Академический Документы
Профессиональный Документы
Культура Документы
Arland Jennifer
ACKNOWLEDGEMENT
INDEX
Sr. No.
Topic
1.
Preface
2.
Acknowledgement
Chapter Introduction
I
1.2
1.3-1.5
Objectives
2.3
2.5
Importance
2.6
2.7
Methods
Recommendations
Conclusion
Page
No.
6.5
Bibliography
6.6
Annexure
CHAPTER NO 1
1.1 INTRODUCTION
Performance Appraisal is the systematic evaluation of the individual
with regard to his or her performance on the job of his potential for
development The main objective is to focus the functioning of
performance Appraisal system.
In Performance Appraisal more stress is given to measure the results of
the employee. Performance Appraisal system bridges the gap between
objectives of the organization & those of individual department
managers. It helps people in the organization to consciously aim at &
improve upon individual performance & organizational effectiveness.
Performance Appraisal is also described as merit rating in which one
individual is ranked as better or worse in comparison to others. The basic
purpose in this merit rating is to ascertain eligibility for promotion.
However, Performance Appraisal is more comprehensive term for such
activities because its use extends beyond ascertaining eligibility for
promotion such activities may be training & development, salary increase
transfer, discharge etc.
Basic aim was to verse myself with the difference between the theory and
the practicality of the performance appraisal system in Big Bazaar Pvt
Ltd.
The Objectives of this research are as follows:
The scope includes the study of the appraisal for all the employees
of Big Bazaar.
1.4 HYPOTHESIS
Performance appraisal is an effective tool to increase the productivity and
employees satisfaction at large in Big Bazaar.
1.5 LIMITATIONS
CHAPTER NO 2
2.1
REVIEW OF LITERATURE
employees
through
salary
administration,
reward
wages structure for hourly paid workers were adopted in industrial units.
Under this system, the policy of giving grade wage increments on the
basis of merit was accepted. These early employee plans were called
merit rating programme. Most of these plans were of the rating-scale
type, where emphasis was given to factors, degree and points. The older
phrase merit rating is largely restricted to the rating of hourly paid
employees. It is used frequently in developing criteria for salary
adjustments, promotions, transfers, etc. Personnel appraisal places
emphasis on the development of the individual and is used to evaluate
technical, professional and managerial personnel.
Performance appraisal has been considered as a most significant and
indispensable tool for an organization. It provides a basis for judging the
effectiveness of personnel sub-divisions such as recruiting, selection,
training and compensation. Mc Gregor says Formal performance
appraisal plans are designed to meet three needs, one of the organization
and the other two of the individual, namely;
1.
2.
3.
They are used as a base for coaching and counseling the individual
by their superior
2.
3.
4.
5.
6.
7.
8.
9.
2.3
2.
3.
4.
5.
6.
7.
2.4
1.
2.
3.
4.
5.
6.
7.
8.
9.
2.5
1.
Proper
enforcement
of
personnel
decisions:
Systematic
3.
which
can
be
communicated
to
employees.
2.6
1.
2.
3.
4.
5.
6.
2.7
A.
Traditional Methods
1. Ranking Method
Ranking is the oldest & simplest method of appraisal in which a
person is ranked against others on the basis of certain traits and
characteristics.
This is very simple method when the no. of person to be ranked is
small. Since, differences in ranks do not indicate absolute of equal
differences of ability between individuals, the method has limited
value for performance appraisal.
2. Paired Comparison
This method is used for large groups. In this method, each person is
compared with other person taking one at a time usually one trait.
The rater puts a tick mark against the person whom he consider the
better of the two & final ranking is determined by the no of times that
person is judged better than others.
3. Grading
In this method certain categories of abilities of performance are
defined well in advance & persons are put in particular category
depending on their traits & characteristics such categories may be
definitional like outstanding good, average, poor very poor or may be
in terms of letters like A,B,C,D. etc. The actual performance of the
employee is measured against these grades. This method is generally
useful for promotion based on performance.
4. Forced Distribution Method
In order to check the tendency of rating most of the appraisees around
high point in a rating scale, forced distribution method has been
adopted.
In this method, the appraiser is forced to appraise the appraisees
according to pattern of a normal curve. The basic assumption in this
method is that employees performance level conforms to a normal
statistical distribution.
The basic advantage of this method is that it over comes the problem
of adopting a central tendency of rating most of employees to a point,
particularly high or near high to appraise them.
