Internship Report On TITLE - New Horizon College of ...

Internship Report On

TITLE : “360◦ PERFORMANCE APPRAISAL ON EMPLOYEE SATISFACTION

AND JOB SATISFACTION AT SKP PROJECTS PVT.LTD.

By

RAJNI SHARMA

(1NZ14MBA21)

Submitted to

VISVESVARAYA TECHNOLOGICAL UNIVERSITY, BELGAUM

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

MASTER OF BUSINESS ADMINISTRATION

Under the guidance of

INTERNAL GUIDE EXTERNAL GUIDE

Prof. Sancharan Roy Mr. Nitesh Rawat

HR Executive

DEPARTMENT OF MANAGEMENT STUDIES

NEW HORIZON COLLEGE OF ENGINEERING,

OUTER RING ROAD, MARATHALLI,

BANGALORE 2014 - 2016

ACKNOWLEDGEMENT

I thank the almighty God for blessing that have been showered upon me to complete the

project successfully.

An endeavour of this sort is an aftereffect of commitment got from various individuals. Never

can this reports are case as my individual exertion. No measure of words composed will be

adequate and satisfactory to recognize every one of the general population who have

furnished me with the motivation, direction and help amid the readiness of the venture.

Therefore, I extend our deep sense of gratitude towards them.

I am extremely thankful to, Mr S.C.PANDEY , CHAIRMAN & MANAGING DIRECTOR

S.K.P. PROJECTS PVT. LTD., VADODARA for the valuable suggestions, observation, and

encouragement, which helped me a great deal in accomplishment of this project work.

I express my sincere thanks to Dr. MANJUNATH, Principal of NEW HORIZON COLLEGE

OF ENGINEERING for giving me the chance to direct this exploration venture. I express by

deep sense of gratitude to Ms. SHEELAN MISHRA, Head of Dept. of Management Studies

and my dear colleagues for their valuable inputs.

I also express thanks to my family members and friends for the love and support that they

gave during the time of the project.

Yours Sincerely

RAJNI SHARMA Place: Bangalore

1NZ14MBA21 Date: 12 Apr. 16

TABLE OF CONTENT

CHAPTER No. PARTICULARS PAGE No.

Executive Summary

CHAPTER 1 Introduction 2 – 13

CHAPTER 2 Industry and

Company profile

14 - 25

CHAPTER 3 Theoretical

Background of the

Study

26 - 30

CHAPTER 4 Data Analysis and

Interpretation

31 - 68

CHAPTER 5 Summary of Findings,

Suggestions and

Conclusions

69 - 72

Bibliography

Annexure

LIST OF TABLES

Table No Name Page No

4.1.1 No of Respondents according to age group 32

4.1.2 No of Respondents according to Gender 34

4.1.3 Experience of the employees in the organization 35

4.1.4 Opinion of the employees in organization about PAS 36

4.1.5 Follow up of 360◦ performance appraisal system in SKP 37

4.1.6 Performance Evaluation System 38

4.1.7 Expectation in terms of Rewards 39

4.1.8 Work climate at SKP 40

4.1.9 Idea behind the work of employees in SKP 41

4.1.10 Work environment at SKP 42

4.1.11 Improvement in performance of employees due to PAS 43

4.1.12 Basis for promotions 44

4.1.13 Development of skills by PAS process 45

4.1.14 Existing Performance Appraisal System at SKP 46

4.1.15 Is the performance appraisal reason to improve quality of work 47

4.1.16 Motivational techniques for employees working at SKP 48

4.1.17 Promotional techniques used at SKP 49

4.1.18 Time period used for assessing PAS 50

4.1.19 Effect of PAS in employees performance 51

4.1.20 Assess of Performance Appraisal at SKP 52

Table No Name Page No

4.2.1 Effect of PAS to maintain friendly and helping environment at work

place

53

4.2.2 Chi-square test and hypothesis for the same 54

4.2.3 Effect of PAS to give constructive criticism in a positive manner 55


4.2.5 Effect of PAS to upgrade level of motivation and job satisfaction 57


4.2.7 Effect of PAS. And change in behavior of workers 59


4.2.9 Satisfaction with existing PAS. And evaluation of performance of

employees

61


4.2.11 Satisfaction with existing PAS. And opinion about PAS 63


4.2.13 Existing PAS. And assess of PAS on a scale of 1 to 5 65


4.2.15 Satisfaction with existing PAS. PAS creates participative environment 67


LIST OF GRAPHS

Graph No Name Page No

4.1.1 No of Respondents according to age group 33

4.1.2 No of Respondents according to Gender 34

4.1.3 Experience of the employees in the organization 35

4.1.4 Opinion of the employees in organization about PAS 36

4.1.5 Follow up of 360◦ performance appraisal system in SKP 37

4.1.6 Performance Evaluation System 38

4.1.7 Expectation in terms of Rewards 39

4.1.8 Work climate at SKP 40

4.1.9 Idea behind the work of employees in SKP 41

4.1.10 Work environment at SKP 42

4.1.11 Improvement in performance of employees due to PAS 43

4.1.12 Basis for promotions 44

4.1.13 Development of skills by PAS process 45

4.1.14 Existing Performance Appraisal System at SKP 46

4.1.15 Is the performance appraisal reason to improve quality of work 47

4.1.16 Motivational techniques for employees working at SKP 48

4.1.17 Promotional techniques used at SKP 49

4.1.18 Time period used for assessing PAS 50

4.1.19 Effect of PAS in employees performance 51

4.1.20 Assess of Performance Appraisal at SKP 52

EXECUTIVE SUMMARY

Performance appraisal system refers to the process of assessing the progress and the performance

of the employee or an association of employees on an obsessed job which leads to their likely for

ultimate improvement. It involves all academic measures recycled in functioning organizations and

likely of employees. Flippo say, “Performance Appraisal System as a systematize, annually and a

crucial assessment of an employee’s perfection in the things referring to his current job and his likely

for a improved and superior job.”

360 Degree Performance Appraisals are regular and everyday analysis of worker work and

achievements at intervals organizations. Commonly, the objective of a 360◦ performance

appraisal are too:

•Accord evaluation on performance to workers.

• Establish worker training and development wants.

• Report criteria accustomed to allocate organizational rewards.

• Form a base for special decisions: earnings will increase, advancement,

disciplinary actions, etc.

• Give the chance for organizational designation and expansion.

• Simplify and promote communication between worker and management.

The Performance Appraisal System is now a days one of the most critical and demanding areas in the

territory of human resource management. Although the increasing research executed by behaviour

scientists, as we know that person remains a very complex human being, yet at the equivalent time

he is capable of intensely high performance levels, given the appropriate environment and

motivation.

It is one of the most important and influential tool to balance & to regulate, process & to

compensate and remunerate the performance of the employee. It is useful in analysing the

achievements of employees and to calculate his input and addition towards the achievements of the

overall and long term organizational goals. By concentrating the attention on performance of the

employees, performance appraisal goes to the soul of personnel management and reverses the

administration’s interest in the growth of his employees.

360 Degree Performance Appraisal is very useful in understanding the employees behaviour, work

culture, involvement and comfort regarding the job they are performing. It is very useful for the

organization in deciding employees’ promotion, transfer, incentives, pay increase and etc.

Performance Appraisal is one of the peculiar parts of a manager’s obligations and duty. It is all about

improving performance and ultimate effectiveness for the achievement of organizational goal as a

whole and for the achievement of individual needs and requirements.

2

CHAPTER-1

INTRODUCTION

3

1.1 INTRODUCTION ABOUT THE INTERNSHIP

The internship is based on the topic “Enhancement on 360◦ Performance Appraisal System

on Employee Satisfaction and Job Satisfaction” with reference to S.K.P. PROJECTS

PVT.LTD. for a time of 10 weeks. The employee performance is motivated by his

satisfaction and job satisfaction. It describes the positive relation among a personal and the

entrepreneur considering his salary. This performance appraisal project is been prepared to

put a light on 360 degree performance appraisal system. This project report includes meaning

and definition of 360 degree performance appraisal, need and purpose of performance

appraisal, evaluation of performance appraisal.

360 degree performance appraisal is one of the compelling and dominating tool for

remembrance and has enormous impact on people which motivates them with the help of

relevant and important assessment and evaluation. This study tells how effectively and how

efficiently 360 degree performance appraisal has been organised and justify performance

appraisal system.

This study is mainly conducted to figure out performance appraisal mechanism and tradition

pursued by the company. The study also presents the review of the 360 degree performance

appraisal system on employee satisfaction and job satisfaction with reference to SKP Projects

PVT.LTD., Vadodara. The purpose behind performance appraisal is to help the employee

perform better, accomplish more and be motivated towards working for an organisation to

make it more effective .Working in a company like SKP Projects PVT.LTD. one can get to

know 360 degree performance reviews helps employees to provide a well-rounded and

stabilize view of their skills and behaviour.

The internship gave me an opportunity to interact with the employees working at different

levels. With the help of this internship I came to know that 360 degree performance appraisal

is one of the most important advantages to an employee as it increases self-awareness. And

by giving a complete report to employees which includes their strengths and the areas where

they require improvement creates a deeper understanding and gives the employee insight into

their bearings and action and into how they are distinguished by others in the organisation.

4

Under 360 degree performance appraisal system followed in SKP Projects PVT.LTD. the

feedback is given by variety of people in the organisation which helps in providing a more

accurate and fair picture of the employees testified behaviour which allows the individual to

uncover blind spots in their behaviour and gives individuals a starting point for the

enhancement of new skills and behaviours.

