TOPIC:- A STUDY ON PERFORMANCE OF HARSHALI

HYUNDAI
MENTOR :- MANISH SHRIVASTAVA
HOD JAYANT DUBEY
PRARTHANA SINGH THAKUR
MBA 3RD SEM BTIRT COLLEGE
CERTIFICATE
This is to certify that the candidates of the Master of Business Administration (MBA)
course, specialization in Human recourse of the BTIRT Sagar are worked under the
supervision of Mr. Manish shrivastava and have satisfactorily conducted project work.
Their project work en titled a study Report on the Harshali Hyundai performance
appraisal system

Dr. Jayant Dubey

Mr. Manish shrivatava

HOD ,Business of Administrative

project guide

DECLARATION

I herely declare that with the acceptance of the suggestion and guidance receive from
my faculty guide Mr .Manish shrivastava and project titled A study on the performance
appraisal of Hrashali Hyundai

Date:

miss prarthana Singh thakur

MBA III sem
2014-2015

Place:

ACKNOWLEDMENT

I am extremely grateful to Mr. Manish shrivastava for providing me the honor of carrying
out this project ,which helped me to put my learnings into experience without his help it
would be impossible for me to proceed in the right direction.
I would also like to express my sincere regards to the staff of BTIRT, Sagar whose help
and guidance enabled me to carry on the project successfully.
A project report needs co-operation ,guidance and experience of many more other than
there person whose name appear on the cover.

Name:-Prarthana Singh thakur

MBA III sem
BTIRT ,SAGAR

CONTENTS

TOPICS

PAGE NO.

DECLARATION

CERTIFICATE

ACKNOWLEDGEMENT

INTRODUCTION

COMPANY PROFILE

ABOUT HARSHALI HYUNDAI

MISSION
VISION
SWOT ANALYSIS

OBJECTIVES

Key element of performance appraisal

Stage of performance appraisal
Advantage of performance appraisal
Problems of performance Appraisal

RESEARCH METHODOLOGY
DATA COLLECTION METHOD

DATA ANALYSIS & INTERPRETATION

LIMITATION

SUGGESTION

FINDINGS

CONCLUSION

QUESTIONNAIRE

BIBLIOGRAPHY

INTRODUCTION
Performance management is a holistic process bringing together many of the
elements
which go to make up the successful practice of people management,
including in particular learning and development. But for this very reason, it
is complex and capable of being misunderstood (CIPD, 2008a). Performance
management is not achievable unless there are effective processes of
continuous development. This addresses the core competencies of the
organization and the capabilities of individuals and teams. Performance
management should really
be called performance and development
management. (Armstrong and Baron, 1998) Performance appraisal is one
element
of
performance
management
which
involves
different
measurements throughout the organization. Performance appraisal is the
most important if the organizations are to take the advantage of their most
important asset, employees, and gain human capital advantage.

Performance Appraisal
Performance appraisal may be defined as a structured formal interaction
between a subordinate and supervisor, that usually takes the form of a
periodic interview (annual or semi-annual), in which the work performance of
the subordinate is examined and discussed, with a view to identifying
weaknesses and strengths as well as opportunities for improvement and
skills development. In many organizations - but not all - appraisal results are
used, either directly or indirectly, to help determine reward outcomes. That
is, the appraisal results are used to identify the better performing employees
who should get the majority of available merit pay increases, bonuses, and
promotions.
By the same token, appraisal results are used to identify the poorer
performers who may require some form of counseling, or in extreme cases,
demotion, dismissal or decreases in pay. (Organizations need to be aware of
laws in their country that might restrict their capacity to dismiss employees
or decrease pay.)Whether this is an appropriate use of performance appraisal
- the assignment and justification of rewards and penalties - is a very
uncertain and contentious matter.

