Professional Documents
Culture Documents
MANAGEMENT
A SUMMER TRANING REPORT
ON
PERFORMANCE APPRAISAL
ACKNOWLEDGEMENT
I consider myself very fortunate to get the opportunity to conduct the training
approval and project assignment by BHARAT SANCHAR NIGAM LIMITED
(BSNL). I got opportunity to get a practical exposure into actual environment and it
provides me the golden opportunity to make my theoretical concept of Recruitment
and selection process in a more clear way.
I am very much thankful to MR. J.P Tiwari for providing me the opportunity
to do the training in the BSNL. Also, thankful to all the officials at BSNL for their
cooperation during my training for providing me necessary information without
which this project report would not have been completed.
I have gone through various sites, Research Books, Magazines and
Newspapers to get the accurate information for analysis and tried to find the best
conclusion.
ABHISHEK KUSHWAHA
(BBA Vth SEM)
PREFACE
Summer training is the most vital part of an BBA course, both as a link between
theory and actual industrial practices as well as an opportunity for hands on
experience in corporate environment. I therefore, consider myself fortunate to
receive the training in an esteemed organization viz. Bharat Sanchar Nigam
Limited. Yet the opportunity could not have been utilized without the guidance
and support of many individuals who although held varied positions, but were
equally instrument for although completion of my summer training.
Dr. Rajneesh Srivastava and also thanks to all my faculty members and
my Parents and friends. However, I accept the sole responsibility errors of omission
and would be extremely grateful to readers of this project report if they bring such
mistake to my notice.
ABHISHEK KUSHWAHA
(BBA Vth SEM)
EXECUTIVE SUMMERY
Most organizations have a performance appraisal (PA) program that has
evolved over time and is likely not meeting the needs of employees and
managers.
TABLE OF CONTENT
CONTENT
PAGE NO.
Acknowledgement
Preface
Executive summary
Company profile
6-19
Introduction
20-48
Research Methodology
49-58
59-70
Limitation
71
Suggestion
73-75
Conclusion
75
Bibliography
76
Appendix
77
COMPANY PROFILE
INTRODUCTION
1.1
TYPE
AVAILABILITY
COUNTRYWIDE
OWNER
GOVERNMENT OF INDIA
KEY PEOPLE
FOUNDED
WEBSITE
WWW.BSNL.IN
telephony). It has footprints throughout India except for the metropolitan cities of
Mumbai and New Delhi which are managed by MTNL. As on March 31, 2007
BSNL commanded a customer base of 33.7 million Wire line, 3.6 million
CDMA-WLL and 27.5 million GSM Mobile subscribers. BSNL's earnings for
the Financial Year ending March 31, 2006 stood at INR 401.8b (US$ 9.09 b)
with net profit of INR 89.4b (US$ 2.02 billion). Today, BSNL is India's largest
Telco and one of the largest Public Sector Undertaking of the country
with authorized share capital of US$ 3.95 billion (INR 17,500 Crore)
and net worth of US$ 14.32 billion.
to separate the Government's policy wing from Operations wing. The Government
of India corporatized the operations wing of DoT on October 01, 2000 and named it
as Bharat Sanchar Nigam Limited (BSNL).BSNL operates as a public sector.
BSNL provides almost every telecom service, however following are the main
Telecom Services being provided by BSNL in India:1. UNIVERSAL TELECOM SERVICES: Fixed wire line services &
Wireless in Local loop (WLL) using CDMA Technology called bfone and
Tarang respectively. BSNL is dominant operator in fixed line. As on March
31, 2007 (end of financial year) BSNL had 76% share of fixed and WLL
phones.
BSNL MOBILE
PRE-PAID MOBILE
BSNL Broadband
Since its corporatisation in October 2000, BSNL has been actively providing
Connections in both Urban and Rural areas and the efficiency of the company has
drastically improved from the days when one had to wait for years to get a phone
connection to now when one can get a connection in even hours. Pre-activated
Mobile connections are available at many places across India. BSNL has
alsounveiled very cost-effective Broadband internet access plans (DataOne)
targetedat homes and small businesses. At present BSNL enjoy's 47% of market
share of ISP services.
