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The report on M.B HOMES THE REAL ESTATE COMPANY was complete
experience in itself which has provide me with the understanding and which has become an
inspirable part of my knowledge of management. An opening experience to the concept that
are applied for managing resources in the organization.
PARTICULAR P.NO
CHAPTER-1 8-10
1.1 INTRODUCTION
1.2 REVIEW OF LITRATURE
CHAPTER-2 11-17
2.1OBJECTIVE OF STUDY
2.2RESEARCH METHODLOGY
SAMPLING AND POPULATION
METHODS OF DATA COLLECTION
SCOPE AND LIMITATION OF THE STUDY
CHAPTER-3 18-21
3.1 INDUSTRY AND COMPANY PROFIL
CHAPTER -4 22-27
4.1 INTRODUCTION OF THE TOPIC
CHAPTER-5 28-38
5.1 DATA ANALYSIS AND INTERPRETATION
CHAPTER-6 39-45
6.1 SUMMARY
6.2 FINDING
1.1 Introduction
Performance appraisal has a brief history starting from earth 20th century where the need
of performance appraisal was felt and some measures developed. Performance appraisal is
the process of identifying, observing, measuring and developing human resources in
organizations. Performance appraisal is the measurement of work and its results by using
the scale and index that we can measure the desired quantity and quality with precision
and free of personal judgments and vague criteria of evaluation. Furthermore, PA served
as a tool for managing the effectiveness and efficiency of employees and it is a vital
component of a broader set of human resource practices. It is the mechanism for
evaluating the extent to which each employee’s day to day performance is linked to the
goals established by the organizatio
10
Research design:
A research design helps to decide upon issues like what, when, where, how much, by
what means, etc., with regard to an enquiry or a research study. The research design is
the conceptual structures within which research is conducted.
Exploratory
Research
Research
Design
Descriptive Casual
Research Research
(Figure
(No-2.2, Research design)
12
Scaling:
In this project, all the questions have been designed using Nominal scale
Sampling
13
Probability Sampling–
A sampling procedure in which each element of population
has a fixed probabilistic chance of being selected for the sample. It is further
classified as:
a) Simple Random Sampling
b) Systematic Sampling
c) Stratified Sampling
d) Cluster Sampling
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A) Primary Data:
Information which is gathered directly from the original source. Primary data
collection is necessary when a researcher cannot find the data needed in
secondary sources Following are some type of colleting primary data-
Survey,
Observation,
Interview,
Questionnaire
In this project I have taken primary data from survey, observation, and
questionnaires.
B) Secondary Data:
Magazine,
Printed articles,
E-mails.
books
Data collection means gathering information for related survey. There are
many methods available to gather information. The most important issue
related to data collection is selecting the most appropriate information. The
most important issue related to data collection is selecting the most
appropriate information.
Survey,
Panel (in-depth technique)
Questioner.
15
Observation
RESEARCH
DATA
16
This study will provide effective schemes to motivate more and more employees.
LIMITATIONS
While doing this project, a few problems were faced which are mentioned below.
While conducting survey, respondents were very reluctant to hand out correct
information. Also they were not interested to give out information, as it was
company specific and confidential. In many cases, they just refused to spare any
time. In many cases, respondents just filled the questionnaire without giving
proper thoughts to the questions to save their time; therefore, information
provided might be biased.
All expenses of the project are born by me, which become heavy on their pocket.
Since the project duration was only 45 days, time constraint limits the area of
study.
As the information about the work plans of employees was to be collected from
the employees themselves, to use it for making the rewards and milestones,
therefore to get the information from the people on work was another limitation.
The people from whom the information was collected were always busy in
--
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MB Homes is headed by Mohit Batola who has been in the real estate business for more than
16 years. He possesses the keenest mind project management and project marketing. The
successful completion of projects while adhering to the highest standards in safety and
quality is inbuilt in the way he conducts his work. He rightfully won favors’ with owner-
occupiers and investors alike, thanks to his skillful procurement of some of finest project sites
and precise execution of residential projects thereafter. Mohit's pragmatic can-do approach,
enthusiasm, energy and flair to use technology have seen him involved in various successful
projects over the last 16 years.
