A Project Report On

A Study of Working Condition in Performances Appraisal

SUBMITTED BY

Yash Rajesh Jadhav

SUBMITTED
TO

SAVITRIBAI PHULE PUNE UNIVERSITY

IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF THE

DEGREE OF BBA IN HRM (SPECIALISATION)

UNDER THE GUIDANCE OF

Asst.Prof. Arman Shaikh

Foresight College of Commerce

( 2024-2025)
Sr.no List OF TABLE/ GRAPHS Page no

1 Working conditions [1]

2 The importance of work.[2]
3 Adequate paid leave [ T3]
4 Are the workers satisfied with work and process T-4
5 Insurance scheme provided by the organization.[T5]
6 Improvement in work.[T6]
7 Employees are satisfied with working hours. [T7]
8 Pay package [T8]
9 Workers valued [T9]
10 Workers praised and rewarded [10]
 INDEX

I Certificate of College
Ii Certificate of Company
Iii List of Table
Iv List of Graphs
V Declaration
Vi Acknowledgement

Sr.No Chapter
Page No
1 Introduction
1.1 Aim & Objective
1.2 Significance
1.3 Statement of Problem
1.4 Hypothesis
1.5 Scope of the Study
2 Company Profile
3 Review of Literature
4 Research Design
4.1 Type of a Research
4.2 Type of a data Collection
4.3 Method of data Collection
4.4 Sampling Method
5 Analysis & Interpretation
6 Finding
7 Conclusion
8 Bibliography
9 Annexures
9:1 Questionnaire
 DECLARATION

I hereby declare that the project entitled working condition in Performances appraisal Submitted to the
SAVITRIBAI PHULE UNIVERSITY partial fulfillment of the requirements for the Degree of Bachelor of
Business Administration in Applied Management is my original work and the project has not formed the basis.
It has not been submitted to any other university or institution for the award of any degree or diploma.

Place: - Pune

Name: - Yash Rajesh Jadhav

Course: - SY BBA

Date:

Roll no.:-
 ACKNOWLEDGEMENT

I express my sincere thanks to our Principal Dr.N.B Shaikh and my project guide. Prof. Arman Shaikh
Assistant professor of management studies for guiding me right from the inception till the successful
completion of the project. Sincerely acknowledge them for extending their valuable guidance, support for
literature, critical review of the project and the report and above all the moral support they provided to me
during all stages of this project. Their experience, knowledge and support lead me to complete my project
timely and successfully.

My thanks are due to all those who have directly or indirectly helped me in preparing this project report.
However. I accept the sole responsibility for any possible error of omission and would be extremely
grateful to the readers of this project report if they bring such mistakes to my notice.

Place:- Pune

Name:- Yash Rajesh Jadhav

Course:- SY BBA

Date:-

Roll no.:-
 Indroduction

Performance appraisal is a process for evaluating and documenting how well an employee
is carrying out his or her job. It is part of a company's performance management system.
Performance appraisals are based on the employee's progress against goals set once a year
with his or her manager.

How to Introduce a Simple Performance Appraisal Process in Your Small Business

1. Start with Informal Feedback. ...
2. Set Clear Expectations. ...
3. Book in Regular Check-Ins....
4. Document Progress. ...
5. Align Review Meetings to Business Planning. ...
6. Review and Improve the Process
 Aim & Objective
Here are the objectives of the performance appraisal: Promoting an open dialogue between
student employees and managers.Clarifying performance expectations, setting goals and
monitoring progress. Providing formal, written performance feedback.Performance management
is a tool that helps managers monitor and evaluate employees' work. The goal of performance
management is to create an environment where people can perform to the best of their abilities
and in alignment with the organization's overall goals.

Significance

Performance appraisals can help companies evaluate how well employees perform their job duties
and where employees can improve to more closely align with companies' overall mission. Holding
frequent job reviews allows for open dialogue about expectations and work goals.
 Statement of Problem

Performance appraisals face several

challenges that can impact the
accuracy and fairness of the process.
These challenges include biases, such
as personal or cultural bias, the
recency error, where recent
performance is given too much
weightage over an employee's overall
performance.

In a performance review, you can demonstrate

your problem solving skills by explaining how
you identified and analyzed the problem, using
data, evidence, and logic. You can also show
how you prioritized the problem among other
tasks and goals, and how you communicated it
to others who were involved or affected.
 Hypothesis

Hypothesis 1: There is a positive and

significant relation and effect of
performance appraisal on employee
commitment.
Hypothesis 2: There is a positive and
significant relation and effect of
performance appraisal on quality of
work life.