5. Forced choice method
each
initiative,
leadership,
dependability,
cooperativeness,
B.
Modern Methods
1. Appraisal by results or objectives
It is the system of evaluation of managerial performance against the
setting & accomplishing of verifiable objectives. The basic idea
behind this appraisal is that the organization is concerned with
achievement of objectives through the contributions of individual
managers rather than or the basis or their traits.
This method uses the contributions of a manager as the basis for
performance appraisal. Where contributions can be measured
quantitively, not much problems are involved because targets against
which performance is to be evaluated can be fixed in terms of quantity
like production figures, cost & sales figures etc.
2. Behaviorally Anchored Rating Scales (BARS)
BARS approach gets away from measuring subjective personal traits
& instead measures observable, critical behaviors that are related to
specific jot dimensions.
a) The first step in developing BARS is the identification of
performance measures i.e. outcomes of an effective job
performance.
b) Critical behaviors are those which are essential for the performance
of the job effectively. These behaviors are generated from different
dimensions of the job and are related to various critical incidents of
the job.
3. Assessment Centres
An assessment centre is a central location where managers comes
together and participated exercises on the basis of which they are
evaluated by a panel of raters. The basic objective of assessment
Centres approach of appraisal are to assess objectively various
relevant skills of an assessee such as skills related to interpersonal
interaction, creativity, organizing and planning, quality of thinking,
resistance to stress, motivation to work, dependence on others etc.
The process of assessment centre appraisal begins with the
establishment of the objectives of the programme followed by
designing physical facilities of the centre where the programme is to
be conducted.
Providing training to the assessors to conduct the programme and
conducting evaluation exercises to assess the participants. Feedback is
provided to the participants indicating their strengths and weaknesses.
performance
appraisal
standards
jointly
with
subordinates.
c. Prepare for each individual and counseling session. Select an
appropriate place, provide enough time and review records.
d. Make appraisal sessions co-operative. The subordinate must be
encouraged to appraise his own performance and share his ideas
and feelings with the appraiser.
e. Establish and maintain rapport with the subordinate by words,
actions and attitude.
f. Jointly explore alternative solution and the consequences of
selecting each one.
g. Help the subordinate to come to a self-determined solution to the
problem or deficiency.
h. Terminate the session gracefully.
i. Complete records of the session and decisions for future reference.
j. Carry out the decisions and actions.
k. Follow up and evaluate results.
CHAPTER NO 3
BIG BAZAAR
Isse sasta aur accha kahi nahin
Big Bazaar is not just another hypermarket. It caters to every need of
your family. Where Big Bazaar scores over other stores is its value for
money proposition for the Indian customers.
At Big Bazaar, you will definitely get the best products at the best
prices - thats what Big Bazaar guarantee. With the ever increasing
array of private labels, it has opened the doors into the world of
fashion and general merchandise including home furnishings,
utensils, crockery, sports goods and much more at prices that will
surprise you.
ELECTRONICS BAZAAR
Currently present within Big Bazaar stores, Electronics Bazaar offers
the best deals in branded electronic goods and appliances.
FURNITURE BAZAAR
Furniture Bazaar offers an entire range of Home Furniture needs that
are utilitarian and affordable in their pricing
GOT IT
Got It is a one stop shop for everything from screwdrivers to drill
machines and everything else that you would need to keep your home
up and going.
FOOD BAZAAR
Ab Ghar Chalaana Kitna Aasaan
Food Bazaar invites you for a shopping experience, unique by its
ambience. At Food Bazaar you will find a till now unseen blend of a
typical Indian Bazaar and International supermarket atmosphere.
Flagged off in April02, Food Bazaar is a chain of large supermarkets
with a difference, where the best of Western and Indian values have
Group Vision
Future Group shall deliver Everything, Everywhere, Everytime for
Every Indian Consumer in the most profitable manner.
Group Mission
We share the vision and belief that our customers and stakeholders
shall be served only by creating and executing future scenarios in the
consumption space leading to economic development.
We will be the trendsetters in evolving delivery formats, creating retail
realty, making consumption affordable for all customer segments for
classes and for masses.
We shall infuse Indian brands with confidence and renewed ambition.
We shall be efficient, cost- conscious and committed to quality in
whatever we do.
