summer training repot on multi soft system

7/29/2019 summer training repot on multi soft system

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A

SUMMER TRAINING PROJECT REPORT

ON

Satisfaction level of employees

Towards Performance appraisal

Submitted to MD University, Rohtak in partial fulfillment of the requirement

For the award of degree

Of

BACHELOR OF BUSINESS ADMINISTRATION

SESSION (2013-2014)

SUBMITTED TO: - SUBMITTED BY:

Name: vikash Kumar

Vidhushi malik Class: B.B.A 5th semester

College Roll No:

University Roll No:


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ACKNOWLEDGEMENT

It is my pleasure to be indebted to various people, who directly or indirectlycontributed in the development of this work and who influenced my thinking, behavior,

and acts during the course of study.

I express my sincere gratitude to Narendra dhansoia worthy Principal for

providing me an opportunity to undergo summer training at Multisoft system.

I am thankful to vidhushi malik for his support, cooperation, and motivation

provided to me during the training for constant inspiration, presence and blessings.

I also extend my sincere appreciation to Mr. Rajesh who provided his

valuable suggestions and precious time in accomplishing my project report.

Lastly, I would like to thank the almighty and my parents for their moral

support and my friends with whom I shared my day-to-day experience and received lots

of suggestions that improved my quality of work.

(vikash kumar)


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Declaration

I, vikash Kumar, student BBA Vth semester, studying at CBS group of institution, fatehpuri

Jhajjar, hereby declare that the summer training report on satisfaction level of employees

towards performance appraisal submitted to maharshi Dayanand University, rohtak in partialfulfillment of degree of bachelor of business administration is the original work conducted by

me.

The information and data given in the report is authentic to the best of my knowledge.

This summer training report is not being submitted to any other university for award of any other

degree, diploma and fellowship.

(vikash Kumar)


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TABLE OF CONTENTS

Page No.

1. COMPANY PROFILE 1-5

1.1(Background, History, Founder, vision,mission,competitors,Organization structure, Products, milestones, achievements, address)

2. OBJECTIVES OF STUDY

3. SCOPE AND RATIONALE OF THE STUDY

4. INTRODUCTION OF THE TOPIC

5. RESEARCH METHODOLOGY

5.1(TYPES OF RESEARCHRESEARCH DESIGN, SAMPLING DESIGN, TOOLS,SAMPLE UNITS, HYPOTHESIS, DATA COLLECTION METHODS)

6. STUDY OF TOPIC

7. DATA ANALYSIS AND INTERPRETATIONS

8. RESULTS AND FINDINGS

9. CONCLUSIONS

10. LIMITATIONS OF THE STUDY

11. SUGGESTIONS AND RECOMMENDATIONS

12. BIBLIOGRAPHY

13. APPENDIX

ANNEXUREI QUESTIONNAIRE

ANNEXUREII ANNUAL REPORTS etc.

SEQUENCE OF PROJECT REPORT

TITLE PAGE

CERTIFICATE


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ABOUT US

MULTISOFT Systems was established in 2002 by a team of professionals from global

consulting firms having background in engineering and management from eminent institutes like

IIT's and IIM's.

We specialize in the field of Training, Consulting and Development on various Software, Tools

and Technologies, addressing the growing needs of the IT market. We provide consummate

results in the field by producing the best of talent catering to different verticals like: Corporate,

Retail, Institutional and Boot My Camp.

OurMission is to envisage its Education, IT and Business Consultancy for developing

capabilities and expansion of innovative business methodologies to

monitorTRAINING industry trends country wide.

MULTISOFT SYSTEMS that provides services in Education, Development and Consultancy

under single umbrella. MULTISOFT has completed successful 8 years in industry and having

own Research and Development centre along with state of art infrastructure. MULTISOFT

Systems has been incorporated in order to focus on and take advantage of its expertise in the

delivery of effective high end customize training.

Our companys extensive capabilities come as a result of being the most preferred training center

for our principles.



IIT / IIM guided by senior people from Industry, Academia, & Government Sector; and

specializes in customized IT Training on various software products and development tools

addressing the growing needs of the IT market.

We aim at raising standards of professionalism within the IT training industry and creating

standards of excellence against which candidates are measured. MULTISOFT training programs

are continuously striving for excellence in education, training, research and consultancy in the

fields of Management and Information Technology with a Mission of Offering Value Based

Education. We produce IT professionals who can compete with the very best in the global arena

and cater to the growing demands of the corporate world.


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Our consulting and implementation group has worked in all settings, from small businesses with

little or no computerization to large corporations with highly structured IT departments. Our

experience in software development and implementation means that consulting

recommendations are both practical a technically,possible.

Process redesign and improvement In the case that a company's supply chain, manufacturing, or

distribution operations are structured around a system it is trying to replace, or are geared toward

a way of doing business that no longer fits current needs, MULTISOFT?s consulting team can

help the company define its needs, identify specific areas to be addressed, and make

recommendations for change.

Multisoft Systems is a software development company imparting quality education in the

Information Technology domain. The institute offers a wide range of courses in Technologies,

Applications & Packages, Embedded Systems, CAD/CAM/CAE and Server & Databases fields.

The institute is a part of EXCEL industries.

We strengthen our offering by partnering industry experts for:

Information Technology Embedded Systems/VLSI

Project Management Portfolio Cloud Computing

CAD/CAM/CAE Virtualization

Mobile Application Development Study AbroadInformation Security Robotics

Business Analytics Networking

Database Designing

Enterprise Resource Planning (ERP) Personality Development (Behavioral)

Core Competencies & Key to Success:

Exceptional skills in visualization, programming and management.

Proven Instructional Design Methodology. Clearly defined standards and procedures. Subject matter expertise available from a pool of corporate experts in varied technologies. Worked extensively with specialists on our own proprietary courseware development. Product and service quality and customer satisfaction. Longterm customer satisfaction being critical to our survival.


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Our Partners:

PORTFOLIO

MULTISOFT SYSTEMS that provides services in Education, Development and consultancyunder single umbrella. MULTISOFT has completed successful 8 years in industry and having

own Research and Development centre along with state of art infrastructure. MULTISOFT

Systems has been incorporated in order to focus on and take advantage of its expertise in the

delivery of effective high end customized training from dot to dimensions. Our companys

extensive capabilities come as a result of being the most preferred training centre for our

principles.

