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ST.WILFRED’S COLLEGE OF
ARTS COMMERCE AND SCIENCE

RESEARCH REPORT FOR THE YEAR

2024-25

(SESSION 3RD YEAR)

TOPIC OF RESEARCH: STUDY OF

EMPLOYEES PERFORMANCE
MANAGEMENT SYSTEM
PERFORM IN INDIVIDUALLY
RESEARCH GUIDE:- SUBMITTED TO:
BY: ANUJA PATIL ST WILFRED’S
COLLEGE OF
ARTS
COMMERCE
AND SCIENCE

SUBMITTED BY :- ROSHAN UPADHYAY

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ACKNOWLWDGMWNT
To list who all have helped me is difficult because they are so numerous
and the depth is so enormous.
I would like to acknowledge the following as being idealistic channels
and fresh dimensions in the completion of this project.
I take this opportunity to thank the University of Mumbai for giving
me chance to do this project
I would like to thank my Principal Mrs. Sayma Natekar for providing
the necessary facilities required for completion of this project
I would also like to express my sincere gratitude towards my project
guide Mrs. Anuja Patil whose guidance and care made the project
successful
I would like to thank College Library for having provided various
reference books and magazines related to my project
Lastly I would like to thank each and every person who directly and
indirectly helped me in the completion of the project especially my
parents and peers who supported me throughout my project
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CERTIFICATE

This is to certify that “ROSHAN UPADHYAY” has

worked and duly completed his project work for thew
drgree of Bachelor of Management under the faculty of
management in the subject of human resource and his
project is entitled , ``STTUDY OF EMPLOYEES
PERFORMANCE MANAGEMENT SYSTEM
PERFORM IN INDIVIDUALLY” under the supervision .
I futher certify that the entire work hass been done by the
learner under the guidance and that no part of it hass
been submitted previously for any degree of diploma of
any University.

IT is own work and facts reported by his personal finding

and investigation .

Date Of Submission :-

Asst. Prof. Anjua Patil

(project guide)
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TABLE OF CONTENTS
S.N CONTENTS OF THE RESEARCH PAGE NUMBERS
O PROJECT
A ACKNOWLEDGEMENT 2,3
CERTIFICATE
1 Topic of the research 5

2 SHORT DISCLAIMER 5
3 INTRODUCTION OF THE TOPIC 6,7,8,9
4 OBJECTIVES OF THE STUDY 10
5 DATA COLLECTION METHODS 11
6 SAMPLE SELECTION/RESPONSES 12 to 69
COLLECTED AND PERFORMANCE
APPRAISAL SYSTEM IN IT
COMPANIES
7 REVIEW OF LITERATURE 70,71,72,73,74,75,76,77
8 HYPOTHESES STATEMENT 78,79,80,81,82
9 DATA ANALYSIS 82,83
10 REPORT ON FINDINGS OF STUDY 84
11 SUGGESTIONS/ADDITIONAL 85
SOLUTIONS
12 CONCLUSION 86
13 ANNEXURES 87,88

14 REFERENCES 89,90
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TOPIC OF THE RESEARCH:- "STUDY OF

EMPLOYEES PERFORMANCE MANAGEMENT SYSTEM"

NAME ROLL NUMBER

Jitendra Sen 18051063

DISCLAIMER:-

This research report is conducted by JITENDRA SEN as

an INDIVIDUALLY In this project I have conducted both
primary and secondary research for my topic "STUDY OF
EMPLOYEES PERFORMANCE MANAGEMENT
SYSTEM". The information contained on this topic is for
general information purposes only. All the references and
links are provided for the data taken from there.
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1:- INTRODUCTION

MEANING OF EMPLOYEES PERFORMANCE MANAGEMENT

SYSTEM:-

The performance management is the system that shows how employees are doing
their work. In an Organisation there are a lots of employees who do their work,
how they are working, what is their Performance, Some Employees do good work
Some Employees do bad work, Some Employees works more and some Employees
work less. Every year or two years, the company increases the Salary of the
Employees or increases their profits. But all the things that Increase or decrease are
on their Performance. So first of all, the company should have a system that let us
know about that how many people are working in our Organization, how they are
doing their work, and how well they are doing.

The performance management is a continuous process, where the organization

regularly reviews the performance of the employees, sets a performance standard
and also provides training for the employees, then here we have to identify which
of the employees Skills have to be developed so that employees can perform their
work efficiently. The aim of organization is to increase the productivity of
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employees. If there is an increase in productivity of employees, then productivity
of organization will also increase.

