PERFORMANCE APPRAISAL

SYSTEM IN THINK NEXT

TECHNOLOGIES PRIVATE
LIMITED

BY:
Sakshi Malhotra

ABOUT COMPANY
COMPANY NAME

Think Next Technologies Pvt.

Ltd.

COMPANY TYPE

IT solutions

ESTABLISHED IN

August,2009

EXTENT

USA, Delhi, Shimla, Mohali and

Bhatinda

DEALS IN

ERP Solutions, Android/iPhone

Applications development, Web
designing, Web development,
Bulk SMS, Voice SMS, Bulk
Email, Biometric Time
Attendance, Access Control,
SEO/SMO, Database Solutions,
Payment Gateway Integration, EMail Integration, Industrial
Training, Corporate Training and
Placements .

SOME OF THE CLIENTS OF THE COMPANY

PARTNERS IN PLACEMENT

PERFORMANCE APPRAISAL
Performance Appraisal is defined as the
process of assessing the performance and
progress of an employee or a group of
employees on a given job and his / their
potential for future development. It
consists of all formal procedures used in
working organizations and potential of
employees.

objectives
To identify the strengths and weaknesses of
employees to place right men on right job.
To maintain and assess the potential present
in a person for further growth and
development.
To provide a feedback to employees regarding
their performance and related status.
To analyze the Performance Management
System in detail and its effectiveness.

Research methodology
Sampling size:
Sample Size = 50
Population:
the employees working in the ThinkNext Private
Limited company at the time of survey.
Research Design:
The research design in this study is Descriptive.
Sampling Technique:
Convenience sampling has been done for this
study.

Continue:
Sources of data collection
Primary data: Primary data has been collected from
the employees working in the ThinkNext Technologies
Private Limited company. A structured questionnaire
was prepared and given to the employees to fill them.
Secondary data: For secondary data I referred to the
company profiles, literature, periodicals, and internet.

Data Presentation and Analysis

1.Bar graphs
2.Pie Diagrams
3.Doughnuts

FINDINGS
60% of the respondents in the ThinkNext technologies Pvt. Ltd. are
working for more than 5 years.
64% of the respondents say that appraisal is conducted once in a year.
84% 0f the respondents are aware of the performance appraisal.
2% of the respondents are fully satisfied with the companys
performance appraisal system and 24% are satisfied while 30% are
dissatisfied.
36% of the respondents say that the appraisal should be conducted
yearly.
64% of the respondents feel motivated after appraisal.
48% of the respondents think that the appraisal should be conducted
by superior.
74 % of the respondents agree that Performance Appraisal does leads
to polishing the skills of the employees.

CONTINUE:
82 % respondents say that personal bias do creep in while appraising
an individual.
72% of the respondents are interested to review the current appraisal
technique.
55% of the respondents find MBO as a appropriate technique of
appraisal.
96% of the respondents are able to find out the hidden potential
through appraisal.
70% executive says that they get the formal feedback regarding their
performance by their superiors regularly while carrying out their work.
46% of the respondents say that they are aware of rating of their
performance in the company.
36% of the respondents say that the purpose of conducting appraisal
is to find out strength and weaknesses.
28% of the respondents say that they get the chance of rating their
own performance.
50% of the respondents say that performance appraisal is most helpful
to perform their work well.

LIMITATIONS

Although all attempts were made to make this an

objective study, biases on the part of respondents might
have resulted in some subjectivity.
The sample Size selected for the same may not be the
true representative of the Company, resulting in biased
results.
This being the maiden experience of the researcher of
conducting study such as this, the possibility of better
results, using deeper statistical techniques in analyzing
and interpreting data may not be ruled out.

Suggestions and
conclusion
The very concept of performance appraisal should be
marketed throughout the organization. Unless this is done,
people would not accept it, be it how important to the
organization.
To market such a concept, it should not start at bottom;
instead it should be started by the initiative of the top
management.
At the time of confirmation also, the appraisal form should
not lead to duplication of any information.
The appraisal form for each job position should be different
as each job has different knowledge and skill requirements.
The time period for conducting the appraisal should be
revised, so that the exercise becomes a continuous
phenomenon

Continue:
Transparency into the system should be ensured
through the discussion about the employees
performance with the employee concerned and
trying to find out the grey areas so that training
can be implemented to improve on that.
A neutral panel of people should do the appraisal
and to avoid subjectivity to a marked extent,
objective methods should be employed having
quantifiable data.

THANK
YOU