[Type text]

A
STUDY REPORT
ON
"PERFOMANCE REVIEW SYSTEM IN HALCYON TECHNOLOGY "
A Project Submitted in Partial fulfillment for the award of Degree of

MASTER OF BUSINESS ADMINISTRATION

Submitted by

SHAIK ASRA NAAZ

[Roll No: 17UC1E0005]

Under the Guidance Of

SHAIK AHMED

Assistant Professor

TALLA PADMAVATHI COLLEGEOF ENGINEERING

(Approved by AICTE, Affiliated To JNTU, Hyderabad)

SOMIDI, KAZIPET, WARANGAL-506003

(2017-2019)
[Type text]

TALLA PADMAVATHI COLLEGEOF ENGINEERING

(Approved by AICTE, Affiliated To JNTU, Hyderabad)

SOMIDI, KAZIPET, WARANGAL-506003

(2017-2019)

CERTIFICATE

This is to certify that the project work titled “PERFOMANCE REVIEW SYSTEM IN

HALCYON TECHNOLOGY” being submitted by SHAIK ASRA

NAAZ(RollNo:17UC1E0005) carried out in partial fulfillment of the requirements for the

award of degree of Master of Business Administration for the academic year 2017-2019 of

JNTU Hyderabad. This Project work is original and not submitted earlier for the award of any

degree/Diploma or associate ship to any other University/ Institution.

Internal Guide Head of the Department

EXTERNAL EXAMINER
[Type text]

ACKNOWLEDGEMENT

I take this opportunity to remember and acknowledge the co-operation extended by

several individuals out of whom this project has evolved. I shall always cherish my association
with them.

I Thank Shri Suresh Garu and his Team for their enormous support in furnishing the
data and details, where their guidance fetched me a lot of onsite knowledge and making this
project complete.

I owe my sincere thanks to my project guide SHAIK AHMED PASHA Assistant

Professor who has been guiding me in fine manner and has been a source of motivation,
support & advice.

I owe thanks to S.VIJAYALAKSHMI Head of the Department of Business

Administration who has been a source of inspiration and advice and the encouragement given
throughout for the accomplishment of the project.

I owe special thanks to Dr. P.YELLAIAH principal of TALLA PADMAVATHI

COLLEGE OF ENGINEERING, for his encouragement in doing this project

My verbal abilities limit the expression of heartfelt feelings towards my parents and
family members, friends whose untiring efforts have helped me to great extent. God has been
always with me giving hope and courage to accomplish task in time.

SHAIK ASRA NAAZ

H NO: 17UC1E0005
[Type text]

DECLARATION

I SHAIK ASRA NAAZ bearing H No: 17UC1E0005, hereby declare that the project

report entitled “PERFOMANCE REVIEW SYSTEM IN HALCYON TECHNOLOGY”,

under the esteemed guidance of SHAIK AHMED PASHA Assistant Professor Department of

MBA submitted in partial fulfillment of the requirements for the award of the degree of Master

of Business Administration.

I declare that this work is done solemnly by me and to the best of my knowledge; no such

work has been submitted by any other person for the award of Degree or Diploma.

I also declare that all the information collected from primary and secondary sources has

been duly acknowledged in this project report.

Date: SHAIK ASRA NAAZ

Place: H.NO:17UC1E0005
[Type text]

INDEX

Table of Contents:

1. Objective of the study

2. Introduction

3. Company Profile

4. Methodology / Approach

5. Limitations of the Study

6. Data Analysis

7. Findings

8. Recommendations

9. Annexure-1 (Questionnaire)

10. Annexure-2 (Self Review Form)

11. Annexure-3 (Peer Feedback Form)

12. Bibliography
[Type text]

CHAPTER-1

INTRODUCTION
[Type text]

Objectives of the Study

Halcyon being a new organization, I got the chance to structure another

Performance Review System under the direction of HR Manager. The optional
goals of my investigation were:

1. To build up a powerful Performance Appraisal framework.

2. To know the Requirements of the executives with respect to the

structuring of new Appraisal framework and Review System.

3. To assistance the Employee in understanding the Process of

Performance Review.

CHAPTER-II
PERFORMANCE APPRAISAL ON HALCYON
COMPANY
[Type text]

PERFORMANCE APPRAISAL

Performance Appraisal is a formal, organized framework that thinks about

representative performance to build up principles. Evaluation of occupation
performance is imparted to workers being assessed through one of a few
essential techniques for performance appraisals. Components in performance
appraisal techniques are custom-made to the association's representatives,
occupations, and structure.

Performance appraisals, otherwise called representative appraisal are basic for

the powerful administration and assessment of staff. Appraisals help create
people, improve hierarchical performance, and feed into business arranging.
Each staff part is evaluated by their line supervisor. Chiefs are assessed by the
CEO, who is evaluated by the director or organization proprietors, contingent
upon the size and structure of the association. Performance appraisal is a piece
of profession advancement and ordinary audit of worker performance inside
associations.

