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    Deepak Muralidharan
    This document summarizes a project report on the performance appraisal system used by Jindal Brothers Pvt. Ltd. The report reviews performance appraisal theory and outlines the objectives of studying Jindal Brother's system. It examines their techniques, how employees are rated, and how performance is improved. Findings note recommendations like rewarding attendance and improving training. The conclusion states that creating performance metrics is challenging but appraisals provide feedback and most employees perform well. The environment at Jindal Brothers is also deemed good.

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    DDDD DDDD

    Uploaded by

    Deepak Muralidharan
    21 views3 pages
    This document summarizes a project report on the performance appraisal system used by Jindal Brothers Pvt. Ltd. The report reviews performance appraisal theory and outlines the objectives of studying Jindal Brother's system. It examines their techniques, how employees are rated, and how performance is improved. Findings note recommendations like rewarding attendance and improving training. The conclusion states that creating performance metrics is challenging but appraisals provide feedback and most employees perform well. The environment at Jindal Brothers is also deemed good.

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    This document summarizes a project report on the performance appraisal system used by Jindal Brothers Pvt. Ltd. The report reviews performance appraisal theory and outlines the objectives of studying Jindal Brother's system. It examines their techniques, how employees are rated, and how performance is improved. Findings note recommendations like rewarding attendance and improving training. The conclusion states that creating performance metrics is challenging but appraisals provide feedback and most employees perform well. The environment at Jindal Brothers is also deemed good.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    21 views3 pages

    DDDD DDDD

    Uploaded by

    Deepak Muralidharan
    This document summarizes a project report on the performance appraisal system used by Jindal Brothers Pvt. Ltd. The report reviews performance appraisal theory and outlines the objectives of studying Jindal Brother's system. It examines their techniques, how employees are rated, and how performance is improved. Findings note recommendations like rewarding attendance and improving training. The conclusion states that creating performance metrics is challenging but appraisals provide feedback and most employees perform well. The environment at Jindal Brothers is also deemed good.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 3

    EXECUTIVE SUMMARY This project report is a review based on theory as well as the industry outlook of performance appraisal system

    of the organization. The report starts with the Introduction and Literature Review of performance appraisal system that outlines its history, definitions, purposes, types, process, methods, appraiser, parameters of evaluation and the essentials of an effective appraisal system.

    Further the performance appraisal system of Jindal Brothers Pvt.Ltd.company, collected through various primary and secondary sources have been included in the report which gives a fair idea of the kind of appraisal system being followed across various corporates.

    Last, the conclusions and references have been mentioned. OBJECTIVES OF THE STUDY

    To identify the technique of Performance Appraisal followed in Jindal Brothers Pvt. Ltd. To study how the employees are rated against these parameters To identify how the performance of the employees is improved and enhanced To provide suggestions & recommendations to improve their Performance Appraisal

    FINDINGS

    Include supervisors and managers responsible for conducting performance appraisals and the executive to whom they report. Meeting should be led by experienced facilitator, such as organizations head of HR, internal HR person trained as a facilitator or an external consultant Core of the meeting: Discussion of each employees performance rating and the supervisors reasons for that rating. Start with the outliers (extreme lows or highs) ID high performers and why Should be done before all performance ratings and compensation decisions are finalized.

    Recommendations 1. To improve attendance there should be rewards for those employees who attains above 95% attendance. 2. There should be training sessions to improve team building. 3. There should be proper training for appraisal to the employees. 4. In the beginning of the year employee must know the performance standards on which his/her performance will be judged in end of year. 5. More stress relieving packages should be offered to the mentally stressed staff. 6. Overtime should be taken care of at time of performance appraisal, which would motivate the employees to perform better for longer hours. 7. Performance appraisal should after at proper span of time . 8. Performance appraisal should be done by expert person.

    LEARNING 1. Function of HR department in a manufacturing firm. 2. Solving hurdles in the process of appraisal 3. Steel manufacturing process. 4. Manpower required for the company. 5. Solving employees problems. 6. Organizational structure

    CONCLUSION

    Finding job responsibilities of employees is easy but making of KRAs is quite challenging. Performance appraisal is a vehicle to validate and refine organizational actions (e.g. selection, training); Performance appraisal provides feedback to employees with an eye on improving future performance. Performance of almost all employees is good.

    Environment of the company is very good.

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