Established in 2002 Team of professionals from IIT / IIM Senior people from Industry, Academia & Government Sector; Specializes in customized IT Training on various software products. Boutique Executive Search & Selection Firm, with PAN India coverage 7 years of successful HR operations with satisfied clients Consistent performer with long standing relationships with clients
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/contactus.htmlhttp://www.iiba.org/Learning-Development/Endorsed-Education-Provider-Training/EEP-Listing-M-O.aspxhttp://www.oracle.com/in/http://www.istqb.in/Training_Providers.phphttp://www.pearsonvueindia.com/http://in.redhat.com/http://certification.comptia.org/Training/training.aspxhttp://pinpoint.microsoft.com/en-IN/partners/multisoft-systems-4298017035http://www.autodesk.in/adsk/servlet/item?siteID=5967151&id=6163119http://www.prometric.com/http://www.plm.automation.siemens.com/en_in/about_us/training_india/atp.shtmlhttp://www.intel.in/http://www.ptcgsindia.com/ATC_Details.aspxhttp://www.pmi.org.in/training.centers.asphttp://multisoftsystemsindia.com/www.oracle.com/technetwork/java/index.html%E2%80%8Ehttp://www.maplesedu.com/contactus.htmlhttp://www.iiba.org/Learning-Development/Endorsed-Education-Provider-Training/EEP-Listing-M-O.aspxhttp://www.oracle.com/in/http://www.istqb.in/Training_Providers.phphttp://www.pearsonvueindia.com/http://in.redhat.com/http://certification.comptia.org/Training/training.aspxhttp://pinpoint.microsoft.com/en-IN/partners/multisoft-systems-4298017035


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Senior Management brings in collectively more than 30 years of industry experience Follow consultative approach in Talent Acquisition rather than cookie cutter solutions Focus on middle and senior level positions, but also firmly into volume hiring Approach is a combination of intelligent analysis, industry knowledge, defined selection process,

sound judgment and effective communication

Values

Pro-Active Approach.

Commitment. High Quality Solutions. Integrity and Honesty. Innovation. Enthusiasm. Long Term Relations. Efficiency.

Mission

MULTISOFT SYSTEMS envisages strengthening its Education, IT & Business Consultancy

base on industry scenario and technology development issues, developing its consultancy

capabilities, expanding its contacts with various companies to promote exchange of innovations

business methodologies, design of business process curricula and monitoring the IT industry

trends, country wide.

Vision

To be best in people business, converging our broad capabilities in unique ways to provide

consummate results for our clients and associates.


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Following are some of the highlights of the teaching methodology:

Instructor Led Private Classroom Training Onsite Training Public Enrolment Classes One-on-One Training E-Learning Computer Based Training (CBT) Professional Development Training Project Management Training & Consulting Facilitation Training & Consulting Personality Development Workshop

Objective

Putting our expertise to work for our clients in a manner that exceeds expectations and produces

a relationship where the organizations act as onedriven by a clear understanding of your

strategic goals and objectives.

EVENTS





addressing the growing needs of the IT market.


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IT TRAINING





addressing the growing needs of the IT market. We aim at raising standards of professionalism

within the IT training industry and creating standards of excellence against which candidates are

measured.

CORPORATE TRAINING

Multisoft offers numerous opportunities for professionals to remain competitive in their field.

Any working professional can upgrade his/her skills or peruse special customized training,

resulting in significant contribution towards their organization.

We join hands with corporate as their ONE STOP SOLUTION Knowledge Partner for

Training, Consulting and Development. Weve been developing and delivering training by

Certified and Experienced trainers throughout PAN India. We believe in quality delivery with

utmost client satisfaction.

Domains we cater:

IT (Hardware & Software) Electrical

Manufacturing Engineering

Machinery Automotive

Construction Banking

Government/PSUs Oil & Gas


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Our training methodology is completely based on interactive training delivery with hands on

practical sessions by providing live project training experience shared by Industry experts from

respective domains.

Service Offering:

Customized Instructor Led Training/li> Computer Based Training (CBT) Virtual Classroom, e Learning Onsite Training Public Classes Consulting Development

Benefits with Multisoft and Training Features:

Customized Training Program) Virtual Deliveries

Authenticated Course Content Upcoming Niche Technologies

Certified Trainers Customized Training Schedule

Certificate/Certifications Latest and Upgraded CoursewarePan-India Presence Affordable pricing*

INDUSTRIAL TRAINING

We are a team of experienced professionals, each with a zeal and dream to discover something

new. We help students to develop professional skills to drive their carrier better and as per

industry standards. The same requires a formidable confirmation of ideas, people and

technology.

We have a clear vision to be the leader in the field.

We are in consortium with parent technology companies to bridge the knowledge transfer

of the industry requirements, updates and latest trends to the campus.


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Why Multisoft:

Dedicated Parent Company Support Assistance to bridge the Technology Gap Train the Trainer program Curriculum Integration with adoption of technology amongst Students and faculty Overall Student Development Programs Connect Academia and Industry through Projects Pan India Presence Edge over other Institutes

Program Benefits:

Official curriculum by Product Companies Official Study Material by product companies Training Certificate by product companies Certified trainers with industry experience Certified industry Domain based projects Interaction with various organization and experts from the fields Placement Opportunity with MNCs and Fortune 500 companies.

Knowledge related to current technology aspects & corporate level deliverable

Wide Coverage:

Information Technology (IT) Electronics

Mechanical Civil

Architecture Automotive

Management Analytics

Clinical B.Pharma


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CARRER

Multisoft Systems, a leading Offshore Development Training, Consultancy Company that

delivers solutions to meet the clients objectives by combining technical expertise, quality and

value has been providing services to its clients from India, Australia, USA, UK and Canada.

Working with Multisoft makes life open to a world on innovation, creativity, challenge and style.We are here with the opportunity that gives you continual career growth and knowledge.

We are on the lookout for passionate young team players and leaders who are self starters with

team spirit, good communication skill and customer orientation. We are rapidly expanding

ourself in terms of work and environment. We seek for talents who are focused and contribute to

a joint success. Join with us to reach out to the clients with the unique solutions they have been

on the look out. Work towards excellence, work with passion, work towards your goal, work

with Multisoftsystems. Lets work and make things work. Our success is yours!!!.

Lets work and make things work. Our success is yours!!!.

