A Project Report On Power Grid

Summer Training Project Report
On
“Performance Appraisal In Human Resource
Development”
Submitted in partial fulfillment of the requirements

for the award of the degree of
Bachelor of Business Administration programme
Submitted By:
STUDENTS NAME
BBA 5th Sem
Roll No.:
Batch (2015-2018)
External Guide: Internal
Guide:
Mr. Gaurav Malik
Kamal Institute of Higher Education and Advance Technology

K-1 Extension, Mohan Garden, New Delhi – 110059
(Affiliated to GGSIPU, Delhi)
DECLARATION
This is to certify that I have completed the Summer Training Project titled
“Performance Appraisal In Human Resource Development” under the guidance of
“FACULTY NAME” in partial fulfillment of the requirement for the award of degree
of Bachelor of Business Administration at Kamal Institute of Higher Education and
Advance Technology, Delhi. This is an original piece of work and I have not
submitted it earlier elsewhere.
STUDENT NAME
ENROLL NO.
ACKNOWLEDGEMENT
I would like to express my deep sense of gratitude to “Comparative Analysis of

Standard Chartered Bank with Other MNC’s Bank” especially Mr. Gaurav
Malik who gave me this opportunity to work with this prestigious organization as a
summer trainee. He motivated me to perform well and helped me to understand my
roles and responsibilities. I feel grateful to him for being my mentor. It has been
pleasant and immensely valuable learning experience for me.
I would also like to thank my faculty guide whose support and suggestion has helped
me to complete this project successfully. This project would not have started and
much less completed without the encouragement and support of my faculty guide
(NAME) without whose valuable insights the project would not have seen daylight.
Finally, I would also like thank to all my dear friends for their kind cooperation,
advice and encouragement during the long and arduous task of preparing this report
and carrying out the project.
At last but not the least, I would like to acknowledge my dear family members whose
blessings, inspiration and encouragement have resulted in the successful completion
of the project.
NAME
STUDENTS NAME
ENROLL. NO. (Internal Guide)
COURSE
BATCH
TABLE OF CONTENTS
S.No. Topics Page No.
1 Chapter – 1 INTRODUCTION 1 – 28
2 Industry Profile 1–6
3 Company Profile 7 – 28
4 Chapter – 2 RESEARCH METHODOLOGY 29 – 31
5 Research Methodology 29
6 Objectives of the Study 30
7 Scope of the Study 31
8 Chapter – 3 DATA ANALYSIS & FINDINGS 32 – 41
9 Data Analysis and Interpretation 32 – 38
10 Findings of the Study 39
11 SWOT Analysis 40 – 41
12 Chapter – 4 CONCLUSION 42 – 48
13 Conclusion 42
14 Limitations of the Study 43
15 Recommendations 44 – 48
16 BIBLIOGRAPHY
17 ANNEXURE
18 Questionnaire
LIST OF TABLE
 CHAPTER-1
INTRODUCTION TO HUMAN RESOURCE DEVELOPMENT 11-
15
1.1 OCTOPAC
14
 CHAPTER-3
COMPANY PROFILE 21-
27
3.1 DIVISION OF SHARES
24
 CHAPTER-4
DESCRIPTION OF JOB AT PGCIL 28-
40
4.1 BASIC INFORMATION
33
4.2 COMPETENCIES
35
4.3 VALUES
37
4.4 POTENTIAL APPRAISAL
39
4.5 MAINTENANCE OF PROFILE FOR PERFORMANCE
40
 CHAPTER-5
RESEARCH METHODOLOGY
41-43
5.1 LIKERT SCALE SYSTEM
43
 CHAPTER-6
DATA ANALYSIS & INTERPRETATION
44-60
6.1
LIST OF FIGURE
 CHAPTER-1
INTRODUCTION TO HUMAN RESOURCE DEVELOPMENT
11-15
1.1 HRD MATRIX
13
 CHAPTER-2
REVIEW OF LITERATURE
16-20
2.1 SHAIKH T.S.
17
2.2 BHATIA S.K.
17
2.3 VENKATARAMAN K
18
2.4 FERNANDEZ Z.B
18
2.5 DHARM VIR
19
2.6 RAO T.V.
19
2.7 PAREEK UDAI
19
2.8 GUPTA C.B.
20
2.9 Mc NAMARA CARTER
20
 CHAPTER-3
COMPANY PROFILE
21-27
3.1 OFFICE
21
3.2 LOGO
21
3.3 DETAIL IN TRANSMISSION & TELECOM SECTORS
22
3.4 PERCENTAGE OVER GOVR, INST. & NON-INST. SECTORS
23
3.5 INTRODUCTION TO PGCIL
24
3.6 NEW OPPORTUNITIES PGCIL IS FACING
25
3.7 DETAILED OVERVIEW OF COMPANY
26
 CHAPTER-4
DESCRIPTION OF JOB AT PGCIL
28-40
4.1 ABSENCE MANAGEMENT
29
4.2 MANAGING FIELD VISIT
31
4.3 UPDATING EMPLOYEE PROFILE
32
 CHAPTER-6
44-60
 CHAPTER-7
FINDINGS
61
7.1 FINDING
61
 CHAPTER-8
RECCOMENDATIONS
62
8.1 RECOMMENDATION
62
 CHAPTER-9
CONCLUSION
63
9.1 CONCLUSION
63
 CHAPTER-11
BIBLIOGRAPHY
68
11.1 INTERNET
68
11.2 BOOKS
68
Introduction
Inside the organization, HRD is defined as a continuous process to ensure the
development of employee competencies, dynamism, motivation and effectiveness in
the systematic and planned way. The process of HRD is a continuous series of
learning so that each and every employee achieves their target on time with maximum
efficiency. In different words we can say that HRD is an “all-round development” of
the employee so that they can achieve their goals and also can contribute their best to
the society, organization and nation.
According to T.V. Rao, “HRD is day to day process with the help of which employees
get :
a) Larger capabilities which help them to perform their present or future
functions expected by the organization.
b) More knowledge which helps individual to enhance their inner potentials and
which an individual can use for the welfare of their own and organizational
purposes.
c) The relationship between superior-subordinate get strong which motivate the
employees.
Beliefs of HRD:
The philosophy of HRD is generally based on the following beliefs:
1) In the organization it is very important asset.
2) For developing a healthy human relation enthusiasm, mutuality, trust is very
important part.
3) The process of HRD is organized and introduced in such a way that it is
beneficial for both organization and individual.
4) When then organization itself shows the feeling of love and affection towards
their employees then employees also feel committed to their organization.
5) If the organization fulfills the basic needs and desire of individual then
employees commitment towards their job also get increases.
6) It is the responsibility of every individual that he/she will always try to
contribute to maintain the healthy environment inside the organization.
Need and significance of HRD:
Without the growth of each and every individual of an organization, it is
impossible to stand in the present market. All the another systems at the work place-
the finance, the marketing, the operations and productions are inter linked and
interacting with each other and help in the development of Human Resource.
Personnel policies are not enough to keep motivated the employee of any organization
for a long time. For that continuous training programs should be provide to the each
and every employee at least once in a year.
HRD helps the employees to know their weaknesses and strength and also
help/motivate the employees to improve their performance and also of the
organization. Employee of the organization should be also willing to fulfill the
required target for their growth and improving performance. The management should
also provide adequate opportunities for the development of Human Resource.
HRD is needed because:

