Pa BSNL

Project report on Performance Appraisal of BSNL https://www.slideshare.net/vipulFACE/project-repo...
SlideShare Explore Search You
Upload
Login
Signup
Search
Home
Technology
Education
More Topics
For Uploaders
Get Started
Tips & Tricks
Tools
Search
Project report on Performance Appraisal of BSNL
1 of 93 08/11/2017 06:19 AM
2 of 93 08/11/2017 06:19 AM
3 of 93 08/11/2017 06:19 AM
4 of 93 08/11/2017 06:19 AM
5 of 93 08/11/2017 06:19 AM
6 of 93 08/11/2017 06:19 AM
7 of 93 08/11/2017 06:19 AM
8 of 93 08/11/2017 06:19 AM
9 of 93 08/11/2017 06:19 AM
10 of 93 08/11/2017 06:19 AM
11 of 93 08/11/2017 06:19 AM
12 of 93 08/11/2017 06:19 AM
13 of 93 08/11/2017 06:19 AM
14 of 93 08/11/2017 06:19 AM
15 of 93 08/11/2017 06:19 AM
16 of 93 08/11/2017 06:19 AM
17 of 93 08/11/2017 06:19 AM
18 of 93 08/11/2017 06:19 AM
19 of 93 08/11/2017 06:19 AM
20 of 93 08/11/2017 06:19 AM
INTRODUCTION 20
21 of 93 08/11/2017 06:19 AM
PERFORMANCE APPRAISAL Management Performance appraisal is a method of evaluating the evaluating the behavior of
employees...
22 of 93 08/11/2017 06:19 AM
A formal denition of performance appraisal is that, it is the systematic evolution of the individual with respect to his...
23 of 93 08/11/2017 06:19 AM
COMPONENTS OF APPRAISAL EVALUATION As we have seen performance evolutions can be made a verity of
reasonscounseling, prom...
24 of 93 08/11/2017 06:19 AM
This approach has its disadvantage that the individual may rate himself excessively high then it would be if his superior ...
25 of 93 08/11/2017 06:19 AM
WHEN The when answers the query about the frequency of appraisal? It has been suggested in formal counseling should
oc...
26 of 93 08/11/2017 06:19 AM
PURPOSE OF PERFORMANCE APPRAISAL To create and maintain a satisfactory level of performance. To provide
information m...
27 of 93 08/11/2017 06:19 AM
WHAT SHOULD BE RATED The seven criteria for assessing performance are: 1. Quality: the degree to which the process or
resu...
28 of 93 08/11/2017 06:19 AM
OBJECTIVE OFPERFORMANCE APPRAISAL A good performance appraisal has following objectives: Help employee to
Krishak Bhar...
29 of 93 08/11/2017 06:19 AM
METHODS OF APPRAISAL Broadly all the approaches to appraisal can be classied into: Past-oriented: Rating scales
Checkli...
30 of 93 08/11/2017 06:19 AM
METODS OF PERFORMANCE APPRAISALS Past Oriented Methods Rating scales: This is the simplest and the most
popular techniqu...
31 of 93 08/11/2017 06:19 AM
Critical incident method The, approaches focus on certain critical behaviors of an employee that makes all the dierenc...
32 of 93 08/11/2017 06:19 AM
Easy method In the essay method, the rater must describe the employee with in a number of broad categories such asa)
The...
33 of 93 08/11/2017 06:19 AM
360 DEGREE PERFORMANCE APPRAISAL Typical appraisers are: supervisors, peers, subordinates employees themselves
users...
34 of 93 08/11/2017 06:19 AM
5. Users of Service Customers:Employee performance in service organization relating to behaviors, promptness, speed in
doi...
35 of 93 08/11/2017 06:19 AM
THE POST APPRAISAL INTERVIEW This interview provides the employee the feedback information, and an opportunity to
the appr...
36 of 93 08/11/2017 06:19 AM
KEY ELEMENTS OF PA SYSTEMS 1) Performance Improvement:Performance feedback allows the employee, manager, and
personnel spe...
37 of 93 08/11/2017 06:19 AM
informations systems. Reliance on inaccurate information may have led to inappropriate hiring, training, or counseling de...
38 of 93 08/11/2017 06:19 AM
STAGES OF PERFORMANCE APPRAISAL PROCESS 1 2 3 4 5 6 7 8 9 PERFOMANCE STANDEARDS ARE ESTABLISHED

INFORM THESE...
39 of 93 08/11/2017 06:19 AM
Performance Appraisal is a Nine-Step Process: At the First stage, performance standards are established based on job
desc...
40 of 93 08/11/2017 06:19 AM
PROBLEMS OF PERFORMANCE APPRAISAL The major problem in performance appraisal :1) Rating Biases:The problem
subjective mea...
41 of 93 08/11/2017 06:19 AM
because of a answerability to management or lack of knowledge about the job and person he is rating or least interest in h...
42 of 93 08/11/2017 06:19 AM
WHY APPRAISAL TECHNIQUES PROVE FAILURE Performance appraisal techniques techniques have often failed to give a
correct as...
43 of 93 08/11/2017 06:19 AM
About Employee: Safe and Friendly Work Environment-: What sort of environment are you providing your employees. Use
of ...
44 of 93 08/11/2017 06:19 AM
PERFORMANCE MATRIX In principle the individual performance matrix (IPM) can be notionally divided into two parts-:
Te...
45 of 93 08/11/2017 06:19 AM
measures value additions etc. this has been specically design to acknowledgement and reward individual excellence. KRA ...
46 of 93 08/11/2017 06:19 AM
KRA 10 (Industrial Relations ) there is a scope for a team to earn separate credit points based on the number of implement...
47 of 93 08/11/2017 06:19 AM
Performance Diary The performance diary is a meant to track / capture the signicant performance events whether
positive...
48 of 93 08/11/2017 06:19 AM
Facilitating Factor: Are those factors that are beyond the control of the appraise that have led to better performance. Ex...
49 of 93 08/11/2017 06:19 AM
RESEARCH METHODOLOGY 49
50 of 93 08/11/2017 06:19 AM
RESEARCH The research design of this project is exploratory. Though each research study has its own specic purpose but
t...
51 of 93 08/11/2017 06:19 AM
a) Determining Data Collection Design b) Determining Data Methods c) Determining Data Sources d) Determining Primary
Data ...
52 of 93 08/11/2017 06:19 AM
SAMPLING PLAN: Sample Size = 50 Employees Sample Area = BSNL lucknow Utter Pradesh Duration = 6 weeks
RESEARCH PROBLEM I ...
53 of 93 08/11/2017 06:19 AM
RESEARCH INSTRUMENT USED QUESTIONNAIRE: The term questionnaire usually refers to a self administered
processes whereby...
54 of 93 08/11/2017 06:19 AM
SEARCH OF SECONDARY DATA AND LITERATURE : The quickest and most economical way is to nd possible hypotheses
from the ava...
55 of 93 08/11/2017 06:19 AM
RESEARCH INSTRUMENTS USED: I have used the following research instrument in my project :- QUESTIONNAIRE-: The
term ques...
56 of 93 08/11/2017 06:19 AM
SIMPLE RANDOM SAMPLING: This type of sampling is also known as chance sampling or probability sampling where each
item in ...
57 of 93 08/11/2017 06:19 AM
METHOD USED FOR DATA COLLECTION The task of data collection begins after a research after a research problem has
been de...
58 of 93 08/11/2017 06:19 AM
ANALYTICAL TOOLS USED The term analysis refers to the computation of certain measures along with searching for pattern
of ...
59 of 93 08/11/2017 06:19 AM
DATA ANALYSIS 59
60 of 93 08/11/2017 06:19 AM
1. Are you aware of the objective of the performance appraisal system? OPTIONS NO OF RESPONDENT(SAMPLE SIZE 50)
PERCENT...
61 of 93 08/11/2017 06:19 AM
2. Performance appraisal helps the organization in achieving goal. OPTIONS NOS OF RESPONDENT(Sample PERCENTAGE
size 50) ...
62 of 93 08/11/2017 06:19 AM
3. Hold meeting in the beginning of the year to explain & clarify activity task & goals to be achieved. OPTIONS NOS OF R...
63 of 93 08/11/2017 06:19 AM
4. Organization has to make a xed duration for performance appraisal. OPTIONS NOS OF RESPONDENT (Sample size 50)
PERCE...
64 of 93 08/11/2017 06:19 AM
5. Satised for point allocation on the basis of KRAs & managerial dimension. OPTIONS NOS OF RESPONDENT(Sample
size 50...
65 of 93 08/11/2017 06:19 AM
6. Performance appraisal aects the working eiciency of employees. OPTIONS NOS OF RESPONDENT(Sample size 50)
PERCENT...
66 of 93 08/11/2017 06:19 AM
7. Appraisal system is able to develop high result orientation approach. OPTIONS NOS OF RESPONDENT(Sample size 50)
PERC...
67 of 93 08/11/2017 06:19 AM
8. The systems will also contribution in potential appraisal. OPTIONS NOS OF RESPONDENT(Sample size 50) 36
PERCENTAGE 7...
68 of 93 08/11/2017 06:19 AM
9. Promotion process in the organization is based on OPTIONS NOS OF RESPONDENT(Sample size 50) PERCENTAGE
PERFORMANC...
69 of 93 08/11/2017 06:19 AM
10 .The present performance appraisal system is transparent & Free from bias. OPTIONS NOS OF RESPONDENT(Sample
size 50) ...
70 of 93 08/11/2017 06:19 AM
11 .Satised with the current performance appraisal system. PERCENTAGE OPTIONS NOS OF RESPONDENT(Sample size
50) HIGHL...
71 of 93 08/11/2017 06:19 AM
LIMITATIONS 71
72 of 93 08/11/2017 06:19 AM
LIMITATIONS A few limitations and constraints came in way of conducting the present study, under which the researcher
ha...
73 of 93 08/11/2017 06:19 AM
SUGGESTIONS AND CONCLUSION 73
74 of 93 08/11/2017 06:19 AM
SUGGESTIONS After having analyzed the data, it was observed that practically there was no appraisal in the organization. ...
75 of 93 08/11/2017 06:19 AM
There should not be a common appraisal form for every job position in the organization. 5. The job and role expected from...
76 of 93 08/11/2017 06:19 AM
BIBLIOGRAPHY BOOKSHuman Resource - V.S.P Rao Research Methodology - C. R. Kothari BSNL Manual - Company
Magazines ...
77 of 93 08/11/2017 06:19 AM
QUESTIONNAIRE (PERFORMANCE APPRAISAL SYSTEM AT B.S.N.L.)

