Documente Academic
Documente Profesional
Documente Cultură
PROJECT REPORT
SYNOPSIS
Jadhav Anant Shivajirao, PRN No: 2008017000727743
Submitted By:
MBA Department,
Solapur.
Submitted To:
The Director,
CONTENTS
RATIONALE 5, 6
OBJECTIVES 6
HYPOTHESIS 7
RESEARCH METHODOLOGY 7
EXPECTED CONTRIBUTION 8
CAUTERIZATION 9
The history of Performance Appraisal is quite brief. Its roots in the early 20th century
can be traced to Taylor’s pioneering time and Motion studies. But this is not very helpful,
for the same may be said about almost everything in the field of modern human
resources management.
performance, appraisal really dates from the time of the second world war-not more
than 60 year ago. Yet in a broader sense, the practice of appraisal is a very ancient art.
In the scale of things historical, it might well lay claim to being the world’s second oldest
profession. A basic human tendency to make judgment about those one is working
appraisal, people will tend to judge the work performance of other, including sub-
The human inclination to judge can create serious motivational, ethical & legal problems
ensuring that judgments made will be lawful, fair, defensible & accurate.
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departments, sections, responsibility, nature of work everybody performs the job. But in
modern days the time has come where all the employees are expected to perform the
job which will aim at achieving Management’s Annual Operating Plan. For this purpose
the Annual Operating Plan is given to the respective Department Head, who in turn
divides this in small activities, which individual has to understand, the expectation of job,
performance, initiatives, task, competency at the initial stage & perform the job as per
The Appraisal System shall be done in a transparent manner. This Appraisal System
agreement on the gaps perceived. This system helps the Management in assessment
of individual, merit, competency, professional knowledge & skills. This also helps for
RATIONALE
In Kirloskar Ferrous Industries Limited every year in the month of July, the Managers
promotion, increment are considered and done. For this Annual Performance rating is
with evaluation of Appraisal Forms has encouraged the need of study. Study will start
with collection of data, analyzing the process & finalization of evaluation. The study
The study will be helpful to the management to provide the clear information about
achieving company’s target / goal. It will also give a message to all the managers that
the person will be rewarded, promoted based on his performance. Also individual
employee gets the information about his area of improvement and also his expectation
OBJECTIVES
Thus, Performance Appraisal aims at both judgment and developmental efforts. The
first two objectives are judgmental whereas the remaining is developmental. Under
developmental efforts employees are helped to identify their weakness and take steps
to overcome them.
HYPOTHESIS
Hypothesis testing is done with the help of increment / promotion given to the
Managers.
For this random sampling by asking few questions to the concerned Managers method
RESEARCH METHODOLOGY
Based on this –
3) Identification of training needs & bridging the gaps between performance & skills.
EXPECTED CONTRIBUTION
FOR MANAGEMENT –
The managers view will be collected and summary will be submitted to the
FOR MANAGERS –
from superior. This also helps in improving the interpersonal relations with
CAUTERIZATION
1.1. Introduction
1.2. Objectives
1.4. Methodology
2 ORGANIZATIONAL PROFILE
8 BIBLIOGRAPHY