 It is helpful in making the congenial environment inside the organization and
also creates a healthy environment inside the organization.
 It helps in making the competent worker to meet with the available
opportunities.
 It is also helpful in making the employees aware about their strength and
weaknesses.
 It helps in taping the creativity of every employee about their present or future
to use those for the development of the organization.
 With the help of systematic development process, the members of the
organization can attain self-actualization.
HRD MATRIX:
FIGURE 1.1
HRD HRD Organisatio
HRD Processes Outcome nal
Instrument variables Effectivness
• Role clarity • More

• Reward
relaxed
people
• Communicati • Better
on policies Communicati • Maximum
on • Excellent Productivity
Developmen
• Performance t
appraisal • Value • Cost
generation Reduction
• Problem
• Review solving skills
counselling, • Authenticity • Higher Profit
discussions,
• Maximum
feedback • Openness • Better Image
team work
• Role analysis • Trust • Growth and

• Developmen
Diversificatio
t of internal
• Job n
• Risk-Taking resources
enrichment
• Fair Rewards • Maximum
• OD exercises job
• Collaboration involvement
• Training
• Higher work-
commitment
HRD Culture
 The selection and recruitment of adequate dimension of HRD in an enterprise
for enhancing its human resources. In the very quick changing environment of
the market it is very necessary to maintain and develop the scenario of the
HRD to maintain the level in the market. The HRD culture is one where
members use their knowledge and innovations to run the organization
smoothly. HRD culture is represented by the term “ OCTAPAC”.
TABLE 1.1
O Openness
C Confrontation
T Trust
A Autonomy
P Proaction
A Authenticity
C Collaboration
 The environment inside the organization climate is known as human
environment within which organizations members perform their jobs. This
climate can influence, motivate and also give the job satisfaction to the
employees. In the exchange of that the employees of the organization expect
some kind of reward in terms of promotion, capital, bonus etc.
Nature of HRD:
1. Day To Day Process: Human resource development believes that it is a
continuous and innumerable challenge in the process of an enterprise.
However the policies of HRD are differing from enterprise to enterprise to
satisfy the desirable goals. The sub-system of HRD is highly involved with the
social, cultural, donation and politics factor.
2. Behavioral science knowledge: HRD uses the concept of behavioral science
for the enhancement of the employs of the component. It also uses the ideas
from anthropology, sociology and psychology for organizing various
programmes for the enhancement and development of individual, group of
people and the enterprise.
3. Systems Point of View: HRD is known as a branch of a greatest system
known as human resource system. It helps in providing a lot of knowledge to
the member of organization for mapping of their competencies. Human
Resource Development is a hub of all the sub-system such as production,
maintenance, finance, marketing etc.
HRD Climate
The climate of HRD is an integral part of the climate of the organization. The climate
of the organization is the summary perception which employees have inside the
organization. HRD climate can be highlighted as opinion the employees have inside
the organization about the development of the environment of the organization.
The HRD climate has some characteristics which are as follows:
 The behavior that how the top management treat with their most important
employees.
 There should be openness in every communication inside the organization.
 There should be a risk-taking capability inside the employee.
 The manager should have a tendency to encourage their employees.
 The manager should have a particular mission and vision in their mind for the
growth of the organization.
 The manager should also have a tendency to identify the strength and
weakness of the employees.

 There should be basic climate of the trust inside the organization.
 Each and every employee should have a mind set of collaboration and helping
each other in their work.
 There should be a team spirit or a group performance.
 Each employee should avoid biasness such as castesism, favoritism etc.

REVIEW OF LITERATURE
The HRD was introduced first in the West side of India in the second half of 20 th
Century, by Larson & Tubro in private sector. Then in 1978, the technique was
adopted by State Bank of India (SBI).
In 1980, Udai pareek & T.V. Rao, Professor (IIM), Ahmadabad, introduced their
work “Designing & Managing HR System”, and start to research on HRD in India.
This technique motivated other public and private sector organizations to work on this
concept. The national network of HRD was established on 1985. After that various
HRD Manager, Consultants, Academicians and Senior Line Manager from
government institutes, public and private sector had presented coverings of paper
empirical, theoretical and experience based materials. Various Academicians and
businessman press had also taken their interest in HRD concept. It had also created
awareness inside the HRD Ministry of India. In the year 1990, this force of HRD
ministry shifted to Human values and productivity through people. The name was
changed from American Society for Personnel Administration (ASPA) to Society for
Human Resource Management (SHRM). Liberalization process of the Indian
Economy start began by the year 1991.The Managers of Indian Manufacturing and
Service Organizations thought that Human Resource is very precious for staying
competitive and viable in the present global market.
A Review of Literature is a text written by someone to give the knowledge
about their topic including findings, theoretical as well as methodological
contributions to the certain topic. Review of Literature is a secondary source. A
systematic Literature Review always focuses on the questions of research, try to

identify and appraise. Review of Literature is the review of various scientists on the
particular topic to explain the topic deeply.
INDUSTRY PROFILE
The power sector in India has the fifth largest electricity generation
capacity in the world, and it is among the core sectors of the country with
an installed capacity of 253.39 Gigawatt (GW) as of Aug 2014 (Thermal
power plants constitute 69.50 % of the installed capacity, hydroelectric
about 16.10 % and rest being a combination of wind, small hydro,
biomass, waste-to-electricity, and nuclear. Also, captive power plants
generate an additional 39.38 GW). It facilitates development in various
other sectors like agriculture, manufacturing, construction and services
among others. Between April 2000 and January 2014, it has attracted Rs.
404 billion worth of Foreign Direct Investment (FDI) inflows. India’s fast
paced economic growth and its increasing rate of industrialisation has
fuelled the demand for energy. During the Eleventh Five Year Plan
(2007-12), about 55 GW of generation capacity was added, which was
around two times the capacity addition during the Tenth Five Year Plan
(2002-07) and a target of 88537 MW has been set for the Twelfth Plan
period in which 46766 MW has been achieved up to Aug’14. This
highlights the significant development in the capacity addition. The
distribution sector which is mainly dominated by the state owned utilities

has been dealing with losses. Also, even after actual capacity addition
exceeding targets in the recent years, the country still faces significant
power shortages throughout the year due to losses in distribution (overall
power deficit in FY2013 was 8.7% and peak deficit was 9.0%).
Power sector has been moved from being a mostly vertically integrated
structure with the State Electricity Boards (SEBs) owning the generation,
transmission and distribution businesses to a more unbundled corporate
structure. There are about 23 integrated utilities or SEBs that existed
before the electricity reforms began and now more than 90
utilities/companies. These comprise state owned generation, transmission
and distribution companies; private utilities engaged in generation and
distribution in particular cities and central government owned power
generation and transmission companies. This also includes industrial
power generators (captive power units) that own small plants that cater to
the electricity needs of their companies and Independent Power Producers
(IPPs). Trading of power is facilitated by inter-state and intra-state
trading licensees and the two power exchanges. At present, out of 21
states in which all matters relating to generation, transmission and
distribution of electricity were managed by the respective SEBs, all the
states except Jharkhand and Kerala have reorganised their SEBs.