Company profile

Hyundai

Former type

Chaebol

Industry

Conglomerate

Fate

Broken up

Founded

1947

Founders

Chung Ju-yung

Defunct

2003

Headquarters

Seoul, South Korea

Area served

Worldwide

Products

Automobiles
Heavy industry
Finance and Insurance
Construction
Engineering
Retail
Aerospace
Defense

Steel

ABOUT HARSHALI HYUNDAI

Departments of Harshali Hyundai

(1)
(1)Sales department
(2) Service department
(3) workshop

Sales and service network

As of March 2011, HMIL has 451 dealerships and more than 647 Hyundai Authorised Service
Centers in 340 cities across India. HMIL also operates its own dealerships known as Hyundai
Motor Plazas in large metros across India. HMIL has the second largest sales and service
network in India after Maruti Suzuki.

Manufactured product

1. Hyundai Eon (Launched 2011)

2. Hyundai Santro Xing (Launched 2003)
3. Hyundai Next Gen i10 (Launched 2010)
4. Hyundai Grand i10 (Launched 2013)

5. Hyundai Xcent (Launched 2014)

6. Hyundai Elite i20 (Launched 2014)
7. Hyundai Fluidic Verna (Launched 2011)
8. Hyundai Neo Fluidic Elantra (Launched 2010)

MISSION
Mission is the statement of an organization's purpose , what it wants to
accomplish in the larger environment and its goal which are specific ,
realistic and motivation . Mission is described over vision and visions demand
certain objective . The main objectives Mission of MUL are:
-Modernization of the Indian Automobile Industry.
-Developing cars faster and selling them for less.
-Production of fuel-efficient vehicles to converse resources
Production of large number of motor vehicles scares resource
-Production of large number of motor vehicles which was necessary for
economic growth.
-Partner relationship management value chain , value delivery network.

VISION

Visions of any company are those values on which company works. As the
MUL is started by Government initiatives it tends to be more consumer
oriented and hence cost effective, but on the other hand Suzukis
participation ensure not only need of the profit, but of the need of maximum
profit. The only way for this Noras dilemma of selection principals for
companys working vision, was to maximize profit and reducing cost by
maximizing output and sales Hence MUL declared its Vision asThe Leader in the Indian Automobile Industry , Creating Customer Delight 1
and Shareholders Wealth2; eventually become a pride of India
Customer Delight 1 is making sure that performance, after sales service and
customer support are best and beyond expectation. Shareholders wealth2 is
the prime concern for running business smoothly. MUL knows this and
understands customer is kind, he can change the fortune of any company,
hence goes companys brand line: COUNT ON US !

SWOT ANALYSIS
consists of analysis of internal environment (strength and weakness) and
external environment ( Opportunity and Threat )

STRENGETH
Contemporary technology . Japanese Management practices (that had
captured Japan over USA to the status of top Auto manufacturing country in
the world ) Early mover advantages. Recruitment is done in very tedious
manner ensuring talent and best professionals , working culture , after sale
services, distribution, diversification,
Sell directly to consumers.

WEAKNESS
Still depends upon SUZUKI COPORATION . Japan for tech support . 10%
components are manufactured outside India .Though MUL has launched
luxury cars as well its still considered as poor mans brand .
Diversification is not
Support with all India presence of Manufactures Units .Bureaucracy ,
Technological disadvantage , Decades of isolation , Inertia and subservience
to the whims of government bureaucrats have made MUL unaccustomed to
international standards or keen competitors
No string relation with computer retailers

OPPURTUNITY
First company to roll out suitably designed cars before 2008 as per GOVTs
Proposal of new ethanol (renewable) mixed fuel. Other companies lacks
economy of scale, so market is still open. Importing new increase in Income
scale, Demand is rising.
Consumer desire for one stops shopping
Costumers know what they want to buy
Internet could be a powerful marketing tool

THREAT
Number of new technology driven players and manufactures are in market ,
GOVT reducing support and cutting down the Gas supply quota.(TOL, New
Delhi ,11th June ,07)

Competitors have stronger brand names

Competitors have strong relationships with computer retailers.

OBJECTIVE

KEY ELEMENTS OF PA SYSTEMS

1) Performance Improvement: Performance feedback allows the

employee, manager, and personnel specialists to interview with

appropriate action to improve performance.

