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A Project Synopsis On: Performance Management
A Project Synopsis On: Performance Management
“PERFORMANCE MANAGEMENT”
AT
AWARD OF
GUNDARAPU HARIKA
1168-20-672-019
Performance management (PM) includes activities which ensure that goals are consistently
being met in an effective and efficient manner. Performance management can focus on the
Performance management as referenced on this page is a broad term coined by Dr. Aubrey
Daniels in the late 1970s to describe a technology (i.e. science imbedded in applications
methods) for managing behavior and results, two critical elements of what is known as
performance.
towards the achievement of its objective. Organizational effectiveness is often equated with
guaranteeing the full utilization of human resource available through individual employees
under his guidance. Hence, it is always required for a manager to monitor and measure the
performance of employees.
Moreover, since the organization exists to achieve the goals, the degree of
success that individual employees have in reaching this individual goal is important in
been at meeting their individual goal to come a critical part of human resource management.
Management is a method of evaluating the behavior of employees in the work spot, including
both qualitative and quantitative aspects of job performance indicates how an individual is
fulfilling the job demands and it is always in terms of results. Under performance appraisal
not only the performance of an employee but also his potential for development is evaluated.
relevant strengths and weaknesses”.In performance appraisal or merit rating refers to all the
contributions and potential group members. In appraisal system the employee’s merits like
initiatives, dependability, personality etc., are compared with others and ranked to rated.
the outcome of the assessment. It tells an employee what set of activities or what qualities are
By the manager to help him improve the jobholders performance and plan his career.
By the jobholder to assist him to evaluate his own performance and develop himself.
In performance planning and review, the Reporting Manager is expected to set targets
or tasks for the appraise in the beginning of the year. In the middle of the year, the
appraise fills the self-appraisal form, indicating the extent which the target or task has
been completed, the difficulties faced and the suggestions for improvement. At the
end of the year, there is the annual review and targets/tasks set for the next year. Both
The need of the performance Management is to determine what aspects of performance are
required to be evaluated.
To identify those who are performing their assigned task well and those who are
taken.
an employee.
To compare actual performance with the standards and in out deviations (positive
and negative)
It guarantees useful information about employees and the nature of their duties.
We can briefly say that performance appraisal systems are necessities to assess
and to take corrective actions to bride gaps and improve performance over a period of
time.
SCOPE OF THE STUDY
In the present study a attempt has been made to know the actual implementation of
particular.
The employees have lot of scope for development and prepare themselves for higher
responsibilities’ thorough analysis of the performance appraisal system will help the
management
To know the short comings, if any. It also help the company in knowing whether the
performance appraisal techniques are used to full extent or not, there by the researcher
The objective is to know how effective is the execution of appraisal system (Performance
to set his own objective for the next time period following the review of his past
decisions based on the evaluation of the existing plans, information system, job analysis,
The objectives is to identify the common goals of the organization, define each
individuals major areas of responsibility in terms results expected of him, review the
individual performance progress in a job and his potential for future improvement. It
aims at providing data to managers with whom they may judge future job assignments
and compensation.
To establish an objective basis fro the different levels of performance and to identify
To counsel the employees appropriately regarding their strengths and weaknesses and
asses in developing them to realize they are full potential in line with the company’s
objectives and goals. Always emphasize that the role of a manager is to offer
constructive support and not condemn. Give the employees many opportunities to ask
The research methodology is a systematic way to solve the problem and it is an important
component of the study without which researcher may not be able to obtain the facts and
SOURCE OF DATA:
different sources:
The primary data is collected with the help of questionnaires, which consists
of twenty questions each. The questionnaires are chosen because of its simplicity and
liability. Researcher can expect straight answers to the questions. The respondents are
informed about the significant of the study and requested to give their fair opinions.
department. The documents include personnel manuals, books, reports, journal, etc.
SAMPLING PROCESS:
Hyderabad constitute ‘universe’ of the present study. A part of it is taken as sample unit for
the resent study. It includes JGMS, AGMS, manager and other employees of HERO
MOTOCORP PVT LTD, Hyderabad. Of these 30 are executives, 20 are senior executives
Since so many years HERO MOTOCORP PVT LTD Hyderabad has been
following the same procedure of appraisals for their executives and employees and for the
In this case the superior appraises the person on certain positive qualities only. The
negative traits are not considered. Such an appraisal will not give a true picture about
the employee. And in some cases employees who do not deserve promotions may get
it.
In this case only the negative qualities of the employee are considered and based on
this appraisal is done. This again will not help the organization because such
In this case the superior gives an appraisal by giving central values. This prevents a
really talented employee from getting promotions he deserves and some employees
Some bosses are lenient in grading their employees while some are very strict.
Employee who really deserves promotions may lose the opportunity due to strict
bosses while those who may not deserve may get benefits due to lenient boss.
In this case the employee is judged +vely or –vely by the boss depending upon the
Many bosses do not wish to spoil their relations with their subordinates. Therefore
when they appraise the employee they may end up giving higher grades which are
Sometimes a very strict appraisal may affect the goodwill between senior and junior.
Similarly when different departments in the same company use different methods of
CHAPTER-1
Introduction
CHAPTER-2
Industry Profile
Company Profile
CHAPTER-3
Review Of Literature
CHAPTER-4
CHAPTER-5
Findings
Conclusion
Suggestion
BIBLIOGRAPHY