The null hypothesis is the claim that

there's no effect in the population. If
the sample provides enough evidence
against the claim that there's no effect
in the population (p ≤ α), then we can
reject the null hypothesis.
 Scope of the Study

The scope of the study includes Lower level employees in the organization. The study
aims at finding out the effectiveness of Performance appraisal methods and suggests
some measures to improve the Performance appraisal system. Accurate Information
plays a vital role in the organization as whole
 Company Profile

A performance appraisal is a process

that evaluates an employee's job
performance and contribution to a
company. It's a key part of a company's
performance management system and
is also known as a performance review,
performance evaluation, or employee
appraisal.
 Review of Literature

Performance appraisal is frequent

review of the performance of the
employees in their job and their
contribution to the organisation.
These appraisals will generally be
used to judge the employees
contribution to the production of the
company and in their promotions,
rating and rewards.

Playing with the potential of a live

literature - with space, voice,
interaction, physicality - being in the
room, with an audience. Often
improvised, but resolutely poetic, first
into performance through the literary
reading, then playing with the various
traditions of live art, theatre, music.
 Research Design

Performance appraisal refers to a

process, which studies and evaluated
the job performance of personnel.
Formally (Mondy, 1987). Appraisal is
an effective instrument in the human
resources management, which if.
performance correctly and logically,
the organizations will reach t heir
personnel will achieve their …

How do you design a performance

appraisal?
1. 1 Define the purpose and
objectives. The first step in designing a
performance appraisal system is to
define its purpose and objectives. ...
2. 2 Choose the methods and criteria. ...
3. 3 Communicate and train. ...
4. 4 Implement and monitor. ...
5. 5 Evaluate and improve. ...
6. 6 Here's what else to consider.
 Type of a Research

Performance appraisal types range

from 360 reviews, which incorporate
feedback from multiple sources, to
self-assessments, which involve only
the employee's thoughts on their
performance. Each approach has its
advantages and disadvantages, and
the approaches are not mutually
exclusive.

Performance appraisal refers to a

process, which studies and evaluated
the job performance of personnel.
Formally (Mondy, 1987). Appraisal is
an effective instrument in the human
resources management, which if.
performance correctly and logically,
the organizations will reach t heir
personnel will achieve their ...
Type of a data Collection
Method of data Collection
 Sampling Method

Modern methods of performance

appraisal include 360 degree
feedback, management by objectives
(MBO), psychological appraisals, and
the behaviorally anchored rating
scale (BARS), to name a few.

Once you have your goals and

indicators, you need to choose how and
where to collect your data. There are
many possible data sources and
methods, such as self- assessments,
peer reviews, manager feedback,
customer feedback, surveys, tests,
observations, interviews, portfolios,
etc.
 Analysis & Interpretation
Analysis and interpretation of performance appraisal data:

Analysis:

1. Identify strengths and weaknesses

2. Evaluate goal achievement
3. Assess performance trends
4. Compare performance across departments/teams
5. Identify areas for development

Interpretation:

1. Determine performance ratings (e.g.,

exceptional, meets expectations, needs
improvement)
2. Develop targeted development plans
3. Inform promotion and compensation decisions
4. Identify training needs
5. Enhance employee engagement and motivation

Statistical Analysis Methods:

1. Descriptive statistics (mean, median, mode)

2. Inferential statistics (t-tests, ANOVA)
3. Correlation analysis
4. Regression analysis
5. Factor analysis
 Data Visualization Tools:

1. Bar charts
2. Line graphs
3. Scatter plots
4. Heat maps
5. Dashboard software (e.g., Tableau, Power BI)

Interpretation Frameworks:

1. SWOT analysis (strengths, weaknesses,

opportunities, threats)
2. Gap analysis (actual vs. desired performance)
3. Root cause analysis
4. Fishbone diagrams (Ishikawa diagrams)
5. Pareto analysis

Common Biases and Errors:

1. Confirmation bias
2. Anchoring bias
3. Availability heuristic
4. Halo effect
5. Leniency or severity bias

Best Practices:

1. Use multiple evaluation criteria

2. Consider contextual factors
3. Ensure inter-rater reliability
4. Document and justify ratings
5. Communicate results effectively
 Technology Integration:

1. Performance management software

2. HR information systems (HRIS)
3. Talent management systems
4. Data analytics platforms
5. Artificial intelligence (AI) and machine learning (ML)
 Finding

Key findings of performance appraisal:

Positive Findings:

1. Improved employee performance

2. Enhanced feedback and communication
3. Increased employee engagement
4. Better goal alignment
5. Data-driven decision-making

Areas for Improvement:

1. Bias and subjectivity

2. Lack of clear expectations
3. Insufficient feedback
4. Limited employee involvement
5. Inadequate documentation

Common Performance Appraisal Outcomes:

1. Promotion
2. Salary increases
3. Additional training or development
4. Coaching or mentoring
5. Disciplinary actions
 Employee Reactions:

1. Motivation and engagement

2. Job satisfaction
3. Commitment to organization
4. Turnover intentions
5. Perceived fairness and justice

Managerial Implications:

1. Improved leadership skills

2. Enhanced coaching and feedback
3. Strategic goal-setting
4. Talent management
5. Performance-driven culture

Organizational Impact:

1. Increased productivity
2. Enhanced competitiveness
3. Improved employee retention
4. Better decision-making
5. Strategic

alignment Best

Practices:

1. Regular feedback and coaching

2. Clear expectations and goals
3. Objective evaluation criteria
4. Employee involvement and participation
5. Documentation and record-keeping
Future Directions:
 1. Integrating technology (e.g., AI, ML)
2. Focusing on development and growth
3. Encouraging continuous feedback
4. Using data analytics
5. Promoting transparency and fairness

Research Limitations:

1. Sample size and representation

2. Methodological constraints
3. Bias and subjectivity
4. Limited generalizability
5. Need for longitudinal studies

Recommendations:

1. Conduct regular performance appraisals

2. Provide training for managers
3. Encourage employee participation
4. Use objective evaluation criteria
5. Document and communicate results effectively
 Conclusion
Performance appraisal is a crucial process that evaluates employee
performance, identifies areas for improvement, and aligns
individual goals with organizational objectives.

Key Takeaways:

1. Regular performance appraisals enhance employee

engagement and motivation.
2. Clear expectations and objective evaluation criteria ensure
fairness and accuracy.
3. Continuous feedback and coaching foster growth and development.
4. Performance appraisal data informs strategic decisions and
talent management.
5. Technology integration streamlines the process and
improves effectiveness.

Benefits:

1. Improved employee performance

2. Enhanced feedback and communication
3. Increased employee engagement
4. Better goal alignment
5. Data-driven decision-making

Challenges:
 1. Bias and subjectivity
2. Lack of clear expectations
3. Insufficient feedback
4. Limited employee involvement
5. Inadequate documentation

Best Practices:

1. Regular feedback and coaching

2. Clear expectations and goals
3. Objective evaluation criteria
4. Employee involvement and participation
5. Documentation and record-

keeping Future Directions:

1. Integrating technology (e.g., AI, ML)

2. Focusing on development and growth
3. Encouraging continuous feedback
4. Using data analytics
5. Promoting transparency and

fairness Recommendations:

1. Conduct regular performance appraisals

2. Provide training for managers
3. Encourage employee participation
4. Use objective evaluation criteria
5. Document and communicate results effectively
By implementing effective performance appraisal processes,
organizations can:

1. Enhance employee performance and engagement

2. Improve strategic decision-making
3. Foster growth and development
4. Increase competitiveness
5. Achieve organizational goals
Questionnaire
 Here's a sample questionnaire for performance

appraisal: Section 1: Employee Information

1. Name
2. Job Title
3. Department
4. Supervisor/Manager
5. Date of Hire

Section 2: Job

Performance

1. How would you rate your overall job performance? (Scale: 1-5)
2. What were your key accomplishments this review period?
3. What challenges did you face, and how did you overcome them?
4. How do you think your performance contributed to departmental/organizational goals?

Section 3: Goal Achievement

1. List your specific goals for the review period.

2. How did you meet/exceed/fail to meet each goal? (Provide examples)
3. What obstacles hindered goal achievement?

Section 4: Skills and Development

1. What skills have you developed/improved during the review period?

2. What training/development opportunities would you like to pursue?
3. How do you think your skills align with departmental/organizational needs?

Section 5: Communication and Feedback

1. How would you rate the quality of feedback from your supervisor/manager? (Scale: 1-5)
2. How often do you receive constructive feedback?
3. What communication channels do you prefer (e.g., email, meetings, regular check-ins)?

Section 6: Supervisor/Manager Evaluation

1. How would you rate your supervisor/manager's leadership style? (Scale: 1-5)
2. What strengths/weaknesses do you think your supervisor/manager possesses?
3. How supportive is your supervisor/manager in your professional development?
 Section 7: Areas for Improvement

1. What areas do you think require improvement in your performance?

2. What specific actions will you take to address these areas?
3. What support/resources do you need from your supervisor/manager?

Section 8: Open-Ended Questions

1. What would you like to achieve in the next review period?

2. How do you see yourself contributing to departmental/organizational goals?
3. Is there anything else you'd like to discuss?

Rating Scales:

1. Exceptional (5)
2. Exceeds Expectations (4)
3. Meets Expectations (3)
4. Needs Improvement (2)
5. Unsatisfactory (1)

This questionnaire assesses various aspects of employee performance, including job performance,
goal achievement, skills, communication, and areas for improvement.