The 360◦ process helps individuals‟ ownership for the improvement through the creation of

customized development plans. It helps employees to control over their career paths and it

also encourages accountability on an individual basis. It also increases the engagement of

employees in the feedback process by taking central role in their own development. Now a

days one of the most valuable asset in any organisation is none other than Human Resources.

It comprises executives, supervisors & the rank & file employees in short the people who all

are with the talents and aptitude of sum total of inherit abilities, acquired knowledge & skills.

In order to achieve organisational & individual goals it is important to utilize human

resources to the maximum possible extent. It ultimate decides of the attainment of goals is

based on employees performance, however to a large extent the employee performance is

based on or influenced by motivation, employees & job satisfaction.

With the help of this internship program and with the help of my guides I was able to find out

the importance of 360◦ performance appraisal system and the importance of people in an

organisation. And was able to understand the abilities and aptitudes differ from people to

people and if the two people are doing the same work on the same job there is always

difference in the nature and portion of the work performed by those two particular people.

Therefore it is important to understand performance appraisal and performance management

to analyse each employees abilities, competencies and worth to the organisation.

With the help of performance appraisal we can rate the employee on the basis of their

abilities, capability to do work & on the basis of their performance. Performance appraisal

takes under consideration the previous work and conduct of the workers and targets on the

advancement of the long run work and conduct of the workers.

The study on 360◦ performance appraisal of employees was carried out at SKP PROJECTS

PVT.LTD. The main desire of the consideration on 360◦ performance appraisal at SKP

5

PROJECTS PVT.LTD. was to analyse the satisfaction level of the employees on an

individual basis and regarding their jobs. This internship was a great way to build confidence

and to develop better knowledge and skills before we are exposed to the external environment

challenges and opportunities.

The survey made regarding the 360◦ performance appraisal system on employee satisfaction

and job satisfaction at SKP PROJECTS PVT.LTD. enabled me to know as well as to

management to know the inner feelings and the perceptions regarding the job they are

performing on a daily basis. The term employee satisfaction and job satisfaction reveals and

focuses on the employees likes and dislikes. With the help of this study I was able to find out

to some extent about the level of satisfaction and dissatisfaction among the employees of

SKP PROJECTS PVT.LTD. .

1.2 TITLE OF THE STUDY

“A STUDY ON 360◦ PERFORMANCE APPRAISAL SYSTEM ON EMPLOYEE

SATISFACTION AND JOB SATISFACTION AT S.K.P. PROJECTS PVT LTD”

1.3 PROBLEM STATEMENT

Directly or indirectly the performance of the employees result in the growth of the

organisation so therefore it is important to do an analysis on employee performance on a

timely basis and to take measures to improve it. This study is undertaken to experience in

case workers are convinced by the current performance appraisal techniques and practices

attempted in S.K.P PROJECTS PVT. LTD.

6

1.4 NEED FOR THE STUDY

This study will help to get an idea how 360◦ performance appraisal will enable the

company to attain higher profits by effectively utilizing the human resource and by

identifying and analysing the satisfaction level of the jobs on an individual basis and on

the basis of job performed by the employees. Companies are looking for innovative ways

to retrieve maximum benefits, thus exploring this system will be crucial as it will have

direct effect in terms of the performance and the growth of employees. SKP PROJECTS

PVT LTD will be able to analyse the factors that are essential for the smooth functioning

of the organisation.

1.5 OBJECTIVE OF THE STUDY

To identify existing Performance Appraisal System followed in S.K.P PROJECTS

PVT LTD.

To study about the effects of performance appraisal on employees.

To identify the appraisal programs and methods of the organization and its effects

on the employees.

To find the finest solutions of employees comfort.

To analyse various competitive activities that would help in increasing satisfaction

among employees.

To find out different techniques endorsed by management to upgrade performance

of the employees.

To analyse how employees are graded against these criterion,

To find out how performance of the employees can be revised and enhanced.

7

1.6 SCOPE OF THE STUDY

The scope of this study is narrow as it concentrates only on the sample size.

The study has been performed and planned in systematic way by designing a

structured questionnaire to meet the objectives.

The study will be extremely valuable to company and will contribute towards

enhancing performance and competitive advantage.

The study is focused on the Performance Appraisal of the higher and middle level

employees in firm.

This study helps in giving autonomy to employees for the work effectiveness.

This study talks about various recreational activities and tours that are conducted to

improve the performance and job satisfaction of the employees.

1.7 RESEARCH METHODOLOGY

Research Definition:

Research is a process where researcher wishes to find out the end results for a given

problem and therefore solution help in future course of action.

By and Mory Research is characterized as "Systemized Efforts to increase New Knowledge".

Data assembled through both Secondary Sources and Primary Sources. The collected info are

mostly of primary in nature. In primary data collection for research purpose survey method is

used. They were collected from among the higher and middle level employees currently on

pay roll of SKP Projects through structured questionnaire. It also contains Personal Interview.

Whereas, In secondary data collection for research purpose External sources like textbooks

on Human Resource Management and Development, literatures and various websites on the

internet and E-Journal are used to understand the topic more deeply.

8

1.8 SOURCES FOR DATA COLLECTED

Mostly there are two types of data possessed, i.e.

Primary data

Secondary data

Source of information from:

1. PRIMARY DATA: It was collected through a questionnaire distributed among the

employees of SKP PROJECTS PVT LTD. One on one interviews with the Human

Resource Manager and the other Senior Managers were done from time to time.

2. SECONDRY DATA: It consists of both external and internal data. Organizational

hand operated or manuals, booklets and annual statement and records etc. all abide of

internal data. Present information about the company is collected through various

online sources, books and magazines etc. abide of external sources. The data would be

from articles published in journals, research papers, magazines, company website etc.

1.9 DATA COLLECTION TOOLS

The Researcher will have to take the survey method. Survey will be conducted with the help

of Personal interview and Questionnaire. To plan an analysis, the Researcher has preferred an

organized questionnaire as a discipline for collection of relevant knowledge and advice from

the people working in the organization.

Hypothesis:

A well and systematic performance appraisal system in the company helps in better

performance appraisal of the employees.

9

1.10 SAMPLING DESIGN

Descriptive Research Design has been chosen as a research design to conduct this study. It

would provide a comprehensive and detailed explanation of the phenomena under study. The

Researcher will have to take the survey method. Survey will be conducted through Personal

interview and Questionnaire.

1.11 SAMPLING PLAN

1) Sampling unit

Sampling unit consists of employees from the SKP PROJECT PVT LTD.

2) Sampling type

The method used for research would be simple random sampling as it will enable the

researcher to get an idea about how the respondents are thinking about the 360

performance appraisal system.

3) Sampling size

The respondents are from the employee base from SKP PROJECTS PVT LTD.

4) Sampling Area

This survey was conducted within the premises of SKP PROJECTS PVT LTD.

5) Data processing and analysis plan

The data collected by researcher through surveys and other sources are analysed

with the help of statistical tools and techniques for the purpose of getting a final and

accurate findings and conclusions. Here the data is analysed through percentage

method and through crosstabulation and chi-square method and the representation of

analysis of data is done by two widely used easily understandable graphical method

and pie charts.

10

1.12 LITERATURE REVIEW

Pulakos (2003) - Performance Appraisal are a standout amongst the most imperative for

fruitful business and human asset approach (kressler, 2003). Remunerating and advancing

successful execution in association, and also distinguishing incapable entertainers for

advancement programs or other work force activities, are fundamental to human asset

administration.

Barr(1993)- Performance evaluation concern on three target beheadings, and not on

personality, legitimate, concrete, far-reaching issues, as opposed to target perception and

opinion and attitude, achieving an unanimity on what the people in the organisation is

functioning to reinforce in their beheadings and on what you are functioning on

(McKirchy,1998). Both the manager and a worker ought to perceive that a solid relationship

exists in the middle of preparing and execution assessment. The writing audit was to

investigate another execution evaluation demonstrate that flips around the examination

process known as 360-degree criticism. Ideally it will give quality data that can be used by

The Wilson Fire and Rescue Services Employee Evaluation Review Committee to make and

execute another execution examination model for representative appraisal and execution

change. In the event that actualized, its proposed reason will enormously upgrade staff

improvement and boost the usage by office faculty of our Incident Command framework.

Brumbrach (2000) - performance can be anything it can be actions or it can be aftereffect of

those actions. Actions come from a worker and it disciple worker from an approach to an

operation. Not only the appliance for outcomes, actions also are outcomes, in their particular

form- the output of physical and mental attempt practised to undertakings- and may be

thought-about aside from outcomes.

360◦ Performance appraisal is being widely used by many companies and organisations to

access the best possible outcomes trying to advance performance of the employees working

in the organisation. To get convinced results the goals and standards are being well planned

beforehand.

11

Noe et al(2006) – performance appraisal system is the process through which we can ensure

the employees actions and results are consistent with the organisational aims and objectives.

The approach of performance appraisal system has contributed towards the growth of Human

Resource Administration in past few lifespan. The conception was firstly conceived in 1976

by Beer and Ruh after that it has-been approved as a unique concept in the middle of 1980‟s.

360◦ performance appraisal system is also know by 360◦ feedback, correctly archive the

accomplishment of an individual with regard to set objectives. Now a days in organisation it

has become one of the important management tool to evaluate the performance of employees

and for the growth of the organisation. It is one of the important work for managers to

manage the performance of employees, for the time being of life span it is an essential as all

another tasks in order that any manager assassinate.

