Bharati Vidyapeeth (Deemed to be University)

Institute of Management & Research,

New Delhi -110063

“A Study To Understand The Impact Of Performance Management System On

Employee Performance”
A Summer Internship Project Report

Submitted in partial fulfillment of the

requirements for the Award of Degree of

Master of Business Administration

2023-2025

Submitted by Guided by
Name of student: Kunal Pal Name: Dr. Pallavi
Class & Sec: MBA 3B Desig: Assit.Professor
ERP ID: 0231MBA140
PRN no- 2320100115
Ph no – 9485557409
Date:- 25th May2024
Name:-Kunal Pal
Location Noida

Subject: Letter Of Offer For Internship

Dear Kunal,
In refrence to your application we would like to congratulate you on being selected for an internship
with Beyond Immigration Pvt.Ltd based at Noida. Your training is scheduled for 2 month from 1st
of June 2024 to 30th of July 2024 under the guidance of Mr. Adarsh Singh in HR department.
There is no Internship stipend.
1. This contact will automatically terminate after 30th of July 2024.
2. You will not divulge to any entity, by word of mouth or otherwise, any particulars or details
of our company’s processes, technical know-how, security arrangement, legal procedures
dealings, administrative and / or organizational matters whether BI Internship Policy or
otherwise which you may acquire during the course of your assignment with us.
3. If at any time during the aforesaid period if you commit a breach of the terms stated here,
we may terminate this contract forthwith without any liability or obligation attached.
4. You affirm that entering into this Contract will not conflict with any obligations you may
have under any other contract.
5. Confidentiality
I. You agree that during and in the course your Internship you may have access to or acquire
information which:
(a) is a trade secret of the Company or any of its Affiliates or is otherwise the confidential
property of the Company or any of its Affiliates; or
(b) relates to any client, business partner or other contact of the Company or any of its
Affiliates; or
(c) relates to any business relationship, arrangement, contract or transaction between the
Company or any of its Affiliates and any person; or
(d) related to business plans, projections, strategies, processes etc. relating to Banking
Project, Company or any of its Affiliates,
(e) was acquired by you under a duty of confidentiality

Whether represented in written, tangible, electronic or any other form (together,

“Confidential Information”). “Affiliates” for the purpose of this Contract shall mean
to include Company’s holding company and subsidiaries of holding company, the
subsidiaries of the Company, any other entity (ies) in which the Company and/or the
holding company, directly or indirectly, whether jointly or severally, possess more
than one third of the voting rights, or possess the power appoint majority of the
directors.
II. You understand and agree that you have a continuing obligation not to:

(a) publish or disclose to any person or use for your own or another’s purpose any Confidential
Information;
(b) copy or reproduce in any form or on any media or device or allow others access to any
Confidential Information; and/or
(c) Remove or e-mail any documents or tangible items which belong to the Company
which contain any Confidential Information from the Company’s premises at any time.
III. You agree to keep strictly confidential in whole or in part, the terms of this Contract and further agree
not to disclose the terms of this Contract to any person or entity save for your attorneys, accountants, and
immediate family, and except as required by law or legal process.
IV. The restrictions stated in this clause shall continue to apply even after completion of the Internship hereunder
without limit in time but shall cease to apply to any information or knowledge which may come into the public
domain other than by any breach of these provisions.

We extend a hearty welcome to you and hope that the experience will be enriching and mutually
beneficial.

Kindly acknowledge the photocopy of this letter as an acceptance of this offer.

Sincerely,

Adarsh Singh HR
Manager
Beyond Immigration Pvt.Ltd
 Certificate of Originality

This is to certify that the project report entitled “A Study To Understand

The Impact Of Performance Management System On Employee
Performance” submitted to Bharati Vidyapeeth Deemed University,
Pune, in partial fulfillment of the requirement for the award of the degree
of MBA, is an original work carried out by me under the guidance of Dr.
Pallavi. The matter embodied in this project is a genuine work done by me
and it has been submitted neither to this University nor to any other
University for the fulfillment of the requirement of the course of study.

