Presence Edge over other Institutes

Program Benefits:

Official curriculum by Product Companies Official Study Material by product companies Training Certificate by product companies Certified trainers with industry experience Certified industry Domain based projects Interaction with various organization and experts from the fields Placement Opportunity with MNCs and Fortune 500 companies. Knowledge related to current technology aspects & corporate level deliverable

Wide Coverage:
Information Technology (IT) Mechanical Architecture Management Clinical Electronics Civil Automotive Analytics B.Pharma

CARRER
Multisoft Systems, a leading Offshore Development Training, Consultancy Company that delivers solutions to meet the clients objectives by combining technical expertise, quality and value has been providing services to its clients from India, Australia, USA, UK and Canada. Working with Multisoft makes life open to a world on innovation, creativity, challenge and style. We are here with the opportunity that gives you continual career growth and knowledge. We are on the lookout for passionate young team players and leaders who are self starters with team spirit, good communication skill and customer orientation. We are rapidly expanding ourself in terms of work and environment. We seek for talents who are focused and contribute to a joint success. Join with us to reach out to the clients with the unique solutions they have been on the look out. Work towards excellence, work with passion, work towards your goal, work with Multisoftsystems. Lets work and make things work. Our success is yours!!!. Lets work and make things work. Our success is yours!!!.

Send Your Resume

Welcome to our world of opportunities. Whether you're a professional seeking greater challenges or a student embarking on an exciting new career, Multisoft has the opportunity for you. This company is committed to personal and professional development which provides an excellent opportunity for you to grow with us. The environment at Multisoftsystems is outstanding! Every single employee is passionate about their work; so much so, that it becomes difficult to distinguish work from play. We are always in search of good talent in diverse fields.To apply send your resume to hr@multisoftsystems.com

PROFESSIONAL TRAINING
A

Multisoft Systems Leading Training Organization in Delhi NCR offers a number of opportunities for professionals to remain competitive in their fields. Employees can update skills or pursue specialized training, results in significant contributions to their specific organizations through our corporate training programs. Multisport Systems has been developing and delivering training by qualified and experienced trainers throughout Delhi/NCR.

Multisoft Systems offers best corporate IT Training programs all over the India, is the best choice for those looking for highly interactive and result-oriented corporate training programs. We offer customized latest IT training programs for small, medium as well as large organization

As per the clients requirements we deliver corporate training programs:


On site: At their premises Off-site: At our training center

CORPORATE TRAINING FEATURE


Multisoft Systems has proven to be the best corporate training consultant in Delhi/NCR. Starting from the most basic certifications such as MCP, MCAS, CCNA to the most advanced like MCITP, MCPD, MCTS, DBA etc. we provide corporate training programs in all the leading IT Giants like Microsoft, Adobe, Cisco, Oracle, Red Hat, Sun Solaris, IBM, CompTIA and many others. Our corporate IT training center is equipped with high-tech infrastructure, experienced and expert faculty. Our training methodology is completely based on Live Project training so that trainees can experience of real life business world and put them in realist ic decision making situations. We arrange a pre-training meeting with your representative to identify the exact training needs and course development for your team.

IT TRAINING
MULTISOFT Systems was established in 2002 by a team of professionals from global consulting firms having background in engineering and management from eminent institutes like IIT / IIM guided by senior people from Industry, Academia, & Government Sector; and specializes in customized IT Training on various software products and development tools addressing the growing needs of the IT market. We aim at raising standards of professionalism within the IT training industry and creating standards of excellence against which candidates are measured.

PROFESSIONAL TRAINING PROGRAMS


S

Training Programs with Multisoft are continuously striving for excellence in education, training, research and consultancy in the fields of Management and Information Technology with a Mission of Offering Value Based Education. We produce IT professionals who can compete with the very best in the global arena and cater to the growing demands of the corporate world .

SOFTWARE DEVELOPMENT AND TRAINING


S

We lead the IT revolution with Software Development, Training & Consultancy, and offer the opportunity to work for this next generation technology and its future. We are proud to receive wide acclamations from out present clients, which are growing by each passing moment. We are a team of experienced professionals, each with zeal and dream to discover something new, that's the spirit behind us! We help people use IT to run their career better, which require a formidable confirmation of ideas, people and technology.

IT CONSULTANTS
Multisoft Systems is a rapidly growing software development company providing high quality software development and IT consulting services. Multisoft Systems consultants are experienced professionals who combine a solid technology foundation with an in-depth understanding of business processes. Consulting and IT Services of Multisoft Systems focus on defining, optimizing and aligning. At Multisoft Systems, we believe that business and technology work hand-in-hand. A proper understanding of this synthesis motivates every engagement, enabling us to deliver technology solutions that give you a decisive competitive advantage.

NET TRAINING
.NET Framework is a new and revolutionary platform created by Microsoft for developing applications. Microsoft release of the .NET Framework runs on the Windows operating system, it is fast becoming possible to find alternative versions that will work on others. Net Framework has no restriction on type of applications, allows the creation of Windows applications, Web applications, Web services, and pretty much anything else you can think of. The .NET Framework has been designed so that it can be used from any language. All of this provides a hitherto unthinkable

level of versatility and is part of what makes using the .NET Framework such an attractive prospect.

ASP .NET Training with Multisoft Systems Multisoftsystems offers an environment of Microsoft .Net Technology where realization of career ambitions is as much of a goal as all around personality development and learning to have fun. Multisoft systems provides you with a perspective on both the Indian and overseas markets and prepare you to participate in the emerging international economy. Multisoft systems are a company thats sensitive to your professional and personal needs, with people-- and employee-friendly policies that make for an inspiring work culture multisoft lively and young at heart outlook has ensured that we remain on the career radar of Generation Next-the powerhouse for growth.

INDUSTRIAL TRAINING
We are a team of experienced professionals, each with a zeal and dream to discover something new. We help students to develop professional skills to drive their carrier better and as per industry standards. The same requires a formidable confirmation of ideas, people and technology.

We have a clear vision to be the leader in the field. We are in consortium with parent technology companies to bridge the knowledge transfer of the industry requirements, updates and latest trends to the campus.

