Project Report

On

Performance Appraisal at Capgemini Ltd

Submitted To

Prof. Sharon Dsouza

Submitted By

Omprakash Adep

MMS A – 59
 Company Information

Capgemini SE is a French multinational corporation that provides consulting, technology,

professional, and outsourcing services. It is headquartered in Paris, France. Capgemini has
over 200,000 employees in over 40 countries, of whom nearly 100,000 are in India.

Capgemini India Private Limited provides information technology consulting and

outsourcing services in enterprise resource planning, customer relationship management,
applications development, applications management, and infrastructure management. Its
technology services include architecture services, such as systems architecture and solution
design; systems integration, such as enterprise application packages, development and
integration services, and data and content services; infrastructure services, such as systems
engineering, network engineering, and security; and software development. The company
offers its services to clients in India, the United States, the Netherlands, France, Belgium, the
United Kingdom, Germany, Singapore, Australia, and Hong Kong. It serves various sectors,
including energy, utilities and chemicals, manufacturing, retail and distribution, financial
services and insurance, and life sciences. The company was incorporated in 1992 and is
based in Mumbai, India. Capgemini India Private Limited operates as a subsidiary of Cap
Gemini S.A.

Capgemini Invent combines strategy, technology, data science and creative design to
solve the most complex business and technology challenges.

Invent. Build. Transform. This is why we have created Capgemini Invent, Capgemini’s
new digital innovation, consulting and transformation global business line. Our multi-
disciplinary team helps business leaders find new sources of value. We accelerate the
process of turning ideas into prototypes and scalable real-world solutions; leveraging the
full business and technology expertise of the Capgemini Group to implement at speed
and scale.

The result is a coordinated approach to transformation, enabling businesses to create the

products, services, customer experiences, and business models of the future.
Objectives

 To study the employees, on the basis of performance and competence.

 To study how to retain top employees.

 To study how to motivate and increase productivity.

 To identify the requirement for training and development of employees.

 To provide confirmation to those employees who are hired as probationary employees,

upon completion of the term.

 To take a decision regarding the hike in employees pay, incentives etc.

 To facilitate communication between superior and subordinate.

 To help employees in understanding where they stand in terms of performance

Research Methodology

A survey whether the employees are satisfied with the Performance Appraisal in Capgemini
Ltd. was conducted.

This survey was conducted among 16 employees belonging to different departments and
different level in management.

Among the 16 employees majority of the employees has a working experience between 0 – 5
years in corporate.

Following are the questionnaires which were used while conducting the survey

 Name
 Designation
 Age

 Observation

In the Capgemini company 87.5% employees belong to the age group of 20 – 30 and 12.5%
belong to the age group of 31 – 40 this information is taken through survey.
 Observation
As the opinion of employees on performance appraisal where 43.8% of employees think
that performance appraisal is Evaluation of Employees, 25% of employees think that
performance appraisal is Promotion of Employees and other remaining 31.3% of employees
think that performance appraisal is Motivation.

 Observation

In the Capgemini company 81.3% employees receives increment in their salary after
performance appraisal where 18.8% of the employees do not receives increment in their
salary after performance appraisal
  Observation

In the organization Performance Appraisal for employees is made where 56.3% employees
get performance appraisal in yearly basis who less experience, 18.8% of employees get
performance appraisal in half yearly and 25% of employees get Performance Appraisal in
Quartely basis due to high experience.

 Observation

Here we can see that employees in Capgemini where 56.3% of employees thinks that
Performance Appraisal is given on basis of Quantitative Outcome Criteria, 18.8% of
employees thinks that Performance Appraisal is given on basis of Qualitative Process
Criteria, 12.5% employees thinks that Performance Appraisal is given on basis of Qualitative
Process Criteria, and again 12.5% of employees thinks that Performance Appraisal is given
on basis of Quantitative Process Criteria.

 Observation

Yes there are job expectations established before performance appraisal is made where
25% employees expects frequently, 37.5 employees expects often about job expectation,
31.3% of employees have sometimes job expectation.

 Observation

The rating of performance of the employees is done by superiors, subordinates, clients or

either by all where 68.8% employees says that superior rates the performance where 25%
says that all rates the performance of the employees and remaining 0.2% says that it is
rated by subordinates.
  Observation

In the Capgemini Company where 68.8% of the Employees says YES about appraisal system
provide a good communication between the top-management plans and business goals to
staff where else remaining 31.3% of employees says NO about appraisal system provide a
good communication between the top-management plans and business goals to staff

 Observation

In the Capgemini company, 87.5% of employees think that performance of employees can
improve after process of performance appraisal where 12.5% think that performance of
employees cannot improve after process of performance appraisal.
  Observation

68.8% of employees responded as Yes that they think performance appraisal helps to
change behaviour of employees, 25% of employees responded as No that they do not think
performance appraisal helps to change behaviour of employees and remaining employees
responded as Maybe that they think on both side.

 Observation

In the Capgemini company where 50% of employees think that performance appraisal
system of organization is related to Retention of employees, 25% of employees think that
performance appraisal system of organization is related to Motivation, 12.5% of employees
think that performance appraisal system of organization is related to Recruitment system
and remaining 12.5 think it is related to organizational culture
  Observation

In the Capgemini company 87.5% of employees are satisfied with the appraisal process
which gets them motivated towards there work , where as remaining 12.5% of employees
are not satisfied with the appraisal process due to they get demotivated toward there work.
Conclusion

 With rewards being directly linked to achievement of objectives, goal setting and
Performance Appraisal assumes most important.
 The performance Appraisal System has been professionally designed and it is
monitored by HRD. The implementation is the responsibility of each and every
employee along with their supervisor.
 There should be adequate training to the evaluator that will go a long way in
answering the quality of Performance Appraisal. In Conclusion, a Performance
Appraisal is a very tool used to influence employees.
 A formal Performance review is important as it gives an opportunity to get an
overall view of job performance and staff development. It encourages systematic
and regular joint stocking and planning for the future.
 Good performance reviews therefore don’t just summarize the past they help
determine future performance.
 Most employees receive a formal appraisal annually, although more frequent
appraisals are often needed for new employees, for longer serving staff who have
moved to new posts or for those who are below acceptable performance standards.
 Company use performance appraisals to give employees big-picture feedback on
their work and to justify pay increases and bonuses, as well as termination decisions.