The thing that happens in organization is that the company create a system to know
how much work is being done in the organization so that employees know that
whatever work I am doing is being seen and monitored. And when it will be
monitored, a result will come, that there is a group of 10 people, these 2 people out
of those 10 did a great job, then their appraisal, their salary and their behavior will
also be good. Then the employees will realize their efforts and hard work, then
they will do their work in a better way so that they can have their benefit in the
future. So the basic meaning of performance management is that the company
should know the employees of their organization, how much work is done.Who is
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working so hard. And the last thing is that how's the employees handle the situation
and Faced the problems.

MEANING OF PERFORMANCE APPRAISALSYSTEM

Performance appraisal is made by combining two words (Performance+Appraisal).

Whereas Performance means "To perform" and Appraisal means "To evaluate".

So Performance Appraisal is the systamatic evaluation of the Performance of an

employee and to understand the abilities of a person for further growth and
development.

It is the process to obtain, analyse and record the information about the relative
worth of an employee to the organisation.Performance appraisal is done
periodically, but on a continuous basis.

ADVANTAGES OF PERFORMANCE APPRAISAL:-

● Promotion:- By performing appraisal, we get to know the skilled employees

in the company that yes this employee is doing well, for this we can organise
a promotion program. And also we get to know about the inefficient
employees, then we can demote them or we can dismiss them.
● Compensation
● Employees development
● Selection Validation
● Effective communication
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● Motivation

DEFINITION OF PERFORMANCE MANAGEMENT:-

1. Performance management is a process that provides feedback,

accountability, and documentation for performance outcomes. It helps
employees to channelize their talents toward organizational goals.
2. The management of employees, departments, and organizations to ensure
that goals and Objectives are being reached efficiently and effectively.
Performance management involves defining what effective performance
looks like, as developing the tools and procedures necessary to measure
performance

SELECTION OF THE TOPIC

In India Performance Management is a new topic. I'm really interested in studying
the practicability of performance management system as a tool in HR system, I'm
mainly focuses on performance management and performance appraisal and its
impact on employment, efficiency, quality improvement, quality of work life in
Company.

HYPOTHESES STATEMENT

● Performance appraisal does not causes feeling unvalued.

In this Study, I have found some Following Variables:-

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● Promotion
● clarity of roles
● Feedback

2:- OBJECTIVES OF THE STUDY :-

To understand the concept of performance management system:- A

performance management system is a mechanism for tracking the performance of
employees consistently and measurably. It allows the company to ensure that
employees and departments across the organization are working effectively
towards achieving the business' strategic goals.

To gauge out the perception of employees regarding Performance

Management System.:- Performance management is considered as a strategic tool
as it facilitates to improve the quality of relationship amongst the members of the
organization by sharing the expectations and developing an organisational climate
of trust, autonomy, confrontation etc. In many organizations, it is often observed
that even if the outstanding performers have negative perception towards the
organizational practices and systems, it creates difficult situations at workplace.
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Employees who are subordinate to such employees feel unhappy and can leave the
organization. Such attrition may ultimately affect the organization’s performance.

3:- DATA COLLECTION METHODS:-

To obtain the objective of the study primary data has been collected through well
designed questionnaire, the secondary data has also been used where it was
necessary.

PRIMARY DATA:- The primary data was collected through a structured

questionnaire. In order to about Employee's names, gender, age group, department
their work experience etc.

SECONDARY DATA:- It was Collected through Websites, YouTube and

online previous reports done on the similar topic. It is Collected from internet.
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4:- SAMPLE SELECTION:-

Sampling method plays an important role in any research design. The basis
attention will be sampling. To make generalization and to draw calculations, it is
necessary to know who or what is described by the dates. Respondents from all the
units of the population are more reliable in this study.

TOOLS FOR ANALYSIS:-

1. CHI-SQUARE ANALYSIS

STATISTICAL TOOLS USED:-

The main of the analysis is to determine the Performance appraisal causes feeling
unvalued. The Statistical tools are of Chi-Square Test.
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CHI-SQUARE TEST:-

It is used for comparing a Sample variance to a theoritical population Variance. In

a non parametric test, no assumption about the parameters of the populations is
made. The non parametric tests originally were applied in sociological and
psychological research.

It includes:-

A.QUESTIONNAIRE FORMED:-
A questionnaire is a research instrument consisting of a series of questions and
other prompts for the purpose of gathering information from respondents.
Although they are often designed for statistical analysis of the responses.

LINK OF THE QUESTIONNAIRE

https://docs.google.com/forms/d/e/1FAIpQLSf5Vq04ECUut
Q9b_QRBCFeDjbJZWTa9c8vyMdLSfdlDrpQAiA/viewfor
m
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● This questionnaire contain 38 questions got 31 responses.

