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A
SUMMER TRAINING PROJECT REPORT
ON
Satisfaction level of employees
Towards Performance appraisal
Submitted to MD University, Rohtak in partial fulfillment of the requirement
For the award of degree
Of
BACHELOR OF BUSINESS ADMINISTRATION
SESSION (2013-2014)
SUBMITTED TO: - SUBMITTED BY:
Name: vikash Kumar
Vidhushi malik Class: B.B.A 5th semester
College Roll No:
University Roll No:
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ACKNOWLEDGEMENT
It is my pleasure to be indebted to various people, who directly or indirectlycontributed in the development of this work and who influenced my thinking, behavior,
and acts during the course of study.
I express my sincere gratitude to Narendra dhansoia worthy Principal for
providing me an opportunity to undergo summer training at Multisoft system.
I am thankful to vidhushi malik for his support, cooperation, and motivation
provided to me during the training for constant inspiration, presence and blessings.
I also extend my sincere appreciation to Mr. Rajesh who provided his
valuable suggestions and precious time in accomplishing my project report.
Lastly, I would like to thank the almighty and my parents for their moral
support and my friends with whom I shared my day-to-day experience and received lots
of suggestions that improved my quality of work.
(vikash kumar)
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Declaration
I, vikash Kumar, student BBA Vth semester, studying at CBS group of institution, fatehpuri
Jhajjar, hereby declare that the summer training report on satisfaction level of employees
towards performance appraisal submitted to maharshi Dayanand University, rohtak in partialfulfillment of degree of bachelor of business administration is the original work conducted by
me.
The information and data given in the report is authentic to the best of my knowledge.
This summer training report is not being submitted to any other university for award of any other
degree, diploma and fellowship.
(vikash Kumar)
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TABLE OF CONTENTS
Page No.
1. COMPANY PROFILE 1-5
1.1(Background, History, Founder, vision,mission,competitors,Organization structure, Products, milestones, achievements, address)
2. OBJECTIVES OF STUDY
3. SCOPE AND RATIONALE OF THE STUDY
4. INTRODUCTION OF THE TOPIC
5. RESEARCH METHODOLOGY
5.1(TYPES OF RESEARCHRESEARCH DESIGN, SAMPLING DESIGN, TOOLS,SAMPLE UNITS, HYPOTHESIS, DATA COLLECTION METHODS)
6. STUDY OF TOPIC
7. DATA ANALYSIS AND INTERPRETATIONS
8. RESULTS AND FINDINGS
9. CONCLUSIONS
10. LIMITATIONS OF THE STUDY
11. SUGGESTIONS AND RECOMMENDATIONS
12. BIBLIOGRAPHY
13. APPENDIX
ANNEXUREI QUESTIONNAIRE
ANNEXUREII ANNUAL REPORTS etc.
SEQUENCE OF PROJECT REPORT
TITLE PAGE
CERTIFICATE
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ABOUT US
MULTISOFT Systems was established in 2002 by a team of professionals from global
consulting firms having background in engineering and management from eminent institutes like
IIT's and IIM's.
We specialize in the field of Training, Consulting and Development on various Software, Tools
and Technologies, addressing the growing needs of the IT market. We provide consummate
results in the field by producing the best of talent catering to different verticals like: Corporate,
Retail, Institutional and Boot My Camp.
OurMission is to envisage its Education, IT and Business Consultancy for developing
capabilities and expansion of innovative business methodologies to
monitorTRAINING industry trends country wide.
MULTISOFT SYSTEMS that provides services in Education, Development and Consultancy
under single umbrella. MULTISOFT has completed successful 8 years in industry and having
own Research and Development centre along with state of art infrastructure. MULTISOFT
Systems has been incorporated in order to focus on and take advantage of its expertise in the
delivery of effective high end customize training.
Our companys extensive capabilities come as a result of being the most preferred training center
for our principles.
MULTISOFT Systems was established in 2002 by a team of professionals from global
consulting firms having background in engineering and management from eminent institutes like
IIT / IIM guided by senior people from Industry, Academia, & Government Sector; and
specializes in customized IT Training on various software products and development tools
addressing the growing needs of the IT market.
We aim at raising standards of professionalism within the IT training industry and creating
standards of excellence against which candidates are measured. MULTISOFT training programs
are continuously striving for excellence in education, training, research and consultancy in the
fields of Management and Information Technology with a Mission of Offering Value Based
Education. We produce IT professionals who can compete with the very best in the global arena
and cater to the growing demands of the corporate world.
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Our consulting and implementation group has worked in all settings, from small businesses with
little or no computerization to large corporations with highly structured IT departments. Our
experience in software development and implementation means that consulting
recommendations are both practical a technically,possible.
Process redesign and improvement In the case that a company's supply chain, manufacturing, or
distribution operations are structured around a system it is trying to replace, or are geared toward
a way of doing business that no longer fits current needs, MULTISOFT?s consulting team can
help the company define its needs, identify specific areas to be addressed, and make
recommendations for change.
Multisoft Systems is a software development company imparting quality education in the
Information Technology domain. The institute offers a wide range of courses in Technologies,
Applications & Packages, Embedded Systems, CAD/CAM/CAE and Server & Databases fields.
The institute is a part of EXCEL industries.
We strengthen our offering by partnering industry experts for:
Information Technology Embedded Systems/VLSI
Project Management Portfolio Cloud Computing
CAD/CAM/CAE Virtualization
Mobile Application Development Study AbroadInformation Security Robotics
Business Analytics Networking
Database Designing
Enterprise Resource Planning (ERP) Personality Development (Behavioral)
Core Competencies & Key to Success:
Exceptional skills in visualization, programming and management.
Proven Instructional Design Methodology. Clearly defined standards and procedures. Subject matter expertise available from a pool of corporate experts in varied technologies. Worked extensively with specialists on our own proprietary courseware development. Product and service quality and customer satisfaction. Longterm customer satisfaction being critical to our survival.
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Our Partners:
PORTFOLIO
MULTISOFT SYSTEMS that provides services in Education, Development and consultancyunder single umbrella. MULTISOFT has completed successful 8 years in industry and having
own Research and Development centre along with state of art infrastructure. MULTISOFT
Systems has been incorporated in order to focus on and take advantage of its expertise in the
delivery of effective high end customized training from dot to dimensions. Our companys
extensive capabilities come as a result of being the most preferred training centre for our
principles.
Established in 2002 Team of professionals from IIT / IIM Senior people from Industry, Academia & Government Sector; Specializes in customized IT Training on various software products. Boutique Executive Search & Selection Firm, with PAN India coverage 7 years of successful HR operations with satisfied clients Consistent performer with long standing relationships with clients
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Senior Management brings in collectively more than 30 years of industry experience Follow consultative approach in Talent Acquisition rather than cookie cutter solutions Focus on middle and senior level positions, but also firmly into volume hiring Approach is a combination of intelligent analysis, industry knowledge, defined selection process,
sound judgment and effective communication
Values
Pro-Active Approach.