COMPANY PROFILE
Logo & Mission
Its mission is to establish and construct the national and regional power grids to
transfer the electricity all over the India with more reliability. And its caption is “Save
Energy for Benefit of Self and Nation”.
POWER GRID CORPORATION OF INDIA OVERVIEW:
 PGCIL is a “Navaratna” Central Public Sector Enterprise.
 Central Transmission Utility (CTU) of India.
 It is India’s one of the largest Electric Power Transmission Utility.
 Credit Rating-
 International at per with Sovereign rating i.e.
“BBB” by fetch and S&P.
 Domestic Stable/Highest Safety rating “AAA” by CARE,
CRISIL & ICRA.
 System for electricity transmission for Railways.
 Made large contribution and help in Government of India’s nation building
schemes:
 Accelerated Power Development and Reforms Programme
(APDRP).
 Rajiv Gandhi Grameen Vidhyutikaran Yojana (RGGVY).
Details in Transmission, Consultancy and Telecom Sectors:
FIGURE 3.1
Percentage Over Government, Institutional and Non-Institutional
sectors:
FIGURE 3.2
60
40
PERCENTAGE
20
Govt. of India
Institutions
Non Institutions
 Higher Growth in Asian Project Management consultancy (PMC)
assignments.
 Higher Project Management Capability ensured growth rate on yearly basis:

 Successfully met Capital Investment Target of Rs. 55,000
Crore during 11 plans (2007-2012).
 Capital outlay during 11 plans is about RS. 1,00,000
Crore.
 Target for FY 13-14 Rs.20, 000 Crore successfully met
(about capex of Rs. 42,700 Crore already done in first
two years of 11 plans).
 Present inter-regional power transfer capacity of the National Grid is about
38,550 MW. Target to enhance Inter-regional Capacity to about 65,600 MW at
the end of 11 plans.
 Excellent in business of Power Transmission with best experienced human
resources to handle hectic Transmission networks.
 Providing telecom connectivity to the whole India with the help of its Grids.
Introduction of Power Grid Corporation of India:
FIGURE 3.3
Division of Shares:
TABLE 3.1
Govt. of India 57.9%
Institutes 33.96%
Non-Institutes 8.14%
About the New Opportunities PGCIL is Facing:

Following are the new business opportunities that the Power Grid Corporation of
India Ltd. is facing right now:
FIGURE 3.4
• Infrastructural Grid /City projects
• Electrically Operated Vehical
• Expanding of Intra-State Transmission
• System of Electricity transmission for

Railways
Exploring New
• Power Efficiency
Business
Opportunities • Increasing Job Vacancies
• Employing new talents
• Helping Government Organisation
• Working on making the environment

free from pollution
Detailed Overview about Company:
 It is one of the largest power transmission companies out of the world.

 It has a Primary business of transmission of power through its
(765/400/220/132 KV) Sub-stations EHV AC / (500KV) HVDC-
transmission network.
 Transmission Availability always maintained at <99%.
 International standard in Project Execution and 0&M.
 PGCIL had a work in Operation & Maintenance with Preventive Maintenance,
Condition Monitoring viz. online equipment monitoring, Aerial patrolling,
Modern Techniques, Emergency restoration system, Remote operation of sub-
stations.
FIGURE 3.5
• Parbati Koldam Transmission Co. 26%

PGCIL STAKE • National High Power Test Laboratory 20%
• Energy Efficiency Service Ltd. 25%
IN • Bihar Grid Co. Ltd. 50%
• Jaypee Power Grid Ltd. 26%
JOINT VENTURE • Torrent Powewr Grid Ltd. 25%
• North Eastern Transmission Co. 26%
• PGCIL Vemagiri 100%

SUBSIDIARIES • PGCIL NM 100%
• Vizag Transmission Ltd. 100%
• Unchahar Transmission Ltd. 100%
 Maintain its world-wide vision and successfully consolidating as a strong
competent in a present markets of South and Middle-east Asia CIS & African
countries.
 Telecom connectivity to all major cities, metros, villages and towns.

 Corporate Social Responsibility (CSR) has always been an integral part of
company’s vision and cornerstone of Core Values of Good Corporate
Citizenship. POWERGRID is making key contributions to society through its
core business activities, its social investment and philanthropy programmes
and its engagement in public policy to ensure Socio-Economic development of
weaker sections of society and for overall conservation of Environment and
improvement of Ecological balance. Company’s CSR policy addresses:
 In the vicinity of its office and sub-stations it involves in
various welfare program like health, education,
infrastructure development, plantation etc.
 A fixed part in Percentage of Profit after Tax (PAT) as
per DPE instructions for the preceding year is for
corporate social responsibility activities.
 With the help of 60 organizations and institutions, Power Grid Corporation of
India had established first Smart Grid Power Project at puducherry through
open collaboration. These smart grids is being implemented and controlled by
their control centers.
 All the types of energy conversion methods is being taken by power grid so
that it can develop a efficient power and low-loss network for the transmission
of electricity.
Accolades & Awards:
 By Institutes of Company Secretaries of India (ICSI), Power Grid has got a
Certificate of Recognition for Excellence in Corporate Governance.