UNIGRAPHICS SOLUTIONS TRAINING

The course / workshop would focus at many aspects of personality, like:


Building positive relationships with peers & seniors Building self-confidence & Developing clear communication skills

Exploring and working on factors that help or hinder effective interpersonal communication Learning impacts of non-verbal behavior & Dealing with difficult situations and difficult people. Workshops Consists of Following Activities:

Personality Development Group Discussions & Debates Seminar & Presentations Case Studies & Analysis Corporate Communication HR & Interview Skills Management Games & Simulations Aptitude, Logical & Reasoning Assessments & Development

COURSE FEATURES

THE SALIENT FEATURES OF UNIGRAPHICS SOLUTIONS TRAINING PROGRAM ARE:


Hands on training Practical Based Training Expert Trainer from Industry Background and certified. Small Class Strength

Contact Us NX, also known as NX Unigraphics or usually just U-G, is an advanced CAD/CAM/CAE software package developed by Siemens PLM Software. It is used, among other tasks, for: Design (parametric and direct solid/surface modeling) Engineering analysis (static, dynamic, electro-magnetic, thermal, using the Finite Element Method, and fluid using the finite volume method). Manufacturing finished design by using included machining modules.NX is a direct competitor to Creo Elements/Pro, CATIA, Solid Works and Autodesk Inventor.

For simulation, NX 6 delivers more than 350 user-driven enhancements encompassing 10 different applications for pervasive lifecycle simulation. NX 6 Advanced Simulation directly leverages Design Freedom powered by synchronous technology to enable the rapid evaluation of design modifications based on geometry from any CAD system. NX 6 combines unique 3-D geometry editing, automated abstraction and FE meshing tools with in-depth bottom-up finite element (FE) modeling and meshing tools.

The new assembly capability for FE models enables engineers to integrate the separate simulation modeling efforts of distributed teams, such as suppliers and global design/analysis teams. NX 6 advanced simulation handles the most demanding CAE challenges, providing a 30 percent reduction in physical prototypes.

OCA: CERTIFICATION AND FUTURE

Willing to be an Oracle Certified Associate then you must give a heed that with whom you are getting connected to fetch training and certification? Most aspirants get connected to institutes which dont have enough infrastructure or adequate nexus to the industry corporate as an aftermath aspirates certifying from these institutes suffer heavily. The chances of success of these students are very low because they are not acquainted with best industrial practices. Ergo it becomes the requisite to ensure that the educational platform you are connecting is preeminent one.

Primary question to consider is does your institute specializes in following: Weather the Organization is Partner to the Technology Provider or Not? Certified Trainers and trainers Profile. Infrastructure of the organization is good or Not? Is the organization providing practical classes or not? If not, give a second thought to your consideration. How Does Oracle Certification Associate Training with Multisoft Systems Help? For a student to be Oracle Certified takes up the path of Associate level credential. Students getting certified in OCA will be mastering in Oracle skills. There are two exams to be qualified- Oracle 9i and Oracle 10g, as per the area of interest of the students.
Oracle 10 g is the newest introduction to the Oracle and has observed high demands from the industry corporate. This certification combines training, experience and testing, which are streamlined to ensure robust career platform to the students and professionals. With intense competition in IT companies, the surge of OCA certified professional is highly noticeable. More aspirants are taking up the courses to secure a lucrative career base. Multisoft Systems comes as a convenient solution for all those who wish to get OCA certified and at the same time keen to settle down for leading companies of the nation. Empower your career with Oracle Certification Associate Training from Multisoft Systems (Workforce Development partner with oracle) which ensures smart career base to the students. Latest industrial practices and upgraded platform helps the students to gain maximum and implement the most during practical classs sessions.

So Get Trained, Get Certified, Get Hired with Multisoft Systems and accomplish your dream job.

Project Management Professional (PMP) Multisport Systems, being a Global Registered Education Provider (REP ID 3648) with PMI, this course is designed to help individuals prepare for the Project Management Professional (PMP) Certification Coupled with our experience of training and consulting, the workshop is intended to be a practical and intense instructor led training for PMP aspirants. The four days PMP Certification Training Program from Multisoft will enable participants to prepare for PMP certification exam. The workshop will also equip them with best practices in project management to apply them to their projects. Multisoft Project Management Professional (PMP) credential is the most important industryrecognized certification for project managers. Globally recognized and demanded, the PMP demonstrates that you have the experience, education and competency to lead and direct projects.

This recognition is seen through increased marketability to employers and higher salary; according to the Multisoft Project Management Salary SurveySeventh Edition, certification positively impacts project manager salaries. Recognizes your Expertise in Project Management: The PMP is the project management credential of choice for numerous industries and companies. By attaining the PMP credential, your name will be included in the largest and most prestigious group of certified professionals in the project management community. The PMP designation following your name tells current and potential employers that you have a solid foundation of project management knowledge that can be readily applied in the workplace.

Better Salary: Based on a survey carried out by PMI, PMP Certified project managers get an

average salary about 20% more than similar Project Managers who do not have the prestigious PMP credentials.

Better Job Opportunities: In spite of the bad job markets in the recent past, the requirement for qualified Project Managers has been increasing exponentially. Based on surveys, there are 20% more jobs than PMP Certified Professionals available. This has created an extremely good job market for Project Managers who have the PMP credentials. With the requirements for qualified Project Managers expected to increase exponentially in the future, the job market for PMP Certified managers will get better.

Officially recognized by leading companies: PMP certification is officially recognized by several leading organizations (e.g. Microsoft, IBM, Intel, Wipro, and Infosys etc to name a few) that actively endorse the PMP certification and encourage their project managers to get PMP Certified. This has helped in making PMP certification as the defacto industry standard for Project Managers.

Share Point Server Developer

Course Includes
Share Point Server Developer Training Program Includes the following: Skills Development Workshop

The course / workshop would focus at many aspects of personality, like:


Building positive relationships with peers & seniors Building self-confidence & Developing clear communication skills Exploring and working on factors that help or hinder effective interpersonal communication Learning impacts of non-verbal behavior & Dealing with difficult situations and difficult people.