Commitment. High Quality Solutions. Integrity and Honesty. Innovation. Enthusiasm. Long Term Relations. Efficiency.
Mission
MULTISOFT SYSTEMS envisages strengthening its Education, IT & Business Consultancy
base on industry scenario and technology development issues, developing its consultancy
capabilities, expanding its contacts with various companies to promote exchange of innovations
business methodologies, design of business process curricula and monitoring the IT industry
trends, country wide.
Vision
To be best in people business, converging our broad capabilities in unique ways to provide
consummate results for our clients and associates.
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Following are some of the highlights of the teaching methodology:
Instructor Led Private Classroom Training Onsite Training Public Enrolment Classes One-on-One Training E-Learning Computer Based Training (CBT) Professional Development Training Project Management Training & Consulting Facilitation Training & Consulting Personality Development Workshop
Objective
Putting our expertise to work for our clients in a manner that exceeds expectations and produces
a relationship where the organizations act as onedriven by a clear understanding of your
strategic goals and objectives.
EVENTS
MULTISOFT Systems was established in 2002 by a team of professionals from global
consulting firms having background in engineering and management from eminent institutes like
IIT / IIM guided by senior people from Industry, Academia, & Government Sector; and
specializes in customized IT Training on various software products and development tools
addressing the growing needs of the IT market.
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IT TRAINING
MULTISOFT Systems was established in 2002 by a team of professionals from global
consulting firms having background in engineering and management from eminent institutes like
IIT / IIM guided by senior people from Industry, Academia, & Government Sector; and
specializes in customized IT Training on various software products and development tools
addressing the growing needs of the IT market. We aim at raising standards of professionalism
within the IT training industry and creating standards of excellence against which candidates are
measured.
CORPORATE TRAINING
Multisoft offers numerous opportunities for professionals to remain competitive in their field.
Any working professional can upgrade his/her skills or peruse special customized training,
resulting in significant contribution towards their organization.
We join hands with corporate as their ONE STOP SOLUTION Knowledge Partner for
Training, Consulting and Development. Weve been developing and delivering training by
Certified and Experienced trainers throughout PAN India. We believe in quality delivery with
utmost client satisfaction.
Domains we cater:
IT (Hardware & Software) Electrical
Manufacturing Engineering
Machinery Automotive
Construction Banking
Government/PSUs Oil & Gas
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Our training methodology is completely based on interactive training delivery with hands on
practical sessions by providing live project training experience shared by Industry experts from
respective domains.
Service Offering:
Customized Instructor Led Training/li> Computer Based Training (CBT) Virtual Classroom, e Learning Onsite Training Public Classes Consulting Development
Benefits with Multisoft and Training Features:
Customized Training Program) Virtual Deliveries
Authenticated Course Content Upcoming Niche Technologies
Certified Trainers Customized Training Schedule
Certificate/Certifications Latest and Upgraded CoursewarePan-India Presence Affordable pricing*
INDUSTRIAL TRAINING
We are a team of experienced professionals, each with a zeal and dream to discover something
new. We help students to develop professional skills to drive their carrier better and as per
industry standards. The same requires a formidable confirmation of ideas, people and
technology.
We have a clear vision to be the leader in the field.
We are in consortium with parent technology companies to bridge the knowledge transfer
of the industry requirements, updates and latest trends to the campus.
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Why Multisoft:
Dedicated Parent Company Support Assistance to bridge the Technology Gap Train the Trainer program Curriculum Integration with adoption of technology amongst Students and faculty Overall Student Development Programs Connect Academia and Industry through Projects Pan India Presence Edge over other Institutes
Program Benefits:
Official curriculum by Product Companies Official Study Material by product companies Training Certificate by product companies Certified trainers with industry experience Certified industry Domain based projects Interaction with various organization and experts from the fields Placement Opportunity with MNCs and Fortune 500 companies.
Knowledge related to current technology aspects & corporate level deliverable
Wide Coverage:
Information Technology (IT) Electronics
Mechanical Civil
Architecture Automotive
Management Analytics
Clinical B.Pharma
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CARRER
Multisoft Systems, a leading Offshore Development Training, Consultancy Company that
delivers solutions to meet the clients objectives by combining technical expertise, quality and
value has been providing services to its clients from India, Australia, USA, UK and Canada.
Working with Multisoft makes life open to a world on innovation, creativity, challenge and style.We are here with the opportunity that gives you continual career growth and knowledge.
We are on the lookout for passionate young team players and leaders who are self starters with
team spirit, good communication skill and customer orientation. We are rapidly expanding
ourself in terms of work and environment. We seek for talents who are focused and contribute to
a joint success. Join with us to reach out to the clients with the unique solutions they have been
on the look out. Work towards excellence, work with passion, work towards your goal, work
with Multisoftsystems. Lets work and make things work. Our success is yours!!!.
Lets work and make things work. Our success is yours!!!.
Send Your Resume
Welcome to our world of opportunities. Whether you're a professional seeking greater challenges
or a student embarking on an exciting new career, Multisoft has the opportunity for you. This
company is committed to personal and professional development which provides an excellentopportunity for you to grow with us. The environment at Multisoftsystems is outstanding! Every
single employee is passionate about their work; so much so, that it becomes difficult to
distinguish work from play. We are always in search of good talent in diverse fields.To apply
send your resume [email protected]
mailto:[email protected]?subject=Resumemailto:[email protected]?subject=Resumemailto:[email protected]?subject=Resumemailto:[email protected]?subject=Resume7/29/2019 summer training repot on multi soft system
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PROFESSIONAL TRAININGA
Multisoft Systems Leading Training Organization in Delhi NCRoffers a number of opportunities fo
professionals to remain competitive in their fields. Employees can update skills or pursue specialized
training, results in significant contributions to their specific organizations through our corporate training
programs. Multisport Systems has been developing and delivering training by qualified and experienced
trainers throughout Delhi/NCR
Multisoft Systems offers best corporate IT Training programs all over the India, is the best choice for those
looking for highly interactive and result-oriented corporate training programs. We offer customized latest IT
training programs for small, medium as well as large organization
As per the clients requirements we deliver corporate training programs:
On site: At their premises Off-site: At our training center
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CORPORATE TRAINING FEATURE
Multisoft Systems has proven to be the best corporate training consultant in Delhi/NCR. Starting from the
most basic certifications such as MCP, MCAS, CCNA to the most advanced like MCITP, MCPD, MCTS
DBA etc. we provide corporate training programs in all the leading IT Giants like Microsoft, Adobe, Cisco
Oracle, Red Hat, Sun Solaris, IBM, CompTIA and many others. Our corporate IT training center is equipped
with high-tech infrastructure, experienced and expert faculty. Our training methodology is completely based
on Live Project training so that trainees can experience of real life business world and put them in realist i
decision making situations. We arrange a pre-training meeting with your representative to identify the exac
training needs and course development for your team.