10
Former Indian Communications Minister Thiru Dayanidhi Maran had declared year
2007 as "Year of Broadband" in India and BSNL is gearing up to provide 5 million
Broadband connectivity by the end of 2007. BSNL has upgraded existing Dataone
(Broadband) connections for a speed of up to 2 Mbit/s without any extra cost. This
2 Mbit/s broadband service is being provided by BSNL at a cost of just US$ 5.5 per
month. Further, BSNL is planning to upgrade its broadband services to Triple play
(telecommunications) in 2007.
BSNL has been asked to add 108 million customers by 2010 by Former Indian
Communications Minister Thiru Dayanidhi Maran. With the frantic activity in the
communication sector in India, the target appears achievable, however due to
intense competition in Indian Telecom sector in recent past BSNL's growth has
slowed down.
BSNL is pioneer of Rural Telephony in India. BSNL has recently bagged 80% of
US$ 580 m (INR 2,500 crores) Rural Telephony project of Government of India.
CHALLENGES:During Financial Year 2007-2008 (From April 01, 2006 to March 31, 2007)
BSNL has added 9.6 million new customers in various telephone services taking its
customer base to 64.8 million. BSNL's nearest competitor Bharti Airtel is standing
at a customer base of 39 million. However, despite impressive growth shown by
BSNL in recent times, the fixed line customer base of BSNL is declining. In order
to woo back its fixed-line customers BSNL has brought down long distance calling
rate under One India plan, however, the success of the scheme is not known.
11
However, BSNL faces bleak fiscal 2006-2007 as users flee, which has been
accepted by the CMD BSNL.
Presently there is an intense competition in Indian Telecom sector and various
Telcos are rolling out attractive schemes and are providing good customer services.
However, BSNL being legacy operator and its conversion from a Government
Department earns lot of criticism for its poor customer service. Although in recent
past there have been tremendous improvement in working of BSNL but still it is
much below the Industry's Expectations. A large aging (average age 49 years
(appx)) workforce (300,000 strong), which is mostly semiliterate or illiterate is the
main reason for the poor customer service. Further, the Top management of BSNL
is still working in BSNL on deputation basis holding Government employee status
thus having little commitment to the organisation. Although in coming years the
retirement profile of the workforce is very fast and around 25% of existing
workforce will retire by 2010, however, still the workforce will be quite large by
the industry standards. Quality of the workforce will also remain an issue.
Access Deficit Charges (ADC, a levy being paid by the private operators to BSNL
for provide service in non-lucrative areas especially rural areas) has been slashed by
37% by TRAI, w.e.f. April 01, 2007. The reduction in ADC may hit the bottom-line
of BSNL.
12
VISION
MISSION
To provide world class State-of-art technology telecom services to its
Customers on demand at competitive prices.
To Provide world class telecom infrastructure in its area of operation and to
Contribute to the growth.
OBJECTIVE: MP Telecom looks over the management, control and operation of the
telecom
network with the following aims and objective
To build a high degree of customer confidence by sustaining quality and
reliability in service.
To upgrade the quality of telecom service to international level.
Provision of telephone connections on demand in all the villages of M.P.
Expansion of new services like Internet, Intelligent Network, ISDN, Internet
Telephony, Video Conferencing, Broadband etc.
Popularize Broadband Services and to be on-demand in the whole State.