Annual performance appraisals empower the board and observing of

guidelines, concurring desires and targets, and appointment of duties and
errands. Staff performance appraisals likewise build up individual preparing
needs and empower authoritative preparing needs examination and arranging.

Performance appraisal ought to likewise be seen as an arrangement of

exceedingly intuitive procedures which include faculty at all levels in
contrasting degrees in deciding employment desires, composing sets of
expectations, choosing important appraisal criteria, creating evaluation
instruments and methods, and gathering deciphering, and announcing results
[Type text]

Performance appraisals are significant for staff inspiration, adjusting individual

and hierarchical points, and cultivating positive connections among the
executives and staff.

Appraisals must address 'entire individual' advancement - not simply work

aptitudes or the abilities required for the following advancement. Appraisals
must not oppress anybody on the grounds of age, sex, sexual direction, race,
religion, inability, and so on.

Performance appraisals should be certain encounters. The appraisals

procedure gives the stage to advancement and inspiration, so associations
should encourage an inclination that performance appraisals are sure chances,
so as to get the best out of the general population and the procedure.

Prerequisites for successful performance the board framework:

1. Viable performance the board requires a decent arrangement of up close

and personal manager worker cooperation. By knowing the subordinates, an
administrator can guide them onto a way of more prominent efficiency and
enhanced yield. Long haul effective entrepreneurs see performance appraisal
as a procedure of becoming acquainted with the general population who work
for them. It is the most huge and crucial apparatus for an association. It gives
data, which aides in taking significant choices for the improvement of an
individual and the association.

2. In this way, one period of the yearly performance the board cycle is
performance appraisal, the way toward looking into representative
performance opposite the set desires in a practical way, recording the survey,
and conveying the audit verbally in an eye to eye meeting, to rise performance
principles year over year through legit and productive criticism. In the process
[Type text]

the board hopes to fortify the worker's qualities, recognize improvement

regions with the goal that one can chip away at them and furthermore define
extended objectives for the coming year.

A viable survey procedure helps associations in three territories:

1. Assessment and improving work force determination and preparing

frameworks;

2. Counteracting unjust end; and

3. Expanding genuine representative decent variety

Some Basic Concepts:

Performance refers to a representative's achievement of relegated errands.

Performance Appraisal is the efficient depiction of the activity pertinent

qualities and shortcomings of an individual or a gathering.

Appraisal period is the time allotment during which a representative's

employment performance is seen so as to make a formal report of it.

Performance Management is the complete procedure of watching a worker's

performance in connection to work necessities over some undefined time
frame (I.e. explaining desires, defining objectives, giving hands on training,
putting away and reviewing data about performance) and after that creation
an appraisal of it. Data picked up from the procedure might be nourished back
by means of an appraisal meeting to decide the pertinence of individual and
work-bunch performance to hierarchical purposes, improve the viability of unit
and improve work performance of representatives.

Performance and Development Planning (PDP):

[Type text]

PDP is a procedure for directors that adjusts singular performance to

organization objectives and guarantees center around the advancement of
ability extensive. PDP is a significant advance in their corporate exertion to
connect with and empower workers to convey their commitment to their
business. Additionally, PDP serves to empower representatives to recognize
and acknowledge individual open doors for advancement that are adjusted to
present and future business challenges.

Goals of Performance Appraisal:

Let the workers know where they remain to the extent that their performance
is concerned and to help them with useful analysis and direction with the end
goal of their improvement.

 Assessment of aptitudes inside an association

 Set focuses for future performance.
 Effect advancements dependent on capability and performance
 Strengthen connection among prevalent and subordinate.
 Assess the preparation and improvement needs of workers.
 Identify the qualities and shortcomings of workers.
 Decide upon an increase in salary (increases).
 Determine whether human asset projects such, as choice, preparing and
moves have been successful or not.
 Form a reason for staff choices compensation (merit) builds,
advancements, disciplinary activities, and so forth.
 Provide the open door for authoritative determination and
improvement.
 Facilitate correspondence among worker and overseer.
 Increase inspiration to perform adequately.
[Type text]

 Better explain and characterize employment capacities and duties.

 Clarify authoritative objectives so they can be all the more promptly
acknowledged.

PERFORMANCE APPRAISAL PROCESS

o Prepare - prepare all materials, notes agreed tasks and records of

performance, achievements, incidents, reports etc. - anything
pertaining to performance and achievement
o Inform - ensure the appraisee is informed of a suitable time and
place and clarify purpose and type of appraisal
o Venue - ensure a suitable venue is planned and available - private
and free from interruptions
o Introduction - relax the appraisee - open with a positive
statement, smile, be warm and friendly
o Review and measure - review the activities, tasks, objectives and
achievements one by one
o Agree an action plan - An overall plan should be agreed with the
appraisee, which should take account of the job responsibilities,
the appraisee's career aspirations, the departmental and whole
organization's priorities.
o Agree necessary support - This is the support required for the
appraisee to achieve the objectives, and can include training and
anything relevant and helpful that will help the person develop
towards the standard and agreed task.
Also consider training and development that relates to 'whole-
person development' outside of job skills. Developing the whole
[Type text]

person in this way will bring benefits to their role, and will
increase motivation and loyalty.
o Invite any other points or questions - make sure you capture any
other concerns.
o Close positively- Thank the appraisee for their contribution to the
meeting and their effort through the year, and commit to helping
in any way you can.
o Record main points, agreed actions and follow-up - Swiftly
follow-up the meeting with all necessary copies and
confirmations, and ensure documents are filed and copied to
relevant departments.

