0701077 Appraising Performance of Tech Brains

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A Project Report

On

APPRAISING PERFORMANCE OF TECH BRAINS

For

WEBLINEINDIA (Hypernet Solutions Pvt. Ltd.)

By

VIKRANT P. BHALODIA

(2007-2009)

Under the guidance of

DR. PROF. VANDANA GOTE

Submitted to

UNIVERSITY OF PUNE

In partial fulfillment of the requirement for the award of the degree of

Master of Business Administration (MBA)

Through

Vishwakarma Institute of Management (VIM),

Pune - 48

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Acknowledgement

Sharing our experience is one of the biggest honor which everyone can not

experience. To share my experience at WeblineIndia (Hypernet Solutions Pvt. Ltd.) as

management student is a matter of great honor and pride.

I am thankful to WeblineIndia (Hypernet Solutions Pvt. Ltd.) for permitting me to

complete my summer internship in their premises. I express my gratitude to, Mr. M.D.

Kalaria (Director), Mr. Atul Mehta (Director), Mr. Darshan Shah (Sr. Programmer), Mr.

Kunal Shah (HRD Head). I am really thank full to the employees of WeblineIndia

(Hypernet Solutions Pvt. Ltd.) who have been guiding me in this path step by step and have

made my path really simple to get through out-my career and will make my future bright.

So once again I thank all of them.

In regard to this internship, I would like to acknowledge my gratitude and thanks to

my project guide Dr Prof. Vandana Gote for preparing me for the opportunity of training.

Valuable suggestion of my faculty member during project work gave me inspiration to

achieve my goal. The shape that project has been taken is due to my College Guide &

Company Guides help, judicious guidelines and encouragement.

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INDEX

Chapter

No.

TitlePage

No.1 Executive Summary 4

2 COMPANY PROFILE WeblineIndia (Hypernet Solutions Pvt.

Ltd.)

7

3 Objectives of the Study 15

4 Research Methodology 17

5 Data Analysis 22

6 Findings 30

7 Suggestions & Conclusion 32

8 Limitations 35

9 Bibliography 3710 Appendices 39

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Chapter One

Executive

Summary

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CHAPTER 1 - EXECUTIVE SUMMARY

Theoretical knowledge gained by a student through classroom study is incomplete,

if not subjected to practical exposure of real work environment and the challenges and

problems that one has to face at the actual work place. In this context the study has been

taken to make the person aware of happening of the real business world.

With special focus to WEBLINEINDIA (Hypernet Solutions Pvt. Ltd.),

Ahmedabad for summer training - part of MBA programme, it helped me in

understanding about the various strategies adopted by them in appraising the performance

of the employees in their organization and how these appraisal system are formulated

together so that they solve thereal purpose. It also gave me a chance to have an interaction

with people at real work place who are working at different positions with different

authorities and responsibilities. The generosity and the patience of these people for

spending their valuable time for discussions and interactions has also been a rich

experience for me.

This project has been done by considering the most vital function of any

organizations HRD, which is Performance Appraisal.

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Chapter Two

Company

Profile

WeblineIndia

(Hypernet

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Solutions Pvt.

Ltd.)

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CHAPTER 2 - COMPANY PROFILE

2.1 About Company

WeblineIndia (Hypernet Solutions Pvt. Ltd.) is a web development, software

development and consulting firm based at Ahmedabad the hub of Gujarat State, India,

established in 1998 in order to provide customized web development, software

development and data processing solutions to businesses and to act as an offshore

development center for overseas development firms.

WeblineIndia was founded to bring businesses into the e-world by improving

efficiency and online effectiveness. Since day one they have grown, evolved and gained

valuable industry knowledge and experience adding to their credibility and status. Today

they have a customer base spanning India, USA and the UK.

They are different

Unlike many web service providers who are rigid, inflexible, unhelpful and believe

in instant gain, leaving their customers in the dark, they are different. They are proud of

their reputation, offering a friendly and flexible approach which ensures long-term

partnerships with their clients. They empower their clients, offering them direct control

over their projects and supporting them every step of the way.