Send Your Resume

Welcome to our world of opportunities. Whether you're a professional seeking greater challenges

or a student embarking on an exciting new career, Multisoft has the opportunity for you. This

company is committed to personal and professional development which provides an excellentopportunity for you to grow with us. The environment at Multisoftsystems is outstanding! Every

single employee is passionate about their work; so much so, that it becomes difficult to

distinguish work from play. We are always in search of good talent in diverse fields.To apply

send your resume [email protected]
mailto:[email protected]?subject=Resumemailto:[email protected]?subject=Resumemailto:[email protected]?subject=Resumemailto:[email protected]?subject=Resume


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PROFESSIONAL TRAININGA

Multisoft Systems Leading Training Organization in Delhi NCRoffers a number of opportunities fo

professionals to remain competitive in their fields. Employees can update skills or pursue specialized

training, results in significant contributions to their specific organizations through our corporate training

programs. Multisport Systems has been developing and delivering training by qualified and experienced

trainers throughout Delhi/NCR

Multisoft Systems offers best corporate IT Training programs all over the India, is the best choice for those

looking for highly interactive and result-oriented corporate training programs. We offer customized latest IT

training programs for small, medium as well as large organization

As per the clients requirements we deliver corporate training programs:

On site: At their premises Off-site: At our training center


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CORPORATE TRAINING FEATURE

Multisoft Systems has proven to be the best corporate training consultant in Delhi/NCR. Starting from the

most basic certifications such as MCP, MCAS, CCNA to the most advanced like MCITP, MCPD, MCTS

DBA etc. we provide corporate training programs in all the leading IT Giants like Microsoft, Adobe, Cisco

Oracle, Red Hat, Sun Solaris, IBM, CompTIA and many others. Our corporate IT training center is equipped

with high-tech infrastructure, experienced and expert faculty. Our training methodology is completely based

on Live Project training so that trainees can experience of real life business world and put them in realist i

decision making situations. We arrange a pre-training meeting with your representative to identify the exac

training needs and course development for your team.

S

IT TRAINING

MULTISOFT Systems was established in 2002 by a team of professionals from global consulting firms

having background in engineering and management from eminent institutes like IIT / IIM guided by senior

people from Industry, Academia, & Government Sector; and specializes in customized IT Training on

various software products and development tools addressing the growing needs of the IT market. We aim at

raising standards of professionalism within the IT training industry and creating standards of excellence

against which candidates are measured.

PROFESSIONAL TRAINING PROGRAMSS

Training Programs with Multisoft are continuously striving for excellence in education, training, researchand consultancy in the fields of Management and Information Technology with a Mission of Offering

Value Based Education. We produce IT professionals who can compete with the very best in the global

arena and cater to the growing demands of the corporate world .


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SOFTWARE DEVELOPMENT AND TRAININGS

We lead the IT revolution with Software Development, Training & Consultancy, and offer the opportunity

to work for this next generation technology and its future. We are proud to receive wide acclamations from

out present clients, which are growing by each passing moment. We are a team of experienced

professionals, each with zeal and dream to discover something new, that's the spirit behind us! We help

people use IT to run their career better, which require a formidable confirmation of ideas, people and

technology.

IT CONSULTANTS

Multisoft Systems is a rapidly growing software development company providing high quality software

development and IT consulting services. Multisoft Systems consultants are experienced professionals who

combine a solid technology foundation with an in-depth understanding of business processes. Consulting

and IT Services of Multisoft Systems focus on defining, optimizing and aligning.

At Multisoft Systems, we believe that business and technology work hand-in-hand. A proper understanding

of this synthesis motivates every engagement, enabling us to deliver technology solutions that give you a

decisive competitive advantage.

NET TRAINING

.NET Framework is a new and revolutionary platform created by Microsoft for

developing applications. Microsoft release of the .NET Framework runs on the

Windows operating system, it is fast becoming possible to find alternative versions

that will work on others. Net Framework has no restriction on type of applications,

allows the creation of Windows applications, Web applications, Web services, and

pretty much anything else you can think of. The .NET Framework has been designed

so that it can be used from any language. All of this provides a hitherto unthinkable


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level of versatility and is part of what makes using the .NET Framework such an

attractive prospect.

ASP .NET Training with Multisoft Systems

Multisoftsystems offers an environment of Microsoft .Net Technology where realization of career ambitions is

as much of a goal as all around personality development and learning to have fun. Multisoft systems provides

you with a perspective on both the Indian and overseas markets and prepare you to participate in the emerging

international economy. Multisoft systems are a company thats sensitive to your professional and personal

needs, with people-- and employee-friendly policies that make for an inspiring work culture multisoft lively and

young at heart outlook has ensured that we remain on the career radar of Generation Next-the powerhouse for

growth.

INDUSTRIAL TRAINING

We are a team of experienced professionals, each with a zeal and dream to discover something new. We

help students to develop professional skills to drive their carrier better and as per industry standards. The

same requires a formidable confirmation of ideas, people and technology.

We have a clear vision to be the leader in the field.

We are in consortium with parent technology companies to bridge the knowledge transfer of the

industry requirements, updates and latest trends to the campus .

UNIGRAPHICS SOLUTIONS TRAINING

The course / workshop would focus at many aspects of personality, like:

Building positive relationships with peers & seniors Building self-confidence & Developing clear communication skills


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Exploring and working on factors that help or hinder effective interpersonal communication Learning impacts of non-verbal behavior & Dealing with difficult situations and difficult people.

Workshops Consists of Following Activities:

Personality Development Group Discussions & Debates Seminar & Presentations Case Studies & Analysis Corporate Communication HR & Interview Skills Management Games & Simulations Aptitude, Logical & Reasoning Assessments & Development

COURSE FEATURES

THE SALIENT FEATURES OF UNIGRAPHICS SOLUTIONS TRAINING PROGRAM

ARE:

Hands on training

Practical Based Training Expert Trainer from Industry Background and certified. Small Class Strength

Contact Us

NX, also known as NX Unigraphics or usually just U-G, is an advanced CAD/CAM/CAE

software package developed by Siemens PLM Software. It is used, among other tasks, for:

Design (parametric and direct solid/surface modeling) Engineering analysis (static, dynamic,

electro-magnetic, thermal, using the Finite Element Method, and fluid using the finite volume

method). Manufacturing finished design by using included machining modules.NX is a direct

competitor to Creo Elements/Pro, CATIA, Solid Works and Autodesk Inventor.
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Forsimulation, NX 6 delivers more than 350 user-driven enhancements encompassing 10

different applications for pervasive lifecycle simulation. NX 6 Advanced Simulation directly

leverages Design Freedom powered by synchronous technology to enable the rapid evaluation of

design modifications based on geometry from any CAD system. NX 6 combines unique 3-D

geometry editing, automated abstraction and FE meshing tools with in-depth bottom-up finite

element (FE) modeling and meshing tools.

The new assembly capability for FE models enables engineers to integrate the separate

simulation modeling efforts of distributed teams, such as suppliers and global design/analysis

teams. NX 6 advanced simulation handles the most demanding CAE challenges, providing a

30 percent reduction in physical prototypes.

OCA: CERTIFICATION AND FUTURE

Willing to be anOracle Certified Associatethen you must give a heed that with

whom you are getting connected to fetch training and certification? Most aspirants

get connected to institutes which dont have enough infrastructure or adequate

nexus to the industry corporate as an aftermath aspirates certifying from these

institutes suffer heavily. The chances of success of these students are very low

because they are not acquainted with best industrial practices. Ergo it becomes therequisite to ensure that the educational platform you are connecting is preeminent

one.
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Primary question to consider is does your institute specializes in following:-

Weather the Organization is Partner to the Technology Provider or Not?

