TITLE OF THE PROJECT
Performance Evaluation
Submitted in Partial Fulfillment for the Award of the Degree of Master of Management
Studies (MMS) (Under University of Mumbai)
Submitted by Shreya Phatak (Roll No. 35)
Under The Guidance of [NAME OF THE GUIDE] (Academic Year 2024-25)
MASTER OF MANAGEMENT STUDIES (MMS) DEPARTMENT ST. JOHN COLLEGE
OF ENGINEERING & MANAGEMENT Village Vevoor, Manor Road, Palghar (East)
Palghar District, Maharashtra/India, Pin-401404 Web: http://www.sjcem.co.in
DECLARATION
I hereby declare that this Project Report titled ‘Performance Evaluation’ submitted by me to
the University of Mumbai through St. John College of Engineering & Management, Palghar
is a bonafide work undertaken by me and it is not submitted to any other university or
institution for the award of any degree/diploma/certificate or published any time before.
Date: Place: Palghar (Signature of the Student) Name: Shreya Phatak Roll No: 35
ACKNOWLEDGEMENT
The gratification and joy that accompanies the successful completion of any task would be
incomplete without the humble and deep-felt expression of gratitude to everyone who has
made it possible.
I would like to extend my heartfelt gratitude to [Name of the HOD] who gave me an
opportunity to work under his/her guidance in this department.
Further, I would like to place on record my grateful thanks to my company guide and other
members at Karandikar Laboratory Private Limited who spent their valuable time in guiding
me in this project. Their cooperation and encouragement have immensely helped in the
completion of the project.
I also convey my sincere thanks to Prof. [Name of the Faculty Guide], my internal project
guide, who has been a constant source of motivation and inspiration and has helped in
bringing out the best in me.
I am also thankful to all staff members of Karandikar Laboratory Private Limited who, as a
team, contributed to the successful completion of this project.
Place: Palghar Date: (Signature of the Student) Name: Shreya Phatak Email:
[email protected]
EXECUTIVE SUMMARY
This project report is an analysis of the performance evaluation process at Karandikar
Laboratory Private Limited. Performance evaluation is a critical function of Human Resource
Management that impacts employee development, organizational growth, and operational
efficiency.
The project focuses on understanding the current methods used by the organization for
evaluating employee performance, identifying the strengths and weaknesses of these
methods, and providing recommendations for improvement.
The study uses primary data collected through questionnaires and interactions with
employees and management, alongside secondary data sourced from HR literature and
organizational documents.
The findings suggest that while Karandikar Laboratory follows structured appraisal
techniques, there is scope for better alignment with employee development needs, clearer
communication of performance metrics, and increased feedback opportunities. The
recommendations offered are aimed at making the process more effective and employee-
centric
1. INTRODUCTION
Human Resource Management (HRM) is an essential area in any organization, influencing
growth, productivity, and employee satisfaction. Performance evaluation, as a core HR
function, helps assess an employee's job performance in a systematic way.
The process provides feedback to employees, identifies training needs, supports promotion
decisions, and aligns personal goals with organizational objectives. This project studies the
performance evaluation system at Karandikar Laboratory Private Limited, Palghar, to analyze
its effectiveness and identify potential improvements.
2. INDUSTRY AND COMPANY PROFILE
2.1 Introduction to the Organization Karandikar Laboratory Private Limited is a leading
player in the testing, calibration, and inspection sector, catering to industries requiring high-
quality and accurate technical services.
2.2 Vision and Mission Vision: To be the most trusted laboratory service provider ensuring
precision, accuracy, and innovation. Mission: Delivering reliable, efficient, and customer-
centric laboratory services with utmost integrity and technical competence.
2.3 Activities of the Organization
Testing and calibration services
Technical inspections
Research support
2.4 Group Companies
[To be filled if applicable]
2.5 Organizational Structure
Managing Director
Technical Head
Quality Manager
HR & Administration
Departmental Heads
3. OBJECTIVES OF THE STUDY
4. To analyze the current employee performance evaluation process at Karandikar
Laboratory Private Limited.
5. To identify the techniques used to conduct performance appraisals.
6. To assess employee perceptions about the effectiveness of the performance evaluation
system.
7. To provide recommendations for enhancing the performance evaluation process.
8. NEED FOR THE STUDY
To understand the effectiveness of the current appraisal system.
To bridge gaps between employee expectations and organizational practices.
To provide constructive feedback for organizational growth.