13
14
Products
BSNL LANDLINE
BSNL MOBILE
_ POSTPAID
_ PREPAID
_ UNIFIED MESSAGING
_ GPRS/WAP/MMS
_ DEMOs
_ TARIFF
BSNL WLL
INTERNET SERVICES
_ NETWORK
_ BROADBAND
_ WI-FI
_ CO-LOCATION SERVICE
_ BSNL WEB HOSTING
_ DIAL UP INTERNET
_ SMS& BULK SMS
BSNL BROADBAND
BSNL MANAGED NETWORK SERVICES
BSNL MPLS-VPN
ISDN
LEASED LINE
15
INTELLIGENT NETWORK
_ FREE PHONE SERVICE
_ PREMIUM RATE SERVICE
_ INDIA TELEPHONE CARD
_ VIRTUAL PRIVATE NETWORK (VPN)
_ VOICE VPN
_ UNIVERSAL NUMBER
_ UNIVERSAL PERSONAL NUMBER
_ TELE VOTING
VIDEO CONFERENCING
AUDIO CONFERENCING
TELEX/ TELEGRAPH
EPABX
_ EPABX
_ FREE EPABX
_ CENTREX
HVNET
INMARSAT
TRANSPONDER
16
SWOT Analysis
(Strength / Weakness/ Opportunities / Threats)
Strength
The telecom sector is poised for continued high growth and our company is well
placed to benefit from this phenomenon. BSNL is the largest telecom operator
providing all kind of telecom services throughout the country. The widest network
reach of the company is its USP.
Weakness
BSNL being Government Company has no any major weakness in the business.
Opportunities
area. BSNL has vast range of product as well as better infrastructure it makes the to
deal with any kind of customer.
Threats
The company operates in an industry, which is highly competitive and faces intense
Competition from other service provider, who enjoy certain advantages in their
Procurement as well as in selection of technology.
17
REGIONAL OFFICES
OF
BSNL
MEERUT
DEHRADUN
DELHI
LUCKNOW
18
The Network shall be made fully digital. All the technologically obsolete analog
exchanges will be replaced with digital exchanges.
Extensive use of Optical fiber System in the local, Junction and long distance
network so as to make available sufficient bandwidth for the spread of Internet
and Information technology.
Upgrading existing STD/ISD PCOs to full fledged Public Tele-Info Centers (PTIC)
for supporting Multi media capability and Internet Access
19
INTRODUCTION
20
PERFORMANCE APPRAISAL
appraisal can be an effective instrument for helping people grow and develop in
organizational setting. Through a Well organized appraisal system. An employee
can create learning spaces for himself in an organization.
21
22
As we have seen performance evolutions can be made a verity of reasonscounseling, promotion, research, salary, administration or a combinations of these
therefore it is necessary to begin by stating very clearly the objectives of the
evolution program. Having done this, the personal evolution system should address
the questions, who, what, when, where, how? Of performance appraisal
WHO
The appraisal can be accomplished by one or more individuals involving a
combination of the immediate supervisor, a higher level manager, a personal
manager, the assessees peers, the assessee himself and the assessees subordinates.
Usually the immediate supervisor must be interested with the task of rating the
assessee because he his most familiar with his work, and because he is also
responsible for recommending or approving personal action based on the
performance appraisal. The staff specialists, i.e. the personal officer also do
appraisal.
They may advise the supervisor while evaluating their subordinates stressing the
need for evidence for making specific appraisal judgments and comparing a
particular subordinates evolution with those of others.
The appraisal of an individual may also be done by his peers such appraisal proves
effective in predicting future management success.
23
This approach has its disadvantage that the individual may rate himself excessively
high then it would be if his superior rated him. Many companies use rating
committees to evaluate employees. These committees consist of supervisors, peers,
and subordinates.
WHAT
The what of the performance appraisal consists in appraising non supervisory
employees for their current performance and managers for potential? It also
includes evaluation of human trades.
WHY
The why of an appraisal is concerned with
a) Creating and maintaining a satisfactory level of performance of employees in
there present jobs.
b) Highlighting employee needs and opportunities for personal growth and
development.
c) Promoting understanding between the supervisor and his subordinates.
d) Providing a useful criterion for determining the validity of selection and
training methods and techniques and forming concrete measures for
attracting individual of higher caliber to the enterprise.