 By world HRD Congress, CMD Power Grid is awarded with a “Best CEO
Award 2009”.
 Power Grid has been awarded with “Environmental & Sustainable
Development” Award by Indian Chamber of Commerce (ICC).
 Power Grid is also being awarded by “Excellence in Innovation in Tower
Management”.
 Microsoft Windows Server 2003 Challenge Winner.
DISCRIPTION OF JOB AT “PGCIL”
As I had got the opportunity to work as a intern for Power Grid Corporation of India
for the period of long two months or eight weeks. During this period of time I got an
opportunity to work as an HR personnel and to conduct various different functions of
HR department. There was some regular and some periodical employees which are
working for PGCIL. I got the following jobs to do in the HR department of PGCIL
regularly.
 Maintain Attendance
 Absence Management
 Maintaining Payroll
 Managing Field Visit
 Updating Employees Profile
 Performance Appraisal
 Maintenance of the profile for Performance and Potential
Maintain Attendance:
PGCIL uses separate register for attendance for the regular and their presence for a
day inside the periodic employees. For the regular staff, there is a facility of punch
machine in which they use to insert their finger and the machine records the time of
entry inside the organization of each employee and after that, the hard copy of that is
also being maintained monthly. And for the periodic staff members, there was a
attendance letter in which they have to sign in front of their name for ensuring their
presence for a day inside the organization. The HR department of PGCIL also uses
one software for the data entry of the attendance of regular employees of different
department..
It was my responsibility to write the Name, Pin and designation of the periodic staff
into the attendance register for the upcoming month.
PGCIL is very strict about the attendance. Before 08: 45 am the staff member can
punch the machine and it will treated as present but after 8:45 am to 10:00 am, if any
employee punches the punch machine then he/she will treated as a late and after 10:00
am if any member of staff punches it then it will be treated as half day for a particular
employee.
One particular staff member of PGCIL can be late 5 times in a month but after that
his/her salary will start deducting according to the PGCIL rules and regulations.
Absence Management:
During my Internship as a summer intern in Power Grid Corporation Of India Ltd., I
had got the opportunity to maintain the leave of the regular and periodic staff. The
work of updating and maintaining the leave is done at the last day of the month. For
this, I had to collect all the leave applications of regular staff and for updating the
leave of periodic staff. I had to collect the attendance register from each department.
It was also my responsibility to check the attendance of regular employee from the
punching machine with the leave application, and for the periodic staff, I had to check
the attendance register at the last day of the month. The purpose of this work is to
check that whether there is any mistake in the process of updating the attendance than
we can solve it at a time. If I found any mistake then I had to intimate it to my higher
authority for rechecking the fetched data. There are various types of leaves in PGCIL,
that is-With-Pay and Without-Pay.
The staff members can only take a With-Pay leave in a case when he/she had a
remaining leaves for a month.
Before the final register is given to the HRMS department, I had to highlight the
number of leaves taken by particular employee in a present month for the future
record.
Maintaing payroll:
By gathering the data of attendance and leave of the particular employee, payroll
process is to calculate the salary of each employee after the various deductions like
taxes, without pay leaves.
I had got the opportunity to check the process once, after it comes from the HRMS
department. If I found any mistake in that, I had intimate it to my superiors and they
will convey this message to the HRMS department.
I had also got the job to maintain the payroll report and submit it to the HRMS
department.
Managing Field Visit :
At power Grid Corporation of India ltd., the employee had to go for visit to the work
place for the collection of token, sheets etc and for the guidance of the worker through
the Human Resource Management System (HRMS). These field visits are also being
maintained. There were separate register for field visit in each department in which
the employee have to write their PIN, Name, Designation, Place they are visiting,
purpose for the field visit, Starting and Finishing Date.
At Power Grid Corporation of India ltd., it was my duty to collect the field visit
register from each department and to write the entries of the employees about their
place and purpose of the visit, starting and finishing date the duration of the field visit.
Updating Employee Profile :
After the recruitment and promotion of employees or in case of transfer of employees
in certain branch of the Power Grid Corporation of India ltd. It was my job to create
or modify the employee profile in which in have to fill following details like reaction,
shift, grade, blood group etc. of the employee being transferred from one sub-station
to another or being promoted.
This employee profile contain joining letter which is being given to the employee at
the time of joining, employee CV, reference letter, photocopy of all education
documents of employee and the form of the insurance of profile, the following
document is being added time by time for keep updating the records.
 Promotion letter
 Employee’s confirmation letter for job.
 Transfer letter
 Annual Appraisal Reports
 Increment of Salary letter
The profile contains different categories like education, previous employment,
professional training, Reference, Insurance, Children, Hobby, Responsibility, Security
Bond.
Performance Appraisal:
Power grid Corporation of India practices performance Appraisal programme of the
employees once in a year of the regular staff. First we have to provide a performance
Appraisal from to the managers of each employee so that they can distribute those
from to all the employees of their department and after the evaluation of each Sub-
Ordinate. We have to collect all the performance appraisal form from every
department and submit to head of department of the Human Resource Department.
The appraisal of each sub-ordinate is being done on the basis of particular scale which
is done on the basis of particular scale which is done on the ranking basis like
Outstanding(5), Very good(4), Good(3), Average(2), Not Satisfactory(1).
NAME : EMPLOYEE NO :
DESIGNATION : DATE OF ENTRY IN
THE PRESENT GRADE :

PLACE OF POSTING / QUALIFICATION :
DEPARTMANT/ REGION :
(FOR PERIOD UNDER REVIEW )
NAME AND DESIGNATION DATE OF BIRTH :
OF THE REPORTING OFFICER :
First the employee has to write some basic knowledge about their Name, Employee
No., Year and Duration in the first page of the annual appraisal report form. The
appraisal report consists of all the executives at the level in by the appraisal / HR
department in the cover page of report.
TABLE 4.1
The appraisal form is required to be filled in the respect of all the executives who
have served for a period of at least 3 months in the appraisal year. The Annual
Appraisal Report of Power Grid Corporation Of India Ltd. consists of four broad parts
which are as follows:
 Part 1 - Performance
 Part 2 - Competencies
 Part 3 - Values
 Part 4 - Potential Appraisal
Detailed Discussion of all the above four parts –
Part – 1 : Performance
Mid – Year Performance Review-

The performance Review of each employee is being done twice in a year in Power
Grid Corporation of India Limited name as Mid-year Review, 4 year-end Review.
Year – End Performance Review:
It is also should be stated that the Annual Return on immovable property for the
preceding calendar year was filled within the prescribed date that is 31st January of the
year following the calendar year and if it is not so then the date of filling the return
should be given.
And on the basis of Mid-Year performance review and Year-End performance
Review marks awarded by the appraiser, the total performance marks for the year is
being calculated and the prorated to the total marks is 75. The Review of the
performance is being calculated by the following formula.
Total marks obtained ×
75
Total performance marks for the year =
Total Maximum marks
The Key Result Areas together with measures / indicators and maximum marks to be
jointly agreed upon between the appraiser and appraiser at the beginning of the review
period and then filled in the format of Annual Appraisal Report and also the column
‘Marks Awarded’ should only are filled by the appraiser.
There is also a Performance Review Sheet in which comment on performance and
Review discussion by appraiser including major achievements, constraints if any, and

need for Training and development is being filled. It is a kind of a brief discussion
about the particular employee.
Part – 2 : Competencies
This section consists of functional (technical and Managerial competencies required
for successful performance in the job).
*5 Indicates Outstanding Ability
4 Indicates Very Good
3 Indicates Good
2 Indicates Average
1 Indicates not Satisfactory
TABLE 4.2
COMPETENCIES RATING
5-4-3-2-1*
1. Business Knowledge: Knowledge and understanding of
POWERGRID’s Business; Knowledge of mission; MOU
targets and Corporate Plan.
2. Profession Specific Knowledge: Knowledge related to one’s
profession; Knowledge of standard operating procedures and
policies in POWERGRID; keeping abreast of current
developments and trends.