RESEARCH PLAN

DATA SOURCES PRIMARY DATA/SECONDARY

DATA
RESEARCH APPROACH ONLINE SURVEY
RESEARCH INSTRUMENT QUESTIONNAIRE

METHOD OF CONTACT PERSONAL

SAMPLE SIZE 31 RESPONDENTS

B.RESPONSES COLLECTED:-
EXPERIMENT/STATISTICAL TECHNIQUES:-

GENERAL PROFILE OF RESPONDENTS

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QUES.1- Name of the employee?

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Ques.2:- Your Gender

COLLECTED PRIMARY DATA:-

Table1 GENDER OF THE RESPONDENTS

GENDER FREQUENCY PERCENTAGE

MALE 13 41.9%

FEMALE 18 58.1%

TOTAL 31 100%

Table1. Shows that 13 individuals who represent 41.9% of the total respondents
were Males. The other 58.1% were females and they were 31 in number.
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Ques.3:- DEPARTMENT

COLLECTED PRIMARY DATA

Table.2 DEPARTMENT OF RESPONDENTS

DEPARTMENT FREQUENCY PERCENTAGE

ACCOUNTS 10 34.5%

SALES 4 13.8%

HR 8 27.6%

MARKETING 7 24.1%

TOTAL 29 100%
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Table2. Shows that 10 persons representing 34.5% of the total Respondents were
from the accounts department. 4 persons representing 13.8% of the total
Respondents were from the sales department. 8 persons representing 27.6% of the
total Respondents were from Marketing department. And 8 persons representing
24.1% of the total Respondents were from HR department.

Ques.4:- Age Group?

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COLLECTED PRIMARY DATA:-

Table.3 AGE GROUP OFRESPONDENTS

AGE GROUP FREQUENCY PERCENTAGE

18-25 18 58.1%

25-35 1 3.2%

25-36 10 32.3%

36-45 2 6.5%

MORE THAN 45 0 0%

TOTAL 31 100%

Table3 Shows that 18 persons who represent 58.1% of the total Respondents were
18-25 of age. 3.2% of the total Respondents who was 1 in number was 25-35 years
old. 32.3% of the total Respondents were 25-36 years old and we're 10 in number 2
individuals who represents 6.5% of the total Respondents were 36-45 years old.
And No one is abouve or more than 45 in the total Respondents.
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Ques.5:- EDUCATION QUALIFICATION

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COLLECTED PRIMARY DATA

Table.4 EDUCATIONAL QUALIFICATION OF

RESPONDENTS

EDUCATION FREQUENCY PERCENTAGE

QUALIFICATION
MA 1 3.2%

MBA 9 29.03%

GRADUATED 8 25.80%

BBA 2 6.45%

B.COM 4 12.90%
B.Ed 1 3.2%

BE 1 3.2%
BSC 2 6.45%

M.COM 2 6.45%

ITI 1 3.2%

TOTAL 31 100%
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Table 4. Shows that 1 person representing 3.2% of the total Respondents has Post
Graduated with MASTERS IN ARTS. 9 persons representing 29.03% of the total
Respondents had post graduated with MASTERS IN BUSINESS
ADMINISTRATION. 8 Persons representing 25.80% of the total Respondents are
Graduated. 2 person representing 6.45%% of the total Respondents has completed
BBA. 4 persons representing 12.90% of the total Respondents are pursuing
B.COM. 1 person representing 3.2% of the total Respondents had Completed B.Ed.
1 person representing 3.2% of the total Respondents had completed BE. 2 Persons
representing 6.45% of the total Respondents had completed BSC. 2 persons
representing 6.45% of the total Respondents had completed M.COM. 1 person of
the total Respondents had completed ITI DIPLOMA.

Ques.6:- WORK EXPERIENCE?

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COLLECTED PRIMARY DATA

Table.5 NUMBER OF YEARS-RESPONDENTS HAS

WORKED FOR THE ORGANIZATION:-

WORK EXPERIENCE FREQUENCY PERCENTAGE

0-5 YEARS 22 71%

6-10 YEARS 7 22.6%

11-15 YEARS 1 3.2%

ABOVE 15 YEARS 1 3.2%

TOTAL 31 100%

Table5. Shows that 22 persons representing 71% of the

total Respondents had been working for their Organisation for 0-5 years. 7 persons
representing 22.6% of the total Respondents had been working for their
Organisation for 6-10 years. 1 person representing 3.2% of the total Respondents
had been working for their Organisation for 11-15 years. 1 person representing
3.2% of the total Respondents had been working for their Organisation for More
than 15 years.
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QUES.7:- On scale of 1-5 how happy are you at work,

where 1 is least happy and 5 is most happy..
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QUES.8:- Would you refer someone to work here?

