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EXCECUTIVE SUMMARY Performance Appraisal (PA) is a tool to live the

performance of associate worker. Performance Appraisal (PA) is especially wont
to confirm the salary increase, promotions, transfer & layoffs, termination of
services; the coaching & development to the staff in a corporation. It is a tool to
see the long run of the organization & visualize the career growth of the staff.

Performance Appraisal (PA) is generally done by senior executives & therefore

the senior manager within the organization to appraise the worker for his or her
performance & also to search out difficulties whereas meeting their goals
throughout this era of concluding the method the appraiser faces the matter in
rating the subordinate/employee/peer & someday they will rate their
subordinate incorrectly, which can block the entire purpose of the appraisal
system.

From user testing, the st&ard appraisal system found to be economical within the
problems like: it facilitate to judge actuality talents of workers, facilitate workers
to grasp structure goals, & to produce quick & effective feedback. The users
found the system simple to grasp & use & were a lot of happy with the
effectiveness of the system.

The main focus of the study of this is often to spot the areas in Performance
Appraisal System that may facilitate within the structure development each
organization has created it obligatory to possess this appraisal done once in an
exceedingly year to live their worker performance. Hence, there ought to be well-
defined appraisal procedure that is correctly accustomed assess employee’s
performance.

This study report aims at covering all aspects associated with performance. The
objective of the questionnaire was to obtain employees’ outlook on performance
appraisal (PA) system in their organisation. The Structural questionnaire prepared
for HR survey comprised of two parts: First half regards the “demographic” of the
respondents, asking their name, designation, qualifications & department within
the company (Vice President, Senior 60 minutes consultants, Business
Development Executive), their tenure with the organisation & total expertise.

The demographic characteristics of the respondent cluster were as follows there's

Vice President who has expertise of labour since fifteen years within the
organisation, Senior 60 minutes consultants who work expertise of 1-5 years
expertise, Business development government who work expertise of 0-1 years.
Second part of the questionnaire consisted of “quantitative & qualitative
statements”. In order to identify importance of the factors in determining.
 INTRODUCTION Griendwell Norton was established in 1941, during a 40'x40'
space at Mora, a fishing village across urban center harbor at Uran, Grindwell
pioneered the manufacture of Grinding Wheels in Asian nation. Promoted by 2
Parsi entrepreneurs, the corporate has big steady &, over the years, has
established itself as a powerful leader in Abrasives, carbide, High Performance
Refractories & Performance Plastics. The twelvemonth (2014-15) saw Grindwell
Norton (GNO) reach income of Rs. 1084.3 crores, AN operational profit of Rs.
156.7

crores & a profit of Rs. 104.2 crores. In 1983, GNO, that was by then a junior
varsity between Norton Company & also the Indian Promoters, was listed on the
urban center securities market. In 1996, GNO became a majority-owned
subsidiary of Compagnie Diamond State Saint-Gobain (which had non heritable
Norton a number of years earlier).

With its headquarters in Paris, Saint-Gobain could be a massive, international

cluster (Sales of €39.6 billion in 2015) with a presence in half-dozen countries.
People practices at Grindwell Norton (GNO) unit aligned with the globe practices
of our parent, Compaigne-de-Saint-Gobain & unit endlessly custom to create
them trendy & relevant to the Indian context & additionally the Company’s
dynamic business needs. We believe that GNO may well be a geographic point
‘with a difference’.

It provides you the advantages of a varied multinational organization mixed with

the plasticity, lightness & ‘family feeling’ of a small low company where all &
varied is valued, cared for & treated with respect. We at GNO unit committed to
creating associate facultative surroundings that breeds Freedom, Responsibility,
Sense of possession & Pride, Initiative & Risk-taking, Openness, Fairness &
ethical Correctness. From antique time, man has unceasingly evaluated their
capability with others.

This compulsion to try to higher has resulted in his unceasingly evolution that is
significant for the expansion of any business. OBJECTIVE OF THE PROJECT The
basic objectives of this project is: To find out present performance appraisal
system used in the company. To find about the employees views for the system
adopted by the company to appraise their performance. To know about the
working scheme of the company.

To suggest some measures for improving the methods to appraise the

performance of the workers.
LITERATURE REVIEW
Performance Appraisal Modern Appraisal:- Performance appraisal could also be
outlined as a structured formal interaction between a subordinate &
management, that sometimes takes the shape of a periodic interview (annual or
semiannual), within which the work performance of the subordinate is examined
& mentioned with a read to distinguishing weakness & strengths additionally as
opportunities for improvement & skills development.

In several organizations however not all appraisal results are used, either directly
or indirectly, to assist verify reward outcomes that's the appraisal results are
accustomed determine the higher acting workers who ought to get the bulk of
obtainable salary will increase, bonuses & promotions. By an equivalent token,
appraisal results are accustomed determine the poorer performers who could
need some sort of content, or in extreme cases, demotion, dismissal or decreases
in pay. (Organizations ought to remember of laws in their country which may
prohibit their capability dismiss workers or decrease pay).Whether this is often
associate applicable use of performance appraisal – the assignment &
justification of rewards & penalties is incredibly unsure & contentious matter.

Performance appraisal is used for:- 1. Distinguishing staff for earnings will

increase, promotion, transfer & closing or termination of services. 2.
Determinative coaching want for any improvement in performance. 3. Motivating
staff by indicating their performance levels. 4. Establishing a basis for analysis &
reference for personnel choices in future.

