Research Proposal on Performance Management System


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Research Proposal on Performance Management System

  1. 1. 1 Project Proposal on “AN ANALYTICAL STUDY OF PERFORMANCE MANAGEMENT SYSTEM AS A TOOL FOR EFFECTIVE PERFORMANCE: A STUDY OF SELECTED EMPLOYEES IN VIJAYJYOT SEATS PRIVATE LIMITED (SAMSONS GROUP COMPANY)” Submitted to : The Maharaja Sayajirao University of Baroda for Partial Fulfillment for Award of M. Com. (Final) Specialization in Human Resource Management By Mr. IRSHADHUSEN INAYATHUSEN SHEKH M. Com. (Final) Specialization in Human Resource Management Roll No.HF13-150. Under the Guidance of Dr. Umesh R. Dangarwala M. Com. (Bus. Adm.), M. Com. (Acct.), FCA, AICWA, M. Phil., Ph.D. Associate Professor, Department of Commerce and Business Management Faculty of Commerce The Maharaja Sayajirao University of Baroda, Vadodara February 15, 2014
  2. 2. 2 1.0 INTRODUCTION OF THE PROPOSED RESEARCH STUDY: Performance management was first introduced by Michael Beer as an innovative appraisal and development system. It was intended to be an improvement on the traditional performance appraisal system that was generally seen as subjective and plagued by rater problems (Beer and Rush 1976) MEANING OF PERFORMANCE MANAGEMENT : Performance Management is defined as an integrated process that consolidates goal setting, employee development, performance appraisal and rewarding performance into a single common system.(ibid) The aim of performance management is to ensure that employee performance supports strategic goals of the organization. Thus, performance management includes practices through which managers(superiors) work with their employees (sub- ordinates) to define the goals of the latter, develop employee capabilities through training, measures & review employee performance in order to reward performance, all with the ultimate aim of contributing to organizational success. According to T.V. Rao : Performance management involves thinking through various facets of performance, identifying critical dimensions of performance, planning, reviewing, and developing and enhancing performance and related competencies. MEANING OF PERFORMANCE MANAGEMENT SYSTEM : Performance Management System is the heart of any "people management processes" in organization. Organizations exist to perform. If properly designed and implemented i t can change the course of growth and pace of impact of organizations. If people do n o t perform organizations don't survive. Performance Management System enables a business to sustain profitability & performance by linking the employee's pay to competency and contribution. It provides opportunities for concerted personal development and career growth. It brings all the employees under a single strategic umbrella.
  3. 3. 3 BASIC TERMS OF THE PROPOSED RESEARCH STUDY : Performance: The accomplishment of a given task measured against preset known standards of accuracy, completeness, cost, and speed. In a contract, performance is deemed to be the fulfillment of an obligation, in a manner that releases the performer from all liabilities under the contract.( Management: Management is the art of getting things done through & with people in formally organized group (According to Harold Koontz). System : An organized, purposeful structure that consists of interrelated and interdependent elements (components, entities, factors, members, parts etc.). These elements continually influence one another (directly or indirectly) to maintain their activity and the existence of the system, in order to achieve the goal of the system. ( 2.0 COMPANY PROFILE : The two Iron-men, in its true pioneering spirit, contemplated the manufacture of Artificial Leather in 1954 and initiated manufacturing of Artificial Leather cloth in Malad, Mumbai and marketing it all over the country through Ahmadabad, Bangalore, Kolkata and Chennai. In 1962 a plot was acquired at Kandivli, Mumbai and the manufacturing base was shifted here by the name of The National Leather Manufacturing Company (NLC). They imported Dornbusch coating lines and the best quality of Artificial Leather cloth became a reality! The years passed by and there was no looking back as the Group was growing in leaps and bounds. It was just a beginning for the team which was later strengthened when Late Shri. Gandalal’s son, Late Mr.Kantilal Shah and Late Mr.Amrutlal Motasha joined the business. Later, Mr.Arvind Motasha, son of Late Mr.Vadilal Motasha also joined and the team was further strengthened. Vijayjyot seating components division is leading components manufacturer for Metro, Bus, Car, Cinema and Auditorium seats. The product line includes fabrication of Metal Frames (MS and SS), Polyurethane (PU) Foam and Upholstery / Trim Covers. We also manufacture and supply fully assembled Railway seats. Its seating components division provides one-stop solution to customers from design inception, proto-type sample, product development to commercial supplies. Facilities include Design center, Tool room, Weld shop with advanced technology like Multi Axis Bending Machine, Cutting & Sewing Machines and PU Machines. The plant is located in Halol, near Vadodara in state of Gujarat, INDIA.
