A STUDY ON PERFORMANCE APPRAISAL IN BEML LIMITED IN BEML Ltd.

By: Poonam Saimurga Reg. No: 10Q1CMA009 OXBRIDGE BUSINESS SCHOOL

INTRODUCTION
Performance appraisal: The process by which a manager or consultant examines and evaluates an employee's work behavior by comparing it with preset standards, documents the results of the comparison, and uses the results to provide feedback to the employee to show where improvements are needed and why. Performance appraisals are employed to determine who needs what training, and who will be promoted, demoted, retained, or fired. Need/Importance of Performance appraisal :
To review the performance of the employees over a given period of time. To judge the gap between the actual and the desired performance. To provide feedback to the employees regarding their past performance. Provide information to assist in the other personal decisions in the organization. To reduce the grievances of the employees. Provide clarity of the expectations and responsibilities of the functions to be performed by the employees.

Company Profile
Type Industry Founded Headquarter Founder Products Public Sector Undertaking Mining & Construction, Defence, Rail & Metro May 1984 in Bangalore, Karnataka BEML Soudha, No 23/1, IV Main, Sampangiramanagar, Bangalore, Karnataka, India Ministry of Defence Earthmoving equipment Underground mining equipment Railway equipment High power diesel engines Heavy duty hydraulic aggregates Rs 5,000 crore. (US$905 million) Rs 3013 crores INR www.bemlindia.com

Revenue Operating income Website

Company popular Products

Vision & Mission

Vision: To be a global IT solution provider over a broad spectrum of engineering disciplines to achieve customer delight. Mission: To achieve and retain dominant position in the areas of IT & Engineering services/solutions. To become a global player and to build effective partnerships and collaborations in the field of IT & Engineering services / solutions. To be a competitive, responsive and qualityconscious service provider for total customer satisfaction. To conserve resources and eliminate waste through optimum utilization of skill, knowledge and infrastructure.

Research Design
Data: Primary Data: Structured Questionnaire Secondary Data: Journals, internet, booklets, company data, etc.

Statement of the Problem: The purpose of Performance Appraisal is to evaluate the employee's strengths and weaknesses and to place him in right place in the organization which will be equally beneficial to the employer and the employee. This project is being done to know and understand the value of appraisal and method & techniques used in big reputed organization like BEML Objectives of the Study: To develop my understanding of the subject. To develop my understanding of the subject. To enhance the welfare of employees. To exercise social control and predict changes in behaviour. Sampling Design: Non-Probability Sampling (Convenience Sampling).
Research Design: Descriptive research

Human Resource at BEML ltd. The greatest strength of BEML is its highly skilled and committed 43,636 employees. Every employee is given an equal opportunity to develop himself and grow in his career. Continuous training and retraining, career planning, a positive work culture and participative style of management have engendered development of a committed and motivated workforce.

Types of Performance Appraisal Techniques used in BEML

Graphic Rating Scale Method. Alternation Ranking Method. Paired Comparison Method. Behaviorally Anchored Rating Scale. Forced Distribution Method.

Problems employees facing

Seniority been given more preference rather then knowledge at the time of appraisal. Top management give more attention on those employees who are personally close to them. Increment done is little low then the expectation. Grievance system should be improved. 360 degree appraisal must be taken serious.

Findings & Suggestion

Findings: The company follows well defined matrices to appraise performance for both executive and non-executive. Most of the Employees were aware of the Performance Appraisal System. According to them the main objective of Performance Appraisal System is to improve performance, which in turn lead to increase in productivity, high morale etc. They also agreed that performance appraisal is must for every organization. Employees were satisfied with the current Performance Appraisal system. They think that their salary, promotion and other benefits were through appraisal of the performance. Training was provided to the employees who were less productive for the betterment of the future. Suggestion: Updating of the system in tune with global trend will definitely help in achieving organizational goals. It must be transparent It should be implemented in its true spirit abiding the time schedule merit of the candidates to be evaluated without bias. Regular feedback for improvement where shortcoming are seen. Appraisers should give more precise feedback to appraise. Training should be more individual need based.