Workshops Consists of Following Activities:


Personality Development Group Discussions & Debates Seminar & Presentations Case Studies & Analysis Corporate Communication HR & Interview Skills Management Games & Simulations Aptitude, Logical & Reasoning Assessments & Development

Course Features
The salient features of Share Point Server Developer Training Program are:

Hands on training Practical Based Training Expert Trainer from Industry Background and certified. Small Class Strength

Contact Us

Corporate Office: Multisoft Systems B-125,Sector-2, Near Sector 15 Metro Station Noida - 201301 (U.P.) INDIA Tel: (+91) 120 2540300 / 400, 4333774 Cell: (+91) 9810306956 E-mail: info@multisoftsystems.com

This course provides existing .NET developers with practical information and labs that enables them to build solutions on the Microsoft SharePoint 2010 platform.

This course is intended for professional developers who use Microsoft SharePoint 2010 in a team-based, medium-sized to large development environment. Members of the audience are

experienced users of Microsoft Visual Studio 2008 SP1. The audience understands how to use the new features of SharePoint 2010 and Visual Studio 2010.

After completing this course, students will be able to: Describe the SharePoint 2010 development platform and the benefits and features that it offers to developers.Use development tools that are integrated with the SharePoint 2010 development platform, such as Visual Studio 2010 and SharePoint Designer 2010.Develop Web Parts for SharePoint 2010 solutions. Develop code that uses the server-side objects provided by the SharePoint 2010 development platform.

Develop event receivers and manipulate application settings for SharePoint 2010 solutions. Develop solutions that access external data by using Business Connectivity Services.Develop workflows as part of SharePoint 2010 solutions. Develop code that uses the client-side objects provided by the SharePoint 2010 development platform. Develop server ribbon controls and client dialogs for the new user interface platform of SharePoint 2010.Develop Microsoft Silverlight applications that are integrated with SharePoint 2010 data and solutions. Develop sandboxed solutions for SharePoint 2010.

Products & Services


Business Intelligence Services Business Process Outsourcing Services Crm Implementation Services Data Warehousing Services E-Learning Services Embedded Technology Services Erp Services Facilitation Training & Consulting Services Gsm Networking Services Healthcare / Medical Solutions Instructor-Led Private Classroom Training Services

It Consultancy Services It Infrastructure Services It Services On-Site Training Services Personality Development Workshop Services Professional Development Training Services Project Management Training & Consulting Services Quality Assurance Services Scm Service

Awards and achievements


Microsoft Certified Partner, Oracle Certified Training Partner,Auto desk Certified Training Partner, ISQTB Training Partner, Pro metric Test Partner, INTEL Software Partner

Syllabus
Following is the course curriculum:

Introduction to AutoCAD Draw of shapes Draw of multiple objects Placing of object Draft setting as per object Modification of draw object Annotations of drawing Isometric Views Practice of industrial drawing

Assigning object properties Calculate? area of object, distance between two points, properties of object Managing a big drawing through layer management Sectioning of object Dimensioning of drawing Setting dimension style Setting arrow style for making notes in drawing Editing in dimension Construction line in drawing Practice Doubts session Test

List of Training Courses offered by Multisoft Systems


MS SQL Crystal Reports MS SQL Administration MS SQL Certification MS SQL Development MS SQL General MS SQL Integration MS SQL Reporting Performance tuning Projects SQL Programming

MS Office MS Access MS Excel 2007 MS Front Page MS Outlook 2007 MS PowerPoint MS Project MS Visio MS Word 2007 MS Windows 2007 Mircosoft InfoPath Office 365 Advanced VBScript Excel Macro Excel Vbscript

Microsoft SharePoint Microsoft SharePoint 2007 Microsoft SharePoint 2010

Microsoft Dynamics MS Dynamics CRM Microsoft Dynamics AX 2012 Microsoft Dynamics NAV MS Dynamics AX Microsoft Dynamics Axapta

Business Overview
Multisoft Financial Systems Limited is an Active, non trading business incorporated in England & Wales on 3rd April 1990. Their business activity is recorded as Other Software Publishing. Multisoft Financial Systems Limited is run by 2 current members. and 1 company secretary. 1 shareholders own the total shares within the company. It is also part of a group.

The latest Annual Accounts submitted to Companies House for the year up to 30/09/2012 reported 'cash at bank' of 0, 'liabilities' worth 0, 'net worth' of 0 and 'assets' worth 0. Multisoft Financial Systems Limited's risk score was amended on 07/08/2007.

Company Register
Status Non trading Registered date 03/04/1990 Company number 02488578 Type Private limited with Share Capital Country of registration GB

Previous Names

Previous name PURPOSEFUL COMPUTERS LIMITED Date changed 16/08/1990

Company Accounts Category Dormant Date filed up to 30/09/2012 Next due date 30/06/2014 Year end date 30th September Auditor Name Not provided Annual Returns Date filed up to 23/04/2013

Multisoft Systems Overview


Current

Director at Multisoft Systems Connections 500+ connections Websites

Company Website

Multisoft Systems' Summary


6 Weeks Project Based Industrial Training & Placement Programmed @ Multisoft Systems, Noida - Microsoft & Oracle Certified Partner

We take this opportunity to introduce ourselves as Multisoft Systems, Microsoft and Oracle Certified Learning Partner and a pioneer in, development, consultancy and education.

Multisoft Systems is incorporated by a team of professionals from global consulting firms having background in engineering and management from eminent institutes like IIT / IIM & guided by senior people from Industry, Academia, & Government Sector.