To align employee goals with the company’s strategic objectives.
5. LITERATURE REVIEW
Performance appraisal, also known as performance review or evaluation, is a method by
which the job performance of an employee is documented and evaluated. Aswathappa (2010)
defines it as "the process of evaluating an employee’s performance on the job in terms of the
requirements of the job."
Performance evaluation is essential for various HR functions including promotions,
compensations, and identifying training needs.
Previous research indicates that clear objectives, consistent feedback, and transparent
processes significantly improve the effectiveness of performance evaluations (K.
Aswathappa, "Human Resource Management," Fifth Edition, McGraw-Hill, 1997, pp. 230-
233).
Research studies highlight the positive correlation between effective performance appraisals
and employee satisfaction, thereby impacting productivity and retention.
(Footnote: K. Aswathappa, "Human Resource Management," Fifth Edition, McGraw-Hill
Companies, 1997, page 230-233)
6. RESEARCH METHODOLOGY
6.1 Type of Research The research is descriptive in nature, focusing on analyzing and
interpreting existing processes and employee feedback.
6.2 Method of Data Collection Primary Data: Collected through structured questionnaires
distributed to employees of Karandikar Laboratory Private Limited. Secondary Data:
Collected from company documents, HR manuals, journals, books, and online articles.
6.3 Sampling Method Convenience sampling method was used to collect data from
employees available and willing to participate during the project period.
6.4 Sample Size 20 respondents (employees of Karandikar Laboratory Private Limited)
7. DATA ANALYSIS & INTERPRETATION
8. Do you understand the performance evaluation process followed in your
organization?
Yes: 80%
No: 20%
2. How often do you receive feedback about your performance?
Quarterly: 50%
Half-yearly: 30%
Annually: 20%
3. Are you satisfied with the current performance appraisal system?
Highly Satisfied: 20%
Satisfied: 50%
Dissatisfied: 30%
4. Do you feel the appraisal process helps in your personal and professional growth?
Yes: 60%
No: 40%
5. What suggestions would you give to improve the process?
Regular feedback sessions
More transparency in rating criteria
Linking appraisals with training opportunities
Interpretation: The data indicates that while most employees are aware of the performance
evaluation process and receive feedback regularly, there is dissatisfaction among some
employees about the transparency and usefulness of the process.
8. FINDINGS
Majority of employees are aware of the performance evaluation process.
Regular feedback is appreciated, but frequency and transparency can be improved.
A considerable percentage of employees feel the process can be more beneficial for
their growth.
9. RECOMMENDATIONS
Conduct performance reviews quarterly with structured feedback sessions.
Develop clear and transparent performance evaluation criteria.
Provide training and development opportunities linked to appraisal outcomes.
Establish a two-way feedback mechanism between employees and supervisors.
10. LIMITATIONS OF THE STUDY
The sample size is limited to 20 respondents, which may not fully represent the entire
organization.
Data was collected only from available employees during the internship period.
Responses may be subject to personal bias.
11. FUTURE SCOPE OF STUDY
Conducting a large-scale study involving more departments and employees.
Incorporating qualitative interviews for deeper insights.
Comparing performance evaluation systems across similar organizations in the
industry.
12. CONCLUSION
The study on performance evaluation at Karandikar Laboratory Private Limited highlighted
the strengths and areas for improvement in their appraisal system. By implementing the
suggested recommendations, the organization can enhance employee satisfaction, boost
productivity, and align performance management with strategic goals.
13. REFERENCES
K. Aswathappa, "Human Resource Management," Fifth Edition, McGraw-Hill
Companies, 1997, pp. 230-233.
https://karandikarlab.com/
Online articles and HR research journals.
14. ANNEXURE
Sample Questionnaire:
1. Do you understand the performance evaluation process followed in your
organization?
2. How often do you receive feedback about your performance?
3. Are you satisfied with the current performance appraisal system?
4. Do you feel the appraisal process helps in your personal and professional growth?
5. What suggestions would you give to improve the process?
6. RESEARCH METHODOLOGY
6.1 Type of Research The research is descriptive in nature, focusing on analyzing and
interpreting existing processes and employee feedback.
6.2 Method of Data Collection Primary Data: Collected through structured questionnaires
distributed to employees of Karandikar Laboratory Private Limited. Secondary Data:
Collected from company documents, HR manuals, journals, books, and online articles.
6.3 Sampling Method Convenience sampling method was used to collect data from
employees available and willing to participate during the project period.