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4 kms from Government offices like DRDO, OLF and Ordnance Factory
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The real estate sector is one of the most globally recognized sectors. In India, real estate is the
second largest employer after agriculture and is slated to grow at 30 per cent over the next
decade. The real estate sector comprises four sub sectors - housing, retail, hospitality, and
commercial. The growth of this sector is well complemented by the growth of the corporate
environment and the demand for office space as well as urban and semi-urban
accommodations. The construction industry ranks third among the 14 major sectors in terms
of direct, indirect and induced effects in all sectors of the economy.
It is also expected that this sector will incur more non-resident Indian (NRI) investments in
both the short term and the long term. Bangalore is expected to be the most favored property
investment destination for NRIs, followed by Ahmadabad, Pune, Chennai, Goa, Delhi and
Dehradun.
India's rank in the Global House Price Index has jumped 13 spots to reach the ninth position
among 55 international markets, on the back of increasing prices in main stream
residential sector.
MISSION:
VISSION:
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“It is the systematic evaluation of the individual with respect to his or her
performance on the job and his or her potential for development.”
A more comprehensive definition is:
22
The history of performance appraisal is quite brief. Its roots in the early 20th
century can be traced to Taylor’s pioneering Time and Motion Studies. But this
not very helpful, for the same may be said about almost everything in the field
of modern human resources management.
During the First World War, appraisal concept was adopted by US army which
was in the form of merit rating. It was man-to-man rating system for evolution
of military personnel. From the army this concept entered the business field and
was restricted to hourly-paid workers. During 1920 relational wage structures
for hourly paid workers were adopted in industrial units and each worker were
used to be rated in comparison to other for determining wages rates. This
system was called merit rating. The process was firmly linked to material
outcomes. If an employee’s performance was found to than the supervisor
expected, a pay rise was in order. Little a consideration, if any, was given to the
developmental possibilities of appraisal. If was felt that a cut in pay, or a rise,
should provide the only required impetus for an employee to either improve or
continue to perform well. Sometimes this basic system succeeded in getting the
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MODERN APPRAISAL
24
27
After all the above steps are completed now the important step is data
analyzing and interpretation. For this there are various analytical and
statistical tools. Some of these tools are Percentage, Average, etc.
Once the data have been tabulated, interpreted and analyzed, the researcher has to prepare a
report. The report consists of findings of the research studies and recommendations also.
Report writing needs some skills, which can be develop with practice. The researcher should
follow certain principles while writing a report. These principles include objectivity, clarity
of ideas and use of charts and diagrams. A good research report should effectively
communicate its research findings.
QUESTIONAAIRE
TABLE NO.5.1.1
Purpose- To know whether employees think they are doing proper work to achieve company
companies goal.
Researcher Respondent
28
No 15%
85%
Inference:
From above data I interpreted that 85% respondent are saying their role in the organization
satisfactory according to them. Only 15% are not unsatisfied about their role in the
organization to achieve company’s goal.
TABLE NO.5.1.2
29
Yes 84%
No 16%
(
C 100% 84%
h 80%
a 60% Yes 100=84%
r 40% 16% N0 100=16%
20%
t
0%
Yes 100=84% N0 100=16%
N
o-7.(Cart of,Equality in organisation)
Inference:
From the above data I interpreted that 84% of the employees are happy with their boss. And
16% respondent thinks that boss is unfair with them.
TABLE NO.5.1.3
30
Respondent Responses
Yes 87%
No 13%
100%
80%
20%
0%
Yes 100=87% No 100=13%
Inference:
From the above data I interpreted that 87% of employees out of 100% are
motivated and satisfied with their job and 13% are not feeling motivated and not
satisfied. It means that MB Homes is doing well in motivating employees and
job satisfaction to their employees by providing some monetary and non-
monetary benefit to eligible employees.