They do the right thing first time and every time

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WeblineIndia delivers with exceptional professionalism and full return on

investment accountability.

Services they offer

They offer wide range of web technology related services. Their services includes

web based application development, web design, e-commerce development, web

promotion, multimedia, graphics, data processing and consultancy.

Their Commitment

At WeblineIndia they are committed towards achieving high levels of customer

satisfaction by ensuring quality, cost effective and timely solutions. It would be their

endeavor to achieve this with technical, financial, business and moral excellence.

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2.2 Their Approach

They are transparent, fair and consistent in dealing with all people

They are proud of their reputation, offering a friendly and flexible approach which

ensures long-term partnerships with their clients. They empower their clients, offering

them (clients) direct control over their (clients) projects and supporting them (clients) every

step of the way.

Cost effective and practical solutions

They create websites and web applications which are easy to use, easy to

implement and easy to update. They know how to harness the power of the Internet to

generate a tangible return on your investment.

Learn and Practice New Technology

They believe technology is a key to the future success of their organization. They

design in house websites, applications and portals to practice new technology before

offering it to their customers.

After Sales Support and Long term relationship

They aim to maintain long term relationships with their customers. They provide

complete after sales support like, training to the staff on how to use the technology, training

to their customers, updating and maintenance of website and applications and stay with

their customers at every stage when they (clients) need their services.

Empowering customers

They keep updated their clients on each and every stage of development. They

provide online project control panel wherever required and advise their customers to new

developments in the web industry which may benefit their (clients) business.

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2.3 Services Overview

Website Development

New website Development

Website Redesigning Website Maintenance

Web Promotion

Web page tune up

Search engine Submission

Web Enabled Application

E-commerce Development

Electronic Product Catalogue

E-commerce Shopping system

E-commerce Integration

Online Payment Integration

Flash- Multimedia CD ROM

Flash Introduction

Multimedia Presentation

E-Book Presentation

Product Catalogue Presentation

Business Card CD ROM

Portal Development

Business Portal

Community Portal

B2B, B2C Portal

Software Development

Standalone Customized software

Client/Server Based Development

Web based software development

Data Processing Related Services

Scanning

Scanning/ OCR

Books, Magazines, Journals can be

scanned and made web ready.Forms Processing

Credit Card Processing

Insurance Claims Processing

Market Research forms entry

Warranty Registration

Survey Forms Processing

Order Processing

Data Entry

Airway Bill entries

Catalog entry

Account entries

Payroll services

Document Retrieval and SGML

Conversion

They can convert your documents,

manuals, articles, and graphics to XML or

HTML for easy retrieval.

Data Conversion

Data in one format can be converted to

another

Data Extraction

Searching WWW site and finding out

relevant information

Compilation of mailing lists from WWW

sites

E-mail processing

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2.4 Their Infrastructure

They have a team of hardworking, motivated and committed skilled professional and

requisite infrastructure to help them achieve technically advanced and customer oriented

solutions.

General Facilities/Infrastructure

Carpet Area of more than 5,000 Sq. ft

Adequate storage area with full Security

Adequate fire safety systems

Ergonomically designed furniture

In-house recreation facilities

Equipments

Over 40 Work Stations at present with a capacity to increase

Printers: Laser Jet, Desk Jet etc

High Speed Scanners

Power supply with backup facilities

Adequate Data Backup with CD Writer, Zip Drives etc

Communication

Dedicated high speed internet connectivity

Dial up connection as backup for Internet

Modem, Routers and all necessary facilities


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Systems Environment

Servers: Windows 2000, Windows NT, Linux and Novell Netware

Back-up Server

Structured cabling for high speed data access

Capable of expanding to multiple database-server and multiple data / document

Servers over LAN / WAN

Live servers in USA data center for hosting applications and remote data transfer

Man Power

40+ Personnel

Dedicated Server Administrator and Technical Support Staff

Highly skilled & experienced personnel, well conversant with English language.


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2.5 Why Outsource to WeblineIndia?