6.4 Sample Size 20 respondents (employees of Karandikar Laboratory Private Limited)
7. DATA ANALYSIS & INTERPRETATION
8. Do you understand the performance evaluation process followed in your
organization?
Yes: 80%
No: 20%
2. How often do you receive feedback about your performance?
Quarterly: 50%
Half-yearly: 30%
Annually: 20%
3. Are you satisfied with the current performance appraisal system?
Highly Satisfied: 20%
Satisfied: 50%
Dissatisfied: 30%
4. Do you feel the appraisal process helps in your personal and professional growth?
Yes: 60%
No: 40%
5. What suggestions would you give to improve the process?
Regular feedback sessions
More transparency in rating criteria
Linking appraisals with training opportunities
Interpretation: The data indicates that while most employees are aware of the performance
evaluation process and receive feedback regularly, there is dissatisfaction among some
employees about the transparency and usefulness of the process.
8. FINDINGS
Majority of employees are aware of the performance evaluation process.
Regular feedback is appreciated, but frequency and transparency can be improved.
A considerable percentage of employees feel the process can be more beneficial for
their growth.
9. RECOMMENDATIONS
Conduct performance reviews quarterly with structured feedback sessions.
Develop clear and transparent performance evaluation criteria.
Provide training and development opportunities linked to appraisal outcomes.
Establish a two-way feedback mechanism between employees and supervisors.
10. LIMITATIONS OF THE STUDY
The sample size is limited to 20 respondents, which may not fully represent the entire
organization.
Data was collected only from available employees during the internship period.
Responses may be subject to personal bias.
11. FUTURE SCOPE OF STUDY
Conducting a large-scale study involving more departments and employees.
Incorporating qualitative interviews for deeper insights.
Comparing performance evaluation systems across similar organizations in the
industry.
12. CONCLUSION
The study on performance evaluation at Karandikar Laboratory Private Limited highlighted
the strengths and areas for improvement in their appraisal system. By implementing the
suggested recommendations, the organization can enhance employee satisfaction, boost
productivity, and align performance management with strategic goals.
13. REFERENCES
K. Aswathappa, "Human Resource Management," Fifth Edition, McGraw-Hill
Companies, 1997, pp. 230-233.
https://karandikarlab.com/
Online articles and HR research journals.
14. ANNEXURE
Sample Questionnaire:
1. Do you understand the performance evaluation process followed in your
organization?
2. How often do you receive feedback about your performance?
3. Are you satisfied with the current performance appraisal system?
4. Do you feel the appraisal process helps in your personal and professional growth?
5. What suggestions would you give to improve the process?
TITLE OF THE PROJECT
Performance Evaluation
Submitted in Partial Fulfillment for the Award of the Degree of Master of Management
Studies (MMS) (Under University of Mumbai)
Submitted by Shreya Phatak (Roll No. 35)
Under The Guidance of [NAME OF THE GUIDE] (Academic Year 2024-25)
MASTER OF MANAGEMENT STUDIES (MMS) DEPARTMENT ST. JOHN COLLEGE
OF ENGINEERING & MANAGEMENT Village Vevoor, Manor Road, Palghar (East)
Palghar District, Maharashtra/India, Pin-401404 Web: http://www.sjcem.co.in
DECLARATION
I hereby declare that this Project Report titled ‘Performance Evaluation’ submitted by me to
the University of Mumbai through St. John College of Engineering & Management, Palghar
is a bonafide work undertaken by me and it is not submitted to any other university or
institution for the award of any degree/diploma/certificate or published any time before.
Date: Place: Palghar (Signature of the Student) Name: Shreya Phatak Roll No: 35
ACKNOWLEDGEMENT
The gratification and joy that accompanies the successful completion of any task would be
incomplete without the humble and deep-felt expression of gratitude to everyone who has
made it possible.
I would like to extend my heartfelt gratitude to [Name of the HOD] who gave me an
opportunity to work under his/her guidance in this department.
Further, I would like to place on record my grateful thanks to my company guide and other
members at Karandikar Laboratory Private Limited who spent their valuable time in guiding
me in this project. Their cooperation and encouragement have immensely helped in the
completion of the project.
I also convey my sincere thanks to Prof. [Name of the Faculty Guide], my internal project
guide, who has been a constant source of motivation and inspiration and has helped in
bringing out the best in me.
I am also thankful to all staff members of Karandikar Laboratory Private Limited who, as a
team, contributed to the successful completion of this project.