S
IT TRAINING
MULTISOFT Systems was established in 2002 by a team of professionals from global consulting firms
having background in engineering and management from eminent institutes like IIT / IIM guided by senior
people from Industry, Academia, & Government Sector; and specializes in customized IT Training on
various software products and development tools addressing the growing needs of the IT market. We aim at
raising standards of professionalism within the IT training industry and creating standards of excellence
against which candidates are measured.
PROFESSIONAL TRAINING PROGRAMSS
Training Programs with Multisoft are continuously striving for excellence in education, training, researchand consultancy in the fields of Management and Information Technology with a Mission of Offering
Value Based Education. We produce IT professionals who can compete with the very best in the global
arena and cater to the growing demands of the corporate world .
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SOFTWARE DEVELOPMENT AND TRAININGS
We lead the IT revolution with Software Development, Training & Consultancy, and offer the opportunity
to work for this next generation technology and its future. We are proud to receive wide acclamations from
out present clients, which are growing by each passing moment. We are a team of experienced
professionals, each with zeal and dream to discover something new, that's the spirit behind us! We help
people use IT to run their career better, which require a formidable confirmation of ideas, people and
technology.
IT CONSULTANTS
Multisoft Systems is a rapidly growing software development company providing high quality software
development and IT consulting services. Multisoft Systems consultants are experienced professionals who
combine a solid technology foundation with an in-depth understanding of business processes. Consulting
and IT Services of Multisoft Systems focus on defining, optimizing and aligning.
At Multisoft Systems, we believe that business and technology work hand-in-hand. A proper understanding
of this synthesis motivates every engagement, enabling us to deliver technology solutions that give you a
decisive competitive advantage.
NET TRAINING
.NET Framework is a new and revolutionary platform created by Microsoft for
developing applications. Microsoft release of the .NET Framework runs on the
Windows operating system, it is fast becoming possible to find alternative versions
that will work on others. Net Framework has no restriction on type of applications,
allows the creation of Windows applications, Web applications, Web services, and
pretty much anything else you can think of. The .NET Framework has been designed
so that it can be used from any language. All of this provides a hitherto unthinkable
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level of versatility and is part of what makes using the .NET Framework such an
attractive prospect.
ASP .NET Training with Multisoft Systems
Multisoftsystems offers an environment of Microsoft .Net Technology where realization of career ambitions is
as much of a goal as all around personality development and learning to have fun. Multisoft systems provides
you with a perspective on both the Indian and overseas markets and prepare you to participate in the emerging
international economy. Multisoft systems are a company thats sensitive to your professional and personal
needs, with people-- and employee-friendly policies that make for an inspiring work culture multisoft lively and
young at heart outlook has ensured that we remain on the career radar of Generation Next-the powerhouse for
growth.
INDUSTRIAL TRAINING
We are a team of experienced professionals, each with a zeal and dream to discover something new. We
help students to develop professional skills to drive their carrier better and as per industry standards. The
same requires a formidable confirmation of ideas, people and technology.
We have a clear vision to be the leader in the field.
We are in consortium with parent technology companies to bridge the knowledge transfer of the
industry requirements, updates and latest trends to the campus .
UNIGRAPHICS SOLUTIONS TRAINING
The course / workshop would focus at many aspects of personality, like:
Building positive relationships with peers & seniors Building self-confidence & Developing clear communication skills
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Exploring and working on factors that help or hinder effective interpersonal communication Learning impacts of non-verbal behavior & Dealing with difficult situations and difficult people.
Workshops Consists of Following Activities:
Personality Development Group Discussions & Debates Seminar & Presentations Case Studies & Analysis Corporate Communication HR & Interview Skills Management Games & Simulations Aptitude, Logical & Reasoning Assessments & Development
COURSE FEATURES
THE SALIENT FEATURES OF UNIGRAPHICS SOLUTIONS TRAINING PROGRAM
ARE:
Hands on training
Practical Based Training Expert Trainer from Industry Background and certified. Small Class Strength
Contact Us
NX, also known as NX Unigraphics or usually just U-G, is an advanced CAD/CAM/CAE
software package developed by Siemens PLM Software. It is used, among other tasks, for:
Design (parametric and direct solid/surface modeling) Engineering analysis (static, dynamic,
electro-magnetic, thermal, using the Finite Element Method, and fluid using the finite volume
method). Manufacturing finished design by using included machining modules.NX is a direct
competitor to Creo Elements/Pro, CATIA, Solid Works and Autodesk Inventor.
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Forsimulation, NX 6 delivers more than 350 user-driven enhancements encompassing 10
different applications for pervasive lifecycle simulation. NX 6 Advanced Simulation directly
leverages Design Freedom powered by synchronous technology to enable the rapid evaluation of
design modifications based on geometry from any CAD system. NX 6 combines unique 3-D
geometry editing, automated abstraction and FE meshing tools with in-depth bottom-up finite
element (FE) modeling and meshing tools.
The new assembly capability for FE models enables engineers to integrate the separate
simulation modeling efforts of distributed teams, such as suppliers and global design/analysis
teams. NX 6 advanced simulation handles the most demanding CAE challenges, providing a
30 percent reduction in physical prototypes.
OCA: CERTIFICATION AND FUTURE
Willing to be anOracle Certified Associatethen you must give a heed that with
whom you are getting connected to fetch training and certification? Most aspirants
get connected to institutes which dont have enough infrastructure or adequate
nexus to the industry corporate as an aftermath aspirates certifying from these
institutes suffer heavily. The chances of success of these students are very low
because they are not acquainted with best industrial practices. Ergo it becomes therequisite to ensure that the educational platform you are connecting is preeminent
one.
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Primary question to consider is does your institute specializes in following:-
Weather the Organization is Partner to the Technology Provider or Not?
Certified Trainers and trainers Profile.
Infrastructure of the organization is good or Not?
Is the organization providing practical classes or not?
If not, give a second thought to your consideration.
How DoesOracle Certification Associate Trainingwith Multisoft Systems
Help?
For a student to be Oracle Certified takes up the path of Associate level credential.
Students getting certified in OCA will be mastering in Oracle skills. There are two
exams to be qualified- Oracle 9i and Oracle 10g, as per the area of interest of the
students.
Oracle 10 g is the newest introduction to the Oracle and has observed high demands from the
industry corporate. This certification combines training, experience and testing, which are
streamlined to ensure robust career platform to the students and professionals.