Outsourcing your IT projects will save more then 50% on your project cost.

Why outsource your IT projects?

Allows you to concentrate on your core business

Reduce operating cost and reduce project overheads

Savings on skilled manpower, IT infrastructure and technology

Availability of skilled professionals and infrastructure as per your projects

Completion of project in time and within budget

More than 50% saving on project cost

Benefits of Outsourcing in India

Large pool of computer literate and English speaking professionals

Well recognized Information technology skills

Wide gap between personnel costs in India and developed countries

Government supportive of such activities

Excellent training infrastructure

Excellent Telecom infrastructure in major cities

WeblineIndia Advantages

Experience professionals having various skill sets

Experience of 200 plus projects

Competitive price at no compromise approach

Ability to quickly understand your needs

Flexible project cost options - Fixed price OR hourly price

Completion of project within given time frame and budget


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2.6 Their Clients Speak

Their ever growing list of satisfied clients have reposed their (clients) trust in their

capabilities by giving them repeated projects. This is what they have to say about them:

"...we are very satisfied with the jobs done by Weblineindia.com. Thank you very much for your

proactive approach towards the work and for the on-time deliveries...."

Jennifer Jones - Project Head - Rhode Island USA

"It has been a pleasure to work with WeblineIndia and your technical team during the past year.

It is nice to know that we have a partner who has the resources and the technical depth to meet

the technical challenges we encounter...."

Henry Jacob - Liverpool UK

"Working with you has been a highly professional and enjoyable experience. Here is a small

thank you note from my side for making the website project a success"

Adani Group - Ashish Bansal - Project Manager

"We wish to place on record our satisfaction with the quality of work, timeliness and the prompt

service rendered by WeblineIndia during the last assignment entrusted to you. We look forward

to the continuing commitment and dedication from your team members, for the project, which is

currently under implementation...."

Mr. Jaymal Amin - Director Technical - Lubi Group of Industries

"I am satisfied with the professional and proactive approach adopted by your team members

during the development of our portal and am pleased to inform that the product has met with our

approval and satisfaction in terms of quality and timeliness. Please convey my appreciation and

best wishes to your team."

Ric Stout - Head-Technical UK


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Chapter Three

Objectives of

the Study


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CHAPTER 3 - OBJECTIVES OF THE STUDY

HR in Indian companies is still in a nascent stage and needs to grow in every direction

and should act as the core competence for the organization. The basic objective behind selecting

this topic is to explore the performance appraisal process and its application at WeblineIndia.

Now-a-days, for top-ranked executives, clearly, empowerment and clarity in the organizations

vision is what matters the most --- while 62% of Indias top executives want their organization to

clarify its vision, 31% want more empowerment. However, for the middle and junior

management, rewarding performance on a frequent basis appears to play an important role. HR is

no longer a non-core function and in the ongoing talent war, it will play a critical role in

employee engagement and retention. Hence, one of the best-fit solutions to the problems of

employee attrition and retention can be a sound performance appraisal system of an organization.

OBJECTIVESOF STUDY

1) To study the performance appraisal system at WeblineIndia (Hypernet

Solutions Pvt. Ltd.).

2) To study the practical application of performance appraisal in an organization.

3) To get experience and expertise in the working of Human Resource team

especially in Performance Appraisal team.


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Chapter Four

Research

Methodology


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CHAPTER 4 RESEARCH METHODOLY

4.1: Research Design

Objective : To study the performance appraisal system at WeblineIndia

Sampling Technique : Random Sampling

Sample Size : 35 employees

Method of Data Collection : Performance Appraisal forms of the organization.

4.2 Research Structure

As already explained about the appraisal techniques followed by WeblineIndia (Hypernet

Solutions Pvt. Ltd.), now let us go through the technical aspects of these appraisal techniques. In

case of Open Appraisal system, there is no written proof of these appraisal processes, since it is a

type of informal process. Also, Open Appraisal system is followed very frequently at

WeblineIndia (Hypernet Solutions Pvt. Ltd.). But speaking about Closed Appraisal system,

WeblineIndia follows 3600 Appraisal Technique.

