A PROJECT SYNOPSIS ON

“PERFORMANCE MANAGEMENT”

AT

HERO MOTOCORP PVT LTD

PROJECT REPORT SUBMITTED TO OSMANIA UNIVERSITY

IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE

AWARD OF

MASTER OF BUSINESS ADMINISTRATION

GUNDARAPU HARIKA
1168-20-672-019

DEPARTMENT OF BUSINESS ADMINISTRATION

BY
ANDHRA VIDYALAYA COLLEGE P.G CENTER
(AFFILATED TO OSMANIA UNIVERSITY)
GAGAN MAHAL, HYDERBAD.
2020-2022
 INTRODUCTION

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 of an organization, a department, employee, or even the processes to build a

product or service, as well as many other areas.

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.

A major concern of every organization should be to contribute positively

towards the achievement of its objective. Organizational effectiveness is often equated with

managerial efficiency. A manager can ensure organizational effectiveness only by

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

determining organizational effectiveness. The assessment of how successful employees have

been at meeting their individual goal to come a critical part of human resource management.

This leads to concept of performance appraisal.

A performance management system functions as definitions of performance.

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.

“Performance Appraisal is a systematic description of an employee’s job

relevant strengths and weaknesses”.In performance appraisal or merit rating refers to all the

formal procedures used in working organizations to evaluate the personalities and

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.

Appraisals might be based on the criteria of employee’s skills, educational qualifications,

knowledge, abilities to delegate plans, supervise, assume responsibility, exercise leadership,

personal qualities, creativity, decision making and interpersonal skills.

An appraisal motivates an employee into increased effort aimed at enhancing

the outcome of the assessment. It tells an employee what set of activities or what qualities are

considered desirable by the organization.

It is the systematic method of obtaining, analyzing & recording information about an

employee that is needed:

 For effective management of business.

 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

in the mid-year review and annual review, the self-appraisal is supplemented by a

 performance review, discussion, the problems are discussed and the appraiser is given

feedback on how he is doing.

NEED FOR THE STUDY:

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

not and the reason for such performance.

 To provide information about the performance ranks basing on which decisions

regarded salary fixation, conformation, promotion, demotion and transfer are

taken.

 To provide feedback information about the level of achievements and behavior of

an employee.

 To compare actual performance with the standards and in out deviations (positive

and negative)

 To create and maintain satisfactory level of performance.

 To prevent grievance and in disciplinary activity.

 To facilitate fair and equitable compensation.

 To ensure organizational effectiveness.

 It guarantees useful information about employees and the nature of their duties.

We can briefly say that performance appraisal systems are necessities to assess

performance at regular intervals with consistency to study improvements, deviation

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

performance appraisal techniques in general and some other aspects such as

awareness of the workers, effectiveness of the performance appraisal system in

particular.

 Human resource projections are valid on appraisals. By improving job skills,

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

can understand the effective implement of the performance appraisal system.

OBJECTIVES OF STUDY

The objective is to know how effective is the execution of appraisal system (Performance

Management) in HERO MOTOCORP PVT LTD., Hyderabad.

The aim of most performance management programming is to encourage the employees

to set his own objective for the next time period following the review of his past

performance. It enables the management to make effective decisions/ to modify earlier

decisions based on the evaluation of the existing plans, information system, job analysis,

and internal and external environment factors influencing employee performance.

 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

executives with potential to grow in the organization.

 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

guidance to air grievances and discuss anxieties

REASEACH , METHODOLOGY & DATABASE:

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

figures from the employees.

SOURCE OF DATA:

The study is based on primary as well as secondary data collected from

different sources:

A). Primary Data:

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.

B). Secondary Data:

Secondary data is collected through the documents provided by the personnel

department. The documents include personnel manuals, books, reports, journal, etc.

SAMPLING PROCESS:

A). Sample Unit:

The executives and employed at HERO MOTOCORP PVT LTD.,

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.

B). Sample Size:

The sample size consists of 100 respondents employed in HERO

MOTOCORP PVT LTD, Hyderabad. Of these 30 are executives, 20 are senior executives

and the remaining 50 are employees.

PERIOD OF THE STUDY:

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

study of my project last on-year data has collected on performance appraisals.

LIMITATIONS OF THE STUDY

 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

appraisal may not present a true picture about the employee.

 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

who do not deserve anything may get promotion.

 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

past performance. Therefore although the employee may have improved

performance, he may still not get the benefit.

 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

not required. This is a n injustice to really deserving employees.

 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

appraisal it becomes very difficult to compare employees.

 CHAPTER PLAN:

CHAPTER-1

 Introduction

Scope of the Study

Objectives of the Study

Methodology of the Study

Limitations of the Study

CHAPTER-2

 Industry Profile

 Company Profile

CHAPTER-3

 Review Of Literature

CHAPTER-4

 Data Analysis and Interpretation

CHAPTER-5

 Findings

 Conclusion

 Suggestion
 BIBLIOGRAPHY

S.NO AUTHOR NAME OF THE BOOK

1. SUBBA RAO.P : Personnel/Human resource Management.

2. ASWATAPPA : Human Resource Management

3. T.V.RAO : Appraising Performance

4. C.B.MAMORIA : Human Resource Management.

PHOENIX MOTORS PVT LTDPERSONNEL MANUAL 2020-2021

WEBSITES:
WWW.hrindia.com (http://www.hrindia.com)
www.heromoto.com (http://www.heromoto.com)
www.managementindia.com(http://www.managementindia.com)
www.performenceindia.com(http://www.performenceindia.com)