Goals of the Performance Appraisal System:- For supervisors, the method of

performance management is one amongst the foremost important leadership
responsibilities. The performance appraisal system has 3 primary goals:- To
produce a proper means that of constructive, open & honest communication
between the staff & his/her supervisor. To boost worker development through
performance feedback & thru the identification of future skilled development
activities.

To live & document job performance as a basis for creating promotion,

compensation & alternative personnel management call. Who Should Conduct
the Appraisal? The individual (supervisor) who has the authority to create hiring
recommendations & to assign work to the worker ought to be the person who
wrote it for finishing the appraisal.

Supervisors who directly observe or otherwise live the outcomes of a given

employee’s job performance ought not to obtain input from people who do
directly observe the worker (e.g. a crew leader, cluster leader, space arranger, &
different workers) this could be the case, particularly in larger departments/units.
It’s the responsibility of department/unit heads & supervisors to organize written
performance appraisal & to conduct timely appraisal conferences.

If a given supervisor ought to delay or neglect to conduct an appraisal, the

affected worker is inspired to initiate such or could contact the Department of
Human resources for help. The Performance Appraisal Process The figure shows
the performance appraisal process. Each step is crucial in this process & is
organized logically. Performance St&ard & Goals Performance st&ards & goals
square measure the premise from that worker performance is measured.

The written performance appraisal ought to mirror however well the worker
performed against outlined job responsibilities & antecedently established goals
& objectives. Effective goals & objectives should be specific, measurable & cheap
& have a time-frame. Specific: - Objective & precise language is important once
developing performance goals & objectives.

Supervisors ought to use terms & descriptions, which have a similar aspiring to
the supervisor & also the worker careful points instead of imprecise descriptions
square measure vital for underst&ing & documentation. Measurable: - Goals &
objectives ought to be written in order that accomplishment or degrees of
accomplishment are often objectively measured.

Reasonable: - Goals associated objectives that square measure too high or rigid
may very well repressed an employee`s performance people could become
discouraged & provides up if underst& expectations to be unrealizable. Goals &
objectives ought to be cheap given time frames, circumstances &
departmental/unit expectations. Time frame: - a selected amount of your time for
accomplishment ought to be known with every goals & objectives.

METHODS OF PERFORMANCE APPRAISAL:- Terms won’t to describe the assorted

variety of rating systems likewise as a definition or performance appraisal is as
follows: Behavioral Anchored Rating Scales :- The terms wont to describe a
performance rating that targeted on specific behaviors or sets as indicators of
effective or ineffective performance , rather than on loosely expressed adjectives
like “average, on top of average, or below average” different variations were :
Activity observations scale.

Activity expectations scale. Numerically anchored acting scales. Checklists: - The

term won’t to outline a group of adjectives or descriptive statements. If the rather
believed the worker possessed a attribute listed, the rather checked the item , if
not the opposite left the item blank, rating score from the check- list equaled the
quantity of checks.

Critical Incident Technique: - The term won’t to describe a method of

performance appraisal that created list of statements of terribly effective & really
ineffective behavior stimulation. The lists are combined into classes, which vary
with job. Once the classes had been developed & statements of effective &
ineffective behavior had been provided, the judge ready a log for every worker
throughout the analysis amount, the judge recorded samples of crucial behaviors
in every of the classes & therefore the log has been wont to judge the worker at
the top of the analysis amount.

Forced alternative Method: - This appraisal methodology has been developed to

forestall evaluators from rating staff to high mistreatment this methodology, the
judge needs to choose from a group of descriptive statements that apply to the
worker. The statements are weighted & summed to at, effective- terra firma
index. Forced Distribution: - The term won’t to describe an appraisal system kind
of like grading on a curve.

The judge had been asked to rate staff in some fastened distribution of classes a
way to try to this has been to kind the name of every worker on a card & raise
the evaluators thus type the cards into piles like rating. Graphic Rating Scale: -
The term won’t to outline the oldest & most generally used performance
appraisal methodology.

The evaluators square measure given a graph & asked to rate the workers on
every of the characteristics will vary one to 1 hundred. The rating will be a matrix
of boxes for the judge to envision off or a chart wherever the judge checked off a
location relative to the evaluators rating. Narrative or Essay Evaluation: - This
appraisal methodology asked the judge to explain strengths & weakness of an
employee’s behavior.

Some firms still use this methodology solely, whereas in others, the tactic has
been combined with the graphic rating scale. Management by Objective: - The
management by objectives performance appraisal methodology has the
supervisor & worker get tog- ether to line objectives in quantitative terms.

Paired Comparison: - The term won’t to describe AN appraisal methodology for

taking worker initial the names of the workers to be evaluated are placed on
separated sheets in a very preset order, so all & sundry has been compared with
all different staff to be evaluated. The judge then checks the person he or she felt
had been the higher of the 2 on the criterion for every comparison generally the
criterion has been the workers over all ability to try to this job the quantity of
tines an individual has been most well-liked is tallied & therefore the tally
developed is index of the quantity being evaluated.