Name.. Designation...
78 of 93 08/11/2017 06:19 AM
5) To what extent are you satised for point allocation on the basis of KRAs & managerial dimension? a) b) c) d) Fully ...
79 of 93 08/11/2017 06:19 AM
11) Are you satised with the current performance appraisal system? a) b) c) d) Highly satised Satised Just satis...
Upcoming SlideShare
Loading in 5


94,554 views
Share
Like
Download
Vipul Sachan, Digital Marketing | SEO | SMO | Google AdWord & Tag Manager Certied Professional
Follow
Published on Feb 19, 2014
Published in: Business
80 of 93 08/11/2017 06:19 AM
8 Comments
151 Likes
Statistics
Notes
Full Name
Comment goes here.
12 hours ago Delete Reply Spam Block
Are you sure you want to Yes No
Your message goes here
Share your thoughts

Post
Zel Ilano , Freelancer at freelancer at freelancer

It was great to stumble upon this post. I also can be helpful here :) By the way, if anyone is facing a problem of lling CA
Quitclaim Deed, I've found a template here https://goo.gl/IHnRMP You also can esign the form and fax it.
10 months ago Reply
Zel Ilano , Freelancer at freelancer at freelancer

My business partners were looking for CA Quitclaim Deed yesterday and used a website that hosts a lot of llable forms
. If others are requiring CA Quitclaim Deed too , here's PDFller.com or https://goo.gl/h8UaiW
10 months ago Reply
Rishabh Gupta , Student at amity university

rishabh7800gupta@gmail.com
1 year ago Reply
Rishabh Gupta , Student at amity university

plz mail that project
1 year ago Reply
manju ko , Student at Girideepam institute of advanced learning

excellent.....
1 year ago Reply
Show More
Rifyujee Ali
2 days ago
81 of 93 08/11/2017 06:19 AM
Tasnim Jahan
4 days ago
sharayu jadhav , -- at RDC Concrete (India) Pvt Ltd

1 week ago
Vibha Jain , Student at VMI, Ichalkaranji

3 weeks ago
ajay shro , inviting friends at sanharison Inc at sanharison Inc

3 weeks ago
Show More
No Downloads
Views
Total views
94,554
On SlideShare
0
From Embeds
0
Number of Embeds
287
Actions
Shares
0
Downloads
6,756
Comments
8
Likes
151
Embeds 0
No embeds
No notes for slide
1. 1. SHERWOOD COLLEGE OF PROFESSIONAL MANAGEMENT A SUMMER TRANING REPORT ON PERFORMANCE