With intense competition in IT companies, the surge of OCA certified professional is highly
noticeable. More aspirants are taking up the courses to secure a lucrative career base.
Multisoft Systems comes as a convenient solution for all those who wish to get OCA certified
and at the same time keen to settle down for leading companies of the nation.
Empower your career with Oracle Certification Associate Training from Multisoft Systems
(Workforce Development partner with oracle) which ensures smart career base to the
students. Latest industrial practices and upgraded platform helps the students to gain maximum
and implement the most during practical classs sessions.
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So Get Trained, Get Certified, Get Hired with Multisoft Systems and accomplish your dream
job.
Project Management Professional (PMP)
Multisport Systems, being a Global Registered Education Provider (REP ID3648) with PMI,
this course is designed to help individuals prepare for the Project Management Professional
(PMP) Certification Coupled with our experience of training and consulting, the workshop is
intended to be a practical and intense instructor led training for PMP aspirants.
The four days PMP Certification Training Program from Multisoft will enable participants to
prepare for PMP certification exam. The workshop will also equip them with best practices in
project management to apply them to their projects.
Multisoft Project Management Professional (PMP) credential is the most important industry-
recognized certification for project managers. Globally recognized and demanded, the PMP
demonstrates that you have the experience, education and competency to lead and direct projects.
This recognition is seen through increased marketability to employers and higher salary;
according to the Multisoft
Project Management Salary SurveySeventh Edition, certification positively impacts
project manager salaries.
Recognizes your Expertise in Project Management: The PMP is the project management
credential of choice for numerous industries and companies. By attaining the PMP credential,
your name will be included in the largest and most prestigious group of certified professionals in
the project management community. The PMP designation following your name tells current and
potential employers that you have a solid foundation of project management knowledge that can
be readily applied in the workplace.
Better Salary: Based on a survey carried out by PMI, PMP Certified project managers get an
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average salary about 20% more than similar Project Managers who do not have the prestigious
PMP credentials.
Better Job Opportunities: In spite of the bad job markets in the recent past, the requirement for
qualified Project Managers has been increasing exponentially. Based on surveys, there are 20%
more jobs than PMP Certified Professionals available. This has created an extremely good job
market for Project Managers who have the PMP credentials. With the requirements for qualified
Project Managers expected to increase exponentially in the future, the job market for PMP
Certified managers will get better.
Officially recognized by leading companies: PMP certification is officially recognized by
several leading organizations (e.g. Microsoft, IBM, Intel, Wipro, and Infosys etc to name a few)
that actively endorse the PMP certification and encourage their project managers to get PMP
Certified. This has helped in making PMP certification as the defacto industry standard for
Project Managers.
Share Point Server Developer
Course Includes
Share Point Server Developer Training Program Includes the following:
Skills Development Workshop
The course / workshop would focus at many aspects of personality, like:
Building positive relationships with peers & seniors Building self-confidence & Developing clear communication skills Exploring and working on factors that help or hinder effective interpersonal communication Learning impacts of non-verbal behavior & Dealing with difficult situations and difficult people.
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Workshops Consists of Following Activities:
Personality Development Group Discussions & Debates Seminar & Presentations Case Studies & Analysis Corporate Communication HR & Interview Skills Management Games & Simulations Aptitude, Logical & Reasoning Assessments & Development
Course Features
The salient features of Share Point Server Developer Training Program are:
Hands on training Practical Based Training Expert Trainer from Industry Background and certified. Small Class Strength
Contact Us
Corporate Office: Multisoft Systems
B-125,Sector-2, Near Sector 15 Metro Station
Noida - 201301 (U.P.) INDIA
Tel: (+91) 120 2540300 / 400, 4333774
Cell: (+91) 9810306956
E-mail:[email protected]
This course provides existing .NET developers with practical information and labs that enables
them to build solutions on the Microsoft SharePoint 2010 platform.
This course is intended for professional developers who use Microsoft SharePoint 2010 in a
team-based, medium-sized to large development environment. Members of the audience are
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experienced users of Microsoft Visual Studio 2008 SP1. The audience understands how to use
the new features of SharePoint 2010 and Visual Studio 2010.
After completing this course, students will be able to:
Describe the SharePoint 2010 development platform and the benefits and features that it offers to
developers.Use development tools that are integrated with the SharePoint 2010 development
platform, such as Visual Studio 2010 and SharePoint Designer 2010.Develop Web Parts for
SharePoint 2010 solutions. Develop code that uses the server-side objects provided by the
SharePoint 2010 development platform.
Develop event receivers and manipulate application settings for SharePoint 2010 solutions.
Develop solutions that access external data by using Business Connectivity Services.Develop
workflows as part of SharePoint 2010 solutions. Develop code that uses the client-side objects
provided by the SharePoint 2010 development platform. Develop server ribbon controls and
client dialogs for the new user interface platform of SharePoint 2010.Develop Microsoft
Silverlight applications that are integrated with SharePoint 2010 data and solutions. Develop
sandboxed solutions for SharePoint 2010.
Products & Services
Business Intelligence Services Business Process Outsourcing Services Crm Implementation Services Data Warehousing Services E-Learning Services Embedded Technology Services Erp Services Facilitation Training & Consulting Services Gsm Networking Services Healthcare / Medical Solutions Instructor-Led Private Classroom Training Services
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It Consultancy Services It Infrastructure Services It Services On-Site Training Services Personality Development Workshop Services Professional Development Training Services Project Management Training & Consulting Services Quality Assurance Services Scm Service
Awards and achievements
Microsoft Certified Partner, Oracle Certified Training Partner,Auto desk Certified Training
Partner, ISQTB Training Partner, Pro metric Test Partner, INTEL Software Partner
Syllabus
Following is the course curriculum:
Introduction to AutoCAD Draw of shapes Draw of multiple objects Placing of object Draft setting as per object Modification of draw object Annotations of drawing Isometric Views Practice of industrial drawing
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Assigning object properties Calculate? area of object, distance between two points, properties of object Managing a big drawing through layer management Sectioning of object
Dimensioning of drawing
Setting dimension style Setting arrow style for making notes in drawing Editing in dimension Construction line in drawing Practice Doubts session Test
List of Training Courses offered by Multisoft Systems
MS SQL
Crystal Reports
MS SQL Administration
MS SQL Certification
MS SQL Development
MS SQL General
MS SQL Integration
MS SQL Reporting
Performance tuning Projects
SQL Programming
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MS Office
MS Access
MS Excel 2007
MS Front Page
MS Outlook 2007
MS PowerPoint
MS Project
MS Visio
MS Word 2007
MS Windows 2007
Mircosoft InfoPath
Office 365
Advanced VBScript
Excel Macro
Excel Vbscript
Microsoft SharePoint
Microsoft SharePoint 2007
Microsoft SharePoint 2010
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Microsoft Dynamics
MS Dynamics CRM
Microsoft Dynamics AX 2012
Microsoft Dynamics NAV
MS Dynamics AX
Microsoft Dynamics Axapta
Business Overview
Multisoft Financial Systems Limited is an Active, non trading business incorporated in England
& Wales on 3rd April 1990. Their business activity is recorded as Other Software Publishing.
