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SUMMER INTERNSHIP

PRESENTATION ON

EFFECTIVE PERFORMANCE

APPRAISAL SYSTEM AT YES BANK

PRESENTED BY:--

POOJA JAIN

MBA II

8/3/2019 pooja p[pt


IIIINTRODUCTION Performance appraisal is a systematic judgment of the

subordinate by the superior authority to access the

standard of work and overall performance.

Performance appraisal is a formal structuredsystem of measuring and evaluating an employees

job related behaviors and outcomes to discover how

and why employee is presently performing on the job

and how the employee can perform more effectivelyin the future so that employee, organization and

society all benefit

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NEED FOR THE STUDY:

The efficiency and effectiveness of performance depend to a

great extent on how human resources are viewed and treated

in the organization. If the organization believes that the people

do not work unless they are closely supervised and controlled,it may tend to have a confidential report form instead of

appraisal. If the organization believes that every individual has

potential and strengths and that human capabilities can be

honed, developed and utilized better by providing a healthy

climate, then the organization would have appraisal systemthat attempts to identify, hone, develop and utilize the

potential capabilities of employees.

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OBJECTIVES OF THE STUDY

1. To study the present appraisal systems followed

in YES BANK.

2. To identify any gaps, loopholes in theperformance appraisal.

3. To identify feasibilities of improving existing

system of performance appraisal system of YES

BANK

4. To assess the perception of employees and of

existing Performance Appraisal system

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RESEARCH METHADOLOGY:-

The study: The study was Descriptive (qual it ative )in nature with survey had

been used as method for collecting data to complete the study

Sampling Design:

Population: All the workers of various department of

organization.

Sampling Element: Individual respondent was the sampling

element.

Sampling Technique: Simpl e r andom( Pr obabi l ity ) sampl i ngtechnique

Sampling Size: 60 Respondents was the sample size

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DATA COLLECTION:-

Primary data :-The data used for the study had

primary and secondary character to it. The

primary data was collected through

questionnaire method. The secondary datawere composed through the reference of

books, websites and magazines. The procured

data was analyzed by a simple percentage

method and the results are supported with

graphs and charts.

8/3/2019 pooja p[pt


RESEARCH DESIGN The study:

The study was Descriptive (qual it ative )in

nature with survey had been used as method

for collecting data to complete the study

Sampling Design:

Population: All the workers of various

department of organization.

Sampling Element: Individual respondent was

the sampling element.

S

ampling Technique:Simpl e r andom( Pr obabi l ity ) sampl i ng technique

Sampling Size: 60 Respondents was the sample

size

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Tools Used for Data Collection:

Self-designed questionnaire was used to collect the data

with the Likert type scale

Which consist nominal ranking of 1-5 where 1

represented minimum agreement

and 5 represented the maximum agreement with

the statement.

Tools Used for Anaylsis:

percentage

pie chart

bar chart

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INTERPRETATION:-

1. 80% of respondent felt that company should have aperformance appraisal system and 20% felt that no need of

performance appraisal system.

2. most of the people satisfied with current performance

appraisal system53% and 47% people dissatisfied.

3. 53% of the people agree that superiors and 47% with

subordinates and 0% with others.

4. 47% of the employees feel that motivation is the only benefit

of performance appraisal and 40% of employees feel growth and

13% with mistakes5. 53% of respondents are agreed with promotions made on

performance and remaining 47% is not needed

40% respondents says that performance appraisal means to

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6. 40% respondents says that performance appraisal means to

improve organizational effectiveness where as 27% of the

respondents says that performance appraisal is to improve

personal effectiveness and recommended for training and

development needs and 6% says help in pay adjustments/rewards

7. 40% feels objective of performance appraisal system is to

identify the training needs and 33% of respondents says to

determine promotional opportunity and 27% says that theobjectives is to be effect job rotation

8. 80% of respondents said that current appraisal system is

Yes.20% of respondents said no.

9. 60% of the respondents said yes because the company is

providing constructive feedback to the employees. By this

employees can identify their abilities. And 40% of employees are

said no.

10. 53% respondents feels based on work, 47% respondents feels

based on quality of work

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FINDINGS

1. It is found that employees are satisfied with theorganizations performance appraisal system.

2. Observed that employees in the organization receive

correct information about their work to perform well.

3. Observed that complaints of employees are handledimmediately up to maximum extent.

4. The study reveals that the training programs are

conducted on the basis of performance appraisal.

5. Monetary rewards and responsibilities are the mostmotivating factor for the employees in the organization.

6. Observed that employees are satisfies with

motivational techniques followed by the organization.

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7. Observed that employees here work with team spirit

and helpful to each other.

8. From the study it is clear that management inform to

their employees about the change, which are planned.

9. Observed that creative new ideas are been invited and

given preference. Also the performance appraisal system

is helpful in generating new ideas.

10. It is found that employees in the organization

definitely get an opportunity to develop their skills.

11. Observed that healthy relationships among employees

are been maintained in the organization.

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CONCLUSION The performance appraisal in YES BANK is to be done for

determining the promotion, identifying areas of nonperformance and for improving the performance of an

employee. The system is effective and the appraisal system is

satisfied by most of the employees.

There is no training session is conducted in YES BANK employees

want to that before the evaluating process. And they also want

performance appraisal should be done quarterly. The

management has to inform and well communicate to the

employees regarding various factors which are used for their

performance evaluation And feedback has to be given to theemployee regarding their performance.

The superiors has to be identify employees non performance

areas regularly Then they have the chance to improve their skills

and knowledge.

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LIMITATIONS OF THE STUDY

1. The first and foremost limitation of the study is the

sample size.

2. The study is restricted to. YES BANK.

3. Time had also been a major limitation as the period

of project work in only three months.

4. The data given by the employee are based on the

individual perception, so matter is not reliable.

5. The data collected from the questionnaire is limited.

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THANK YOU

pooja p[pt

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