Planning an appraisal program suggests a few conversation starters, which

need answers. They are:

1. Whose performance is to be surveyed?

2. Who are the appraisers?

3. What ought to be assessed?

4. When to evaluate?

5. What issues are experienced?

6. How to take care of the issues?

7. What techniques for appraisal are to be utilized?

Discussion points in the appraisal

1. Has the previous year been great/terrible/tasteful or generally for you, and
why?
[Type text]

2. What do you consider to be your most significant accomplishments of the

previous year?

3. What do you like and aversion about working for this association?

4. What components of your activity do you find generally troublesome?

5. What components of your activity intrigue you the most, and least?

6. What do you consider to be your most significant errands in the following

year?

Advantages:

The advantages of a fruitful appraisal framework are

1. For the Organization:

 Improved performance all through the association due to:

- Effective correspondence of association's goals and qualities
- Increased feeling of cohesiveness and devotion.
- Managers are better prepared to utilize their authority
aptitudes and to build up their staff.
 Improved outline of undertakings performed by every individual from a
gathering.
 Identification of thoughts for development.
 Communication to individuals that they are esteemed.
[Type text]

2. For the Appraiser:

 Opportunity to build up an outline of individual occupations.

 Opportunity to recognize qualities and shortcomings of appraisees.
 Increased work fulfillment.
 Opportunity to connection group and individual destinations with office
and hierarchical targets.
 Opportunity to explain desires that the administrator has from groups
and people.
 Opportunity to re-organize targets
 Means of framing a progressively beneficial association with staff
dependent on common trust and comprehension.
 Due to all above Increased feeling of individual worth

3. For the Appraisee:

 Increased inspiration and occupation fulfillment.

 Clear comprehension of what is relied upon and what should be done to
meet desires.
 Opportunity to talk about goals and any direction, backing or preparing
expected to satisfy these desires.
 Improved working associations with the prevalent.
 Opportunity to defeat the shortcomings by method for directing and
direction from the prevalent

PERFORMANCE APPRAISAL DISADVANTAGES:

 Performance appraisal program requests and depends a lot on bosses.

 Sometimes certain standard appraisals will in general fluctuate broadly
and unjustifiably.
[Type text]

 Some raters can be extreme, and some tolerant. A few divisions have
profoundly skilled individuals though others have less capable
individuals.
 Personal predisposition can supplant hierarchical models. As a result of
the inclination, some non-capable workers may get a favored treatment.
 Sometimes there will in general be absence of correspondence. The
representatives may not realize they are being judged. No performance
appraisal framework can be compelling if the assessed don't have the
foggiest idea about the criteria under which they have been evaluated
and judged.
[Type text]

Style Description Example

 [Type text]

Performance Appraisal Techniques:

Conventional Methods of Appraisals:

1. Positioning or Ranking

In this, the prevalent positions his/her subordinates arranged by their

legitimacy, from best to most exceedingly awful.

- It is done in an aggressive gathering.

- It is finished by setting the appraisee on numerical scales i.e. first, second, third
and so on in the absolute gathering.

- Ranking of an appraisee on his activity performance/attributes against that of

another part.

2. Individual to-Person/Paired Comparison

Under this technique the appraiser contrasts every representative and each
other worker, each one in turn.

- Certain key performance territories/characteristics are created. E.g.:

Leadership, Creativity, Initiative and so forth.

- A scale for each factor is structured.

- A size of individuals is likewise made for each factor.

- Each Appraisee is contrasted with each other individual on the scale.

- Certain scores for each factor are granted to the appraisee.

 [Type text]

3. Evaluating

- Certain classifications of characteristics/performance criteria, which are worth

of evaluating, are built up. For example helpfulness, self-articulation,
trustworthiness, works learning and so on.

- The real performance (Key performance territory) of a representative is then

contrasted with the foreordained evaluation definitions.

- Appraisee is apportioned with the evaluation, which depicts his performance

in the most ideal way.

- Any evaluation that is chosen ought to be all around characterized.

4. Realistic Scales

- A printed structure, one for every individual to be appraised is utilized.

- The elements incorporated into the structure are Employee attributes, for
example, initiative, helpfulness, excitement, dedication and so on or Employee
commitment which incorporates amount and nature of work, explicit objectives
accomplished, consistency of participation, obligation accepted and so forth.

- The attributes can be assessed on constant scale – the appraiser puts an

imprint along a continuum (run).

5. Agenda

- A progression of inquiries is introduced concerning an appraisee's conduct.