Name & Signature of the Student: Kunal Pal

Class & Sec: MBA 3B

PRN no- 2320100115

ERP ID- 0231MBA140

 Bharati Vidyapeeth
(Deemed to be University)
Institute of Management & Research, New Delhi
A Grade Status Awarded by MHRD, Govt of India,
Reaccredited with Grade A+ by NAAC,
An ISO 9001:2015 14001:2015 Certified Institute
A-4, Paschim Vihar, New Delhi –110063 (Ph.:011-25284396 Fax:011-25286442)

Ref: Date:

Certificate from Guide

This is to certify that the Summer Training Project Report titled “A Study To Understand The
Impact Of Performance Management System On Employee Performance” submitted to Bharati
Vidyapeeth (Deemed to be University) Institute of Management and Research, New Delhi in
partial fulfillment of the requirement for the award of the degree of MBA is an original work
carried out by Kunal Pal under my guidance. To the best of my knowledge and belief, the matter
embodied in this project is completed by the student and has been submitted neither to this
University nor to any other University for the fulfillment of the requirement of the course of
study.

Dr. Pallavi
Assistant Professor
 Bharati Vidyapeeth (Deemed to be University)
Institute of Management & Research, New Delhi A
Grade Status Awarded by MHRD, Govt of India,
Reaccredited with Grade A+ by NAAC,
An ISO 9001:2015 14001:2015 Certified Institute
A-4, Paschim Vihar, New Delhi –110063 (Ph.:011-25284396 Fax:011-25286442)

Ref: Date:

Certificate from Director

This is to certify that the Project titled “A Study To Understand The Impact Of Performance
Management System On Employee Performance” is an academic work done by “Kunal Pal”
submitted in partial fulfillment of the requirement, for the award of the Degree of MBA, from
Bharati Vidyapeeth (Deemed to be University), Pune. It has been completed under the guidance
of Dr. Pallavi, Assistant Professor and Mr. Adarsh Singh, HR Manager in Beyond Immigration.
We are thankful to Beyond Immigration Services for having allowed our student to undergo
project work training. The authenticity of the project work will be examined by the viva-voce
examiner, which includes data verification, checking duplicity of information etc., and it may be
rejected due to nonfulfillment of quality standards set by the Institute.

Dr. Yamini Agarwal

Director
Bharati Vidyapeeth
Institute of Management & Research, New Delhi
 ACKNOWLEDGEMENT

The present project work is an effort to throw some light on Beyond Immigration Pvt.Ltd. The
work would not have been possible to come to the present shape without the able guidance,
supervision and help to me by number of people.

With deep sense of gratitude, I acknowledge the encouragement and guidance received by my
project guide Dr. Pallavi, Assistant Professor and my industry mentor Mr Adarsh Singh HR
Manager in Beyond Immigration Pvt.Ltd.

I convey my heartfelt affection to all those people who helped and supported me during the
internship for completion of my Project Report.

Kunal Pal
 PROGRESS MONITORING

S.NO Particulars
1 Name of student Kunal Pal

2 Class & sec MBA 3B

3 Erp id 0231MBA140

4 PRN 2320100115

5 University seat no 2423681627

6 MOBILE NO 9485557409

7 Title of project A Study To Understand The Impact Of Performance

Management System On Employee Performance
8 Name of company Beyond Immigration Pvt. Ltd

9 Plagiarism% (if
applicable)
10 Five dates of meeting
with faculty guide Date & Time Name & sign of faculty guide

(NAME & SIGN OF STUDENT) ..........Kunal Pal......

 TABLE OF CONTENT
S.no Particulars Page no.
1. Introduction to topic 10-14
2. Literature Review 15-18
3. Objectives of the Report 19-20
4. Research Methodology 21-25
5. Data Analysis 26-36
6. Conclusion and further scope 37-45
of research
7. 46-50
Biblography
 Chapter-1

Introduction To Topic
INTRODUCTION:

The performance of employees is one of the most important factors that lead to
the success of any business. Therefore, many managers seek to find innovative
ways within the company's performance management system (PMS) to motivate
employees and evaluate their performance efficiently and effectively. The primary
goal of employee motivation is to improve their productivity and increase their
connection to the organization in which they work.

Performance management is a system designed to identify the commitment of

employees towards organizational goals through continuous evaluation and
feedback resulted in improvement of employee performance. It is the tool for
annual evaluation process and this strengthen the employee to achieve
organization goals as well as for individual growth also. Many modern firms give
their PMS more importance as a way to produce

higher levels of work performance.

PMS are essential to enhance organizational effectiveness and performance.