3600 Appraisal Technique

At WeblineIndia (Hypernet Solutions Pvt. Ltd.)

1) Sample Size: 35 employees

2) 4 level 3600 Appraisal

1st level Self Appraisal (Form W- A)

2nd level To be appraised by sub-ordinates or peers or colleagues (Form W-B)


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3rd level To be appraised by Lateral level HODs or Functional Heads (Form

W-C)

4th level Quantification of Ratings (To be done by appraisal committee

represented by Senior Level members) (Form W-D)

3) Single form 3600 Appraisal to be followed by an appraisee, colleagues,

subordinates, functional heads or Lateral HODs. (Form H-A)

4.3 Theoretical Research

Appraisal System

Open Appraisal,

60%

Closed

Appraisal, 40%

Open Appraisal Closed Appraisal

Performance Appraisal system followed at WeblineIndia (Hypernet Solutions Pvt. Ltd.)

is basically of two categories, viz Open Appraisals and Closed Appraisals.


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Closed Appraisal refers to method where appraisal is carried out in a more systematic

manner and after every year. The main aim here is employee evaluation, promotion, salary hike.

In closed appraisal system, WeblineIndia follows 3600 Performance Appraisal technique for

appraising the performance of their employees, wherein peers, superiors, management and

subordinates (If any) of an appraisee participates in appraising the performance. The reason

behind following 3600 Performance Appraisal technique is that WeblineIndia believes that an

appraisee, his/her peers, and his/her immediate superiors are the best people to judge the

performance of an appraisee.

Open Appraisal is followed whenever the appraiser feels the need to communicate

something to the appraisee. It is a non-formal discussion between the superior and the

subordinate. This can be simply for the reason of acknowledging outstanding performances of

the appraisee during the daily course. The appraisee is likely to be more open and discusses his

problem in a candid way. In Open Appraisal method, WeblineIndia follows different methods,

namely open discussions, MBO, and monthly meetings.

o In Open discussions or Group Discussions or Monthly meetings, whenever a new

project comes up, WeblineIndia calls their team for an Open Discussion Session to

explain the technicalities of the project, to set the goals/deadlines for the project, etc

This is mainly done to communicate every aspect of the project to their employees, so as

to clarify the goals of the organization. Now, this forms a unique area of WeblineIndia to

be successful in performance appraisal, since they always succeed in avoiding the

communication gap. In this, employees or the team responsible for the project are free to


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give their suggestions, opinions, set the targets for themselves on the lines of given

target, etc.

o In MBO method, WeblineIndia establishes objectives jointly by the management and the

employees. Once the objectives are agreed, an employee does self-auditing, that is, they

try to identify the skills required to achieve the objectives. Typically they do not rely on

others to locate and specify their strengths and weaknesses. They are expected to monitor

their own development and progress.


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Chapter Five

Data Analysis


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CHAPTER 5 DATA ANALYSIS

1. Knowledge about the job to the employees

Knowledge Level No. of Employees

Outstanding 9

Above average 16

Average 7

Below average 3

Job Knowled

0

2

4

6

8

10

12

14

16

18

Outs t and ing A bove Ave rage Ave rage B e low Ave rage

Knowledge Le

No.

ofemployees

9 employees has excellent knowledge of all phases of his work, 16 employees has

thorough knowledge about his job and knows the job sufficiently well, 7 employees

possesses the minimum knowledge required to do the job, and 3 employees since newly

joined in the organization have not gained adequate knowledge of his job requirements,

so still on a probation period.

2. Quality & Dependability of work

Level of Work Quality & No. of Employees


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Dependability

Outstanding 11

Above average 13

Average 6

Below average 5

Qu ality & De pe nd abil ity of

0

2

4

6

8

10

12

14

Outs tanding A bov e A verage A verage Below A verage

Level of Wor k Qual ity & Depe nda

No.

ofEmployees

11 employees has excellent knowledge about their job and related work areas, also

justifies complete confidence from their management. 13 employees are well informed on all

phases of their job and fulfill all the demands. 6 employees are well informed about their job

and meet the minimum job requirements. And 5 employees needs frequent instructions on

their routine jobs.

