Performance Appraisal In SOLITAIRE INFOSYSSeminar For The

Partial Submission of

SUMMER TRAINING PROJECT

DEPARTMENT SCHOOL OF MANAGEMENT STUDIESPUNJABI UNIVERSITY, PATIALA (2015-17).

Submitted By:-Jastinder Pal Singh 15421163

ABOUT COMPANY

• SOLITAIRE INFOSYS is a leading Software and Web Application Development Company, based in Mohali (Chandigarh), that provides high quality comprehensive services to enterprises across a wide range of platforms and technologies. Our major areas of expertise are in providing quality, cost effective software or web development.

• Established in 2011• Main office in Sahibzada Ajit Singh Nagar, Mohali• Other than Mohali company have a branch in Patiala

Website Design Web Development Mobile Applications

Digital Marketing Maintenance

Website Designing Services

Php Development Unity 3D SEO Services App Maintenance

PSD To XHTML Conversion

.Net Development Phone Gap SMO Services CMS App Maintenance

WP Theme Customization

CMS Development Iphone App Development

PPC ERP Maintenance

Flash And 3D animation

E-Commerce Development

Android App Development

Email Marketing Website Maintenance

Logo & Identity Design

Window App Development

Services :-

OBJECTIVE OF THE STUDY• To know the attitude and behavior of the employees of

SOLITAIRE INFOSYS

• To study about the various performance appraisal techniques, uses, etc.

• To understand the working environment of SOLITAIRE INFOSYS.

Project : Performance Appraisal in SOLITAIRE INFOSYS

Purpose of the Study:

1. In general, the purpose of the study is to know the system of performance appraisal in SOLITAIRE INFOSYS.

2. Besides, the purpose of the study is to fulfill the partial requirement of training.

3. To understand satisfaction among employees of SOLITAIRE INFOSYS.

PERFORMANCE APPRAISALPerformance appraisal is the assessment of individual’s

performance in a systematic way. It is a developmental tool used for all round development of the employee and the organization. The performance is measured against such factors as job knowledge, quality and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgment, versatility and health.

It is : 1) Goal oriented2) Result oriented3) Enhance the performance4) Achieve the organizational goals

OBJECTIVES OF PERFORMANCE APPRAISAL

• To maintain records of wages, salary raise etc.• To identify strength and capabilities of employees.• Overall feedback about employees.• To review training and promotional benefits.

ADVANTAGES OF PERFORMANCE APPRAISAL• Promotion• Compansation• Employees Development• Selection Validation• Communication

GOALS OF PERFORMANCE APPRAISALGeneral Goals Specific Goals

Developmental Use Individual needs, Performance feedback, Transfers and Placements, Strengths and Development needs

Administrative Decisions / Uses

Salary ,Promotion, Retention / Termination, Recognition, Lay offs, Poor Performers identification

Organizational Maintenance

HR Planning , Training Needs, Organizational Goal achievements, Goal Identification, HR Systems Evaluation, Reinforcement of organizational needs

Documentation Validation Research , For HR Decisions

USES OF PERFORMANCE APPRAISAL• Performance improvement • Compensation adjustments• Placement decisions• Training and development needs• Career planning and development• Staffing process deficiencies • Informational inaccuracies• Job design errors • Equal employment opportunity• External challenges• Feedback to human resources

PERFORMANCE APPRAISAL PROCESS

Categories Traditional AppraisalsModern Appraisals

Systems

Guiding ValuesIndividualistic, Control

oriented, Documentary

Systematic,

Developmental, Problem

solving

Leadership Styles Directional, Evaluative Facilitative, Coaching

Frequency Occasional Frequent

Formalities High Low

Rewards Individualistic Grouped, Organizational

APPRAISALS MEASURMENT METOHODSPAST ORIENTED METHODS FUTURE ORIENTED METHODS

1. Rating Scales2. Checklist3. Forced Choice Method4. Forced Distribution Method5. Critical Incidents Method6. Behaviorally Anchored Rating Scales7. Field Review Method8. Performance Tests & Observations9. Confidential Records10.Comparative Evaluation Method

(Ranking & Paired Comparisons)

1. Management by Objectives

2. Psychological Appraisals3. Assessment Centers4. 4.360-Degree Feedback

About Research

• Research Design : Exploratory as well as Conclusive

• Sample Size : 20

• DATA COLLECTION: – Primary Data through Questionnaire– Contact Method– Personal Interaction

Responses of Employees 1. Are you aware with the current “Performance Appraisal system” of SOLITAIRE INFOSYS?(a) Yes (b) No

2. Performance Appraisal of Employee Is Assessed By(a)Point system (b)Mark system(c)Grade system (d)Not aware

3. Task setting by appraise and appraiser provides objective while appraising the performance appraisal of the appraise.(a)Agree (b) Partially agree(c)Neutral (d) disagree

4. Whether the quarterly task setting assignment completed (a)Yes (b)No

5. Self-Appraisal System proves to be effective while appraising the appraise.(a)Agree (b)Partially agree(c)Neutral (d) Disagree

6. Who in your opinion should be the responsible for ensuring objectivity and reducing biasness the “Performance Appraisal” system?(a)Appraise andAppraisee.(b)Appraiser, Appraisee& peer.(c)Appraiser, Appraisee, Peers, & Subordinates.

7. Skill possessed by an Appraiser vary as the moves from one grade to another.(a)Agree (b) Partially agree(c)Neutral (d) Disagree

8. Are you getting regular feedback on your performance from your Appraisal?(a)Yes (b) No

9. Feedback is beneficial for improving your performance.(a)Agree (b) Partially agree(c)Neutral (d) Disagree

10.Current “Performance Appraisal” system is an effective tool for evaluating the employee‘s performance.(a)Agree (b) Partially agree(d)Neutral (d) Disagree

11. Does current “Performance Appraisal” system reflect the training needof an employee?(a)Yes (b)No

12. What is your opinion is the relevance “Performance Appraisal” system?(A)Deciding promotion (b) Deciding incentives(c) Training & development (d) programme Succession planning

13.The existing “Performance Appraisal” system ensures due recognition talented employee in terms of promotion, rewards and others(a)Agree (b) Partially agree(c) Neutral (d) Disagree

14. Do you think that existing “Performance Appraisal” system is help full in wholesome development of employee?

(a) Agree (b) Partially agree(c)Neutral (d) Disagree

15. Are you satisfied with the current “Performance Appraisal” system?(a)Yes (b) No

16. Would you say management is responsible to you?(a)Innovativeness (b) Personal problem(c)Official problem (d) Career aspiration

Conclusions

There should be-

• Transparent career planning for all officers.• Informal calling as and when they need.• Giving chance in decision making.• Reward for employee work.• Proper interactions with seniors.• Effective training and development programs should be held.• Improve competency of the workers.• The company should concentrate more on individual

development.