SUMMER TRAINING REPORT

ON
ASTUDY ON PERFORMANCE APPRAISAL
( WITH SPECIAL REFERENCE TO CHANDRAGUPT HOTEL(PVT.) LTD.)

SUBMITTED IN PARTIAL FULLFILLMENT

TO

THE IIS UNIVERSITY

FOR THE DEGREEOF MBA HUMAN RESOURCE MANAGEMENT
(Department of HRM&IB)
SUBMITTED TO:
Dr. SEEMA SINGH RATHORE
ADDITIONAL HEAD
(Department of HRM&IB)
(THE IIS UNIVERSITY

SUBMITTED BY:
RUCHIKABEHRA
MBA(HR)SEM-III
ICG/2013/15719

PERFORMANCE APPRAISAL:
It is the process of measuring quality and quantity an employee past and
present performance against the background of his and her expected role
performance, the background of his environment and about his future
potential for an organization. The evaluating of the performance and
personality of each employee is done by his immediate superior . The
performance appraisal focuses on judging the performance and future
potential of the employees. It helps in evaluating the performance of the
employees and in assessing the hiring and training method followed in
an organization. The employees are recruited with some objectives in
mind, whether these have been achieved or not has to be regularly
evaluated.

FEATURES OF PERFORMANCE APPRAISAL:

It is a system process consisting of number of steps to be following for evaluating
an employees strength and weakness.
It is systematical and objective system it help to analysis employees strength and
weakness.
It is continuous process.
It is source of information.
It is tow type informal and formal.
OBJECTIVE OF PERFORMANCE APPRAISAL :
To maintain records in order to determine compensation packages,
wage structure, salaries raises, etc.
To identify the strengths and weaknesses of employees to place
right men on right job.
To maintain and assess the potential present in a person for
further growth and development.
To provide a feedback to employees regarding their performance
and related status.

METHODS OF PERFORMANCE APPRAISAL :

1. Critical incident method:
This format of performance appraisal is a method which is involved
identifying and describing specific incidents where employees did
something really well or that needs improving during their performance
period.
2. Weighted checklist:
In this style, performance appraisal is made under a method where the
jobs being evaluated based on descriptive statements about effective and
ineffective behavior on jobs.
3. Management By Objectives:
MBO is a method of performance appraisal in which managers or employers set
a list of objectives and make assessments on their performance on a regular
basis, and finally make rewards based on the results achieved. This method
mostly cares about the results achieved (goals) but not to the way how
employees can fulfill them.

4. Paired comparison analysis

This form of performance appraisal is a good way to make full use of the
methods of options. There will be a list of relevant options. Each option is in
comparison with the others in the list. The results will be calculated and then such
option with highest score will be mostly chosen.
5. Graphic rating scales
This format is considered the oldest and most popular method to assess the
employees performance .In this style of performance appraisal, the management
just simply does checks on the performance levels of their staff.
6. Essay Evaluation
In this style of performance appraisal, managers/supervisors are required to
figure out the strong and weak points of staffs behaviors. Essay evaluation
method is a non-quantitative technique. It is often mixed with the method the
graphic rating scale.

ADVANTAGES OF PERFORMANCE APPRASIAL:

It is said that performance appraisal is an investment for the company which can
be justified by following advantages:
Promotion: Performance Appraisal helps the supervisors to chalk out the
promotion programmers for efficient employees. In this regards, inefficient
workers can be dismissed or demoted in case.
Compensation: Performance Appraisal helps in chalking out compensation
packages for employees. Merit rating is possible through performance appraisal.
Motivation: Performance appraisal serves as a motivation tool. Through
evaluating performance of employees, a persons efficiency can be determined if
the targets are achieved. This very well motivates a person for better job and helps
him to improve his performance in the future.

MEANING OF RESEARCH:
Research is the systematic process of collecting and analyzing
information to increase our understanding of the phenomenon under
study. It is the function of the researcher to contribute to the
understanding of the phenomenon and to communicate that
understanding to others.
RESEARCH DESIGN:
Research design is known as framework within which the whole activity of
research and methods or procedures is clearly mentioned under which the
research is to conduct. Descriptive research design is used for the study.
Descriptive research design implies the study of complete information
regarding the respondents profile and his/her views/opinions/preferences
towards some problem. It can be called a research framework whereby the
complete descriptive of the respondent is studied and data in specific was
collected and analyzed to draw conclusions for a problem.