The history of 360◦ performance appraisal system is adequately boiled down. Performance

appraisal started with the Second World War. In early 1800 Performance appraisal system

was first looked in the business and used to estimate the outcomes. Within the cotton mills of

European country 360◦ performance appraisal system known use in parliamentarian owen‟s

need of “silent monitors” by Randell in 1994. The Silent monitors were in conditions of

pieces of wood with totally different colors painted on every noticeable facet and it had been

adorned higher than every employee's workstation. By the tip of the daytime, the piece of

wood has been spinned so a specific color, revealing a quality or standard of the employee's

work and performance, can be viewed by everybody.

Idea behind performance appraisal system:

The well-known idea behind performance appraisal of the workers is to advance the

performance of people. Edward Estlin Cummings and Shwab (1973) control that performance

appraisal system has primarily two necessary functions, from associate structure purpose of

read and these are:

1. The upkeep of structure management

12

2. The measuring of the potency with that the management human resources are being

idolized.

There are also various other stated objectives for performance appraisal as according to

Bratton & Gold (2000) and Bowels & Coates (1993), some of them are such as improving the

morale of the employees, and developing motivation & satisfaction among the employees,

decreasing the level of uncertainty regarding performance of the employees, simplifying the

expectations, certain awards, profits, remuneration, punishment, analysing the training and

development needs and requirements at the appropriate field of work, improving the

communication skills, identifying and selecting employees for discipline, promotion,

planning corrective behaviour and setting goals and objectives.

360◦ performance appraisal is a process where an anonymous and private feedback is given

to an employee on an individual basis and this feedback is given by people who work around

them.

Kettle (1997)- according to her feedback received by an individual is from various sources of

the organisation he work for, it includes people like subordinate staff, peers, customers and

others, this process is termed as 360◦ performance appraisal or feedback. On the basis of that

received feedback the employee‟s performance is assessed.

Feedback concerning the potency of a person's role was identified as a fundamental for

training & motivation and appraisal in task-oriented ventures or businesses. In 1979, Ilgen et

al. expressed that evaluation and feedback is taken into account as a very fundamental and

necessary tool in 360◦ appraisal system. Evaluation of employees will be a most important

device for progress of employees, particularly if it's definite and performance homeward-

bound, in addition as each problem-aligned and solution-alinged in keeping to Murphy and

Cleveland (1995). The performance primarily based evaluation to workers and the provision

of clear are one among the fundamental functions of precise appraisal method . Charles

Dodgson and the Scheiner in 1982 thoroughbred that any companies uses performance

appraisal as a expansion and improvement tool,while in other companies it's used for

advantage analysis and allowance adjustment. According to McEvoy and

Buller(1987),Wohlers and Gallagher( 1990) performance appraisal is incredibly important for

the staff as a result of it helps in facilitating to induce a analysis and check of their previous

13

performance and likelihood to enhance their profeciency for the longer run by designing a

guideline for organizational staff. In 1986,Ashford stated once 360◦ performance evaluation

is taken into account considering an important support and system, then solely people sense

and feeling impelled to hunt that, that administer info related with the self-appraisal and self-

evaluation and also can be helpful in shortening unpredictability‟s. There's conjointly proof

that performance feedback (if given correctly) will result in considerable enhancements in

ultimate performance.

1.13 LIMITATIONS OF THE STUDY

The above Analysis is confined to only one company i.e. S.K.P PROJECTS PVT.

LTD. .

Less number of Respondents.

Close finished survey due to which can't ready to get brief thought.

The time was the fundamental hindrance in the study on the grounds that the task

theme is an extremely colossal issue and needs a ton of dedication.

I have no past great involvement in examination regardless of that I have done at best

of my insight and capacity.

The study is taken into consideration only the Quantitative Aspects.

The suggestion given are only limited to S.K.P. PROJECTS PVT. LTD.

Analysis is based on the data & information supplied by the company.

14

CHAPTER -2

INDUSTRY AND ORGANISATION PROFILE

15

2.1 INDUSTRY PROFILE

S.K.P. PROJECTS an ISO 9001:2000 certified company was well-authorized in the year

2000 in Vadodara (Gujarat) and has rumoured name in the terrain of pipeline and other

survey in India, by reason of that time organization has extended its services and operations

for all sort of area study, cross-country pipeline study, giving administrations to foundation of

ROU and area acquisition, tunnel overview, power transmission line study, getting statutory

leeway, hydro graphic and geotechnical study, soil examination and resistivity study,

geochemical study, topographic and form study, Environmental Impact Assessment Study.

CADD Data development/ GIS and Maintenance including satellite image processing

services.

The S.K.P. PROJECTS are well suited to supply the current requirements of Hydrocarbon

exploration & equivalent energy sources and also has a team of Geo scientist strong

proficient with state-of-the-art and mechanization in seismic data acquisition (2D, 3D & 4D),

transforming and analysis & translation . The company is still headquartered in Vadodara,

India and having its Morden well equipped office in Gandhinagar, Jaipur, Panvel, Nagpur,

Warangal, Eluru, karimnagar, Rajahmundary, Villupuram, Raipur and Bhubaneshwar .

The use of a variety of traditional instruments and in combination with digital technology is

done to measure the land and to shape it and to gather data for civil engineering and for

construction projects. This sector is coming up as the biggest phase of the general Indian

modern sector. Asian nation features a sturdy engineering and central merchandise paltry.

The necessary teams inside the engineering trade embody primary and semi-finished iron and

steel, machinery and instruments, steel bars & rods, electronic merchandise, non-ferrous

metals and project exports. The engineering sectors engage more than four million sure-

handed and semi-skilled employees (direct and indirect).

There are three sectors in every economy that are primary sector, secondary sector and

territory sector. Now a day in India one of the common workplace is service sector. Service

sector is the sector abides of soft parts of the economy. In soft-sector recruitment, a person

uses time to expand knowledge assets, process-engagement and association assets to

constitute efficiency, capacity, performance advancement potential and continuity.

16

Economies have a tendency to take after a formative movement that takes them from a

substantial confidence on fundamental, at the advancement of assembling lastly against a

more administration based format. Truly, producing had a propensity to be more open to

worldwide exchange and rivalry than administrations. Thus, by those demanding to motorize

later to go under aggressive assault, there has been a propensity for the main economies to

motorize. The aftereffect reduction of assembling in the main economies may clarify their

developing dependence on the administration part. However, presently and respectively, with

breath-taking price cut and acceleration and responsibility enhancements within the

transportation of individuals and therefore the transmission of data, the service sector is one

amongst the foremost comprehensive and demanding international competition. Service

sector includes the plan and arrangement of services to businesses and organisations.

Service Industry in India these days detail for over half India's value. consistent with

information for the twelvemonth 2013-2014, the division of services accord to 59.1 per cent

of the value, wherever as business, and agriculture in division 26.4 per cent, and 18.5 per cent

severally. This display the concern of industry to the Indian economy and as service industry

currently detail for over 0.5 the value marks a lagoon within the expansion of the Indian

economy and cut it nearer to the basics of a advanced economy. In the nineties there was a

marked acceleration in the expansion of service industries. The division of services in India's

GDP boost by 21 per cent points in the 65 years between 1950 and 2015, in the nineties

nearly 40 per cent of that increment was fixed. One of the explanations for the unforeseen

expansion within the services industry in India within the nineties was the easing within the

restrictive scheme that allow hike to modernization and better exports from the services

industries. Within the current economic situation it's that the explosion within the services

industries is here to remain as India is quick rising as world services hub.

17

2.2 COMPANY PROFILE

2.2.1 ABOUT THE COMPANY

Although young in business SKP provides custom built professional solutions. SKP Projects

Pvt Ltd a surveying and GIS company has a core surveying professionals experienced in

major carried out by the companies having a cutting edge reputation in their business . We

are exasperating out best to become one of the foremost survey company in the world.

Throughout the last 15 years, company has accomplished and completed numbers of project

mainly in pipeline survey awarded by Maharatna, Navratna, Miniratna and etc. leading to

government and public sector undertakings and private companies like ONGC Ltd, Indian

Oil Corporation Limited, GAIL, Hindustan Petroleum Co. Ltd., Greater Eastern Energy Co.

Ltd., ESSAR, Reliance, Municipal Corporation of Brihan Mumbai , Maharashtra State Road

Development Co. (MSRDC), Mahanagar Gas Limited (MGL), Uttar Pradesh Power

Transmission Co. Ltd. (UPPTCL), Punjab State Electricity Board (PSEB), Power Grid Co. of

India Ltd. (PGCIL), etc.. Recently we were awarded re-survey by SC and DLR Gujarat and

also awarded Integrated Seismic Job Service and Short Hole Drilling for seismic data

acquisition in North Khubal (3D) work by ONGC Jorhat and seismic survey operation for

acquiring data by Oil India Ltd. in Teok and around Teok, Jorhat Assam.

