Project On Performance Appraisal of J&K Bank Employees
Project On Performance Appraisal of J&K Bank Employees
Project On Performance Appraisal of J&K Bank Employees
PERFORMANCE
APPRAISAL OF J&K
BANK EMPLOYEES
NAME: RUCHI BHAT
CLASS:BBA 5TH SEMESTER
ROLL NO: 42
EXECUTIVE SUMMARY
INTRODUCTION
PERFORMANCE APPRAISAL
Management performance appraisal is a method of evaluating
the behavior of employees. Performance appraisal or merit
rating is one of the oldest and most universal practices of in
the work spot, Normally including both the quantitative and
qualitative aspects of job performance. Performance appraisal
can be an effective instrument for helping people grow and
develop in organizational setting. Through a well organized
appraisal system an employee can create learning spaces for
himself in an organization.
Performance appraisal is a systematic appraisal is that, it is the
systematic evolution of the individual with respect to his or her
performance on the job and his or her potential for
development
Under performance appraisal, we evaluate not only the
performance of a worker but also his potential for development
CONTINUE
PURPOSE OF PERFORMANCE APPRAISAL
To create and maintain a satisfactory level of
performance.
To provide information making decision for rewardingly of
retrenchment etc.
To guide the job changes with the help to continuous
ranking.
To contribute to the employees growth and development
through training, self and management development
programmers.
To help the superiors to have proper understanding about
their subordinates.
RESEARCH METHODOLOGY
Research Instrument Used
Questionnaire
The term questionnaire usually refers to a self administered
process whereby he respondent himself read the questions and
records without the assistance of an interviewer.
Interview
The interview method of collection data involves presentation of
oral-verbal stimuli and reply in terms of oral-verbal response.
Sampling technique used
Convenient sampling.
Sample size
I have taken 50 people in my sample size.
Sources of data
Primary Data: structured questionnaire
Secondary data:booklets,company data etc.
CONTINUE.
Research design
Research design is a type of blueprint prepared on
various types of blueprints available for the
collection, measurements and analysis of data. A
research design calls for developing the most
efficient plan for gathering the needed information.
The design of a research study is based on the
purpose of the study.
Data collection method
data is the first step in statistics. The data
collection process follows the formulation for
research design including sample plan. The data can
be secondary or primary.
CONTINUE.
Collection of primary data
Those data that have been observed and recorded by the
researcher for the first time in their knowledge.
Sources
Questionnaire
Interview method
Collection of Secondary data
Those data that have been compile by som agency other than
user.
Sources
Company profile
Magazine
Internet
Books
OF
RESPONDENT(SA
MPLE SIZE 50)
PERCENTAGE
Yes
100
100%
No
0%
To some extent
0%
yes
no
to some extent
100%
RESPONDENT
PERCENTAGE
25
50%
NO
28
56%
To some extent
4%
YES
NO
TO SOME EXTENT
4%
51%
45%
INTERPRETATION -: objective of
performance appraisal 45% of employees
say that they are aware of the
NO
OF
MERIT
RESPONSES
23
46%
GRADING
20
40%
OTHER
14%
MERIT
GRADING
PERCENTAGE
OTHER
14%
46%
40%
Respondents
PERCENTAGE
Written
10
20%
Oral
37
74%
Detailed
2%
Summarized
4%
OTHERS
0%
written
oral
detailed
summarized
others
2% 4% 20%
74%
NO
OPTIONS
OF
RESPONDENT(S
PERCENTAGE
20
40%
SATISFIED
26
52%
Neutral
0%
Dissatisfied
4%
Highly dissatisfied
4%
SATISFIED
4% 4%
40%
52%
INTERPRETATION-: 40% employees are highly satisfied with the performance appraisal
system.
OF
RESPONDENT(S
PERCENTAGE
15
30%
Agree
18
36%
Neutral
8%
Disagree
10
20%
Highly disagree
6%
highly agree
agree
neutal
21%
disagree
highly disagree
32%
9%
38%
TABLE7: ARE YOU GIVEN A CHANCE TO RATE YOUR OWN PERFORMANCE?
options
No of respondents
PERCENTAGE
Yes
16%
No
22
44%
Cant say
20
40%
yes
no
cant say
16%
40%
44%
NOS
OF
OPTIONS
RESPONDENT(S
PERCENTAGE
Highly Agree
16
33%
Agree
10
20%
Neutral
8%
Disagree
15
31%
Highly disagree
8%
highly agree
agree
neutral
disagree
highly disagree
8%
33%
31%
8%
20%
OF
RESPONDENT(Sa
PERCENTAGE
26
52%
Customer focus
18%
Attendance
10%
10
20%
0%
Target
achievement
Others
v/s
performance
Target v/s achievement
customer focus
others
Attendence
20%
10%
52%
18%
OF
RESPONDENT(S
PERCENTAGE
Highly agree
17
20%
Agree
19
17%
Neutral
3%
Disagree
10
17%
Highly disagree
12
20%
highly agree
agree
neutral
20%
disagree
highly disagree
28%
17%
3%
32%
SUGGESTIONS
CONTINUE.
FINDINGS
CONCLUSION
Performance appraisal is a formal review of
employees performance. At a performance appraisal,
objectives or targets are agreed between manager
and employee. At each subsequent appraisal, current
and past performance is compared and targets are
reviewed.
Nonetheless, the performance appraisal is not only a
means to review performance standards and specific
targets. It is a means to
1. Identify current job performance levels.
2. Identify individual employees strength and
weakness.
3. Motivate and encourage the individual employees.
THANK YOU