We have impressive placement record as well as have openings with our reputed clients including HCL, Accenture, IBM, TCS, WNS, Genpact, Hewitt, Wipro, Infosys, Sapient, and Steria who are looking for Professionals on various IT Technologies. Call or SMS INFO @ 9810306956 / 8130778887

E-mail for Registration info@multisoftsystems.com

Multisoft Systems Authorized Partner Microsoft, Oracle, Java 7, Intel, IBM, ISTQB

www.multisoftsystems.com Specialties C\C++ & Data Structure JAVA 7 / JEE / J2ME / Android Microsoft .Net 2010 (.NET 4.0) Embedded Systems / Robotics / Industrial Automation VLSI/PLC/SCADA/RTOS/DSP/Mat Lab/8051/ARM Oracle DBA 10g / 11g / RAC

PHP++ Software Quality Testing (SQT) CCNA/MCSE/A+/N+/Networking IBM Mainframe CAD / CAM / CAE AutoCAD/Pro-E/CATIA/Solid Works/Revit /3DSM

Industry Interface Program

Course Includes

Industry Interface Program Includes the following: Skills Development Workshop

The course / workshop would focus at many aspects of personality, like:


Building positive relationships with peers & seniors Building self-confidence & Developing clear communication skills Exploring and working on factors that help or hinder effective interpersonal communication Learning impacts of non-verbal behavior & Dealing with difficult situations and difficult people. Workshops Consists of Following Activities:

Personality Development Group Discussions & Debates Seminar & Presentations Case Studies & Analysis Corporate Communication HR & Interview Skills Management Games & Simulations

Aptitude, Logical & Reasoning Assessments & Development

Course Features

The salient features of Industry Interface Program are: Knowledge related to current technology aspects and corporate level deliverable & Continuous training and assessment to make you industry ready. Throughout the Training Curriculum Candidate will go through a Scheduled Assessment Process as below:

Continues Assessments Practical Workshops Modular Assignments Case Studies & Analysis Presentations (Latest Trends & Technologies) Tech Seminars Technical Viva Observing live Models of various projects Domain Specific Industry Projects

Projects 1 Major Project


Our course on VLSI revolves mainly on ASIC, and the course layout is under final stage of completion. The admissions for the same will be done through an All India Entrance Test. Domains / Industry:

Electricals and Electronics Telecom and Communication Automobile Consumer Electronics Power and Energy Manufacturing Architecture

Civil Industry Research and Development Automation Industry Retail Industry Health Care Industry Training and Performance Tracking

Knowledge related to current technology aspects and corporate level deliverable and Continuous training and assessment to make you industry ready. Throughout the Training Curriculum Candidate will go through a Scheduled Assessment Process as below:
o o o o o o o o o

Continues Assessments Practical Workshops Modular Assignments Case Studies & Analysis Presentations (Latest Trends & Technologies) Tech Seminars Technical Viva Observing live Models of various projects Domain Specific Industry Projects

Program Management Professional (PgMP)

Course Includes
Project Management Professional Training Program Includes the following: Skills Development Workshop The course / workshop would focus at many aspects of personality, like:

Building positive relationships with peers & seniors Building self-confidence & Developing clear communication skills Exploring and working on factors that help or hinder effective interpersonal communication Learning impacts of non-verbal behavior & Dealing with difficult situations and difficult people.

Workshops Consists of Following Activities:


Personality Development Group Discussions & Debates Seminar & Presentations Case Studies & Analysis Corporate Communication HR & Interview Skills Management Games & Simulations Aptitude, Logical & Reasoning Assessments & Development

Course Features
The salient features of Project Management Professional Training are:

Establish a common vocabulary and understanding of basic Project Management terms and concepts as in PMBOK Guide Fourth edition, viz. project, project management, stakeholders, earned value, scheduling techniques, and project managers responsibilities and competencies.

Describe the purpose, inputs, and outputs of the processes in each of the five Process Groups: Initiating, Planning, Executing, Monitoring and Controlling, Closing.

Define the 9 Project Management Knowledge areas & explain the relationship of Process groups, knowledge areas, project phases, project & product Life Cycle.

Understand the importance of Project Charter, Scope Statement, Work Breakdown Structure (WBS), Responsibility Matrix, PERTCPM, EVM.

Demonstrate a clear understanding of what activities, tools, & techniques, are necessary in each phase of a project & understand the PMP examination nuances.

Understand, acknowledge & appreciate importance of Risk management, Procurement Management, Human Resource Management.

Multisoft Program Management Professional (PgMP) credential recognizes the advanced experience and skill of program managers. Globally recognized and demanded, the PgMP demonstrates your proven competency to oversee multiple, related projects and their resources to achieve strategic business goals.

PgMP credential holders oversee the success of a program, grouping related projects together to realize organizational benefits not available if they were managed separately. Its the perfect fit if you define projects, assign project managers and oversee programs. This recognition is seen through increased marketability to employers and higher salary; according to the Multisoft Project Management Salary SurveySeventh Edition, certification positively impacts project manager salaries.

PERFORMANCE APPRAISAL

INTRODUCTION:-

Appraisal of performance is widely used in society. Parents evaluate their children, teachers evaluate their students and Officers evaluate their employees. However, formal evaluation of employees is believed to have been adopted for the first time during the First World War.

CONCEPT OF PERFORMANCE APPRAISAL:Performance evaluation or performance appraisal is the process of assessing the performance and the progress of an employee or of a group of employees on a given job and his potential for future development. It consists of all formal procedures used in working organizations to evaluate personalities, contributions and potentials of employees.

Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including the both qualitative and quantitative aspects of job performance. It is a systematic and objective way of evaluating both work-related behavior and potential of

employees. It is a process that involves determining and communicating to an employee how he or she is performing the job and ideally, establishing a plan of improvement.

According to Flippo:-Performance appraisal is the systematic, periodic and impartial rating of an employees to his present job and his potential for a better job. It is the process of obtaining, analyzing and recording information about the relative worth of an employee. Performance appraisal and merit rating are used synonymously. But performance appraisal is wider than merit rating. Actually performance appraisal focuses on the performance and future potential of employee.

FEATURES:-

The main characteristics of performance may be listed thus:

o It is a systematic process involving three steps: (a) Setting work standards. (b) Assessing employees actual performance. (c) It tries to find out how well the employee is performing the job and tries to establish a plan for further improvement.

o The appraisal is carried out periodically, according to a definite plan. It is certainly not a shot deal.

o Performance appraisal is not a past oriented activity, with the intention of putting poor performers in a spot. Rather it is a future oriented activity showing employees where

things have gone wrong, how to set everything in order and deliver results using their potential evaluation. On the other hand, determine how much a job is worth to the organization and therefore, what range of pay should be assigned to the job.

o Performance appraisal may be formal or informal. The informal evaluation is more likely to be subjective and influenced by personal factors. Some employees are liked well than others. The formal system is more likely to be more fair and objective, since it is carried out in a systematic manner, using printed appraisal forms.

o Performance appraisal is not limited to fouls. Its focus is on employee development. It forces managers to become coaches than judges. It provides an opportunity to find issues for discussion eliminate any potential problems and set new goals for achieving higher performance.