APPRAISAL SUBMITTED IN THE PARTIAL FULFILLMENT OF THE DEGREE OF BACHELORS OF BUSINESS
ADMINISTRATION UNDER THE GUIDANCE OF:Dr. Rajneesh Srivastava SUBMITTED BY:ABHISHEK KUSHWAHA
BBA-5 SEMESTER ROLL NO:- 11072101002 1
2. 2. ACKNOWLEDGEMENT I consider myself very fortunate to get the opportunity to conduct the training approval and
project assignment by BHARAT SANCHAR NIGAM LIMITED (BSNL). I got opportunity to get a practical exposure into
actual environment and it provides me the golden opportunity to make my theoretical concept of Recruitment and
selection process in a more clear way. I am very much thankful to MR. J.P Tiwari for providing me the opportunity to do
the training in the BSNL. Also, thankful to all the oicials at BSNL for their cooperation during my training for
providing me necessary information without which this project report would not have been completed. I have gone
through various sites, Research Books, Magazines and Newspapers to get the accurate information for analysis and
tried to nd the best conclusion. ABHISHEK KUSHWAHA (BBA Vth SEM) 2
3. 3. PREFACE Summer training is the most vital part of an BBA course, both as a link between theory and actual
industrial practices as well as an opportunity for hands on experience in corporate environment. I therefore, consider
myself fortunate to receive the training in an esteemed organization viz. Bharat Sanchar Nigam Limited. Yet the
opportunity could not have been utilized without the guidance and support of many individuals who although held
varied positions, but were equally instrument for although completion of my summer training. Dr. Rajneesh Srivastava
and also thanks to all my faculty members and my Parents and friends. However, I accept the sole responsibility errors
of omission and would be extremely grateful to readers of this project report if they bring such mistake to my notice.
ABHISHEK KUSHWAHA (BBA Vth SEM) 3
4. 4. EXECUTIVE SUMMERY Most organizations have a performance appraisal (PA) program that has evolved over time
and is likely not meeting the needs of employees and managers. Many competing PA theories and practices exist making
development of an eective program diicult. However, done well, a strong PA program reinforces organizational
culture and helps employees achieve high levels of performance. An eective PA program can improve key business
measures such as Return on Assets, Return on Equity, prot margins and earnings. Every strong PA program has three
elements: performance tracking, informal feedback, and formal appraisal. Build on these three elements to customize
your program to your organizations goals and values: o Informal coaching is the single most signicant factor in easing
82 of 93 08/11/2017 06:19 AM
retention and developing talent. o Forced ranking and forced distribution are techniques that work well in competitive
environments. Avoid them in team-based departments. o 360-degree evaluations help to improve people management
abilities. Stay away from using them for manager compensation or disciplinary purposes. 4
5. 5. TABLE OF CONTENT CONTENT PAGE NO. Acknowledgement 2 Preface 3 Executive summary 4 Company
prole 6-19 Introduction 20-48 Performance appraisal process Performance appraisal process at Reliance HR
Services private Ltd. Research Methodology 49-58 Analysis & Interpretation 59-70 Limitation 71 Suggestion
73-75 Conclusion 75 Bibliography 76 Appendix 77 5
6. 6. COMPANY PROFILE 6
7. 7. INTRODUCTION TYPE AVAILABILITY COUNTRYWIDE OWNER GOVERNMENT OF INDIA KEY PEOPLE CHAIRMAN
& DIRECTOR-RAJESH KUMAR UPADHYAY FOUNDED 19TH CENTURY, INCORPRATED IN 2000 WEBSITE 1.1
COMMUNICATION SERVICE PROVIDER WWW.BSNL.IN OVERVIEW OF THE BSNL: BSNL is India's oldest and largest
Communication Service Provider (CSP). Currently BSNL has a customer base of 64.8 million (Basic & Mobile 7
8. 8. telephony). It has footprints throughout India except for the metropolitan cities of Mumbai and New Delhi which are
managed by MTNL. As on March 31, 2007 BSNL commanded a customer base of 33.7 million Wire line, 3.6 million
CDMA-WLL and 27.5 million GSM Mobile subscribers. BSNL's earnings for the Financial Year ending March 31, 2006
stood at INR 401.8b (US$ 9.09 b) with net prot of INR 89.4b (US$ 2.02 billion). Today, BSNL is India's largest Telco
and one of the largest Public Sector Undertaking of the country with authorized share capital of US$ 3.95 billion (INR
17,500 Crore) and net worth of US$ 14.32 billion. 1.3 PROFILE OF ORGANISATION: OVER VIEWS OF ORGANISATION
HISTORY:The foundation of Telecom Network in India was laid by the British sometime in 19th century. The history of
BSNL is linked with the beginning of Telecom in India. In 19th century and for almost entire 20th century, the Telecom
in India was operated as a Government of India wing. Earlier it was part of erstwhile Post & Telegraph Department
(P&T). In 1975 the Department of Telecom (DoT) was separated from P&T. DoT was responsible for running of Telecom
services in entire country until 1985 when Mahanagar Telephone Nigam Limited (MTNL) was carved out of DoT to run
the telecom services of Delhi and Mumbai. It is a well known fact that BSNL was carved out of Department of Telecom
to provide level playing eld to private telecoms. Subsequently in 1990s the telecom sector was opened up by the
Government for Private investment, therefore it became necessary 8
9. 9. to separate the Government's policy wing from Operations wing. The Government of India corporatized the
operations wing of DoT on October 01, 2000 and named it as Bharat Sanchar Nigam Limited (BSNL).BSNL operates as
a public sector. MAIN SERVICES BEING PROVIDED BY BSNL BSNL provides almost every telecom service, however
following are the main Telecom Services being provided by BSNL in India:1. UNIVERSAL TELECOM SERVICES: Fixed
wire line services & Wireless in Local loop (WLL) using CDMA Technology called bfone and Tarang respectively. BSNL is
dominant operator in xed line. As on March 31, 2007 (end of nancial year) BSNL had 76% share of xed and WLL
phones. BSNL MOBILE PRE-PAID MOBILE 2. CELLULAR MOBILE TELEPHONE SERVICES: BSNL is major provider of
Cellular Mobile Telephone services using GSM platform under brandname Cellone. Pre-paid Cellular services of BSNL
are know as Excel. As on March 31, 2007 BSNL had 17% share of mobile telephony in the country. 9
10. 10. BSNL Broadband 3. INTERNET: BSNL is providing internet as dial-up connection (Sancharnet) and
ADSL-Broadband Data one. BSNL has around 50% market share in broadband in India. BSNL has planned aggressive
rollout in broadband for current nancial year. 4. Intelligent Network (IN): BSNL is providing IN services like
televoting, toll free calling, premium calling etc. BSNL PRESENT & FUTURE Since its corporatisation in October 2000,
BSNL has been actively providing Connections in both Urban and Rural areas and the eiciency of the company has
drastically improved from the days when one had to wait for years to get a phone connection to now when one can get a
connection in even hours. Pre-activated Mobile connections are available at many places across India. BSNL has
alsounveiled very cost-eective Broadband internet access plans (DataOne) targetedat homes and small businesses. At
present BSNL enjoy's 47% of market share of ISP services. Year of Broadband 2007 10
11. 11. Former Indian Communications Minister Thiru Dayanidhi Maran had declared year 2007 as "Year of Broadband" in
India and BSNL is gearing up to provide 5 million Broadband connectivity by the end of 2007. BSNL has upgraded
existing Dataone (Broadband) connections for a speed of up to 2 Mbit/s without any extra cost. This 2 Mbit/s broadband
service is being provided by BSNL at a cost of just US$ 5.5 per month. Further, BSNL is planning to upgrade its
broadband services to Triple play (telecommunications) in 2007. BSNL has been asked to add 108 million customers by
2010 by Former Indian Communications Minister Thiru Dayanidhi Maran. With the frantic activity in the communication
sector in India, the target appears achievable, however due to intense competition in Indian Telecom sector in recent
past BSNL's growth has slowed down. BSNL is pioneer of Rural Telephony in India. BSNL has recently bagged 80% of
US$ 580 m (INR 2,500 crores) Rural Telephony project of Government of India. CHALLENGES:During Financial Year
2007-2008 (From April 01, 2006 to March 31, 2007) BSNL has added 9.6 million new customers in various telephone
services taking its customer base to 64.8 million. BSNL's nearest competitor Bharti Airtel is standing at a customer base
of 39 million. However, despite impressive growth shown by BSNL in recent times, the xed line customer base of BSNL
is declining. In order to woo back its xed-line customers BSNL has brought down long distance calling rate under One
India plan, however, the success of the scheme is not known. 11
12. 12. However, BSNL faces bleak scal 2006-2007 as users ee, which has been accepted by the CMD BSNL. Presently
there is an intense competition in Indian Telecom sector and various Telcos are rolling out attractive schemes and are
providing good customer services. However, BSNL being legacy operator and its conversion from a Government
Department earns lot of criticism for its poor customer service. Although in recent past there have been tremendous
improvement in working of BSNL but still it is much below the Industry's Expectations. A large aging (average age 49
years (appx)) workforce (300,000 strong), which is mostly semiliterate or illiterate is the main reason for the poor
customer service. Further, the Top management of BSNL is still working in BSNL on deputation basis holding
Government employee status thus having little commitment to the organisation. Although in coming years the
retirement prole of the workforce is very fast and around 25% of existing workforce will retire by 2010, however, still
the workforce will be quite large by the industry standards. Quality of the workforce will also remain an issue. Access
Decit Charges (ADC, a levy being paid by the private operators to BSNL for provide service in non-lucrative areas
especially rural areas) has been slashed by 37% by TRAI, w.e.f. April 01, 2007. The reduction in ADC may hit the
bottom-line of BSNL. 12
13. 13. VISION To become the largest telecom Service Provider. MISSION To provide world class State-of-art
technology telecom services to its Customers on demand at competitive prices. To Provide world class telecom
83 of 93 08/11/2017 06:19 AM
infrastructure in its area of operation and to Contribute to the growth. OBJECTIVE: MP Telecom looks over the
management, control and operation of the telecom network with the following aims and objective To build a high
degree of customer condence by sustaining quality and reliability in service. To upgrade the quality of telecom
service to international level. Provision of telephone connections on demand in all the villages of M.P. Expansion of
new services like Internet, Intelligent Network, ISDN, Internet Telephony, Video Conferencing, Broadband etc.
Popularize Broadband Services and to be on-demand in the whole State. 13