3. Managerial Talents

Efficiency No. of Employees

Excellent 8

Good 14


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Average 6

Not effective 7

Managerial Talents

0

2

4

6

8

10

12

14

16

Excellent Good Average Not effective

Efficiency

No

.ofEmployees

8 employees maintain excellent efficiency level when it comes to planning, organizing,

controlling, developing people, coordinating, etc. 14 employees are effective in performing

their managerial duties. 6 employees meet the minimum requirement level in this respect.

And 7 employees are not much effective in their managerial skills.


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4. Intelligence & Decision Making

Standards No. of Employees

Reliable 8

Good decisions 14

General 5Hesitates in decision making 8

Intelligence & Decision Making

0

2

4

6

8

10

12

14

16

Reliable Good Decisions General Hes itates in DM

Standards

No.ofEmployee

8 employees are able to make decisions which are always reliable and expeditious on

important and complex matters. 14 employees can make good decisions on time and on

complex and important matters. 7 employees can make good decisions based on relevant

facts on day-to-day matters. And 8 employees most of the times hesitate in decision making.


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5. Attitude towards others and co-operation

Attitude No. of Employees

Popular 14

Well balanced 8

Normally tactful 10Non-cooperative 3

Attitude towards others and cooperation

0

2

4

6

8

10

12

14

16

Popular Well Balanced Normally tactful Non-cooperative

Attitude

No.ofemployees

14 employees are extremely popular for their cooperative attitude towards others in the

organization. 8 employees in the organization are well balanced in their cooperation with

others. 10 employees are tactful, self controlled and cooperative in nature. And 3 employees

are inclined towards non-cooperative nature.


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6. Initiative & Original thinking

Frequency No. of Employees

Frequent 11

Sometimes 14

Perform routine functions 6Never 4

Initiators & Original Thinkers

0

2

4

6

8

10

12

14

16

Frequent Sometimes Performs Routine

functions

Never

Frequency

No.ofEmployee

11 employees have always contributed many worthwhile suggestions and have

done their jobs outside their normal work responsibility areas. 14 employees occasionally

come up with original ideas related to their jobs. 6 employees perform their routine jobs

reasonable well. 4 employees does not show any initiativeness, original thinking nor has they

made any worthwhile suggestions.


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7. Overall performance evaluation

Conclusions No. of Employees

Extraordinary 10

Beyond normal 13

Satisfactory 7Inadequate 5

Overall Performance

0

2

4

6

8

10

12

14

Extraordinary Beyond normal Satisfactory Inadequate

Conclusions

No.ofemploye

10 employees were found to be extraordinary for their all round performance. 13

employees were found to be performing much beyond normal expectations. 7 employees were

performing at satisfactory level but needed improvements in certain phases of their work. And 5

employees were performing inadequately which were under consideration for training and

development programmes.


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Chapter Six

Findings


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CHAPTER 6 FINDINGS

During the period of my summer internship at WeblineIndia (Hypernet Solutions Pvt.

Ltd.), I found a valuable source of information which helped me to quote the below mentioned

findings,

WeblineIndia has a sound performance appraisal system, which they follow it regularly

and in an efficient manner.

Employees at WeblineIndia are satisfied in regards to the performance appraisal system

at WeblineIndia.

Employees were given feedback regarding their appraisal which helped them to improve

on work areas.

Financial and non-financial incentives were linked to the annual appraisal system of

WeblineIndia.

Outstanding performance of the employees was recognized in the organization in front of

all the employees, so as to motivate and boost the morale of the employees at

WeblineIndia.


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Chapter Seven

Suggestions &

Conclusion


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CHAPTER 7 SUGGESTIONS & CONCLUSION

7.1 SUGGESTIONS

The employees who have excellent performance should be used as a mentor for other

employees who would motivate others to perform better.

