PROJECT SYNOPSIS

ON
PERFORMANCE APPRAISAL
SUBMITTED TO:
INSTITUTE OF MANAGEMENT TECHNOLOGY
DISTANCE LEARNING PROGRAMME
(GHAZIABAD)

In the partial fulfillment of the requirements for the award of Degree of

POST GRADUATE DIPLOMA IN BUSINESS MANAGEMENT

(SPECIALIZATION: HUMAN RESOURCE MANAGEMENT)

Submitted by:
NAME: PREETI CHAUDHARY
ENROLLMENT NO.: 0921000919

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PROJECT GUIDE

Mr. Bharat Bhushan, General Manager-HR & Admin in HLS Asia Limited (HLSA) currently
managing complete HR and Admin activities.

He has done his Study from Chandigarh University and he is serving to HLS Asia Limited
(HLSA) since 1995.

He has extensively traveled abroad and has affluent experience of different functions in
Industries.

His contact details are as below:

Address: D206, Mahendra Enclave
Ghaziabad (U.P.)
______________________________

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CONSENT LETTER

This is to certify that Ms. Preeti Chaudhary, student of Post Graduate Diploma in Human
Resource Management, Batch of July 2009, Institute of Management & Technology
Distance Learning (IMT CDL), bearing Registration No. 0921000919, has undertaken the
Project on Performance Appraisal at HLS Asia Limited (HLSA) under my close supervision
and guidance.

This Report is prepared in partial fulfillment of Post Graduate Diploma in Human Resource
Management to be awarded by IMT CDL, Ghaziabad.

To the best of my knowledge, this piece of work is original and no part of this report has been
submitted by the student of any other Institute / University earlier.

We wish him all the success.

Bharat Bhushan
GM-HR & Admin

Date: 28th March 2012

Place: Ghaziabad

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CONTENTS
Sl No

Description

Page Nos

Objective of the Study

Statement about the problem

Company Profile

7-8

Introduction to Human Resource

9-10

Data Collection

11

Research Methodology

12

Conclusion

13

Questionnaire

14-16

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OBJECTIVE OF THE STUDY

In this research work, the researcher has made an attempt to study the existing performance
appraisal system in HLS Asia Limited (HLSA). The main objectives of the study are listed as
under;

To have a brief insight into the existing Performance appraisal system in HLS Asia
Limited (HLSA).
To critically assess the appropriateness of the existing Performance appraisal system.
To highlight the perception of appraisers and appraisee relating to, the existing
Performance appraisal system.
To examine the strength & weakness of the present Performance appraisal system in
the company.
To examine the necessities for changes in the appraisal system.
To recommend necessary changes / modifications for making the appraisal system
more objective as well as effective for fulfillment of organization goals.

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STATEMENT ABOUT THE PROBLEM

In our modern times, business environments are fast changing. The vast technological
development that merges within a firm's vision, mission, and its implementation processes
and the radical economic reforms have led to the emergence of new opportunities and threats
for business organization and its employees. Many HR expertise focused their attentions on
developing both organization and employees' performance to attain sustainability or/and to
compete. Many faced problems with the employees' satisfactions and relatively their
commitments toward their organization. Having defined HRD and its importance, the study
of HR T&D is going to examine the effective impact of Training and Development on the
workforce performance and satisfaction in an organization and relatively its impact on the
organization as a whole and the challenges an organization might face in the shortage of
intellectual HRD professionals, the elimination of skills gaps, the competition in global
economy, and the need for lifelong changes. The study is going to be conducted at one of the
international non-governmental organizations operating in Lebanon that works for the
benefits of marginalized, under risk and privileged communities where different socioeconomic projects are involved that recommends workforce from low to top levels

Page 6 of 16

COMPANY PROFILE

HLS Asia Limited (HLSA), formerly known as HLS India Limited is a Public Limited
Company registered in India, having foreign Collaboration with Halliburton Energy Services
Inc., U.S.A, one of the world's largest oilfield service Company. HLSA is providing all types
of Wire-line Logging (viz. Open-hole, Cased-hole, Production Logging, Completion, and
Pipe Recovery etc.), Wire line and Tubing Conveyed Perforation, Data Processing /
Interpretation & other related services successfully to E&P Companies since 1987, as per
international standards using mainly Halliburton's technology and equipment.

HLSA is managed proficiently by Board of Directors that include four Halliburton

representatives (two main Directors and two Alternate Directors). HLSA is a TEAM of oil
field professionals and have experienced Engineers and Managers who have worked
internationally and within the country. HLSAs personnel are trained as per international
standards and its motivated teams are committed to deliver the best with integrity, safety,
Quality & Operational Excellence

HLSA valued clients include various national & multi-national E&P companies viz. Oil and
Natural Gas Corporation (ONGC), Reliance Industries (RIL), Oil India Ltd. (OIL), Gujarat
State Petroleum Corporation (GSPC), Jubilant Oil & Gas Pvt Ltd, Cairn India Limited, Niko
Resources, Hardy E&P, Canoro Resources, Geopetrol International, Oilex, Essar Oil, GeoEnpro, Hindustan Oil Exploration Petrobangla Group of Companies (BGFCL, BAPEX,
SGFL), Tullow (Bangladesh), Turkiye Petrolleri, Selan Exploration Technology Limited
(SELAN), Petrogas E&P LLC etc. HLSA have also been providing logging services for Coal
Bed Methane projects. Further, HLSA is also technically qualified by various other renowned
international E&P companies like AFPC (consortium of Syria Shell Petroleum), Chevron
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Bangladesh, Occidental Bangladesh, TOTAL E&P Yemen, Canadian Nexen Yemen, Dove
Energy, DNO ASA, OAO Gazprom etc.