Certified Trainers and trainers Profile.

Infrastructure of the organization is good or Not?

Is the organization providing practical classes or not?

If not, give a second thought to your consideration.

How DoesOracle Certification Associate Trainingwith Multisoft Systems

Help?

For a student to be Oracle Certified takes up the path of Associate level credential.

Students getting certified in OCA will be mastering in Oracle skills. There are two

exams to be qualified- Oracle 9i and Oracle 10g, as per the area of interest of the

students.

Oracle 10 g is the newest introduction to the Oracle and has observed high demands from the

industry corporate. This certification combines training, experience and testing, which are

streamlined to ensure robust career platform to the students and professionals.

With intense competition in IT companies, the surge of OCA certified professional is highly

noticeable. More aspirants are taking up the courses to secure a lucrative career base.

Multisoft Systems comes as a convenient solution for all those who wish to get OCA certified

and at the same time keen to settle down for leading companies of the nation.

Empower your career with Oracle Certification Associate Training from Multisoft Systems

(Workforce Development partner with oracle) which ensures smart career base to the

students. Latest industrial practices and upgraded platform helps the students to gain maximum

and implement the most during practical classs sessions.
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So Get Trained, Get Certified, Get Hired with Multisoft Systems and accomplish your dream

job.

Project Management Professional (PMP)

Multisport Systems, being a Global Registered Education Provider (REP ID3648) with PMI,

this course is designed to help individuals prepare for the Project Management Professional

(PMP) Certification Coupled with our experience of training and consulting, the workshop is

intended to be a practical and intense instructor led training for PMP aspirants.

The four days PMP Certification Training Program from Multisoft will enable participants to

prepare for PMP certification exam. The workshop will also equip them with best practices in

project management to apply them to their projects.

Multisoft Project Management Professional (PMP) credential is the most important industry-

recognized certification for project managers. Globally recognized and demanded, the PMP

demonstrates that you have the experience, education and competency to lead and direct projects.

This recognition is seen through increased marketability to employers and higher salary;

according to the Multisoft

Project Management Salary SurveySeventh Edition, certification positively impacts

project manager salaries.

Recognizes your Expertise in Project Management: The PMP is the project management

credential of choice for numerous industries and companies. By attaining the PMP credential,

your name will be included in the largest and most prestigious group of certified professionals in

the project management community. The PMP designation following your name tells current and

potential employers that you have a solid foundation of project management knowledge that can

be readily applied in the workplace.

Better Salary: Based on a survey carried out by PMI, PMP Certified project managers get an


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average salary about 20% more than similar Project Managers who do not have the prestigious

PMP credentials.

Better Job Opportunities: In spite of the bad job markets in the recent past, the requirement for

qualified Project Managers has been increasing exponentially. Based on surveys, there are 20%

more jobs than PMP Certified Professionals available. This has created an extremely good job

market for Project Managers who have the PMP credentials. With the requirements for qualified

Project Managers expected to increase exponentially in the future, the job market for PMP

Certified managers will get better.

Officially recognized by leading companies: PMP certification is officially recognized by

several leading organizations (e.g. Microsoft, IBM, Intel, Wipro, and Infosys etc to name a few)

that actively endorse the PMP certification and encourage their project managers to get PMP

Certified. This has helped in making PMP certification as the defacto industry standard for

Project Managers.

Share Point Server Developer

Course Includes

Share Point Server Developer Training Program Includes the following:

Skills Development Workshop


Building positive relationships with peers & seniors Building self-confidence & Developing clear communication skills Exploring and working on factors that help or hinder effective interpersonal communication Learning impacts of non-verbal behavior & Dealing with difficult situations and difficult people.
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Course Features

The salient features of Share Point Server Developer Training Program are:

Hands on training Practical Based Training Expert Trainer from Industry Background and certified. Small Class Strength

Contact Us

Corporate Office: Multisoft Systems

B-125,Sector-2, Near Sector 15 Metro Station

Noida - 201301 (U.P.) INDIA

Tel: (+91) 120 2540300 / 400, 4333774

Cell: (+91) 9810306956

E-mail:[email protected]

This course provides existing .NET developers with practical information and labs that enables

them to build solutions on the Microsoft SharePoint 2010 platform.

This course is intended for professional developers who use Microsoft SharePoint 2010 in a

team-based, medium-sized to large development environment. Members of the audience are
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experienced users of Microsoft Visual Studio 2008 SP1. The audience understands how to use

the new features of SharePoint 2010 and Visual Studio 2010.

After completing this course, students will be able to:

Describe the SharePoint 2010 development platform and the benefits and features that it offers to

developers.Use development tools that are integrated with the SharePoint 2010 development

platform, such as Visual Studio 2010 and SharePoint Designer 2010.Develop Web Parts for

SharePoint 2010 solutions. Develop code that uses the server-side objects provided by the

SharePoint 2010 development platform.

Develop event receivers and manipulate application settings for SharePoint 2010 solutions.

Develop solutions that access external data by using Business Connectivity Services.Develop

workflows as part of SharePoint 2010 solutions. Develop code that uses the client-side objects

provided by the SharePoint 2010 development platform. Develop server ribbon controls and

client dialogs for the new user interface platform of SharePoint 2010.Develop Microsoft

Silverlight applications that are integrated with SharePoint 2010 data and solutions. Develop

sandboxed solutions for SharePoint 2010.

Products & Services

Business Intelligence Services Business Process Outsourcing Services Crm Implementation Services Data Warehousing Services E-Learning Services Embedded Technology Services Erp Services Facilitation Training & Consulting Services Gsm Networking Services Healthcare / Medical Solutions Instructor-Led Private Classroom Training Services


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It Consultancy Services It Infrastructure Services It Services On-Site Training Services Personality Development Workshop Services Professional Development Training Services Project Management Training & Consulting Services Quality Assurance Services Scm Service

Awards and achievements

Microsoft Certified Partner, Oracle Certified Training Partner,Auto desk Certified Training

Partner, ISQTB Training Partner, Pro metric Test Partner, INTEL Software Partner

Syllabus

Following is the course curriculum:

Introduction to AutoCAD Draw of shapes Draw of multiple objects Placing of object Draft setting as per object Modification of draw object Annotations of drawing Isometric Views Practice of industrial drawing


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Assigning object properties Calculate? area of object, distance between two points, properties of object Managing a big drawing through layer management Sectioning of object