However, 70% of the implemented performance management systems have failed,
therefore, companies need to understand these systems' properties in order to
produce positive organizational results. The assessment and monitoring of
individual and organizational performance with the ultimate purpose of enhancing
effectiveness of the organization is known as performance management, which is
a subset of talent management.
What is Performance Management Process?

The performance management process includes planning, monitoring, developing,

rating and rewarding employees. This is done both on a continuous basis and as
part of a cyclical process. This is called a performance management cycle.

All four components of the performance management process are interconnected.

And, in a best-case scenario, they can even boost one another. They include:

Key Components Why It Matters

The wats employees are motivated by

Culture their surroundings to improve.

Transparency as a method boosting

Open Communications the performance.

Leading example and motivating

Skilled Leadership through appreciation.

Coordinating both so employees

Employee Skills & Interests improve and like what they see
themselves.

What is Performance Management Cycle?

A performance management cycle is a process for planning, checking and

measuring employee performance. It works in a way that meets the overall goal of
performance management: aligning the success of employees with the success of
an organization.
 During a performance cycle, a manager works with each employee to set

appropriate goals, explore how the employee can achieve those goals,

provide the resources and support to make them a reality and review and

review and reward performance accordingly.

The Four Phases Of Performance Management Cycle

Although there are plenty of variations to the process, most companies use a

performance management cycle consisting of four distinct phases.

PHASE KEY COMPONENT

Planning Organizational and employee goal

setting.
 Monitoring Hosting check-ins and keeping on top
of KPIs.

Reviewing Measuring progress on a yearly or

biannual time frame.

Rewarding Salary increases and other rewards to

retain top talent

Performance Management Goals

Performance management aims to develop the skills and competencies

employees need to improve performance and success in their job. In turn,

these skills help the organization meet its goals. Performance management goals
include setting performance expectations so that employees have clarity on what
is expected of them and what they can gain by meeting these expectations,
including compensation, rewards, or even a promotion.

Continuous real-time feedback helps employees understand where they are, learn,
self-correct, and grow. They can constantly improve their performance at work,
providing them with a greater sense of accomplishment. This equips the
organization with a skilled, engaged, and qualified workforce.

Performance management improves individual and team performance which helps

businesses achieve their goals and objectives. For example, if a business objective
is to grow revenue, effectively managing the performance of your sales employees
can help you achieve this. It also allows employees to see how their individual
goals align with the company goals and understand how they contribute to
achieving those, encouraging engagement.

Performance goals are usually set by the employer, manager, supervisor, or HR

department on basis of the company objectives and performance standards. The
goals are often set after considering the consent and the position/job role of the
employees to keep them encouraged and motivated.
 Chapter – 2

Literature Review
LITERATURE REVIEW

According to Rudman (2003), PMS is a gradual integration of HRM activities and

organizational business objectives, in which HR activities and management are
working together to impact collective and individual behavior and to support the
strategy of the organization. Rudman (2003) also argued that it was important that
PMS fit in with the organizational culture since PMS is integrated and completed
cycle for managing performance. Thus, the stress on PMS is that it unceasingly
improves organizational performance, which is achieved by enhanced employee
performance (Macky & Johnson, 2000).

Similarly, Lawler (2003) suggests that the objectives of PMS are to motivate
performance, enhance development of individual’s skills, build culture
performance, determine individual promotion, eliminate individual poor
performance, and assist in implementing business strategies. Furthermore, Zhang
(2012) highlighted the major aims of PMS as to ensure that the work performed
by employees accomplished the work of the company; employees have a clear
understanding of quality and quantity expected from them; employees receive
ongoing information about how effectively they are performing relative to
expectations; awards and salary increases based on employee performance are
distributed accordingly; opportunities for employee development are identified;
and employee performance that does not meet expectations is addressed.

The link between performance management and employee performance in firms

has been examined in several studies utilizing a variety of research techniques.
Here, we analyze the most crucial research that addressed the issue and the most
crucial conclusions they came to Kaur and Singla (2019). The concept of
employee engagement is relatively new in the literature, yet it has become hugely
popular in business. Staff engagement and organizational performance are
strongly correlated, according to proponents of the concept, both in the workplace
and among employees. Strong organizational performance can only be attained
when all employees are actively participating.