SKP Projects Pvt. Ltd. is a company with a global view and noble purpose. Having a robust

manpower force of technological innovation and process of reviving themselves, it can boast

of having professionals in all forms relevant to the entire gamut of E&P business and even

those within its pale. We have successfully garnered a rich clientele by catering services in a

predetermined time limit and that too at highly reasonable prices. We are extremely

appreciated by clients because of some factors that have earned us a well- known place in the

market. Backed by the team of highly skilled workforce, we are able to cater diverse

specifications of our clients. All the professionals appointed at our centre, have been hired on

the grounds of their experience and core knowledge in this domain. Working in close

management with each other, our experts back us in achieving our business objectives in

highly capable manner. Under our diligent team, we have employed best strength of skilled

workers, mechanics, supervisors and many other unskilled workers.

18

2.2.2 VISION & MISSION

VISION

“We envision developing into the most preferred company in the terrain of oil expedition,

construction & consultancy services”.

MISSION

“How we intend to achieve the mission: We would achieve continuous advancement with

ultimate satisfaction of our clients through abutment of our dedicated employees. We shall

follow most innovative modes and methodologies and use condition of craftsmanship

innovation to stand one stage ahead.

To become a leading contributor of quality Surveying & Engineering assistance in the sector,

signing under the prestigious projects for tomorrow's nature of business, unifying, inventive

and modern technology with its experience, excellence and high-calibre work.

We want to retain dominant position in the Topographical survey sector by working

proactively towards a better future”.

2.2.3 QUALITY POLICY

We strive for „calibre and excellence‟ by delivering the services and customized solutions

that best satisfies the necessary conditions of our customers and continuously work for the

improvement of quality of services we are providing with the help of an effective and

efficient Quality Management System.

The quality assurance plan is made at the beginning of the project and act as an important

tool for project management. Administration concern itself the quality administration not just

with executing the undertaking to the sought quality guidelines additionally with the nature of

finished item/benefits.

SKP keeps up strict adherence to HSE strategy in the workplace while giving administrations

to its clients. Strategies at SKP are constantly redesigned all the time of interims with the

assistance of persistent in-house evaluating.

19

2.2.4 QUALITY OBJECTIVES

A compelling Health and Safety framework with a promise for proceeded with backing from

the administration and each worker. Which is achievable by powerful introduction and

preparing for all representatives?

Relegated obligations and responsibility of the important assets to the HSE System bringing

about set up lines of correspondence including administration and representatives at all levels

Support of powerful reported measures for risk recognizable proof, redress and control by

review exercises and by the upkeep and survey of records. Strengthening of staff to stop work

when the conditions are perilous.

2.2.5 ANNUAL APPRAISAL SYSTEM:

The company has an appraisal system on an annual basis for each and every job description

which gives higher authorities the opportunity to review the performance of each and every

employee. This provides a great opportunity to develop agreeing targets and objectives in

order to motivate and enhance personal performance and to create suitable plans for training

and development programs.

The Managing Director review the success on the periodical basis of plans for the training

and development programs according to the agreed time frame during an appraisal meeting.

2.2.6 PROMOTERS

Mr.S.C.Pandey: Chairman and Managing Director

Ms. Kamini Pandey: Executive director

Mr Bhuvan Kapri: Executive director

Mr Harish Vaish: Senior General Manager: Hydro

Mr Sundernath Nathan: Senior General Manager

Ms Stuti Goyal: Team Lead

20

2.2.7 PRODUCTS/SERVICES OFFERED

SKP EXPERTISE:

•Topographical Survey

•Shot Hole Drilling

•Precision Alignment Survey for Pipelines

•Covering more than 6000kms Oil and Gas Exploration Survey

•Tunnels and Roads for Transportation of Raw Water, Effluents, Oil, Gas and so forth

•All sort of work supplier for Turnkey Projects

•Cadastral Survey

•Giving Services to Establishing ROU, Statutory Clearance, Soil Resistivity, Soil

Investigation, Geochemical Survey

Organization has likewise great involvement in Geo Scientist for administering seismic

information obtaining on the move zone and tidal territory.

21

VENTURES CARRIED OUT BY SKP:

GAIL India Ltd.

Indian Oil Corporation Ltd.

Municipal Corporation of Brihan Mumbai

Hindustan Petrochemical Corporation Ltd.

Essar

Uttar Pradesh Power Transmission Corporation Limited

Power Line Survey (800 km)

Punjab State Electricity Baord

Power Grid Corporation of India

Great Eastern

Maharashtra State Road Development Corporation

Topographic, Geotechnical and Hydrological Survey in Sea for Inland Passenger (Water

Transport System)

Mahanagar Gas Limited - Mumbai

Nitty gritty Route Survey for Pipeline 65 km

Itemized Route Survey for Pipeline 80 km,130 km

Mecon Ltd – Delhi

Oil and Natural Gas Corporation Ltd. (600 Km.)

Pipeline Survey under Annual Rate Contract.

22

2.2.8 ORGANISATIONAL CHART

CHAIRMAN AND MANAGINGDIRECTOR

GENERAL MANAGER

FINANCE MANAGER HUMAN RESOURCE MANAGER

SERVICE MANAGER

ASSISTANTS ASSISTANTS

SUPERVISOR

WORKERS/EMPLOYEES SURVEYORS

23

2.2.9 COMPETITORS INFORMATION

SEACON:

SEACON was formed by the group in 1999, it is an International organization focus on high

rectitude underwater mateable connectors. It also manufactures and designs single & multiple

hybrid penetrators and channel optical fiber and field installable pivotal terminations. It also

provides full support and services for consultancy to work closely with the customers.

SEACON also offers its customers a committed team of personnel to aid with high-tech

queries. SEACON offers variety of product and services to its customers, such as, electrical

dry mate, electrical wet mate, underwater switches, speciality products, penetrators, after sale

service, design and engineering, on-site support, project management, research &

development, test facilities and etc.

WAPCOS Ltd.:

WAPCOS Ltd. administer consulting services, it produces its services in India and abroad.

The Company endeavour preparatory investigations, field investigations, feasibility studies,

engineering designs, power, soil testing and infrastructure advancement. WAPCOS Ltd. has

its head office situated in New Delhi and Mr.R.K.Gupta is the chairman and managing

director of the company.

PRASAD SURVEYORS:

PRASAD SURVEYORS has its head office in Pune, Maharashtra, was established in the

year 1996, it‟s a sole proprietorship and service provider company. The company provides

route & detail engineering survey for pipe lines, EHV Transmission lines & roads, area

survey, Preliminary & Final Location Surveys for Railways, Command Area survey,

topographic surveys, soil investigation, water supply schemes, route survey services, product

engineering services, survey solutions and etc.

THEODESH CONSULTANTS:

THEODESH CONSULTANT was established in the year 2001 and has its head office in

Vadodara, Gujarat. The company provides its offerings land survey services, demarcation

survey services, topographical audit services, statuary consent services, map making services,

alignment survey, etc.

24

2.2.7 SWOT ANALYSIS

SWOT analysis for SKP Projects India can provide a competitive advantage.

Strengths:

High profitability and revenue

Talented workforce

Diminished work costs

Weaknesses:

High credit rates are conceivable

Small business units

Future profitability

Aggressive business sector

Opportunities:

Developing economy

Threats:

Tax changes

Increasing rates of interest

25

2.2.8 FUTURE GROWTH AND PROSPECTS

SKP Projects means to encourage extend its centre business of Natural Gas Transmission

and Marketing to catch bigger offer of the developing business sector. The organization

wishes to move upstream to secure gas supplies for the centre transmission business.

Furthermore interests in petrochemical and city gas dissemination are being wanted to

upgrade edges and expand wellsprings of income SKP Projects has chosen to enter in

hydrocarbon investigation business in different field of hydrocarbon investigation with

professionally qualified and experienced Geo-Scientists. Organization has officially taken

couple of such experienced Geo-Scientists on its roll and numerous more are required to join

in a matter of seconds with the very much qualified and experienced group of Geo Scientists,

we are in a position to guidance and embrace diverse sort of employments identified with

hydrocarbon investigation in Geophysical and Geophysical space.

Organization can orchestrate and administer entire or full 2D, 3D and 4D seismic information

obtaining in various sort of landscapes. Organization is having encountered Geo Scientists for

securing seismic information in Himalayan foot slopes (J and Kashmir, Himachal Pradesh,

Nagaland and Assam) field of Uttar Pradesh and Bihar, Plain Hills of Madhya Pradesh

(Vindhan, Rewar and Satpura Basin) alluvium fields of Gujarat including the Mesozoic

Basins and sub trappean dregs. Alongside the procurement of 2D and 3D seismic

information, organization additionally has experience of getting high determination seismic

information for mapping lignite and shallow stores.

26

CHAPTER- 3

THEORATICAL BACKGROUND OF THE STUDY

27

3.1 HUMAN RESOURCE MANAGEMENT

Human Resource (or staff) administration, in the feeling of completing things through

individuals, is a vital part of each director's obligation, yet numerous associations think that

it‟s invaluable to build up an authority division to give a specialist administration devoted to

guaranteeing that the human asset capacity is performed effectively.

"Individuals are our most significant resource" is a prosaism, which no individual from any

senior administration group would differ with. Yet, the truths for some associations are that

their kin stay underestimated, under prepared and under used.

The commercial centre for capable, talented individuals is aggressive and costly. Tackling

new staff can be problematic to existing representatives. Additionally, it requires some

serious energy to create 'social mindfulness', item/process/association information and

experience for new staff individuals.

SCOPE OF HRM

Human Resource Management is not simply constrained to oversee and ideally abuse human

mind. It likewise concentrates on overseeing physical and passionate capital of

representatives. The extension of HRM is vast and far-reaching. In this manner, it‟s

particularly tough to outline in brief. Be that as it may, we might group the equal under later

principals:

Under Human Resources their practical management is the fundamental to their progress and

plays a vital role as a great resource for an organizations.