14. 14. Expansion of Cellular Mobile Telephone to all towns. To open Internet Kiosks (Cafe's) at all Block Head
Quarters. To improve the quality of present services being given to the subscribers. To open more Customer Service
Centers and upgrade the existing Customer Service Centers for better and friendly Customer care. Modernize PSTN
network by making RSUs & AN-RAX. Plantation of Trees to make environment Clean & Green. To raise necessary
nancial resources for its developmental needs. To increase accessibility of services, by providing a large number of
Local and NSD/ISD Public Call Oices (PCOs) so as to reach out to the masses. 14
15. 15. Products BSNL LANDLINE BSNL MOBILE _ POSTPAID _ PREPAID _ UNIFIED MESSAGING _ GPRS/WAP/MMS _
DEMOs _ TARIFF BSNL WLL INTERNET SERVICES _ NETWORK _ BROADBAND _ WI-FI _ CO-LOCATION SERVICE
_ BSNL WEB HOSTING _ DIAL UP INTERNET _ SMS& BULK SMS BSNL BROADBAND BSNL MANAGED
NETWORK SERVICES BSNL MPLS-VPN ISDN LEASED LINE 15
16. 16. INTELLIGENT NETWORK _ FREE PHONE SERVICE _ PREMIUM RATE SERVICE _ INDIA TELEPHONE CARD _
VIRTUAL PRIVATE NETWORK (VPN) _ VOICE VPN _ UNIVERSAL NUMBER _ UNIVERSAL PERSONAL NUMBER _
TELE VOTING VIDEO CONFERENCING AUDIO CONFERENCING TELEX/ TELEGRAPH EPABX _ EPABX _ FREE
EPABX _ CENTREX HVNET INMARSAT TRANSPONDER 16
17. 17. SWOT Analysis (Strength / Weakness/ Opportunities / Threats) Strength The telecom sector is poised for
continued high growth and our company is well placed to benet from this phenomenon. BSNL is the largest telecom
operator providing all kind of telecom services throughout the country. The widest network reach of the company is its
USP. Weakness BSNL being Government Company has no any major weakness in the business. Opportunities
Having biggest infrastructure provider it is easy for company to enter into any area. BSNL has vast range of product as
well as better infrastructure it makes the to deal with any kind of customer. Dealing in urban area now it has also
opportunities in rural area. Threats The company operates in an industry, which is highly competitive and faces
intense Competition from other service provider, who enjoy certain advantages in their Procurement as well as in
selection of technology. 17
18. 18. BSNL have several regional oices to localize its operations in India REGIONAL OFFICES OF BSNL MEERUT
DEHRADUN DELHI LUCKNOW GROWTH PLAN OF BSNL 18
19. 19. BSNL's future plan include a fast expansion programme of increasing the present 93 million lines to twice that
number by 2009 and some 120 million lines by 2010. The shift in demand from voice to data domination, and from wire
line to wireless, has revolutionized the very nature of the network. BSNL has already set in place several measures that
should enable it to evolve into a fully integrated multioperator by 2009 and its incumbent status, size, infrastructure and
human resource should certainly, give it a distinct advantage. Consolidation of the network and maintaining high quality
of service comparable to International standards is the key aim of the Growth Plan. Objective of the plan are: The
telephone connection shall be provided on demand and it shall be sustained. The Network shall be made fully digital.
All the technologically obsolete analog exchanges will be replaced with digital exchanges. To provide digital
transmission links up to all SDCAs. Digital connectivity shall be made available to all the exchanges by 2007-09
Extensive use of Optical ber System in the local, Junction and long distance network so as to make available suicient
bandwidth for the spread of Internet and Information technology. ISDN services shall be extended to all the district
headquarters, subject to demand. To provide Intelligent Network Services, progressively all over the country (major
cities have already been covered). To set up Internet Nodes progressively up to District headquarters level.
Upgrading existing STD/ISD PCOs to full edged Public Tele-Info Centers (PTIC) for supporting Multi media capability
and Internet Access 19
20. 20. INTRODUCTION 20
21. 21. PERFORMANCE APPRAISAL Management Performance appraisal is a method of evaluating the evaluating the
behavior of employees Performance appraisal or merit rating is one of the oldest and most universal practices of in the
work spot, Normally including both the quantitative and qualitative aspects of job performance. Performance appraisal
can be an eective instrument for helping people grow and develop in organizational setting. Through a Well organized
appraisal system. An employee can create learning spaces for himself in an organization. Eectively practiced and
development oriented performance appraisal & Review system, substantially contribute to the organization health.
Organization cannot do away with PERFORMANCE APPRAISAL. Some form of assessment of performance on a
continuing basis is essential for survival as well as growth of an organization. If and develop yardsticks to measure it, if
you want to improve performance. The performer has to be able to understand it. Performance appraisal is a systematic
appraisal of the employees personality traits and performance on the job and is designed to determine his contribution
and relative worth to the rm. 21
22. 22. A formal denition of performance appraisal is that, it is the systematic evolution of the individual with respect to
his or her performance on the job and his or her potential for development Performance appraisal is a formal
structured system of measuring and evaluating an employees job, related behaviors and out comes to discover how and
why the employee is presently performing on the job an how the employee can perform eectively in the future so that
the employee, organization and society all benet. Under performance appraisal, we evaluate not only the performance
of a worker but also his potential for development. 22
23. 23. COMPONENTS OF APPRAISAL EVALUATION As we have seen performance evolutions can be made a verity of
reasonscounseling, promotion, research, salary, administration or a combinations of these therefore it is necessary to
begin by stating very clearly the objectives of the evolution program. Having done this, the personal evolution system
should address the questions, who, what, when, where, how? Of performance appraisal WHO The appraisal can be
accomplished by one or more individuals involving a combination of the immediate supervisor, a higher level manager, a
personal manager, the assessees peers, the assessee himself and the assessees subordinates. Usually the immediate
supervisor must be interested with the task of rating the assessee because he his most familiar with his work, and
because he is also responsible for recommending or approving personal action based on the performance appraisal. The
sta specialists, i.e. the personal oicer also do appraisal. They may advise the supervisor while evaluating their
84 of 93 08/11/2017 06:19 AM
subordinates stressing the need for evidence for making specic appraisal judgments and comparing a particular
subordinates evolution with those of others. The appraisal of an individual may also be done by his peers such
appraisal proves eective in predicting future management success. 23
24. 24. This approach has its disadvantage that the individual may rate himself excessively high then it would be if his
superior rated him. Many companies use rating committees to evaluate employees. These committees consist of
supervisors, peers, and subordinates. WHAT The what of the performance appraisal consists in appraising non
supervisory employees for their current performance and managers for potential? It also includes evaluation of human
trades. WHY The why of an appraisal is concerned with a) Creating and maintaining a satisfactory level of
performance of employees in there present jobs. b) Highlighting employee needs and opportunities for personal growth
and development. c) Promoting understanding between the supervisor and his subordinates. d) Providing a useful
criterion for determining the validity of selection and training methods and techniques and forming concrete measures
for attracting individual of higher caliber to the enterprise. 24
25. 25. WHEN The when answers the query about the frequency of appraisal? It has been suggested in formal
counseling should occur continuously. The manager should discuss an employees work as soon as possible after he has
judged it. WHERE The where indicates the lo0cation where an employee may be evaluated. It is usually done at the
place of work or oice of the supervisor. HOW Under how the company must decide what dierent methods are
available and which of these may be used for performance appraisal. Based on the comparative advantages and
disadvantages it is decided which method suit the propose best. 25
26. 26. PURPOSE OF PERFORMANCE APPRAISAL To create and maintain a satisfactory level of performance. To
provide information making decision for rewardingly of retrenchment etc. To guide the job changes with the help to
continuous ranking. To contribute to the employee growth and development through training, self and management
development program. To facilitate for testing and validating selection tests, interview techniques through
compeering there scores with performance appraisal ranks. To facilitate fair and equitable compensation based on
performance. To help the superiors to have proper understanding about there subordinates. 26
27. 27. WHAT SHOULD BE RATED The seven criteria for assessing performance are: 1. Quality: the degree to which the
process or result of carrying out an activity approach perfection 2. Quantity: the amount produce expressed in monetary
terms number of units, or number of completed activity cycles 3. Timeliness: the degree to which an activity or an result
produced 4. Cost eectiveness: the degree to which the use of the organizations resources (e.g. human, monetary,
technological, material) is maximized in the sance of waiting the highest gain 5. Need for supervision: the degree to
which a job performer can carry out job function without supervisory assistance 6. Interpersonal impact: the degree to
which performer promotes feeling of self esteem, goodwill and cooperation among co- workers and subordinates. 7.
Training: need for training of improving his skills knowledge. 27
28. 28. OBJECTIVE OFPERFORMANCE APPRAISAL A good performance appraisal has following objectives: Help
employee to Krishak Bharti Coperative Ltd. His weaknesses, and improve his strengths, and thus enable him to improve
his performance and that of the department. Generate adequate feedback and guidelines from the reporting oicers
to the employee. Contribution to the growth and development of the employee thru helping in realistic goal setting
Help identifying employees for the porpoise of motivating, training and developing them. Generate signicant
relevant, free and valid information about employees thus good performance appraisal and review system should
primarily focus on employee development 28
29. 29. METHODS OF APPRAISAL Broadly all the approaches to appraisal can be classied into: Past-oriented: Rating
scales Checklist Forced choice method Forced distribution Critical incident method Behaviorally anchored scales Field