24
WHEN
The when answers the query about the frequency of appraisal? It has been
suggested in formal counseling should occur continuously. The manager should
discuss an employees work as soon as possible after he has judged it.
WHERE
The where indicates the lo0cation where an employee may be evaluated. It is
usually done at the place of work or office of the supervisor.
HOW
Under how the company must decide what different methods are available and
which of these may be used for performance appraisal. Based on the comparative
advantages and disadvantages it is decided which method suit the propose best.
25
26
27
A good performance appraisal has following objectives: Help employee to Krishak Bharti Coperative Ltd. His weaknesses, and
improve his strengths, and thus enable him to improve his performance and that
of the department.
Generate adequate feedback and guidelines from the reporting officers to the
employee.
Contribution to the growth and development of the employee thru helping in
realistic goal setting
Help identifying employees for the porpoise of motivating, training and
developing them.
Generate significant relevant, free and valid information about employees
thus good performance appraisal and review system should primarily focus on
employee development
28
METHODS OF APPRAISAL
Broadly all the approaches to appraisal can be classified into: Past-oriented:
Rating scales
Checklist
Forced choice method
Forced distribution
Critical incident method
Behaviorally anchored scales
Field review method
Annual confidential report
Essay method
Cost accounting approaches
Comparative evolution approach
Ranking method
Paired comparison method
Future oriented:
Management by objectives
Psychological appraisals
Assessment center
29
30
31
Easy method
In the essay method, the rater must describe the employee with in a number
of broad categories such asa) The raters overall impression of the employees performance
b) The promotability of the employee
c) The jobs that the employee is now able or qualified to perform
d) The strength and weaknesses of the employee and the traning and the
development assistant required the employee.
Comparative Evolution Approaches
These are a collection of a different methods that compare one workers
performance with that his / her co-workers. Supervisors usually conduct
comparative appraisals. As these appraisals can results in a ranking from best
to worst they are useful on deciding merits-pay increases promotions and
organizational rewards. We can classify it intoa) Ranking method
In this, the superior his or her subordinates in the order of there merits
starting from the best to the worst,. This method is subject to the hallo and
Recency effects, although ranking by two or more raters can be averaged to
help reduce biases. It advantages include ease of administration and
explanation.
b) Paired Comparison method :Under this method the appraiser compares each employee with every other
employee, one at a time. The number of comparisons may be calculated with
the help of formula, which reads thus-:
N (N-1)/2
32
appraisers
are:
supervisors, peers,
subordinates
employees
2. Peers:Peer appraisal may be reliable if the work group is stable over a reasonably
long period of time and perform tasks that require integration.
4. Self-Appraisal:In individuals understand the objective they are expected to achieve and
the standard by which they are to be evaluated, they are to a great extend in
the best position to appraise their own performance.
33
34
35
5) Career Planning And Development:Performance feedback guides career decisions about specific career
paths.
6) Information Inaccuracies:Poor performance indicate errors in job
analysis informations
ensure
that
internal
placement
decisions
are
not
discriminatory.
9) Feedback to human resource:Good/bad performance throughout the organization indicate how
well the human resource function is performing.
37
38
Performance Appraisal is a Nine-Step Process: At the First stage, performance standards are established based on job
description and job specification. The standard should be clear, objective and
incorporate all the factors.
The Second stage, is to inform these standards to all the employees
including appraisers.
The Third stage is following the instruction given for appraisal
measurement of employee performance by the appraisers through
observations interview, records and reports
The Fourth stage is finding out the influence of various internal and external
factors on actual performance.
The Fifth stage is comparing performance with that of other employee and
previous performance .
The Sixth stage is comparing the actual performance with the standards and
finding out deviations.
The Seventh stage is communicating, the actual performance of the
employee and other employees doing the same job and discuss with him the
reasons for positive or negative deviations from the preset standards as the
case may be.
The Eighth stage is suggesting necessary changes in standards, job analysis
internal and external environment.