If the personnel management make a great improvement to success of organizational goals

and strategic policies and operations of the firm are also closely related than the achievement

is more inclined to be conclude.

28

An important factor on the completion of perfection and excellence can be concluded by

organizational environment, its culture and values and by behaviour of managers and

employees which is originated from that culture.

Working with each other in an organization with an impression of one single goal or aim by

making all the employees or workers of the organization associated shows human resource is

related with assimilation or union.

3.2 PERFORMANCE APPRAISAL:

Execution Appraisal is related with comprehend the capacities of a man and to deliberate

assessment of the execution of representatives for future development and advancement.

Following are the Execution examination large done in orderly ways:

The managers contrast and targets and project to do an allotment for the allowances

of representatives.

The administrator investigations the elements afterward effort and task exhibitions of

representatives.

To direct the representatives for a superior execution businesses are in a place.

DEFINITION OF PERFORMANCE APPRAISAL:

Execution Appraisal is characterized as the procedure of surveying the execution and

advancement of a representative or a gathering of workers on an obsessed employment and

their probable for further improvement. It comprises of every single precise method utilized

as a part of working associations and capability of representatives.

29

Gary Dessler characterized "Execution examination as method for assessing point worker's

present as well as past execution in respect to his or he execution benchmarks"

Roars said: "Execution examination is characterized as a deliberate intermittent assessment of

the value of a person of an association, normally frantic by a better or somebody in position

than watch his execution"

. By, "Execution Appraisal is the precise, intermittent and an essential rating of a worker's

perfection in matters relating to his present occupation and his potential for a superior

employment."

3.3 360 DEGREE PERFORMANCE APPRAISAL SYSTEMS:

One device that has picked up notoriety and has turned into a developing pattern in Corporate

American as of late is the 360 degree execution survey. This fame depends on the view of

authoritative pioneer's that 360 degree audit set up a society for ceaseless learning and give

more worldwide input to workers , which prompts enhanced execution . This strategy was

initially created and formally utilized by General Company of U.S.A in 1992. This is input

based strategy which is utilized to determine preparing and advancement needs instead of

boost in compensation.

Most 360 Degree Feedback framework contains a few regular elements. Suitable gatherings –

peers, managers, subordinates and clients, for example – complete study, surveys on a person.

360 degree input is otherwise called the multi-rater criticism, whereby evaluations are not

given just by the following director up in the authoritative chain of importance, additionally

by companions and subordinates. Appropriates client evaluations are additionally included,

alongside the component of self-examination. Once assembled in, the appraisal from the

different quarters are contrasted and each other and the outcomes imparted to the chief

concerned.

30

3.4 THE REASON FOR WHY THE PERFORMANCE APPRAISAL IS

DONE:

Measures a representative's execution.

Helps in illuminating, characterizing, reclassifying needs and goals.

Rouses the representative through accomplishment and input.

Encourages evaluation and understanding of preparing needs.

Assumes an essential part in Personal profession and progression arranging.

Clears up group parts and encourages group building.

Assumes real part in authoritative preparing needs evaluation and examination.

Enhances comprehension and relationship between the representative and the

reporting supervisor furthermore helps in determining disarrays and errors.

Plays a critical device for conveying the association's methods of insight, qualities,

points, systems, needs, and so forth among its representatives.

Helps in directing and criticism.

31

CHAPTER- 4

ANALYSIS AND INTRPRETATION

32

DATA ANALYSIS AND INTERPRETATION

Data is compiled by administering the questionnaires was processed with the help of SPSS

and MS Excel tools to determine the level of job satisfaction and the level of satisfaction

among employees. Some score was assigned to every employee based on which the overall

satisfaction level was determined regarding their job and the satisfaction level on an

individual basis. Data collected is carefully analysed and tabulated by using SPSS and

EXCEL tool to show the chi-square test and various graphs are also used. The questionnaire

was distributed among 100 employees of all levels and the analysis and interpretation was

done based on percentage analysis.

4.1.1 TABLE SHOWING MINIMUM AND MAXIMUM NO. OF AGES OF

EMPLOYEES WORKING IN SKP PROJECTS PVT.LTD.

Age

Frequency Percent Valid Percent Cumulative

Percent

Valid

between 20-35 49 49.0 49.5 49.5

between 35-45 28 28.0 28.3 77.8

between 45-55 17 17.0 17.2 94.9

above 55 5 5.0 5.1 100.0

Total 99 99.0 100.0

Missing System 1 1.0

Total 100 100.0

33

ANALYSIS: The above table and graph shows 49% of the employees are between the age of

20-35 and 28% of the employees are at the age of between 35-45 and 17% of the employees

are at the age of between 45-55 and left employees are at the age of above 55.

INTERPRETATION: from the above analysis it can be interpreted that 49% of the

employees lies between the age of 20-35 and 28% between the age of 35-45 and 17%

between the age of 45-55 and other employees are above age of 55.

34

4.1.2 TABLE AND GRAPH SHOWING TOTAL NO. OF MALE AND FEMALE

EMPLOYEES WORKING IN THE ORGANIZATION

Gender


Percent

Valid

male 40 40.0 40.4 40.4

female 59 59.0 59.6 100.0

Total 99 99.0 100.0


Total 100 100.0

ANALYSIS: From the above table it can noted that 59% of the employees are female

working in the organisation and 40% of the males are their working in the organisation.

INTERPRETATION:

This shows the organisation is fair as there are more number of women employees working in

the organisation that is 59% and compare to that only 40% of the male employees are their.

35

4.1.3 TABLE SHOWING THE WORK EXPERIENCE OF THE EMPLOYEES IN SKP

PROJECTS PVT. LTD.

OPTIONS RESPONDENTS PERCENTAGE %

0-1 YEAR 20 20%

2-5 YEARS 45 45%

6-10 YEARS 20 20%

MORE THAN 10 YEARS 15 15%

TOTAL 100 100%

ANALYSIS: From the table above it can be noted that 15% of the total employees are being

working in the organization from more than 10 years 20% of the respondents are being

working in the organization from 6-10 years and from 0-1 year 45% of the respondents are

being working in the organization from 2-5 years.

GRAPH SHOWING THE WORK EXPERIENCE OF THE EMPLOYEES IN SKP

PROJECTS (VADODARA):

INTERPRETATION: It can be clearly seen in the graph that the people working in the

organization from 2-5 years of experience are more in number comparing to other employees

with different work experience.

20%

45%

20%

15%

WORK EXPERIENCE

0-1 year

2-5 years

6-10 years

More than 10 years

36

4.1.4 TABLE AND GRAPH SHOWING DIFFERENT OPINION OF EMPLOYEES

REGARDING PERFORMANCE APPRAISAL

In your opinion performance appraisal is


Percent

Valid

evaluation of employees 16 16.0 16.2 16.2

promotion of employees 37 37.0 37.4 53.5

job satisfaction of

employees 16 16.0 16.2 69.7

motivation 13 13.0 13.1 82.8

all of the above 17 17.0 17.2 100.0

Total 99 99.0 100.0


Total 100 100.0

ANALYSIS: from the table above it can be noted that 16% of the employees are agree on it

as evaluation of employees & 37% on as promotion of employees &16% on job satisfaction

of employees & 13% say it as motivation & 17% of the employees left say it as all of the

above.

37

INTERPRETATION: From the above analysis it can be interpreted that 37% of the

employees think performance appraisal as promotion of employees & 16% of the employees

think it as evaluation and job satisfaction of employees and 13% think it as motivation

technique and according to 17% of the employees performance appraisal is all the points

mentioned above.

4.1.5 TABLE AND GRAPH SHOWING IS 360 DEGREE PERFORMANCE APPRAISAL

IS FOLLOWED BY SKP :

Does the SKP Projects follow 360 degree performance appraisl process?


Percent

Valid Yes 99 99.0 100.0 100.0


Total 100 100.0

INERPRETATION: From the above table and graph it can be interpreted that yes the 360

degree performance appraisal is followed by SKP Projects PVT.LTD. to make the employees

more satisfied and the organisational environment more friendly.

38

4.1.6 TABLE AND GRAPH SHOWING EVALUATION OF PERFORMANCE IN SKP

PROJECTS PVT. LTD.

How performance is evaluated in your organization?


Percent

Valid

by top management 17 17.0 17.2 17.2

self appraisal 47 47.0 47.5 64.6

superiors appraisal 22 22.0 22.2 86.9

subordinate appraisal 6 6.0 6.1 92.9

peer appraisal 7 7.0 7.1 100.0

Total 99 99.0 100.0


Total 100 100.0

ANALYSIS: the table above represent that 17% of the employees say evaluation is done by

top management, 47% say self appraisal, 22% say superiors appraisal, 6% say subordinate

appraisal & 7% say peer appraisal.

INTERPRETATION: Graph above represents 47% of the workers performance are

evaluated by self appraisal, 22% by superirors appraisal, 17% by top management,7% by peer

appraisal, 6% by subordinate appraisal.

39

4.1.7 TABLE SHOWING THE TERMS OF REWARD GIVEN TO THE EMPLOYEES BY

SKP PROJECTS (VADODARA):

OPTIONS RESPONDENTS PERCENTAGE%

CASH 21 21%

INCENTIVES 50 50%

PROMOTIONS 23 23%

GIFTS 06 06%

TOTAL 100 100%

ANALYSIS: Table above represents that 21% of the employees say that the rewards are

given in the form of cash, 50% say in the form of incentives, 23% say in the form of

promotions & 6% of them say in the form of gifts.