review method Annual condential report Essay method Cost accounting approaches Comparative evolution approach
Ranking method Paired comparison method Future oriented: Management by objectives Psychological appraisals
Assessment center 29
30. 30. METODS OF PERFORMANCE APPRAISALS Past Oriented Methods Rating scales: This is the simplest and the
most popular technique for employee performance. The typical rating scales system consists of several numerical
scales, each representing job related performance criterion such as dependability, initiative output, attendance,
attitude, co-operation and the like. Each scales ranges from excellent to poor. The rater checks the appropriate
performance level on each criterion, and then computes the employees total numerical scores. Checklist: In this
method, the raters dont evolutes employee performance, he supplies reports about it and the personal department
does the nal rating a series of question are presented concerning and employee to his behavior. The rater, then, to
indicate if the answer to a question about an employee in positive or negative. Generally , the questions are on yes/no
pattern. Forced choice method: In this the rater is given a series of statements about employee. These statements are
arranged in block of two or more, and the rater indicates which statements is most or least disruptive of the employee
30
31. 31. Critical incident method The, approaches focus on certain critical behaviors of an employee that makes all the
dierence between eective and non eective performance of a job. Such incidents are recorded by the superiors as
and when they occur. Behaviorally Anchored Rating Scales Sometimes this is called behavioral expectation scales, are
rating scales whose scale point are determined by statements of eective and ineective behaviors. A rater must
indicates which behavior on each scale best describes an employees performance. Field review method This is an
appraisal by someone outside the assesses on department usually someone from the corporate oice or H.R department.
The outsider review employee records and holds interviews with the rate and his or her superior . the method is
primarily used for make promotional decision at the managerial level. Annual condential report method In this
method each employee is rated condentially by one or more senior oicers for his performance. The report deals with
the years work and general opinion of the rater towards the employee. The main problem with his method is that it is
not data based and the appraisal is done the bases of impression. 31
32. 32. Easy method In the essay method, the rater must describe the employee with in a number of broad categories
such asa) The raters overall impression of the employees performance b) The promotability of the employee c) The
jobs that the employee is now able or qualied to perform d) The strength and weaknesses of the employee and the
traning and the development assistant required the employee. Comparative Evolution Approaches These are a
collection of a dierent methods that compare one workers performance with that his / her co-workers. Supervisors
usually conduct comparative appraisals. As these appraisals can results in a ranking from best to worst they are useful
on deciding merits-pay increases promotions and organizational rewards. We can classify it intoa) Ranking method In
85 of 93 08/11/2017 06:19 AM
this, the superior his or her subordinates in the order of there merits starting from the best to the worst,. This method is
subject to the hallo and Recency eects, although ranking by two or more raters can be averaged to help reduce biases.
It advantages include ease of administration and explanation. b) Paired Comparison method :Under this method the
appraiser compares each employee with every other employee, one at a time. The number of comparisons may be
calculated with the help of formula, which reads thus-: N (N-1)/2 32
33. 33. 360 DEGREE PERFORMANCE APPRAISAL Typical appraisers are: supervisors, peers, subordinates employees
themselves users of service and consultants. Performance appraisal by all these parties is called 360 DEGREE
PERFORMANCE APPRAISAL 1. Supervisors: Supervisors include superiors of the employee other superiors having
knowledge about the work of the employee and department head or manager. General practices is that immediate
superiors appraise the performance, hitch in turn reviewed by the departmental head /manager. 2. Peers:Peer appraisal
may be reliable if the work group is stable over a reasonably long period of time and perform tasks that require
integration. 3. Subordinates:The concept of having superiors rated by subordinates is being used in most organizations
today especially in developed countries. Such a novel method can be useful in other organizational settings too provided
the relationship between superiors and subordinates are coordinal. 4. Self-Appraisal:In individuals understand the
objective they are expected to achieve and the standard by which they are to be evaluated, they are to a great extend in
the best position to appraise their own performance. 33
34. 34. 5. Users of Service Customers:Employee performance in service organization relating to behaviors, promptness,
speed in doing the job and accuracy, can be better judged by the customers or users of services. 6.
Consultants:Sometimes consultants may be engaged for appraisal when employees or employers not trust supervisor
and management does not trust the selfappraisal a peer appraisal or subordinate appraisal. 34
35. 35. THE POST APPRAISAL INTERVIEW This interview provides the employee the feedback information, and an
opportunity to the appraiser to employee his rating, the trail and behavior he has taken into consideration etc. Further
it helps both the parties to review standards, set new standards based on the reality factors and helps the appraisal to
oer his suggestion, help, guide and coach the employee for his advancement . Thus, the post appraisal interview is
designed to achieve the following the objectives. To let employee know where stand To help employee do better job by
clarifying what is expected of them To plan opportunities for development and growth To provide an opportunity for
employees to express themselves on performance related issue. Thus, post appraisal interview is most helpful to the
employee as well as his superior. 35
36. 36. KEY ELEMENTS OF PA SYSTEMS 1) Performance Improvement:Performance feedback allows the employee,
manager, and personnel specialists to interview with appropriate action to improve performance. 2) Compensation
Adjustments:Performance evaluations help decision makers determine who should receive pay raises. Many rms
grants part or all of their pay increase and bonuses based upon merit, which is determine mostly through performance
appraisal. 3) Placement Decisions:Promotions, transfers, and demotions are usually based on past on anticipated
performance. 4) Training and Development Needs:Poor performance may indicate the need for retraining. Likewise,
good performance indicate untapped potential that should be developed. 5) Career Planning And
Development:Performance feedback guides career decisions about specic career paths. 6) Information
Inaccuracies:Poor performance indicate errors in job analysis informations human resource plan, or other parts, or the
personal management 36
37. 37. informations systems. Reliance on inaccurate information may have led to inappropriate hiring, training, or
counseling decisions. 7) Job Decision Errors:Poor performance may be a system of ill-conceived job designs. Appraisals
help diagnose these others. 8) Equal Employment opportunity:Accurate performance appraisals that actually measure
job- related performance ensure that internal placement decisions are not discriminatory. 9) Feedback to human
resource:Good/bad performance throughout the organization indicate how well the human resource function is
performing. 37
38. 38. STAGES OF PERFORMANCE APPRAISAL PROCESS 1 2 3 4 5 6 7 8 9 PERFOMANCE STANDEARDS ARE
ESTABLISHED INFORM THESE STANDARDS INSTRUCTION GIVEN FOR APPRAISAL FINDIND OUT THE
INFLUENCE COMPARING THE PERFORMANCE FINDING OUT DEVIATION COMMUNICATING, THE ACTUAL
PERFORMANCE SUGGESTING NECESSARY CHANGES FOLLOW-UP OF PERFORMANCE APPRAISAL REPORT 38
39. 39. Performance Appraisal is a Nine-Step Process: At the First stage, performance standards are established based on
job description and job specication. The standard should be clear, objective and incorporate all the factors. The
Second stage, is to inform these standards to all the employees including appraisers. The Third stage is following the
instruction given for appraisal measurement of employee performance by the appraisers through observations
interview, records and reports The Fourth stage is nding out the inuence of various internal and external factors on
actual performance. The Fifth stage is comparing performance with that of other employee and previous performance
. The Sixth stage is comparing the actual performance with the standards and nding out deviations. The Seventh
stage is communicating, the actual performance of the employee and other employees doing the same job and discuss
with him the reasons for positive or negative deviations from the preset standards as the case may be. The Eighth
stage is suggesting necessary changes in standards, job analysis internal and external environment. The Ninth stage
is fallow up performance appraisal report. This stage includes guiding, counseling coaching and directing the employee
or making arrangements for the training and development of the employee. 39
40. 40. PROBLEMS OF PERFORMANCE APPRAISAL The major problem in performance appraisal :1) Rating Biases:The
problem subjective measure (is that rating which is not veriable by others) has the opportunity for biases include:- a)
Halo eect b) The error of central tendency c) The leniency and strictness biases d) Personal prejudice e) The Recency
eect Halo Eect:It is the tendency of the raters to defend excessively on the rating of one trait or behavioral
consideration in rating all other traits or behavioral consideration. One way of minimizing the halo eect is appraising
all the employee by one trait before going to rate basis of another trait. The Error Central Tendency:Some raters
fallow play safe policy in-rating-by-rating all the employee on the middle point of the rating scale and they avoid rating
the p[people at both the extremes of the scale. They fallow play safe policy 40
41. 41. because of a answerability to management or lack of knowledge about the job and person he is rating or least
interest in his job. The leniency and Strictness:The leniency bias crops when some raters have an tendency to be
liberal in their rating by assigning higher rates consistently such rating do not several any purpose equally damaging
one is assigning consistently low rates. d) Personal Prejudice : If the rater dislike any employee or any group, he may
rate them at the lower them which may distort the rating purpose aect the career of these employee. The Recency
86 of 93 08/11/2017 06:19 AM
