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Bhanu Pratap Singh

The document reports on a study of the performance appraisal system at HAL Lucknow. It includes an introduction, company profile, objectives, research methodology, limitations, data analysis and interpretation, findings, suggestions and recommendations, and conclusion. Key findings are that the majority of respondents prefer annual appraisals based on both quality and targets, conducted by supervisors.

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48 views12 pages

Bhanu Pratap Singh

The document reports on a study of the performance appraisal system at HAL Lucknow. It includes an introduction, company profile, objectives, research methodology, limitations, data analysis and interpretation, findings, suggestions and recommendations, and conclusion. Key findings are that the majority of respondents prefer annual appraisals based on both quality and targets, conducted by supervisors.

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RESEARCH PROJECT REPORT

ON

“A STUDY OF PERFORMANCE APPRAISAL


SYSTEM AT HAL LUCKNOW”

Towards partial fulfilment of


International Master of Business Administration (IMBA)
School of Management, Babu Banarasi Das University,
Lucknow

Presented By:
BHANU PRATAP SINGH
Roll No- 1200675021
IMBA-IVth Year
INTRODUCTION

Performance appraisal is a method of evaluating the behaviour of employees in the


work spot, normally including both the quantitative and qualitative aspects of job
performance. It is a systematic and objective way of evaluating both work related
behaviour and potential of employees. It is a process that involves determining and
communicating to an employee how he or she is performing the job and ideally,
establishing a plan of improvement.
Performance appraisal has two over arching goals:
To encourage high levels of worker motivation and performance.
To provide accurate information to be used in managerial decision making.
These goals are interrelated because one of the principal ways that managers motivate
workers is by making decisions about how to distribute outcomes to match different
levels of performance.
COMPANY PROFILE

Hindustan Aeronautics Limited (HAL) is an Indian public sector aerospace and defence company,
headquartered in Bangalore. Established on 23 December 1940, HAL is one of the oldest and largest
aerospace and defence manufacturers in the world. HAL began aircraft manufacturing as early as 1942
with licensed production of Harlow PC-5, Curtiss P-36 Hawk and Vultee A-31 Vengeance for the Indian
Air Force. HAL currently has 11 dedicated Research and development (R&D) centres and 21
manufacturing divisions under 4 production units spread across India.[7] HAL is managed by a board of
directors appointed by the President of India through the Ministry of Defence, Government of India.
HAL is currently involved in designing and manufacturing of fighter jets, helicopters, jet engine and
marine gas turbine engine, avionics, software development, spares supply, overhauling and upgrading of
Indian military aircraft.

The HAL HF-24 Marut fighter-bomber was the first indigenous fighter aircraft made in India.
OBJECTIVE OF STUDY

• To study the existing appraisal system in the organization.


• To find whether the existing appraisal system in the organization
exactly measures the employee’s performance
• To find whether the feedback from the appraisal system assists in the
employee’s training and development.
• To study that there is any opportunities provided for the employees to
improve their performance.
RESEARCH METHODOLOGY

Research Design
I have used Descriptive research design for this study.
SAMPLING DESIGN
The following factors have been decided within the scope of sample design:
Descriptive Research Design
SAMPLE SIZE: A sample of minimum respondents was selected from HAL. An effort was made to select
respondents evenly. The survey was carried out on 100 respondents.
SAMPLE UNIT: In this project sampling unit consisted of the employees of HAL, Lucknow.
SAMPLING TECHNIQUE: For the purpose of research convenient sampling technique was used.
SAMPLING FRAME: It consisted of various sources from where information about the respondent is extracted.
Mainly personal links and employees of HAL are used for getting information about the respondents.
DATA COLLECTION SOURCE: Two methods have been used to collect the relevant data, which are essential
for the study, they are:
Primary Data: data is collected to obtain desired information through structured questionnaire.
Secondary Data: it is compiled through books, magazines, newspapers and internet etc…
TOOLS OF PRESENTATION:
STATISTICAL TOOLS TO BE USED: A structured questionnaires is used to collect the data and data will be
analyzed with the help of percentage table, respective graph, bar graph and pie charts.
LІMІTАTІONS OF STUDY

• The sсope of study is limited to the respondents аre seleсted from in аnd
аround Luсknow, U.P
• Meаsurement of сustomer sаtisfасtion is сomplex subjeсts, whiсh uses
non-objeсtives method, whiсh is not reliаble.
• The sаmple unit wаs аlso 100 respondents.
• There mаy be some biаsed response from the respondents.
• Some respondents did not provide the full dаtа.
• However, TАTА HАRRIER showrooms аre loсаted in other plасes i.e.
loсаlly аnd even in the neighboring stаtes. Only opinion of respondents
of Luсknow сity wаs сonsider for finding out the opinions of
respondents. The projeсt is vаlid for the predefined аreа of work
Luсknow (Uttаr Prаdesh).
DАTА АNАLYSІS АND ІNTERPRETАTІON

Figure showing the basis of the performance appraisal

performance appraisal

90
80
80
70
60
50
40
30
20 Performance
12 Appraisal Basis
8
10
0
quality target both

Inference

The above table shows that 80% of the respondents prefer both the quality and target for their basis
of performance appraisal, 12% of the respondents prefer quality alone and 8% of the respondents
prefer target alone.
Figure showing frequency of the appraisal system

frequency of appraisal

60
50

percentage
50
40
40 frequency of
30 appraisal
20
10 6 4
0
monthly half yearly annual 360 degree

factors

Inference

From the above table shows that 50% of the respondents prefer annual appraisal, 40% of
the respondents prefer half yearly appraisal, 6% of the respondents prefer monthly
appraisal and 4% of the respondents prefer 360 degree appraisal.
FINDINGS

• 88% of the respondents were male.


• Majority of the respondents (28%) are between the age of 24-28 and the low level (10%) was
between the age of 19-23.
• 68% of the respondents are joined in the year of 2001-07 and the low level 2% were joined in the
year of 1971-80.
• 65% of the respondents prefer supervisors for their appraisal and the low level 10% prefer peers
for their appraisal.
• 80% of the respondents prefer both the quality and target for their basis of performance appraisal
and low level 8% prefer target for their basis of performance appraisal.
SUGGESTION AND RECOMMENDATION

The company should conduct effective training after the performance appraisal for their employees to
improve their performance and also CFR ratings should be discussed with the employees at the time of
performance appraisal review.

The company should give combination of both (subjective and objective) appraisal and it should be of
half yearly.

The appraiser should keep on contact with the employees and motivate them for their growth and also to
achieve the organizational goals.

When an employee is newly joined in an organisation, he/she should be given proper information about
performance appraisal system and its impact towards his/her job.
CONCLUSION
In this study, Performance Appraisal System followed at HCLTECH was evaluated and found to be
good. This project work also reveals the gaps in the existing system. By providing suitable training
and development programmes, the concern organisation can improve the existing performance
appraisal system. Overall, this project work helps to understand every aspects of performance
appraisal system.

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