2) Compensation Adjustments: Performance evaluations help decision

makers determine who should receive pay raises. Many firms grants
part or all of their pay increase and bonuses based upon merit, which
is determine mostly through performance appraisal.
3) Placement Decisions: Promotions, transfers, and demotions are
usually based on past on anticipated performance.

4) Training and Development Needs: Poor performance may indicate

the need for retraining. Likewise, good performance indicate untapped
potential that should be
5) about specific career paths Career Planning And Development:
Performance feedback guides career decisions developed.

6) Information Inaccuracies: Poor performance indicate errors in job

analysis informations human resource plan, or other parts, or the
personal management
Informations systems. Reliance on inaccurate information may have
led to inappropriate hiring, training, or counseling decisions.

7) Job Decision Errors: Poor performance may be a system of illconceived job designs. Appraisals help diagnose these others.

8) Equal Employment opportunity: Accurate performance appraisals

that actually measure job- related performance ensure that internal
placement decisions are not discriminatory.

9) Feedback to human resource: Good/bad performances throughout

the organization indicate how well the human resource function is
performing.

STAGES OF PERFORMANCE APPRAISAL PROCESS

PERRFOMANCE STANDEARDS ARE ESTABLISHED

INFORM THESE STANDARDS
INSTRUCTION GIVEN FOR APPRAISAL
FINDIND OUT THE INFLUENCE

 COMPARING THE PERFORMANCE

FINDING OUT DEVIATION
COMMUNICATING, THE ACTUAL PERFORMANCE
SUGGESTING NECESSARY CHANGES
FOLLOW-UP OF PERFORMANCE APPRAISAL REPORT

Advantages of Performance Appraisal

It is said that performance appraisal is an investment for the company which
can be justified by following advantages:

Promotion: Performance Appraisal helps the supervisors to chalk out the

promotion programmers for efficient employees. In this regards, inefficient
workers can be dismissed or demoted in case.

1. Compensation:

Performance Appraisal helps in chalking out compensation packages

for employees. Merit rating is possible through performance appraisal.
Performance Appraisal tries to give worth to a performance.

2. Employees Development:
The systematic procedure of performance appraisal helps the
supervisors to frame training policies and programmers. It helps to
analyze strengths and weaknesses of employees so that new jobs can
be designed for efficient employees. It also helps in framing future
development programmers.

3. Selection Validation:
Performance Appraisal helps the supervisors to understand the validity
and importance of the selection procedure. The supervisors come to
know the validity and thereby the strengths and weaknesses of
selection procedure. Future changes in selection methods can be made
in this regard.
4. Communication:
For an organization, effective communication between employees and
employers is very important. Through performance appraisal,
communication can be sought for in the following ways: All the above
factors ensure effective communication.
5. Motivation:
Performance appraisal serves as a motivation tool.
Through evaluating performance of employees, a persons efficiency can be
determined if the targets are achieved. This very well motivates a person for
better job and helps him to improve his performance in the future.

PROBLEMS OF PERFORMANCE APPRAISAL

The major problem in performance appraisal :
Rating Biases: The problem subjective measure (is that rating which is not
verifiable by others) has the opportunity for biases include:-

a) Halo effect:Halo Effect: It is the tendency of the raters to defend

excessively on the rating of one trait or behavioral consideration in rating
all other traits or behavioral consideration. One way of minimizing the halo
effect is appraising all the employee by one trait before going to rate basis of
another trait.
b) The error of central tendency

The Error Central Tendency: Some raters fallow play safe

policy in-rating-by-rating all the employee on the middle point of the rating
scale and they avoid rating the p[people at both the extremes of the scale.
They fallow play safe policy because of a answerability to management or
lack of knowledge about the job and person he is rating or least interest in
his job.
c) The leniency and strictness biases:-

The leniency and Strictness: The leniency bias crops when

some raters have an tendency to be liberal in their rating by assigning
higher rates consistently such rating do not several any purpose equally
damaging one is assigning consistently low rates.
d) Personal prejudice:-

Personal Prejudice : If the rater dislike any employee or any

group, he may rate them at the lower them which may distort the rating
purpose affect the career of these employee.

e) The Recency effect:The Regency Effect: The raters generally remember the
recent actions of the employee at the time of rating and rate on the basis of this
recent action.