Multisoft Financial Systems Limited is run by 2 current members. and 1 company secretary. 1
shareholders own the total shares within the company. It is also part of a group.
The latest Annual Accounts submitted to Companies House for the year up to 30/09/2012
reported 'cash at bank' of 0, 'liabilities' worth 0, 'net worth' of 0 and 'assets' worth 0.
Multisoft Financial Systems Limited's risk score was amended on 07/08/2007.
Company Register
StatusNon trading
Registered date 03/04/1990
Company number 02488578
Type Private limited with Share Capital
Country of registration GB
Previous Names
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Previous name PURPOSEFUL COMPUTERS LIMITED
Date changed 16/08/1990
Company Accounts
Category Dormant
Date filed up to 30/09/2012
Next due date 30/06/2014
Year end date 30th September
Auditor NameNot provided
Annual Returns
Date filed up to 23/04/2013
Multisoft Systems Overview
Current
Director atMultisoft SystemsConnections
500+ connections
Websites
Company Website
http://in.linkedin.com/company/multisoft-systems?trk=ppro_cprofhttp://in.linkedin.com/company/multisoft-systems?trk=ppro_cprofhttp://in.linkedin.com/company/multisoft-systems?trk=ppro_cprofhttp://in.linkedin.com/redir/redirect?url=http%3A%2F%2Fwww%2Emultisoftsystems%2Ecom&urlhash=jnaOhttp://in.linkedin.com/redir/redirect?url=http%3A%2F%2Fwww%2Emultisoftsystems%2Ecom&urlhash=jnaOhttp://in.linkedin.com/redir/redirect?url=http%3A%2F%2Fwww%2Emultisoftsystems%2Ecom&urlhash=jnaOhttp://in.linkedin.com/company/multisoft-systems?trk=ppro_cprof7/29/2019 summer training repot on multi soft system
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Multisoft Systems' Summary
6 Weeks Project Based Industrial Training & Placement Programmed
@
Multisoft Systems, Noida - Microsoft & Oracle Certified Partner
We take this opportunity to introduce ourselves as Multisoft Systems, Microsoft and Oracle
Certified Learning Partner and a pioneer in, development, consultancy and education.
Multisoft Systems is incorporated by a team of professionals from global consulting firms having
background in engineering and management from eminent institutes like IIT / IIM & guided by
senior people from Industry, Academia, & Government Sector.
We have impressive placement record as well as have openings with our reputed clients
including HCL, Accenture, IBM, TCS, WNS, Genpact, Hewitt, Wipro, Infosys, Sapient, and
Steria who are looking for Professionals on various IT Technologies.
Call or SMS INFO @ 9810306956 / 8130778887
E-mail for Registration [email protected]
Multisoft Systems
Authorized PartnerMicrosoft, Oracle, Java 7, Intel, IBM, ISTQB
www.multisoftsystems.com
Specialties
C\C++ & Data Structure
JAVA 7 / JEE / J2ME / Android
Microsoft .Net 2010 (.NET 4.0)
Embedded Systems / Robotics / Industrial Automation
VLSI/PLC/SCADA/RTOS/DSP/Mat Lab/8051/ARM
Oracle DBA 10g / 11g / RAC
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PHP++
Software Quality Testing (SQT)
CCNA/MCSE/A+/N+/Networking
IBM Mainframe
CAD / CAM / CAE
AutoCAD/Pro-E/CATIA/Solid Works/Revit /3DSM
Industry Interface Program
Course Includes
Industry Interface Program Includes the following:
Skills Development Workshop
The course / workshop would focus at many aspects of personality, like:
Building positive relationships with peers & seniors Building self-confidence & Developing clear communication skills Exploring and working on factors that help or hinder effective interpersonal communication Learning impacts of non-verbal behavior & Dealing with difficult situations and difficult people.
Workshops Consists of Following Activities:
Personality Development Group Discussions & Debates Seminar & Presentations Case Studies & Analysis Corporate Communication HR & Interview Skills Management Games & Simulations
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Aptitude, Logical & Reasoning Assessments & Development
Course Features
The salient features of Industry Interface Program are:
Knowledge related to current technology aspects and corporate level deliverable & Continuous
training and assessment to make you industry ready. Throughout the Training Curriculum
Candidate will go through a Scheduled Assessment Process as below:
Continues Assessments Practical Workshops Modular Assignments Case Studies & Analysis Presentations (Latest Trends & Technologies) Tech Seminars Technical Viva Observing live Models of various projects Domain Specific Industry Projects
Projects 1 Major Project
Our course on VLSI revolves mainly on ASIC, and the course layout is under final stage of
completion. The admissions for the same will be done through an All India Entrance Test.
Domains / Industry:
Electricals and Electronics Telecom and Communication Automobile Consumer Electronics Power and Energy Manufacturing Architecture
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Civil Industry Research and Development Automation Industry Retail Industry Health Care Industry Training and Performance Tracking
Knowledge related to current technology aspects and corporate level deliverable and Continuous
training and assessment to make you industry ready. Throughout the Training Curriculum
Candidate will go through a Scheduled Assessment Process as below:
o Continues Assessmentso Practical Workshopso Modular Assignmentso Case Studies & Analysiso Presentations (Latest Trends & Technologies)o Tech Seminarso Technical Vivao Observing live Models of various projectso Domain Specific Industry Projects
Program Management Professional (PgMP)
Course Includes
Project Management Professional Training Program Includes the following:
Skills Development Workshop
The course / workshop would focus at many aspects of personality, like:
Building positive relationships with peers & seniors Building self-confidence & Developing clear communication skills Exploring and working on factors that help or hinder effective interpersonal communication Learning impacts of non-verbal behavior & Dealing with difficult situations and difficult people.
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Workshops Consists of Following Activities:
Personality Development Group Discussions & Debates Seminar & Presentations Case Studies & Analysis Corporate Communication HR & Interview Skills Management Games & Simulations Aptitude, Logical & Reasoning Assessments & Development
Course Features
The salient features of Project Management Professional Training are:
Establish a common vocabulary and understanding of basic Project Management terms andconcepts as in PMBOK GuideFourth edition, viz. project, project management, stakeholders,
earned value, scheduling techniques, and project managers responsibilities and competencies.