According to the study, employee engagement is most positively impacted by

empowerment-contributing recognition and participative decision-making.
Because of this, firms will be more able to build PMS that increase employee
engagement. The goal of the Adam Study (2020) was to ascertain how UN-
Somalia Habitat's program's staff members performed in relation to PMS.
Additionally, the research attempts to investigate the impact of performance
standards, performance measurements, quality improvement processes, and
progress reporting on UN-Somalia Habitat's Program. The study demonstrated
that there is no association between employee performance and performance
criteria, performance assessment, or quality improvement techniques.

The system of performance management was assessed on 13 different parameters.

Using multiple regression analysis, it was discovered that 5 factors had an impact
on performance management and that 9 components were responsible for
enhancing performance.

The findings revealed that the performance management system greatly raises
worker productivity. Gerrish (2016) used 2,188 impacts from 49 researches in an
effort provide a thorough analysis of the impact of performance management on
performance in public institutions in three methods. The effects of a "medium"
performance management system are first looked at.

The second part looks at management's impact and determines if good

performance management procedures lessen the overall effect. Thirdly, it looks at
how "time" affects performance management. An average minor influence of
performance management was discovered through investigation. When best
practice indicators are incorporated into high-quality research, the impact is
significantly stronger. The effectiveness of PMS is significantly influenced by
management practices.

Thirdly, it looks at how "time" affects performance management. An average

minor influence of performance management was discovered through
investigation. When best practice indicators are incorporated into high-quality
research, the impact is significantly stronger.

The effectiveness of PMS is significantly influenced by management practices.

Mixed evidence exists on the impact of time. The primary performance
management system components—the PMS, the performance reward system, and
the performance contract system—were the focus of Subbaiah and Mathew's
(2019) investigation into the relationship between PMS and employee
performance.

The study used a descriptive methodology to gather information from 100

workers in Bangalore's IT industries. According to the study's findings, PMSs and
employee performance are positively correlated. The PMSs and employee
performance at the United Nations Regional Centre for Services were the subjects
of a research by Busingye (2018). The goals were to (I) investigate the correlation
between staff performance in the United Nations Regional Centre for Services and
performance planning; (ii) determine the correlation between staff performance
and performance monitoring; and (iii) looking into the connection between
employee's performance and performance evaluation.
CHAPTER-3
OBJECTIVES
Objective of the study:

1. The main objective of this study was to investigate the relationship between
Performance Management System and Employees performance in the
organization.

2. Align individual goals with corporate objectives.

3. Setting performance standards

4. Optimize individual employee performance

 CHAPTER-4
RESEARCH METHODOLOGY
METHODOLOGY OF THE STUDY:

Research methodology:

The information is gathered and will be taken from essential as well as

optional information. Where the data and examination has been
finished by taking assistance of different sites, research papers, google
researcher. It plainly expresses that it was a Graphic Report, which
included reality tracking down enquiries of various types.

Knowledge gathering

As knowledge is required for any study effort, it is accumulated (for both the
principal and the secondary) as follows:

Essential information:

I have collected this knowledge through a questionnaire.

Secondary data:

This information are collected from accessible remarkable sources, combined

from distribution investigations of electronic books, Web destinations where they
are utilized as an optional data source determined to do this mission and social
event the vital information.
 Title of teaching: -

"To understand the impact of Performance Management System on Employee

performance"

Length of the gain knowledge of:-

Varieties of study: -

 Descriptive study

 Main assortment of knowledge

 Through the questionnaire they are filled in through the respondents.

 Assortment of secondary knowledge.

 Assortment of data through the web, magazines.

 Pattern size and approach of the picking pattern

 Sample dimension: - 45 respondents

 Method of determination of the pattern: - Sampling of convenience.

 Scope of the study

 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, giving their

role and function.

 To provide an opportunity to each employee for self-reflection and

individual goal setting, so that individually planned and monitored
development takes place.

 To be instrumental in creating a positive and healthy climate in the

organization that drives employees to give their best while enjoying doing
so.

 To help prepare employees for higher responsibilities in the future by

continuous reinforcing the development of the behavior and qualities for
higher level positions in the organization.
 Limitations

 The study has focused on a specific aspect of performance management

system or a particular group of employees which limits the generalizability
of the findings.

 Many procedures and specifications during approach to take individual

mortgage.