3. Decision Making: Use related data to support effective and
timely decision by-
 Systematically gathering relevant information,
 Identifying the strength and weaknesses of a particular
area/ department/ function,
 Recognizing opportunities or threats and acting on
them rapidly using facts collected,
4. Planning and Coordination: Ability to develop the strategies
and schedules foe meeting goal and anticipates an obstacles to
goal achievement. It includes thinking ahead and identifying
the possible barriers or problems which will affect the
completion of the work; monitoring progress of plans and
making adjustments when necessary.
5. Problem Solving: Ability to understand situations or problems
by organizing and synthesizing information in our systematic
way and generating solution for the same. It includes
proactively anticipating problems; Evaluating root causes and
developing alternating solutions.
6. Collaboration and Networking: Ability to build and leverage
networks of formal and informal relationships to collaborate;
seek advice and resolve issues in an effort to work towards the
assigned goals. It is demonstrated through an ability to create
and sustain positive working relationships both within and
external to organizations.
7. Team Player: To contribute to group objectives in a team
environment through cooperating and interacting with others,
contributing actively and fully to team projects; Working
collaboratively as opposed to competitively with others;
Acknowledging diverse opinions; Addressing relevant concerns
and working towards consensual solutions that enhance the
output of the team.
8. Accountability: Having a sense of personnel responsibility for
getting things done and achieving results. It includes
willingness to go beyond what is required in a given solutions;
Overcome obstacles or barriers to success and persevere.
9. Drive and Initiative: Ability to proactively address situations
opportunities as opposed to reacting to problems and
assignment. It is reflected through action; Not simply thinking
and includes a willingness to seize opportunities and act
decisively and boldly in order drive the business forward.
Formula for calculating the competencies of each employee is –
Total of All Rating × 15
Rating on competencies =
(Prorated to 15 marks) 45
Part – 3 : Values
This section consists of values which are to be demonstrated in day to day activities
inside Power Grid Corporation of India ltd.
In this, Rating is again being done on 5-4-3-2-1 basis and on the basis of the total of
all the rating on values is being calculated. The formula for calculating the Rating on
values is:
Total of all rating × 05
Rating on values =
TABLE 4.3
VALUES RATINGS
5-4-3-2-1*
1. Fairness: Decisions are made objectively; Free from patronage
and reflect the just treatment of employees and applicants.
2. Transparency: There is open communication about every
aspect of managerial decision which concern people.
3. Trust: Trust worthiness leading to confidence; Allow staff the
freedom to grow and develop; Relate to others on the basis of
mutual respect; courage to stand by your convections.

4. Candour: Frank and forthright, give and receive constructive
criticism/suggestions; openly discuss performance deficiencies
and take corrective action; appreciate good performance; be
consistent in words and deeds and face up to your mistake.
5. Collaboration : Working in tandem; Be open in sharing
information and in seeking suggestions/opinion; Be sensitive to
concerns of others Honor your commitment; encourage team
work across departments/function..
6. Involvement: Total commitment; Be dedicated and committed
to work; build commitment by encouraging wide participation
in decision making process to the maximum extent possible.
7. Flexibility: Ability to participate and adopt to changing
circumstances using sound judgment; Be open to excepting new
ideas; Be willing to learn from anyone and to do thing
differently; Be prepared to operate and adopt to different
environment.
8. Discipline: Adherence to excepted norms; honors the promises
and adhere to agreed system; Respect for others time and space;
Exercise self control.
9. Ethical behavior: Demonstrate honestly and sincerity in every
action; apply sound business and professional ethics; Show
consistency with principles; Values and behaviors.
10. Willingness to except Challenge: Be willing to experiment;

Allow for freedom to fail; but learn from it too.
Part – 4 : Potential Appraisal
This section consists of attributes which are to be demonstrated in day to day
activities. Attributes would represent the core skills required for the next higher
grade.When all the rating is being filled by the appraiser with the jointly agreement of
the appraise, the rating on potential is being calculated. This calculation is also being
calculated on the basis of 5-4-3-2-1 basis.
TABLE 4.4
GENERIC ATTRIBUTES RATING
5-4-3-2-1*
1. Leadership Abilities: Facilitating and decision making process;
implementing sound decisions; remaining flexible with
decisions; using effective coaching skills with peers /
subordinates.
2. Team Building: Demonstrates effectiveness in reorganizing
his/her own department; Managers diverse and divergent views
and group processes without losing sight of objectives.
3. Foresight: Ability to foresee the change and situations that
require attention and show prudence and care in deploying the
resources to deal with changes.

4. Innovation: To bring about positive changes in the area of
operation that leads to performance and growth through
improvements in efficiency, productivity, quality, etc.
5. Trust and Respect: Have high regard for fellow members in the
organization. Function with openness and promote team spirit.
Rating on potential is being calculated with the help of this formula and this is
prorated to 05 marks –
Total of all ratings × 05
Rating on potential =
There is also a block of Appraiser’s comments on potential suitability in the Annual
Appraisal Report in which Appraiser have to indicate the suitability of the Appraise
for next higher position or horizontal movement in different functions.
Maintenance of the profile for Performance and Potential:
In this page, the final assessment of each employee is being written by the appraiser.
And the signature of reporting officer, Reviewing officer, Next higher authority in
hierarchy and countersigning Authority is being taken below the final assessment
sheet.
TABLE 4.5
TOTAL MARKS MARKS SCORED

PART-1 PERFORMANCE 75
PART-2 COMPETENCIES 15
PART-3 VALUES 05
PART-4 POTENTIAL 05
TOTAL 100
And finally, the report is being send to the moderation committee for the final
assessment and the committee member have to check all the rating given by the
appraiser and also have to write the final rating in words and chairman of moderation
committee with have the sign below it and have to mention name, designation and
date there.
It should be kept in view by the appraisers and moderation committee that the overall
rating pattern should generally by in line with the principles of normal distributer
where the overall evaluation is changed at higher level (s), the concerned authority
may discuss the same with next below level while making such changes. The
concerned authority should also record the specific reason for such change in overall
evaluation. Signature of reporting officer, Reviewing officer, Next higher authority in
hierarchy and countersigning Authority is very necessary for evaluation of
performance of employees.
Research Methodology
A research design is simply the framework or plan for a study that is used as guide in
collecting and analyzing the data. It is blue print that is followed in completing a
study. “Research design is the plan structure, and strategy of investigation
conceived so as to obtain answer research question and to control variance.”
A research design encompasses the methodology and procedures employed to
conduct scientific research. The design of a study defines the study type (descriptive,
co relational, semi-experimental, experimental, review, meta-analytic) and sub-type
(e.g., descriptive-longitudinal case study), research question, hypothesis, independent
and dependent variables, experimental design, and, if applicable, data collection
methods and a statistical analysis plan.
There are many ways to classify research designs, but sometimes the distinction is
artificial and other times different designs are combined. Nonetheless, the list below
offers a number of useful distinctions between possible research designs.
 Descriptive (e.g., case-study, naturalistic observation, survey)
 Correlation (e.g., case-control study, observational study)
 Semi-experimental (e.g., field experiment, quasi-experiment)
 Experimental (Experiment with random assignment)
 Review (Literature review, Systematic review)
 Meta-analytic (Meta-analysis)
The Research methodology applied in the present study is quantitative as well as
descriptive in nature. For carrying out the survey Non-Probability sampling method
was used and hence purposive sampling size of 50 respondents was decided. All the
respondents were thus contacted and inputs were gathered. The responses received
were further analyzed and were tabulated. The conclusions drawn are represented in
tables and also for few aspects the graphical representation is made.
METHOD OF DATA COLLECTION
Data is the significant part of the research. Your all research depends upon your data.
Whatever data is collected by me during the preparation of Research report is divided
into two parts:-
 PRIMARY DATA
Primary data is collected through the truth of statements made by in the
context of a questionnaire among the official employees and personnel
interviews with company’s employees and clients.
 SECONDARY DATA
The secondary data is being collected from:
 Case Study
 Books
 Internet
 Organizational Reports
 Business Magazines
INSTRUMENT USED
I have collected data through questionnaire.
SAMPLING AREA
Kursi Road, Lucknow.
SAMPLING SIZE
Sample size consists of some element of universe that shows properties of overall
elements present in universe. In order to get a responsible data for my project, I have
collected data from 50 responders. And the Sampling Area is Kursi Road, Lucknow.
SAMPLING METHOD
Sampling is concerned with the selection of a subset of individuals from within a
statistical population to estimate characteristics of the whole population. Acceptance
sampling is used to determine if a production lot of material meets the governing
specifications. Two advantages of sampling are that the cost is lower and data
collection is faster than measuring the entire population.
The sampling process comprises several stages:
 Defining the population of concern
 Specifying a sampling frame, a set of items or events possible to measure
 Specifying a sampling method for selecting items or events from the frame
 Determining the sample size
 Implementing the sampling plan
 Sampling and data collecting
METHODS FOR ANALYSIS