Place: Palghar Date: (Signature of the Student) Name: Shreya Phatak Email:
[email protected]
EXECUTIVE SUMMARY
This project report is an analysis of the performance evaluation process at Karandikar
Laboratory Private Limited. Performance evaluation is a critical function of Human Resource
Management that impacts employee development, organizational growth, and operational
efficiency.
The project focuses on understanding the current methods used by the organization for
evaluating employee performance, identifying the strengths and weaknesses of these
methods, and providing recommendations for improvement.
The study uses primary data collected through questionnaires and interactions with
employees and management, alongside secondary data sourced from HR literature and
organizational documents.
The findings suggest that while Karandikar Laboratory follows structured appraisal
techniques, there is scope for better alignment with employee development needs, clearer
communication of performance metrics, and increased feedback opportunities. The
recommendations offered are aimed at making the process more effective and employee-
centric.
INDEX
1. Introduction
2. Industry and Company Profile
3. Objectives of the Study
4. Need for the Study
5. Literature Review
6. Research Methodology
7. Data Analysis & Interpretation
8. Findings
9. Recommendations
10. Limitations of the Study
11. Future Scope
12. Conclusion
13. References
14. Annexure
15. INTRODUCTION
Human Resource Management (HRM) is an essential area in any organization, influencing
growth, productivity, and employee satisfaction. Performance evaluation, as a core HR
function, helps assess an employee's job performance in a systematic way.
The process provides feedback to employees, identifies training needs, supports promotion
decisions, and aligns personal goals with organizational objectives. This project studies the
performance evaluation system at Karandikar Laboratory Private Limited, Palghar, to analyze
its effectiveness and identify potential improvements.
2. INDUSTRY AND COMPANY PROFILE
2.1 Introduction to the Organization Karandikar Laboratory Private Limited is a leading
player in the testing, calibration, and inspection sector, catering to industries requiring high-
quality and accurate technical services.
The testing and calibration industry plays a critical role in industrial development by ensuring
product quality, safety, and compliance with national and international standards. With the
rapid growth of industrialization in India, the demand for accredited laboratories has
increased, making Karandikar Laboratory a key contributor in this sector.
2.2 Vision and Mission Vision: To be the most trusted laboratory service provider ensuring
precision, accuracy, and innovation. Mission: Delivering reliable, efficient, and customer-
centric laboratory services with utmost integrity and technical competence.
2.3 Activities of the Organization
Testing and calibration services for industrial products.
Technical inspections and certifications.
Research and consultancy support for engineering projects.
Environmental and mechanical testing.
2.4 Group Companies
None
2.5 Organizational Structure
Managing Director
Technical Head
Quality Manager
HR & Administration
Departmental Heads
Laboratory Technicians
Administrative Support
3. OBJECTIVES OF THE STUDY
4. To analyze the current employee performance evaluation process at Karandikar
Laboratory Private Limited.
5. To identify the techniques used to conduct performance appraisals.
6. To assess employee perceptions about the effectiveness of the performance evaluation
system.
7. To provide recommendations for enhancing the performance evaluation process.
8. NEED FOR THE STUDY
To understand the effectiveness of the current appraisal system.
To bridge gaps between employee expectations and organizational practices.
To provide constructive feedback for organizational growth.
To align employee goals with the company’s strategic objectives.
To ensure a fair, transparent, and motivational performance management system.
5. LITERATURE REVIEW
Performance appraisal, also known as performance review or evaluation, is a systematic
method by which the job performance of an employee is documented and evaluated.
K. Aswathappa (2010) defines it as "the process of evaluating an employee’s performance on
the job in terms of the requirements of the job."
According to Edwin B. Flippo, "Performance appraisal is the systematic, periodic and
impartial rating of an employee’s excellence in matters pertaining to his present job and his
potential for a better job."
Importance of Performance Appraisal:
Enhances employee productivity.
Provides clarity on expectations.
Identifies employee training and development needs.
Forms the basis for promotions, rewards, and incentives.
Helps align individual and organizational goals.
Techniques of Performance Appraisal:
Graphic Rating Scales
360-Degree Feedback
Management by Objectives (MBO)
Behaviorally Anchored Rating Scales (BARS)
Critical Incident Method
Previous Studies: A study by Armstrong (2006) suggested that organizations with continuous
feedback mechanisms demonstrate higher employee engagement.