Performance appraisal should not be perceived just as a regular activity but its

importance should be recognized and communicated down the line to all the

employees.

It should provide more empowerment to the employees.

Employees should be given feedback regarding their appraisal. This will help them to

improve on their weak areas.

Combining the different methods of appraisal can minimize the element of biasness

in an appraisal.

If at all possible, it is wise to separate appraisals and pay increases. While one

(appraisal) contributes to the other (pay increase), they are not dependent on

each other. For example, if As appraisal score last year was 4 (out of a possible 5)

and her pay increase was 5%; and this year her appraisal score is also 4, but the

increase is 3%, how does one explain that to the employee? Perhaps the lower pay

increase is attributable to an economic downturn or large capital investments that

restrict the amount of available money. By previously linking the appraisal score to a

dollar amount, youve unnecessarily created a one-to-one correlation and set the

employee up for disappointment this year.


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7.2 CONCLUSION

WeblineIndia (Hypernet Solutions Pvt. Ltd.) has a good reputation in the international

markets mainly US & UK, since their main clients base is in US & UK. During my study I also

found that there are many organizations which has an efficient and well organized HR system,

WeblineIndia (Hypernet Solutions Pvt. Ltd.) is one of them. WeblineIndia has been able to

implement and execute a balanced performance appraisal system in the organization. During this

global IT recession period, WeblineIndia, due to its quality work and on-time delivery is able to

maintain and grow its clients-base.


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Chapter Eight

Limitations


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CHAPTER 8 LIMITATIONS

1) Getting the views and opinion of the HR Manager was a difficult task.

2) Getting the views & opinions of the employees at Hypernet Solutions Pvt. Ltd. was

difficult.

3) Also it was difficult to identify whether the results obtained from performance appraisal

process are free from biasness.


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Chapter Nine

Bibliography


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Bibliography

WebPages:

http://www.weblineindia.com

http://www.answers.com/topic/performance-appraisal

Referred on Monday, 18th August 2008

http://en.wikipedia.org/wiki/Performance_appraisal

Referred on Wednesday, 20th August 2008

http://www.performance-appraisal.com/basic.htm

Referred on Wednesday, 20th August 2008

http://www.businessballs.com/performanceappraisals.htm

Referred on Tuesday, 26th August 2008

http://appraisals.naukrihub.com/definition-concept.html

Referred on Tuesday, 26

th

August 2008

Reference Books:

Human Resource Development By C. Mammoria

Human Resource & Personnel Management By Ashwathappa

Personnel & Human Resource Management By A.M. Sharma
http://www.weblineindia.com/http://www.answers.com/topic/performance-appraisalhttp://en.wikipedia.org/wiki/Performance_appraisalhttp://www.performance-appraisal.com/basic.htmhttp://www.businessballs.com/performanceappraisals.htmhttp://appraisals.naukrihub.com/definition-concept.htmlhttp://www.weblineindia.com/http://www.answers.com/topic/performance-appraisalhttp://en.wikipedia.org/wiki/Performance_appraisalhttp://www.performance-appraisal.com/basic.htmhttp://www.businessballs.com/performanceappraisals.htmhttp://appraisals.naukrihub.com/definition-concept.html


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APPENDICES

Form W-A

1st Level Appraisal Self Appraisal

Period of Appraisal: From (Date) To (Date)

Name of the Employee Empl.Code No.

Department/Section:

(To be completed by employee concerned) Self Appraisal

1. Role Model: How far you are a Role Model to your Sub-ordinates?

(Speak the Truth)

Punctuality (Total)/(Partial)/(None) Reasons thereof

Personal Cleanliness

House-keeping

Sharing Knowledge/Teaching/Training

Participative Approach

Un-biased Relationship

Confidence in your sub-ordinates

Time Management

Stress Control

2. Management Support: (Pl tick) Total/Partial (Reasons thereof)

What Supports that you got to perform well?

Man-power/Systems/Enjoy-working/Delegation/Confidence/Motivation/

Leadership/Communication/Training

Can you quantify in %ge/any numerical value on

Your Value Addition to the Organization/Department Goals?