Ranking: - The term ranking has been wont to describe another methodology of
performance appraisal wherever the supervisor has been asked to order his or
her staff in terms of performance from highest to lowest. Weighted Checklist: -
The term used to explain a performance appraisal methodology wherever
supervisors or personnel specialists at home with the roles being evaluated ready
an outsized list of descriptive statements concerning effective & ineffective
behavior on jobs.

Purpose of Traditional Performance Appraisal Performance appraisal for analysis

exploitation the normal approach has served the subsequent purposes:-
Promotion, separation & transfer call. Feedback to the worker concerning
however the organization viewed the employee`s performance. Evaluations of
relative contributions created by people & whole departments in achieving
higher level organization goals.

Criteria for evaluating the effectiveness of choice & placement choices together
with the connectedness data utilized in the choice at intervals the organization.
Reward choices, together with advantage will increase, promotions & alternative
rewards. Ascertaining & diagnosis coaching & development choices. Criteria for
evaluating the success of coaching & development choices.

Information upon that work programing plans, budgeting & human resources
coming up with may be used. There are two flaws in the traditional approach of
the performance appraisal. The flaws are: Organizational performance appraisal is
usually primarily involved with the past instead of being forward rummaging
through the utilization of setting objectives or goals.

Performance appraisal is typically tied to the employees` wage reviewed h&ling

wage typically flooded & block artistic or comprehensive thought of performance
goals. Developmental Performance Approach Purposes The biological process
approach to performance appraisal has been associated with workers as people.
This approach has been involved with the employment of performance appraisal
as a contributor to worker motivation, development & human resources coming
up with the event approach contained all of the st&ard overall structure
performance appraisal functions & therefore the following further purposes:
Provided workers the chance to formally indicate the direction & level of the
employee`s ambition.

Show structure interest it worker development, that was cited to assist the
enterprise retain bold, capable workers rather than losing the staff to
competitors. Provided a structure for communications between workers &
management to assist clarify expectations of the worker by management &
therefore the employee. Provide satisfaction & encouragement to the worker
who has been making an attempt to perform well.

Expectation from a Manager doing a Performance Appraisal The following is

usually expected from company manager once doing performance appraisal:
Translate structure goals into individual job objective. Communicate
management`s expectations concerning worker performance. Provide feedback
to worker regarding job performance in lightweight of management`s objectives.
Coach the worker on the way to bring home the bacon job
objectives/requirements.

Diagnose the employee`s strengths & weaknesses. Determine what quite

development activities may facilitate the worker higher utilize his or her skills
improve performance on this job. Problem of criterion A whole definition of
criterion is “that that is to be predicated”.

This definition refers to the appraising st&ards, that measures are simple if the
task is clearly outlined however tough if it's broad. At lower level of a company
there are specific jobs & bound tangible & objective st&ards of performance are
often known any up within the hierarchy, jobs become a lot of complicated &
clear-cut, tangible st&ards of performance are tough to specify.

Irrespective of the extent by & huge most firms use eleven performance
measures: Quantity of work Quality of work Waste & brokerage Money earned
Job knowledge Job tenure Absenteeism Rate of advancement Self-judgment
Judgment by peers Judgment by supervisors. Instructions for using performance
appraisal system Purpose: The performance analysis system is employed to judge
staff past work performance, develop a piece set up for subsequent review
amount & confirm what resources are required for up performance to become
simpler.
Evaluations conjointly develop employee’s potential through coaching &
counselling the method is intended to be interactive between the worker & also
the supervisor with the subsequent objectives in mind: Use to acknowledge &
reward staff for positive work behavior. Use the results as a basis for acceptable
personnel actions. Encourage staff to incessantly improve, support team
endeavors, develop professionally & perform at their most potential.

Communicate & clarify the goals & objectives of the division, department & also
the town in regard to the employees` work expectation Involve staff in up their
effectiveness & performance. Provide associate degree worker improvement set
up wherever performance is rated below normal. Performance Evaluation System:
The performance analysis kind is employed for all performance reviews.

This includes tentative evaluations (expect Police & hearth have their own
process), annual analysis & special analysis for normal full time & regular half
time workers. The analysis periods are usually twelve months, expect for special
evaluations, which can be for shorter periods of your time advantage step will
increase are conducted on the employees` day of remembrance date (assuming
satisfactory performance) & not throughout the annual performance review.

Supervisor Responsibility: Each department can conduct worker evaluations for all
workers within the department throughout a similar month. Human resources can
advise department heads thirty days before once evaluations square measure
due every supervisor finishing the performance analysis ought to review the
subsequent directions, the rating criteria definitions & familiarize him or herself
with the procedure before competitive the evaluations.

Upon completion of the analysis kind by the supervisor (rater) & also the
reviewer (one level on top of the rater), then the rater can meet with the finished
kind for signatures. Supervisors ought to offer written comments on the analysis
kind for every performance criteria & list specific examples. Use N/A if the rating
criteria aren't applicable.

The supervisor is liable for finishing the analysis method at the start of the rating
amount & once more at sixth month to watch progress & change time lines if
necessary. At that point, a br& new 12-month work arrange is established with
the worker & also the method repeats itself. Supervisors shall coordinate the
discussion of performance evaluations with workers in a very manner that permits
privacy.
The supervisor shall have the worker to finish the Self Performance analysis kind
as a discussion tool. Forms: There square measure 2 performance analysis forms
that you'll perpetually use: - The actual performance analysis kind which has the
duvet page known as the outline Worksheet. The worker Self-Evaluation kind.