Eect:The raters generally remember the recent actions of the employee at the time of rating and rate on the basis of
this recent action. 1) Favorable or unfavorable rather than on the whole activities. 2) Failure of the superior in
conducting performance appraisal and post performance appraisal interview. 3) Most part of the appraisal is based on
subjectivity. 4) Less reliability and validity of the performance appraisal technique. 5) Negative ratings aect
interpersonal relations system. 41
42. 42. WHY APPRAISAL TECHNIQUES PROVE FAILURE Performance appraisal techniques techniques have often failed to
give a correct assessment of the employee. The causes of such failure are:1) The supervisor plays dual and conicting
role of the both the judge and the helper. 2) Too many objectives often cause confusion. 3) The supervisor feels that
subordinate appraisal is not rewarding. 4) A considerable time gap exist between two appraisal programs. 5) The skills
required for daily administration and employee development are in conict. 6) Poor communication keeps employees in
the dark about what is expected of them. 7) There is the dierence of opinion between a supervisor and a subordinate
concerning the liters performance. 8) Feedback on appraisal is generally unpleasant for both supervisor and
subordinate. 9) Unwillingness on the part of supervisor to tell employee plainly how to improve their performance. 42
43. 43. About Employee: Safe and Friendly Work Environment-: What sort of environment are you providing your
employees. Use of Employees-: Is the business maximizing its use of employee to best suit the business needs?
Employee Knowledge-: How familiar (what knowledge) are your employee with the running of machine/equipments,
products of the companies? Does employee require training? Employee Happiness-: Are the employees happy with
their wages, rewards and hours of work given? 43
44. 44. PERFORMANCE MATRIX In principle the individual performance matrix (IPM) can be notionally divided into two
parts-: Team matrix Individual Matrix KRA 1 to 5 For achievement of the set targets, the prescribed credit points
would accrue to all team members for the team performance and to an individual for the individual performance. Any
drop / deviation from the targets will lead to Debit to while the overall debit points for the negative variance vis--vis
has been prescribed for the team the individual will be liable to the lose additional points bin case of direct
responsibility for deviation. These debit points will be determine depending on gravity of error, quantum of loss,
extraneous/ inhibiting factors, etc. as a part of appraisal process. KRA 6 It is intended to cover every individual
distinguishing contribution/ eorts made in respect of either assigned projects or innovations, cost saving 44
45. 45. measures value additions etc. this has been specically design to acknowledgement and reward individual
excellence. KRA 7 (Health. Safety/re, Environment) Debit will apply to an individual and his superiors but his not
peers / others who may not be connected with the safety incident. Similarly there is scope to earn separate credit points
for an individual through safety suggestion and reporting of near misses and unsafe acts/ conditions/ KRA 8 (Training
and HR) this is intended to cover self training, training of subordinates, for the training programs organized by learning
centre are HR based on individual need assessment of self & subordinates. These also include quarterly review,
counseling and maintaining of performance diary. KRA 9 (Quality System & Documentation) this include proper
maintenance of each and every documents of ISO 9000 and 14001 for surveillance audits, also revision of SOPs / SOCs
decided by the plant. 45
46. 46. KRA 10 (Industrial Relations ) there is a scope for a team to earn separate credit points based on the number of
implement suggestions. In this case the team means the concern immediate supervisor, production / department
manager and plant manager. Disciplinary Action It will be deemed to be complete when the matter is brought to logical
Conclusion resulting in either appropriate punishment or withdrawal of Charge sheet. However no debit will be accrued
in the event of Prolonged enquiry beyond the control of the employee. Further for the Discipline violations not reported
and discovered. Tier - II The appraisal for managerial key dimension determined carder wise With 20% weightage. 46
47. 47. Performance Diary The performance diary is a meant to track / capture the signicant performance events whether
positive or negative (Credit or Debit). This is also the tool for recording the personal contribution in terms of innovative
ideas, suggestions, cost saving eorts etc. The lling up the performance diary is most critical and important aspect on
which the entire system rests. Each and every individual has responsibility to highlight event in the performance
diary, timely and properly. While for an individual on the other hand, it may mean establishing clear responsibility for a
fault/formal operation / misjudgment etc. on the other hand it will mean recording of credits worthy eorts /
contribution which may otherwise go unnoticed. It is also essential to mention the impact of the incident in the terms of
benecial and detrimental consequences as the case may be. Where ever possible, the consequence needs to be
quantied. Two important factors which is likely to be recorded in the performance diary are as follows-: 47
48. 48. Facilitating Factor: Are those factors that are beyond the control of the appraise that have led to better
performance. Example: Availability of resources in time . Inhibiting Factor: Are those factors that are beyond the control
of the appraise they have led to poor performance. EXAMPLE: power failure that has led to loss of output. Whom it will
be Available: The performance diary will remain in custody of the immediate superior and it will be the joint
responsibility of the appraise to maintain the sanctity of this instrument through timely and meticulous recording.
Infect, maintenance of performance diary has been kept as the important parameter for performance assessment.
Who will be The Appraiser: The appraiser will be the sectional head / departmental head. 48
49. 49. RESEARCH METHODOLOGY 49
50. 50. RESEARCH The research design of this project is exploratory. Though each research study has its own specic
purpose but the research design of this project on BSNL is exploratory in nature as the objective is the development of
the hypothesis rather than their testing. The research designs methods of nancial analysis. Through of comparative
balance sheet in comparative statement, I am studying on balance sheet of BSNL of ve year. So taking comparative
statement, I am going to analyzed of ve years balance sheet of BSNL METHODOLOGY Every project work is based on
certain methodology, which is a way to systematically solve the problem or attain its objectives. It is a very important
guideline and lead to completion of any project work through observation, data collection and data analysis. Research
Methodology comprises of dening & redening problems, collecting, organizing & evaluating data, making deductions
& researching to conclusions. - Cliord Woody RESEARCH DESIGN Research Design refers to "framework or plan for
a study that guides the collection and analysis of data". A typical research design of a company basically tries to resolve
the following issues: 50
51. 51. a) Determining Data Collection Design b) Determining Data Methods c) Determining Data Sources d) Determining
Primary Data Collection Methods e) Developing Questionnaires f) Determining Sampling Plan (1) EXPLORATIVE
RESEARCH DESIGN: Explorative studies are undertaken with a view to know more about the problem. These studies
help in a proper denition of the problem, and development of specic hypothesis is to be tested later by more
87 of 93 08/11/2017 06:19 AM
conclusive research designs. Its basic purpose is to identify factors underlying a problem and to determine which one of
them need to be further researched by using rigorous conclusive research designs. (2) CONCLUSIVE RESEARCH
DESIGN: Conclusive Research Studies are more formal in nature and are conducted with a view to eliciting more
precise information for purpose of making marketing decisions. These studies can be either: a) Descriptive or b)
Experimental Thus, it was mix of both the tools of Research Design that is, Explorative as well as Conclusive. 51
52. 52. SAMPLING PLAN: Sample Size = 50 Employees Sample Area = BSNL lucknow Utter Pradesh Duration = 6 weeks
RESEARCH PROBLEM I have selected that PERFORMANCE APPRAISER as research problem for my summer training
project. As a research problem is the situation that causes the researcher to feel apprehensive, confused and ill at ease.
It is the demarcation of a problem area within a certain involving the WHO or WHAT the WHERE the WHEN and the
WHY of the problem situation. RESEARCH OBJECTIVE How productivity relates with performance appraisal. In
addition, the major factors of performance appraisal, which have taken a part in increasing productivity of the
organization. 52
53. 53. RESEARCH INSTRUMENT USED QUESTIONNAIRE: The term questionnaire usually refers to a self administered
processes whereby he respondent himself read the question and records without the assistance of an interviewer.
INTERVIEW: The interview method of collection data involves presentation of oral- verbal stimuli and reply in terms of
oral-verbal response. EXPLORATORY RESEARCH Exploratory research studies are also termed as formulating studies.
The main purpose of such studies that of formulating of the problem for more precise investigation or of developing the
working hypotheses from an operational point of view. An exploratory research focuses on the discovery of ideas and is
generally based on secondary data. It consists: Search of secondary data and literature Survey 53
54. 54. SEARCH OF SECONDARY DATA AND LITERATURE : The quickest and most economical way is to nd possible
hypotheses from the available literature. The past research may be suitable may suitable sources of information to
develop new hypotheses. The researcher can search them for his research purpose. SURVEY REPORT: Survey means
the survey of people who have had practical experience with the problem to be study. These individual can be top
executives, sales manager, wholesaler and retailer processing valuable knowledge and information about the problem
environment. 54
55. 55. RESEARCH INSTRUMENTS USED: I have used the following research instrument in my project :-
QUESTIONNAIRE-: The term questionnaire usually refers to a self administered process whereby the respondent
himself read the question and records without the assistance of an interviewer. INTERVIEW-: The interview method of
collection data involves presentation of oral-verbal stimuli and reply in terms of oral- verbal response. SAMPLING
TECHNIQUE USED When eld studies are under are under taken in practical life, consideration of time cost and some
other factors almost invariably lead to selection of respondents. The selected respondents constitutes a sample and the