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If so supply the numerical value. (Must match with evidences)

What prevented you that you could not perform well or at times?

(To what extent)

3. Suggestions:

For Self: Training Needs (Identified by self)

Departments Procedures/Systems/

For Management: (Be specific and give evidential support)

Man-power/Systems/Automation/Mechanization/Training/

Knowledge Aids/Welfare/Assertiveness for next higher position/

Change in Job Description/Designation/Role Clarify/Addl.

Responsibility & Authority

Dated: Signature:


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Form W-B

2nd Level Appraisal

(To be appraised by subordinates or colleagues or peers)


Name of the Appraiser: Empl.Code No.:

Department / Section:

Name of the Appraisee: Empl.Code No. of Appraisee:

Department/Section:

Excellent 5.0 4.5 Have fullest Satisfaction and understanding

Good 4.5 3.5 Better but needs improvement (Be specific)

Poor 3.0 0 Strained Relations (Be specific)

Evidences for negative rating need not explained here, but it can be sorted out at the time of

Performance counseling by the Superiors.

S. No. Traits Rating

1. Approach towards sub-ordinates or peers

2. Sharing Knowledge

3. Participative Approach

4. Confidence Posed on them

5. Communication (understood/reached well)

6. Taking concern on sub-ordinates

7. Un-biased Approach

8. Role Model

9. Time Planning

10. Listening Skill

11. Rigid/Flexible

12. Good Team Leader (how far)

Total Ratings:

Dated: Signature (Appraiser):

Form W-C


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3rd Level Appraisal

(By lateral level HODs/Functional Heads wherever the appraisee has cross-functional co-

ordination in executing the work/Project)



Department / Section: Designation:


Department/Section:

Excellent 5.0 4.5 Have fullest Satisfaction and understanding

Good 4.5 3.5 Better but needs improvement (Be specific)

Poor 3.0 0 Strained Relations (Be specific)

Evidences for negative rating need not explained here, but it can be sorted out at the time of

Performance counseling by the Superiors.

Sr.No. Name of the Traits Rating

1. Communication Skill (Be specific on requirements)

2. Co-ordination Skill

3. Sharing Concern (Listening Skill)

4. Knowledge of Other Departments Work systems

5. Team Leader

6. Presentation Skill

7. Time Planning

8. Housekeeping

9. Taking concern on Organization Dev.

10. Sharing Knowledge

Total Ratings

Take out the negative Ratings for Counseling Support with Evidences at the time of Counseling.

Dated: Signature (Appraiser):


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Form W-D

4th Level Appraisal

(To be done by Appraisal Committee represented by Senior Level Members)



Department/Section:

Strengths:

Comments:

Weakness:

Comments:

Areas of Improvement:

Comments:

Dated: Signature:


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Form H-A

Common - Appraisal Form

(Every 6 months)



Department / Section:


Department/Section:

1. Job Knowledge

Outstanding Above Average Average Below Average

2. Quality & Dependability of work


3. Quantity of Work output


Comments:_________________________________________________________

__________________________________________________________


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4. Planning, Organizing & Controlling


5. Developing People


6. Cost Consciousness


Comments:_________________________________________________________

__________________________________________________________

7. Intelligence & Decision Making

Reliable Good decisions General Hesitates in DM

8. Developing People In maintaining high morale, team spirit, etc.

Successful Maintains Normal Does not have ability

9. Attitude towards others and co-operation a) with subordinates, b)

with colleagues, c) with superiors and d) with the public

Popular Well Balanced Normally tactful Non cooperative

10. Initiative and Original Thinking

Frequently Sometimes Performs Routine functions Never


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Comments:_________________________________________________________

__________________________________________________________

11. Evaluation of Overall Performance

Extraordinary Performance much beyond normal requirements

Satisfactory but requires improvement Inadequate performance

Overall Comments

& Explanations:_________________________________________________________

__________________________________________________________

Date:

Signature of the Appraiser:

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