  4. 4. 4 3.0 REVIEW OF LITERATURE : Angelita Becom& David Insler (2011) ,The organizations that get most impact from performance management are those that use it as a tool to differentiate performance, create a foundation for coaching and drive business results. To improve its p e r f o r m a n c e process, an organization must analyze not only the design of its program, but also the key drivers of a successful system, leadership champions, differentiated individual outcomes driver by calibration and business critical goal alignment, all of which support performance conservations for effective coaching. ( Armstrong & Baron (1998), performance management is the strategic & integrated approach to delivering sustained success to organizations by improving the performance of the people who work in them and by developing the capability of the teams and individuals contributors. This findings also supports the view of Akata (2003) who considers performance management as a systematic and holistic process of work planning, monitoring and measurements aimed at continuously improving the teams and individual employee's contributions to achievement of organizational goals. Idemobi & Onyeizugbe (2011),The performance management is a comprehensive approach to planning and sustaining improvements in the performance of employees s o as to meet the standards. The absence of performance management system will contribute to the high rate of business failures in the company. (www.sacha journal of policy & strategic 4.0 RATIONALE OF THE PROPOSED RESEARCH STUDY : The proposed research study would report on selected employee's feedback as well as expectations & experiences with regard to selected performance management system. I t would also list out suggestions for an overall improvement for employees effective performance by offering performance management system that would be beneficial to i t s employees. The proposed study would make an attempt to find the impact of performance management system on effective employee's performance. 5.0 SCOPE & COVERAGE OF THE RESEARCH STUDY : The research study would be undertaken to study & submit report on selected employees as offered by performance management system of the company. The r e s e a r c h study would measure & evaluate the effective performance on the basis of employee's overall awareness, expectations & satisfaction or dissatisfaction as an outcome of offering
  5. 5. 5 various kinds of incentives & employee's morale as offered by the performance management system of the company. 6.0 OBJECTIVES OF THE RESEARCH STUDY : Basic Objectives :  The Main objective of this study is to empirically assess performance management as a tool for improving performance. Other Objectives :  To study the process and methods of existing performance management systems.  To identify the effects of performance review techniques on employee's performance.  To study of performance review techniques; employee's performance; performance incentives and employee's morale. 7.0 RESEARCH DESIGN OF THE PROPOSED RESEARCH STUDY : The research design of the proposed research study considering its objectives, scope & coverage would be Exploratory as well as Descriptive in nature. 8.0 RESEARCH METHODOLOGY OF THE PROPOSED RESEARCH STUDY : The research methodology mainly includes the following : 8.1 Sources of Information : The researcher would make the use of both primary data and secondary data sources of information the case may be. 8.1.1 Secondary Data: The secondary data will be obtained from published/unpublished literature on the topic and from journals, news papers, books, websites, magazines, case studies or any other relevant services. 8.1.2 Primary Data: The primary data will be obtained from the selected employees of VIJAYJYOT SEATS PRIVATE LIMITD. 8.2 Research Instrument :
