HI

1. A PROJECT REPORT
ON
“A STUDY ON EMPLOYEE ATTITUDE TOWORDS
PERFORMANCE APPRAISAL SYSTEM”
Submitted in Partial Fulfillment for the award of the
Degree
MASTERS OF MANAGEMENT STUDIES
[GENERAL MANAGEMENT]
Under University of Mumbai
SUBMITTED BY
SAGAR CHANDRAKANT SADADEKAR
ROLL NO.MS1718073
Under the Guidance of
PROJECT GUIDE
Prof. SHIRIOAD BAPAT
Batch 2017-19
INSTITUTE OF MANAGEMENT & COMPUTER STUDIES
THANE (W)

2. DECLARATION
I , SAGAR CHANDRAKANT SADADEKAR the student of MMS
Semester IV, Batch (2017-19) hereby declare that this Project
Report submitted by me to the ASM’s Institute Of
Management & Computer Studies, (IMCOST),Thane.
Is a bonafied work undertaken by me and it is not submitted to
any other University or Institution for the award of any
degree/diploma certificate or published any time before.
Name of the Students:SAGAR CHANDRAKANT SADADEKAR
Roll Number:MS1718073
Signature of the Student:

3. CERTIFICATE
This is to certify that project titled “A STUDY ON EMPLOYEE
ATTITUDE TOWORDS PERFORMANCE APPRAISAL
SYSTEM”
SAGAR CHANDRAKANT SADADEKAR of MMS (Masters of
Management Studies) Semester IV, Batch (2017-2019) has
successfully completed the Project under the guidance of
Prof. SHIRIOAD BAPAT
Date:
Place:
Director
Project Guide / External
Internal Examiner Examiner
Institute Seal

4. ACKNOWLEDGEMENT
I take this opportunity to express my gratitude and extend my
thanks to all those who helped and guided me to make this
endeavor successful.
I would also like to thank our project guide Prof. SHIRIOAD
BAPAT
who helped me in the completion of project.
I cannot end this page without thanking my family and friends
for their support and encouragement while undertaking this
project.
SAGAR CHANDRAKANT SADADEKAR
DATE:

5. EXECUTIVE SUMMARY
The performance appraisal systemideallyisan organisationdesignedprogramme involvingboththe
organization and the personnel to improve the capability of both. The elements of performance
management include: purpose, content, method, appraiser, frequency, and feedback. The appraisal
processinvolvesdeterminingandcommunicating toanemployeehow he orshe isperformingthe job
and establishingaplanof improvement.The informationprovidedbyperformanceappraisalisuseful
in three major areas: compensation, placement, and training and
development.Appraisal helpstoimprove performance byidentifyingthe strengthsandweaknesses;
it helps to identify those with a potential for greater responsibility; and assists in deciding on an
equitable compensationsystem.The methodsof performance appraisal include rating scale,critical
incident, ranking methods, and management by objectives. Several common errors have been
identifiedin performance appraisal.Leniency occurs when ratings are grouped at the positive 7end
instead of being spread throughout the performance scale.The central tendency occurs whenall or
most employeesare rankedinthe middle of the ratingscale.The halo effectoccurswhena manager
allows his or her general impression of an employee to influence judgment of each separate item in
the performance appraisal. A soundappraisal systeminvolvesassessingemployee performance ona
regular basis. Performance appraisal can be done by superiors who rate subordinates,subordinates
who rate their superiors, and self-appraisal. A suitable performance appraisal system has to be
designed keeping in view the culture and requirements of an organisation.
There are two types of performance appraisal systems which are normally used in organisations:
 close ended appraisal system,
 open ended appraisal system.
Performance appraisalhasalwaysbeenahotandchallengingissueforthe managersacrossthe world,
HR managers as well as the line managers. These caselets discuss some of the common issues in
designing and implementing a performance appraisal system.One of the caselets discusses not just
performance appraisal,butthe broaderissueof performance management.The methodof appraising
using the balanced scorecard approach has been discussed in the last caselet.

6. INDEX
Chapter
No.
Chapter Page No.
1 Introduction to the Study 1-16
2 Company Profile 17-20
3 The Conceptual Background 21-23
4 Data Analysis & Interpretation 24-39
5 Findings, Suggestions & Conclusion 40-43
Bibliography 44
Annexure 45-49