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QUES.9- Do you have a clear understanding of your

career and promotion path?
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QUES.10- On a scale of 1-5, How would you rate your

work-life Balance? Where 1 is least and 5 is most…
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QUES.11- Hypothetically, If you were to quit tomorrow,

what would your reason be? (Options are randomize)
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Ques.12- Do you feel valued at work?

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QUES.13- How frequently do you receive recognition

from your manager?
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QUES.14- The last time you accomplished a big project,

Do you receive any recognition?
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EMPLOYEE'S EXIT INTERVIEW FEEDBACK

FORM

Ques1:- NAME
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Ques2:- DEPARTMENT
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Ques.3:- Why are you leaving our company?

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QUES.4- please give a brief description explaining your

reason for leaving?
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QUES.5- Do you have any suggestions for improvement

on our part?
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QUES.6- If I were to implement your suggestions, would

you consider working here again?
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QUES.7- Would you recommend this company to others?

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RATING QUESTIONS:-

QUES.1- I believe I was treated as a Valuable member of

the company..
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QUES.2- My Supervisor told me when I was doing a

good job…
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QUES.3- I felt free to suggest changes to my

department…
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QUES.4- My job title and its duties were clearly

defined…
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QUES.5- I received a proper training in order to perform
my job effectively…
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QUES.6- All problems and complaints were resolved in a
prompt and fair manner...
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QUES.7- I felt comfortable sharing questions and

concerns with my supervisor…
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QUES.8- I felt comfortable sharing questions and
concerns with my manager...
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QUES.9- I was kept well informed the company policies

and procedures...
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QUES.10- I felt secure in my job...

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RATING QUESTIONS ABOUT BENEFITS THEY

RECEIVED:-

QUES.1- Medical
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QUES.2- Dental
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QUES.3- Vision
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QUES.4- Paid time off
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QUES.5- Are there any additional benefits that you think

we should offer?
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QUES.6- Please write in below to express any additional

comments or suggestions.
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QUES.7- How long do you spend productively working
on the tasks assigned to you?
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QUES.8- I always Perform beyond my expectation to
make my Management Happy...
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QUES.9- Overall quality of my service is-

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QUES.10- What would you say are your biggest qualities

in regards to productivity?
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COLLECTED PRIMARY DATA :-
Table.6 Questionnaire Analysis

S.NO Statement Strongly Agree Strongly Disagree

Performance Agree Disagree
Management
System Aspects
1 I believe I was 6 20 2 3
treated as a
Valuable member
of the company

2 My Supervisor 8 20 2 0
told me when I
was doing a good
job.

3 I felt free to 12 15 4 0
suggest changes
to my
department.

4 My job title and 10 21 0 0

its duties were
clearly defined.

5 I received the 10 19 1 1
proper training in
order to perform
my job
effectively.

6 All problems and 10 18 0 3

complaints were
resolved in a
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prompt and fair
manner.

7 I felt 11 17 2 1
comfortable
sharing questions
and concerns
with my
supervisor.

8 I felt comfortable 14 15 0 2
sharing questions
and concerns
with my
manager.

9 I was kept well 12 18 0 1

informed on the
company policies
and procedures.

10 I felt secure in 9 16 2 4
my job.

COLLECTED PRIMARY DATA

TABLE.7 Questionnaire Analysis

S.NO Statement Performance Yes No

Management System Aspects
1 Do you have a clear 20(64.5%) 11(35.5%)
understanding your career and
promotion path?

2 Do you feel valued at work? 27(87.1%) 4(12.9%)

3 The last time you accomplished 19(61.3%) 12(38.7%)

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a big project, Do you receive
any recognition?

4 If i were to implement your 20(80.6%) 6(19.4%)

suggestions, would you
consider working here again?

5 Would you recommend this 28(90.3%) 3(9.7%)

company to others?
6 Would you refer someone to 26(83.9%) 6(19.4%)
work here?

