STUDY OF PERFORMANCE APPRAISAL

PROCESS OF EVOSYS COMPANY.

By Rachna Rajan
B.K School of Business Management,
Ahmadabad.

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INTRODUCTIONEmployees and the company itself are the integral part of the organization which makes it whole;
you cannot have a company without the employees and vice versa. So, there is a relationship
between the company and the employees, which implies that for the growth and development of
the organization, along with other factors the employees should also be cared for, controlled and
developed. For this we have Performance appraisal in the organization/ company. Performance
appraisal is an important part for the control and development of the employees, but it should be
done carefully because as any other method it also have drawbacks if not executed and analyzed
in a way that are mandatory. Its different to study Performance appraisal process in theory and
to implement it in real world and now this report is focused to study the Performance Appraisal
process of a leading company in India, Evosys (Ahmadabad) and suggestions to improve or
modify or change their process if required.

OBJECTIVETo study how Performance appraisal process works and how its implemented in a real company.
This study also includes analyzing the Performance Appraisal process of a company and giving
suggestions if any.

LITERATURE REVIEWPerformance appraisal is in the benefit of the company as well as the employees, it helps to
explore the areas in which the employee/employees lacks and then the corrective measures can
be taken which leads to the development of the employees and also of the company. The success
of an organization will therefore depend on its ability to measure accurately the performance of
its members and use it objectively to optimize them as a vital resource (Biswajeet 2009) (Ms.

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Leena Toppo,Dr. (Mrs.) Twinkle Prusty, 2012). Organizations usually have annual performance
reviews with the supervisor providing comments on employees performance. However, leading
Indian companies are adopting a very progressive approach to performance management by
adopting a 360-degree approach or management by objectives (MBO). The performance
appraisal system helps an employee discover his strengths and weaknesses and can help him in
decision making about his career choices (Liza Estino Daoanis, 2012). Performance management
process in which it was discovered that 65% of the organization surveyed used individual annual
performance appraisal and 27 % twice yearly as highlighted by (CIPD survey, 2005).

RESEARCH METHODOLOGYThe information was obtained by interviewing method. One of the HR of the company was
interviewed about how the performance appraisal is carried out in there.

PROCESS OF PERFORMANCE APPRAISAL IN THE COMPANYBy the data gathered by interviewing one of the HR of the company, the actual process of
performance appraisal followed in the organization was known. The process is as follows-

THE PERFORMANCE APPRAISAL PROCESS FOLLOWEDThe whole process can be explained in the following steps1. The employees if they are hired from the campus i.e. they are freshers they are trained
for three months and the hired employees which are with the past work experience are
given training for 2 weeks in the beginning.
2. Then they are assigned with their jobs, projects and they are given the key responsibility
areas on the basis of which they will be eventually evaluated.

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3. The employees are given projects which they do in teams, the team is headed by a Track
Lead, and the projects can range in duration from three months to one year.
4. First the employee does an self-appraisal and then the Track Lead evaluates the
performance of each individual based on the key responsibility areas and some modules
like their learning capability and capacity during the projects and their implementation
ability of what they have learnt during the projects. The Track Lead fills the form online
about each employee under him on the basis of which employee is assigned scores for the
appraisal. These details are kept between employee and the track lead.
5. On the basis of this evaluation the appraisal is done. The appraisal is done twice in a year
the time is April and October. Those who have joined in after October 15 will receive
their appraisal next year. The appraisal is done in such a way that there are two
categories- the top 20% employees receive 8% appraisal and the other 30% receive 2%
appraisal. The bell curve is followed for this division.
6. The other employees those who have not received any monetary appraisal are apprised/
encouraged in a different way- they are given honorary titles, or the key things that they
have done for the organization are read out in an Award Ceremony held by the company
every year. This is particularly done to encourage and motivate employees even if they
have not received any appraisal, so that they are not taken aback by this and are not
de-motivated.

7. Then after the appraisal, it is recorded in an online system where a record is kept of it.
And the employees if they have any concern or doubt regarding their appraisal can
directly contact the manager for it and also re-checking of the appraisals is done in
certain cases.
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Brief Flow Chart of the Performance Appraisal Process of Evosys Company.

University Graduates
selected as employees.

Experience holders
selected as employees.

3 months training is
given to them.

2 weeks training is
given to them.

Key responsibility areas

are given.

Self-Appraisal and then

appraisal is done by the
supervisor.
DATA ANALYSIS/ FINDINGS1. This company follows the appraisal system that follows appraisal from top to bottom i.e.
the supervisor appraises their employees; no involvement of the fellow employees is
there and strict evaluation is done based on the modules and the KRAs assigned to the
employees. The employees are also given a chance to appraise themselves.

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2. Every employee is taken care for and respected, even if he/she does not get appraised,
they get honorary awards and their important work is read and acknowledged in front of
everyone, this gives them the motivation needed, this shows that the company cares
about what they do.
3. Here the appraisal system is formulated in such a way that the company as well as the
employees get the maximum benefit out of it, its a win-win situation here.

CONCLUSIONThis study suggests that this company has formulated the appraisal system so that both the
employee as well as the company is in benefit. In this company the motivation of the employees
are given a special consideration therefore the implementation of the Award Ceremony. As for
now the performance appraisal process adapted by the company has proved beneficiary, but it
cant be said for the future, in order to be more thorough the company should try to implement
the new trending 360 performance appraisal system, so that everyone feels involved and the
results can be more precise as they come from a large number of observers.

REFERENCES1. Liza Estino Daoanis, Ph.D, (2012). Performance appraisal system: Its Implication To
Employee Performance. International Journal of Economics And Management Sciences,
Vol. 2, pp. 55-62.
2. Ms. Leena Toppo, Dr. (Mrs.) Twinkle Prusty, (2012). From Performance Appraisal to
Performance Management. IOSR Journal of Business and Management (IOSRJBM),
Volume 3, PP 01-06.

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