Dimensioning of drawing

Setting dimension style Setting arrow style for making notes in drawing Editing in dimension Construction line in drawing Practice Doubts session Test

List of Training Courses offered by Multisoft Systems

MS SQL

Crystal Reports

MS SQL Administration

MS SQL Certification

MS SQL Development

MS SQL General

MS SQL Integration

MS SQL Reporting

Performance tuning Projects

SQL Programming


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MS Office

MS Access

MS Excel 2007

MS Front Page

MS Outlook 2007

MS PowerPoint

MS Project

MS Visio

MS Word 2007

MS Windows 2007

Mircosoft InfoPath

Office 365

Advanced VBScript

Excel Macro

Excel Vbscript

Microsoft SharePoint

Microsoft SharePoint 2007

Microsoft SharePoint 2010


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Microsoft Dynamics

MS Dynamics CRM

Microsoft Dynamics AX 2012

Microsoft Dynamics NAV

MS Dynamics AX

Microsoft Dynamics Axapta

Business Overview

Multisoft Financial Systems Limited is an Active, non trading business incorporated in England

& Wales on 3rd April 1990. Their business activity is recorded as Other Software Publishing.

Multisoft Financial Systems Limited is run by 2 current members. and 1 company secretary. 1

shareholders own the total shares within the company. It is also part of a group.

The latest Annual Accounts submitted to Companies House for the year up to 30/09/2012

reported 'cash at bank' of 0, 'liabilities' worth 0, 'net worth' of 0 and 'assets' worth 0.

Multisoft Financial Systems Limited's risk score was amended on 07/08/2007.

Company Register

StatusNon trading

Registered date 03/04/1990

Company number 02488578

Type Private limited with Share Capital

Country of registration GB

Previous Names


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Previous name PURPOSEFUL COMPUTERS LIMITED

Date changed 16/08/1990

Company Accounts

Category Dormant

Date filed up to 30/09/2012

Next due date 30/06/2014

Year end date 30th September

Auditor NameNot provided

Annual Returns

Date filed up to 23/04/2013

Multisoft Systems Overview

Current

Director atMultisoft SystemsConnections

500+ connections

Websites

Company Website
http://in.linkedin.com/company/multisoft-systems?trk=ppro_cprofhttp://in.linkedin.com/company/multisoft-systems?trk=ppro_cprofhttp://in.linkedin.com/company/multisoft-systems?trk=ppro_cprofhttp://in.linkedin.com/redir/redirect?url=http%3A%2F%2Fwww%2Emultisoftsystems%2Ecom&urlhash=jnaOhttp://in.linkedin.com/redir/redirect?url=http%3A%2F%2Fwww%2Emultisoftsystems%2Ecom&urlhash=jnaOhttp://in.linkedin.com/redir/redirect?url=http%3A%2F%2Fwww%2Emultisoftsystems%2Ecom&urlhash=jnaOhttp://in.linkedin.com/company/multisoft-systems?trk=ppro_cprof


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Multisoft Systems' Summary

6 Weeks Project Based Industrial Training & Placement Programmed

@

Multisoft Systems, Noida - Microsoft & Oracle Certified Partner

We take this opportunity to introduce ourselves as Multisoft Systems, Microsoft and Oracle

Certified Learning Partner and a pioneer in, development, consultancy and education.

Multisoft Systems is incorporated by a team of professionals from global consulting firms having

background in engineering and management from eminent institutes like IIT / IIM & guided by

senior people from Industry, Academia, & Government Sector.

We have impressive placement record as well as have openings with our reputed clients

including HCL, Accenture, IBM, TCS, WNS, Genpact, Hewitt, Wipro, Infosys, Sapient, and

Steria who are looking for Professionals on various IT Technologies.

Call or SMS INFO @ 9810306956 / 8130778887

E-mail for Registration [email protected]

Multisoft Systems

Authorized PartnerMicrosoft, Oracle, Java 7, Intel, IBM, ISTQB

www.multisoftsystems.com

Specialties

C\C++ & Data Structure

JAVA 7 / JEE / J2ME / Android

Microsoft .Net 2010 (.NET 4.0)

Embedded Systems / Robotics / Industrial Automation

VLSI/PLC/SCADA/RTOS/DSP/Mat Lab/8051/ARM

Oracle DBA 10g / 11g / RAC


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PHP++

Software Quality Testing (SQT)

CCNA/MCSE/A+/N+/Networking

IBM Mainframe

CAD / CAM / CAE

AutoCAD/Pro-E/CATIA/Solid Works/Revit /3DSM

Industry Interface Program

Course Includes

Industry Interface Program Includes the following:





Personality Development Group Discussions & Debates Seminar & Presentations Case Studies & Analysis Corporate Communication HR & Interview Skills Management Games & Simulations
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Aptitude, Logical & Reasoning Assessments & Development

Course Features

The salient features of Industry Interface Program are:

Knowledge related to current technology aspects and corporate level deliverable & Continuous

training and assessment to make you industry ready. Throughout the Training Curriculum

Candidate will go through a Scheduled Assessment Process as below:

Continues Assessments Practical Workshops Modular Assignments Case Studies & Analysis Presentations (Latest Trends & Technologies) Tech Seminars Technical Viva Observing live Models of various projects Domain Specific Industry Projects

Projects 1 Major Project

Our course on VLSI revolves mainly on ASIC, and the course layout is under final stage of

completion. The admissions for the same will be done through an All India Entrance Test.

Domains / Industry:

Electricals and Electronics Telecom and Communication Automobile Consumer Electronics Power and Energy Manufacturing Architecture
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Civil Industry Research and Development Automation Industry Retail Industry Health Care Industry Training and Performance Tracking

Knowledge related to current technology aspects and corporate level deliverable and Continuous

training and assessment to make you industry ready. Throughout the Training Curriculum

Candidate will go through a Scheduled Assessment Process as below:

o Continues Assessmentso Practical Workshopso Modular Assignmentso Case Studies & Analysiso Presentations (Latest Trends & Technologies)o Tech Seminarso Technical Vivao Observing live Models of various projectso Domain Specific Industry Projects

Program Management Professional (PgMP)

Course Includes

Project Management Professional Training Program Includes the following:



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Course Features

The salient features of Project Management Professional Training are:

Establish a common vocabulary and understanding of basic Project Management terms andconcepts as in PMBOK GuideFourth edition, viz. project, project management, stakeholders,

earned value, scheduling techniques, and project managers responsibilities and competencies.

Describe the purpose, inputs, and outputs of the processes in each of the five Process Groups:Initiating, Planning, Executing, Monitoring and Controlling, Closing.

Define the 9 Project Management Knowledge areas & explain the relationship of Process groups,knowledge areas, project phases, project & product Life Cycle.