THE PERFORMANCE APPRAISAL PROCESS Performance Standards

Taking Corrective Action

Communicating

Standards

Discussing Result

Measuring Performance

Comparing With Standards Standards

The performance appraisal process follows a set pattern and it consists of the following steps:

(1) Establishing performance standards:-The appraisal system begins with the setting up of criteria to be used for appraising the performance of employees. The criterion is specified with the help of job analysis which reveals the contents of the job. The criteria should be clear, objective and in writing. If work performance cannot be measured, the personnel characteristics which contribute to employee performance must be determined. These characteristics include work quality, honesty, reliability, cooperation and team-work, job knowledge, initiative, leadership, safety consciousness, attendance, learning ability, adaptability, judgment, sense of responsibility, health and physical condition etc. Who is doing the appraisal and how frequently appraisal is to be done should also be decided. It mainly depends on the objectives of the appraisal i.e. to appraise actual performance on the present job or to judge potential for higher jobs.

(2) Communicating the standards:-The performance standards specified in the first step are communicated and explained to the employees so that they come to know what is expected of them. The standards should be conveyed to the evaluators. If necessary, the standards may be revised or modified in the light of feedback obtained from the employees and the evaluators.

(3) Measuring performance:-Once the performance standards are specified and accepted, the next stage is the measurement of actual performance. This requires choosing the right technique of measurement, identifying the internal and external factors influencing performance and collecting information on results achieved. Personal observations, written reports and face to face

contacts are the means of collecting data on performance. What is measured is more important than how it is measured.

(4) Comparing with Standards:-After measuring the actual performance, the measured performance is compared with the predetermined standards to carry out the deviations between predetermined standards and the actual performance of the employees.

(5) Discussing Results:-After comparison of actual performance with standards the results are discussed with various members of the organization because a decision regarding an employee is taken by various organizational members then a report is prepared and thus report is sent to executives then if there is deviation because of organizational resources then this deviation will be removed by top management executives. In this the reasons due to which the deviation is taking place are identified.

(6) Taking Corrective action:-In the above step the deviation is discussed and is ordered to remove but the implementation of removal of deviation is taken at the last step in the reasons due to which the deviation is taking place are removed to reduce the difference between the predetermined standards and the actual performance.

OBJECTIVES OF PERFORMANCE APPRAISAL

This would include how they: did; could do better in future; could obtain a larger share of rewards; and could achieve their life goals through their position.

Therefore an employee would desire that the appraisal system should aim at: their personal development; Their work satisfaction; and Their involvement in the organization.

From the point of view of the organization, performance appraisal serves the purpose of: providing information about human resources and their development; measuring the efficiency with which human resources are being used and improved; providing compensation packages to employees; and maintaining organizational control.

Performance appraisal should also aim at the mutual goals of the employees and the organization. This is essential because employees can develop only when the organizations interests are fulfilled. The organizations main resources are its employees, and their interest cannot be neglected. Mutual goals simultaneously provide for growth and development of the organization as well as of the human resources. They increase harmony and enhance effectiveness of human resources in the organization.

SCOPE OF PERFORMANCE APPRAISAL

To help each employee understand more about their role and become clear about their

functions; To be instrumental in helping employees to better understand their strengths and weaknesses with respect to their role and functions in the organization; To help in identifying the developmental needs of employees, given their role and function; To increase mutuality between employees and their supervisors so that every employee feels happy to work with their supervisor and thereby contributes their maximum to the organization; To provide an opportunity to each employee for self-reflection and individual goal setting, so that individually planned and monitored development takes place; To help employees internalize the culture, norms and values of the organization, thus developing an identity and commitment throughout the organization;

To help prepare employees for higher responsibilities in the future by continuously reinforcing the development of the behavior and qualities required for higher-level positions in the organization; To be instrumental in creating a positive and healthy climate in the organization thatdrives employees to give their best while enjoying doing so; and To assist in a variety of personnel decisions by periodically generating data regardingeach employee.

ESSENTIALSOF AN EFFECTIVE APPRAISAL SYSTEM

Mutual Trust Clear Objective Standardization Training Job Relatedness Documentation Feedback and Participation Individual Differences Post Appraisal Review

METHODS AND TECHNIQUES

Techniques of Performance Appraisal

Traditional Techniques

Modern Techniques

1. Confidential Report 2. Free from or Essay method 3. Strategic and Ranking method 4. Paired Comparison 5. Forced Distribution Method 6. Graphic Scale 7. Checklist Method 8. Critical Incident Method 9. Group Appraisal method

1. Assessment Center method 2.Human Resource Accounting method 3. Behavioral Anchored Rating method 4.Appraised through MBO 5. 360 Degree Appraisal Technique

10. Field Review method

TRADATIONALTECHNIQUES:-

1. Confidential report:-A confidential report is a report prepared by employees immediate superior. It a. covers the strength and weakness main achievements and failure, personality and behavior of the b. employees.

2. Free from or essay method:-Under this evaluator writes a short essay on the employees performance on the basis of overall impression.

3. Strategic Ranking Method:-In this technique, the evaluator assigns relative ranks to all the employees in the same work unit doing the same job. Employees are ranked from the best to the poorest on the basis of overall performance.

4. Paired Comparison Method:-This is a modified form of man to man ranking. Each employees is compared with all the others in pairs one at a time.

5. Forced Distribution Method:-Under this the rater is required to distribution his rating in the form of a normal frequency distribution.

6. Graphic Rating Scale:-It is a numerical scale indicating different degrees of a particular trait.

7. Checklist Method:-A checklist method is a list of statements that describes the characteristics and performance of employees on the job.

8. Critical Incident method:-The supervisor keeps a written record of critical events and how different employees behaved during such events.

9. Group Appraisal method:-A group of evaluator assesses employees. This group consists of the immediate supervisor having the employee, other supervisor having close contact with the employees work.

10. Field Review Method:-In this method, a training officer from the human resource department interviews line supervisors to evaluate their respective subordinates.

MODERN TECHNIQUES:-

1. Assessment Center method:-Assessment center is a group of employees drawn from different work units. These employees work together on an assignment similar to the one they would be handling when promoted. Evaluators observe and rank the performance of all the participants.