selection process is called sampling technique. A sample design is dene plan determined before any data are actually
collected for obtaining a sample from a given population. Sample can be either probability sample or non probability
sample. I have selected simple random sampling in my project. 55
56. 56. SIMPLE RANDOM SAMPLING: This type of sampling is also known as chance sampling or probability sampling
where each item in the population has an equal chance of being selected in the sample. SAMPLE SIZE: When a survey is
undertaken and when it is not possible to cover the entire population the researcher has to answer the basic question
how large should be sample be ? the sample size decision is related directly to research cost. The intended sample size
is the number of participants planned to be included in the trial, usually determined by using a statistical power
calculation. The achieved sample size is the number of participants enrolled, treated , or analyzed in the study. I have
taken 50 people in my sample size as the sample size should be neither so small nor so large. 56
57. 57. METHOD USED FOR DATA COLLECTION The task of data collection begins after a research after a research
problem has been dened and research design chalked out. While deciding about the method of data collection to be
used for the study the researcher should keep in mind two types of data-: 1) Primary Data 2) Secondary Data 1.
PRIMARY DATA Those data that have been observed and recorded by the researcher for the rst time in their
knowledge. Sources: Questionnaire Interview method 2. SECONDARY DATA: Those data that have been compile by
some agency other than user. Sources: Company prole Magazine Internet Books Previous report 57
58. 58. ANALYTICAL TOOLS USED The term analysis refers to the computation of certain measures along with searching
for pattern of relationship that exists among data group. Analysis is essential for a scientic study and for ensuring that
we have all relevant data for making contemplated comparison. Therefore , I have used Tabulation, Graphs &charts in
my project. 58
59. 59. DATA ANALYSIS 59
60. 60. 1. Are you aware of the objective of the performance appraisal system? OPTIONS NO OF RESPONDENT(SAMPLE
SIZE 50) PERCENTAGE VERY MUCH 42 84% SOME WHAT 7 14% DONT KNOW 1 2% 90 80 70 60 50 40 30 20 10 0
very much some what don't know INTERPRITATION- 84% Employees are aware of the object of the performance
appraisal system. 60
61. 61. 2. Performance appraisal helps the organization in achieving goal. OPTIONS NOS OF RESPONDENT(Sample
PERCENTAGE size 50) YES 38 76% NO 10 20% DONT KNOW 2 4% 80 70 60 50 40 30 20 10 0 yes no don't know
INTERPRITATION - 76% Employees say yes that performance appraisal helps the organization in achieving goal. 61
62. 62. 3. Hold meeting in the beginning of the year to explain & clarify activity task & goals to be achieved. OPTIONS NOS
OF RESPONDENT(Sample size 50) PERCENTAGE YES 39 78% NO 11 22% 90 80 70 60 50 40 30 20 10 0 yes
INTERPRITATION-: no 78% Employees say that yes organized meetings helps goal and task. While the other 22%
employees that is not very much helpful. 62
63. 63. 4. Organization has to make a xed duration for performance appraisal. OPTIONS NOS OF RESPONDENT (Sample
size 50) PERCENTAGE YES 40 80% NO 10 20% 90 80 70 60 50 40 30 20 10 0 yes INTERPRITATION -: no 80%
Employees agree with that is organization should have to make a xed duration for performance appraisal. While the
other 20% employees do not agree with this statement. 63
64. 64. 5. Satised for point allocation on the basis of KRAs & managerial dimension. OPTIONS NOS OF
RESPONDENT(Sample size 50) PERCENTAGE FULLY SATISFIED 20 40% SATISFIED 26 52% DISSATISFIED 2 4%
UNCERTAIN 2 4% 60 50 40 30 20 10 0 fully satised satised INTERPRITATION-: dissatised uncertain 40% Employees
are fully satised for point allocation on the basis of KRAs and managerial dimension. 64
65. 65. 6. Performance appraisal aects the working eiciency of employees. OPTIONS NOS OF RESPONDENT(Sample size
50) PERCENTAGE YES 42 84% NO 8 16% 90 80 70 60 50 40 30 20 10 0 yes no INTERPRITATION-: 84% Employees say
88 of 93 08/11/2017 06:19 AM
that yes performance appraisal system aect the working eiciency of employee. While the other 16% employees do not
agree with this statement. 65
66. 66. 7. Appraisal system is able to develop high result orientation approach. OPTIONS NOS OF RESPONDENT(Sample
size 50) PERCENTAGE YES 47 94% NO 3 6% 100 90 80 70 60 50 40 30 20 10 0 yes no INTERPRITATION-: 94%
Employees say that yes the appraisal system is able to develop high result orientation approach. While the other 6%
employees do not agree with us. 66
67. 67. 8. The systems will also contribution in potential appraisal. OPTIONS NOS OF RESPONDENT(Sample size 50) 36
PERCENTAGE 72% YES 10 20% 4 8% NO DONT KNOW 80 70 60 50 40 30 20 10 0 yes no don't know
INTERPRITATION-: 72% employees think that the systems will also Contribution in potential appraisal. 67
68. 68. 9. Promotion process in the organization is based on OPTIONS NOS OF RESPONDENT(Sample size 50)
PERCENTAGE PERFORMANCE 2 4% EXPERIENCE 6 12% BOTH 42 84% 90 80 70 60 50 40 30 20 10 0 Performance
experience both INTERPRITATION-: 4% employees say that promotion says that process in the organization is based on
performance, 12% employees say that based on experience and 84% say both. 68
69. 69. 10 .The present performance appraisal system is transparent & Free from bias. OPTIONS NOS OF
RESPONDENT(Sample size 50) PERCENTAGE YES 42 84% NO 8 16% 90 80 70 60 50 40 30 20 10 0 YES NO
INTERPRITATION-: 84% Employees agree with this statement that the present performance appraisal system is
transparent and free from bias. 69
70. 70. 11 .Satised with the current performance appraisal system. PERCENTAGE OPTIONS NOS OF
RESPONDENT(Sample size 50) HIGHLY SATISFIED 27 54% SATISFIED 18 36% DISSATISFIED 1 2% JUST SATISFIED
4 8% 60 50 40 30 20 10 0 Highly satised INTERPRITATION-: Satised Dissatised Just satised 54% Employees are
highly satised with the current Performance appraisal system. While 36% employees are satised with the current
performance appraisal system. 70
71. 71. LIMITATIONS 71
72. 72. LIMITATIONS A few limitations and constraints came in way of conducting the present study, under which the
researcher had to work are as follows: Although all attempts were made to make this an objective study, biases on the
part of respondents might have resulted in some subjectivity. Though, no eort was spared to make the study most
accurate and useful, the sample Size selected for the same may not be the true representative of the Company,
resulting in biased results. This being the maiden experience of the researcher of conducting study such as this, the
possibility of better results, using deeper statistical techniques in analyzing and interpreting data may not be ruled out.
72
73. 73. SUGGESTIONS AND CONCLUSION 73
74. 74. SUGGESTIONS After having analyzed the data, it was observed that practically there was no appraisal in the
organization. To be an eective tool, it has to be on the continuous basis. This is the thing that has been mentioned time
and again in the report, as, in the absence of continuity, it becomes a redundant exercise. Before actually deciding
drafting what should be the kind of appraisal the following things should be taken care of: 1. The very concept of
performance appraisal should be marketed throughout the organization. Unless this is done, people would not accept it,
be it how important to the organization. 2. To market such a concept, it should not start at bottom, instead it should be
started by the initiative of the top management. This would help in percolating down the concept to the advantage of all,
which includes the top management as well as those below them. This means that the top management has to take a
welcoming and positive approach towards the change that is intended to be brought. 3. Further, at the time of
conrmation also, the appraisal form should not lead to duplication of any information. Instead, detailed appraisal of the
employees work must be done which must incorporates both the work related as well as the other personal attributes
that are important for work performance. 4. It should be noted that the appraisal form for each job position should be
dierent as each job has dierent knowledge and skill requirements. 74
75. 75. There should not be a common appraisal form for every job position in the organization. 5. The job and role expected
from the employees should be decided well in advance and that too with the consensus with them. 6. A neutral panel of
people should do the appraisal and to avoid subjectivity to a marked extent, objective methods should be employed
having quantiable data. 7. The time period for conducting the appraisal should be revised, so that the exercise
becomes a continuous phenomenon. 8. Transparency into the system should be ensured through the discussion about
the employees performance with the employee concerned and trying to nd out the grey areas so that training can be
implemented to improve on that. Ideally in the present day scenario, appraisal should be done, taking the views of all
the concerned parties who have some bearing on the employee. But, since a change in the system is required, it cannot
be a drastic one. It ought to be gradual and a change in the mindset of both the employees and the head is required. 75
76. 76. BIBLIOGRAPHY BOOKSHuman Resource - V.S.P Rao Research Methodology - C. R. Kothari BSNL Manual - Company
Magazines Annual Report of Organization Internal Records of Organization WEBSITES- www.bsnl.net
www.bsnl.co.in 76
77. 77. QUESTIONNAIRE (PERFORMANCE APPRAISAL SYSTEM AT B.S.N.L.)
Name.. Designation
Department 1) Are you aware of the objective of the performance appraisal
system? a) Very much b) Some what c) Dont know 2) Performance appraisal helps the organization in achieving goal? a)
Yes b) No c) Cant say 3) Do you hold meeting in the beginning of the explain & clarify activity task & goals to be
achieved? a) Yes b) No 4) Should organization have to make a xed duration for performance appraisal? a) Yes b) No 77
78. 78. 5) To what extent are you satised for point allocation on the basis of KRAs & managerial dimension? a) b) c) d)
Fully satised Satised Dissatised Uncertain 6) Do performance appraisal aect the working eiciency of employee? a)
Yes b) No 7) Whether the appraisal system is able to able to develop high result a) Yes b) No 8) Do you think that the
system wills also contribution in potential appraisal? a) Yes b) No c) Cant say 9) Promotion process in the organization
is based ona) Performance b) Experience c) Both 10) Do you think that the present that the present performance
appraisal system is transparent & free bias? a) Yes b) No 78
79. 79. 11) Are you satised with the current performance appraisal system? a) b) c) d) Highly satised Satised Just
satised Dissatised Give your suggestion for the performance appraisal system in BSNL Lucknow..
79
Recommended
89 of 93 08/11/2017 06:19 AM
Strategic Planning Fundamentals
Solving Business Problems
Competitive Strategy Fundamentals
Performance appraisal h r project