Understand the importance of Project Charter, Scope Statement, Work Breakdown Structure(WBS), Responsibility Matrix, PERTCPM, EVM.

Demonstrate a clear understanding of what activities, tools, & techniques, are necessary in eachphase of a project & understand the PMP examination nuances.

Understand, acknowledge & appreciate importance of Risk management, ProcurementManagement, Human Resource Management.

Multisoft Program Management Professional (PgMP) credential recognizes the advanced

experience and skill of program managers. Globally recognized and demanded, the PgMP

demonstrates your proven competency to oversee multiple, related projects and their resources to

achieve strategic business goals.
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PgMP credential holders oversee the success of a program, grouping related projects together to

realize organizational benefits not available if they were managed separately. Its the perfect fit if

you define projects, assign project managers and oversee programs.

This recognition is seen through increased marketability to employers and higher salary;

according to the Multisoft Project Management Salary SurveySeventh Edition, certification

positively impacts project manager salaries.

PERFORMANCE APPRAISAL

INTRODUCTION:-

Appraisal of performance is widely used in society. Parents evaluate their children, teachers

evaluate their students and Officers evaluate their employees. However, formal evaluation of

employees is believed to have been adopted for the first time during the First World War.

CONCEPT OF PERFORMANCE APPRAISAL:-

Performance evaluation or performance appraisal is the process of assessing the performance and

the progress of an employee

or of a group of employees on a given job and his potential for future development. It consists of

all formal procedures used in working organizations to evaluate personalities, contributions and

potentials of employees.

Performance appraisal is a method of evaluating the behavior of employees in the work spot,

normally including the both qualitative and quantitative aspects of job performance. It is a

systematic and objective way of evaluating both work-related behavior and potential of


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employees. It is a process that involves determining and communicating to an employee how he

or she is performing the job and ideally, establishing a plan of improvement.

According to Flippo:-Performance appraisal is the systematic, periodic and impartial rating of

an employees to his present job and his potential for a better job.

It is the process of obtaining, analyzing and recording information about the relative worth of an

employee. Performance appraisal and merit rating are used synonymously. But performance

appraisal is wider than merit rating. Actually performance appraisal focuses on the performance

and future potential of employee.

FEATURES:-

The main characteristics of performance may be listed thus:

o It is a systematic process involving three steps:(a) Setting work standards.

(b) Assessing employees actual performance.

(c) It tries to find out how well the employee is performing the job and tries to

establish a plan for further improvement.

o The appraisal is carried out periodically, according to a definite plan. It is certainly not ashot deal.

o Performance appraisal is not a past oriented activity, with the intention of putting poorperformers in a spot. Rather it is a future oriented activity showing employees where


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things have gone wrong, how to set everything in order and deliver results using their

potential evaluation. On the other hand, determine how much a job is worth to the

organization and therefore, what range of pay should be assigned to the job.

o Performance appraisal may be formal or informal. The informal evaluation is morelikely to be subjective and influenced by personal factors. Some employees are liked well

than others. The formal system is more likely to be more fair and objective, since it is

carried out in a systematic manner, using printed appraisal forms.

o Performance appraisal is not limited to fouls. Its focus is on employee development. Itforces managers to become coaches than judges. It provides an opportunity to find issues

for discussion eliminate any potential problems and set new goals for achieving higher

performance.


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THE PERFORMANCE APPRAISAL PROCESS

Performance

Standards

CommunicatingTaking

Corrective

Measuring

Performance

Discussing

Result

Comparing

With


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The performance appraisal process follows a set pattern and it consists of the following steps:

(1) Establishing performance standards:-The appraisal system begins with the setting up of

criteria to be used for appraising the performance of employees. The criterion is specified with

the help of job analysis which reveals the contents of the job. The criteria should be clear,

objective and in writing.

If work performance cannot be measured, the personnel characteristics which contribute to

employee performance must be determined. These characteristics include work quality, honesty,

reliability, cooperation and team-work, job knowledge, initiative, leadership, safety

consciousness, attendance, learning ability, adaptability, judgment, sense of responsibility, health

and physical condition etc.

Who is doing the appraisal and how frequently appraisal is to be done should also be decided. It

mainly depends on the objectives of the appraisal i.e. to appraise actual performance on the

present job or to judge potential for higher jobs.

(2) Communicating the standards:-The performance standards specified in the first step are

communicated and explained to the employees so that they come to know what is expected of

them. The standards should be conveyed to the evaluators. If necessary, the standards may be

revised or modified in the light of feedback obtained from the employees and the evaluators.

(3) Measuring performance:-Once the performance standards are specified and accepted, the

next stage is the measurement of actual performance. This requires choosing the right technique

of measurement, identifying the internal and external factors influencing performance and

collecting information on results achieved. Personal observations, written reports and face to face


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contacts are the means of collecting data on performance. What is measured is more important

than how it is measured.

(4) Comparing with Standards:-After measuring the actual performance, the measured

performance is compared with the predetermined standards to carry out the deviations betweenpredetermined standards and the actual performance of the employees.

(5) Discussing Results:-After comparison of actual performance with standards the results are

discussed with various members of the organization because a decision regarding an employee is

taken by various organizational members then a report is prepared and thus report is sent to

executives then if there is deviation because of organizational resources then this deviation will

be removed by top management executives. In this the reasons due to which the deviation is

taking place are identified.

(6) Taking Corrective action:-In the above step the deviation is discussed and is ordered to

remove but the implementation of removal of deviation is taken at the last step in the reasons due

to which the deviation is taking place are removed to reduce the difference between the

predetermined standards and the actual performance.


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OBJECTIVES OF PERFORMANCE APPRAISAL

This would include how they:

did;

could do better in future;

could obtain a larger share of rewards; and

could achieve their life goals through their position.

Therefore an employee would desire that the appraisal system should aim at:

their personal development;

Their work satisfaction; and

Their involvement in the organization.

From the point of view of the organization, performance appraisal serves the purpose of:

providing information about human resources and their development;

measuring the efficiency with which human resources are being used and

improved;

providing compensation packages to employees; and

maintaining organizational control.


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Performance appraisal should also aim at the mutual goals of the employees and the

organization. This is essential because employees can develop only when the organizations

interests are fulfilled. The organizations main resources are its employees, and their interest

cannot be neglected. Mutual goals simultaneously provide for growth and development of the

organization as well as of the human resources. They increase harmony and enhance

effectiveness of human resources in the organization.