Describe the purpose, inputs, and outputs of the processes in each of the five Process Groups:Initiating, Planning, Executing, Monitoring and Controlling, Closing.
Define the 9 Project Management Knowledge areas & explain the relationship of Process groups,knowledge areas, project phases, project & product Life Cycle.
Understand the importance of Project Charter, Scope Statement, Work Breakdown Structure(WBS), Responsibility Matrix, PERTCPM, EVM.
Demonstrate a clear understanding of what activities, tools, & techniques, are necessary in eachphase of a project & understand the PMP examination nuances.
Understand, acknowledge & appreciate importance of Risk management, ProcurementManagement, Human Resource Management.
Multisoft Program Management Professional (PgMP) credential recognizes the advanced
experience and skill of program managers. Globally recognized and demanded, the PgMP
demonstrates your proven competency to oversee multiple, related projects and their resources to
achieve strategic business goals.
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PgMP credential holders oversee the success of a program, grouping related projects together to
realize organizational benefits not available if they were managed separately. Its the perfect fit if
you define projects, assign project managers and oversee programs.
This recognition is seen through increased marketability to employers and higher salary;
according to the Multisoft Project Management Salary SurveySeventh Edition, certification
positively impacts project manager salaries.
PERFORMANCE APPRAISAL
INTRODUCTION:-
Appraisal of performance is widely used in society. Parents evaluate their children, teachers
evaluate their students and Officers evaluate their employees. However, formal evaluation of
employees is believed to have been adopted for the first time during the First World War.
CONCEPT OF PERFORMANCE APPRAISAL:-
Performance evaluation or performance appraisal is the process of assessing the performance and
the progress of an employee
or of a group of employees on a given job and his potential for future development. It consists of
all formal procedures used in working organizations to evaluate personalities, contributions and
potentials of employees.
Performance appraisal is a method of evaluating the behavior of employees in the work spot,
normally including the both qualitative and quantitative aspects of job performance. It is a
systematic and objective way of evaluating both work-related behavior and potential of
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employees. It is a process that involves determining and communicating to an employee how he
or she is performing the job and ideally, establishing a plan of improvement.
According to Flippo:-Performance appraisal is the systematic, periodic and impartial rating of
an employees to his present job and his potential for a better job.
It is the process of obtaining, analyzing and recording information about the relative worth of an
employee. Performance appraisal and merit rating are used synonymously. But performance
appraisal is wider than merit rating. Actually performance appraisal focuses on the performance
and future potential of employee.
FEATURES:-
The main characteristics of performance may be listed thus:
o It is a systematic process involving three steps:(a) Setting work standards.
(b) Assessing employees actual performance.
(c) It tries to find out how well the employee is performing the job and tries to
establish a plan for further improvement.
o The appraisal is carried out periodically, according to a definite plan. It is certainly not ashot deal.
o Performance appraisal is not a past oriented activity, with the intention of putting poorperformers in a spot. Rather it is a future oriented activity showing employees where
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things have gone wrong, how to set everything in order and deliver results using their
potential evaluation. On the other hand, determine how much a job is worth to the
organization and therefore, what range of pay should be assigned to the job.
o Performance appraisal may be formal or informal. The informal evaluation is morelikely to be subjective and influenced by personal factors. Some employees are liked well
than others. The formal system is more likely to be more fair and objective, since it is
carried out in a systematic manner, using printed appraisal forms.
o Performance appraisal is not limited to fouls. Its focus is on employee development. Itforces managers to become coaches than judges. It provides an opportunity to find issues
for discussion eliminate any potential problems and set new goals for achieving higher
performance.
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THE PERFORMANCE APPRAISAL PROCESS
Performance
Standards
CommunicatingTaking
Corrective
Measuring
Performance
Discussing
Result
Comparing
With
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The performance appraisal process follows a set pattern and it consists of the following steps:
(1) Establishing performance standards:-The appraisal system begins with the setting up of
criteria to be used for appraising the performance of employees. The criterion is specified with
the help of job analysis which reveals the contents of the job. The criteria should be clear,
objective and in writing.
If work performance cannot be measured, the personnel characteristics which contribute to
employee performance must be determined. These characteristics include work quality, honesty,
reliability, cooperation and team-work, job knowledge, initiative, leadership, safety
consciousness, attendance, learning ability, adaptability, judgment, sense of responsibility, health
and physical condition etc.
Who is doing the appraisal and how frequently appraisal is to be done should also be decided. It
mainly depends on the objectives of the appraisal i.e. to appraise actual performance on the
present job or to judge potential for higher jobs.
(2) Communicating the standards:-The performance standards specified in the first step are
communicated and explained to the employees so that they come to know what is expected of
them. The standards should be conveyed to the evaluators. If necessary, the standards may be
revised or modified in the light of feedback obtained from the employees and the evaluators.
(3) Measuring performance:-Once the performance standards are specified and accepted, the
next stage is the measurement of actual performance. This requires choosing the right technique
of measurement, identifying the internal and external factors influencing performance and
collecting information on results achieved. Personal observations, written reports and face to face
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contacts are the means of collecting data on performance. What is measured is more important
than how it is measured.
(4) Comparing with Standards:-After measuring the actual performance, the measured
performance is compared with the predetermined standards to carry out the deviations betweenpredetermined standards and the actual performance of the employees.
(5) Discussing Results:-After comparison of actual performance with standards the results are
discussed with various members of the organization because a decision regarding an employee is
taken by various organizational members then a report is prepared and thus report is sent to
executives then if there is deviation because of organizational resources then this deviation will
be removed by top management executives. In this the reasons due to which the deviation is
taking place are identified.
(6) Taking Corrective action:-In the above step the deviation is discussed and is ordered to
remove but the implementation of removal of deviation is taken at the last step in the reasons due
to which the deviation is taking place are removed to reduce the difference between the
predetermined standards and the actual performance.
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OBJECTIVES OF PERFORMANCE APPRAISAL
This would include how they:
did;
could do better in future;
could obtain a larger share of rewards; and
could achieve their life goals through their position.
Therefore an employee would desire that the appraisal system should aim at:
their personal development;
Their work satisfaction; and
Their involvement in the organization.
From the point of view of the organization, performance appraisal serves the purpose of:
providing information about human resources and their development;
measuring the efficiency with which human resources are being used and
improved;
providing compensation packages to employees; and
maintaining organizational control.
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Performance appraisal should also aim at the mutual goals of the employees and the
organization. This is essential because employees can develop only when the organizations
interests are fulfilled. The organizations main resources are its employees, and their interest
cannot be neglected. Mutual goals simultaneously provide for growth and development of the
organization as well as of the human resources. They increase harmony and enhance
effectiveness of human resources in the organization.