31
Purpose– Main purpose of this question to know employees’ opinion about their benefit
package.
Respondent Responses
Yes 81%
No 19%
19%
Yes 100=81%
No 100=19%
81%
(Chart
(Chart of, Benefit package)
Inference:
MB Homes provide many benefits package to employees. 81% of workers are seems to be
happy with benefit packages provided by the MB Homes. Only 19% of the workers are
unsatisfied with current benefit package of the company.
TABLE NO.5.1.5
32
Respondent Responses
Monetary 50%
Non-monetary 50%
100%
80%
60%
40%
20%
0%
Monetory 100=50% Non-monetory 100=50%
(Chart of Rewards offered in MB Homes
Inference:
MB Homes uses both the type of rewards to reward their employees. Monetary and non-
monetary both.
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TABLE NO.5.1.6
Respondent Responses
Yes 94%
No 6%
100%
0%
Yes 100=94% No 100=6%
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Reward and recognition schemes are mainly to motivate employees to work in the
organization. According to total employees in the organization 94% of the employees want
more new incentive or bonus schemes in the MB HOMES. Only 6% out of 100% doesn’t
want new schemes.
TABLE NO.5.1.7
Purpose-To know whether performance appraisal system is able to improve the performance
of employees in the organization.
Respondent Responses
Yes 86%
No 14%
100%
From the above table it can be inferred 86% of the employees performance appraisal system
are able to improve performance and 14% of the performance appraisal system is not able to
improve performance.
TABLE NO.5.1.8
Respondent Responses
Yes 100%
No 00%
100%
80%
60% Yes 100 = 100%
40%
No 100 = 000%
20%
0%
Yes 100 = No 100 = 000%
100%
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Inference:
TABLE NO.5.1.9
Are you satisfied with the current performance appraisal system?
PARTICULARS NO. OF RESPONDENTS PERCENTAGE
Highly Satisfied 28 56
Satisfied 13 26
Just satisfied 9 18
Dissatisfied 0 0
Total 50 100
50
40
30 26
18
20
10
0
0
Highly Satisfied Satisfied Just satisfied Dissatisfied
Inference:-
37
38
6.1: SUMMERY
6.1: FINDING
This project was undertaken as a one related to HR. Hence it was totally based on
information collected within company. Within the company the main sources were
the information provided by employees of various departments like: legal, HR,
administration, finance, sales, logistics, and market research.
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1. 85% respondents are satisfied with their role and 15% are not satisfied with
their role in the organization to achieve company’s goal.
2. 84% of the employees are happy with their boss and 16% respondents think
that boss is unfair with them.
3. 87% of the employees are motivated and satisfied with their job.
4. 81% of the employees are seems to be happy with benefit packages provided
by the MB HOMES.
5. MB HOMES use both type of rewards to reward their employees i.e.
monetary and non- monetary.
6. 94% of the employees wants more new incentives or bonus schemes in the
MB HOMES.
7. 86% of the employees think performance appraisal system are able to improve
performance.
8. 100% respondents said that MB HOMES uses pay- for- performance policy.
9. 56% of the employees are satisfied with the current performance appraisal
system.
As per the findings of the survey the monetary as well as the non-monetary
awards both are equally important but the main aim is to reward or
recognize employees time to time.
The recognitions like congratulatory cards, wall of fame, public applause,
and public recognition is of great importance.
There should be rewards or recognitions such that the employee can get to
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CONCLUSION
As per the questionnaires filled up, the following conclusions can be drawn:
Employees should be given star of the month, where the best 3-5
employees should be awarded for their performances on a monthly basis,
based on ratings.
Employees are praised or recognized on a daily basis through some
meetings etc.
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BIBLIOGRAPHY
BOOKS: -
42
WEBSITES: -
www.tatateleservices.com.
www.google.com
www.motivationonline.com
ANNEXURE
YES
43
Q3. Does performance appraisal is improving employees motivation and job satisfaction in
the organization?
YES
NO
Q8. Do you have a pay-for-performance policy that reward good performing employees?
YES
NO
44
45