GENERAL CONCLUSION OFQUESTIONNAIRE'S

RESPONSES :-
1. 58.1% of the respondents to the age group of 18-25 years, 32.3% of the
respondents to the age group of 25-36.
2. 3.2% of the respondents have the qualification ITI/DIPLOMA
3. 71% of the respondents have the work experience below 6-10 years.
4. 38.7% of the respondents feel very happy in the present Appraisal system.
5. 34.5% of the respondents are fromAccounts department, 24.1% are from
marketing department, 27.6 are from HR department and 13.8% are from
sales department.
6. (9.7%) of the respondents are post Graduated with MASTERS IN
BUSINESS ADMINISTRATION.
7. 64.5% of the respondents have a clear understanding of your career and
promotion path.
8. 87.1% of the respondents feel valued at work
9. 6.5% of the respondents received recognition from their manager in very
less frequently.
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10.38.7% of the respondents last time they accomplished a big project, in which
they doesn't receive any recognition.
11.38.7% of the respondents are leaving their company because of a personal
reason, 16.1% of the respondents are leaving their company because of work
environment, 12.9% of the respondents are leaving their company because
of medical reason.
12.If I were to implement their suggestions then 80.6%/ of the respondents are
ready to consider working in company again.
13.48.4% of the respondents felt free or agree,12.9% of the respondents felt
Disagree, and 38.7% of the respondents are strongly Agree to suggest
changes in their department.
14.Overall 53.3% of the respondents are Good in their work Performance.
15.54.8% of the respondents are felt agree to sharing questions and concerns
with their supervisor, 35.5% of the respondents are strongly agree and 6.5%
of the respondents are strongly Disagree to sharing questions and concerns
with the supervisor.
16.61.3% of the respondents are agree and 32.3% of the respondents are
strongly agree to received a proper training in order to perform their job
effectively.
17.48.4% of the respondents are garee,45.2% of the respondents are strongly
agree and 6.5% of the respondents are disagree to sharing questions and
concerns with their manager.
18.58.1% of the respondents are agree and 38.7% of the respondents are
strongly agree about companies policies and procedures are kept well or
not.
19.51.6% of the respondents are agree, 29% of the respondents are strongly
agree, 12.9% of the respondents are disagree and 6.5% of the respondents
are strongly disagree to felt secure in their job.
20.20.7% of the respondents are thinking that they need additional benefits that
company should offer.
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21.58.1% of the respondents are agree, 32.3% of the respondents are strongly
agree and 9.7% of the respondents are disagree that all problems and
complaints were resolved in a prompt and fair manner.

PERFORMANCE APPRAISAL IN ITCOMPANIES

TATA CONSULTANCY SERVICES (TCs)

TCS is a subsidiary of Tata Sons Group. It was found in 1868 by Jamshedji Tata. It
generates 70% revenues of Tata Sons i.e. about US$103.5 billion. In 2015, TCS is
ranked 64th overall in the Forbes World's Most Innovative Companies. It employs
660,000 people. The performance appraisal for these employees is done as
follows:Even TCS has been in the process of transforming from Forced
Distribution model to continuous feedback. In forced distribution, every appraisee
is provided with a goal sheet which contains 15 to 20 goals (based on his/her
experience and profile) which are rated out of 5 by appraiser and attendance of
project as well as technical trainings. Average score of these ratings is done for
aggregate rating.According to the aggregate rating obtained, employee is put into
A, B, C or D categories. For suppose, 20 members in a group for a project are to be
evaluated, the project leader or project manager rates them and put 2 in A, 6 in B, 8
in C and 4 in D categories based on the rating scores. While rating appraisee, it is
also observed for them meeting with Subject Matter Experts. The pay hike starts
from 0% for D to 12 -14% for A. The hike is based on Gross Pay. This forced
ranking model is done twice in a year and pay is increased once in a year by rating
and categorization basis. Appraiser for entry level employees is team leader or
project manager.Continuous feedback has more transparency when compared to
the above model implemented. Appraiser would be willing to share the feedback
and appraisee can ask to know the lacking KPAs in the appraisal sheet. Here, the
feedback is provided for each quarter of financial year. Feedback here is givenby
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considering individual ability and not compared with any other which has a better
scope for self improvement of skills and lacking areas of performance.

INFOSYS

Infosys is a multinational corporate providing Business consulting, Information

Technology or outsourcing services. Its revenue is US$10.208 billion and profit is
US$2.140 billion. The no. of employees are 200,364. These employees were
assessed according to traditional. Bell curve method but now trying change to
'iCount' which is explained below:'iCount' is the model developed for appraisals of
Infosys' employees. Its CHRO stated that they are striving to inculcate the strength
of dialogue and feedback through iCount. As per iCount, employees are rewarded
on specific short term targets and are given feedbacks throughout the year. This
iCount is brainchild of Vishal Sikka, CEO with concepts of 'new and renew'
strategy linking 'design thinking'. Under iCount each employee is individually
given feedback throughout the year and not relatively compared with other unlike
Bell Curve. Saurabh Govil, CHRO of Wipro stated that the appraisal system has
shifted now to develop an employee rather than criticizing the employee by
describing what he/she have done.
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5:- REVIEW OF LITERATURE:-

● Hartog.D et.al,(2004),Performance management deals with the challenge

organisations face in defining, measuring, and stimulating employee
performance with the ultimate goal of improving organisational
performance. Thus, performance management involves multiple levels of
analysis and is clearly linked to the topics studied in strategic human
resource management (HRM) as well as performance appraisal.