SCOPE OF PERFORMANCE APPRAISAL

To help each employee understand more about their role and become clear about their

functions;

To be instrumental in helping employees to better understand their strengths and weaknesses

with respect to their role and functions in the organization;

To help in identifying the developmental needs of employees, given their role and function;

To increase mutuality between employees and their supervisors so that every employee feels

happy to work with their supervisor and thereby contributes their maximum to the organization;

To provide an opportunity to each employee for self-reflection and individual goal setting, so

that individually planned and monitored development takes place;

To help employees internalize the culture, norms and values of the organization, thus

developing an identity and commitment throughout the organization;


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To help prepare employees for higher responsibilities in the future by continuously reinforcing

the development of the behavior and qualities required for higher-level positions in the

organization;

To be instrumental in creating a positive and healthy climate in the organization thatdrives

employees to give their best while enjoying doing so; and

To assist in a variety of personnel decisions by periodically generating data regardingeach

employee.

ESSENTIALSOF AN EFFECTIVE APPRAISAL SYSTEM

Mutual Trust Clear Objective Standardization Training Job Relatedness Documentation Feedback and Participation Individual Differences Post Appraisal Review


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METHODS AND TECHNIQUES

1. Confidential Report 1. Assessment Center method

2. Free from or Essay method 2.Human Resource Accounting method

3. Strategic and Ranking method 3. Behavioral Anchored Rating method

4. Paired Comparison 4.Appraised through MBO

5. Forced Distribution Method 5. 360 Degree Appraisal Technique

6. Graphic Scale

7. Checklist Method

8. Critical Incident Method

9. Group Appraisal method

Techniques of Performance Appraisal

Modern TechniquesTraditional Techniques


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10. Field Review method

TRADATIONALTECHNIQUES:-

1. Confidential report:-A confidential report is a report prepared by employees immediatesuperior. It

a. covers the strength and weakness main achievements and failure, personality andbehavior of the

b. employees.

2. Free from or essay method:-Under this evaluator writes a short essay on the employeesperformance on the basis of overall impression.

3. Strategic Ranking Method:-In this technique, the evaluator assigns relative ranks to allthe employees in the same work unit doing the same job. Employees are ranked from the

best to the poorest on the basis of overall performance.

4. Paired Comparison Method:-This is a modified form of man to man ranking. Eachemployees is compared with all the others in pairs one at a time.

5. Forced Distribution Method:-Under this the rater is required to distribution his rating inthe form of a normal frequency distribution.

6. Graphic Rating Scale:-It is a numerical scale indicating different degrees of a particulartrait.


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7. Checklist Method:-A checklist method is a list of statements that describes thecharacteristics and performance of employees on the job.

8. Critical Incident method:-The supervisor keeps a written record of critical events andhow different employees behaved during such events.

9. Group Appraisal method:-A group of evaluator assesses employees. This groupconsists of the immediate supervisor having the employee, other supervisor having close

contact with the employees work.

10.Field Review Method:-In this method, a training officer from the human resourcedepartment interviews line supervisors to evaluate their respective subordinates.

MODERN TECHNIQUES:-

1. Assessment Center method:-Assessment center is a group of employees drawn from

different work units. These employees work together on an assignment similar to the one

they would be handling when promoted. Evaluators observe and rank the performance of

all the participants.

2. Human Resource Accounting Method:-Under this method, performance is judge in

term of costs and contribution of employees.

3. Behavioral Anchored Rating Scale ( BARS ):-This method combines graphic rating

scale with critical incident method. BARS are descriptions of various degrees of

behaviors relating to specific performance dimension.


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6. Systematic appraisal of performance helps to develop confidence among employees.

7. It promotes a positive work environment which contributes to productivity.

8. A competitive spirit is created and employees are motivated to improve their performance.

PROBLEMS IN PERFORMANCE APPRAISAL

(A) HALLO EFFECT:

It is tendency to rate an employee consistency high or low on the basis of overall impression.

One trait of the employee influences the raters appraisal on all other traits.

(B) STEREOTYPING:

This amplifies forming a mental picture of a person on the basis of his age, gender, caste or

religion.

(C) CENTRAL TENDENCY:

It means assigning average ratings to all the employees to avoid commitment. This is adopted

because the rater has not to justify or clarify the average ratings.

(D) CONSTANT ERROR:

Some evaluator tends to be lenient while others are strict in assessing performance.


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(E) PERSONAL BIAS:

Personal appraisal may become invalid because the rater dislikes an employee. Such bias may

arise on the basis of regional or religious beliefs.

LITERATURE REVIEW

Mallikarjunam K (2005):-States performance appraisal system has assumed a new shape and

nature in the form of a two-way communication link between the employees and the employers.Proper communication between the assessing authority and the employees under appraisal is

essential for gathering all the required information from the employee. A performance appraisal

system that is based on a free and unrestrained approach would generate the preferred data and

help to increase organizational productivity.

Gupta Samita (2006):-This States the concept, goals and also explores several others aspects of

performance management. The literature focuses on the concept of effective performance

management system in the organization. Researchers have argued in an article that performance

management represents twin dimensions of rationalization. The pursuits of reason in human

affairs that is the process of bringing policies are pursued and rationalization as the increasing

dominance of a means- end instrumental rationality.

Raju and Jena (2006):-This literature provides the background and description of performance

appraisal system of ONGC. A good review system can help improve communication, while

allowing people to increase their own effectiveness and clarify their own jobs and

responsibilities. An innovative system will not only increase the performance of the staff, but

also help them work together with common goals and fewer obstacles. The current system

adopted by ONGC coupled with an aggressive communication campaign has resulted in the


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creation of a positive work culture with a successful implementation of the new appraisal system;

ONGC is setting an example for others.

Gupta and Aggerwal (2007):-Examined the relationship between managerial perception of the

climate of participation and the perceived effectiveness of performance appraisal system in a

private sector organization in North India. It was expected that the patterns of relationship

between the variable under study would be positive in the organization. The result focused on the

importance of climate of participation for increasing organizational commitment with the help of

better performance appraisal system among managerial personnel in Indian organization.

Geetika And PandeyNeeraj(2007):-Deals with benchmarking, which involves a search for its

genesis in the basic human instinct of comparison and judgmental reasoning, Three parameters

of performance are identified, namely profitability, customer service and human resource

satisfaction. Using these parameters, the power sector in India is studied.

Ravichandran K and DJE (2007):-This literature focused on the means to improve the

performance of the individual employee, which result in the overall improvement of the

organization. Recently, organizations are being faced with challenges like never before.Increasing competition from business across the world has meant that all business must be much

more careful about the choice of strategies to remain competitive. Organization have a better

understanding of the importance of the human resource and so their focus on improving the

process, the implementation skills of the appraisers as well as the appraises for successful

performance _organization, which means improving the performance of the individual

employees which results in the overall improvement of the organizations performance.