Analysis was based on the 5 point Likert scale system. For each question the multiple
choice answers were given so that the respondents can record their opinion. Thus
each choice of answer was assigned points from 1 to 5 where in point 1
corresponds to Very Satisfied and

20 11 14 13
point 5 corresponds to Very
2
Dissatisfied. 0
<25 25-40 40-55 >55
Age(Figure 6.1)
LIKERT SCALE SYSTEM
TABLE 5.1
Responses Points
Very Satisfied 1
Satisfied 2
Neither Satisfied nor Dissatisfied 3
Dissatisfied 4
Very Dissatisfied 5
This system is being used for the evaluation of findings, recommendation and
conclusion.
1. Age :-
 <25
 25-40
 40-55
 >55
2. Sex :-
 Male
 Female
3. Number of years in a job:-

50 46
 <5 4
0
 5-10 Male Female
 10-20 Sex(Figure 6.2)
 >20 20 17
12 14
10 7
4. Salary:- 0
<5 20-Oct 20-Oct >20
 <20k
Years in a Job(Figure 6.3)
 20k-40k
20 15
 40k-60k 12 13
10
10
 >60k
0
<20k 20k-40k 40k-60k >60k
5. Educational Qualification:- Salary(Figure 6.4)
 B.Tech
50
18 23
 M.Tech 9
0
 P.Hd B.Tech M.Tech P.Hd
Educational Qualification(Figure 6.5)

Q1. Do you think that all the
resources are tapped fully in your organization?

Table 6.1
Number of Percentage
Employees
Very Satisfied 25 50
Satisfied 17 34
Neither Satisfied nor Dissatisfied 5 10
Dissatisfied 2 4
Very Dissatisfied 1 2
Total 50 100
Figure 6.6
50
34
50
40 25
30 10
20 17
4
10
5 2
0
2
Very 1
Satisfied Satisfied
Neither
Stisfied nor Dissatisfied
Dissatisfied Very
Dissatisfied
No. of Employees Percentage
The pie chart depicts that, 50% of employees are very satisfied that the resources are
tapped fully in their organization, 34% of employees are satisfied, 10% of employees
are neither satisfied nor dissatisfied, 04% of employees are dissatisfied and 02% of
employees are very dissatisfied.

Q2. Hand-Book of the organization should present all the personnel policies of
the company?
Table 6.2
Number of Employees Percentage
Satisfied 09 18
Neither Satisfied nor 15 30
Dissatisfied
Dissatisfied 10 20
Total 50 100
Figure 6.7
30
18
30 28
20
20
2 9 15
10
0 10 14
Very
Satisfied Satisfied
Neither
Satisfied nor Dissatisfied
Dissatisfied Very
Dissatisfied

The pie chart depicts that, 04% of employees are very satisfied that the hand-book
should present all the personnel policies of the company, 18% of employees are
satisfied, 30% of employees are neither satisfied nor dissatisfied, 20% of employees
are dissatisfied and 28% of employees are very dissatisfied.
Q3. Training is for
 Short-Term purpose
 Long-Term purpose
 Development purpose
Table 6.3
Short-Term Purpose 05 10
Long-Term Purpose 13 26
Development Purpose 32 64
Total 50 100
Figure 6.8
80
60
40
20 Percentage
0
Short-Term No.of Employees

Puurpose Long-Term
Purpose
Development
Purpose
The pie chart depicts that, 10% of employees are saying that the training is for short-
term purposes, 26% of employees are with the thought that it is for long-term purpose,
64% of employees are saying that it is for development purpose.
Q4. In comparison of Words, Numeric values are more better for writing in
appraisal?
Table 6.4
Satisfied 05 10
Dissatisfied 01 02
Total 50 100
Figure 6.9
82
100
80
60 41 10
40 6
20 2
5
0 0
3
1
Very
Satisfied Satisfied 0
Neither
Dissatisfied Very
Dissatisfied
The pie chart depicts that, 82% of employees are very satisfied with the fact that in
comparison of Words, Numeric values are more better for writing in appraisal, 10%
of employees are satisfied, 06% of employees are neither satisfied nor dissatisfied,
02% of employees are dissatisfied and 00% of employees are very dissatisfied.
Q5. Do you agree that 360 degree appraisal system is more successful them other
methods?
Table 6.5
Satisfied 14 28
Dissatisfied 04 08
Total 50 100
Figure 6.10
48
28
60
40 24 12
14 8
20
0 6
4
Very 2
Satisfied Satisfied
Neither
Satisfied Dissatisfied
nor Very
Dissatisfied Dissatisfied
The pie chart depicts that, 48% of employees are very satisfied and saying that 360
degree appraisal system is more successful them other methods, 28% of employees
are satisfied, 12% of employees are both satisfied and dissatisfied, 08% of employees
Q6. Motivation among the employees is always linked with
 Money
 Standard
 Not at all. There are also another reasons
Table 6.6

Money 32 64
Standard 11 22
There are another reason 07 14
Total 50 100
Figure 6.11
70
60
50
40
30
20
10
0
Money
Standard
There are another reason
The pie chart depicts that,640% of employees are saying that motivation comes
always with money factor, 22% of employees are with standard, 14% of employees
are saying that there are many other reason which motivates the employee.
Q7. Performance appraisals should be done as per KRA (Key Result Areas)?
Table 6.7
Satisfied 19 38
Dissatisfied
Dissatisfied 03 06
Total 50 100
Figure 6.12
42
38
21
19 12
6
6 2
3
Very Satisfied 1
Satisfied
Neither
Dissatisfied Very
Dissatisfied
The pie chart depicts that, 42% of employees are very satisfied that the Performance
appraisals should be done as per KRA, 38% of employees are satisfied, 12% of
employees are neither satisfied nor dissatisfied, 06% of employees are dissatisfied and
02% of employees are very dissatisfied.
Q8. Giving Power inside the organization in decision making means
 Responsibility
 Authority
 Both
Table 6.8
Responsibility 17 34
Authority 14 28
Both 19 38
Total 50 100
Figure 6.13
34 38
40
28
35
30
25
20
14 19
15
10 4.3
5
0
Responsibility
Authority
Both
The pie chart depicts that, 34% of employees are saying that giving power inside the
organization means responsibility, 28% of employees are with authority, 38% of
employees are with both the options.