We shall ensure that our positive attitude, sincerity, humility and
united determination shall be the driving force to make us successful.
Core Values
Indian-ness: Confidence in ourselves.
Leadership: To be a leader, both in thought and business.
Respect & Humility: To respect every individual and be humble in our
conduct.
Introspection: Leading to purposeful thinking.
Openness: To be open and receptive to new ideas, knowledge and
information.
Valuing and Nurturing Relationships: To build long term relationships.
Simplicity & Positivity: Simplicity and positivity in our thought,
business and action.
Adaptability: To be flexible and adaptable, to meet challenges.
Flow: To respect and understand the universal laws of nature.
3.1
Annual
Performance
&
Development
Review,
Appraisers Workshop
1. Performance Management System: Contents
Relevance of PMS to a high growth organization like ours
Our Performance Management System (PMS)
Concepts & Design
Employees Eligibility and Evaluation Criteria
Different Forms
Assessment Components KRAs, Competencies
Tracking Values
Store
Staff
Manager
Employee
3.2
Eligibility of Employees :
Assessments on :
o
Tracking Values
o
2.
All employees who are under contract / part time / flexi manning
plans will not be a part of the review
3.
Position/ Level
Appraiser
Reviewer
TTM / TM / TL
ADM / DM
ASM / SM
ADM / DM
ASM / SM
ASM
SM
(Appraisee)
Operations
(Stores)
SM/Area
Manager
Area Manager /
Business
Manager
SM (incl. All
Store Incharges)
Support
(Stores)
Store Logistics /
Area
Manager /
Business Mgr /
Business
Zonal Head
Manager
Respective
ASM / SM
Functional Head
Finance / HR etc
5.
Understanding of Rating
Rating 5 : OUTSTANDING
ZO
Accepts responsibilities.
Rating 4 : EXCELLENT
Displays initiative
Accepts responsibility.
Rating 3 : GOOD
Meets
Standards
and
performs
the
minimum
job
requirements
Accepts responsibility
Rating 1 : UNDER-PERFORMER
6.
KRA
(Key
Result
Areas)
is
set
of
performance
The total KRA score is the sum of weighted scores for all KRAs.
7.
KRA Assessment
Competency Assessment
Value Orientation
Our shared Values are critical for our Success and therefore all
employees need to demonstrate behaviors reinforcing/ living
them
Appraiser needs to assess the appraisee on his / her orientation
to each of the 9 Core values of the Company.
The Assessment would vary between Always, frequently,
Rarely and Never and each rating would have to be
supported by mentioning incidents demonstrated by appraisee.
This section has no weightage to the overall rating/appraisal
score but is intended to clearly bring in sensitization of
companys Core values among the employees.
10.
11.
above this mean and some below this mean. In effect it is a relative
assessment of performance data.
In our context the Normal Distribution of the Ratings are known as
the Vitality Curve Principle.
12.
TM/TL
Store Level
ADM/DM/ASM
Vitality Curve @ Zonal Level
Support Functions
Function wise vitality curve @ Zonal Level
SMs (All Store In-Charges)
All India Level
13.
3.3
Job description
Past appraisals
Performance goals
Result Oriented
o Track results, such as number of jobs completed
Efforts Oriented
o Track dependability, attendance, or ability to follow
instruction
Accurate
o Be Specific and correct about incidents, dates, etc.
Timely:
o Focus on events during the appraisal period.
4.
Appraisal Meeting
The right purpose
Right time and place
Rehearse
Conducting an appraisal meeting
Concerns of Appraisees / Appraisers
Common Pitfalls to avoid
Effective Feedback
Development Planning
5.
6.
9. Concerns of Appraisees
Being rated as Needs Improvement or Underperformer
Successful employees look forward to it and failing employees
fear it
Employees feel threatened by possible bias
Acceptance better if employee perceives ability to influence the
evaluation
Perception of appraiser influences acceptance of appraisal
10. Concerns of Appraisers
If
an
employee
is
rated
as
Needs
Improvement
or
Resting the elbow on the table or the arm of the chair with the
chin or cheek resting on the palm indicates boredom, casualness
and disinterest. Any movement where head rests on the hand,
suggests the same
Tapping foot or holding something in hand and fiddling with it
or having a key chain in finger and moving it around finger. All
this indicates restlessness, disinterest and a desire to end the
session.
