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SUMMER TRAINING REPORT ON ASTUDY ON PERFORMANCE APPRAISAL ( WITH
SPECIAL REFERENCE TO CHANDRAGUPT HOTEL(PVT.) LTD.)
SUBMITTED IN PARTIAL FULLFILLMENT TO
THE IIS UNIVERSITY FOR THE DEGREEOF MBA HUMAN RESOURCE
MANAGEMENT (Department of HRM&IB)SUBMITTED TO: SUBMITTED BY:Dr.
SEEMA SINGH RATHORE RUCHIKABEHRAADDITIONAL HEAD
MBA(HR)SEM-III(Department of HRM&IB) ICG/2013/15719(THE IIS
UNIVERSITY PERFORMANCE APPRAISAL:It is the process of measuring
quality and quantity an employee past and present performance
against the background of his and her expected role performance,
the background of his environment and about his future potential
for an organization. The evaluating of the performance and
personality of each employee is done by his immediate superior .
The performance appraisal focuses on judging the performance and
future potential of the employees. It helps in evaluating the
performance of the employees and in assessing the hiring and
training method followed in an organization. The employees are
recruited with some objectives in mind, whether these have been
achieved or not has to be regularly evaluated.
FEATURES OF PERFORMANCE APPRAISAL:It is a system process
consisting of number of steps to be following for evaluating an
employees strength and weakness. It is systematical and objective
system it help to analysis employees strength and weakness.It is
continuous process.It is source of information.It is tow type
informal and formal.
OBJECTIVE OF PERFORMANCE APPRAISAL :To maintain records in order
to determine compensation packages, wage structure, salaries
raises, etc. To identify the strengths and weaknesses of employees
to place right men on right job. To maintain and assess the
potential present in a person for further growth and development.
To provide a feedback to employees regarding their performance and
related status.
METHODS OF PERFORMANCE APPRAISAL :
1. Critical incident method:This format of performance appraisal
is a method which is involved identifying and describing specific
incidents where employees did something really well or that needs
improving during their performance period.
2. Weighted checklist:In this style, performance appraisal is
made under a method where the jobs being evaluated based on
descriptive statements about effective and ineffective behavior on
jobs.
3. Management By Objectives:MBO is a method of performance
appraisal in which managers or employers set a list of objectives
and make assessments on their performance on a regular basis, and
finally make rewards based on the results achieved. This method
mostly cares about the results achieved (goals) but not to the way
how employees can fulfill them.
4. Paired comparison analysisThis form of performance appraisal
is a good way to make full use of the methods of options. There
will be a list of relevant options. Each option is in comparison
with the others in the list. The results will be calculated and
then such option with highest score will be mostly chosen.
5. Graphic rating scalesThis format is considered the oldest and
most popular method to assess the employees performance .In this
style of performance appraisal, the management just simply does
checks on the performance levels of their staff.
6. Essay Evaluation In this style of performance appraisal,
managers/supervisors are required to figure out the strong and weak
points of staffs behaviors. Essay evaluation method is a
non-quantitative technique. It is often mixed with the method the
graphic rating scale. ADVANTAGES OF PERFORMANCE APPRASIAL:
It is said that performance appraisal is an investment for the
company which can be justified by following advantages:
Promotion: Performance Appraisal helps the supervisors to chalk
out the promotion programmers for efficient employees. In this
regards, inefficient workers can be dismissed or demoted in
case.
Compensation: Performance Appraisal helps in chalking out
compensation packages for employees. Merit rating is possible
through performance appraisal.
Motivation: Performance appraisal serves as a motivation tool.
Through evaluating performance of employees, a persons efficiency
can be determined if the targets are achieved. This very well
motivates a person for better job and helps him to improve his
performance in the future. MEANING OF RESEARCH:Research is the
systematic process of collecting and analyzing information to
increase our understanding of the phenomenon under study. It is the
function of the researcher to contribute to the understanding of
the phenomenon and to communicate that understanding to
others.RESEARCH DESIGN:Research design is known as framework within
which the whole activity of research and methods or procedures is
clearly mentioned under which the research is to conduct.
Descriptive research design is used for the study. Descriptive
research design implies the study of complete information regarding
the respondents profile and his/her views/opinions/preferences
towards some problem. It can be called a research framework whereby
the complete descriptive of the respondent is studied and data in
specific was collected and analyzed to draw conclusions for a
problem.DATA COLLECTION :Data collection is the process of
gathering and measuring information on variables of interest, in an
established systematic fashion that enables one to answer stated
questions , test hypotheses, and evaluate outcomes.