1) Favorable or unfavorable rather than on the whole activities.

2) Failure of the superior in conducting performance appraisal and post
performance appraisal

interview.

3) Most part of the appraisal is based on subjectivity.

4) Less reliability and validity of the performance appraisal technique.

5) Negative ratings affect interpersonal relations system.

RESEARCH METHODOLOGY
MEANING OF RESEARCH:
Research in common parlance refer to a search for knowledge. Once can
also define research as a scientific & systematic search for pertinent
information on a specific topic. In fact, research is an art of scientific
investigation .

Reman & Mony define research its a Systematized effort to gain

new knowledge
Research is an academic activity and as such the
term should be used in a technical sense.

MEANING OF RESEARCH METHODOLOGY:

Research Methodology is the proper technique of collecting data &
informations relevant to study to describe the situation of the company.
Research is the process of systematic and in depth study or search of any
particular topic, subject or area of investigation, baked by collected
competition and interpretation of relevant data.

DATA COLLECTION METHOD:

collection of data refer to a purposive gathering of

information relevant to the subject matter under study & the method used
depend mainly on
the nature, purpose and scope of the enquiry to be
undertaken, as well as on the avaibility of resource and time. The data
collection of can be grouped under two type i.e.

DATA SOURSE:
1) Primary Data:

are original in
time in own

primary data are those which collected for first .They

character. they are collected by the research for the first

The sourse of primary data include:

Direct personal investigation

Drafting a questionnaire

2)Secondary Data:

secondary data are those which have already

been collected by other when it is not possible to collect data in
primary form the researcher may sourse of secondary data
included.

Company profile

Magazine

Internet

Books

Previous Report

RESEARCH INSTRUMENTS USED:

I have used the following research instrument in my project :-

QUESTIONNAIRE
The term questionnaire usually refers to a self
administered process whereby the respondent himself read the question and
records without the assistance of an interviewer.

INTERVIEW
The interview method of collection data involves
presentation of oral-verbal stimuli and reply in terms of oral- verbal response.
SAMPLING TECHNIQUE USED When field studies are under are under taken in
practical life, consideration of time cost and some other factors almost
invariably lead to selection of respondents. The selected respondents
constitutes a sample and the selection process is called sampling technique.
A sample design is define plan determined before any data are actually
collected for obtaining a sample from a given population. Sample can be
either probability sample or non probability sample. I have selected simple
random sampling in my project.

SIMPLE RANDOM SAMPLING:

This type of sampling is also known as chance sampling
or probability sampling where each item in the population has an equal
chance of being selected in the sample.

SAMPLE SIZE:
When a survey is undertaken and when it is not possible
to cover the entire population the researcher has to answer the basic
question how large should be sample be ? the sample size decision is
related directly to research cost. The intended sample size is the number of
participants planned to be included in the trial, usually determined by using a

statistical power calculation. The achieved sample size is the number of

participants enrolled, treated , or analyzed in the study. I have taken 50
people in my sample size as the sample size should be neither so small nor
so large.

DATA ANALYSIS

1) Are you aware of the objective of the performance appraisal system?

a) Very much

b) Somewhat

c) Dont know

percent

20

1.2
Very much
60

40

Somewhat
Dont know

Interpratation:- 60% of employee aware performance

appraisal system of a company.

2) Performance appraisal helps the organization in achieving goal?

a) Yes

b) No

c) Cant say

percent

20
40

Yes
No
Cant say

40

Interpretation:- 40% and 40% employee say Yes and

No. help the organization in achieving goal.

3) Do you hold meeting in the beginning of the explain & clarify activity task &
goals to be achieved?

a) Yes

b) No

percent

40

Yes
60

No

Interpretation:- 60% employeers are say Yes and 40%

employeers say 40%.