- The appraiser needs to answer to the inquiries in either negative or positive

tone-(Yes/No).
 [Type text]

- The estimation of each inquiry might be weighted I.e. one can have
foreordained scale and scoring to those inquiries.

6. Article

- A clear structure is given to the appraiser.

- The structure contains principle heading, for example, workers' qualities,

mentalities, and work information, potential and so on.

- The appraiser is approached to put in words his impressions about the worker.

- It gives explicit data about the worker.

7. Classified Reporting

- It is the most conventional method for assessing representative's performance.

The essential supposition here is that since the predominant is in direct contact
he realizes his subordinate’s superior to some other and henceforth his
appraisal would be progressively fitting.

- The unrivaled composes a passage or so about his subordinate's qualities,

shortcomings, insight, and disposition to work, participation, lead and character,
work effectiveness, and so on.

8. Basic Incident Method

- Initially a lot of significant (positive or negative) hands on

practices are readied. This is as a rule as occurrences.
- These episodes are given to a gathering of specialists who dole
out scale esteems relying on the level of attractive quality for
the activity.
 [Type text]

- This agenda is utilized by bosses for assessing the workers.

- This strategy helps in distinguishing the key regions where the
representatives are frail or solid.
- It underscores rating on target proof and aides in guiding.

9. Constrained Choice Technique

- In constrained decision framework the appraiser is compelled to pick one from

among a gathering of 4 proclamations that best fits the individual being
evaluated and one which least fits him.

- Each announcement is given a worth or a score.

- The evaluator does not realize the score estimation of
articulations; henceforth he can't demonstrate any support
towards the appraisee.
- The strategy for masterminding the attributes includes a long
procedure from getting the portrayal of "good" or "terrible"
workers to building up their legitimacy and unwavering quality.

Modern Methods of Appraisal:

1. Behaviorally Anchored Rating Scales:

Typically Anchored Rating Scales (BARS) is a moderately new procedure which

consolidates the realistic rating scale and basic occurrences technique. It
comprises of foreordained basic zones of occupation performance or sets of
conduct articulations depicting significant employment performance
characteristics as positive or negative (for eg., the characteristics like between
close to home connections, flexibility and unwavering quality, work
[Type text]

information and so forth). In this strategy, a worker's real occupation conduct

is made a decision against the ideal conduct by account and contrasting the
conduct and BARS. Creating and rehearsing BARS requires master learning.

2. Human Resource Accounting Method

HR is significant resources for each association. Human asset bookkeeping

strategy attempts to locate the overall worth of these benefits in the terms of
cash. In this strategy the performance of the representatives is made a
decision as far as expense and commitment of the workers. The expense of
workers incorporate every one of the costs brought about on them like their
pay, enrollment and determination costs, acceptance and preparing costs and
so on though their commitment incorporates the absolute worth included (in
money related terms). The contrast between the expense and the
commitment will be the performance of the representatives. Preferably, the
commitment of the representatives ought to be more prominent than the
expense brought about on them.

3. Assessment Centers

An evaluation focus commonly includes the utilization of techniques like

social/casual occasions, tests and activities, assignments being given to a
gathering of workers to survey their abilities to take higher duties later on. By
and large, workers are given a task like the activity they would be required to
perform whenever advanced. The prepared evaluators watch and assess
workers as they play out the allocated employments and are assessed on
occupation related qualities.

The significant abilities that are made a decision in evaluation focuses are
relational aptitudes, scholarly capacity, arranging and sorting out capacities,
[Type text]

inspiration, vocation direction and so forth appraisal centers are additionally

successful method to decide the preparation and improvement needs of the
focused on representatives.

4. Management by Objectives

The idea of 'Management by Objectives' (MBO) was first given by Peter

Drucker in 1954.

The board by Objectives is fundamentally a procedure whereby the

predominant and the subordinate chiefs of a venture mutually distinguish its
shared objectives, characterize every individual's real territories of duty
regarding the outcomes expected of him and utilize these measures as aides
for working the unit and surveying the commitment of every one of its
individuals. The board by Objectives is essentially to change the conduct and
disposition towards getting an action or task finished in a way that it is gainful
for the association. The board by targets is an outcome arranged procedure,
wherein accentuation is on results and objectives as opposed to an endorsed
technique. Various organizations have had critical accomplishment in
expanding singular duty and contribution in work arranging at the most
reduced authoritative levels.

The management by objectives is a procedure having following essential

advances:

I. Set Organizational Goals

II. Joint Goal Setting

III. Performance Reviews

IV. Set check posts

[Type text]

V. Feedback

5. 360º Feedback

The 360º Feedback procedure is called multi-source appraisal, taps the

aggregate astuteness of the individuals who work most intimately with the
worker, bosses, associates (peers), direct reports and conceivably inner and
regularly outer clients. The aggregate insight these individuals give on basic
abilities or explicit practices and aptitudes gives the representative a
reasonable comprehension of individual qualities and zones ready for
improvement. Representatives likewise see this performance data from
different points of view as reasonable, precise, trustworthy, and inspiring.