Primary Data:Primary data is the first hand information and thus
happen to be original. Such original data is complied and studied
for a specific purpose. Questionnaire is prepared in order to get
first hand information . Structured Questionnaire method is used
for the survey.
Secondary Data:The secondary data are those data which have
already been collected by someone else and which have already been
passed through the statistical process. Magazines, journals and
articles available on internet are used as source of secondary
data. The following secondary sources are used for the
survey:Books.InternetOBJECTIVES OF THE STUDYTo know the awareness
of Performance appraisal among employees of hotel.To know how much
satisfied are employees with Performance appraisal system of
CHANDRAGUPT HOTEL.To know how is the information of Performance
appraisal used by the management.To study the current performance
appraisal system of the hotel and identify the gaps between the
current state and the desired state.SCOPE OF THE STUDYThe study
restricting our research only to the workers and Employees of
Chandragupt Hotel Pvt. Ltd, Jaipur .So, the scope of this study is
also confined to Chandragupt Hotel.The study will also help us to
understand the performance appraisal and its need and it will help
us to improve the performance of employees.The study will bring to
light the performance of employees that will help the management to
take important decision regarding promotion, transfers etc.
REVIEW OF LITERATURE:
Colville &Millner (2011) recognize that a trap that
organizations can fall into is not recognizing that the
implementation of performance management is a change 6 performance
management: literature review process. Too often, organizations
just look over the fence to what others are doing and do the same
(2011, p.35). They argue that this practice is reasonable but it
needs to be coupled with an understanding of how the process will
deliver organisation strategy and vision.
Muo(2010), performance appraisal entails the systematic,
organised and formalised process of evaluating individual employees
job related strengths and weaknesses with a view to providing
feedback on which performance adjustment can be made. Thus,
performance appraisal has both evaluative and developmental
objectives. It evaluates both traits and results.
LIMITATIONS OF THE STUDYThe research was carried out in a short
period. Therefore the sample size and the parameters were selected
accordingly so as to finish the work within the given time
frame.The information given by the respondents might be biased some
of them might not be interested to give correct information.Some of
the respondents could not answer the questions due to lack of
knowledge.Some of the respondents of the survey were unwilling to
share information.HISTORY:Fort Chandragupt is a Heritage Deluxe
Hotel in Jaipur located in the nerve center of Jaipur City,
popularly known as the Pink City of India. The Deluxe Hotel
provides modern facilities and luxury accommodation at economy
tariff rates. Fort Chandragupt is always known for its excellent
hospitality towards the tourists visiting Jaipur city. Fort
Chandragupt embraces 67 Deluxe Rooms including 9 Suites all
traditionally decorated in fine Rajputana style. Fort
Chandraguptoffers a wide range of personalized services and
facilities to help in making the stay of international tourists in
Jaipur a memorable one. All Rooms are tastefully decorated with
Paintings of the Royal Era; it has been constant endeavour to
better the services and facilities. It offers everything a
discerning guest could wish for with impeccable and personalized
service to all the guests. The hotel has a delectable range of
Indian cuisine on offer. Its modern business center has everything
you need. While you may choose to stay in your room to make long
distance calls, it also has an Internet Cafe where guests can surf
the net, chat with friends, and exchange email while enjoying a
quite cup of coffee.. The Hotel is very conveniently approachable
by road and has plenty of its own parking spaces. It is very close
to the main market area and yet its small and well-maintained
garden ensures that the guests enjoy peace and transquality.HOTEL
VALUES: 1. To recognize that the guests needs is the reason we
exist as a hotel.2. We care beyond just the room, and learn about
what is important to the individual guest.3. Responsive to the
guests changing needs before, during and after their stay.4. Fully
accountable for our recommendations.5. Continuing to review and
evolve to meet market changes with speed and flexibility.
AwarenessNo. of respondents
percentageYes3876No1224Total50100DATA ANALYSIS AND
INTERPRETATIONQ.1 Are you aware of Performance Appraisal system in
chandragupt hotel?
INFERENCE:Study shows that about 76% of respondents are aware of
performance appraisal system in the hotel.TypesNo. of
RespondentspercentageAnnually1122Half yearly2040Quarterly
1020Monthly918Total50100Q 2. What type of Performance Appraisal
preferred by the employees of Chandragupt hotel?
Type of Performance Appraisal Preferred by the Employees of the
hotel
MethodNo. of Respondentspercentage1.Critical incident
method482.Paired comparison analysis10203.360 degree performance
appraisal6124.Graphic rating scales18 365.Self appraisal7146.Forced
ranking510Total50100Q 3.What Method is implemented for Performance
Appraisal in the hotel?
