A

SYNOPSIS

ON

“EVALUATION OF PERFORMANCE APPRAISAL"

AT
ICICI BANK LTD
BY
SARA AASIMA
H.T.NO:1421-20-672-070
SUBMITTED IN PARTIAL FULFILLMENT OF THE

REQUIREMENT FOR THE AWARD OF THE

MASTERS OF BUSINESS ADMINISTRATION

UNDER THE GUIDANCE OF

-----------------------------------------

AYMB SCHOOL OF BUSINESS FOW WOMENS

(AFFILIATED TO OSMANIA UNIVERSITY)

BARKATHPURA, HYDERABAD.

(2020-2022)
1.1 INTRODUCTION

A performance appraisal is a systematic and periodic process that assesses an individual

employee’s job performance and productivity in relation to certain pre-established criteria

and organizational objectives. Other aspects of individual employees are considered as well,

such as organizational citizenship behavior, accomplishments, potential for future

improvement, strengths and weaknesses, etc. To collect PA data, there are three main

methods: objective production, personnel, and judgmental evaluation. Judgmental evaluations

are the most commonly used with a large variety of evaluation methods. A PA is typically

conducted annually. The interview could function as “providing feedback to employees,

counseling and developing employees, and conveying and discussing compensation, job

status, or disciplinary decisions”. PA is often included in performance management systems.

Performance management systems are employed “to manage and align" all of an

organization's resources in order to achieve highest possible performance. “How performance

is managed in an organization determines to a large extent the success or failure of the

organization. Therefore, improving PA for everyone should be among the highest priorities of

contemporary” organizations.

Some applications of PA are performance improvement, promotions, termination, test

validation, and more. While there are many potential benefits of PA, there are also some

potential drawbacks. For example, PA can help facilitate management-employee

communication; however, PA may result in legal issues if not executed appropriately as many

employees tend to be unsatisfied with the PA process. PAs created in and determined as

useful in the United States are not necessarily able to be transferable cross-culturally.

A major concern of every organization should be to contribute positively towards the

achievement of its objective. Organizational effectiveness is often equated with managerial

utilization of human resource available through individual employees under his guidance.

Hence, it is always required for a manager to monitor and measure the performance of

employees.

Moreover, since the organization exists to achieve the goals, the degree of success that

individual employees have in reaching this individual goal is important in determining

organizational effectiveness. The assessment of how successful employees have been at

meeting their individual goal to come a critical part of human resource management. This

leads to concept of performance appraisal.

A performance appraisal system functions as definitions of performance.

Performance appraisal is needed in order to provide information about the performance ranks

basing on which decisions regarding salary fixation, confirmation, promotion, transfer and

demotion are taken.

Provide feedback information about the level of achievement and behaviour of subordinate.

This information helps to review the performance of the subordinate, rectifying performance

deficiencies and to set new standards of work, if necessary provide information which helps

to counsel the subordinate.

Provide information to diagnose deficiency in employee regarding skills, knowledge,

determine training and developmental needs and to prescribe the means for employee growth

provides information for correcting placement

 The scope of the study major purpose is description of the state of affairs existing at

present. The study is descriptive design, which includes surveys and facts. Study

helps to improve knowledge as well as skills.

 Performance appraisal aimed for the betterment of the organisation in terms of quality

as well as quantity and increase the productivity by increasing the level of

performance.

 Human resource projections are valid on appraisals. By improving job skills, the
employees have lot of scope for development and prepare themselves for higher
responsibilities.
 Through analysis of the performance appraisal system will help the management to
know the short comings, if any. It also help the company in knowing whether the
performance appraisal techniques are used to full extent or not, there by the researcher
can understand the effective implement of the performance appraisal system.
1.4 OBJECTIVES OF THE STUDY:

 The study was undertaken to analyse the methods used for the appraisal program.

 To analyse and examine the effectiveness of performance appraisal programmes in

ICICI BANK LTD.

 To know the effectiveness of other human resource functions of the organisation such

as recruitment, selection, training and development etc.

 To assess how often performance appraisal programmes are conducted.

 To study the important factors which are needed for performance appraisal
RESEARCH METHODOLOGY OF THE STUDY:

The research methodology is a systematic way to solve the problem and it is an important

component of the study without which researcher may not be able to obtain the facts and

figures from the employees.

SOURCE OF DATA:

The study is based on primary as well as secondary data collected from different sources:

A). Primary Data:

The primary data is collected with the help of questionnaires, which consists of twenty

questions each. The questionnaires are chosen because of its simplicity and liability.

Researcher can expect straight answers to the questions.

B). Secondary Data:

Secondary data is collected through the documents provided by the personnel department of

ICICI BANK LTD. . The documents include personnel manuals, books, reports, journal,

etc.

SAMPLING PROCESS:

A). Sample Unit:

The executives and employed at ICICI BANK LTD. Hyderabad constitute ‘universe’ of the

present study. A part of it is taken as sample unit for the resent study.
B). Sample Size:

The sample size consists of 100 respondents employed in ICICI BANK LTD, Hyderabad. Of

these 30 are executives, 20 are senior executives and the remaining 50 are employees.

PERIOD OF THE STUDY:

Since so many years ICICI BANK LTD Hyderabad has been following the same procedure

of appraisals for their executives and employees and for the study of my project last one-year

data has collected on performance appraisals.

Statistical tools used

Percentage method:

Percentage method is used in making comparison between two or more series of data.

This is used to describe relationship.

Percentage of respondents = No of respondents x 100

Total respondents

The method of study followed in this project (in brief):

Sample size : 100

Data collection method : Primary and Secondary.

Duration of study : 45 days.

LIMITATIONS OF THE STUDY:

 Due to time constraints the study was limited only for 45days.

 Random sampling method has been adopted and all limitations applicable to that

method are applicable here also.

 The authenticity of information provided by the New Entrant Manager cannot be

assured.

 Analysis of the data has been done based on the assumptions that the information

provided by the respondents is genuine.

 The sample size is small when compared to total universe, Hence the capability of

study to the whole universe is constraint.