GRAPH SHOWING THE TERMS OF REWARDS GIVEN TO THE EMPLOYEES BY


INTERPRETATION: From the above graph it can be concluded on the employees opinion

that the rewards are given to the employees in the terms of incentives & only in some cases

the rewards are given in the forms of cash, promotion & gifts.

21%

50%

23%

6%

REWARDS

Cash

Incentives

Promotion

Gifts

40

4.1.8 TABLE AND GRAPH SHOWING CLIMATE OF SKP PROJECTS WHERE

PEPOLE ARE URGED TO SHARE EACH OTHER BURDEN:

Do you concur that 360 degree execution evaluation give a climate where all are

urged to share each other burden?


Percent

Valid

strongly agree 21 21.0 21.2 21.2

agree 44 44.0 44.4 65.7

no opinion 34 34.0 34.3 100.0

Total 99 99.0 100.0


Total 100 100.0

ANALYSIS: table above represents that 21% of the employees are strongly agreed with the

statement that 360 degree execution evaluation give a climate where all are urged to share

each other burden, 44% are agree, 34% has no opinion.

INTERPRETATION: graph above represents that 44% of the workers feel that 360 degree

execution evaluation give a climate where all are urged to share each other burden, 21 % of

the employees strongly feel & 34% of the employees has no opinion.

41

4.1.9 TABLE AND GRAPH SHOWING CONSTRUCTIVE CRITICISM IN A SKP

PROJECTS PVT.LTD.


Percent

Valid


agree 55 55.0 55.6 77.8

no opinion 18 18.0 18.2 96.0

disagree 4 4.0 4.0 100.0

Total 99 99.0 100.0


Total 100 100.0

ANALYSIS: table above represents that 22%, of the workers are fully agreed, 55% are

agreed and 18% of the employees has no opinion, 4% are disagreed .

INTERPRETATION: graph above reveals 360◦ appraisal gives a practical idea about the

work of employees in a cordial and clear manner that 55% of the workers are agreed, 22% of

the employees are strongly agreed and 18% has no opinion and 4% are disagreed with this

fact.

42

4.1.10 TABLE AND GRAPH SHOWING ENVIRONMENT AT SKP PROJECTS

PVT.LTD. AFTER 360 DEGREE PERFORMANCE APPRAISAL


Percent

Valid

yes 34 34.0 34.3 34.3

no 35 35.0 35.4 69.7

may be 25 25.0 25.3 94.9

can't say 5 5.0 5.1 100.0

Total 99 99.0 100.0


Total 100 100.0

ANALYSIS: table and graph above represents that 34% of the workers say yes and feel 360

degree appraisal process creates participative environment in the organisation, 35say no to

this, 25% say may be, & 5% can‟t say .

INTERPRETATION: above analysis and graph represents that more no. of workers feel 360

degree appraisal process creates participative environment in the organisation & some

employees may feel & some employees are not sure about it & 35% of the employees are not

agreed to this statement.

43

4.1.11 TABLE AND GRAPH SHOWING LEVEL TO WHICH PERFORMANCE

APPRAISAL IMPROVES MOTIVATION AND JOB SATISFACTION


Percent

Valid

highly satisfactory 26 26.0 26.3 26.3

satisfactory 40 40.0 40.4 66.7

no opinion 29 29.0 29.3 96.0

dissatisfactory 3 3.0 3.0 99.0

highly dissatisfactory 1 1.0 1.0 100.0

Total 99 99.0 100.0


Total 100 100.0

ANALYSIS: table above represents that 26% of the employees are highly satisfied, 40% are

satisfied, 29% of the employees has no opinion 3% are dissatisfied, 1% are highly dissatisfied

with the level to which appraisal system upgrades motive and job satisfaction.

INTERPRETATION: graph above represent that level of satisfaction with respect to

improvement in motivation and job satisfaction through 360 degree performance appraisal is

more & only 4% of the employees do not feel 360 degree performance appraisal improve

motivation and job satisfaction.

44

4.1.12 TABLE SHOWING HOW THE PROMOTION HAPPENS TO THE EMPLOYEES

IN SKP PROJECTS (VADODARA):


Based on seniority 12 12%

Based on performance 68 68%

Both A & B 20 20%

Total 100 100%

ANALYSIS: table above represent 12% of the employees say that the promotions happen

based on seniority, 68% of the employees say that the promotion happens based on the

performance, & 20% of the employees say based on both the options promotions are given.

GRAPH SHOWING HOW THE PROMOTIONS HAPPENS TO EMPLOYEES IN SKP

PROJECTS (VADODARA):

INTERPRETATION: From the above graph it is clear that the most of the employee opinion

is that the promotion happens based on the performance of the employees and only then

seniority is given the preference.

45

4.1.13 TABLE AND GRAPH SHOWING DEVELOPMENT OF LEADERSHIP AND

INTERPERSONAL SKILLS AFTER 360 DEGREE PERFORMANCE APPRAISAL:


Percent

Valid


agree 44 44.0 44.4 70.7

no opinion 29 29.0 29.3 100.0

Total 99 99.0 100.0


Total 100 100.0

ANALYSIS: table above represents that 26% of the employees are strongly agreed,

44%agreed with the statement that leadership and interpersonal skills can be developed after

360 degree performance appraisal, 29% has no opinion about this.

INTERPRETATION: graph above represents that more no. of employees are agreed and feel

that the leadership and social competence can be advanced after 360◦ appraisal and few

employees has no opinion about it.

46

4.1.14 TABLE AND GRAPH SHOWING EMPLOYEES SATISFACTION WITH THE

EXISTING PERFORMANCE APPRAISAL SYSTEM AT SKP PROJECTS :


Percent

Valid

highly satisfactory 33 33.0 33.3 33.3

satisfactory 46 46.0 46.5 79.8

no opinion 19 19.0 19.2 99.0

highly dissatisfactory 1 1.0 1.0 100.0

Total 99 99.0 100.0


Total 100 100.0

ANALYSIS: table above represents that 33% of the employees,46% employees are highly

satisfied and satisfied with the present appraisal system &19% of the employees has no

opinion & only 1% of the workers are not convinced.

INTERPRETATION: graph above clears that more no. of employee feel & are convinced

with the present appraisal system & 19% employees are not having any opinion about the

present performance appraisal system.

47

4.1.15 TABLE AND GRAPH SHOWING TYPE OF QUALITY THAT EMPLOYEES

PERFORMANCE APPRAISED:

What type of quality does your performance appraised?


Percent

Valid

task performance only 14 14.0 14.1 14.1

knowledge 54 54.0 54.5 68.7

attitude 25 25.0 25.3 93.9

interpersonal skills 6 6.0 6.1 100.0

Total 99 99.0 100.0


Total 100 100.0

ANALYSIS: From the above table we can see that 14% of task performance quality

employees performance appraised, 54% knowledge quality employees performance

appraised, 25% attitude & 6% interpersonal skills.

INTERPRETATION: From the above graph it is clear that more no. of employees are

appraised by knowledge quality, 14% by task performance, 25% are by attitude, & 6% by

interpersonal skills.

48

4.1.16 TABLE SHOWING HOW THE EMPLOYEES IN SKP PROJECTS (VADODARA)

ARE GETTING MOTIVATED:


Mostly by monetary benefits 77 77%

Mostly by non-monetary

benefits

23 23%

No opinion 0 0%

Total 100 100%

ANALYSIS: table above represents 77% of the employees are getting motivated by the

monetary benefits and 23% of them are getting motivated by non-monetary benefits.

GRAPH SHOWING HOW THE EMPLOYEES IN SKP PROJECTS (VADODARA) ARE

GETTING MOTIVATED:

INTERPRETATION: graph above clears that most of the employees opinion is that they get

motivated more by receiving the monetary benefits rather than non-monetary benefits.

49

4.1.17 TABLE AND GRAPH SHOWING THE WAY PROMOTION HAPPENS AT SKP

PROJECTS PVT.LTD. :

How promotion happens at your company?


Percent

Valid

based on seniority 17 17.0 17.2 17.2

based on performance 49 49.0 49.5 66.7

both A and B 33 33.0 33.3 100.0

Total 99 99.0 100.0


Total 100 100.0

ANALYSIS: From the above table it can be seen 17% of the employees promotions are based

on seniority, 49% of the employees promotion are based on performance, 33% of the

employees promotions are based on both A and B.

INTERPRETATION: From above graph it can be seen more no. of promotions are based on

performance & some of the promotions are based seniority & other promotions are based on

both A & B.

50

4.1.18 TABLE SHOWING THE TIME PERIOD OF PERFORMANCE APPRAISAL DONE

IN SKP PROJECTS (VADODARA):


Monthly 0 0%

Quarterly 100 100%

Half yearly 0 0%

Annually 0 0%

Total 100 100%

ANALYSIS: table above represents that 100% of the employees say that the performance

appraisal is done on Quarterly basis.

GRAPH SHOWING THE TIME PERIOD OF PERFORMANCE APPRAISAL DONE IN


INTERPRETATION: From the above graph it is clear that the performance appraisal is done

on quarterly basis and all the employees opinion is the same.