As the 360º Feedback procedure better serves the requirements of workers, it

serves the changing needs of their associations as well. Associations are
lessening chain of command by evacuating layers of the board and putting
more accentuation on strengthening, collaboration, constant learning, singular
improvement, and self-duty. The 360º Feedback Model lines up with these
hierarchical objectives to make open doors for individual and profession
advancement.

360 degree appraisal has four vital parts:

1. Self-appraisal

2. Predominant appraisal

3. Subordinate's appraisal

4. Companion appraisal.
[Type text]

Electronic Appraisal System (E- APPRAISAL)

E-Appraisal is an as of late presented strategy for execution evaluation that

kills administrative work. E- Appraisal disentangles and upgrades the
representative execution examination process. It gives an association a useful
asset to help build up association's basic ability throughout the entire year. It is
simpler to direct e-Appraisals via computerizing the tedious procedure of
administrating representative execution audits. It is adaptable and can be
redone to suit an association's needs. The exhaustive work process makes it
simple for human asset experts to deal with the procedure by endorsing
evaluation shapes, observing the status and sending programmed email
warnings to chiefs..

I. Highlights:

 intranet-based
 Ease of utilization
 Sophisticated work process
[Type text]

 Centralized
 User adjustable execution evaluation shapes
 Automated email warning and update take note
 Comprehensive status and activity see for HR chief
 Competency-based content answers as well as range scale
 Self-rating abilities
 II. Advantages:
 Appraisals are handled all the more rapidly and productively.
 Appraisal information is gotten by concerned prevalent/director in
virtual ongoing when the evaluation is transferred into e-Appraisal
framework..
 Appraisals can't be lost or lost, as is conceivable with printed copies.
Evaluations can be put away electronically and accessible on the web

HALCYON Technologies is an Application Development and Business Process

Outsourcing arrangements supplier. HALCYON Technologies offers a scope of
administrations from redistributed application improvement and oversaw
administrations to expert administrations. Every one of Their administrations
are empowered by experienced, learning, demonstrated philosophies,
worldwide ability and advancement. Their portfolio incorporates Application
Development, counseling, upkeep and backing, Business Process Outsourcing,
and Testing administrations. HALCYON gives administrations to customers
from their system of workplaces crosswise over US, UK and best in class Global
Solutions Development focus in Hyderabad, India.
[Type text]

Their involvement with taking a shot at and overseeing redistributed IT

anticipates of enormous extent and BPO arrangements gives us a main edge
over their rivals. Their dedication is to create predominant quality expectations
utilizing the business indicated guidelines. HALCYON accomplish this by
keeping up a successful and open correspondence station crosswise over
customers in car retail industry and have likewise worked with fortune 500
customers in the Healthcare, Banking, Telecom, Manufacturing, Insurance,
Utilities and Financial verticals. Their top to bottom comprehension of
different industry verticals empowers us to give creative and start to finish
innovation arrangements.

With HALCYON Technologies, the customers can rest guaranteed of vehicle

reasonable working organization and quality work forms. HALCYON
Technologies offers front line innovations that help the customer business
improve, and all the more well in front of their rivals in the market.

HALCYON helps customers:

• Create a versatile advances framework

• Streamline the business forms

• Raise the market esteem

• Increase the upper hand, and

• Support the practical wellsprings of efficiency and development.

[Type text]

HALCYON Technologies advances customer explicit key activities with a double

expect to accomplish cost investment funds, and to enhance nature of
administrations advertised.

Administrations

HALCYON conveys a wide-scope of significant worth included administrations

embracing a one of a kind methodology of coordinating individuals, procedures
and innovation. HALCYON makes answers for its customers by utilizing its area
and business mastery alongside a scope of administrations.

HALCYON Technologies scope of administrations incorporates:

• Application improvement

• Business Process Outsourcing

• Consulting

• Maintenance and backing

• QA and testing
[Type text]

CHAPTER-III
TECHNICAL
ADVANCEMENT
[Type text]

Advancements

As an innovation organization, HALCYON proactively gains experiences into

driving and developing advancements.

HALCYON Technologies has skill in:

• Microsoft .NET Technologies

• J2EE Technologies

• IBM Mainframe Technologies

• EAI innovations like Tibco, Web Methods MQ and Seebeyond

• Report age utilizing Business Objects, Crystal Reports and Infragistics

BPO Solutions

HALCYON Technologies Business Process Outsourcing (BPO) administrations go

for utilizing innovations to give and deal with an association's basic or
[Type text]

potentially non-basic venture procedures and applications. HALCYON

Technologies all encompassing BPO administrations incorporate programming,
process the executives, and individuals to work the administrations.

BPO Solutions given by HALCYON to Automotive industry include:

• Data examination and handling of Rate and Residuals for Car Dealerships

BPO Solutions given by HALCYON to others Industries include:

• Information Capture

• Data Entry and Correction

• Document Conversation

Articles
HALCYON offer item advancement administrations improved with their
experience and innovation mastery. HALCYON has created items on driving
innovations with a solid direction toward gauges driven engineering.
Articles created by HALCYON for Automotive Retail industry are:
• Vehicle Comparison Search Engine and Market Analyzer

• RFID based Vehicle Management Solutions

• CRM and ERP Solutions for Car Dealerships

• F and I Menu and Desking Application Solutions
[Type text]

hy HALCYON?