Projects Kart
Performance Appraisal in Tata Motors

surabhi agarwal
Project-performance appraisal
abhisaxena
A Study on Performance Appraisal

Saumendra Das
90 of 93 08/11/2017 06:19 AM
bsnl project report

Tara Saini
Performance appraisal in wipro

butterangela123
Performance management and appraisal of Coca-cola

Lk Lkh
English
Espaol
Portugus
Franais
Deutsch
About
Dev & API
Blog
Terms
Privacy
Copyright
Support
LinkedIn Corporation 2017
Share Clipboard
Email
Enter email addresses

Add a message
From
Send
Email sent successfully..
Facebook
Twitter
LinkedIn
Link
91 of 93 08/11/2017 06:19 AM
Public clipboards featuring this slide
No public clipboards found for this slide
Save the most important slides with Clipping
Clipping is a handy way to collect and organize the most important slides
from a presentation. You can keep your great nds in clipboards organized
around topics.
Start clipping
No thanks. Continue to download.
Select another clipboard
Looks like youve clipped this slide to already.
Search for a clipboard
Create a clipboard
You just clipped your rst slide!
Clipping is a handy way to collect important slides you want to go back to later. Now customize the name of a clipboard to
store your clips.
Name* Best of Slides

Description Add a brief description so others know what your Cl
Visibility
Others can see my Clipboard
92 of 93 08/11/2017 06:19 AM
Cancel Save
Save this document
93 of 93 08/11/2017 06:19 AM

Pa BSNL

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Pa BSNL

Uploaded by

Copyright:

Available Formats

Project report on Performance Appraisal of BSNL https://www.slideshare.net/vipulFACE/project-repo...

SlideShare Explore Search You

Tips & Tricks

STAGES OF PERFORMANCE APPRAISAL PROCESS 1 2 3 4 5 6 7 8 9 PERFOMANCE STANDEARDS ARE ESTABLISHED

SUGGESTIONS AND CONCLUSION 73

QUESTIONNAIRE (PERFORMANCE APPRAISAL SYSTEM AT B.S.N.L.)

Project report on Performance Appraisal of BSNL

Published on Feb 19, 2014

Published in: Business

Share your thoughts

Zel Ilano , Freelancer at freelancer at freelancer

Zel Ilano , Freelancer at freelancer at freelancer

Rishabh Gupta , Student at amity university

Rishabh Gupta , Student at amity university

manju ko , Student at Girideepam institute of advanced learning

sharayu jadhav , -- at RDC Concrete (India) Pvt Ltd

Vibha Jain , Student at VMI, Ichalkaranji

ajay shro , inviting friends at sanharison Inc at sanharison Inc

No notes for slide

Project report on Performance Appraisal of BSNL

1. 1. SHERWOOD COLLEGE OF PROFESSIONAL MANAGEMENT A SUMMER TRANING REPORT ON PERFORMANCE

Strategic Planning Fundamentals

Solving Business Problems

Competitive Strategy Fundamentals

Performance appraisal h r project

Performance Appraisal in Tata Motors

A Study on Performance Appraisal

bsnl project report

Performance appraisal in wipro

Performance management and appraisal of Coca-cola

LinkedIn Corporation 2017

Enter email addresses

Public clipboards featuring this slide

No public clipboards found for this slide

Save the most important slides with Clipping

Select another clipboard

Looks like youve clipped this slide to already.

Search for a clipboard

You just clipped your rst slide!

Name* Best of Slides

You might also like