4) Should organization have to make a fixed duration for performance

appraisal?

a) Yes

b) No

Percent

40%

Yes
60%

No

Interpratation:- most of the employees are say Yes of

60%.

5) Do performance appraisal affect the working efficiency of employee?

a) Yes

b) No

Percent
0.8
Yes
No
20

6) Whether the appraisal system is able to able to develop high result

a) Yes

b) No

Percent

25%
Yes
2nd Qtr
75%

Interpratation:- 75% employers are say able to

develop high result.

7) Do you think that the system wills also contribution in potential appraisal?
a) Yes

b) No

c) Cant say

Percent

2% 1%
Yes
No
cant say
96%

Interpration :- most of the employees say cant say and

some of the employers say Yes or No.

8) Do you think that the present that the present performance appraisal system is
transparent & bias?
a) Yes

b) No

Percent

3.2
yes
No
8.2

Interpretation:- 75% of employees say Yes and 25%

are say No.

9) Are you satisfied with the current performance appraisal system?

1. Highly satisfied
2. Satisfied
3. Just satisfied
4. Dissatisfied

Percent

27%

Highly satisfy
Satisfied

55%

9%
9%

Just satisfied
Dissatisfied

Interpration:- most of the employee are say Highly

satisfy with the current performance appraisal.

LIMITATIONS OF THE STUDY

Less availabity of time limits.

some of the employees were unwilling to fill questionnaires.

information was confidential , due to which employees were not able to tell the fact.

FINDINDS

They treat all the employees equally.

They try there best to increase the efficiency of the employees by
providing them different motivation programs.
They make new recruits aware about the company and working
pattern of company.
They focus on each and every aware department of the department
of the organization.
They provide different types of training to the different departments
according to the need of the people.
They take feedback from there employees on regular basis.

RECOMMENDATION

We had done our research with full enthusiasm and had learned many things.
This research helps us to know about various policies which are used by the
MARUTI UDYOG COMPANY to increase their sales performance. It is good to get
the knowledge about it. The company should be give freedom to employees to
informal groups, it can help the company to know about the thinking of the
employees easily through rumors. The company should give promotion to
employees, it can help in increasing their morale.

SUGGESTIONS
SUGGESTIONS after having analyzed the data, it was observed that
practically there was no appraisal in the organization. To be an
effective tool, it has to be on the continuous basis. This is the thing
that has been mentioned time and again in the report, as, in the
absence of continuity, it becomes a redundant exercise.

CONCLUSION

The employees performance with the employee concerned and trying

to find out the grey areas so that training can be implemented to
improve on that. Ideally in the present day scenario, appraisal should
be done, taking the views of all the concerned parties who have some
bearing on the employee. But, since a change in the system is
required, it cannot be a drastic one. It ought to be gradual and a
change in the mindset of both the employees and the head is required.

QUESTIONNAIRE

(PERFORMANCE APPRAISAL SYSTEM .)

Name..
Designation
Department
1) Are you aware of the objective of the performance appraisal system?
a) Very much

b) Somewhat

c) Dont know

2) Performance appraisal helps the organization in achieving goal?

a) Yes

b) No

c) Cant say

3) Do you hold meeting in the beginning of the explain & clarify activity task
& goals to be achieved?
a) Yes

b) No

4) Should organization have to make a fixed duration for performance

appraisal?
a) Yes

b) No

5) Do performance appraisal affect the working efficiency of employee?

a) Yes

b) No

6) Whether the appraisal system is able to able to develop high result

a) Yes

b) No

7)Do you think that the system wills also contribution in potential appraisal?
a) Yes

b) No

c) Cant say

8) Do you think that the present that the present performance appraisal
system is transparent & bias?
a) Yes

b) No

9) Are you satisfied with the current performance appraisal system?

5. Highly satisfied
6. Satisfied
7. Just satisfied
8. Dissatisfied

Bibliography
-BOOKS Human Resource - V.S.P Rao Research Methodology
-C. R. Kothari
- Company Magazines Annual Report of Organization
Organization
WEBSITES- www.google .in

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