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SYNOPSIS ONPERFORMANCE APPRAISAL OF RELIANCE INDUSTRIES LIMITED
Submitted to
From:-
PRIYANKA SAHA
(PGDM-AIMA)
2011-13
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PROJECT REPORT SYNOPSIS
NAME : PRIYANKA SAHA
REGISTRATION NUMBER : B11120286
NAME OF THE PROGRAMME : PGDM (AIMA)
ADDRESS M S RAMAIAH MANAGEMENT
: INSTITUTENEW B.E.L ROAD, MSR NAGAR,MSRIT POST, BANGALORE-
54,KARNATAKA.
PROJECT TITLE PERFORMANCE APPRAISAL OF
RELIANCE INDUSTRIES LIMITED
PROJECT GUIDE : PROF. JAMUNA A S
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CV OF PROJECT GUIDE
NAME OF PROJECT GUIDE: PROF. JAMUNA A S
DESIGNATION: ASST. PROFESSOR
M.S RAMAIAH MANAGEMENT INSTITUTE.
ADDRESS OF PROJECT GUIDE: M.S RAMAIAH MANAGEMENT
INSTITUTE NEW B.E.L. ROAD,
MSR NAGER, MSRIT POST,
BANGALORE-54, KARNATAKA
QUALIFICATION: M.COM (Finance), MBA (Marketing)
EXPERIENCE: years of teaching experience
years of industry experience
Signature: ____________
Date: __ /__ /__
Place: Bangalore.
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SYNOPSIS CONTENTS
1. WORKING TITLE
2. PURPOSE OF THE RESEARCH
3. AIM OF PROJECT
4. OBJECTIVES
5. KEY QUESTIONS
6. RESEARCH METHODOLOGY
7. PROPOSED CONTENT
8. WORK PLAN
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COVER LETTER FOR SUBMISSION OF SYNOPSIS
To
The Manager- Evaluation,
All India management Association- CME,
Management House, 14- Institutional Area,Lodhi Road, New Delhi- 110003.
Subject: SUBMISSION OF SYNOPSIS FOR EVALUATION (PGDM IV Semester).
I am enclosing herewith a Synopsis entitledPERFORMANCE APPRAISAL OF RELIANCE
INDUSTRIES LIMITED Submittedto AIMA Manager Evaluation for possible evaluation. With
the submission of this Synopsis I would like to undertake that the above mentioned Synopsis has not
been published elsewhere and is my own work. My Institutes (M.S RAMAIAH MANAGEMENT
INSTITUTE)representative is fully aware of this submission. The project synopsis was conducted
under the supervision ofPROF. JAMUNA A S ofM.S RAMAIAH MANAGEMENT INSTITUTE
Thank you for your time.
Yours sincerely,
PRIYANKA SAHA
______________________
Reg. No. B11120286
E-mail address- [email protected]
Contact no.-07899087009
Correspondence address:-PRIYANKA SAHA
C/O Prof. SAVITHA RANI,PGDM (AIMA), IV Semester ,
M S Ramaiah Management Institute,
M S R Nagar, MSRIT Post,
New BEL Road, Bangalore- 560054
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WORKING TITLE: PERFORMANE APPRAISAL OF RELIANCE INDUSTRIES LIMITED
PURPOSE OF THE RESEARCH
Performance Appraisalis defined as the process of evaluating the performance and qualification of
the employees in terms of the requirements of the job for which he is employed, for the purpose of
administration including placement, selection for promotions, providing financial rewards and other
actions which require differential treatment among the members of a group as distinguished from actions
affecting equally.
Performance Appraisal once the employee has been selected trained and motivated; he is then
appraised for his performance. The Management finds out how effective it has been at hiring and
placing employees. If any error is identified, then further remedial steps are taken to communicate withthe employees.
Performance Appraisal is being practiced in 90% of the organizations worldwide. Self-appraisal andpotential appraisal also from a part of the performance appraisal process.
Typically, Performance Appraisal is aimed at:
To review the performance of the employees over a given period of time. To judge the gap between the actual and the desired performance. To help the management in exercising organizational control. To diagnose the training and development needs of the future. Provide information to assist in the HR decisions like promotions, transfers etc. Provide clarity of the expectations and responsibilities of the functions to be performed by the
employees.
To judge the effectiveness of the other human resource functions of the organization such asrecruitment, selection, training and development.
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According to a recent survey, the percentage of organisations (out of the total organisations surveyedi.e. 30) using performance appraisal for the various purposes are as shown in the diagram below:
The most significant reasons of using Performance appraisal are:
Making payroll and compensation decisions80% Training and development needs71% Identifying the gaps in desired and actual performance and its cause76% Deciding future goals and course of action42 Promotions, demotions and transfers49% Other purposes6% (including job analysis and providing superior support, assistance and
counseling)
80%
71%
76%
42%
35%
6%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Payroll and
compensation
Training and
development
seeds
Identify cause
of gaps is
performance
Deciding future
goals
Promotions,
demotions and
transfers
other purposes
PURPOSES OF PERFORMANCE APPRAISAL
http://appraisals.naukrihub.com/http://appraisals.naukrihub.com/ -
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1. Career Development
This provides an opportunity for discussion of career objectives, and creation of a strategy designed to
maximize career potential.
To provide an opportunity for career counseling To help in succession planning.
To assess training needs To plan for career development To assess and develop individual abilities
To provide an objective basis on which to base decisions about training and promotion
2. Feedback As well, feedback is encouraged in both directions: as such, employees are enco uraged to prepare
ratings of their supervisors.
To provide constructive feedback to the individual regarding how their performance is seen. This provides a structured format for the discussion of performance issues
on a regular basis.