2. Human Resource Accounting Method:-Under this method, performance is judge in term of costs and contribution of employees.

3. Behavioral Anchored Rating Scale ( BARS ):-This method combines graphic rating scale with critical incident method. BARS are descriptions of various degrees of behaviors relating to specific performance dimension.

4. Appraised Through MBO:-MBO has been defined as a process whereby the superior and subordinate managers of an organization jointly identify its common goals, define each individuals major areas of responsibility in term of result expected of him and use these measure as guides for operating the unit and assessing the contribution of each of its member.

5. 360 Degree Appraisal Technique:-360-degree system involves evaluation of a manager

by every one above, alongside and below him. Structured questionnaires are used to collect responses about a manager from his bosses, peers and subordinates.

USES OF PERFORMANCE APPRAISAL

1. Performance appraisal provides valuable information for personal decisions such as pay increases, demotions, transfers and terminations. 2. It helps to judge the effectiveness of recruitment, selection, placement and orientation system of the organization. 3. It is useful in analyzing training and development needs. These needs can be assessed because performance appraisal reveals people who recruit further training to remove their weaknesses. 4. Performance appraisal can be used to improve performance through appropriate feedback, working and counseling to employees.

5. Performance appraisal facilitates human resources planning, career planning and succession

planning.

6. Systematic appraisal of performance helps to develop confidence among employees.

7. It promotes a positive work environment which contributes to productivity.

8. A competitive spirit is created and employees are motivated to improve their performance.

PROBLEMS IN PERFORMANCE APPRAISAL

(A) HALLO EFFECT:

It is tendency to rate an employee consistency high or low on the basis of overall impression. One trait of the employee influences the raters appraisal on all other traits.

(B) STEREOTYPING: This amplifies forming a mental picture of a person on the basis of his age, gender, caste or religion.

(C) CENTRAL TENDENCY: It means assigning average ratings to all the employees to avoid commitment. This is adopted because the rater has not to justify or clarify the average ratings.

(D) CONSTANT ERROR: Some evaluator tends to be lenient while others are strict in assessing performance.

(E) PERSONAL BIAS: Personal appraisal may become invalid because the rater dislikes an employee. Such bias may arise on the basis of regional or religious beliefs.

LITERATURE REVIEW

Mallikarjunam K (2005):-States performance appraisal system has assumed a new shape and nature in the form of a two-way communication link between the employees and the employers. Proper communication between the assessing authority and the employees under appraisal is essential for gathering all the required information from the employee. A performance appraisal system that is based on a free and unrestrained approach would generate the preferred data and help to increase organizational productivity.

Gupta Samita (2006):-This States the concept, goals and also explores several others aspects of performance management. The literature focuses on the concept of effective performance management system in the organization. Researchers have argued in an article that performance management represents twin dimensions of rationalization. The pursuits of reason in human affairs that is the process of bringing policies are pursued and rationalization as the increasing dominance of a means- end instrumental rationality.

Raju and Jena (2006):-This literature provides the background and description of performance appraisal system of ONGC. A good review system can help improve communication, while allowing people to increase their own effectiveness and clarify their own jobs and responsibilities. An innovative system will not only increase the performance of the staff, but also help them work together with common goals and fewer obstacles. The current system adopted by ONGC coupled with an aggressive communication campaign has resulted in the

creation of a positive work culture with a successful implementation of the new appraisal system; ONGC is setting an example for others.

Gupta and Aggerwal (2007):-Examined the relationship between managerial perception of the climate of participation and the perceived effectiveness of performance appraisal system in a private sector organization in North India. It was expected that the patterns of relationship between the variable under study would be positive in the organization. The result focused on the importance of climate of participation for increasing organizational commitment with the help of better performance appraisal system among managerial personnel in Indian organization.

Geetika And PandeyNeeraj(2007):-Deals with benchmarking, which involves a search for its genesis in the basic human instinct of comparison and judgmental reasoning, Three parameters of performance are identified, namely profitability, customer service and human resource satisfaction. Using these parameters, the power sector in India is studied.

Ravichandran K and DJE (2007):-This literature focused on the means to improve the performance of the individual employee, which result in the overall improvement of the organization. Recently, organizations are being faced with challenges like never before. Increasing competition from business across the world has meant that all business must be much more careful about the choice of strategies to remain competitive. Organization have a better understanding of the importance of the human resource and so their focus on improving the process, the implementation skills of the appraisers as well as the appraises for successful performance _organization, which means improving the performance of the individual employees which results in the overall improvement of the organizations performance.

Joshi Rashmi (2008):-This article focused on various component- goal setting, regular reviews, annual appraisal, development process, linkage to reward system of performance management system. And consider issues for successfully implementation of performance appraisal system with the help of current issues and best practices in performance management system like

performance management as a strategies workforce tool, adopting year round performance management, alignment of goals with performance management, aligning business objective with other areas, adopting performance management system software. She stated well defined performance management system will enhanced the image of the organization in the mind of employees while improving its performance in terms of productivity and profitability.

Ramana PVL (2008):-In this article performance management relates cleanliness at workplace with performance improvement taking cues from 5S philosophy:-Seiri,Seiton, Seiro, Seikestuandshitsuke. It advocates self-discipline among employees, better living, improved work life balance and demonstrates a strong relation between physical environment at workplaces and productivity.

Kumar T Kiran (2008):-This article focused on the following aspects of performance management system:Need for performance appraisal system, performance management system in company, Setting up performance management system, Designing performance management system, setting up problem is performance management, Use of technology in performance management. ChkarbortyManishankar (2008):-This literature focused on the human resource factor within an organization. Human resource manager across the globe are finding it very difficult to attract and retain talent, In such a scenario, the need for a proper performance management system has become all the more important. Companies from knowledge sectors have devised novel performance management system, which are considered benchmarks by organization across sectors.

OBJECTIVES OF THE STUDY

The main objective of any kind of research is to understand the reality behind a phenomenon. It involves a systematic investigation involved to add to the available information through scientific procedures.

The main objective of this study was to know Employees Satisfaction Regarding PerformanceAppraisal System of OCM INDIA LTD.

