‘TITLE OF THE PROJECT’
Submitted in Partial Fulfillment
for the Award of the Degree of
Master of Management Studies (MMS)
(Under University of Mumbai)
Submitted by
STUDENT NAME
(Roll No… )
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
ST. JOHN COLLEGE OF ENGINEERING & MANAGEMENT
Village Vevoor, Manor Road, Palghar (East)
Web: http://www.sjcem.co.in
CERTIFICATE
This is to certify that the Project titled, ‘………………………………………….
………………………………………………………………………….
is successfully completed by Mr./Ms………………………………………………
during the II semester, in partial fulfillment of the Master’s Degree in Management
Studies recognized by the University of Mumbai for the academic year 2022-23
through St. John College of Engineering & Management, Palghar. This project
work is original and not submitted earlier for the award of any degree/diploma or
association of any other university/institution.
(Signature of Guide)
Date: Name of the guide
Place:
DECLARATION
I hereby declare that this Project Report titled ‘ ’
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 : (Signature of the Student)
Name:
Roll No:
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 would like to place on record my grateful thanks to Company guide and other members if any
who spent their valuable time in guiding me in this project, whose cooperation and encouragement, has
immensely helped in the completion of the project.
I also would like to 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 bring out the
best in me.
I am also thankful to all staff members of name of the company who as a team have contributed in the
successful completion of this project.
Place: Palghar
Date: Name of the Student
Email:
Index
Sr.N Name of the topic Page No.
o.
1 Introduction
2
3
4
5 Literature Review
6 Research Methodology
7 Data Analysis &
Interpretation
8 Conclusion
9 Recommendations
10 Bibliography
11 Appendix
(COMPANY CERTIFICATE SHOULD BE ON THE LETTER HEAD OF THE COMPANY)
TO WHOMSOEVER IT MAY CONCERN
This is to certify that Mr./Ms. Name of the student a student of MMS from Aldel Education Trust’s St. John
College of Engineering and Management, has successfully completed his/her project on “Title of the
project” in the name of the company. His /Her conduct during the project period (Time Period) was good.
We wish him/her all the best in his/her future endeavors.
Name of the Company (Seal)
Name & Sign -
(Head of the Department)
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.
Employee performance plays a significant role in achieving organizational goals. Employee Performance
Evaluation is a systematic process by which an organization assesses an individual employee’s job performance
and productivity.
In today’s dynamic and competitive environment, organizations must continuously enhance their workforce
capabilities. Karandikar Laboratory Private Limited (KLPL), primarily engaged in testing and evaluation of
hazardous area equipment, recognizes the importance of an efficient performance evaluation system. This
project is designed to study the existing performance evaluation system at KLPL, identify gaps, and suggest
improvements.
INDUSTRY AND COMPANY PROFILE
Introduction:
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.
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.
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.
Organizational Structure
Managing Director
Technical Head
Quality Manager
HR & Administration
Departmental Heads
Laboratory Technicians
Administrative Support
OBJECTIVES OF THE STUDY
To analyze the current employee performance evaluation process at Karandikar Laboratory Private
Limited.
To identify the techniques used to conduct performance appraisals.
To assess employee perceptions about the effectiveness of the performance evaluation system.
To provide recommendations for enhancing the performance evaluation process.
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.
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)
RESEARCH METHODOLOGY
Type of Research The research is descriptive in nature, focusing on analyzing and interpreting existing
processes and employee feedback.
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.
Sampling Method Convenience sampling method was used to collect data from employees available and willing
to participate during the project period.
Sample Size 20 respondents (employees of Karandikar Laboratory Private Limited)
DATA ANALYSIS & INTERPRETATION
1. 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.
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.
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.
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.
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.
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.
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.
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?