To sit with one's hands behind the head shows superiority. If it
is supported by crossed leg it shows the appraiser is ready to
argue or compete.
12. Listening Skills
Dont allow yourself to get too far ahead of the Appraisee by
trying to understand things too soon.
At intervals, try to paraphrase what people have been saying.
Give them the opportunity to learn what you think youve heard
them say.
When you have difficulty determining the point of the
Appraisees remarks, Ask him to rephrase/repeat to clear the
understanding
Watch for key words if you find youve lost the trail of the
conversation. This happens particularly when the Appraisee is
long-winded or has a tendency to ramble.
Encourage them to speak on relevant areas rather than going all
over.
13. Blocks to Effective Listening
3. Balanced
Include a positive message to balance points about less effective
behaviors
Should not be one-sided feedback
Dont start with a negative, or talk only about what you dont like
WRONG= "You end up bringing down the teams output.
RIGHT= "Your contribution was really useful I like the way you
put in a lot of hard work, It would have been more effective if you
had focused on low selling SKUs.
4. Solution Focused
Show that you're willing to give ideas about how the person can
tackle the issues you have raised
Dont be problem focused
Dont launch into what you want to say, without invitation.
WRONG= "If you dont communicate the sales plan to the team
we would have a disaster on our hands.
RIGHT= "Because of the details that need to be taken care of to
ensure successful implementation of the sales plan, it would be
good for you to ensure the whole team understands the issues. Can
we discuss some ideas about how we can make this work in
practice
5. Development Focused
Concentrate on things that can be changed, and link your feedback
to the task or role
Dont focus on the person, focus on the problem
Dont direct your comments to personality, character, attitude or
things the person cant change - like their personal circumstances
or something in the past.
WRONG= "This is exactly what caused the trouble last time. If
you could work early shifts we could meet at 7 am and this would
be solved.
RIGHT= "Its frustrating for me to lose valuable time with you: if
you arrive late, we can't discuss everything we aimed for. Its
important for us to get this right because the team needs a good
decision from us."
6. Specific
Do not use global statement like "always" or "never"
Be clear about the aspect of the persons performance or behaviour
that you want to talk about
WRONG="Youre always a team player"
RIGHT="You take on extra assignments to help the team meet its
objectives even when they are outside of your assigned
responsibilities
"When we started our meeting, you seemed to interrupt quite often
when I was explaining the problem I had. I didnt feel listened to.
Perhaps it would be more effective if I gave you the full picture
first."
7. Use plain, clear language
Choose phrases the person will understand
Be brief and to the point; Successful feedback is easy to understand
Dont give clues, or imply what you want to say; If the person has
to guess what you mean, they may guess wrongly
Poor feedback leaves the recipient in doubt about what you meant
WRONG= "Well its fairly obvious whats going wrong here, isnt
it?
RIGHT= "Its important for the whole team to understand the
impact of Mens Jeans on our Apparel category Sales. I've noticed
that you havent kept your team up to date on this. Id like you to
include updates on performance of Mens Jeans in all your team
meetings.
8. Responding to the Reactive Employee
to the
development process
Kindly coordinate with HR to ensure that the development plans
are actioned.
13.Practice Sessions
Observers guidelines
Criteria
with
adequate
data.
Appeared confident
Showed
good
listening
skills,
paraphrased, checked
for understanding
Examples of Common
Pitfalls if any
Feedback skills
Quality
of
Development
Planning Process
Set target for Next
Year
The
appraisee
gets
reassured
and
reinforced
with
both
CHAPTER NO 4
4.1
RESEARCH METHODOLOGY
4.2
TYPE OF RESEARCH:
CHAPTER NO 5
d) yearly
No of Employees Covered
90
80
70
60
50
40
30
20
10
0
No of Employees
Covered
Interpretation:
All employees agree that their performance appraisal is held yearly
but for those employees who were not eligible for Yearly Appraisal
they get a chance in Mid Term Appraisal.
3
0
25
20
15
Series1
10
5
0
HR
SM
AS
M
D
M
Appraiser
Interpretation:
5% of employees states that HR manager writes the Performance
Appraisal.10 % states that Store Manager writes it. 20% state that
Assistant Store Manager writes the Performance and 65% state that
Department Manager (immediate superior) writes the Performance
Appraisal.
b) No
Interpretation:
All employees agree that they sign on Performance Appraisal form.
b) No
Interpretation:
Performance Appraisal interviews are conducted only 73 % of the
employees.