DATA COLLECTION :
Data collection is the process of gathering and measuring information on
variables of interest, in an established systematic fashion that enables one to
answer stated questions , test hypotheses, and evaluate outcomes.
Primary Data:
Primary data is the first hand information and thus happen to be original.
Such
original data is complied and studied for a specific purpose.
Questionnaire is prepared in order to get first hand information . Structured
Questionnaire method is used for the survey.
Secondary Data:
The secondary data are those data which have already been collected by
someone else and which have already been passed through the statistical
process. Magazines, journals and articles available on internet are used as
source of secondary data. The following secondary sources are used for the
survey:
Books.
Internet

OBJECTIVES OF THE STUDY

To know the awareness of Performance appraisal among employees of
hotel.
To know how much satisfied are employees with Performance appraisal
system of CHANDRAGUPT HOTEL.
To know how is the information of Performance appraisal used by the
management.
To study the current performance appraisal system of the hotel and identify
the gaps between the current state and the desired state.

SCOPE OF THE STUDY

The study restricting our research only to the workers and Employees of
Chandragupt Hotel Pvt. Ltd, Jaipur .So, the scope of this study is also confined to
Chandragupt Hotel.
The study will also help us to understand the performance appraisal and its need
and it will help us to improve the performance of employees.
The study will bring to light the performance of employees that will help the
management to take important decision regarding promotion, transfers etc.

REVIEW OF LITERATURE:
Colville &Millner (2011) recognize that a trap that
organizations can fall into is not recognizing that the
implementation of performance management is a change 6
performance management: literature review process. Too often,
organizations just look over the fence to what others are doing
and do the same (2011, p.35). They argue that this practice is
reasonable but it needs to be coupled with an understanding of
how the process will deliver organisation strategy and vision.
Muo(2010), performance appraisal entails the systematic,
organised and formalised process of evaluating individual
employees job related strengths and weaknesses with a view to
providing feedback on which performance adjustment can be
made. Thus, performance appraisal has both evaluative and
developmental objectives. It evaluates both traits and results.

LIMITATIONS OF THE STUDY

The research was carried out in a short period. Therefore the sample size
and the parameters were selected accordingly so as to finish the work
within the given time frame.
The information given by the respondents might be biased some of them
might not be interested to give correct information.
Some of the respondents could not answer the questions due to lack of
knowledge.
Some of the respondents of the survey were unwilling to share
information.

HISTORY:
Fort Chandragupt is a Heritage Deluxe Hotel in Jaipur located in the nerve center
of Jaipur City, popularly known as the Pink City of India. The Deluxe Hotel
provides modern facilities and luxury accommodation at economy tariff rates. Fort
Chandragupt is always known for its excellent hospitality towards the tourists
visiting Jaipur city. Fort Chandragupt embraces 67 Deluxe Rooms including 9
Suites all traditionally decorated in fine Rajputana style. Fort Chandraguptoffers a
wide range of personalized services and facilities to help in making the stay of
international tourists in Jaipur a memorable one. All Rooms are tastefully
decorated with Paintings of the Royal Era; it has been constant endeavour to better
the services and facilities. It offers everything a discerning guest could wish for
with impeccable and personalized service to all the guests. The hotel has a
delectable range of Indian cuisine on offer. Its modern business center has
everything you need.

While you may choose to stay in your room to make long distance calls, it also has an
Internet Cafe where guests can surf the net, chat with friends, and exchange email
while enjoying a quite cup of coffee.. The Hotel is very conveniently approachable by
road and has plenty of its own parking spaces. It is very close to the main market area
and yet its small and well-maintained garden ensures that the guests enjoy peace and
transquality.
HOTEL VALUES:
1. To recognize that the guests needs is the reason we exist as a hotel.
2. We care beyond just the room, and learn about what is important to the

individual

guest.
3. Responsive to the guests changing needs before, during and after their stay.
4. Fully accountable for our recommendations.
5. Continuing to review and evolve to meet market changes with speed and
flexibility.

DATA ANALYSIS AND INTERPRETATION

Q.1 Are you aware of Performance Appraisal system in
chandragupt hotel?
Awareness
Yes
No
Total

No. of respondents
38
12
50

percentage
76
24
100

% of respondents
Yes

No

24%

76%

INFERENCE:
Study shows that about 76% of
respondents are aware of
performance appraisal system in
the hotel.

Q 2. What type of Performance Appraisal preferred by the

employees of Chandragupt hotel?
Type of Performance Appraisal Preferred by the Employees of
the hotel
Types
Annually
Half yearly

No. of
Respondents
11

percentage

20

40

%of Respondents
Annually

Half yearly

Quarterly

18%

22%

22

Quarterly

10

20

Monthly

18

Total

50

100

20%
40%

Monthly

Q 3.What Method is implemented for Performance Appraisal

in the hotel?
Method Used For Performance Appraisal
Method

No. of Respondents

percentage

1.Critical incident method

2.
Paired comparison analysi
s
3.
360 degree performance ap
praisal
4.Graphic rating scales

10

20

12

5.Self appraisal

14

6.Forced ranking

10

Total

50

100

18

36

% of respondents
1.Critical incident method

2.Paired comparison analysis

3.360 degree performance appraisal

4.Graphic rating scales

5.Self appraisal

6.Forced ranking

10% 8%
14%

20%

12%
36%

INFERENCE: Study shows that majority of respondents

(36%) use graphic rating scale method for measuring
performance appraisal.