● Performance management involves the use of both qualitative and

quantitative techniques and paying due attention to the human (behavioural)
side of the enterprise.Arie Halachmi,(2005)

● Performance management is the process through which managers ensure

those employees activities contributes to the organization's goal. D.B. Bagul

● Craig.S (1996),Performance Appraisal has three main objectives, to

measure performance fairly and objectively against job requirements, to
increase performance by identifying specific development goals so that the
workers may keep pace with the requirements of a fast placed organization.

● Williams (2002) identifies globalisation, increase competition and the

increasingly individualistic rather than collective employee relationship as
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some of the major drivers contributing to the increased visibility of
performance management system (PMS). Faced with fast moving and
competitive environments, companies ae constantly searching for unique
ways in which to differentiate themselves from their competition and are
increasingly looking to their "human resources" to provide this
differentiation.
Primary data

PART.1 :- Questionnaire
On Employees job satisfaction survey and Exit interview
feedback form.

Link of the Questionnaire :

https://docs.google.com/forms/d/e/1FAIpQLSf5Vq04ECU
utQ9b_QRBCFeDjbJZWTa9c8vyMdLSfdlDrpQAiA/vie
wform

Secondary data :

PART.2- BOOKS-
RESEARCH METHODOLOGY BOOK

AUTHOR :- C.R. KOTHARI

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PUBLISHER:- NEW AGE INTERNATIONAL (P) LIMITED,
PUBLISHERS

ISBN (13)- 978-81-224-2488-1

CONTENT TAKEN :- UNIT

6: METHODS Of DATA COLLECTION

PAGE NO OF THE CONTENT:- 95,,97,100, 101,102,103 and 104

LINK OF THE BOOK

https://drive.google.com/file/d/12fMKNPNhRteCdOdEa5ZWybboe
O_M9-53/view

Through this book, I have read how primary and secondary data are
collected.

PART.3 :- SECONDARY RESEARCH

1. TOPIC OF THE PROJECT- STUDY OF EMPLOYEES

PERFORMANCE MANAGEMENT SYSTEM

LINK OF THE PROJECT--

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https://academic.microsoft.com/search?q=EMPLOYEES%20PERFOR
MANCE%20MANAGEMENT%20SYSTEM&f=&orderBy=0&skip=0
&take=10

A.Explain- This is an article written by the author "NALINI GOVINDARAJULU.

Through this article she wants to say that Performance Management (PM) is the
process of ensuring that the set of activities and outputs meets an organization's
goals in an effective and efficient manner. Performance management can focus on
the Performance of an organisation,a department, an employee, or the processes in
place to manage particular tasks. Performance management standards are generally
organized and disseminated by senior leadership at an organization and by task
owners, it can include specifying tasks and outcomes of a job, providing timely
feedback and coaching, comparing employee's actual performance and behaviors
with desired performance and behaviors, instituting rewards, etc.

B.TOPIC OFTHE RESEARCH: STUDY OF EMPLOYEES

PERFORMANCE MANAGEMENT SYSTEM

LINK-

https://academic.microsoft.com/

JOB SATISFACTION- Job satisfaction or employee satisfaction is a measure of

workers' contentedness with their job, whether they like the job or individual
aspects or facets of jobs, such as nature of work or supervision.Job satisfaction can
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be measured in cognitive (evaluative), affective (or emotional), and behavioral
components.
Researchers have also noted that job satisfaction measures vary in the extent to
which they measures feeling about the job (affective job satisfaction). Or
cognitions about the job (Cognitive job satisfaction).

Website links- https://en.wikipedia.org/wiki/Job_satisfaction

JOB PERFORMANCE- Job performance assesses whether a person performs a

job well. Job performance, studied academically as part of industrial and
organizational psychology, also forms a part of human resources management.
Performance is an important criterion for organizational outcomes and success.
John P. Campbell describes job performance as an individual-level variable, or
something a single person does. This differentiates it from more encompassing
constructs such as organizational performance or national performance, which are
higher-level variables.