5. Who conducts the Performance Appraisal interview?
Interpretation:
Only 70 % of the employees interviews are conducted by
Immediate Superior. Whereas, 30 % interview are conducted by the
HR manager.
b) No
Interpretation:
b) No
Interpretation:
Weaknesses of assessee are identified only 70 % of the cases
during Performance Appraisal interview.
8. Are the training & development needs identified?
a) Yes
b) No
Interpretation:
Only 40 % of the Training & development needs are identified.
9. Are the promotional aspects conveyed?
a) Yes
b) No
Interpretation:
Promotional aspects have been identified only 50 % of employees.
10.Is the Performance Appraisal reviewed or not?
a) Yes
b) No
Interpretation:
b) No
Interpretation:
Previous reviews are taken into consideration in 87 % of the cases
while fixing the targets.
12.Whether suggestions given in the appraisal are implemented or
not?
a) Yes
b) No
Interpretation:
b) NO
Interpretation:
Targets are linked with the department only in 90 % of the
employees.
14.Is the Performance Appraisal system fair Big Bazaar?
a) Yes
b) No
Interpretation:
Only 83 % of employees state that Performance Appraisal system
is fair in Big Bazaar.
b) No
Interpretation:
The weakness is identified in Performance Appraisal system at
57%.
CHAPTER NO 6
6.1 FINDINGS
The following major findings have come out by the study of
Performance Appraisal system.
All employees agree that their performance appraisal is held yearly
but for those employees who were not eligible for Yearly Appraisal
they get a chance in Mid Term Appraisal..
All employees agree that they sign on Performance Appraisal form.
Only 70 % of the employees interviews are conducted by
Immediate Superiors. Whereas, 30 % of the employees interview
are conducted by HR manager.
Strong points of assessee are brought down only 53 % of the cases
during Performance Appraisal interview.
Weaknesses of assessee are identified only 70 % of the cases
during Performance Appraisal interview.
6.2 INFERECES
The following major findings have come out by the study of
Effectiveness of Performance Appraisal System & its Impact on
Organization
Only 40 % of the Training & development needs are identified.
Promotional aspects have been identified only 50 % of employees.
Performance Appraisal is reviewed only 80 % of the cases.
6.3 RECOMMENDATIONS
Only Immediate superior should write the Performance Appraisal.
Performance Appraisal interviews should be conducted in all cases.
Strong points and weaknesses should be identified & conveyed to
assessee.
Training & development needs should be identified & conveyed to
assessee. Training program for junior employees & development
program for senior employees should be conducted.
All the promotional aspects should be conveyed.
The suggestion given in the appraisal should be fully implemented
& if it is not possible, the reason should be mentioned.
The departments targets should be fixed by having discussion with
respective manager and Head of the Department.
6.4 CONCLUSION
The necessity of having a new good appraisal policy backed up
with proper systematic implementation cannot be over looked, as
this is the nucleus on which practices are based. The appraisal
system helps pin point weak areas in the primary system and makes
it easier for managers to see which employees need training or
counseling or have potential for growth,
The appraisal system in Big Bazaar is in accordance with the
modern management theory and conducive to development of the
employee, to their true potential, which intend will lead to
improved productivity, better industrial relations and good
organizational cultural, thus creating spirit of achievement and
completion.
Big Bazaar is one amongst the few Indian companies which
follows sound appraisal policy. Other companies should emulate
from Big Bazaar and carry out necessary changes in the year
appraisal programme to achieve true potential benefits for the
organization.
6.5 BIBLIOGRAPHY
www.performance-appraisal.com.
www.Pantaloon.com .
www.hrmeet.com.
6.6 Annexure
QUESTIONNAIRE
1. What is the periodicity of initiation of Performance Appraisal?
a. Monthly
b. Quarterly
c. Half yearly
d. Yearly
2. Who does the Performance Appraisal?
a. Human Resource Manager
b. Head Of the Department
c. Production Manager
d. Immediate Superior
3. Do you sign on Performance Appraisal form?
a) Yes
b) No
b) No
b) No
a) Yes
b) No
b) No
b) No
b) No
11.Whether previous reviews are taken into account while fixing the
targets?
a) Yes
b) No
b) No
13.Are you aware of how your targets are linked with your
department?
a) Yes
b) NO
b) No
b) No