The sub objectives that we wanted to achieve are as follows:-

o To find out the satisfaction level of employees regarding companies appraisal system. o To know whether the employees are aware of the appraisal technique followed by the company. o To ascertain factors, considered while appraising the performance of employees. o To know that whether there is any biasness in the performance appraisal system of the organization. o To analyze the various factors that can motivate employees in their work. o To invite suggestions for the satisfaction level of the employees.

RESEARCH DESIGN

Meaning of Research:

Research is defined as A scientific and systematic search for pertinent information on a specific topic. Research is an art of scientific investigation. Research is a systematized effort to gain new knowledge. It is a careful investigation or inquiry especially through search for new facts in any branch of knowledge. The search for knowledge through objective and systematic method of finding solution to a problem is research. Research Methodology: It is a way to systematically study & solve the research problems. If a researcher wants to claim his study as a good study; he must clearly state the methodology adopted in conducting the research so that it may be judged by the reader whether the methodology of work done is sound or not. The Research methodology here includes:1) Research Design 2) Sample 3) Collection of Data 4) Analysis of Pattern

Research Design:
A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with combine in procedure. The current study is exploratory cum descriptive in nature.

Exploratory Research Design: The main purpose of such studies is that of formulating a problem for more precise investigation or of developing the working hypothesis from an operational point of view. The major emphasis in such studies is on the discovery of ideas and insights. Descriptive Research Design: Descriptive research studies are those studies, which are concerned with describing the characteristics of a particular individual or of a group.

SAMPLING TECHNIQUE

A sample design is a definite plan for obtaining a sample from a given population. A representative part of a total population is called sample. The selection process is called Sampling Technique. The survey so conducted is called Sampling Survey. In this sampling, area is AMRITSAR (PUNJAB)and the sampling unit is OCM INDIA LTD.The size of sample is 20 staff members in the OCM INDIA LTD. The sampling technique used is Convenient sampling.

DATA COLLECTION

Data is of two types :

1) Primary Data 2) Secondary Data

Primary data:Primary data are those, which are collected afresh and for the first time and it is original in correct. Primary data are collected with the help of questionnaire. Secondary Data: Secondary data is that data which someone else has already collected and which have already been passed through the statistical process. Here, secondary data is collected from internet, annual reports and publications. Data Analysis: After collecting the data it has to be processed and analyzed. The term analysis refers to the computation of certain measure along with searching for patterns of relationship that exist among data groups. This study involves percentage graphs. Data Interpretation: Interpretation refers to the task of drawing inferences from the collected facts after an analytical study.

LIMITATIONS OF THE STUDY

Every survey has some sort of limitations and this survey also has some limitations:

(1) Lack of Interest: The employees do not show any interest in filling the questionnaire because they thought that it is not beneficial for them.

(2) Small sample size: The sample size was very small so it is difficult to conclude for the whole employees satisfaction level on the basis of sample data.

(3) Fear in employees mind: All the randomly selected employees were afraid of giving the proper information.

(4) Lack of Cooperation: Our guiders confuse us because of difference in their thoughts and working criteria.

SIGNIFICANCE OF THE STUDY

FOR THE COMPANY:-

1) With the help of this report they can find out lack point comes during evaluating performance of the employees.

2) Another significance of this study is to providing information regarding lack points behind performance appraisal at OCM INDIA LTD. So that they can improve their techniques to evaluate performance appraisal of employees more effective.

FOR THE RESEARCHER:1) The main significance of this study is to help those students who want to go for further research on satisfaction level of employees toward performance appraisal. They can collect secondary data from this report.

2) It provides the Real picture of corporate world.

3) This study helps researcher to find out job in future in corporate world.

DATA ANALYSIS AND INTERPRETATIONS

Q. 1. Does your organization have Performance Appraisal system in practice regularly?

TABLE (4.1):-

YES 40%

NO 60%

CHART (4.1):-

70% 60% 50% 40% 30% 20% 10% 0% YES NO

INTERPRETATION:-

The objective of this question is to find out that whether the performance appraisal is on regular time period or not. This graph shows that Only 40% employees says that performance appraisal is on regular basis and 60% employees says that performance appraisal is on irregular basis.

Q.2. Are you satisfied with the Performance Appraisal technique adopted by your

Organization?

TABLE (4.2):-

YES 60%

NO 30%

CANT SAY 10%

CHART (4.2):-

70% 60% 50% 40% 30% 20% 10% 0% YES NO CAN'T SAY

INTERPRETATION:-

The objective of this question is to find out that whether the employees are Satisfied with the technique followed in their organization or not. This graph shows that Only 60% employees are satisfied with the techniques used for evaluating their performance.

Q. 3. What kind of Performance Appraisal Technique used in your organization? TABLE(4.3):-

360 DEGREE 80% CHART(4.3):-

OTHER 15%

DONT KNOW 5%

80% 70% 60% 50% 40% 30% 20% 10% 0% 360 DEGREE OTHER DON'T KNOW

INTERPRETATION:-

The objective of this question is to find out that whether employees know the technique followed in their organization or not. This graph shows that 80% employees know the techniques used for evaluating their performance.

Q. 4. Does Performance Appraisal contribute in any way to your career enhancement?

TABLE(4.4):-

JOB ENRICHMENT 15%

PROMOTION

PAY HIKE

OTHER

20%

60%

5%

CHART (4.4):-

70% 60% 50% 40% 30% 20% 10% 0% JOB ENRICHMENT PROMOTION PAY HIKE OTHER

INTERPRETATION:-

This graph shows that performance and promotions are 60% considered in the organization and 20% employees consider promotion and 15% employees consider job enrichment.

Q.5. How much time does it take to put the results of Performance Appraisal into practice?

TABLE (4.5):-

0-2 MONTHS 0%

2-4 MONTHS 80%

4-6 MONTHS 20%

CHART (4.5):-

80% 70% 60% 50% 40% 30% 20% 10% 0% 0-2 MONTHS 2-4 MONTHS 4-6 MONTHS

INTERPRETATION:-

This graph indicates that 80% employees say that company takes 24 months to put

the

results and 20% says those 4-6 months. So according to employees they are not happy with the time period taken by the company to put the result.
Q. 6.Do you think that rewards given to you as per your performance is adequate?