There square measure 2 alternative forms you will have to be compelled to use: -
The Performance Improvement arrange kind (used once a rating is #1
Unacceptable or #2 Improvement needed), & hooked up to Performance analysis
kind. Performance Goals from (used by department to follow up mid-year on
goals set in evaluation), elective & not came to Human Resources.

Rating Process & Criteria: 5 = outst&ing performance 4 = exceed expectations 3

= meet expectations 2 = needs improvement 1 = unacceptable A rating of 1 or 2
requires the supervisor to complete a Performance Improvement Plan form to
manuscript the problem, including specific examples, supervision on
improvement, a specific timetable for improvement, & a follow up evaluation to
observe progress.

Signature on the Evaluation Form After the supervisor completes the

performance analysis with the worker, each the supervisor & worker sign the
shape subsequent level of review is that the Reviewer, one level on top of the
supervisor playacting the analysis reckoning on the Department structure, the
reviewer can be the head, Deputy Director, or a Division Manager.

The mid-year review can solely involve the worker & his/her supervisor with their
signatures & therefore the mid-year method doesn't get into the personnel file.
Evaluation once a br& new Supervisor is appointed: If the worker has associate
degree analysis due & supervisor is appointed, the new supervisor seemingly has
not had the chance to properly measure the employee`s performance during this
instant the new supervisor can measure the worker once ninety days.

If potential, the supervisor that's effort can do a detailed out analysis for his/her
workers before effort. Steps to finish the annual performance analysis procedure:
Step 1: Notice to department heads: human resources can send word department
heads thirty days before once performance evaluations square measure due for
full time & half time regular workers in their department.

Managers/supervisors have thirty days to finish the performance evaluations, get

signature & supply the initial the human resources workplace for filling within the
workers personnel file. The supervisor shall additionally retain a pc copy/file copy
for the midyear review method. Human resources can cue supervisors to
schedule conditional evaluations on their calendar.

Step 2: Blank performance analysis forms: managers/supervisors get the

performance analysis forms. Step3: Review description; review the employee’s job
description to check if any changes square measure necessary. If there square
measure enlarged responsibilities /scope of labor or a modification in
qualifications forward your edits to human resources for review.

Minor variations in employment or added assignment that square measure

business or technology modifications don't need a change to the task
description. (Individual workers don't amend their job descriptions; this task is for
the manager) Step 4: Self-evaluation kind: offer a replica of the self-evaluation
form to the worker. If the worker doesn't wish to finish the shape, he/she shall
check the box & sign at very cheap of the shape & come it to the supervisors.

This completed kind is employed as a tool for discussion whereas the supervisors
is finishing the employees’ analysis. Step 5: Complete the performance analysis
rating forms: The managers/supervisors complete every section in performance
analysis forms (page 2-3plus). If a district doesn't apply note N/A for not
applicable.

Written comments square measure needed & will embrace examples that
support the rating the particular job part. Section 1to 3(Technical information,
client service & quality/quantity of work) apply to any or all positions. For section
4(Attendance), the supervisors ought to review the workers attending record,
regular time aloof from the task & use of breaks.

Section5 (Safety & Risk management) applies to any or all jobs & will embrace
notice of any accident, injuries, equipment’s usage or different safety connected
problems. Section6 is just for department heads, managers, supervisors & lead
employees. Next, complete the section work arrange for succeeding rating
amount completion date. This list possible goals & comes also as areas to
enhance upon. Next, complete the coaching & development section.

The raters the entire the outline worksheet cowl pages for the analysis kind this is
often done last & is & overall rating considering all the rating sectors. The
performance goal forms (optional supported head discussion may be a division
tool used throughout the midyear review of monitor progress, completion date
or makes comments regarding the goals.

keep goals to a sensible variety (3 to 5) & ones that square measure possible we
tend to all have a bent to place down a lot of goals that we are able to fairly
deliver the goods. Also some workers in entry level job could have just one or
two goals or a coaching course to finish throughout the review amount the
supervisor ought to use their judgment & discussion their workers to gain goals
for the work Plan.

Step 6: “Unacceptable or Improvement Needed” Rating: If I rate associate worker

with a “1” Unacceptable or “2” Improvement required, you want to complete the
performance improvement arrange kind. Have this completed kind reviewed by
the head & Human Resources before presenting it to the worker this kind is
employed to document performance & behavior issues that require corrective
action. Documentation is crucial for this sort of rating.

Note within the event the worker doesn't improve, the documentation is vital for
corrective action. The notice of “Improvement needed” or “unacceptable” rating
should include: The drawback square measures of performance that are
determined to be unacceptable. Identify performance st&ards that has to be
achieved to fulfill acceptable st&ards. Provide an inexpensive amount of your
time demonstrate improved performance.

Provide help to assist them deliver the goods the performance st&ards (training,
message & training, nearer superintendence, feedback). Communicate with
worker of the results if their performance doesn't improve & supply a point in
time, like 30-90 days for a follow up review. However, now line doesn't preclude
immediate disciplinary action at any time by head if the employees` performance
worsens throughout the rating amount.