The Ninth stage is fallow up performance appraisal report. This stage
includes guiding, counseling coaching and directing the employee or making
arrangements for the training and development of the employee.
39
The major problem in performance appraisal :1) Rating Biases:The problem subjective measure (is that rating which is not
verifiable by others) has the opportunity for biases include:-
a) Halo effect
b) The error of central tendency
c) The leniency and strictness biases
d) Personal prejudice
e) The Recency effect
Halo Effect:It is the tendency of the raters to defend excessively on the rating of
one trait or behavioral consideration in rating all other traits or behavioral
consideration. One way of minimizing the halo effect is appraising all the
employee by one trait before going to rate basis of another trait.
The Error Central Tendency:Some raters fallow play safe policy in-rating-by-rating all the
employee on the middle point of the rating scale and they avoid rating the
p[people at both the extremes of the scale. They fallow play safe policy
40
post
41
42
Are the employees happy with their wages, rewards and hours of work
given?
43
PERFORMANCE MATRIX
In
KRA 1 to 5
For achievement of the set targets, the prescribed credit points would
accrue to all team members for the team performance and to an individual
for the individual performance.
Any drop / deviation from the targets will lead to Debit to while the
overall debit points for the negative variance vis--vis has been prescribed
for the team the individual will be liable to the lose additional points bin
case of direct responsibility for deviation.
These debit points will be determine depending on gravity of error,
quantum of loss, extraneous/ inhibiting factors, etc. as a part of
appraisal process.
KRA 6
It is intended to cover every individual distinguishing contribution/ efforts
made in respect of either assigned projects or innovations, cost saving
44
KRA 7
(Health. Safety/fire, Environment) Debit will apply to an individual and his
superiors but his not peers / others who may not be connected with the safety
incident. Similarly there is scope to earn separate credit points for an individual
through safety suggestion and reporting of near misses and unsafe acts/
conditions/
KRA 8
(Training and HR) this is intended to cover self training, training of
subordinates, for the training programs organized by learning centre are HR
based on individual need assessment of self & subordinates.
These also include quarterly review, counseling and maintaining of
performance diary.
KRA 9
(Quality System & Documentation) this include proper maintenance of each
and every documents of ISO 9000 and 14001 for surveillance audits, also
revision of SOPs / SOCs decided by the plant.
45
KRA 10
(Industrial Relations ) there is a scope for a team to earn separate credit points
based on the number of implement suggestions. In this case the team means the
concern immediate supervisor, production / department manager and plant
manager.
Disciplinary Action
It will be deemed to be complete when the matter is brought to logical
Conclusion resulting in either appropriate punishment or withdrawal of
Charge sheet. However no debit will be accrued in the event of
Prolonged enquiry beyond the control of the employee. Further for the
Discipline violations not reported and discovered.
Tier - II
The appraisal for managerial key dimension determined carder wise
With 20% weightage.
46
Performance Diary
The filling up the performance diary is most critical and important aspect on
which the entire system rests. Each and every individual has responsibility to
highlight event in the performance diary, timely and properly.
While for an individual on the other hand, it may mean establishing clear
responsibility for a fault/formal operation / misjudgment etc. on the other
hand it will mean recording of credits worthy efforts / contribution which
may otherwise go unnoticed.
47
Facilitating Factor:
Are those factors that are beyond the control of the appraise that have led to
better performance. Example: Availability of resources in time .
Inhibiting Factor:
Are those factors that are beyond the control of the appraise they have led to
poor performance. EXAMPLE: power failure that has led to loss of output.
