Human Resource Summer internship project

Summer internship project

1. Domain of Internship – Human Resource Human Resource Management is the organizational function that deals with issues related to people. Function of HRM- Focus of recruitment or hiring Coordination and direction Compensation and performance management Employee Safety, wellness, benefits Training and development

2. Performance Appraisal System Performance appraisal refers to all the formal procedures used to evaluate an individual, his/her contributions and potential. I t is to plan and measure the performance of an individual in terms of the requirement of the job. I t is a process of finding out how effective the organization has been at hiring and placing an employee. Performance appraisal is a formal system of review and evaluation of individual or team task performance.

3. Key elements of performance appraisal system are presented in figure below. Performance – Related Standards Performance Appraisal Employ ee Feedback Performance Measures Human Performance Human Resources Decisions Employee Records

4. Appraisal Process: Objectives of Performance appraisal Establish job Expectations Design an appraisal Programme Appraise performance Performance Interview Use appraisal data for appropriate Purpose

5. Objective Understanding organisational effectiveness. Identifying best practice Improving employee performance Enhancing employee engagement and satisfaction Addressing Bias and fairness Supporting Talent management and succession planning Informing policy and practice Promoting continuous improvement

6. Need of the study / Importance Personal Attention Feedback Career Path Employee Accountability Communicate Divisional and Company Goals

7. METHODLOGY OF THE STUDY The data collection is an interesting aspect of the study achieving data effectively the information consists of two types of data. The diagram is as follows: Data collections: a) Primary data: The primary data are those, which are collected freshly and for the first time, from the employees directly. It is collected through the following methods. Questionnaire: A structure of questionnaire was prepared and distributed among the employees & workers. Interview: Personal interviews and interaction with the employees and contractor labour . Observation: By observing the working environment.

8. b) Secondary data: The secondary data are those which have already been collected by someone or else which have been passed throzugh statistical process. Size: A sample of 40 employees has been selected Type: Since employees from all levels (strata) namely the top level, the middle level, and the lower level are bound to experience stress, the sample has to include employees from all levels.

9. Findings More than half of the employees (72.5%) agree that Performance Appraisal is the assessment of individual potential. ➢ Some of the employees (30%) were neutral that the Performance Appraisal system followed in the organization is rational and fair. ➢ Some of the employees (25%) are neutral that Job expectations are informed and the superiors set the tasks. ➢ Most of the employees (67.5%) agree that Performance Appraisal followed in the Organization helps to the Training and development needs of employees. ➢ Some of the employees (5%) disagree that The Performance appraisal in the organization helps to recognize the competence and potential of an individual ➢ Less than half of the employees (35%) disagree that they are happy with the assessment of performance followed in the organization.

10. Most of the employees (32.5%) are neutral that they have been appraised fairly according to the company's policies. ➢ Most of the employees (30%) disagree that advice and suggestions are given to the employees during the appraisal process. ➢ Most of the employees (37.5%) uninterestingly accept the appraisal feedback. ➢ Most of the employees (62.7%) feel that appraisal should be given by HOD. ➢ Most of the employees (52.5%) need to be assessed once a year. ➢ Most of the employees (95%) feel that the performance appraisal followed in the organization makes the employees Motivated. ➢ Most of the employees (40%) think that attitude have an impact on performance rating in the Organization. ➢ Most of the employees (52.5%) do not agree that Performance is communicated after assessment of the Performance.

11. SUGGESTIONS As per the study the following are the suggestions: ➢ The Performance Appraisal in the organization should be in a full-fledged way so that the others will be accepting this. ➢ As the Performance Appraisal is helpful to the employees by the assignment of superiors tasks by training & development which should be more effective so that the other employees will also be attracted. ➢ The Performance Appraisal should be assisted effectively by the employees as it recognizes the competence and potential of an individual. ➢ Employee appraisal should be fairly done according to the company’s policies so that it will assist the performance of the employees. ➢ The company should give some advice and suggestions to the employees during the process and should get there feedback about the process. ➢ The employees should be assessed and appraised by their HOD once in a year. ➢ The employees should be aware of 360 degrees appraisal and the organization should follow this to motivate the employees

12. Thank you