SCOPE OF PERFORMANCE APPRAISAL
To help each employee understand more about their role and become clear about their
functions;
To be instrumental in helping employees to better understand their strengths and weaknesses
with respect to their role and functions in the organization;
To help in identifying the developmental needs of employees, given their role and function;
To increase mutuality between employees and their supervisors so that every employee feels
happy to work with their supervisor and thereby contributes their maximum to the organization;
To provide an opportunity to each employee for self-reflection and individual goal setting, so
that individually planned and monitored development takes place;
To help employees internalize the culture, norms and values of the organization, thus
developing an identity and commitment throughout the organization;
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To help prepare employees for higher responsibilities in the future by continuously reinforcing
the development of the behavior and qualities required for higher-level positions in the
organization;
To be instrumental in creating a positive and healthy climate in the organization thatdrives
employees to give their best while enjoying doing so; and
To assist in a variety of personnel decisions by periodically generating data regardingeach
employee.
ESSENTIALSOF AN EFFECTIVE APPRAISAL SYSTEM
Mutual Trust Clear Objective Standardization Training Job Relatedness Documentation Feedback and Participation Individual Differences Post Appraisal Review
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METHODS AND TECHNIQUES
1. Confidential Report 1. Assessment Center method
2. Free from or Essay method 2.Human Resource Accounting method
3. Strategic and Ranking method 3. Behavioral Anchored Rating method
4. Paired Comparison 4.Appraised through MBO
5. Forced Distribution Method 5. 360 Degree Appraisal Technique
6. Graphic Scale
7. Checklist Method
8. Critical Incident Method
9. Group Appraisal method
Techniques of Performance Appraisal
Modern TechniquesTraditional Techniques
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10. Field Review method
TRADATIONALTECHNIQUES:-
1. Confidential report:-A confidential report is a report prepared by employees immediatesuperior. It
a. covers the strength and weakness main achievements and failure, personality andbehavior of the
b. employees.
2. Free from or essay method:-Under this evaluator writes a short essay on the employeesperformance on the basis of overall impression.
3. Strategic Ranking Method:-In this technique, the evaluator assigns relative ranks to allthe employees in the same work unit doing the same job. Employees are ranked from the
best to the poorest on the basis of overall performance.
4. Paired Comparison Method:-This is a modified form of man to man ranking. Eachemployees is compared with all the others in pairs one at a time.
5. Forced Distribution Method:-Under this the rater is required to distribution his rating inthe form of a normal frequency distribution.
6. Graphic Rating Scale:-It is a numerical scale indicating different degrees of a particulartrait.
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7. Checklist Method:-A checklist method is a list of statements that describes thecharacteristics and performance of employees on the job.
8. Critical Incident method:-The supervisor keeps a written record of critical events andhow different employees behaved during such events.
9. Group Appraisal method:-A group of evaluator assesses employees. This groupconsists of the immediate supervisor having the employee, other supervisor having close
contact with the employees work.
10.Field Review Method:-In this method, a training officer from the human resourcedepartment interviews line supervisors to evaluate their respective subordinates.
MODERN TECHNIQUES:-
1. Assessment Center method:-Assessment center is a group of employees drawn from
different work units. These employees work together on an assignment similar to the one
they would be handling when promoted. Evaluators observe and rank the performance of
all the participants.
2. Human Resource Accounting Method:-Under this method, performance is judge in
term of costs and contribution of employees.
3. Behavioral Anchored Rating Scale ( BARS ):-This method combines graphic rating
scale with critical incident method. BARS are descriptions of various degrees of
behaviors relating to specific performance dimension.
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6. Systematic appraisal of performance helps to develop confidence among employees.
7. It promotes a positive work environment which contributes to productivity.
8. A competitive spirit is created and employees are motivated to improve their performance.
PROBLEMS IN PERFORMANCE APPRAISAL
(A) HALLO EFFECT:
It is tendency to rate an employee consistency high or low on the basis of overall impression.
One trait of the employee influences the raters appraisal on all other traits.
(B) STEREOTYPING:
This amplifies forming a mental picture of a person on the basis of his age, gender, caste or
religion.
(C) CENTRAL TENDENCY:
It means assigning average ratings to all the employees to avoid commitment. This is adopted
because the rater has not to justify or clarify the average ratings.
(D) CONSTANT ERROR:
Some evaluator tends to be lenient while others are strict in assessing performance.
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(E) PERSONAL BIAS:
Personal appraisal may become invalid because the rater dislikes an employee. Such bias may
arise on the basis of regional or religious beliefs.
LITERATURE REVIEW
Mallikarjunam K (2005):-States performance appraisal system has assumed a new shape and
nature in the form of a two-way communication link between the employees and the employers.Proper communication between the assessing authority and the employees under appraisal is
essential for gathering all the required information from the employee. A performance appraisal
system that is based on a free and unrestrained approach would generate the preferred data and
help to increase organizational productivity.
Gupta Samita (2006):-This States the concept, goals and also explores several others aspects of
performance management. The literature focuses on the concept of effective performance
management system in the organization. Researchers have argued in an article that performance
management represents twin dimensions of rationalization. The pursuits of reason in human
affairs that is the process of bringing policies are pursued and rationalization as the increasing
dominance of a means- end instrumental rationality.
Raju and Jena (2006):-This literature provides the background and description of performance
appraisal system of ONGC. A good review system can help improve communication, while
allowing people to increase their own effectiveness and clarify their own jobs and
responsibilities. An innovative system will not only increase the performance of the staff, but
also help them work together with common goals and fewer obstacles. The current system
adopted by ONGC coupled with an aggressive communication campaign has resulted in the
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creation of a positive work culture with a successful implementation of the new appraisal system;
ONGC is setting an example for others.
Gupta and Aggerwal (2007):-Examined the relationship between managerial perception of the
climate of participation and the perceived effectiveness of performance appraisal system in a
private sector organization in North India. It was expected that the patterns of relationship
between the variable under study would be positive in the organization. The result focused on the
importance of climate of participation for increasing organizational commitment with the help of
better performance appraisal system among managerial personnel in Indian organization.
Geetika And PandeyNeeraj(2007):-Deals with benchmarking, which involves a search for its
genesis in the basic human instinct of comparison and judgmental reasoning, Three parameters
of performance are identified, namely profitability, customer service and human resource
satisfaction. Using these parameters, the power sector in India is studied.
Ravichandran K and DJE (2007):-This literature focused on the means to improve the
performance of the individual employee, which result in the overall improvement of the
organization. Recently, organizations are being faced with challenges like never before.Increasing competition from business across the world has meant that all business must be much
more careful about the choice of strategies to remain competitive. Organization have a better
understanding of the importance of the human resource and so their focus on improving the
process, the implementation skills of the appraisers as well as the appraises for successful
performance _organization, which means improving the performance of the individual
employees which results in the overall improvement of the organizations performance.