HALCYON has a tremendous useful encounter of creating and supporting basic

applications with high caliber and inside planned time. Their seaward
improvement model id formulated to go about as an augmentation of the
customer, furnishing them with fantastic yields when required. By re-
appropriating your work to HALCYON Technologies, you have incredible
preferred position like cost sparing, quality, time to market and adaptability to
adjust to customer's market and client's requests.

HALCYON Advantage:

• Vast involvement in taking a shot at number of programming

ventures/arrangements

• Mature on location seaward advancement model with high record of

coordinating expectations inside customers' desires

• Strong Domain experience which has been increased throughout the

years by giving IT Solutions to customers

• In-profundity comprehension of customers' matter of fact

• Enviable capacity to convey creative, solid and fantastic arrangements

• Cost successful valuing and adaptable methodology

[Type text]

The all-inclusive attitude of co-proprietorship and co-obligation is the thing

that separates them from any of different players.
METHODOLOGY / APPROACH

According to the prerequisite of the administration to plan another

approach for execution Review framework, I essentially broke down the poll
given to representatives to realize their observation with respect to the Review
System and gathered data on sites in regards to the different techniques for
evaluations, the procedure of Performance Appraisals and so forth and
furthermore alluded to books to get the possibility of the ideas. The
reasonable methodology was by –

• Understanding the point of view of Management.

• Studying the sort of Appraisal appropriate for Halcyon condition.

• The timeframe required for the Review to be finished.

.
The accompanying techniques were embraced:-

Before beginning up the procedure and concocting new approach we thought

of taking up the general standpoint concerning Performance Review. We
structured a Questionnaire to investigate the Perception of Employees.
[Type text]

The administration was drawn nearer to talk about the substance of Review
approach with the goal that a successful strategy can be structured which will
be helpful thus forward.

A redid Performance Review Policy was structured which was a blend of two
strategies for Appraisal I.e. Self-Review technique and Peer Feedback strategy.

Self-Review technique is a strategy were simply the worker is approached to

give a self-rating for himself on the errands done by him. Later on these
equivalent errands will be assessed by the appraiser and he gives his rating on
similar undertakings. Companion criticism is the input given by different
representatives to his/her associate on his specialized information just as the
social angle in the association.

A Presentation on the Performance Review Process just as the Criteria to give

Ratings was given to colleagues and the Team Leaders so they have an
unmistakable comprehension about it.

Then the colleagues were approached to top off the Self Review Form and
submit it to the HR division which thusly passed it to the group heads.

A coordinated gathering was fixed with the group chief by the colleagues in like
manner. This was to examine different parts of execution of the worker like
talking about the appraisals given by the assesse and to assess his general
execution and set new objectives.
[Type text]

Then the appraiser gives his very own rating to the representative after the
one – one discourse and afterward the report is submitted to the analyst and a
last exchange happens with the HR Manager to continue with the following
game-plan like defining of objectives, climb in pay rates, execution connected
motivators, and so forth.
LIMITATIONS

1. The Appraisal Process was designed but I could be a part of only Review
Process which was conducted in the months of May and June.
2. Due to time constraint the Post Feedback of Employees regarding the
Review Process could not be taken.
[Type text]

CHAPTER –IV
DATA ANALYSIS
&INTERPRETATION
[Type text]

DATA ANALYSIS
1. MY SELF ASSESSMENT RESULT CONTRIBUTES TO MY FINAL
APPRAISAL RESULT

From the above graphical representation we can assume 70% of the

staff strongly agrees that the self-assessment results will contribute to final
appraisal where 20% are pleased and 10% disagree.
[Type text]

2. Do you agree that the review will help me to improve the future
working performance

From the above graph it is clear that 65% of the Employees agree where 25%
are pleased and 10% reject t to accept the parameter
[Type text]

3. Do you know all the aspects and standards that are used to evaluate
my performance

The above representation reflects that 30% strongly agree that they
know all the aspects and standards that are used to evaluate their
performance. Where 30 % are pleased and 40 % strongly reject this parameter
[Type text]

4. DO YOU FEEL CONFIDENT THAT YOU WILL BE ABLE TO BENEFIT AS AN

APPRAISEE N THE REVIEW SESSIONS WITH YOUR TEAM LEAD

The above representation depicts that 45% strongly agree 25% agree and 30%
reject the parameter
[Type text]

5. DO YOU THINK YOU NEED A TRAINING PROGRAM IN RELATION TO

CLARITY OF PRECEDURES

DO YOU THINK YOU NEED A TRAINING PROGRAM IN RELATION

TO CLARITY OF PRECEDURES
TO AN EXTENT TOTALLY NOT AT ALL

10%

30%

60%

The representation explains us about the need of training program in relation

to clarity of procedures.
[Type text]

