SYNOPSIS

A STUDY ON
“PERFORMANCE APPRAISAL”
AT
“ BESCOM. K,R,CIRCLE”.

BANGALORE.

SUBMITTED
TO

BANGALORE UNIVERSITY

In partial fulfillment of the requirement

For the award of degree in

MASTER OF BUSINESS ADMINISTRATION

PADMASHREE INSTITUTE OF MANAGEMENT STUDIES

(Approved by AICTE, Govt. of India, New Delhi, Affiliated to Bangalore University &
Regd. By Govt of Karnataka, #149 Padmashree Campus, Kommagata, Sulikere, Kengeri)

BANGALORE-560060

Batch: 2009-11

Submitted by, under the guidance of,

MANJUNATHA HP
Reg. No. 09YYCMA024 Mr. R.R. SRIVASTAVA
 INTRODUCTION
BESCOM HISTORY

The erstwhile Mysore State had the enviable and glorious position of
establishing the first major hydroelectric generating station for
commercial operations at Shivanasamudram as early as 1902.

COMPANY PROFILE

Electricity is one of the most important forms of energy. We cannot see,

hear or smell electricity, but we know about it by what it does. Electricity
produces light and heat and it provides power for household appliances
and industrial machinery. Electric power also enables us to have
telephones, computers, films, television, and radio etc,.

Most of the electricity that we use daily consists of a flow of tiny particles
called electrons. Electrons are the smallest unit of electricity. They are
much too tiny to be seen, even with a microscope.

Everything around us, including our bodies, 1contains electrons. Therefore,

everything can be thought of as partly electrical. Some of the effects of
electricity can be thought of as partly electrical.

Some of the effects of electricity may be seen in nature. For example,

lightening is a huge flash of light caused by electricity.

Almost all the world’s electricity is produced at power plants by large

machines called generators. Most of these plants burn coal or oil to make
steam, which provides the energy to run the generators.

Thick wires carry electricity from the plant to all the places such as
houses, schools, colleges, farms, factories and other places where people
need it.

Electricity is a handy source of energy, but it must be used with great

care. Faulty wiring or an overloaded socket can cause a fire. An electricity
supply even with one voltage can kill a person if he/she touches a bare
wire with wet hands or while standing on a wet floor.

1
1.2 INTRODUCTION OF TOPIC

POERFORMNANCE APPRAISAL

Once the employee has been selected, trained and motivated, he is then appraised for his
performance. Performance Appraisal is the step where the management finds out how
effective it has been at hiring and placing employees. If any problems are identified, steps are
taken to communicate with the employee and to remedy them. A .performance appraisal. Is a
process of evaluating an employee.s performance of a job in terms of its requirements.

An organization.s goals can be achieved only when people put in their best efforts. How to
ascertain whether an employee has shown his or her best Performance on a given job? The
answer is Performance appraisal. Employee assessment is one of the fundamental jobs of
HRM, but not an easy one though.
Appraising the performance of individuals, groups and organizations is a common practice of
all societies. While in some instances these appraisal processes are structured and formally
sanctioned, in other instances they are an informal and integral part of daily activities. In
social interactions, performance is conducted in a systematic and planned manner to achieve
widespread popularity in recent years.

In simple terms, performance appraisal may be understood as the assessment of an

individual.s performance being measured against such factors as job knowledge, quality and
quantity of output, initiative, leadership abilities, supervision, dependability, co-operation,
judgement, versatility, health and the like. Assessment should not be confined to past
performance alone. Potentials of the employee for future performance must also be assessed.

A formal definition of performance appraisal is:

It is the systematic evaluation of the individual with respect to his/her Performance on the
job and his/her potential for development.
A more comprehensive definition is:
Performance appraisal is a formal, structured system of measuring and evaluating an
employee.s job related behaviours and outcomes to discover how and why the employee is
presently performing on the job and how the employee can perform more effectively in the
future so that the employee, organization and society all benefit.
The second definition includes employees. behaviour as part of the assessment. Behaviour
can be active or passive - do something or do nothing. Either way, behaviour affects job
results.

The other terms used for performance appraisal are:

Performance
 Rating
Employee
 assessment
Employee
 Performance Review
Personnel
 Appraisal
Performance
 Evaluation
Employee
 Evaluation
Merit
 Rating
1. RESEARCH DESIGN
The research design is the conceptual structure within which research is conducted. It
constitutes the blue print for the collection, measurement and analysis of data.

A research design in a basic plan, which guides the data collection and analysis phases of the
project. It is the framework which specifies the type of data collection procedure.

1. STATEMENT OF THE PROBLEM

the study finding out the level of the employee satisfaction and it includes who plays the
vital role in the process of performance appraisal it also focus to study the impact of
performance appraisal the quality or the standard of thee appraisals opinion of the employee
it will be easier for the company to provide the best when the employee requirement is well
understood and it reduce the waste of time and materials when employee expectation is well
understood it is essential that any company intending to implement performance appraisals
program go about in a planned manner improve your company results with a performance
appraisals system that really works

2. OBJECTIVITY OF THE STUDY

 To study the performance appraisal system in the organization

 To asceretain the views/opinions of the employees about the perfopmance appraisal
system exisiting in the company
 To suggest apprtopriate medications in the exisiting performance appraisal syatem

3. SCOPE OF THE STUDY

Performance appraisals are systematic ways of measuring, reviewing and
analyzing employee performance over a given period of time and using the
information gathered to plan for the employee's future with the organization.
This periodical, impartial feedback is used to judge employee effectiveness as
well as provide necessary development and training to improve the
employee's contributions to the organization's goals.
 2. RESEARCH METHODOLOGY

The type of research is exploratory. The methodology that has been adopted for collecting the
information and interpretation in a meaningful way has been to collect information both from
primary and secondary sources

• Through the personal discussions

• Through various books

3.1 SAMPLE SIZE

The sample size of the study is 50 employees.

3.2 SAMPLING TECHNIQUE

The study covers all employees of the company. Therefore, for effectiveness of the study, it is
proposed to go for stratified random sampling technique. The method used in collecting data
is by personal discussion & questionnaire method.

3.3 DATA COLLECTION METHODS

Primary data
Primary data is collected by the researcher specially to meet the objectives of the current
project. Information is collected through structured questionnaire from persons in the
company and managers are also source of primary data.

Secondary data
In secondary data, information relates to the past period. It was collected from the company
brochures & documents. This has been used in the profile of the organization. The various
sources of secondary data were books, newspaper & magazines, journals, brochures which
we can collect from library.
3.4 STATISTICAL TOOL

The statistical tools proposed to be used in the dissertation are:

 Percentage analysis
 Bar graphs
 Pie charts

3.5 LIMITATIONS

• Employees of the organization may hide the fact.

• The management may not agree to disclose all the confidential data.

• Numbers of respondents are very less, so clear conclusion can’t be drawn.

CHAPTER SCHEME

Chapter 1: Introduction

Chapter 2: Research design

2.1. Objectives of the study

2.2. Statement of problem

2.3. Scope of the study

2.4. Definition of concepts

2.5. Hypothesis

2.6. Methodology

2.7. Sample size

2.8. Sources of data

2.9. Tools & techniques for data collection

2.10 Plan of analysis

2.11. Limitations

Chapter 3: Profile of the company & organization

Chapter 4: Analysis and interpretation of data

Chapter 5: Summery of findings, conclusion & recommendation

Bibliography

Annexure