 Routinely, the respondents were so busy that they did not respond.
there have also been biased responses.
 CHAPTER-5
DATA ANALYSIS
&
INTERPRETATION
ANALYSIS AND INTERPRETATION

Number Of Respondent

Interpretation: -
As per the chart, the biggest number of respondents of working dependable
individual instead of independently employed. They have 29.4% and
independently employed have just 8.9% and we additionally discovered a few
understudies are 20.2%.

INCOME
Interpretation: -
In our examination, we found that individuals with pay 20000-29000 are more
with 35.8 % and following individuals with pay over 30000 are 32.1% i.e. second
most elevated and just 10.4% individuals with pay has a place with 15000-19000.

Bank preference for personal loan

Interpretation: -
The biggest number of purchasers picks the SBI monetary organization to take the
singular home loan assessment to the monetary establishment HDFC for its low
loan cost, great photography, and public area monetary foundation. 13.1% of
clients pick other monetary establishments, for example, ICICI, PNB and the
expansion bank.
Sources of communication (from where clients get the
Information about the bank).

Interpretation: -
As indicated by reactions, patrons of companion and family individuals have a
higher percent as opposed to commercial and different people groups. they are the
primary wellsprings of discussion about the monetary organization and business.

Factors considered by customers when taking the loan.

Interpretation: -
At the point when purchasers who intend to get private home loans from any bank
consider basically the premium expense of each monetary organization and,
consequently, offer a second Option in contrast to the plan like plans and terms.

Length of loan preferred by customers.

Interpretation: -
The greatest purchasers select the length for 2-3 years for an individual credit
when they look at that as an extremely drawn out month-to-month charge can
likewise be modest for the clients.
Consideration of the bank's insurance policies
regarding personal loans by customers.

Interpretation: -
As per my insight into when the clients who intend to take a confidential credit
remember about the bank's insurance contracts connected with the singular
clients, they need to be educated pretty much every one of the methods and the
end connected with the credit technique.

HDFC bank scheme and services among other financial

institutions.
 Interpretation: -

According to what I was taught, 70.5 % of consumers agree that the HDFC bank is
normal, consumer also give the 21.3% for excellent work.

Bank rating of HDFC

Interpretation: -
38.1% of purchasers concur that the HDFC bank is magnificent and 52.2% is
great and typical. For great picture, public area banking, low interest rate. The
compressions for the HDFC bank in addition to purchasers concur that the SBI
bank is great.
 The formalities of bank at the same time taking
the individual mortgage

Interpretation: - The greatest number of clients demonstrates that the

financial systems ought to be diminished. They concur that financial
strategies are exceptionally impacted, so it should be simple. A portion of
the remarks are as per the following.
1. Diminish the conventions of the credit.
2. The financial strategies are exceptionally high.

Process charges of the bank

Interpretation: -
The majority of individuals are favor in NO that the cycle charges of the bank isn't
so high, and the greater part of individuals say OK, they feel process charges of
bank is high.
Paper formalities regarding personal loan

Interpretation: -
Individuals said that the paper conventions is legitimate with 62.8% and every one
of the banks need the full data at the hour of giving the credit to the client and
certain individuals felt that the bank has an excess of customs in regards to advance
with the 37.2% .

Repayment Facilities

Interpretation: -
HDFC bank and other bank have comparable proportion as 41.6%, bank gives
reimbursement offices to the clients and SBI bank have a less rate as 32.7% .
Reputation of banks in the market

Interpretation: -
As per our examination, SBI bank and HDFC bank both have the most
noteworthy standing in the market with the equivalent 43.4% , the both the
bank have a decent picture in the psyche of purchaser, individuals accept
on both HDFC bank and SBI Bank and aside from these two banks
individuals likewise give 13.3% to different banks.

Interest rate provided by the bank on deposit

 Interpretation: -
HDFC bank and different banks are given the loan fee to the client at the
hour of store, the two of them get same proportion as 36% and SBI bank
has a 28% in giving the financing cost to the client at the tie of store.
 CHAPTER - 6

CONCLUSION AND SUGGESTIONS

FINDINGS

1. Forty-five percent of clients pick the SBI bank while taking an

individual home loan and the best 30% Select HDFC monetary
foundation.

2. The darling people are making more impact on the choices with
respect to the singular home loan.

3. The loan fee is the principal component to be considered by the

clients while taking the home loan.