(Footnote: K. Aswathappa, "Human Resource Management," Fifth Edition, McGraw-Hill
Companies, 1997, page 230-233)
6. RESEARCH METHODOLOGY
6.1 Type of Research The research is descriptive in nature, focusing on analyzing and
interpreting existing processes and employee feedback.
6.2 Method of Data Collection Primary Data: Collected through structured questionnaires
distributed to employees of Karandikar Laboratory Private Limited. Secondary Data:
Collected from company documents, HR manuals, journals, books, and online articles.
6.3 Sampling Method Convenience sampling method was used to collect data from
employees available and willing to participate during the project period.
6.4 Sample Size 20 respondents (employees of Karandikar Laboratory Private Limited)
7. DATA ANALYSIS & INTERPRETATION
8. Do you understand the performance evaluation process followed in your
organization?
Yes: 80%
No: 20%
2. How often do you receive feedback about your performance?
Quarterly: 50%
Half-yearly: 30%
Annually: 20%
3. Are you satisfied with the current performance appraisal system?
Highly Satisfied: 20%
Satisfied: 50%
Dissatisfied: 30%
4. Do you feel the appraisal process helps in your personal and professional growth?
Yes: 60%
No: 40%
5. What suggestions would you give to improve the process?
Regular feedback sessions
More transparency in rating criteria
Linking appraisals with training opportunities
Interpretation: The data indicates that while most employees are aware of the performance
evaluation process and receive feedback regularly, there is dissatisfaction among some
employees about the transparency and usefulness of the process. Many employees expect
regular feedback sessions and better linkage between appraisals and growth opportunities.
8. FINDINGS
Majority of employees are aware of the performance evaluation process.
Regular feedback is appreciated, but frequency and transparency can be improved.
Employees feel that aligning appraisals with training and promotions will add value.
Some employees expressed concerns over subjective evaluation parameters.
9. RECOMMENDATIONS
Conduct quarterly performance reviews with clear KPIs.
Develop a transparent rating system and share it with all employees.
Link appraisals with career development plans.
Organize training programs based on appraisal feedback.
Create a continuous feedback culture with periodic informal discussions.
10. LIMITATIONS OF THE STUDY
The sample size is limited to 20 respondents, which may not fully represent the entire
organization.
Data was collected only from available employees during the internship period.
Employee responses may have been influenced by their personal perceptions and
workplace dynamics.
11. FUTURE SCOPE OF STUDY
Conduct a comprehensive survey covering all departments.
Include management perspectives in future research.
Compare results with industry benchmarks to provide more actionable insights.
Explore the use of technology-driven appraisal systems for enhanced accuracy.
12. CONCLUSION
The study on performance evaluation at Karandikar Laboratory Private Limited highlighted
the strengths and areas for improvement in their appraisal system. Implementing the
suggested recommendations will help create a transparent, effective, and employee-centric
performance evaluation process. Ultimately, this will lead to greater employee motivation,
productivity, and organizational success.
13. REFERENCES
K. Aswathappa, "Human Resource Management," Fifth Edition, McGraw-Hill
Companies, 1997, pp. 230-233.
Armstrong, M. (2006), "A Handbook of Human Resource Management Practice,"
Kogan Page Publishers.
https://karandikarlab.com/
Online articles and HR research journals.
14. ANNEXURE
Sample Questionnaire:
1. Do you understand the performance evaluation process followed in your
organization?
2. How often do you receive feedback about your performance?
3. Are you satisfied with the current performance appraisal system?
4. Do you feel the appraisal process helps in your personal and professional growth?
5. What suggestions would you give to improve the process?
Thank you for your participation.
PERFORMANCE EVALUATION
Submitted in Partial Fulfillment for the Award of the Degree of
Master of Management Studies (MMS)
(Under University of Mumbai)
Submitted by
Shreya Phatak
(Roll No. 35)
Under The Guidance of
[NAME OF THE GUIDE]
(Academic Year 2024-25)
MASTER OF MANAGEMENT STUDIES (MMS) DEPARTMENT
ST. JOHN COLLEGE OF ENGINEERING & MANAGEMENT
Village Vevoor, Manor Road, Palghar (East)
Palghar District, Maharashtra/India, Pin-401404
Web: http://www.sjcem.co.in
Survey Results on Performance Evaluation
Table: Survey Responses
Question Yes (%) No (%)
Understanding of Evaluation 80 20
Process
Frequency of Feedback 50 50
Satisfaction with System 70 30
Helps in Personal & 60 40
Professional Growth