A rating of the first shall be reviewed & approved by the head before being
communicated to the worker. Step 7: Mid-year Review: Mid-point through the
12-month rating amount, the manager or supervisor can meet with the worker to
review his/her progress. This doesn't need any new info to be ready, just review
their performance, goals & deadlines with the worker. At this step, you will
regulate the deadlines as necessary.
St&ard of Performance St&ards of performance are written statement describing
however well employment ought to be performed. Performance st&ards are
developed collaboratively with workers, whenever potential & explained to new
workers throughout the primary month on the task. Job Description & Essential
Functions Strategic Plan & Annual Goals ( St&ards of Performance ( Observation
& Feedback ( Performance Appraisal ( Performance Development The
performance customary provides a benchmark against that to judge work
performance whereas the duty description describes the essential functions &
therefore the tasks to be done, the performance customary defines however well
every operate or task should be performed so as to fulfill or exceed expectations.

The University conjointly establishes general criteria for evaluating work

performance. St&ards of performance are usually: Developed together with the
staff who do the tasks or functions? Explained to new workers at intervals the
primary month on the duty. The rating describes the extent of performance of the
individual worker compared to employment description & normal of
performance.

E = Exceptional: Performance well exceeds expectations & is systematically

outst&ing. A = on top of Expectation: Performance is systematically on the far
side expectations. S = Solid Performance: Performance systematically fulfills
expectations & from time to time exceeds them. I = Improvement Needed:
Performance doesn't systematically meet expectation. U = Unsatisfactory:
Performance is systematically below expectations.

Deficiencies ought to be self-addressed as noted within the performance

appraisal. As performance manager, you may use these criteria to rate the
employees` performance. At the start of the appraisal amount, review these
ratings & therefore the performance st&ards for every position that reports to
you in order that you'll fairly measure the employees` performance.

Guidelines for Performance St&ards Keep in mind the subsequent pointers once
writing your performance st&ards: Performance st&ards ought to be associated
with the employees` appointed work & job needs. Your reportage system ought
to be up to live & report any quantitative knowledge you list. Quantifiable
measures might not apply to any or all functions.

Describe in clear & specific terms the characteristics of performance quality that
area unit verifiable which would meet or exceed expectations. Accomplishment of
structure objectives ought to be enclosed wherever applicable, like cost-control,
improved potency, productivity, project completion, method plan or public
service.

RESEARCH METHODOLOGY A) Statement of the matter: - Every concern giant or

tiny pay large quantity of cash on Human Resource it's necessary so to seek out
however they're playing so as to style their way forward for the organization it
should be to develop the staff or to correct the staff or to utilize employee’s
strength. This study is directed towards inquisitor Performance Appraisal system
as tool for workers at SAINT GOBAIN’S GRINDWELL NORTON Ltd.

B) Kinds of Research: - There is social analysis in a very hour Survey with explicit
regard to Performance Appraisal as a System for workers at SAINT GOBAIN’S
GRINDWELL NORTON Ltd. Sample Design: - It is sampling techniques wherever
the samples were designed supported the character of labor, qualification,
experience, etc. Sample Size: - 20 staff Respondents Method of aggregation Data:
- The questionnaires were floated to respondents through man of science
wherever the information was collected & came by hour Unit. Method of
Analysis: - 1. The collected information were tabulated 2. Share of respond was
discovered 3.

Analysis is predicated on share frequency 4. Weightage is given to high share in

response issue 5. Analysis is formed supported the analysis & also the
presumptions inherences square measure used, wherever each information is
ambiguous. Definitive analysis is formed each information is evident.

DATA ANALYSIS & INTERPRETATION Present Appraisal System Feedback In this

system, workers & managers set expectations & prepare plans for work &
development at the start of the year. The key responsibilities & results
dimensions & behavioral expectations, & therefore the criteria/st&ards for the
performance mensuration square measure prescribed & processed though they
will be expressed otherwise for various jobs, the essential square measure as of
mensuration for all jobs are quality, quantity, value & timeliness to confirm that
everyone workers receive feedback for maintaining or rising productivity, two
documented semi-annual feedback sessions square measure needed. The
supervisor uses discretion to schedule informal feedback supported individual
employees’ wants.

Although a case study with a restricted variety of respondents cannot be wide

generalized, the results ought to be quite attention-grabbing to mangers who
would really like to suppose critically & get ways that to boost performance
appraisal systems in organizations Part A: Personal Data To hold out any Project
Study personal information desires elaborate analysis as a result of its basic
foundation to know correct profile of respondent.

This shows their information, mental st&ing & maturity instructional background
to know the subject of the study so they'll be connected age. Age Group No. of
Respondents Percentage 21-30 2 10 31-40 14 70 41-50 4 20 Total 20 100
From the above data indicates that 10% of respondents are of 21-30 age group,
170% of respondents are of 31-40 age group & 20% of respondents are of 41-50
age group. Gender- Gender No.

of Respondents Percentage Male 8 40 Female 12 60 Total 20 100 The above

data indicates that 40% of respondents are male, rest 60% of respondents are
female. Qualification: - Qualification No. of Respondents Percentage Diploma 2
10 Graduate 6 30 Post Graduate 12 60 Total 20 100 In the above data, it is
seen that 10% of respondents are diploma in qualifications, 30% of respondents
are graduates & rest 60% of respondents are post graduates. Designation: -
Designation No.

of Respondents Percentage Manager 4 20 Officer 4 20 Junior Officer 10 50 VP

2 10 Total 20 100 From the above data, it is seen that 20% of respondents are
Managerial post, 20% of respondents are at officer post, 50% of respondents are
junior officer & 10% of respondents are VP in post. Part B: Research Data Is the
Performance Appraisal process user friendly? Yes B. No No. Options No.

of Respondents Percentage 1 Yes 14 70 2 No 6 30 Total 20 100 Respondents

& Responses 70% of the respondent’s square measure united to the higher than
statement It is easy & simply accessible at intervals the organization. It conjointly
provides a consolidated read. It captures Associate in Nursing individual’s
strengths, improvement areas & conjointly captures coaching courses counseled.