4. Most shoppers incline toward reimbursement of the credit for a

more extended length.

5. Most purchasers consider the bank's insurance contracts

connecting with the confidential home loan.

6. 50% of the customer's deal is the most noteworthy rating for the
SBI bank.

7. In the HDFC monetary organization, the best purchasers of 30%

give the most elevated rating to the HDFC bank

8. Only government laborers pick the monetary foundation of the

SBI.
9. Similarly, independently employed specialists and business
visionaries are chosen by the HDFC bank.

10. Individuals in the low-pay class face a quandary to take an

individual credit.

CONCLUSION

In my report, I have endeavored to show the specific simple part between

the singular home advance of the HDFC and SBI banks. All of the banks is
superb in regards to buyer faithfulness states, and has the favored point of
view that it is the key cash related establishment oversaw by the governing
body in India. HDFC is new to this part (stood out from SBI). OSBI is
leaned toward considering how it is an organization bank. The way toward
funding the development is worthwhile in the monetary foundation HDFC.
Family members and growing the regularity of living game plan expect an
essential work in influencing the choice of taking a housing advance.

1. SBI bank is the principal bank in the country, it gives a sort of

item and offers to stand-out parts of clients.

2. The monetary establishment means to serve customers, from

youngsters to seniors, consequently, remarkable things planned to
meet the relegated requirements of the previously mentioned.
3. Goals to go to all the courses of the overall population from the
sort of salaried center to the grouping of pointless compensation
industry.

For example, the objectives of the standard Investment account and More
to serve the middle-class buyers, with the objective that the base strength
expected for upkeep is RS.5,000/ - or RS. 10000. In spite of the way that
the Greatest Bank account is unequivocal for over-pay buyers, the base
consistent quality need is RS.25,000.

4. The cash related foundation SBI presents a singular home credit at

a low funding cost that is astonishing for buyers.

5. The bank values bringing the ability to the table for isolated things
inside the venture account promote. The monetary establishment
offers free incorporation, unequivocal co-stamped charge cards that
make your thing exact.

RECOMMENDATION:

1. Many of the client don't know from every one of the offices and
exercises with respect to the individual credit and they thoroughly
rely upon the banks to realizing the data in regard to their advances.

2. SBI and HDFC bank both are the reputated banks on the lookout
yet banks needs to further develop its image picture in light of the
fact that main picture itself change the discernment in the brain of client
for better correlations with others.

3. They ought to further develop their reimbursement offices to the

client as per the respondents SBI bank has lower than HDFC and
different banks in reimbursement offices.

4. The banks ought to decrease the desk work of advance as they

take all the cycle internet with respect to credit which additionally
serves to saving the time and the client effectively get all the data on
the web.

SUGGESTIONS
 Documentation and procedures must be minor.

 The processing time and the load must be less

 Easy and quick accessibility of the information must be there.

 More branches must be open.

 Reduction in interest rates for loans and receivables.

 At the time of granting the loan, the bank must have fewer terms
and conditions.
 Banks should try to offer a better service to loans related to
customers.

 The bank should also adopt the latest trends for the advertising of
its products.

 Bank officials must improve their work behavior and must

maintain a solid relationship with their clients.
APPENDIX

NAME: -
Designation -

(1) Since how many years you have been working with your organization.
(a) 0-3 years
(b) 3-6 years
(c) 6-9 years
(d) More than 9 years

(2) Do you think Performance Management System is clearly defined in the

organization?
(a) Strongly agree
(b) Agree
(c) Neutral
(d) Disagree
(e) Strongly disagree

(3) Do you think Performance Management System is clearly defined in the

organization?
Strongly agree
(f) Agree
(g) Neutral
(h) Disagree
(i) Strongly disagree
(j) Friend

(k) Household part

(l) Others

(2) What's going to you recollect even as taking advance?

(a) Interest cost
(b) Scheme
(c) Duration
(d) Others

(3) For what time interim you will have taken home loan?
(A) 1-2 years
(b) 2-3 years
(c) 3-4 years
(d) Greater than 4 years

(7). Do you completely remember the protection approaches of the money

related foundation identified with individual credit? When taking home
loan.
(a) Yes
(b) No

(8) Feel the HDFC budgetary establishment among following on the

establishment of monetary foundation plan and administrations?
(a) Excellent
(b) Fair
(c) Normal
(d) Beneath regular
(9). Cost of the SBI bank among following on the basis of bank plan and
contributions?
(a) Good (b) Excellent
(c) Normal (d) Below ordinary

(10) Do you feel that the procedure charges of the bank were high?
(A) Yes (B) No

(11). What's your opinion about the paper customs with respect to
advances?
(A) Justified (B) Too Much

(12). Which bank gives reimbursement offices?