Method Used For Performance Appraisal
INFERENCE: Study shows that majority of respondents (36%) use
graphic rating scale method for measuring performance
appraisal.Statement No. of
respondentspercentageYes3570No1530Total50100Q.4 Do you receive any
increment in your salary after performance appraisal?
INFERENCE:Study shows that about 70% of respondents thinks that
there is increment in salary after performance appraisal and 30% of
respondents thinks there is no increment in salary after
performance appraisal.FactorsNo of Respondents percentagePersonal
factors3060Official factors1224No factor816Total50100Q 5. Factors
that hinders the Performance Appraisal system in hotel.?
Factors that Hinders Performance Appraisal in hotel
INFERENCE:Study shows that about 60% of respondents thinks
personal factors hinders performance appraisal,24% of respondents
thinks official factors hinders performance appraisal,16% of
respondents thinks that no factor hinders performance
appraisal.
FINDINGS OF THE STUDY Majority of the people are aware about the
Performance Appraisal in CHANDRAGUPT HOTEL.Most of the employees
prefer half yearly Performance Appraisal programmees.Method used
for Performance Appraisal is generally rating.Majority of employees
are satisfied with the Performance Appraisal system used in
CHANDRAGUPT HOTEL.Majority of the people agree that the Performance
Appraisal system is needed in the hotel.The maximum number of times
the Performance Appraisal is discussed or given in groups with the
employees.Most of the time the Performance Appraisal are affected
by the personal factors.Most of the respondents are motivated by
the information derived from the Performance Appraisal.
SUGGESTIONSThe management of the hotel should appraise the
performance of employees by giving them some incentives, which
would motivate them to work to their fullest capacity and encourage
them to work more and show good and better results.On-going
feedback is provided, the formal stepping down step should not be
particularly for either party moreover, in a MBO system that
actually work, ongoing feedback is the critical element. Training
and development programs should be provided time-to-time and it
make more effective that every employees take interest in
programs.Improving employees morale.Motivation for employee be
regular.The hotel management should pay some incentives to the
workers who are doing best job and their performance is good.
CONCLUSIONAfter analyzing the collected data and on the basis of
the inferences, following conclusion can be drawn. The majority of
people want performance appraisal because without this one cannot
take best and right decision. But some appraises feel that they are
not given proper feedback and even they dont want any feedback as
they think that they know their work very well. Performance
appraisal is useful for helping employees and management both
through proper feedback. Appraisers give proper feedback to their
appraises on group basis and proper training or challenging tasks
are given to improve their performance, mainly the formal training
is given at the time of joining the organization but if the
employees face any problem later at the time of their job, their
superiors help them in resolving their problems at the same time.
Majority of respondents thinks that performance appraisal system
helps in increment in salary and also helps to increase employee
moral that increase their quality of work and more satisfaction in
their job. At present the management of the hotel is using graphic
rating method for evaluating the performance of employees since
there are various other methods viz. 360 degree performance
appraisal method etc. management can prefer other methods as well
so that the employees get aware of their strength and weakness
regarding their work profile. BIBLIOGRAPHY:BOOKS:French Wendell L.
Human Resource Management, Publisher Houghton Mifflin Company ,
2012Hoggets Richard M, Hagen Kathryn W Modern human relation at
work, Publisher south-western colleges , 2011Kothari C.R. Research
Methodology Methods & Techniques, Revised Second EDITION {New
age international publishers}, 2013 David A. Decenzo/Stephen P.
Robins (2013), Personal and Human Resource Management. , Sage
PublicationSudha G.S. (2012-13), Human Resource Management, RBD
Publications.WEBSITES:www.fortchandragupt.comhttp://www.performance-appraisal.com
REFERENCES
Colville &Millner (2011) a trap that organizations can fall
into is not recognising that the implementation of performance
management is a change 6 performance management (2011, p.35).
Taylor , W (2008), The Age, my career section,p.11,
26/11/2008.
Cokins, G. 2009.Performance Management: Integrating Strategy
Execution, Methodologies, Risk and Analytics. John Wiley and
Sons,Volume 5, No. 2.
Aguinis, H. 2012.Performance Management (3rd edition).Prentice
Hall.(Human Resource emphasis).
Laurano , M. (2011). On boarding 2012: The business of first
impressions. Aberdeen Group; Bauer, T. N., Bodner, T., Erdogan,
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