48
RESEARCH
METHODOLOGY
49
RESEARCH
The research design of this project is exploratory. Though each research
study has its own specific purpose but the research design of this project on BSNL
is exploratory in nature as the objective is the development of the hypothesis rather
than their testing. The research designs methods of financial analysis. Through of
comparative balance sheet in comparative statement, I am studying on balance sheet
of BSNL of five year. So taking comparative statement, I am going to analyzed of
five years balance sheet of BSNL
METHODOLOGY
RESEARCH DESIGN
Research Design refers to "framework or plan for a study that guides the collection
and analysis of data". A typical research design of a company basically tries to
resolve the following issues:
50
51
SAMPLING PLAN:
Sample Size = 50 Employees
Sample Area = BSNL lucknow
Utter Pradesh
Duration = 6 weeks
RESEARCH PROBLEM
I have selected that PERFORMANCE APPRAISER as research problem for my
summer training project.
As a research problem is the situation that causes the researcher to feel
apprehensive, confused and ill at ease. It is the demarcation of a problem area
within a certain involving the WHO or WHAT the WHERE the WHEN and the
WHY of the problem situation.
RESEARCH OBJECTIVE
How productivity relates with performance appraisal. In addition, the major factors
of performance appraisal, which have taken a part in increasing productivity of the
organization.
52
QUESTIONNAIRE:
INTERVIEW:
The interview method of collection data involves presentation
of oral- verbal stimuli and reply in terms of oral-verbal response.
EXPLORATORY RESEARCH
Exploratory research studies are also termed as formulating studies. The main
purpose of such studies that of formulating of the problem for more precise
investigation or of developing the working hypotheses from an operational
point of view. An exploratory research focuses on the discovery of ideas and
is generally based on secondary data. It consists:
Search of secondary data and literature
Survey
53
SURVEY REPORT:
Survey means the survey of people who have had practical experience with the
problem to be study. These individual can be top executives, sales manager,
wholesaler and retailer processing valuable knowledge and information about
the problem environment.
54
QUESTIONNAIRE-:
The term questionnaire usually refers to a self administered process whereby
the respondent himself read the question and records without the assistance of an
interviewer.
INTERVIEW-:
The interview method of collection data involves presentation of oral-verbal
stimuli and reply in terms of oral- verbal response.
A sample design is define plan determined before any data are actually collected
for obtaining a sample from a given population. Sample can be either probability
sample or non probability sample.
SAMPLE SIZE:
When a survey is undertaken and when it is not possible to cover the entire
population the researcher has to answer the basic question how large should be
sample be ? the sample size decision is related directly to research cost.
The intended sample size is the number of participants planned
to be included in the trial, usually determined by using a statistical power
calculation. The achieved sample size is the number of participants enrolled,
treated , or analyzed in the study.
I have taken 50 people in my sample size as the sample size should be neither so
small nor so large.
56
1. PRIMARY DATA
Those data that have been observed and recorded by the researcher for the
first time in their knowledge.
Sources:
Questionnaire
Interview method
2.
SECONDARY DATA:
Those data that have been compile by some agency other than user.
Sources:
Company profile
Magazine
Internet
Books
Previous report
57
&charts in my project.
58
DATA ANALYSIS
59
OPTIONS
NO OF
RESPONDENT(SAMPLE
SIZE 50)
PERCENTAGE
VERY MUCH
42
84%
SOME WHAT
14%
DONT KNOW
2%
90
80
70
60
50
40
30
20
10
0
very much
some what
don't know
60
OPTIONS
NOS OF
RESPONDENT(Sample PERCENTAGE
size 50)
YES
38
76%
NO
10
20%
DONT KNOW
4%
80
70
60
50
40
30
20
10
0
yes
no
don't know
61
3. Hold meeting in the beginning of the year to explain & clarify activity task
& goals to be achieved.
OPTIONS
NOS OF
RESPONDENT(Sample
size 50)
PERCENTAGE
YES
39
78%
NO
11
22%
90
80
70
60
50
40
30
20
10
0
yes
INTERPRITATION-:
no
meetings helps goal and task. While the other 22% employees that is
not very much helpful.