Q9. Sharing of a knowledge with colleges inside the organization is a
 Gain
 Loss
 Depends
 Can’t Say
Table 6.9
Gain 17 34
Loss 03 06
Depends 19 38
Can’t Say 11 22
Total 50 100
Figure 6.14
34 38
40
30
22
17
20 6 19
10
3 11
0
Gain
Loss
Depents
Can't Say

The pie chart depicts that, 34% of employees said that sharing knowledge inside the
organization in a gain, 06% of employees are said that it is a loss, 38% of employees
are said that it depends on situation, 22% of employees said that they can’t say.
Q10. Conflicts inside the organization leads
 Differences
 More Productivity
 Depends
 Can’t Say
Table 6.10
Differences 29 58
More Productivity 15 30
Depends 05 10
Can’t Say 01 02
Total 50 100
Figure 6.15
58
60
30
40 29
10
20 15
2
0 5
1
Differences
More
Productivity Depends
Can't Say
The pie chart depicts that, 58% of employees said that conflict inside the organization
leads differences, 30% of employees are said that it leads to more productivity, 10%
of employees are said that it depends on situation, 02% of employees said that they
can’t say.
Q11. Past record of the employees can be changed by future performances?
Table 6.11
Satisfied 18 36
Dissatisfied 04 08
Total 50 100
Figure 6.16
36
40
26
30 26
20 13 18
4 8
10
13
0 2 4
Very Satisfied
Satisfied
Neither
Dissatisfied Very
Dissatisfied
The pie chart depicts that, 26% of employees are very satisfied that the past record of
the employees can be changed by future performances of employees, 36% of
employees are satisfied, 04% of employees are neither satisfied nor dissatisfied, 08%
of employees are dissatisfied and 26% of employees are very dissatisfied.
Q12. No paper work can be possible in HR practices?
Table 6.12
Satisfied 00 00
Dissatisfied
Dissatisfied 19 36
Total 50 100
Figure 6.17
50 44
40 36
30 18
20 0
0 19 22
10 0 9
0
0
Very Satisfied
Satisfied
Neither
Dissatisfied Very
Dissatisfied
The pie chart depicts that, 00% of employees are very satisfied with the fact that no
paper work can be possible in HR practices, 00% of employees are satisfied, 18% of
employees are neither satisfied nor dissatisfied, 36% of employees are dissatisfied and
44% of employees are very dissatisfied.
Q13. Do you think that family member of the employee also contribute indirectly
to the working efficiency of the employee?
Table 6.13
Satisfied 08 16
Dissatisfied 12 24
Total 50 100
Figure 6.18
42
50
40
30 21 16 24
12
20
8 6
10 6 12
0
3
Very Satisfied
Satisfied
Neither
Dissatisfied Very
Dissatisfied
The pie chart depicts that, 42% of employees are very satisfied with the fact that
family member of the employee also contribute indirectly to the working efficiency of
the employee, 16% of employees are satisfied, 12% of employees are neither satisfied
nor dissatisfied, 24% of employees are dissatisfied and 06% of employees are very
dissatisfied.
Q14. Group-Work improves the working efficiency of the employee?
Table 6.14

Satisfied 12 24
Dissatisfied 08 16
Total 50 100
Figure 6.19
38
40
24
30
19
20 14 16
12
10 8
7
8
0
4
Very Satisfied
Satisfied
Neither
Dissatisfied Very
Dissatisfied
No.of Employees Percentage
Group-Work improves the working efficiency of the employee, 24% of employees are
Q15. Providing training to the employees helps in their succession plan?

Table 6.15
Satisfied 19 38
Dissatisfied
Dissatisfied 06 12
Total 50 100
Figure 6.20
48
50 38
40
30 24
19
20 12
2
10
1 6 0
0
Very Satisfied 0
Satisfied
Neither
Dissatisfied Very
Dissatisfied
providing training to the employees helps in their succession plan, 38% of employees
are satisfied, 02% of employees are neither satisfied nor dissatisfied, 12% of
employees are dissatisfied and 00% of employees are very dissatisfied.
Q16. Caste and Religion is a hindrance in a communication process?
Table 6.16
Satisfied 08 16
Dissatisfied
Dissatisfied 13 26
Total 50 100
Figure 6.21
24 30
30 26
25 16
20
15 12
10 8 4 13 15
5
2
0
Very Satisfied
Satisfied
Neither
Dissatisfied Very
Dissatisfied

The pie chart depicts that, 24% of employees are very satisfied with the fact that Caste
and Religion is a hindrance in a communication process, 16% of employees are
FINDINGS
 Employees are very satisfying with the fact the all the resources are being
tapped fully in their organization.
 Maximum number of the employee think that the training programmes is for
development purpose.
 82% of employees think that in comparison of Words, Numeric values are
better for writing in appraisal.
 Majority of employee has a thinking that 360 degree appraisal system is
more successful them other methods.
 Maximum number of employees thinks that Employees are very satisfied with
the fact that job satisfaction means enjoying working climate inside the
organization.
 Majority of employees has a thought that performance appraisals should be
done as per KRA.
 Most of the employees think that conflict inside the organization leads
differences among them.
 Maximum number of employees thing that hr manager should play a role of
manager neither boss nor change agent.

 Employees are very dissatisfied about the question that no paper work can be
possible in HR practices.
 Majority of employees think that family member of the employee also
contribute indirectly to the working efficiency of the employee.
 Maximum number of employee thinks that group-work improves the
working efficiency of the employee.
 Majority of employees think that providing training to them helps in their
succession plan.
 Employees are unsatisfied with the question that Caste and Religion is a
hindrance in a communication process.
RECOMMENDATIONS
 All the resources should be tapped fully by the HR manager so that
employees get motivated.
 More and rapid changes in statement policies of the organization
demotivate the employees so it should be done once in a year.
 Most of the things in a performance appraisal form should be kept for filling
in numeric value instead of words.
 360 degree appraisal system should be used for performance appraisal
because it gives the view of entire staff.
 Performance appraisals should be done as per key result areas.
 Employee should understand that giving power inside the organization in
decision making means responsibility and authority both.

 Some of the employees think that sharing of knowledge with colleges inside
the organization is a loss, they should understand that it helps other employees
to enhance their capability.
 Conflicts inside the organization are very dangerous for organization
health so it should be controlled as much as possible.
 Employee should have in a mind that they can change their past records by
future performances.
 Some of the employees think that group-work does not improves the
working efficiency of the employee, they should understand that it
enhance their capability.
 Employee should understand that training programmes is for their benefit
and it helps in their succession plan.
 Employee should not think that caste and religion is a hindrance in a
communication process.
CONCLUSION
From all of the above chapters following conclusion can be drawn which is as
follows:
 All the employees are satisfied that the resources are tapped fully in an
organization.
 Employees think that HR Manager should approve the hr policies.
 Policy statements should not modified occasionally.