Feedback either reinforces performance strengths, or provides the opportunity to discuss resolution ofperformance deficiencies.
3. Administrative Uses of Performance appraisal Salary Promotion
Retention/termination
Recognition of performance
Layoffs Identification of poor performers
4. Performance History This provides a performance history which is not dependent upon human memory, and which may be
useful in the full range of personnel decisions, including compensation decision-making.
To review past and present performance, identifying strengths and weaknesses.
5. Organizational Goals To clarify, for the individual, organizational expectations
This provides an opportunity to view ones performance in the context of broader organizational goals. To assess future promotion prospects and potential
To set objectives for the next period
6. J ob StandardsThis provides an opportunity for clearer articulation and definition of performance expectations.
7. Documentation use of Performance appraisal Documentation for HR decisions
Helping to meet legal requirements
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AIM OF PROJECT
The aim is to study the Performance Appraisal ofReliance Industries Limited. It also focuses on the
role of Performance Appraisal and its impact on profitability ofReliance Industries Limited. The study
also shows the role of Performance Appraisal in Long-term decision-making ofReliance Industries
Limited. It also shows the position of the organization and how well is it performing to cope-up with thecompetitive rivalry.
OBJECTIVES
Performance Appraisal can be done with following objectives in mind:
To maintain records in order to determine compensation packages, wage structure, salariesraises, etc.
To identify the strengths and weaknesses of employees to place right men on right job. To maintain and assess the potential present in a person for further growth and development. To provide a feedback to employees regarding their performance and related status. It serves as a basis for influencing working habits of the employees. To review and retain the promotional and other training programmes. Finding the difference in standards and actual performance
RESEARCH METHODOLOGY
Research Design
A research design is a type of blueprint prepared on various types of blueprints available for the
collection, measurement and analysis of data. A research design calls for developing the most effective
plan of gathering the needed information. The design of a research study is based on the purpose of the
study. A research design is the specification of methods and procedures for acquiring the information
needed. It is the overall pattern or framework of the project that stipulates what information is to be
collected from which source and by what procedures.
Data Sources
Primary Data
It will be collected by an authorised questionnaire and also through observation interview and discussion
with the management. Questionnaire is the systematic manner of collecting data for conducting research.
It has to be keep in a proper framework to make it clear to the organisation. A sample questionnaire has
been attached with this synopsis.
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Secondary Data
Secondary data will be collected from different website, company brochure, journals from library and
research papers.
Sampling Design Process
Sampling :
An integral component of a research design is the sampling plan. Specifically, it addresses three
questions:
Whom to survey ( The sample Unit) How many to survey ( the sample size) and How to select them (The sampling Procedure)
Making a census study of the whole universe will be impossible in the account of limitations of time.
Hence sampling becomes inevitable. A sample is only a portion of the total employee strength.
According to Yule, a famous statistician, the object of sampling is to get maximum information about
the parent population with minimum effort.
Sample size
The sample size of our survey will be 180 in which 60 each of below 20, 20-35 and 35+ age groups
Sampling frame
A sampling frame is a list of all elements in the population of interest. The sampling frame operationally
defines the target population from which the sample is drawn and to which the sample data will begeneralized.
Sampling method
The research was made by the survey in accordance to the convenience of the employees. So the sample
type is convenient sampling.
Data Collection
For the purpose of this study, we prepared a questionnaire to find out the elements require for a good
performance appraisal in Reliance stores to provide better HR practices.
The survey was conducted on the employees of Reliance in Bangalore across all age groups. During
data collection, we ensured that the responses of an individual were not biased due to the presence of
somebody else and were of him/her only. The results are based on the survey conducted in Bangalore
city and thus the scope of study is limited to Bangalore only.
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Questionnaire Formulation
For the formulation of this questionnaire, Likert scale has been used at various places.
Test: Z - TEST
QUESTIONNAIRE (CUSTOMERS)
Name:- Occupation:-
AGE 18-25 26-35 36&More
MALE
FEMALE
Family Income Level ( in months)
5K-15000K 16K-30K
31K-50K 51K-1Lakh More than 1L/More
1. When performance appraisal is made in the organization?
Half yearly
Yearly
Dear Sir/ Madam,
I am a student of Post Graduate Diploma in Management from All India Management
Association and as a part of our curriculum I am doing a project titled. To studyPerformance appraisal Towards RIL Bangalore I would be grateful to you if you
could spend a few minutes and share your views with me. (Tick wherever applicable).
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2. What is the objective of performance appraisal?
Assessing training and development needsPay rise
Others
3. Which method of performance appraisal is implemented in the organization?Merit
Grading
Other
4. Is there any conflict arise between employees after performance appraisal is made?Frequently
Never
5. Are there any job expectations established before performance appraisal?Frequently
Never
6. Do you think performance appraisal helps people set and achieve meaningful goals?YesNo
7. Who rates the performances?
Subordinates
All
8. On what basis performance appraisal is made?
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9. Is 360 degree appraisal process undertaken in the organization?Yes
If no then which type: .
10. Does any change arise after appraising the performances of employee?
If yes, how is it?
Both
11. Do you think performance appraisal improves motivation and job Satisfaction?
Yes
No
12 .Does transfer, demotion, suspension and dismissal is based on performance appraisal?
No
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WORK PLAN
MAY Submission of Synopsis to AIMA for approval
1 WEEKCollecting the secondary data from websites, research papers and magazine
after getting approval.
1-2 WEEKS Collection of primary data by set of questionnaire & interview.
1 WEEK Analyzing & deriving conclusions
1-2 WEEKS Preparation of report and Submission of project report to AIMA