62
NOS OF
RESPONDENT (Sample
size 50)
PERCENTAGE
YES
40
80%
NO
10
20%
90
80
70
60
50
40
30
20
10
0
yes
INTERPRITATION -:
no
63
OPTIONS
NOS OF
RESPONDENT(Sample
size 50)
PERCENTAGE
FULLY SATISFIED
20
40%
SATISFIED
26
52%
DISSATISFIED
4%
UNCERTAIN
4%
60
50
40
30
20
10
0
fully satisfied
satisfied
INTERPRITATION-:
dissatisfied
uncertain
64
OPTIONS
NOS OF
RESPONDENT(Sample
size 50)
PERCENTAGE
YES
42
84%
NO
16%
90
80
70
60
50
40
30
20
10
0
yes
no
OPTIONS
NOS OF
RESPONDENT(Sample
size 50)
PERCENTAGE
YES
47
94%
NO
6%
100
90
80
70
60
50
40
30
20
10
0
yes
no
66
OPTIONS
NOS OF
RESPONDENT(Sample
size 50)
36
PERCENTAGE
72%
YES
10
20%
8%
NO
DONT KNOW
80
70
60
50
40
30
20
10
0
yes
no
don't know
67
OPTIONS
NOS OF
RESPONDENT(Sample
size 50)
PERCENTAGE
PERFORMANCE
4%
EXPERIENCE
12%
BOTH
42
84%
90
80
70
60
50
40
30
20
10
0
Performance
experience
both
68
OPTIONS
NOS OF
RESPONDENT(Sample
size 50)
PERCENTAGE
YES
42
84%
NO
16%
90
80
70
60
50
40
30
20
10
0
YES
NO
69
OPTIONS
NOS OF
RESPONDENT(Sample
size 50)
HIGHLY SATISFIED
27
54%
SATISFIED
18
36%
DISSATISFIED
2%
JUST SATISFIED
8%
60
50
40
30
20
10
0
Highly satisfied
INTERPRITATION-:
Satisfied
Dissatisfied
Just satisfied
Performance appraisal system. While 36% employees are satisfied with the current
performance appraisal system.
70
LIMITATIONS
71
LIMITATIONS
A few limitations and constraints came in way of conducting the present study,
Although all attempts were made to make this an objective study, biases
on the part of respondents might have resulted in some subjectivity.
Though, no effort was spared to make the study most accurate and
useful, the sample Size selected for the same may not be the true
representative of the Company, resulting in biased results.
72
SUGGESTIONS
AND
CONCLUSION
73
SUGGESTIONS
After having analyzed the data, it was observed that practically there was no
appraisal in the organization. To be an effective tool, it has to be on the
continuous basis. This is the thing that has been mentioned time and again
in the report, as, in the absence of continuity, it becomes a redundant
exercise. Before actually deciding drafting what should be the kind of
appraisal the following things should be taken care of:
1.
2.
3.
Further, at the time of confirmation also, the appraisal form should not
lead to duplication of any information. Instead, detailed appraisal of the
employees work must be done which must incorporates both the work
related as well as the other personal attributes that are important for
work performance.
4.
It should be noted that the appraisal form for each job position should
be different as each job has different knowledge and skill requirements.
74
There should not be a common appraisal form for every job position in
the organization.
5.
The job and role expected from the employees should be decided well
in advance and that too with the consensus with them.
6.
7.
The time period for conducting the appraisal should be revised, so that
the exercise becomes a continuous phenomenon.
8.
75
BIBLIOGRAPHY
BOOKSHuman Resource
- V.S.P Rao
Research Methodology
- C. R. Kothari
BSNL Manual
- Company Magazines
WEBSITES-
www.bsnl.net
www.bsnl.co.in
76
QUESTIONNAIRE
(PERFORMANCE APPRAISAL SYSTEM AT B.S.N.L.)
Name..
Designation
Department
5) To what extent are you satisfied for point allocation on the basis of KRAs &
managerial dimension?
a)
b)
c)
d)
Fully satisfied
Satisfied
Dissatisfied
Uncertain
11)
Highly satisfied
Satisfied
Just satisfied
Dissatisfied
79