 Hand-Book of the organization should not present all the personnel policies of
the company.
 It is better to store all the personnel policies on PC instead of manual Hand-
Book.
 Change in management policies is a path for Training Need Identification.
 In comparison of Words, Numeric values are better for writing in appraisal.
 360 degree appraisal system is more successful them other methods.
 Motivation among the employees is always linked with money.
 Motivation among the employees is not directly similar to No De-Motivation.
 Job satisfaction means enjoying working climate inside the organization.
 Job Enrichment is not a way for Job Satisfaction.
 Performance appraisals should be done as per Key Result Areas.
 Giving Power inside the organization in decision making means responsibility
and authority both.
 Sharing of knowledge with colleges inside the organization is a gain.
 A conflict inside the organization leads differences.
 HR Manager inside the organization should plays a role of manager.
 HR Manager is a facility provider.
 Past record of the employees can be changed by future performances.
 For another manager of organization in implementing HR policies and
systems, HR Manager is a role model for them.
 No paper work can not possible in HR practices.
BIBLIOGRAPHY
Internet:
I. http://www.powergridindia.com
II. http://www.managementstudyguide.com
III. http://www.hrd.com
IV. http://en.m.wikipedia.org/wiki/Literature_review
Books:
I. Shaikh T.S. (1978): “Personnel Policies And Administration in Urban
Banks”, Unpublished Ph.D. Thesis, Pune.
II. Kamra P.K. (1987): “Cooperative Management”, New Delhi: Deep & Deep.
III. Dharm Vir (1992): “Corporative HRD-Indian perspective”, pp.51-52.
IV. Pareek Udai (1997): “Training instruments for human resources
development”, New Delhi, Tata McGraw-Hills.
V. Gupta C.B. (1998): “Human Resource Management”, New Delhi: Third
Edition, Sultan Chand & Sons.
VI. Mc Namara Carter (1999): http://www.mapnp.org/library/mgmtdev/ htm-
1859.
ANNEXURE
1. Age :-
 <25
 25-40
 40-55
 >55
2. Sex :-
 Male
 Female
3. Number of years in a job:-
 <5
 5-10
 10-20
 >20
4. Salary:-
 <20k
 20k-40k
 40k-60k
 >60k
5. Educational Qualification:-
 B.Tech
 M.Tech
 P.hd
Q1. Do you think that all the resources are tapped fully in your organization?
 Very Satisfied
 Satisfied
 Satisfied nor Dissatisfied
 Dissatisfied
 Very Dissatisfied
Q2. Training is for
 Short-Term purpose
 Long-Term purpose
 Development purpose
Q3. Change in management policies is a path for TNI (Training Need
Identification)?
 Very Satisfied
 Satisfied
 Dissatisfied
Q4. In comparison of Words, Numeric values are more better for writing in
appraisal?
 Very Satisfied
 Satisfied
 Dissatisfied
Q5. Do you agree that 360 degree appraisal system is more successful them other
methods?
 Very Satisfied
 Satisfied
 Dissatisfied
Q6. Motivation among the employees is always linked with
 Money
 Standard
 Not at all. There are also another reasons
Q7. Performance appraisals should be done as per KRA (Key Result Areas)?
 Very Satisfied
 Satisfied
 Dissatisfied
Q8. Giving Power inside the organization in decision making means
 Responsibility
 Authority
 Both
 Nothing
Q9. Sharing of a knowledge with colleges inside the organization is a
 Gain
 Loss
 Depends
 Can’t Say
Q10. Conflicts inside the organization leads
 Differences
 More Productivity
 Depends
 Can’t Say
Q11. Past record of the employees can be changed by future performances?
 Very Satisfied
 Satisfied
 Dissatisfied
Q12. No paper work can be possible in HR practices?
 Very Satisfied
 Satisfied
 Dissatisfied
Q13. Do you think that family member of the employee also contribute indirectly
to the working efficiency of the employee?
 Very Satisfied
 Satisfied

 Dissatisfied
Q14. Group-Work improves the working efficiency of the employee?
 Very Satisfied
 Satisfied
 Dissatisfied
Q15. Providing training to the employees helps in their succession plan?
 Very Satisfied
 Satisfied
 Dissatisfied
Q16. Caste and Religion is a hindrance in a communication process?
 Very Satisfied
 Satisfied
 Dissatisfied

A Project Report On Power Grid

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A Project Report On Power Grid

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Summer Training Project Report

Submitted in partial fulfillment of the requirements

Kamal Institute of Higher Education and Advance Technology

I would like to express my deep sense of gratitude to “Comparative Analysis of

2 Industry Profile 1–6

4 Chapter – 2 RESEARCH METHODOLOGY 29 – 31

6 Objectives of the Study 30

7 Scope of the Study 31

8 Chapter – 3 DATA ANALYSIS & FINDINGS 32 – 41

9 Data Analysis and Interpretation 32 – 38

10 Findings of the Study 39

14 Limitations of the Study 43

Inside the organization, HRD is defined as a continuous process to ensure the

development of employee competencies, dynamism, motivation and effectiveness in

efficiency. In different words we can say that HRD is an “all-round development” of

the society, organization and nation.

a) Larger capabilities which help them to perform their present or future

functions expected by the organization.

c) The relationship between superior-subordinate get strong which motivate the

The philosophy of HRD is generally based on the following beliefs:

1) In the organization it is very important asset.

2) For developing a healthy human relation enthusiasm, mutuality, trust is very

beneficial for both organization and individual.

their employees then employees also feel committed to their organization.

employees commitment towards their job also get increases.

6) It is the responsibility of every individual that he/she will always try to

contribute to maintain the healthy environment inside the organization.

Need and significance of HRD:

Without the growth of each and every individual of an organization, it is

and every employee at least once in a year.

help/motivate the employees to improve their performance and also of the

organization. Employee of the organization should be also willing to fulfill the

also provide adequate opportunities for the development of Human Resource.

HRD is needed because:

also creates a healthy environment inside the organization.

 It helps in making the competent worker to meet with the available

to use those for the development of the organization.

 With the help of systematic development process, the members of the

organization can attain self-actualization.

• Role clarity • More

• Role analysis • Trust • Growth and

 The selection and recruitment of adequate dimension of HRD in an enterprise

members use their knowledge and innovations to run the organization

smoothly. HRD culture is represented by the term “ OCTAPAC”.

 The environment inside the organization climate is known as human

environment within which organizations members perform their jobs. This

employees. In the exchange of that the employees of the organization expect

some kind of reward in terms of promotion, capital, bonus etc.

1. Day To Day Process: Human resource development believes that it is a

continuous and innumerable challenge in the process of an enterprise.

However the policies of HRD are differing from enterprise to enterprise to

social, cultural, donation and politics factor.

2. Behavioral science knowledge: HRD uses the concept of behavioral science

programmes for the enhancement and development of individual, group of

people and the enterprise.

3. Systems Point of View: HRD is known as a branch of a greatest system

known as human resource system. It helps in providing a lot of knowledge to

the member of organization for mapping of their competencies. Human

Resource Development is a hub of all the sub-system such as production,

maintenance, finance, marketing etc.

the organization about the development of the environment of the organization.

The HRD climate has some characteristics which are as follows:

 There should be openness in every communication inside the organization.