  6. 6. 6 The researcher will be put to use structured non-disguised questionnaire, supported with personal interviews of the employees of VIJAYJYOT SEATS PRIVATE LIMITED. 8.3 Sampling Decisions : Representative Sample :- The selected employees drawn from the total number of employees of the different sections of the company would be selected as the Representative sample. Sampling Frame :- The representative sampling units in appropriate & justified size would be conveniently drawn from amongst different employees across various heterogeneous socio-economic age groups, occupations, educational qualifications, gender & income groups who have availed incentives & employee's morale as offered by the performance management system of the company. Sample Size :- Appropriate number of sample size will be put to use for the purpose of collecting primary data from the selected employees of different sections of the Company. Sample Design :- The sampling design is to be followed would be non-probability sampling based on quota sampling and convenience sampling. Sampling Media :- Sampling media would be in the form of Filling up of Questionnaire. 9.0 DATA ANALYSIS &INTERPRETATION : The collected information and primary data would be subjected to data analysis and interpretation, content analysis and statistical analysis. The collected primary data shall be pre-coded considering the designing of the structured Non-disguised questionnaire. The primary data would be scrutinized, edited and shall be validated and thereafter it would be presented in the forms of tables, charts, graphs and diagrams as the case may be. 10.0 CONCLUSIONS, FINDINGS & RECOMMEDATION OF THE RESEARCH STUDY :
  7. 7. 7 The study on the basis of analysis and interpretation of the data. Research findings will be drawn and necessary Recommendation. 11.0 SIGNIFICANCE OF THE PROPOSED RESEARCH STUDY : This proposed research study will cover the performance management system which will help to find effective performance of the employees. The employees will be aware of the performance standard of the company. It will create awareness of p e r f o r m a n c e management system to improve effective performance and also to the different criteria of the VIJAYJYOT SEATS PRIVATE LIMITED. 12.0 LIMITATION OF THE PROPOSED RESEARCH STUDY :  The researcher proposed to use selected statistical tool which are relevant to the research study & thus having limited generalizability.  The Population under the study being limited may not result into generalizability.  The sample size selected by the researcher is limited.  The time factor in collecting the responses as in conducting the research study would be limiting factor. CHAPTERIZATION : CH-1 Introduction CH-2 Company Profile CH-3 Literature Review CH-4 Research Methodology CH-5 Data Analysis & Interpretation CH-6 Findings, Suggestions, Recommendations, Conclusions. SELECTED REFERENCE : BIBLIOGRAPHY :
  8. 8. 8 [1] Banjo, S.A. (1989); Human Resources Management: An Expository Approach. Lagos: Pumark Limited. [2] Brumbach, G.B. (1998); Some Ideas, Issues and Predictions about Performance Management, Public Personnel Management, Winter :387- 402. [3] Armstrong, M. (2004); Handbook of Human Resources Management Practice (9th Edition) London: Kogan page. WEBLIOGRAPHY :  Ellis I. and Onyeizugbe, Chinedu (Sacha Journal of Policy and Strategic Studies, Volume 1 Number 2 (2011), p. 46-54. (Accessed on : 6:56 PM, Date : 09/01/2014.)  M. Kaveri and Dr. G. Prbhakaran,(Benfring International Journal of Industrial Engineering and Management Science, Vol. 3, No.1, March 2013.{%22query%22:{%22query_string%22:{%22quer y%22:%22Impact%20of%20High%20performance%20Human%20Resource%20Prac tices%20on%20Employee's%20Job%20Performance%22,%22default_operator%22:% 22AND%22}}} (Accessed on : 7:12 PM, Date : 09/01/2014.)  European Journal of Social Sciences- Volume 10, Number 3 (2009). (Accessed on :11-02-2014, Time : 8.40 PM).  (Accessed on :11-02-2014, Time :8:55 PM).  (Accessed on :11-02-2014, Time : 9:26 PM).  Effective Performance Management drives high performing organizations by Angelita Becom& David Insler, Sibson Consulting. e-perf-mgt-drives-high-performing-orgs.pdf&ei=ifP-UvrDJceBrQf2-IDYCg&usg=AF QjCNEffHTkx6GEiuT7YG9WR1i0K1xB7g.(Accessed on:09-02-2014, Time : 10:50 AM).
  9. 9. 9