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SYNOPSIS ONPERFORMANCE APPRAISAL OF RELIANCE INDUSTRIES LIMITED

Submitted to

From:-

PRIYANKA SAHA

(PGDM-AIMA)

2011-13


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PROJECT REPORT SYNOPSIS

NAME : PRIYANKA SAHA

REGISTRATION NUMBER : B11120286

NAME OF THE PROGRAMME : PGDM (AIMA)

ADDRESS M S RAMAIAH MANAGEMENT

: INSTITUTENEW B.E.L ROAD, MSR NAGAR,MSRIT POST, BANGALORE-

54,KARNATAKA.

PROJECT TITLE PERFORMANCE APPRAISAL OF

RELIANCE INDUSTRIES LIMITED

PROJECT GUIDE : PROF. JAMUNA A S


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CV OF PROJECT GUIDE

NAME OF PROJECT GUIDE: PROF. JAMUNA A S

DESIGNATION: ASST. PROFESSOR

M.S RAMAIAH MANAGEMENT INSTITUTE.

ADDRESS OF PROJECT GUIDE: M.S RAMAIAH MANAGEMENT

INSTITUTE NEW B.E.L. ROAD,

MSR NAGER, MSRIT POST,

BANGALORE-54, KARNATAKA

QUALIFICATION: M.COM (Finance), MBA (Marketing)

EXPERIENCE: years of teaching experience

years of industry experience

Signature: ____________

Date: __ /__ /__

Place: Bangalore.


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SYNOPSIS CONTENTS

1. WORKING TITLE

2. PURPOSE OF THE RESEARCH

3. AIM OF PROJECT

4. OBJECTIVES

5. KEY QUESTIONS

6. RESEARCH METHODOLOGY

7. PROPOSED CONTENT

8. WORK PLAN


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COVER LETTER FOR SUBMISSION OF SYNOPSIS

To

The Manager- Evaluation,

All India management Association- CME,

Management House, 14- Institutional Area,Lodhi Road, New Delhi- 110003.

Subject: SUBMISSION OF SYNOPSIS FOR EVALUATION (PGDM IV Semester).

I am enclosing herewith a Synopsis entitledPERFORMANCE APPRAISAL OF RELIANCE

INDUSTRIES LIMITED Submittedto AIMA Manager Evaluation for possible evaluation. With

the submission of this Synopsis I would like to undertake that the above mentioned Synopsis has not

been published elsewhere and is my own work. My Institutes (M.S RAMAIAH MANAGEMENT

INSTITUTE)representative is fully aware of this submission. The project synopsis was conducted

under the supervision ofPROF. JAMUNA A S ofM.S RAMAIAH MANAGEMENT INSTITUTE

Thank you for your time.

Yours sincerely,

PRIYANKA SAHA

______________________

Reg. No. B11120286

E-mail address- [email protected]

Contact no.-07899087009

Correspondence address:-PRIYANKA SAHA

C/O Prof. SAVITHA RANI,PGDM (AIMA), IV Semester ,

M S Ramaiah Management Institute,

M S R Nagar, MSRIT Post,

New BEL Road, Bangalore- 560054


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WORKING TITLE: PERFORMANE APPRAISAL OF RELIANCE INDUSTRIES LIMITED

PURPOSE OF THE RESEARCH

Performance Appraisalis defined as the process of evaluating the performance and qualification of

the employees in terms of the requirements of the job for which he is employed, for the purpose of

administration including placement, selection for promotions, providing financial rewards and other

actions which require differential treatment among the members of a group as distinguished from actions

affecting equally.

Performance Appraisal once the employee has been selected trained and motivated; he is then

appraised for his performance. The Management finds out how effective it has been at hiring and

placing employees. If any error is identified, then further remedial steps are taken to communicate withthe employees.

Performance Appraisal is being practiced in 90% of the organizations worldwide. Self-appraisal andpotential appraisal also from a part of the performance appraisal process.

Typically, Performance Appraisal is aimed at:

To review the performance of the employees over a given period of time. To judge the gap between the actual and the desired performance. To help the management in exercising organizational control. To diagnose the training and development needs of the future. Provide information to assist in the HR decisions like promotions, transfers etc. Provide clarity of the expectations and responsibilities of the functions to be performed by the

employees.

To judge the effectiveness of the other human resource functions of the organization such asrecruitment, selection, training and development.


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According to a recent survey, the percentage of organisations (out of the total organisations surveyedi.e. 30) using performance appraisal for the various purposes are as shown in the diagram below:

The most significant reasons of using Performance appraisal are:

Making payroll and compensation decisions80% Training and development needs71% Identifying the gaps in desired and actual performance and its cause76% Deciding future goals and course of action42 Promotions, demotions and transfers49% Other purposes6% (including job analysis and providing superior support, assistance and

counseling)

80%

71%

76%

42%

35%

6%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Payroll and

compensation

Training and

development

seeds

Identify cause

of gaps is

performance

Deciding future

goals

Promotions,

demotions and

transfers

other purposes

PURPOSES OF PERFORMANCE APPRAISAL
http://appraisals.naukrihub.com/http://appraisals.naukrihub.com/


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1. Career Development

This provides an opportunity for discussion of career objectives, and creation of a strategy designed to

maximize career potential.

To provide an opportunity for career counseling To help in succession planning.

To assess training needs To plan for career development To assess and develop individual abilities

To provide an objective basis on which to base decisions about training and promotion

2. Feedback As well, feedback is encouraged in both directions: as such, employees are enco uraged to prepare

ratings of their supervisors.

To provide constructive feedback to the individual regarding how their performance is seen. This provides a structured format for the discussion of performance issues

on a regular basis.