Joshi Rashmi (2008):-This article focused on various component- goal setting, regular reviews,
annual appraisal, development process, linkage to reward system of performance management
system. And consider issues for successfully implementation of performance appraisal system
with the help of current issues and best practices in performance management system like
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performance management as a strategies workforce tool, adopting year round performance
management, alignment of goals with performance management, aligning business objective
with other areas, adopting performance management system software. She stated well defined
performance management system will enhanced the image of the organization in the mind of
employees while improving its performance in terms of productivity and profitability.
Ramana PVL (2008):-In this article performance management relates cleanliness at workplace
with performance improvement taking cues from 5S philosophy:-Seiri,Seiton, Seiro,
Seikestuandshitsuke. It advocates self-discipline among employees, better living, improved work
life balance and demonstrates a strong relation between physical environment at workplaces and
productivity.
Kumar T Kiran (2008):-This article focused on the following aspects of performance
management system:-
Need for performance appraisal system, performance management system in company, Setting
up performance management system, Designing performance management system, setting up
problem is performance management, Use of technology in performance management.
ChkarbortyManishankar (2008):-This literature focused on the human resource factor within
an organization. Human resource manager across the globe are finding it very difficult to attract
and retain talent, In such a scenario, the need for a proper performance management system has
become all the more important. Companies from knowledge sectors have devised novel
performance management system, which are considered benchmarks by organization across
sectors.
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RESEARCH DESIGN
Meaning of Research:
Research is defined as A scientific and systematic search for pertinent information on a specific
topic. Research is an art of scientific investigation. Research is a systematized effort to gain new
knowledge. It is a careful investigation or inquiry especially through search for new facts in any
branch of knowledge. The search for knowledge through objective and systematic method of
finding solution to a problem is research.
Research Methodology:
It is a way to systematically study & solve the research problems. If a researcher wants to claim
his study as a good study; he must clearly state the methodology adopted in conducting the
research so that it may be judged by the reader whether the methodology of work done is sound
or not.
The Research methodology here includes:-
1) Research Design2) Sample3) Collection of Data4) Analysis of Pattern
Research Design:
A research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with combine in procedure. The
current study is exploratory cum descriptive in nature.
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Exploratory Research Design:
The main purpose of such studies is that of formulating a problem for more precise investigation
or of developing the working hypothesis from an operational point of view. The major emphasis
in such studies is on the discovery of ideas and insights.
Descriptive Research Design:
Descriptive research studies are those studies, which are concerned with describing the
characteristics of a particular individual or of a group.
SAMPLING TECHNIQUE
A sample design is a definite plan for obtaining a sample from a given population. A
representative part of a total population is called sample. The selection process is called
Sampling Technique. The survey so conducted is called Sampling Survey. In this sampling, area
is AMRITSAR (PUNJAB)and the sampling unit is OCM INDIA LTD.The size of sample is 20
staff members in the OCM INDIA LTD. The sampling technique used is Convenient
sampling.
DATA COLLECTION
Data is of two types :
1) Primary Data2) Secondary Data
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Primary data:-
Primary data are those, which are collected afresh and for the first time and it is original in
correct. Primary data are collected with the help of questionnaire.
Secondary Data:
Secondary data is that data which someone else has already collected and which have already
been passed through the statistical process. Here, secondary data is collected from internet,
annual reports and publications.
Data Analysis:
After collecting the data it has to be processed and analyzed. The term analysis refers to the
computation of certain measure along with searching for patterns of relationship that exist among
data groups. This study involves percentage graphs.
Data Interpretation:
Interpretation refers to the task of drawing inferences from the collected facts after an analytical
study.
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LIMITATIONS OF THE STUDY
Every survey has some sort of limitations and this survey also has some limitations:
(1)Lack of Interest: The employees do not show any interest in filling the questionnaire
because they thought that it is not beneficial for them.
(2)Small sample size: The sample size was very small so it is difficult to conclude for the
whole employees satisfaction level on the basis of sample data.
(3)Fear in employees mind: All the randomly selected employees were afraid of giving the
proper information.
(4)Lack of Cooperation: Our guiders confuse us because of difference in their thoughts and
working criteria.
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SIGNIFICANCE OF THE STUDY
FOR THE COMPANY:-
1) With the help of this report they can find out lack point comes during evaluatingperformance of the employees.
2)
Another significance of this study is to providing information regarding lack pointsbehind performance appraisal at OCM INDIA LTD. So that they can improve their
techniques to evaluate performance appraisal of employees more effective.
FOR THE RESEARCHER:-
1)
The main significance of this study is to help those students who want to go for furtherresearch on satisfaction level of employees toward performance appraisal. They can
collect secondary data from this report.
2) It provides the Real picture of corporate world.
3) This study helps researcher to find out job in future in corporate world.
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DATA ANALYSIS AND INTERPRETATIONS
Q. 1. Does your organization have Performance Appraisal system in practice regularly?
TABLE (4.1):-
CHART (4.1):-
0%
10%
20%
30%
40%
50%
60%
70%
YES NO
YES NO
40% 60%
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INTERPRETATION:-
The objective of this question is to find out that whether the performance appraisal is on regular
time period or not. This graph shows that Only 40% employees says that performance appraisal
is on regular basis and 60% employees says that performance appraisal is on irregular basis.
Q.2. Are you satisfied with the Performance Appraisal technique adopted by your
Organization?
TABLE (4.2):-
YES NO CANT SAY
60% 30% 10%
CHART (4.2):-
0%
10%
20%
30%
40%
50%
60%
70%
YES NO CAN'T SAY
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INTERPRETATION:-
The objective of this question is to find out that whether the employees are Satisfied with the technique
followed in their organization or not. This graph shows that Only 60% employees are satisfied with the
techniques used for evaluating their performance.
Q. 3. What kind of Performance Appraisal Technique used in your organization?
TABLE(4.3):-
CHART(4.3):-
0%
10%
20%
30%
40%
50%
60%
70%
80%
360 DEGREE OTHER DON'T KNOW
360 DEGREE OTHER DONT KNOW
80% 15% 5%
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INTERPRETATION:-
The objective of this question is to find out that whether employees know the technique followedin their organization or not. This graph shows that 80% employees know the techniques used for
evaluating their performance.
Q. 4. Does Performance Appraisal contribute in any way to your career enhancement?
TABLE(4.4):-
CHART (4.4):-
0%
10%
20%
30%
40%
50%
60%
70%
JOB
ENRICHMENT
PROMOTION PAY HIKE OTHER
JOB
ENRICHMENT
PROMOTION PAY HIKE OTHER
15% 20% 60% 5%
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INTERPRETATION:-
This graph shows that performance and promotions are 60% considered in the organization and
2