Joshi Rashmi (2008):-This article focused on various component- goal setting, regular reviews,

annual appraisal, development process, linkage to reward system of performance management

system. And consider issues for successfully implementation of performance appraisal system

with the help of current issues and best practices in performance management system like


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performance management as a strategies workforce tool, adopting year round performance

management, alignment of goals with performance management, aligning business objective

with other areas, adopting performance management system software. She stated well defined

performance management system will enhanced the image of the organization in the mind of

employees while improving its performance in terms of productivity and profitability.

Ramana PVL (2008):-In this article performance management relates cleanliness at workplace

with performance improvement taking cues from 5S philosophy:-Seiri,Seiton, Seiro,

Seikestuandshitsuke. It advocates self-discipline among employees, better living, improved work

life balance and demonstrates a strong relation between physical environment at workplaces and

productivity.

Kumar T Kiran (2008):-This article focused on the following aspects of performance

management system:-

Need for performance appraisal system, performance management system in company, Setting

up performance management system, Designing performance management system, setting up

problem is performance management, Use of technology in performance management.

ChkarbortyManishankar (2008):-This literature focused on the human resource factor within

an organization. Human resource manager across the globe are finding it very difficult to attract

and retain talent, In such a scenario, the need for a proper performance management system has

become all the more important. Companies from knowledge sectors have devised novel

performance management system, which are considered benchmarks by organization across

sectors.


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RESEARCH DESIGN

Meaning of Research:

Research is defined as A scientific and systematic search for pertinent information on a specific

topic. Research is an art of scientific investigation. Research is a systematized effort to gain new

knowledge. It is a careful investigation or inquiry especially through search for new facts in any

branch of knowledge. The search for knowledge through objective and systematic method of

finding solution to a problem is research.

Research Methodology:

It is a way to systematically study & solve the research problems. If a researcher wants to claim

his study as a good study; he must clearly state the methodology adopted in conducting the

research so that it may be judged by the reader whether the methodology of work done is sound

or not.

The Research methodology here includes:-

1) Research Design2) Sample3) Collection of Data4) Analysis of Pattern

Research Design:

A research design is the arrangement of conditions for collection and analysis of data in a

manner that aims to combine relevance to the research purpose with combine in procedure. The

current study is exploratory cum descriptive in nature.


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Exploratory Research Design:

The main purpose of such studies is that of formulating a problem for more precise investigation

or of developing the working hypothesis from an operational point of view. The major emphasis

in such studies is on the discovery of ideas and insights.

Descriptive Research Design:

Descriptive research studies are those studies, which are concerned with describing the

characteristics of a particular individual or of a group.

SAMPLING TECHNIQUE

A sample design is a definite plan for obtaining a sample from a given population. A

representative part of a total population is called sample. The selection process is called

Sampling Technique. The survey so conducted is called Sampling Survey. In this sampling, area

is AMRITSAR (PUNJAB)and the sampling unit is OCM INDIA LTD.The size of sample is 20

staff members in the OCM INDIA LTD. The sampling technique used is Convenient

sampling.

DATA COLLECTION

Data is of two types :

1) Primary Data2) Secondary Data


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Primary data:-

Primary data are those, which are collected afresh and for the first time and it is original in

correct. Primary data are collected with the help of questionnaire.

Secondary Data:

Secondary data is that data which someone else has already collected and which have already

been passed through the statistical process. Here, secondary data is collected from internet,

annual reports and publications.

Data Analysis:

After collecting the data it has to be processed and analyzed. The term analysis refers to the

computation of certain measure along with searching for patterns of relationship that exist among

data groups. This study involves percentage graphs.

Data Interpretation:

Interpretation refers to the task of drawing inferences from the collected facts after an analytical

study.


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LIMITATIONS OF THE STUDY

Every survey has some sort of limitations and this survey also has some limitations:

(1)Lack of Interest: The employees do not show any interest in filling the questionnaire

because they thought that it is not beneficial for them.

(2)Small sample size: The sample size was very small so it is difficult to conclude for the

whole employees satisfaction level on the basis of sample data.

(3)Fear in employees mind: All the randomly selected employees were afraid of giving the

proper information.

(4)Lack of Cooperation: Our guiders confuse us because of difference in their thoughts and

working criteria.


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SIGNIFICANCE OF THE STUDY

FOR THE COMPANY:-

1) With the help of this report they can find out lack point comes during evaluatingperformance of the employees.

2)

Another significance of this study is to providing information regarding lack pointsbehind performance appraisal at OCM INDIA LTD. So that they can improve their

techniques to evaluate performance appraisal of employees more effective.

FOR THE RESEARCHER:-

1)

The main significance of this study is to help those students who want to go for furtherresearch on satisfaction level of employees toward performance appraisal. They can

collect secondary data from this report.

2) It provides the Real picture of corporate world.

3) This study helps researcher to find out job in future in corporate world.


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DATA ANALYSIS AND INTERPRETATIONS

Q. 1. Does your organization have Performance Appraisal system in practice regularly?

TABLE (4.1):-

CHART (4.1):-

0%

10%

20%

30%

40%

50%

60%

70%

YES NO

YES NO

40% 60%


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INTERPRETATION:-

The objective of this question is to find out that whether the performance appraisal is on regular

time period or not. This graph shows that Only 40% employees says that performance appraisal

is on regular basis and 60% employees says that performance appraisal is on irregular basis.

Q.2. Are you satisfied with the Performance Appraisal technique adopted by your

Organization?

TABLE (4.2):-

YES NO CANT SAY

60% 30% 10%

CHART (4.2):-

0%

10%

20%

30%

40%

50%

60%

70%

YES NO CAN'T SAY


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INTERPRETATION:-

The objective of this question is to find out that whether the employees are Satisfied with the technique

followed in their organization or not. This graph shows that Only 60% employees are satisfied with the

techniques used for evaluating their performance.

Q. 3. What kind of Performance Appraisal Technique used in your organization?

TABLE(4.3):-

CHART(4.3):-

0%

10%

20%

30%

40%

50%

60%

70%

80%

360 DEGREE OTHER DON'T KNOW

360 DEGREE OTHER DONT KNOW

80% 15% 5%


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INTERPRETATION:-

The objective of this question is to find out that whether employees know the technique followedin their organization or not. This graph shows that 80% employees know the techniques used for

evaluating their performance.

Q. 4. Does Performance Appraisal contribute in any way to your career enhancement?

TABLE(4.4):-

CHART (4.4):-

0%

10%

20%

30%

40%

50%

60%

70%

JOB

ENRICHMENT

PROMOTION PAY HIKE OTHER

JOB

ENRICHMENT

PROMOTION PAY HIKE OTHER

15% 20% 60% 5%


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INTERPRETATION:-

This graph shows that performance and promotions are 60% considered in the organization and

2

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