It provides a chance to the worker to simply accept or decline. It is incredibly

versatile. 30% of the respondent’s square measure disagreed to the statement It
may be a terribly easier tool, wherever worker will fill briefly time. As Associate in
nursing worker got to underst& what's needed of them so as to figure effectively
by this. Is Performance Appraisal conducted on time? Yes B. No No.

Options No. of Respondents Percentage 1 Yes 16 80 2 No 4 20 Total 20 100

Respondents & Responses 80% of the respondents in agreement to the on top of
statement Performance Appraisal method can begin on time. There may be a
fastened schedule to fulfill listed well at the start of the method.

Process are going to be conducted as per the appraisal amount. 20% of the
respondents disagreed to the statement Process finish can take long-st&ing &
accidentally but mensuration quality problems do cause delays. Process Cycle
should be condensed because there is always interruption due to the respective
owners of the employee.

The steps involved in the process are very long lasting. Does Performance
Appraisal process assess fairly? A. Yes B. No No. Options No. of Respondents
Percentage 1 Yes 15 75 2 No 5 25 Total 20 100 Respondents & Responses: -
75% of the respondents in agreement to higher than statement The method
assessment is truthful & even with business units. It is objective method.
Measuring a personal is truthful. The metrics are adequate.

25% of the respondents disagreed to the statement Across Business units doesn't
yield right results. There are some problems with acting staff not obtaining
correct results of the appraisal. 360 feedback systems ought to be there. There is
a part of subjectiveness. The presence of Appraiser & reviewer is geared toward
eliminating the subjectiveness. Is Performance Appraisal process simple to
underst&? A. Yes B. No No.

Options No. of Respondents Percentage 1 Yes 16 80 2 No 4 20 Total 20 100

Respondents & Responses 80% of the respondents in agreement to the higher
than statement It is easy to know & follow pre-process. It clears to specific as
individual his strength & capability. It offers a chance to point out case his
accomplishment.

It helps to know the desired capability to satisfy necessities. 20% of the

respondents disagreed to the statements A Performance Appraisal tool ought to
be unbroken as easy as potential whereas meeting objectives. A Performance
Appraisal tools ought to be supported assessment of labour amount, quality, &
data of job however not temperament. Process cycle time needs to be reduced.

Do you receive an orientation on how to conduct appraisal process? A. Yes B. No

No. Options No. of Respondents Percentage 1 Yes 15 75 2 No 5 25 Total 20
100 Respondents & Responses 75% of the respondents in agreement to the on
top of statement Detailed orientation is given to any or all levels at the start of
the method. Various coaching programs square measure out there & mentioned
with superiors.
25% of the respondents disagreed to the statement Sometimes method are
going to be unsuccessful attributable to some internal issues once obtaining
oriented on the Performance Appraisal system 6. How much time is spent in
preparing for feedback session? 1 hour B. 2 hour No. Options No. of Respondents
Percentage 1 1 hour 12 60 2 2 hour 8 40 Total 20 100 Respondents &
Responses- 60% of the respondents united to one hour statement More time are
going to be spent if one worker worked beneath totally different managers for
various assignments.

It is critical to underst& the sooner manager’s feedback on the worker to assess

properly. In the Performance Appraisal system no records/data are offered of
confirmation appraisal & project finish appraisal. 40% of the respondents united
to two hours statement Approximately two hours, one hour for aggregation
feedback & group action & one hour for filling Review.

One hour ought to have things documented on however associate in nursing

worker has been appraised. There totally different method & have their strengths
or improvement plans throughout the year. Feedback session concerned revision
of individual’s accomplishments throughout the appraisal amount. 7. In your
opinion how is overall Performance Appraisal system in “SAINT GOBAIN’S
GRINDWELL NORTON LTD.”? Excellent B. Good C. Average D. Poor No. Options
No.

of Respondents Percentage 1 Excellent 2 10 2 Good 8 40 3 Average 10 50 4

Poor - - Total 20 100 The on top of knowledge predicts that this appraisal
system st&ing within the company wherever five hundredth of the workers
capable be wonderful, half-hour respondent to be smart, & two hundredth
responded as average i.e. simply glad. Thus the bulk of respondents have viewed
their opinion that this appraisal system is nice. 8. A) Are you satisfied with the
current Appraisal system? A. Yes B. No No. Options No.

of Respondents Percentage 1 Yes 12 60 2 No 8 40 Total 20 100 Respondents

& Responses: - 60% of the respondents united to the higher than statement It is
easy to grasp & follow pre method. It is obvious to precise as individual his
strength & capability. It provides a chance to point out case his accomplishment.
It helps us to grasp the specified capability to fulfil necessities. 40% of the
respondents disagreed to the statement Suggested by some managers to own
0.5
yearly appraisal system. Promotion, regular payment revisions will be dealt
throughout annual appraisal. Half yearly appraisal can facilitate in motivating,
keeping workers better-known of peer strength & improvement areas.
Confirmation appraisal & project finish appraisal method has to be automatic.