Feedback either reinforces performance strengths, or provides the opportunity to discuss resolution ofperformance deficiencies.

3. Administrative Uses of Performance appraisal Salary Promotion

Retention/termination

Recognition of performance

Layoffs Identification of poor performers

4. Performance History This provides a performance history which is not dependent upon human memory, and which may be

useful in the full range of personnel decisions, including compensation decision-making.

To review past and present performance, identifying strengths and weaknesses.

5. Organizational Goals To clarify, for the individual, organizational expectations

This provides an opportunity to view ones performance in the context of broader organizational goals. To assess future promotion prospects and potential

To set objectives for the next period

6. J ob StandardsThis provides an opportunity for clearer articulation and definition of performance expectations.

7. Documentation use of Performance appraisal Documentation for HR decisions

Helping to meet legal requirements


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AIM OF PROJECT

The aim is to study the Performance Appraisal ofReliance Industries Limited. It also focuses on the

role of Performance Appraisal and its impact on profitability ofReliance Industries Limited. The study

also shows the role of Performance Appraisal in Long-term decision-making ofReliance Industries

Limited. It also shows the position of the organization and how well is it performing to cope-up with thecompetitive rivalry.

OBJECTIVES

Performance Appraisal can be done with following objectives in mind:

To maintain records in order to determine compensation packages, wage structure, salariesraises, etc.

To identify the strengths and weaknesses of employees to place right men on right job. To maintain and assess the potential present in a person for further growth and development. To provide a feedback to employees regarding their performance and related status. It serves as a basis for influencing working habits of the employees. To review and retain the promotional and other training programmes. Finding the difference in standards and actual performance

RESEARCH METHODOLOGY

Research Design

A research design is a type of blueprint prepared on various types of blueprints available for the

collection, measurement and analysis of data. A research design calls for developing the most effective

plan of gathering the needed information. The design of a research study is based on the purpose of the

study. A research design is the specification of methods and procedures for acquiring the information

needed. It is the overall pattern or framework of the project that stipulates what information is to be

collected from which source and by what procedures.

Data Sources

Primary Data

It will be collected by an authorised questionnaire and also through observation interview and discussion

with the management. Questionnaire is the systematic manner of collecting data for conducting research.

It has to be keep in a proper framework to make it clear to the organisation. A sample questionnaire has

been attached with this synopsis.


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Secondary Data

Secondary data will be collected from different website, company brochure, journals from library and

research papers.

Sampling Design Process

Sampling :

An integral component of a research design is the sampling plan. Specifically, it addresses three

questions:

Whom to survey ( The sample Unit) How many to survey ( the sample size) and How to select them (The sampling Procedure)

Making a census study of the whole universe will be impossible in the account of limitations of time.

Hence sampling becomes inevitable. A sample is only a portion of the total employee strength.

According to Yule, a famous statistician, the object of sampling is to get maximum information about

the parent population with minimum effort.

Sample size

The sample size of our survey will be 180 in which 60 each of below 20, 20-35 and 35+ age groups

Sampling frame

A sampling frame is a list of all elements in the population of interest. The sampling frame operationally

defines the target population from which the sample is drawn and to which the sample data will begeneralized.

Sampling method

The research was made by the survey in accordance to the convenience of the employees. So the sample

type is convenient sampling.

Data Collection

For the purpose of this study, we prepared a questionnaire to find out the elements require for a good

performance appraisal in Reliance stores to provide better HR practices.

The survey was conducted on the employees of Reliance in Bangalore across all age groups. During

data collection, we ensured that the responses of an individual were not biased due to the presence of

somebody else and were of him/her only. The results are based on the survey conducted in Bangalore

city and thus the scope of study is limited to Bangalore only.


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Questionnaire Formulation

For the formulation of this questionnaire, Likert scale has been used at various places.

Test: Z - TEST

QUESTIONNAIRE (CUSTOMERS)

Name:- Occupation:-

AGE 18-25 26-35 36&More

MALE

FEMALE

Family Income Level ( in months)

5K-15000K 16K-30K

31K-50K 51K-1Lakh More than 1L/More

1. When performance appraisal is made in the organization?

Half yearly

Yearly

Dear Sir/ Madam,

I am a student of Post Graduate Diploma in Management from All India Management

Association and as a part of our curriculum I am doing a project titled. To studyPerformance appraisal Towards RIL Bangalore I would be grateful to you if you

could spend a few minutes and share your views with me. (Tick wherever applicable).


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2. What is the objective of performance appraisal?

Assessing training and development needsPay rise

Others

3. Which method of performance appraisal is implemented in the organization?Merit

Grading

Other

4. Is there any conflict arise between employees after performance appraisal is made?Frequently

Never

5. Are there any job expectations established before performance appraisal?Frequently

Never

6. Do you think performance appraisal helps people set and achieve meaningful goals?YesNo

7. Who rates the performances?

Subordinates

All

8. On what basis performance appraisal is made?


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9. Is 360 degree appraisal process undertaken in the organization?Yes

If no then which type: .

10. Does any change arise after appraising the performances of employee?

If yes, how is it?

Both

11. Do you think performance appraisal improves motivation and job Satisfaction?

Yes

No

12 .Does transfer, demotion, suspension and dismissal is based on performance appraisal?

No


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WORK PLAN

MAY Submission of Synopsis to AIMA for approval

1 WEEKCollecting the secondary data from websites, research papers and magazine

after getting approval.

1-2 WEEKS Collection of primary data by set of questionnaire & interview.

1 WEEK Analyzing & deriving conclusions

1-2 WEEKS Preparation of report and Submission of project report to AIMA

Documents

priyanka new snop.[1]new.docx