Website links- https://en.wikipedia.org/wiki/Job_performance

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C.WEBSITE VISITED-

1. https://journals.sagepub.com/
2. https://drive.google.com/file/d/12fMKNPNhRteCdOdEa5ZWybbo
eO_M9-53/view
3. https://www.researchgate.net/search/publication?q=STUDY%20O
F%20EMPLOYEES%20PERFORMANCE%20IN%20MANAGE
MENT%20SYSTEM
4. https://en.wikipedia.org/wiki/Tata_Consultancy_Services
5. https://www.slideshare.net/Tomangers123/performance-appraisal-i
n-infosys
6. "Larsen & Toubro - Wikipedia"
https://en.m.wikipedia.org/wiki/Larsen_%26_Toubro
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PRIMARY DATA

DATA COLLECTION :-

The required information needed for the thesis was collected through the use of
questionnaires. The Questionnaire were administered to Total 31 Employees.
N=31, A Sample size of 31 was used out of 50. The Questionnaire considered of
Seven sections- Section-A, Section-B, Section-C, Section-D, Section-E, Section-F,
and Section-G. Section-A is main heading, Section-B was designed to collect
General profile of Respondents. Section-C was Employees exit interview feedback
form. Section-D was designed to collect personal details. In Section-E was Rating
questions, Section-F was designed to collect the benefits which the Respondents
received from their company, And the last is Section-G that was was designed to
collect rating for other benefits.

THROUGH QUESTIONNAIRE:-

https://www.questionpro.com/blog/employee-satisfaction-survey-questio
ns/amp/

https://www.questionpro.com/blog/conduct-exit-interview-questions/am
p/
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SECONDARY DATA

Websites/EXISTING ONLINE PUBLISHED RESEARCH REPORT

● http://www.srjis.com/pages/pdfFiles/146771381814.D.%20B.%20
Bagul.pdf
● https://books.google.co.in/books/about/Performance_Management
_System.html?id=QlTYAdvri8kC
● http://euroasiapub.org

These are already published online reports who helped me very much to complete
my research report on time. From these reports, i get to know about that how to
make a good research report.

AUTHOR OF THE CONTENT:-

● D.B. Bagul
● R.k. sahu
● DR.G. Sunitha
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6:- HYPOTHESES STATEMENT

1) Performance appraisal does not cause feeling unvalued.

VARIABLES

● Promotion
● Clarity of roles
● Feedback

CHI SQUARE TEST

HYPOTHESIS 1. PERFORMANCE APPRAISAL DOES NOT

CAUSES" FEELING OF UNVALUED"

The research has formulated following null and alternate statements for this
hypothesis.

NULL HYPOTHESIS (Ho): Performance Appraisal does not causeFeeling

Unvalued
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ALTERNATIVE HYPOTHESIS (H1): PerformanceAppraisal cause Feeling
Unvalued.

In the questionnaire, a question has been asked to understand the opinions of the
respondents about psychological barriers in the performance management process
especially on the ‘Feeling unvalued ’in the organisation.

DO YOU FEEL VALUED AT WORK?

S.NO BARRIER- FEELING OF NO OF PERCENTAGE

UNVALUED RESPRESPONDE
NTS

1 YES 27 87.1%

2 NO 4 12.9%

TOTAL 31 100%

Analysis table

S.NO GENDER YES NO TOTAL

1. MALE 12 1 13

2. FEMALE 15 3 18
TOTAL 27 4 31
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CHI SQUARE TEST

Observed Expected [O-E] [O-E]² [O-E]² / E

Frequency(O) Frequency(E)

12 11.32 0.68 0.46 0.04

1 1.68 -0.68 0.46 0.27

15 15.68 -0.68 0.46 0.02

3 2.32 0.68 0.46 0.19

Total 31 0.52

E = R × C/N
Where R = Sum of row total
C = Sum of column total
N= Sample size

CALCULATED VALUES

Observed Frequency = 31
Expected Frequency = 31
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( O-E )² /E = 0.52

Therefore from the above calculation

X² = Σ ( O - E )² / E
= 0.52

Calculated value of CHI SQUARE = 0.52

Table value of CHI SQUARE

Degree of freedom = (Row-1) × ( Column-1 )

( 2-1 ) × ( 2-1 )
1×1
V=1

CRITICAL VALUE:- The table value of CHI SQUARE at 5% and for 1 degree of
freedom is ( 0.05, 3.841 )

INTERPRETATION

Since Calculated value of test Statistics chi square = 0.52 is less than the Critical
Value = 3.841.

RESULT
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In the above results suggest that the Value of Chi square (0.52) is less than the
Critical Value (0.05,1) = 3.841, So the null hypothesis (Ho) is accepted and the
Alternative hypothesis (H1) is Rejected.

CONCLUSION

Hence it is concluded that "Performance Appraisal does not cause feeling

unvalued".

