SUMBITTED TO BIRLA INSTITUTE OF

TECHNOLOGY, RANCHI (IC), RAK

FOR THE
PARTIAL FULLFILLMENT OF THE DEGREE OF
BACHELOR OF
BUSINESS MANAGEMENT (HR)

SUBMITTED BY
Kishore Antony
BBM/8006/08
BBM (HR) – V SEMESTER
UNDER THE GUIDANCE OF
Mr.Rajesh
SR. LECTURER
DEPARTMENT OF MANAGEMENT
SUBMISSION DATE: NOVEMBER 1, 2010
INTRODUCTION
As part of the curriculum the B.B.M. Human Resource students have to do a
project on any of the specialization subjects. I am doing project in Human
Resource Management on the topic “Performance Appraisal”. A study
conducted SHAWCOR LTD in, RAK enabled us to get a practical touch to the
topic of Performance Appraisal of the company. This study was based on the
Performance Appraisal of the firm. This study was very useful to get
knowledge regarding the practical implication of the theoretical aspects of
our course.

Performance appraisal is a method by which the job performance of an employee is

evaluated (generally in terms of quality, quantity, cost, and time) typically by the
corresponding manager or supervisor. A performance appraisal is a part of guiding and
managing career development. It is the process of obtaining, analyzing, and recording
information about the relative worth of an employee to the organization. Performance
appraisal is an analysis of an employee's recent successes and failures, personal
strengths and weaknesses, and suitability for promotion or further training. It is also the
judgement of an employee's performance in a job based on considerations other than
productivity alone.

Bredero Shaw is a division of ShawCor Ltd., a growth-oriented energy

services company focused on technology-based products for the energy
industry.
Bredero Shaw is the global leader in the development and manufacture of
pipe coating solutions for the oil, gas, and water industries. With a rich
history of proven experience that dates back to the 1930s, the company is
the preferred choice of major energy industry clients around the world. Over
400,000 km of pipelines around the world have been protected using Bredero
Shaw technology and services.

The company, skilled in developing solutions for its clients, has the largest
team of experienced and dedicated pipe-coating professionals in the
industry. With the most extensive network of strategically located plants
around the world, and with proven, innovative coating technologies, Bredero
Shaw has coated more pipelines in more diverse geographical areas and
climates than anyone in the industry.

Methods of performance appraisal

The tools, which are used for analysis and interpretation under this
study, are

1. Traditional method

• Unstructured appraisal

• Employee ranking

• Forced distribution

• Graphic rating scales

• Check lists

• Field review

2. Modern method

• Management by objectives

• Behaviorally anchored rating scales

OBJECTIVES

 Give employees feedback on performance

 Identify employee training needs
 Document criteria used to allocate organizational rewards
 Form a basis for personnel decisions: salary increases, promotions, disciplinary actions,
bonuses, etc.
 Provide the opportunity for organizational diagnosis and development
  Facilitate communication between employee and administration
 Validate selection techniques and human resource policies to meet federal Equal
Employment Opportunity requirements.
 To improve performance through counseling, coaching and development.

SIGNIFICANCE OF THE STUDY

Employees are the most significant resource of any business, and performance
appraisals reflect the organization's commitment in developing this important resource of
human capital. Performance appraisals grant upper management an opportunity to
reward excellent performance or reprimand unsatisfactory performance. This powerful
managerial tool should directly reflect the overall organization's goals and objectives; the
employee assessment should provide useful feedback about the employee's
contribution contributions or lack of contributions toward these goals.

SCOPE

The scope of any performance appraisal should include the following: provide
employees with a better understanding of their role and responsibilities; increase
confidence through recognizing strengths while identifying training needs to improve
weaknesses; improve working relationships and communication between supervisors
and subordinates; increase commitment to organizational goals; develop employees into
future supervisors; assist in personnel decisions such as promotions or allocating
rewards; and allow time for self-reflection, self-appraisal and personal goal setting.

LIMITATIONS

• If the factors included in the assessment are irrelevant, the

result of merit rating will not be accurate.
 • Different qualities to be rated may not be given proper
weightage certain in csases

• Some of the factors are highly subjective like initiative and

personality of employees; so the actual rating may not be on
scientific lines.

METHODOLOGY

EXPLORATORY RESERCH

Exploratory research or desk research is so called because

it is usually concerned with the use of secondary information or data
that is already available. This means such data or information has
already been collected and analyses by someone else.

SAMPLING METHOD

Random sampling is the purest form of probability sampling. Each

member of the population has an equal and known chance of being
selected. When there are very large populations, it is often difficult or
impossible to identify every member of the population, so the pool of
available subjects becomes biased.

Stratified sampling is commonly used probability method that is

superior to random sampling because it reduces sampling error. A
stratum is a subset of the population that share at least one common
characteristic. Examples of stratums might be males and females, or
managers and non-managers. The researcher first identifies the
relevant stratums and their actual representation in the population.
Random sampling is then used to select a sufficient number of
subjects from each stratum. "Sufficient" refers to a sample size large
enough for us to be reasonably confident that the stratum represents
the population. Stratified sampling is often used when one or more of
the stratums in the population have a low incidence relative to the
other stratums.
Systematic sampling is often used instead of random sampling. It is
also called an Nth name selection technique. After the required sample
size has been calculated, every Nth record is selected from a list of
population members. As long as the list does not contain any hidden
order, this sampling method is as good as the random sampling
method. Its only advantage over the random sampling technique is
simplicity. Systematic sampling is frequently used to select a specified
number of records from a computer file.

DATA COLLECTION

Primary data:

Questionnaire

Secondary data:

1.Magazine

2.Newspapers

3.Websites: (www.brederoshaw.com)

REFERENCES

www.brederoshaw.com
HRM beginners outlook- philip kotler