PERFORMANCE APPRAISAL

A study with reference to

BHARAT HEAVY PLATE & VESSELS LTD,
VISAKHAPATNAM

SUBMITTED BY
T.MANMADHA RAO
Reg.no:109281602090

UNDER THE GUIDANCE OF

Ms. P.BANGARU
LAKSHMI,M.B.A.
Assistant Professor
INTRODUCTION:
The process of human resource development helps the employees to
acquire and or develop technical, managerial and behavioral knowledge,
skills, abilities, and moulds the values, beliefs and attitudes necessary to
perform present and future roles.

MEANING:
Performance appraisal is method of evaluating the behavior of
employees in the work spot, normally including both quantitative and
qualitative aspects of job performance.

DEFINITION:
Performance evaluation or performance appraisal is the process of
assessing the performance and progress of an employee or a group of
employees on a given job and is potential for future development.
To know how to develop the employee and make him suitable to the job.

To study the awareness created in the employees by the organization in

view of technological advancement.

Improving the efficiency of man power and utilization of reservations to

optimum level due to reduction in manpower.

To study weather the employer and employee relation really effects the
company growth.

Partly humanization to enable the employee to enjoy a good quality of

work life.
 The data has been collected in two forms, which are as follows:

Primary data :
Personal interview with various officials and employees of the organization
About 50 employees has interviewed through a questionnaire

Secondary data :
Information from various publications & journals Personal
reports,records of BHPV .
 NEWS magazines.
 In the present study of performance appraisal in the bharat heavy
plate &vessels Ltd., the following limitations are there:

The period of study is limited.

Due to insufficiency of the time, it becomes difficult for the detailed
study of the performance appraisal of the company.

Time is one of the limiting factors.

 In the liberalized economy of India and in the era of
globalization a company must rethink its business mission and all
functional strategies. In these days companies find themselves
competing in a race where the road signs and rules keep on changing
where there is no finish line, or no “permanent win”.

. The heavy engineering industry is a major strength of any

economy. These heavy engineering industries, which produce capital
goods, are the most modern of the entire industrial group.
Incorporation of the Company : 1966
Primary Objective : To manufacture custom built Capital
Equipment for the Process industries
such as Fertilizers, petrochemicals,
Petroleum refineries, chemicals etc
Commencement of Production : 1971
Initial Project Cost : Rs. 17.5 crores
Installed Capacity : 23, 210 M.T.

PRODUCTION FACILTIES:
Factory Area : 197 Acres
Total Covered Area : 90,000 sq. Meters

IMPORTANT MACHINERY:
•The factory is provided with comprehensive and modern manufacturing and testing facilities and suitable
material handling equipment.
•The maximum crane lifting capacity is 120 tones, but loads up to 250 tones can be lifted with improvised

EMPLOYEE WELFARE AMENITIES:

•Township Area - 151 Acres
•No. of Quarters - 1192
•20 bed Hospital
 1. Awareness among employees about the performance appraisal system in BHPV?
Table 1
% of
S.NO Particulars No. of respondents
respondents
1 YES 40 40%
2 NO 60 60%
Total 100 100%

Graph 1

Interpretation:
From the table it can be known, that 40% are aware of performance appraisal system in BHPV, and 60%
are not aware of the existing performance appraisal system in BHPV.
 2. Do you think Performance Appraisal is too lengthy?

Table 2

S.NO Particulars No. of respondents % of respondents

1 YES 20 20%
2 NO 80 80%
Total 100 100%

Graph 2
90
80
70
60
50 No. of respondents
40 % of respondents
30
20
10
0
YES NO

1 2

Interpretation:
From the table it can be known that 20% of employees say performance appraisal is too
lengthy and 80% say is not a lengthy process.
 3 . Are you provided with feedback after completion of Performance Appraisal?

Table 3
No. Of % of
Sr. No Particulars
Respondents Respondents
1 Yes 68 68%
2 No 32 32%
Total 100 100%

Graph 3
80
70
60
50
No. Of
40
% of Respondents
30
20
10
0
Yes No

1 2

Interpretation:
From the table it can be known that 68% of employees say Yes provided with feedback after
completion of Performance Appraisal and 32% of employees say No Provided with feedback
after completion of Performance Appraisal.
Maximum numbers of the employees are not aware of the performance appraisal
system in the organization.
Maximum numbers of the employees respondent have performance appraisal is not
lengthy process.

Maximum numbers of the employees respondent performance appraisal helpful to

disclose your strengths and weakness positively.

Maximum numbers of the employees respondent provided with feedback after

completion of performance appraisal.

Performance Appraisal helps the employee to evaluate and develop them selves.

Maximum numbers of the employees respondent performance appraisal helpful to

superior subordinate working relationship.

Maximum number of respondents opinioned that Head of the Department should

be appraiser.
The period of appraisal system should be made quarterly or half yearly as this
would lead to the regular improvement of skills and performance.

A selective task focused appraisal should be made.

Appraisal system should provide needed feedback on a continues bases.

There should be quarterly review meetings on performance appraisal so that the

performance is properly monitored.

The standard of measurement and the criteria for what will be measured should
be made known to the employee.

Awareness among employees about the performance appraisal is very low so

you have to create awareness about performance appraisal system to the
employees.
 The project lays emphasis on the view point of Appraiser because
they are vital persons in execution of performance of Appraise.

One of the conclusions based on Appraiser’s views is that the major

purpose of Performance Appraisal is to promoting the employee and helping for
their career development the major factor consider by them in evaluating the
Performance are their job knowledge and performance and dedication to the
organization.

This study focuses on the appraise’s viewpoint on performance

appraisal because they are the direct people who get affected either positively
or negatively by the results of the appraisal. The view point of them presented
gives us to draw the following conclusions.
1.Are you aware of existing Performance Appraisal System?
a] Yes b] No
2. Do you think Performance Appraisal is too lengthy?
a] Yes b] No
3. Is Performance Appraisal helpful to disclose your strengths & weakness
positively?
a] Yes b] No
4. Were you given any advice/ suggestion to improve your weak areas during
Performance Appraisal?
a] Yes b] No
5.Are you provided with feedback after completion of Performance Appraisal?
a] Yes b] No

6.Are the employees given any career planning or training for development after
Performance Appraisal?
a] Yes b] No
7. Are you rewarded with promotion or Compensation benefits basing on
Performance Appraisal ?
a] Yes b] No
1.Journals
ANNUAL REPORTS AND MANUALS OF B.H.P.V. Ltd.

2. Text books
HUMAN RESOURCE INDUSTRIAL RELATIONS
- V. SUBBA RAO
PERSONNEL MANAGEMENT
- EDWIN B FLIPPO
HUMAN RESOURCES AND PERSONAL MANAGEMENT
- ASWATHAPPA

3. Websites
www.bhpvl.com
www.bhel.com