6. DO YOU THINK YOU NEED A TRAINING PROGRAM IN RELATION TO

CLARITY OF PRECEDURES

AS per the above graph, 55% strongly agree to have training programs
where 30% of are willing to have and 15% of the people are not willing to have
training programs in performance review.
[Type text]

7. DO YOU THINK YOU NEED A TRAINING PROGRAM IN RELATION TO

SELF RATING

1. AS per the above graphical representation, 50% strongly agree 40%

agree and 10% do not agree that they need a training program in
relation to self-rating
[Type text]

8. WHAT ARE YOU LOOKING FORWARD TO CHANGE POST REVIEW

WHAT ARE YOU LOOKING FORWARD TO

CHANGE POST REVIEW
TO AN EXTENT TOTALLY NOT AT ALL

10%

30%

60%

As per the above graphical representation, we can know 70% the people
strongly agree 20% agree and 10% disagree to look forward to change post
review.
[Type text]

9. HOW TO YOU RATE THE IMPORTANCE OF GENERAL WORK

BEHAVIOUR IN YOUR REVIEW PROCESS?

HOW TO YOU RATE THE IMPORTANCE OF

GENERAL WORK BEHAVIOUR IN YOUR
REVIEW PROCESS?
TO AN EXTENT TOTALLY NOT AT ALL

10%

30%

60%

The Above Graph Says That 60% of The Employees Say That the Work
Behavior Is Important in Review Process and 40% moderately agree with the
parameter
[Type text]

10. ARE YOU AWARE OF THE CONCEPT OF PEER FEED BACK

ARE YOU AWARE OF THE CONCEPT OF

PEER FEED BACK?
TO AN EXTENT TOTALLY NOT AT ALL

10%

30%

60%

The awareness regarding the peer feedback is known totally to 30% of

the people and 60% to an extent and 10% are not aware of it
[Type text]

CHAPTER –V
Finding & Suggestions
[Type text]

FINDINGS
As the entire Process was planned by the HR division, I was likewise
associated with it from the structuring stage to the execution part of the
Review framework. In this procedure I could perceive the advantages inferred
out of this framework just as watched a few disadvantages.
My Findings from the survey were:
1. The impression of representatives with respect to execution Review
was a climb in Salary, which isn't the situation as a general rule.
2. After knowing the necessities of representatives an instructional
meeting was led to enable the workers to comprehend the need and
procedure of Performance Review and Criteria to give Self Rating.
3. They knew about the way that the General Work Behavior would
assume a noteworthy job in their Review however were ignorant of
the considerable number of Standards and Aspects used to Evaluate
their Performance
Different Findings:
1. The procedure did not happen in the specific time period as arranged
and planned.
2. A great improvement was found in the between close to home
connection between the group head and subordinates.
3. Many workers couldn't legitimize the appraisals given by them in the
Self Review Form.
4. It helped the workers in understanding their past exhibition and
setting up of targets and objectives for future.
5. They got the opportunity to comprehend the hierarchical needs and
it helped in building up a feeling of belongingness towards the
organization.
[Type text]

6. It helped the administration in distinguishing the Caliber of workers

and energizes the equivalent.
7. The business and workers got a stage to see each other in a superior
way.
8. The administration was a lot of subject to group pioneers for leading
Surveys.
9. When the Peer Feedback Form was given workers were excessively
reluctant in offering evaluations to their partners.
[Type text]

Recommendations

After the fruitful finishing of the entire Process of Performance Review

under the supervision of the HR Manager I.e. by perceiving the requirement
for Review strategy, planning the arrangement, taking up an introduction to
clarify the significance and procedure of Review, going to the gatherings with
the group chief, being a section in dialogs by the administration in regards to
examinations and investigation of the criticism given by workers helped me to
assess the advantages and inadequacies of the Performance Review Process
and prescribe the measures to improve the equivalent.
The proposals are as per the following:
1. Identify the KRA's (Key Resource Areas) and impart the equivalent to the
workers with the goal that he can be judged fittingly dependent on it.
2. The workers must be roused to fill in oneself survey structure fittingly.
3. They must be acknowledged for their individual accomplishments during
the period and preparing/direction must be given in the event that they need a
few zones.
4. The survey must be directed casually once in consistently with the goal
that the ideal outcome can be accomplished at the season of genuine audit.
5. The group pioneer should treat everybody similarly with no inclination
and give fitting appraisals to every part contingent on their exhibition.

6. The workers must be taught with respect to the significance of Peer

criticism that the genuine rating, be it positive or negative will help his partner
in understanding his capacities and disadvantages and he can create himself on
those perspectives.
[Type text]

7. To rouse workers for their additional common presentation separated

from the PLI's there must be some token of thankfulness given for him as
advancements or a straightforward blessing voucher and so on.,
8. The token of thankfulness ought to be given to those representatives
whose exhibition was additional normal just as who have been in the
association for a more extended timeframe.
9. The criticism from representatives should likewise be taken in regards
to the working style of the executives with the goal that the administration
capacities can likewise be improved. They should be given the opportunity to
express their worries.
10. While directing the Performance Review the colleague should likewise
be given the privilege to rate his group head or give him the criticism on the
grounds that a heartfelt connection between the leader and individuals from
the group is significant and the absence of good comprehension may hamper
the collaboration.