HLSAs logging Engineers / Log Analysts have also rendered various logging related
services to overseas clients of Halliburton in China, Turkey, Poland, Congo, Zaire, Australia,
Indonesia, Singapore, Dubai, Egypt, Kazakhstan, Thailand, Papua New Guinea, Iran & USA
etc.

Page 8 of 16

INTRODUCTION TO HUMAN RESOURCE

There is a human tendency to make judgments about others who are around us and also about
oneself. It seems appraisal is both inevitable and universal. In the absences of a carefully
structured system of appraisal, people will tend to judge the work performances of other,
including subordinates, naturally, informally and arbitrarily. However the human inclination
to judge can create serious motivational, ethical and legal problems in the work place.
Without a structured appraisal system there is little chance of ensuring that the judgment
made will be lawful, fair, defensible and accurate. Hence there is need for a systematic
performance appraisal to judge the performance of individual in any sector.

Performance appraisal is a systematic evaluation of an individual employee with respect to

his performance on the job and his potential for development. Performance is carrying out the
work entrusted by the employed directly or through his agents. The management expects all
the employees to perform this specified work for the payments it makes.

Once the work is entrusted to the employee, it is necessary to measure the performance to
see;
Whether the employee has done the work entrusted to him in the way it was expected.
Whether there is any wastage in tears of time, money, energy, skill etc.
Whether the same work could have been done in a better way.
In the process, whether the employee has equipped himself with his responsibilities.

Normally it is measured by a third party or the immediate higher officer. This method of
measuring the work is called appraisal. Unless the work is carried out in the proper way, the
employer will lose the employees. It is a formal exercise in a documented form in which
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organization makes an evaluation of its employees in terms of his contributions made towards
achieving organizational objectives. It also evaluates further personal strengths and
weaknesses in terms of attributes and behaviors demonstrated for meeting whatever
objectives the organization may consider relevant.

According to Heyel, Performance Appraisal is the process of evaluating the performance

and qualification of the employees in terms of the requirements of the job for which he is
employed

for

the

purpose

of

administration

including

placement,

selection,

promotion providing financial rewards and other actions.

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DATA COLLECTION

In analysis of Human Resource Management of HLS Asia Limited (HLSA), we collect the
data by the different sources. I collect the primary and secondary data.

Data was collected through questionnaires, research, files and documents of organization,
interview & observation.

The data collected through questionnaire becomes primary data, which is used to test
hypothesis. The structured questionnaire consisted of close-ended objective question.

Secondary data on the organization was collected from various secondary sources like
records, files, journal & documents of the organization.

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RESEARCH METHODOGY

Research methodology is the way to systematically solve the research problem. Objective of
research study is to analysis of Human Resource of HLS Asia Limited (HLSA). Analyzing of
Human Resource Management, I determining following;
1.

Research Design

2.

Primary Sources

Researcher is a scientific inquiry, and has three essential characteristics i.e. objectivity,
accuracy & continuity. Methodology has an important bearing in the collection of reliable
and pertinent information as weir as on the outcomes of the study. The categorization of the
proposed investigation into a certain type of research, a corresponding method or methods
designed for it and appropriate techniques for collecting & analyzing data are together known
as methodology of research. Research design is a complete outline of the conduct of the
proposed research study.

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CONCLUSION

Performance Appraisal refers to the assessment of an employees actual performance,

behavior on jobs, and his or her potential for future performance. Appraisal has several
objectives but the main purposes are to assess training needs, to effect promotions, and to
give pay increases.

Appraisal of performance proceeds in a set pattern. The steps involved are defining appraisal
objectives, establishing job expectations, designing the appraisal programme, conducting
performance interview, and using appraisal data for different HR activities.

Performance appraisal is systematic and objective way of evaluating both work related
behavior and potential of employees. It should be carried out in an objective manner. In order
to get best result of performance appraisal the CEO of every organization should create a
culture of excellence that motivates employee at all level and also encourage team work.

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QUESTIONNAIRE

Questionnaire:
[Please put tick mark () in appropriate place.]
1. Do you think that performance appraisal system is necessary in organization?
Strongly agree
Agree
Neither nor
Disagree
Strongly disagree

2. Are you satisfied with the existing performance appraisal system?

Strongly satisfied
Satisfied
Neither nor
Dissatisfied
Strongly dissatisfied

3. Do you think that the performance appraisal is helpful in reducing relevance among the
employee?
Strongly agree
Agree
Neither nor
Disagree
Strongly disagree

4. Do you think that the performance appraisal is helpful in improving the personal skill?
Strongly agree
Agree
Neither nor
Disagree
Strongly disagree
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5. Do you think that the performance appraisal system helps to identify the strength and
weakness of the employee?
Strongly agree
Agree
Neither nor
Disagree
Strongly disagree

6. Do you think that the performance rating is helpful for management to provide
counseling?
Strongly agree
Agree
Neither nor
Disagree
Strongly disagree

7. Do you think that promotion should be purely based on performance appraisal?

Strongly agree
Agree
Neither nor
Disagree
Strongly disagree

8. Do you think that pay fixation should be as per performance rating?

Strongly agree
Agree
Neither nor
Disagree
Strongly disagree

9. Do you think that performance appraisal increases employees motivation and morale?
Strongly agree
Agree

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Neither nor
Disagree
Strongly disagree

10. Do you think that the performance should assessed by self?

Strongly agree
Agree
Neither nor
Disagree
Strongly disagree

11. Do you think that the performance should assessed by superior?

Strongly agree
Agree
Neither nor
Disagree
Strongly disagree

12. Do you think that the performance should assessed by Independent bodies/ Consultants?
Strongly agree
Agree
Neither nor
Disagree
Strongly disagree

Any suggestions: ..

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