In this method of performance appraisal cross business unit appraisal process

ought to be ironed. 8. B) If not then what are the areas need to be improved? A.
Time B. Process No. Options No. of Respondents Percentage 1 Time 8 40 2
Process 12 60 Total 20 100 The higher than information predicts that thirty
fifth of the respondent ought to modification the length of P.A. system &
remainder of the thirteen respondents i.e. sixty fifth ought to modification the
method of performance appraisal.
9. Do you feel any difficulty in h&ling them? A. Yes B. No No. Options No. of
Respondents Percentage 1 Yes 2 10 2 No 18 90 Total 20 100 The on top of
knowledge indicates that eightieth of the respondents feels no issue whereas
h&ling performance appraisal system whereas the remainder of the two
hundredth of the respondent feels very little issue. 10. What other process can be
included making the appraisal process much better? Critical Incident method B.
Management by objectives (MBO) C.

Web based appraisal system No. Options No. of Respondents Percentage 1

Critical Incident Method 2 10 2 MBO 10 50 3 Web based appraisal system 8 40
Total 20 100 The on top of information indicates that equal proportion of
respondent got to add Management by objectives (MBO)as well as internet
based mostly appraisal system in their organization i.e. four-hundredth & also
the rest two hundredth of different has to embrace important incident
methodology.

Present Appraisal System Satisfaction Level Particulars Respondents Percentage

Good 10 50 Satisfactory 8 40 Poor 2 10 Total 20 100 The on top of
information indicates the current appraisal system st&ing within the company
wherever HR of the staff older sensible, half-hour older satisfactory i.e. simply
glad & also the remaining 100 percent aren't glad & who responded as poor.

Thus, the bulk of the respondents have viewed their opinion that the current
appraisal system is nice. Efficiency of the present appraisal system in employee
development Particulars Respondents Percentage Yes 16 80 No 4 20 Total 20
100 The on top of information shows that eightieth respondent’s square
measure accepted that Performance Appraisal has aimed toward development of
the worker, & solely two hundredth of them disagreed to the current system.

Hence, most of the respondent’s square measure agree that Performance

Appraisal is getting to the career development of the worker. Present Appraisal
system in setting work targets Particulars Respondents Percentage Yes 14 70 No
6 30 Total 20 100 The on top of knowledge reveals that chance of setting
targets for totally different jobs they are doing beneath different department,
seventieth respondents have same affirmative for the work they are doing. Half-
hour respondents have same no for the qualitative & artistic jobs they are doing.

Therefore, majority of respondents have in agreement the likelihood of setting

work targets. The target for the work they are doing even if each job desires
bound degree of power that depends upon the character of job.
Actions taken after Performance Appraisal Particulars Respondents Percentage
Useful discussions 11 55 No discussions 4 20 Only failure are discussed 2 10
Genius Feedback is given 3 15 Total 20 100 The higher than knowledge shows
actions taken once the Performance Appraisal by the appraiser the management
fifty fifth respondents of them according they take up helpful discussions on the
analysis & results, four of them i.e.

two hundredth have denied & says no discussion, 100% aforementioned solely
failures are mentioned, no discussion is formed on action, in agreement they get
genius feedback on analysis. Thus, majority of respondents told they're helpful
discussions with appraiser once performance appraisal.
Availability of feedback in Performance Appraisal system Particulars Respondents
Percentage Yes 17 85 No 3 15 Total 20 100 The on top of information
distributes whether or not this appraisal system is employed in obtaining the
feedback from the staff, eighty fifth respondents told this appraisal system helps
in giving the feedback from the staff that the present appraisal system isn't
serving to in obtaining correct feedback from the staff.

Therefore, majority of the respondents had accepted that this appraisal system
facilitate in obtaining feedback from the staff.
 List of Findings The following key findings are found while performing HR survey
for identifying the impact of Performance Appraisal (PA) system: SAINT GOBAIN’S
GRINDWELL NORTON Ltd follows two types of Appraisal process - Graphic
Rating Scales & Behaviorally Anchored Rating Scaling (BARS) which is user-
friendly & easily accessible within the organization. Feedback is given to the
employees about their performance.

Promotions schemes exist in the organization according to the employees’

performance. It captures an individual’s strengths, improvement areas & also
captures training courses recommended. Performance Appraisal process will start
on time & process will be conducted as per the appraisal period.

There is a fixed schedule to meet listed in detail at beginning of the process. The
process assessment is fair & justified with business units. It is objective process,
measuring an individual is fair but the metrics are inadequate. Across business
units does not yield right results. There are some issues with performing
employees not getting proper result of the appraisal. Process is clear to express
as an individual his strengths & capacity.

It gives an opportunity to show case his achievement. It helps to underst& the

required capacity to meet requirements. A Performance Appraisal system tools
should be based on assessment of work performance not personality. A
Performance Appraisal system tools should be kept as simple as possible while
meeting objectives.

Detailed orientation will be given at all level at beginning of the performance

appraisal process. Various training programs are available & discussed with
superiors. Sometimes process will be failed due to some internal problem after
getting orientated on the performance appraisal system. Feedback session
involved revisions of individual’s accomplishments during the appraisal period.
His/her strengths, improvement areas & training & development.