51

4.1.19 TABLE SHOWING WHETHER THE PERFORMANCE OF EMPLOYEEES

IMPROVE DUE TO 360 PERFORMANCE APPRAISAL SYSTEM IN SKP PROJECTS

(VADODARA):


STRONGLY AGREE 70 70%

AGREE 12 12%

NO OPINION 3 3%

DISAGREE 10 10%

STRONGLY DISAGREE 5 5%

TOTAL 100 100%

GRAPH SHOWING WHETHER THE PERFORMANCE OF EMPLOYEEES IMPROVE

DUE TO 360 PERFORMANCE APPRAISAL SYSTEM IN SKP PROJECTS

(VADODARA):

INTERPRETATION: graph above represents that 70% of the workers opinion is that their

performance improve due to 360 performance appraisal system.

70%

12%

3%

10% 5%

PERFORMANCE IMPROVEMENT

Strongly agree

Agree

No opinion

Disagree

Stronglydisagree

52

4.1.20 TABLE SHOWING BASIS FOR THE ASSESS OF PERFORMANCE APPRAISAL

SYSTEM AT SKP PROJECTS PVT.LTD.

How do you assess the performance appraisal system used by the company ?


Percent

Valid

based on seniority 19 19.0 19.2 19.2

based on individual

performance 23 23.0 23.2 42.4

based on skills 30 30.0 30.3 72.7

based on superior feedback 13 13.0 13.1 85.9

based on critical incident 14 14.0 14.1 100.0

Total 99 99.0 100.0


Total 100 100.0

ANALYSIS: From the above table it is clear that 19% of the employees say the assess of

performance appraisal system is based on seniority, 23% say based on individual

performance, 30% say based on skills, 13% say based on superior feedback, 14% say based

on critical incident

INTERPRETATION: graph above represents that the assess of appraisal system is based on

more skills and then on individual performance, rest 19%, 14% & 13 % are based on

seniority, critical incident & superior feedback.

53

4.2.1 TABLE SHOWING EFFECT OF PERFORMANCE APPRAISAL TO GIVE

ENVIRONMENT WHERE WORKERS ARE PROMOTED TO SHARE BURDEN OF

EACH OTHER:

CROSSTABULATION:

Count

Do you concur that 360 degree execution

evaluation give an environment to share

burden of each other.

Total

strongly agree agree no opinion

Do you agree

performance of

employees improve due

to 360 degree

performance appraisal.

strongly agree 9 11 6 26

agree 4 22 18 44

no opinion 7 11 10 28

disagree 1 0 0 1

Total 21 44 34 99

ANALYSIS: Cross table for improvement in performance of employees with the help of 360

degree execution evaluation reveals that nearly 65% of the employees have agreed, the 360

degree performance appraisal execution evaluation give a climate where all are urged to share

each other burden and 34% employees has no opinion about it & only 1% employees

disagree with this.

54

HYPOTHESIS: IMPROVEMENT IN PERFORMANCE OF EMPLOYEES IS

DEPENDENT OF 360◦ EXECUTION EVALUATION TO GIVE A CLIMATE WHERE

ALL ARE URGED TO SHARE EACH OTHER BURDEN

TABLE NO 4.2.2

Chi-Square Tests

Value df Asymp. Sig.

(2-sided)

Pearson Chi-Square 11.182a 6 .083

Likelihood Ratio 11.132 6 .084

Linear-by-Linear

Association .384 1 .536

N of Valid Cases 99

INTERPRETATION: As the significant (0.083) value of chi-square test is more than 0.05,

hypothesis is accepted. This leads to conclusion that improvement in performance of

employees is based on 360◦ execution evaluation.

55

4.2.3 TABLE SHOWING EFFECT OF PERFORMANCE APPRAISAL

CROSSTABULATION:

Count

360◦ appraisal gives constructive criticism in a friendly and

clear manner.

Total

strongly agree agree no opinion disagree

Do you agree

performance of

employees

improve due to

360 degree

performance

appraisal.

strongly agree 10 13 2 1 26

agree 6 28 8 2 44

no opinion 6 13 8 1 28

disagree 0 1 0 0 1

Total 22 55 18 4 99

ANALYSIS: Cross table for improvement in performance of employees with the help of

giving a practical idea about the work of employees in a cordial and clear manner reveals that

nearly 77% of the employees have agreed & 18% has no opinion about this & only 4% of the

employees disagree with this.

56


DEPENDENT OF 360◦ PERFORMANCE APPRAISAL WHERE IT GIVES A

PRACTICAL IDEA ABOUT THE WORK OF EMPLOYEES IN A CORDIAL AND

CLEAR MANNER:

TABLE NO 4.2.4

Chi-Square Tests


(2-sided)



Linear-by-Linear

Association 2.937 1 .087

N of Valid Cases 99

INTERPRETATION: The test represent that the underlined hypothesis is accepted. This

leads to the conclusion that improvement of performance of employees is based on appraisal

system which gives practical idea about the work of employees in a cordial and clear manner.

57

4.2.5 TABLE SHOWING EFFECT OF PERFORMANCE APPRAISAL TO UPGRADE

LEVEL OF MOTIVE AND JOB SATISFACTION:

CROSSTABULATION:

Count

Level to which job satisfaction of the employees is upgraded Total

highly

satisfactory

satisfactory no opinion dissatisfactory highly

dissatisfactory

Do you

agree

perfor

mance

of

employ

ees

improv

e due to

360

degree

perfor

mance

apprais

al.

strongly agree 12 10 4 0 0 26

agree 11 17 14 1 1 44

no opinion 3 12 11 2 0 28

disagree 0 1 0 0 0 1

Total 26 40 29 3 1 99


identifying levels to which 360◦ performance appraisal improves motivation and job

satisfaction reveals that nearly 66% of the employees feel satisfied & feel it improves

motivation and job satisfaction & 29% of the employees has no opinion & only 4% of the

employees disagree with this.

58


DEPENDENT OF LEVEL IT IMPROVES MOTIVATION AND JOB SATISFACTION

TABLE NO 4.2.6

Chi-Square Tests


(2-sided)



Linear-by-Linear


N of Valid Cases 99

INTREPRETATION: The test shows that the underlined hypothesis is accepted. This leads to

the conclusion that improvement of performance of employees is based on the motivation and

job satisfaction.

59

4.2.7 TABLE SHOWING EFFECT OF PERFORMANCE APPRAISAL

CROSSTABULATION:

Count

Change in behave of workers due to appraisal system Total

yes no may be can't say

Improvement in

performance

strongly agree 15 2 8 1 26

agree 13 19 11 1 44

no opinion 5 10 10 3 28

disagree 0 0 1 0 1

Total 33 31 30 5 99


360◦ performance appraisal to change the behaviour of employees reveals that nearly 63% of

the employees said yes for this & 5% of the employees are not sure or has not given any

thought about it & 31% of the employees disagree with this.

60


DEPENDENT OF CHANGE IN BEHAVIOUR OF EMPLOYEES THROUGH 360◦

PERFORMANCE APPRAISAL:

TABLE NO 4.2.8

Chi-Square Tests


(2-sided)



Linear-by-Linear


N of Valid Cases 99

INTERPRETATION: The chi-square tests reveals that the underlined hypothesis is rejected.

This leads to the conclusion that improvement of performance of employees is not based on

change in behaviour of employees.

61

4.2.9 TABLE SHOWING SATISFACTION WITH EXISTING PERFORMANCE

APPRAISAL SYSTEM TO EVALUATE PERFORMANCE OF THE WORKERS:

CROSSTABULATION:

Count

Evaluation of performance Total

by top

management

self

appraisal

superiors

appraisal

subordinate

appraisal

peer

appraisal

Satisfaction

with present PAS

highly satisfactory 7 12 8 3 3 33

satisfactory 5 25 12 3 1 46

no opinion 5 10 2 0 2 19

highly

dissatisfactory 0 0 0 0 1 1

Total 17 47 22 6 7 99

ANALYSIS: Cross table reveals that nearly 47% of the employees performance are

evaluated by self appraisal & 22% by superiors appraisal & 17% by top management & 6%

&7% by subordinate & peer appraisal. And it shows 12% of the workers are satisfied.

62

HYPOTHESIS: SATISFACTION WITH EXISTING PERFORMANCE APPRAISAL IS

DEPENDENT OF THE WAY THE PERFORMANCE IS EVALUATED IN THE

ORGANISATION

TABLE NO 4.2.10

Chi-Square Tests


(2-sided)



Linear-by-Linear

Association .001 1 .978

N of Valid Cases 99

INTERPRETATION: The tests has showed that the underlined hypothesis is rejected. This

leads to the conclusion that satisfaction with the existing performance appraisal is not based

on evaluation of performance.

63

4.2.11 TABLE SHOWING SATISFACTION WITH THE EXISTING PERFORMANCE

APPRAISAL SYSTEM. OPINION ABOUT PAS:

CROSSTABULATION

ANALYSIS: Cross table reveals that nearly 37% of the employees feel performance

appraisal is as promotion of employees, 16% of the employees opinion is it is evaluation &

job satisfaction of employees, 13% of the employees say it as motivation & 17% of the

employees has accepted all of the above. From the view of level of satisfaction with the

present PAS 13% of the workers feel convinced.