(A) SBI
(B) HDFC
(C) Others

(13). From your perspective which bank has a notoriety in the

market?
(A) SBI
(B) HDFC
(C) Others

(14). What are the loan costs given by your bank on store?
(A) SBI (3.50% to 7.25%)
(B) HDFC (3.50% to 7.50%)
(C) Others (4% to 7.25%)
 CHAPTER – 7
BIBLIOGRAPHY
BIBLIOGRAPHY

JOURNALS
• Industry world
• Trade today

NEWSPAPER
• Economic instances
• Instances of India
• The Hindu

Websites
• www.Hdfcbank.Com
• www.Sbibank.Com

Skills through T.V:-

The observed ads of each of the banks helped us to know the banks and increased our
interest in the subject. This announcement had been the main source of knowledge
about banks. They helped resolve the issue.

TV
• CNBC Business
• ZEE Business
• TIMES NOW
 Bharati Vidyapeeth (Deemed to
be University)
Institute of Management & Research, New Delhi
A Grade Status Awarded by MHRD, Govt of India,
Reaccredited with Grade A+ by NAAC,
An ISO 9001:2015 14001:2015 Certified Institute
A-4, Paschim Vihar, New Delhi –110063 (Ph.:011-25284396 Fax:011-25286442)

Joining Report for Summer Internship

Name of the Institute Bharati Vidyapeeth

Name of the Student Kunal Pal
Class/Sec/Roll No MBA 3B/ 0231MBA140
Name of the Company Beyond Immigration Pvt.Ltd
Name of the Faculty Guide Dr. Pallavi
Name of the Industry Mentor Mr Adarsh Singh
Address Noida Sector 62 201301
Mobile No. 9485557409
Date of Joining 1st June 2024
Title of Project A Study To Understand The Impact Of Performance Management System
On Employee Performance

(Signature of the Student) (Signature of industry mentor & stamp of the company)

Note: If the seal of the organisation is not available attach the visiting card of your Industry
Mentor otherwise this report will be treated as void.
 Bharati Vidyapeeth
(Deemed to be University)
Institute of Management & Research, New Delhi
A Grade Status Awarded by MHRD, Govt of India,
Reaccredited with Grade A+ by NAAC,
An ISO 9001:2015 14001:2015 Certified Institute
A-4, Paschim Vihar, New Delhi –110063 (Ph.:011-25284396 Fax:011-25286442)

Industry Mentor’s Feedback

Name of the organisation: Beyond Immigration Pvt.Ltd

Name of the Industry Mentor: Mr. Adarsh Singh
Name of the Student and Course: Kunal Pal MBA

1. Please give rating to the summer trainee, ranging from 1 to 5 on the following Parameters.
(1 - Excellent, 2 - V. Good, 3 - Good, 4 - Average, 5 - Below Average)
Hardwork Good
Initiative Good
Presentation Skills Excellent
Communication skills Good
Time Management Average
Analytical Abilities Good
Attendance during the training Good
Business Awareness V. Good
Ability to Extract Information Good

2. How the student can compete for final placement in your esteemed organisation?
3. Any other suggestions for the course/ students.
 Date: 01st June 2024

INTERNSHIP CERTIFICATE

To Whomsoever It May Concern

We are pleased to confirm that Mr. Kunal Pal has successfully undertaken his role as a Human
Resource Intern and completed his internship for 60 days from 01st June 2024 to 31st July 2024.

During his time at Beyond Immigration, he showcased some key traits that emphasized
managerial and technical skills related to his domain of Human Resource related to various sectors,
research, and analysis regarding the topic related to the product/service which overall impacted a
positive manner which led to the growth of the organization.

We wish him the best of luck for his future professional journey ahead and we believe his
dedication, knowledge, and zest to work will surely help the future workplace.

Thanking you!

Yours Sincerely
Beyond Immigration Pvt. Ltd.

Mr. Adarsh Singh

HR Manager