Project in summer training Performance appraisal in solitare infosys

1. Performance Appraisal In SOLITAIRE INFOSYS
Seminar For The
Partial Submission
of
SUMMER TRAINING PROJECT
DEPARTMENT SCHOOL OF MANAGEMENT STUDIES
PUNJABI UNIVERSITY, PATIALA (2015-17).
Submitted By:-
Jastinder Pal Singh 15421163

2. ABOUT COMPANY
• SOLITAIRE INFOSYS is a leading Software and Web
Application Development Company, based in Mohali
(Chandigarh), that provides high quality comprehensive
services to enterprises across a wide range of platforms
and technologies. Our major areas of expertise are in
providing quality, cost effective software or web
development.
• Established in 2011
• Main office in Sahibzada Ajit Singh Nagar, Mohali
• Other than Mohali company have a branch in Patiala

3. Website Design Web Development Mobile
Applications
Digital Marketing Maintenance
Website Designing
Services
Php Development Unity 3D SEO Services App Maintenance
PSD To XHTML
Conversion
.Net Development Phone Gap SMO Services CMS App
Maintenance
WP Theme
Customization
CMS Development Iphone App
Development
PPC ERP Maintenance
Flash And 3D
animation
E-Commerce
Development
Android App
Development
Email Marketing Website
Maintenance
Logo & Identity
Design
Window App
Development
Services :-

4. OBJECTIVE OF THE STUDY
• To know the attitude and behavior of the employees of
SOLITAIRE INFOSYS
• To study about the various performance appraisal
techniques, uses, etc.
• To understand the working environment of SOLITAIRE
INFOSYS.
Project : Performance Appraisal
in SOLITAIRE INFOSYS

5. Purpose of the Study:
1. In general, the purpose of the study is to
know the system of performance appraisal in
SOLITAIRE INFOSYS.
2. Besides, the purpose of the study is to fulfill
the partial requirement of training.
3. To understand satisfaction among employees
of SOLITAIRE INFOSYS.

6. PERFORMANCE APPRAISAL
Performance appraisal is the assessment of individual’s
performance in a systematic way. It is a developmental tool
used for all round development of the employee and the
organization. The performance is measured against such
factors as job knowledge, quality and quantity of output,
initiative, leadership abilities, supervision, dependability, co-
operation, judgment, versatility and health.
It is :
1) Goal oriented
2) Result oriented
3) Enhance the performance
4) Achieve the organizational goals

7. OBJECTIVES OF PERFORMANCE APPRAISAL
• To maintain records of wages, salary raise etc.
• To identify strength and capabilities of employees.
• Overall feedback about employees.
• To review training and promotional benefits.
ADVANTAGES OF PERFORMANCE APPRAISAL
• Promotion
• Compansation
• Employees Development
• Selection Validation
• Communication

8. GOALS OF PERFORMANCE APPRAISAL
General Goals Specific Goals
Developmental Use
Individual needs, Performance
feedback, Transfers and Placements,
Strengths and Development needs
Administrative Decisions /
Uses
Salary ,Promotion, Retention /
Termination, Recognition, Lay offs,
Poor Performers identification
Organizational Maintenance
HR Planning , Training Needs,
Organizational Goal achievements,
Goal Identification, HR Systems
Evaluation, Reinforcement of
organizational needs
Documentation
Validation Research , For HR
Decisions

9. USES OF PERFORMANCE APPRAISAL
• Performance improvement
• Compensation adjustments
• Placement decisions
• Training and development needs
• Career planning and development
• Staffing process deficiencies
• Informational inaccuracies
• Job design errors
• Equal employment opportunity
• External challenges
• Feedback to human resources

10. PERFORMANCE APPRAISAL PROCESS

11. Categories Traditional Appraisals
Modern Appraisals
Systems
Guiding Values
Individualistic, Control
oriented, Documentary
Systematic,
Developmental, Problem
solving
Leadership Styles Directional, Evaluative Facilitative, Coaching
Frequency Occasional Frequent
Formalities High Low
Rewards Individualistic Grouped, Organizational

12. APPRAISALS MEASURMENT METOHODS
PAST ORIENTED METHODS FUTURE ORIENTED METHODS
1. Rating Scales
2. Checklist
3. Forced Choice Method
4. Forced Distribution Method
5. Critical Incidents Method
6. Behaviorally Anchored Rating Scales
7. Field Review Method
8. Performance Tests & Observations
9. Confidential Records
10.Comparative Evaluation Method
(Ranking & Paired Comparisons)
1. Management by
Objectives
2. Psychological Appraisals
3. Assessment Centers
4. 4.360-Degree Feedback

13. About Research
• Research Design : Exploratory as well as Conclusive
• Sample Size : 20
• DATA COLLECTION:
– Primary Data through Questionnaire
– Contact Method
– Personal Interaction

14. Responses of Employees
1. Are you aware with the current “Performance Appraisal system” of SOLITAIRE
INFOSYS?
(a) Yes (b) No

15. 2. Performance Appraisal of Employee Is Assessed By
(a)Point system (b)Mark system
(c)Grade system (d)Not aware

16. 3. Task setting by appraise and appraiser provides objective while appraising
the performance appraisal of the appraise.
(a)Agree (b) Partially agree
(c)Neutral (d) disagree

17. 4. Whether the quarterly task setting assignment completed
(a)Yes (b)No

18. 5. Self-Appraisal System proves to be effective while appraising the appraise.
(a)Agree (b)Partially agree
(c)Neutral (d) Disagree

19. 6. Who in your opinion should be the responsible for ensuring objectivity and
reducing biasness the “Performance Appraisal” system?
(a)Appraise andAppraisee.
(b)Appraiser, Appraisee& peer.
(c)Appraiser, Appraisee, Peers, & Subordinates.

20. 7. Skill possessed by an Appraiser vary as the moves from one grade to another.
(a)Agree (b) Partially agree
(c)Neutral (d) Disagree

21. 8. Are you getting regular feedback on your performance from your Appraisal?
(a)Yes (b) No

22. 9. Feedback is beneficial for improving your performance.
(a)Agree (b) Partially agree
(c)Neutral (d) Disagree

23. 10.Current “Performance Appraisal” system is an effective tool for evaluating the
employee‘s performance.
(a)Agree (b) Partially agree
(d)Neutral (d) Disagree

24. 11. Does current “Performance Appraisal” system reflect the training need
of an employee?
(a)Yes (b)No

25. 12. What is your opinion is the relevance “Performance Appraisal” system?
(A)Deciding promotion (b) Deciding incentives
(c) Training & development (d) programme Succession planning

26. 13.The existing “Performance Appraisal” system ensures due recognition talented
employee in terms of promotion, rewards and others
(a)Agree (b) Partially agree
(c) Neutral (d) Disagree

27. 14. Do you think that existing “Performance Appraisal” system is help full in
wholesome development of employee?
(a) Agree (b) Partially agree
(c)Neutral (d) Disagree

28. 15. Are you satisfied with the current “Performance Appraisal” system?
(a)Yes (b) No

29. 16. Would you say management is responsible to you?
(a)Innovativeness (b) Personal problem
(c)Official problem (d) Career aspiration

30. Conclusions
There should be-
• Transparent career planning for all officers.
• Informal calling as and when they need.
• Giving chance in decision making.
• Reward for employee work.
• Proper interactions with seniors.
• Effective training and development programs should be
held.
• Improve competency of the workers.
• The company should concentrate more on individual
development.