11. The issues or obstacles which are looked by representatives ought to be

dealt with, so the worker is fulfilled and works energetically.
12. The representatives must be educated previously – hand that he needs
to give a legitimate support to the evaluations given by him and it will
eventually assist him with recognizing his achievements and downsides.
13. The balanced gathering ought to be directed in a quiet way with the
goal that it doesn't prompt any contention and the ideal goal is accomplished.
14. Measures must be taken for successful time the board in light of the
fact that the deferral in the process will prompt diversions.
15. Suggestions must be taken from representatives after the audit
procedure so as to make it increasingly compelling.
[Type text]

16. The vocation objectives and profession prospects of a worker must be

thought about so they remain focused on the association.
17. The negative criticism ought to be given and taken in a helpful way.
18. There must be designation of power with the goal that one individual
doesn't feel the weight of taking care of the considerable number of
obligations.
19. Efforts must be taken to lessen the correspondence hole between the
workers and the board.
20. All the representatives of the association must keep up an individual
journal to record their everyday accomplishments just as the issues they
looked during playing out a specific assignment with the goal that he has a
record of the considerable number of things and it very well may be repeated
before the group head or the board as and when the need emerges.
[Type text]

Performance Review Questionnaire

1. My self-assessment result contributes to my final appraisal result.

a. Strongly agree
b. Neutral
c. Strongly disagree

2. The Review will help me to improve my future working performance

a. Strongly agree
b. Neutral
c. Strongly Disagree

3. I know all the aspects and standards that are used to evaluate my
performance.

a. Strongly agree
b. Neutral
c. Strongly Disagree
[Type text]

1. Do you feel confident that you will be able to benefit as an appraisee in

the review sessions with your team lead?

a. Strongly agree
b. Neutral
c. Strongly Disagree

2. Do you think you need a training program in relation to Clarity of

Procedures?

a. To an Extent
b. Totally
c. Not at all

3. Do you think you need a training program in relation to Process of

Performance Review?
[Type text]

a. To an Extent
b. Totally
c. Not at all

4. Do you think you need a training program in relation to Self Rating?

a. To an Extent
b. Totally
c. Not at all

5. What are you looking forward to change Post Review?

a. Salary
b. Responsibility
c. Team Structure

9. How do you rate the importance of General Work Behavior in your Review
Process?

a. Not Important
b. Some What Important
c. Most Important
[Type text]

10. Are you aware of the concept of Peer Feedback ?

a. To an Extent
b. Totally
c. Not at all
[Type text]

Self Review Form

Name Reviewer DOJ

Designation DOR

Location Period

I. OBJECTIVE REVIEW & FEEDBACK

(To be filled in by the Employee and discussed with the Director/ Person
reporting to)

Rating 1: Poor Performance, 2: Below Par, 3: At Par, 4: Above Par, 5:

Excellent

No Tasks Self Review Rating Reporting head Rating

Review

1.

2.

3.

4.
[Type text]

5.

6.

II. Other assignments/tasks /achievements that you would like to mention

other than those stated in Section I.

No Assignments /Achievements Remarks

III. Specify the most important factors affecting your work

Facilitating Hindering
[Type text]

IV. Notes: (Write here a brief description about your work at Halcyon)

Signature of the Employee

[Type text]

V. Reviewer’s Feedback

SECTION VI - “General Rating”

(To be filled in by the reviewer)

Technical Skills Comments Rating Soft Skills Comments Rating

Technical Communications
Knowledge

Coding Skills Team playing

Analytical and Attitude

[Type text]

Logical Skills

Standards Proactive

Learn ability Bottom line

responsibility

Signature of the Reviewer

SECTION VII - “OBJECTIVE SETTING”

(To be filled in by the Employee after discussion with the Director/ Person
reporting to)

No Objectives Target Date Comments of Director/

Reporting Head

1.

2.

3.
[Type text]

4.

5.

6.

Signature of the Employee Signature of the

Director/Reporting Head
[Type text]

Peer Feedback Form

Your Name ---> Anna

Your Feedback on the Skills of the Team Member

Team Member
Pradeep Sundeep
Rating Remarks Rating Remarks Rating
Communication
skills
Technical skills
Bottomline
Responsibility
Proactiveness
Job Knowledge
Leadership Skills
Learnability
Team Player
Process
adherence
Quality of the
work product
Timeliness
Any other
Feedback points
[Type text]

Worst
0
Bad
1
Ok
2
Good
3
Very Good
4
Excellent
5
[Type text]

Bibliography

Human Resource Management : Gary Desler

Appraising and Developing Managerial Performance : T.V.Rao

Websites:

www.citehr.com

www.google.com

www.custominsight.com