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Synopsis on
Analytical Study of Employee Satisfaction on
Performance Appraisal Methods of Haldiram’s in
School Of Commerce and Management
Yashwantrao Chavan Maharashtra Open University

As partial fulfillment for the award of

Master of Business Administration (MBA)

By: --------------
PRN: -----------

Under the Guidance of

Dr/Mr. /Mrs. --------------
Introduction to Topic :

A performance appraisal (PA) also referred to as a performance review,

performance evaluation, (career) development discussion or employee appraisal is
a method by which the job performance of an employee is documented and
evaluated. Performance appraisals are a part of career development and consist of
regular reviews of employee performance within organizations.

1. Systematic process of evaluation of an employee.
2. Analysis of the strengths and weaknesses of an employee.
3. To find out how well an employee is performing the job.
4. Appraisal is done periodically.
5. It is based on a definite plan.
6. Performance appraisal is different from job evaluation.
7. Performance appraisal is a continuous process that is accepted by every


Employee satisfaction is the terminology used to describe whether employees are

happy and contented and fulfilling their desires and needs at work. Many measures
purport that employee satisfaction is a factor in employee motivation, employee
goal achievement, and positive employee morale in the workplace.

In an employee satisfaction survey, employee satisfaction is looked at in areas such

Understanding of mission and vision,
Communication, and
Co-worker interaction.
Employee satisfaction can be measured 2 ways: indirectly, by watching trends in
employee turnover; and directly, by asking employees about their level of
satisfaction via surveys, interviews, and focus groups.
Importance and Significance of the Study :

1. Performance appraisal helps supervisors to assess the work performance of their


2. Performance appraisal helps to assess the training and development needs of


3. Performance appraisal provides grounds for employees to correct their mistakes,

and it also provides proper guidance and criticism for employee's development.

4. Performance appraisal provides reward for better performance.

5. Performance appraisal helps to improve the communication system of the


6. Performance appraisal evaluates whether human resource programs being

implemented in the organization have been effective.

7. Performance appraisal helps to prepare pay structure for each employee working

in the organization.

8. Performance appraisal helps to review the potentiality of employees so that their

future capability is anticipated.

Rationale :

Appraising the performance of individuals, groups and organizations is a

common practice of all societies. While in some instances these appraisal processes
are structured and

formally sanctioned, in other instances they are an informal and integral part of dai
lyactivities. Consciously of unconsciously evaluate our own actions from time to
time. In social interactions, performance is conducted a systematic and planned
manner to achieve wide spread popularity in recent years. Performance appraisal is
essential to understand and improve the employee's performance through HRD. In
fact, performance appraisal is the basis fore HRD. It was viewed performance
appraisal was useful to decide upon employee promotion
transfer salary determination and the like. But the recent developments in human re
sourcesmanagement indicate that performance appraisal is the basis for employee
development.Performance appraisal indicates the level of desired performance leve
l, level of actual performance and the gap between these two. This gap should be
bridged through humanresources development techniques like training executive
development etc.According to the past survey it was noticed that the performance
appraisalsystem in this company was not up to the mark. Hence there would be
scope for giving fewsuggestions as per my knowledge to improve
the performance appraisal system which wasquite essential for the better
performance of the employees.

The objectives of the study are:

1. To study the need and importance of “Performance Appraisal”.

2. To Analyse the performance appraisal system of Haldiram’s in Nagpur city
3. To see whether the employees are satisfied with current performance
appraisal system or not.
4. To identify the reasons of dissatisfaction if any
5. To summarize and find certain suggestions for the impotent of Performance
Appraisal system in the company

6. To check if proper appraisals are given and on timely and performance basis
or not
Hypotheses :

1. Performance appraisal system of haldiram is very good

2. Employee are evaluated on the basis of their performance rather then reference basis
Research Methodology:

The process through which the research study would be completed is called
research methodology. Research methodology describes the method of conducting
the research study. It shows the logical sequence of the steps of research process
from beginning to completion.

a)Universe of population : Universe for this research is Nagpur city.

b)Sample size : 80 respondent will be selected from different

department of haldiram firm

c)Samling method : Simple random sampling method will be used for

collecting data

D)Sources of data collection:

i) Primary Data : Primary data will be collected from structured questionnaire,

Hence Questionnaire method will be uses to collect the data.

ii) Secondary Data: Secondary data will be collected from news paper magazine,
company websites.
Expected contribution :

Through this project,

I would like to tell the owners about the issues faced by the employees working
with them, if any. it also helpful for the firm to understand the strength and
weakness of existing performance appraisal system. so that if needed they can
modify the performance appraisal methods. Outcome of this project may be helpful
for the other organization to understand way by which Haldiram’s successfully
running their organization with the help of satisfied employee.
 Bibliography :

Donald L. Kirkpatrick, 2006, Improving Employee Performance through

Appraisal and Coaching.

Richard Rudman, 2003, Performance Planning and Review.

Roger E. Herman, 1997, The Process of excelling, oak Hill press.

P . S u b b a R a o , 2 0 0 6 , Es s e n t i a l s o f H u ma n R e s o u r c e M a n a g e me n t a
n d I n d u s t r i a l Relations, Himalaya Publishing House.

1. Introduction to Topic
2. Theoretical background
3. Problem statement
4. Objective of study
5. Hypothesis
6. Research methodology
7. Data collection
8. Analysis and finding
9. Conclusion
10.Recommendation and Suggestion