Q.4 Do you receive any increment in your salary

after performance appraisal?
Statement

No. of respondents

percentage

Yes

35

70

No

15

30

Total

50

100

% of respondents
Yes

No

30%

70%

INFERENCE:
Study shows that about 70% of respondents thinks that there is increment in salary
after performance appraisal and 30% of respondents thinks there is no increment in
salary after performance appraisal.

Q 5. Factors that hinders the Performance Appraisal system

in hotel.?
Factors that Hinders Performance Appraisal in hotel

Factors

No of Respondents

percentage

Personal factors

30

60

Official factors

12

24

No factor

16

Total

50

100

% of respondents
Personal factors

Official factors

No factor

16%

24%

60%

INFERENCE:
Study shows that about 60% of respondents thinks personal factors
hinders performance appraisal,24% of respondents thinks official
factors hinders performance appraisal,16% of respondents thinks that
no factor hinders performance appraisal.

FINDINGS OF THE STUDY

Majority of the people are aware about the Performance Appraisal in
CHANDRAGUPT HOTEL.
Most of the employees prefer half yearly Performance Appraisal programmees.
Method used for Performance Appraisal is generally rating.
Majority of employees are satisfied with the Performance Appraisal system used in
CHANDRAGUPT HOTEL.
Majority of the people agree that the Performance Appraisal system is needed in the
hotel.
The maximum number of times the Performance Appraisal is discussed or given in
groups with the employees.
Most of the time the Performance Appraisal are affected by the personal factors.
Most of the respondents are motivated by the information derived from the
Performance Appraisal.

SUGGESTIONS
The management of the hotel should appraise the performance of employees by
giving them some incentives, which would motivate them to work to their fullest
capacity and encourage them to work more and show good and better results.
On-going feedback is provided, the formal stepping down step should not be
particularly for either party moreover, in a MBO system that actually work,
ongoing feedback is the critical element.
Training and development programs should be provided time-to-time and it
make more effective that every employees take interest in programs.
Improving employees morale.
Motivation for employee be regular.
The hotel management should pay some incentives to the workers who are doing
best job and their performance is good.

CONCLUSION
After analyzing the collected data and on the basis of the inferences, following
conclusion can be drawn. The majority of people want performance appraisal
because without this one cannot take best and right decision. But some
appraises feel that they are not given proper feedback and even they dont want
any feedback as they think that they know their work very well. Performance
appraisal is useful for helping employees and management both through proper
feedback. Appraisers give proper feedback to their appraises on group basis and
proper training or challenging tasks are given to improve their performance,
mainly the formal training is given at the time of joining the organization but if
the employees face any problem later at the time of their job, their superiors help
them in resolving their problems at the same time. Majority of respondents
thinks that performance appraisal system helps in increment in salary and also
helps to increase employee moral that increase their quality of work and more
satisfaction in their job. At present the management of the hotel is using graphic
rating method for evaluating the performance of employees since there are
various other methods viz. 360 degree performance appraisal method etc.
management can prefer other methods as well so that the employees get aware of
their strength and weakness regarding their work profile.

BIBLIOGRAPHY:
BOOKS:
French Wendell L. Human Resource Management, Publisher Houghton Mifflin
Company , 2012
Hoggets Richard M, Hagen Kathryn W Modern human relation at work, Publisher
south-western colleges , 2011
Kothari C.R. Research Methodology Methods & Techniques, Revised Second
EDITION {New age international publishers}, 2013
David A. Decenzo/Stephen P. Robins (2013), Personal and Human Resource
Management. , Sage Publication
Sudha G.S. (2012-13), Human Resource Management, RBD Publications.
WEBSITES:
www.fortchandragupt.com
http://www.performance-appraisal.com

REFERENCES
Colville &Millner (2011) a trap that organizations can fall into is not
recognising that the implementation of performance management is a
change 6 performance management (2011, p.35).
Taylor , W (2008), The Age, my career section,p.11, 26/11/2008.
Cokins, G. 2009. Performance Management: Integrating Strategy
Execution, Methodologies, Risk and Analytics. John Wiley and
Sons,Volume 5, No. 2.
Aguinis, H. 2012. Performance Management (3rd edition).Prentice
Hall.(Human Resource emphasis).
Laurano , M. (2011). On boarding 2012: The business of first
impressions. Aberdeen Group; Bauer, T. N., Bodner, T., Erdogan,

THANK YOU