TABLE (4.6):-

YES

NO

CANT SAY

50%

40%

10%

CHART (4.6):-

50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% YES NO CAN'T SAY

INTERPRETATION:-

This graph indicates that only 50% employees happy with the reward given to him/her as per their performance and 40% employees are not happy with the reward given to him/her as per their performance.

Q. 7.If the performance is negative, and then which of the following measures is taken in your organization?
TABLE (4.7):-

DEMOTION 70%

INCENTIVE REDUCTION 20%

TRAINING PROGRAMME 10%

CHART (4.7):-

80% 60% 40%

20%
0% DEMOTION INCENTIVE REDUCTION TRAINING PROGRAMME

INTERPRETATION:-

This graph signifies that 70% employees whenever their performance is negative then they go for demotion. There should be training programmed for improving their performance efficiency. Q.8.Do you think that you are appraised as per your performance?

TABLE(4.8):-

ALWAYS 60%

SOMETIMES 30%

RARELY 10%

NEVER 0%

CHART (4.8):-

INTERPRETATION:-

In this graph it defines that 60% employees think that they are appraised as per your performance while 30% employees think that they are sometimes appraised as per their performance and 10% think that they are rarely appraised according to their performance. This graph signifies that 40% employees are not satisfied with their appraised performance.

Q. 9. Have the results of last Performance Appraisal been executed?


TABLE (4.9):-

YES 0%

NO 100%

CHART (4.9):-

100% 80% 60% 40% 20% 0% YES NO

INTERPRETATION:-

This graph shows that 100% employees says that result of last appraisal have been not executed.

Q. 10.How much you are satisfied with appraisal of your performance this year?

TABLE (4.10):-

HIGHLYSATISFIED

SATISFIED

DISSATISFIED

HIGHLY DISSATISFIED 0% CHA RT

40%

50%

10%

(4.10):-

50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% HIGHLY SATISFIED SATISFIED DISSATISFIED HIGHLY DISSATISFIED

INTERPRETATION:-

We can see that 40% employees are highly satisfied with their performance, 50% are satisfied and only 10% employees are dissatisfied with their performance of this year which means employees needs little improvement.

Q.11.How many of employees feel that there is biasness in their Performance Appraisal System?
TABLE (4.11):-

YES 30%

NO 70%

CHART (4.11):-

80% 70% 60% 50% 40% 30% 20% 10% 0% YES NO

INTERPRETATION:-

We can see that 70% employees think that performance work achievement of task can be the basis for the appraisal of performance..

Q.12. any suggestions or comment would you like to share?

TABLE (4.12):-

YES

NO

20%

80%

CHART (4.12):-

80% 60% 40% 20% 0% YES NO

INTERPRETATION:-

This graph shows that 80% employees are satisfied with their performance appraisal system while only 20% have their suggestions regarding the betterment of performance appraisal system.

FINDINGS

It has been found that most of the employees think that the performance appraisal is essential and they think it is used as a tool to improve performance, to determine organization needs, and to basis for pay increase, promotions, and transfer. The appraisal system facilitates growth & learning of employees and it is used to distinguish performers. The existing appraisal system helps the management to identify potentiality of employees as well as useful for maintaining efficiency of the individual & organization. Some employees feel that they do not know which basis their performance is appraised and most of the employees feel that it help them discover their potential and enables to know their short coming. Organization provides training & development programs to overcome the short comings identified in performance appraisal. The employees that their promotions match their contributions and new performance appraisal technique should be adopted in the organization and the short comings are informed to them. The performance appraisal supports to experiment with new ideas as basis for promotion.

SUGGESTIONS
(1) Goal achievement should also be weighted according to the percentage achieved Of predetermined target in a specified time period. (2) Instead of following only one techniques other techniques should also be followed And weight age of all methods should be taken into consideration while appraising Performance.

As the project helps to understand the very basic things regarding appraisal system, I felt some requirements to make appraisal systems more efficient. Few suggestions are: Only one technique should not be used. Appraisal must base on performance and efficiency of employees without any biasness, which helps to remove the conflicts between the employees. After performance appraisal of employees proper training should be given to them so that they can remove their deviations. Several steps for personal development of employees should also be taken so that the reasons behind the good or bad performance can be known and can be removed. Time interval to put the Result is very large. it should be maximum 20 days.

BIBLIOGRAPHY

BOOKS:-

Kothari C.R. (2004), Research Methodology: Methods and Technology, Second Edition, New Age International Publishers, New Delhi.

Rao V S P, Human Resource Management Second Edition 2006, Published by Anurag Jain for Excel Book, New Delhi.

Dr. C.B Gupta,Human Resource Management Tenth Edition 2009, Published by Sultan Chand and Sons, Educational Publishers, New Delhi.

WEBSITES:-

www.google.com www.ocm.in www.google.com www.hrmguide.com

ANNEXURE
QUESTIONNAIRE

Name: Age: Gender: Marital Status: Post: Contact No:

Q1. Does your organization have performance appraisal system in practice regularly?

Yes

No

2. Are you satisfied with the performance appraisal technique adopted by your Organization?

Yes

No

Cant Say

3. What kind of performance appraisal Technique used in your organization?

360 Degree

Other

Cant Say

4. Does performance appraisal contribute in any way to your career enhancement?

Job Enrichment

Promotion

Pay Hike

Others

5. How much time does it take to put the results of performance appraisal into Practice?

0-2 Months

2-4Months

4-6Months

6. Do you think that rewards given to you as per your performance is adequate?

Yes

No

Cant Say

7. If the performance is negative, then which of the following measures is taken in you Organization?

Demotion

Incentive Reduction

Training Programme

Q 8.Do you think that you are appraised as per your performance?

Always

Sometime

Rarely

Never

Q 9.Have the results of last Performance Appraisal been executed?

Yes

No

10. How much you are satisfied with appraisal of your performance this year?

Highly Satisfied

Satisfied

Dissatisfied

Highly Satisfied

11. How many of employees feel that there is biasness in their Performance Appraisal System?

Yes

No

12. Any suggestions or comments would you like to share?

Yes

No

13. What steps should be taken by your organization to make Performance Appraisal System more effective?

Suggestion:-

(Signature)

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