Count

opinion about PAS Total

evaluation of

employees

promotion of

employees

job

satisfaction

of

employees

motivation all of

the

above

Satisfaction

level with

present PAS

highly satisfactory 3 11 6 7 6 33


no opinion 3 11 2 0 3 19

highly


Total 16 37 16 13 17 99

64

HYPOTHESIS: SATISFACTION WITH EXISTING PERFORMANCE APPRAISAL IS

DEPENDENT OF EMPLOYEES OPINION ABOUT PERFORMANCE APPRAISAL:

TABLE NO 4.2.12

Chi-Square Tests


(2-sided)



Linear-by-Linear


N of Valid Cases 99

INTERPRETATION: The tests has showed that underlined hypothesis is accepted. This

leads to the conclusion that satisfaction with the existing performance appraisal is based on

employees opinion about performance appraisal.

65


APPRAISAL SYSTEM. ASSESS OF PAS ON SCALE OF FIVE:

CROSSTABULATION

Count

Assess of PAS on scale of 1 to 5? Total

based on

seniority

based on

individual

performance

based on

skills

based on

superior

feedback

based on

critical

incident

Satisfaction with present

PAS

highly



no opinion 1 3 9 3 3 19

highly


Total 19 23 30 13 14 99

ANALYSIS: Cross table for employees satisfaction with the present PAS by assessing the

PAS used by the company on the scale of 1 to 5 reveals that nearly 30% of the employees

rated it as based on skills, 23% of the employees rated it as based on individual performance,

19% of the employees rated it as based on seniority, 14% of the employees rated it as based

on critical incident & 13% of the employees rated it as based on superior feedback. From the

view of level satisfaction with the present PAS 18% of the workers are convinced.

66

HYPOTHESIS: SATISFACTION WITH THE PRESENT PAS IS DEPENDENT OF HOW

EMPLOYEES ASSESS THE PAS USED BY COMPANY ON THE SCALE OF 1 TO 5:

TABLE NO 4.2.14

Chi-Square Tests


(2-sided)



Linear-by-Linear


N of Valid Cases 99

INTERPRETATION: The tests has showed that the underlined hypothesis is accepted. This


how employees assess performance appraisal on the scale of 1 to 5.

67


APPRAISAL SYSTEM. PAS CREATES PARTICIPATIVE ENVIRONMENT:

CROSSTABULATION

ANALYSIS: Cross table reveals that nearly 59% of the employees said yes, the 360◦

performance appraisal creates a participative environment in the organisation & 35% of the

employees disagree with this. From the view point of satisfaction with the existing

performance appraisal 27% of the employees feel satisfactory.

Count

Does PAS creates participative environment Total

yes no may be can't say

Satisfaction level

with present PAS

highly satisfactory 9 13 8 3 33

satisfactory 18 12 14 2 46

no opinion 6 10 3 0 19

highly dissatisfactory 1 0 0 0 1

Total 34 35 25 5 99

68

HYPOTHESIS: SATISFACTION WITH THE PRESENT PAS IS DEPENDENT OF 360◦

APPRAISAL CREATES A PARTICIPATIVE ENVIRONMENT IN THE

ORGANISATION:

TABLE NO 4.2.16

Chi-Square Tests


(2-sided)



Linear-by-Linear


N of Valid Cases 99

INTERPRETATION: The tests has showed that underlined hypothesis is accepted. This


participative environment in the organization.

69

CHAPTER- 5

FINDINGS, SUGGESTION, AND CONCLUSION

70

5.1 FINDINGS:

The vast majority of the respondents have 1 to 5 year relationship with the

association.

All representatives say that the execution evaluation ought to be led each month.

Representatives here can comprehend the goal of the execution evaluation framework

and they can work with it.

77% of aggregate representatives say the advancement in the organization happens

taking into account execution.

77% of the aggregate representatives are exceedingly fulfilled by the evaluation

framework in the organization.

More than 70% workers feels the execution examination systems support up the

certainty of representatives.

The greater part of representatives feels that by making utilization of execution

evaluation methods at work place it will enhance working environment.

56% of the workers say that the present execution framework has expanded their

hierarchical adequacy.

The prizes are given to the workers in the terms of motivations and just now and again

the prizes are given as money, advancement and endowments.

Every one of the workers are fulfilled by the prizes of the organizations.

78% of the representatives are persuaded through financial advantages.

Representatives say that the administration dependably helps in overhauling their

abilities after the 360 degree execution examination.

71

5.2 SUGGESTIONS:

The management has to take few measures to make the employees know about the

importance of their contribution towards work which will help them to achieve the

organizational goal.

The performance appraisal system must be reviewed on a routine bases for

advancement of employee motivation and performance.

The management must take necessary steps to send employees for training and

development after the appraisal this in turn helps the employees to perform better in

future and the company to achieve its objectives.

The company must doing performance appraisal on monthly basis because the

employees will get more motivated.

The management also must ask employee participation on defining the company

performance appraisal methods.

72

5.3 CONCLUSION:

The representatives are incredible resource of the association. Each association needs to focus

more on the execution examination framework particularly 360 degree execution evaluation

framework. The officers should likewise watch out for the execution evaluation and change

in as per the continually evolving circumstances.

360 degree execution evaluation is one of the noteworthy apparatuses of the cutting edge

individual administration, which yields exceptional yield, when it is done in a methodical and

only a way, with least blunders. A number of the elements of individual administration such

as advancement , exchange, downgrade, additions, preparing and improvement are performed

having the execution examination as the fundamental establishment. 360 degree execution

evaluation is an extensive operation in the field of inspiration, great mechanics to keep up

better subordinate connections and instrument than direct representative's capacities to

general authoritative targets.

By doing or taking after the above proclamation which will help in expanding more worker

and employment fulfilment.

73

BIBLIOGRAPHY

1. Wayne F. Cascio – Managing Human Resource Management – Tata Mc GRAW

Hill – 7th

edition- New Delhi- 2006

2. C.B. Mamoria- Performance Appraisal- 6th

edition- Himalayan Publishing

House- 1994

3. Appannaih and Aparna Rao- Human Resource Management- second edition-

Himalayan Publishing House- Mumbai- 2008

4. V S P Rao – Human Resource Management –3rd

edition- Himalaya Publication-

2010

Websites:

1. www.google.com

2. www.humanlinks.com

3. www.citehr.in

4. www.skp.com

5. www.wikipedia.org

http://www.google.com/

http://www.humanlinks.com/

http://www.citehr.in/

http://www.skp.com/

http://www.wikipedia.org/

74

ANNEXURE

QUESTIONNAIRE

Dear sir/Madam,

I RAJNI SHARMA student of NEW HORIZON COLLEGE OF ENGEENERING Bangalore

is undertaking study on “Enhancement on 360◦ Performance Appraisal System on Employee

Satisfaction and Job Satisfaction”.

This study is being conducted for academic project and I assure you that everything will be

kept confidential.

Employee Name (Optional):

Age: a) Between 20-35 b) Between 35-45 c) Between 45-55

d) Above 55

Gender: Male ( ) Female ( )

Q1. From how many years you are working with this organisation?

a) 0-1 years b) 2-5 years c) 6-10 years

d) more than 10 years

Q2. In your opinion performance appraisal is:

a) evaluations of employees b) promotion of employees

c) job Satisfaction of employees d) motivation

e) all of the above

75

Q3. How important is the PAS?

a) very important b) not important c) can‟t say

Q4. Does the SKP Projects follow 360 performance appraisal processes?

a) yes b) no

Q5. How performance is evaluated in your organization?

a) by top management b) self-appraisal c) Superiors appraisal

d) subordinate appraisal e) peer appraisal

Q6. In what terms rewards are given to you?

a) cash b) in the form of incentives c) promotion

d) gifts

Q7. Do you concur that 360 execution evaluation give a climate where all are urged to share

each other burden?

a) strongly agree b) agree c) no opinion d) disagree

e) strongly disagree

Q8. Do you think 360 performance appraisal helps people set and achieve meaningful goals.

a) yes b) no c) may be d) can‟t say

Q9. Do you think 360 performance appraisal gives constructive criticism in a friendly and

positive manner?



76

Q10. Do you agree performance of employees improve due to 360 performance appraisal?



Q11. Does the 360 appraisal process creates a participative environment in the organization?


Q12. In what level 360 performance appraisals improves motivation and job satisfaction.

a) highly satisfactory b) satisfactory c) no opinion

d) dissatisfactory e) highly dissatisfactory

Q13. Does the promotions are strictly based on performance appraisal process?



Q14. Do you think 360 performance appraisal helps to change behaviour of employees?


Q15. Do you think your leadership and interpersonal skills developed after 360 performance

appraisals?



Q16. Are you satisfied with the existing performance appraisal system i.e. 360 performance

appraisal?

a) highly satisfactory b) satisfactory c) no opinion

d) dissatisfactory e) highly dissatisfactory

77

Q17. What type of quality does your performance appraised?

a) task performance only b) knowledge c) attitude

d) interpersonal skills

Q18. How are the employees motivated in SKP Projects Company?

a) mostly by monetary b) mostly by non-monetary c) no opinion

Q19. How promotion happens at your company?

a) based on seniority b) based on performance c) both A and B

Q20. Based on what time period the performance appraisal is done?

a) monthly b) quarterly c) half yearly d) annually

Q21. How do you assess the performance appraisal system used by the company on the scale

of 1 to 5?

a) Based on seniority 5 4 3 2 1

b) Based on individual performance 5 4 3 2 1

c) Based on skills 5 4 3 2 1

d) Based on superiors feedback 5 4 3 2 1

e) Based on critical incident 5 4 3 2 1

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