7:- DATA ANALYSIS AND INTERPRETATION:

The data collected from the questionnaires will be thoroughly analysed and
compared to the data collected from previous studies. Analysis and interpretation
of various statements give a skilled and experienced for a better understanding and
Performance of the firm.
If the respondents feel excellent that improvement in work area. 21% of the
respondents feel very good were improvement required quality and housekeeping
area. 6% of the respondents were good, 2% of the respondents feel improvement
required, 2% of respondents feel unsatisfactory. Hence the maximum numbers of
employees are suggestion and implementation to improvement in work area.

ANALYSIS TECHNIQUE:- Random sampling and Questionnaire technique

selected by researcher to collect the data from the respondent. Questionnaire was
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sent to the Employees by social Media (WhatsApp) at the levels and Responses
were collected. More than 50 Questionnaires were sent out of which 31 responses
were collected.

SAMPLE SIZE:- Employees working in various departments of the

organisations were taken for the survey as a sample size. Due to time and resource
constraint the sample size is taken as 31 for the survey from the total population of
employees (50).

SAMPLE AREA:-

There are a lots of employees who have given the responses of the Questionnaire,
they all work in different organizations, so I have not taken any particular company
as well as an area to Complete my project. The Part of Questionnaire is completely
finished by the help of Social media (through whatsapp only).

ASSUMPTIONS :-

The study assumes that all respondents will be very knowledgeable about
Performance management and are intelligent enough to understand the questions.
No training shall be given about performance management principles. Respondents
answer the questionnaires with integrity and honesty.
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8:- REPORT ON FINDINGS AND RESULTS OF STUDY :-

● Training has been provided on weaker areas identifies during performance

appraisal.
● Few respondents think PMS communication is not open.
● Respondents feel that increment should be linked with performance rating.
● 20.7% of the respondents strongly agree with the organization provide
additional benefits for employee work
development.
● 34% of the respondents feel very good were improvement required in quality
and housekeeping area.
● 39% of the respondents feel neutral that appraisal helps to identify the
strength and weakness of employees.
● Its has been identified that only sixty percentage of the Respondents agrees
that the performance management system is working effectively
● Some of the Respondents feel the rating should be done authentically.
● Almost all the employee feels that their superior are listening their views.
● Almost all the Respondents say opinion that they are getting advise from
their superior.
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9:- SUGGESTIONS/ADDITIONAL SOLUTIONS :-

1. Superior reaction should be supportive to the employees, so that it help to

create a better understanding between them.
2. There should be a periodic review so that the Employee will come know
about the level of achievement.
3. Be smart about setting goals.
4. Company should fix the proper objectives of PA.
5. Company should implement the self Appraisal.
6. Company should adopt a new method as well as traditional methods of PA.
7. Build more trust in system.
8. Company should be maintaining the communication between Management
and Employees.
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9:- CONCLUSION:-

This study concludes that the applied performance management system is very
effective and suitable for every level of the organization. It helps in analysing the
strengths and weaknesses of the employees as well as the organization and is also
helpful for framing the future policies of performance management system.This
study has also highlighted the satisfaction level of employees towards the current
performance management system and it was felt that it should be continued in the
coming years.
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10. ANNEXURES :-

1:-

By this chart I've got the Critical Value that was 3.841 of 1 degree of freedom,
that's helped me to complete the hypothesis Test by Chi square method.
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2:- YOUTUBE VIDEO LINK :

https://youtu.be/f53nXHoMXx4

This Video also helped me a lot. From this video the CHI SQUARE Method's
concept has become much clearer to me.
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11:- REFERENCES :

BOOKS:

1. BNB made easy

2. C.R KOTHARI, "Research methodology", second revised edition

WEBSITES:

"Performance Management System(PMS), Definition,Meaning and Process -

HR Help board"
https://www.hrhelpboard.com/performance-management/performance-manag
ement-system.htm

"Performance Management System from HR-Survey.com"

https://hr-survey.com/PerformanceManagement.htm

"Performance management system"

https://www.slideshare.net/mobile/tsheten/performance-management-system-1
2238903

"What Is A Performance Appraisal System? Definition, FAQs & More"

https://www.selecthub.com/hris/employee-performance-management/perform
ance-appraisal-system/amp/

"Chi-Square (χ2) Statistic Definition"

https://www.investopedia.com/terms/c/chi-square-statistic.asp
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"Data Collection: Definition, Methods, Example and Design | QuestionPro"
https://www.questionpro.com/blog/data-collection/amp/

I've used these websites for just an idea only, I've Nothing copied
anything from this.