TOPIC

SYNOPSIS
of the Dissertation
Submitted to

AISECT UNIVERSITY, BHOPAL

For the Degree of

Master OF PHILOSOPHY
IN
Name of the Respective Branch

SUPERVISIOR
SUBMITTED BY

Title of the Dissertation

A Study Of 360 Degree Appraisals of Performance
Appraisal System in context of Compton Greaves Ltd.

Content
1.
2.
3.
4.
5.
6.
7.
8.
9.

INTRODUCTION
MOTIVATION
OBJECTIVE(S) AND SCOPE
LITERATURE SURVEY
PROPOSED METHODOLOGY
EXPECTED OUTCOME OF THE PROPOSED WORK
LIST OF PUBLICATIONS BASED ON THE RESEARCH WORK
PROPOSED CONTENTS OF THE THESIS
REFERENCES

Signature of Supervisor

Signature of the Candidate

Date

Date

Signature of Co-Supervisor (if any)

INTRODUCTION

INTRODUCTION
Performance management can be defined as a strategic and integrated approach to delivering
sustained success to organizations by improving the performance of the human capital and by
developing the capabilities of teams and individuals within that organization (Armstrong and
Baron, 2000). The process of performance management therefore focuses not only with WHAT
is produced but, also HOW it is produced. It seeks to ensure that what has been produced is in
line with the organizations needs and these products have been produced in line with the
organizations way of doing things.
Performance management can be achieved through many different ways. These include
performance appraisal system and coaching. Performance appraisal system can be described as a
fairly old system of measuring employees performance that has been in use in many
organizations. However, Performance appraisal has not brought in the amount of positive results
that was expected of it. Armstrong and Mulis (1994:86) quoted one manager describing
performance appraisal as a dishonest annual ritual. The question that arises then is: If
Managers (the custodians of the system) do not have confidence in their own system, what more
employees (who happen to be victims of the system)?
The meaning of the word appraisal is to fix a price or value for something. This is used in
finance in terms such as project appraisal or financial appraisal where a value is attached to a
project. Similarly performance appraisal is a process in which one values the employee
contribution and worth to the organization. Performance appraisal can be defined as a system of
measuring employees performance relative to the assigned or agreed objectives. The process
starts with the supervisor and or with the subordinate agreeing on specific objectives that need to
be met on an agreed time period. The objectives that are used in the Performance appraisal stem
from the main organizational objectives that are reduced to Departmental goals and now to
individual goals.
The performance appraisal system has to be transparent and the employee should be taken into
full confidence. In many cases employees themselves are given a chance to conduct a selfappraisal. Performance appraisal is a case of joint problem solving by the organization and the

employee. However the organization must also take care of future potential and not get bogged
down by current performance.
Normally the immediate supervisor does the appraisal. Some organizations also have a peer
group performance appraisal where colleagues rate the performance.
The HR person must also ensure that line managers are properly trained for carrying out the
appraisal including interviewing techniques and on how to give feedback. The managers must
also be trained to look at the cases objectively outside of their personal opinion of the candidate.

MOTIVATION

MOTIVATION

This topic Study Of Performance Appraisal System With Special Emphasis On 360 Degree
Appraisals in Compton Greaves Ltd is chosen by me due to my personal interest in topic
performance appraisal system. As my specialization in master degree in Business administration
in HR makes me and my guide to choose such topic which is based performance appraisal
system.
The reason why I have taken this topic is clearly visible in the HR importance in any
organisation. HR in our companies is still in a nascent stage and needs to grow in every direction
and should act as the core competence for the organization. In this article the need for modern
HR is clearly seen. One of the solutions to the problems which I felt is Performance Appraisal,
which should be conducted effectively and efficiently to completely eliminate such problems.

OBJECTIVE AND SCOPE

OBJECTIVE AND SCOPE

Main Objective:
1. To study the 360 Degree Appraisal systems and evaluate its benefits in context of Compton
Greaves Ltd.
2. To study the effectiveness of the existing system of performance appraisal system at
Compton Greaves Ltd.
3. On the basis of what company increase salary and provide training to its employees. And
what is basis of promotion in company.

Sub Objective:

1. To understand more and more about his role and become clear about his functions.
2.

To understand his own strengths and weaknesses with respect to his role and functions of the
company.

3. To increase mutuality between employee and his superiors.

4. Provides an opportunity to the employees for self reflection and individual goal setting.

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Scope of the thesis work

To effect promotion based on competence and performance.
To assess the training & development needs of the employees.
To bridge the gap between the existing performance & desired performance.
To help each employee to understand his own strengths &weakness.
They can be mechanism of increasing communication between the employee &his.
Supervising officer so that each employee gets to know the difficulties of his
subordinates and attempt to solve them.
It provides legally defensible reasons for making promotion, transfer, and reward and
discharge decisions.
They can be instruments to provide an opportunity for employees for self reflection
And goal setting so that individually planned and monitored development takes place.
They can assist in a variety of personnel decisions by generating data about each
employee periodically.
Develop inter personal relationship.
To help in salary increment.
To prevent grievance & in-disciplinary activities.

Provide information about the performance ranks.

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LITERATURE SURVEY

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LITERATURE SURVEY

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