More time will be spent if one employee worked under different managers for
assignments. It is necessary to now the earlier manager’s feedback on the
employee to assess properly. In Performance Appraisal includes Quantitative &
qualitative measures. It will clarify organizational goals & expectations. It provides
a mechanism for improving communication between workers & superiors.

It will decide upon future work requirements & objectives. By this employee can
discuss ideas, comments & suggestions. Develop an action plan for indentifying
strategies which will make it possible for the employees to achieve the objective
discussed. Performance Appraisal should be developed & implemented in
consultation with employees & superiors.

Performance Appraisal should operate equitable throughout the organization.

Promotions, salary revisions can be dealt during annual appraisal. Group work &
team work exist in an organization. Majority of the executives give reasons for
not completing their targets. Review & reset of the task is not made uniformly.
 RECOMMENDATIONS & SUGGESTIONS Recommendations Though workers feels
that the corporate is honest in its appraisal method however still has heap to in
terms of creating the appraisal method effective so it ends up in increased
employee satisfaction & helps in retentive key workers of the corporate. The
project leaders area unit discontented with the manner responsibilities area unit
distributed the corporate must works during this space & produce additional
clarity within the definitions of roles & responsibilities.

The Management ought to style coaching & development programs, career plans
for his or her employees’ on the premise of skills, data desires. Appreciate
employees’ on the premise of employees’ work performance by Promotion or
increment within the salaries. The performance culture of the corporate is another
space wherever must be done to boost the coaching program so involvement of
the staff is increased that finally would build the morale & productivity would be
increased. Employees have doubts regarding the rewards & feel that the system
isn't too clear.

This within the long-term unattended would cut back the morale & should result
in attrition. Suggestions of the Study Any analysis study are going to be restricted
in scope by bound inherent limitations that square measure participated by the
selection of the analysis style.

This study has the subsequent limitations: Even although the survey was
conducted for the worker performance review the study doesn't match with the
whole population within the company. Because of your time constraints, the
sample size is restricted to twenty, which cannot mirror the opinion of the whole
population within the company.

Since study was restricted to samples. Sample might behave or offer completely
opinions at different times attributable to their psychological temperament this
can have an effect on the study. Data may well be collected from solely twenty
respondents as they were busy & will not respond thus well to the
questionnaires.

Most of the organization hesitates to present confidential 60 minutes data that is

required for the study like expectation in pay, periodical progressive proportion.
 CONCLUSION Most of the time Performance Appraisal (PA) for determining
compensation increases, training need identification & for promotions. The
Performance Appraisal has delinked itself from being an instrument of evaluating
performance in the organization.

Application of performance & bringing about better performance management

practices that enables organization to improve their presentation & bring in a
performance focused culture is the need of the hour rather performance
appraisal only. No Doubt without the commitment of the top management it
would just be very difficult to bring this sort of change.

This in fact calls for a cultural change where in emphasis is not only given to the
Outcome or the end result but also on the process & effort made to achieve the
result. While discussing of the process & effort we need to focus on the
leadership style, his approach of consulting others, his ability to learn, his
approach as a team member, his effort in planning his days & week, & his overall
orientation for subordinates development.

All this really calls for a different ball games wherein the concerned supervisors
are able to emphasize with his sub-ordinates & is really above to underst& his
emotional world. In this era where every individual is competing with each other
& where very tight schedules are drawn without much scope for slippages, there
is every probability that conflicts are going to become a common affair.

As such is has become all the more important that a supervisor makes all-out
effort to underst& emotional world of the subordinate in terms of his hindering
& facilitating factors in terms of achieving his goals, what help the person growth
& his own ambition in the next 3-4 years, what is happening on his family front.
All this shall only happen if the sub-ordinate is able to see value & a genuine
concern in all this.

For this what can be done is that once in a month an effort can be made by the
supervisor to sit his subordinate to sit with his subordinate & have a face to face
interaction in a non-threatening atmosphere. What I have personally observed
that it charges the motivation level of an individual considerably & in fact the
employee makes all-out effort to achieve the Organizational goals.

QUESTIONNAIRE
Part A: Name of the Respondent : ______________________ Age :
______________________ Gender : ______________________ Qualification :
______________________ Designation : _______________________ Part B: 1. Is the
Performance Appraisal process user friendly? a. Yes b. No 2. Is Performance
Appraisal conducted on time? a. Yes b. No 3. Does Performance Appraisal
process assess fairly? a. Yes b. No 4. Is Performance Appraisal process is
simple to underst&? a. Yes b. No 5. Do you receive an orientation on how to
conduct appraisal process? a. Yes b. No 6. How much time is spent in
preparing for feedback session? a. 1 hour b. 2 hour 7. In your opinion how is
overall performance appraisal system in “SAINT GOBAIN’S GRINDWELL NORTON
Ltd”? a. Excellent b. Good c. Average d. Poor 8. a) Are you satisfied with the
current appraisal system? a. Yes b. No b) If not then what are the areas need to
be improved? a. Time b. Process 9. Do you feel any difficulty in h&ling them? a.
Yes b. No 10. What other process can be included making the appraisal process
much better? Critical Incident Method b. MBO c. Web based Method.
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