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performance appraisal effectiveness analysis at champion voyager designers pvt ltd by jean thomas

Performance Appraisal Effectiveness Analysis at Champion Voyager Designers Pvt Ltd by Jean Thomas

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SaaS Talent

Lead Information Developer at BMC Software

22 Years of Experience

Pune, Maharashtra, India

Expected Salary

Current salary, notice period.

Not Available

More than 20 years of experience as a Technical Writer and Content Writer.

Lead Information Developer

BMC Software , SaaS/Cloud Product, Computer Software

Past Company 2

AirTight Networks

Past Company 3

Kanbay Software (I) Pvt. Ltd.

Companies Worked:

BMC Software, AirTight Networks, Kanbay Software (I) Pvt. Ltd., Champion Voyager Designers Pvt. Ltd., Champion Voyager Designers Pvt. Ltd.

Work History:

Job Title : Lead Information Developer Company name : BMC Software Period : March 2006 - Present Summary : Responsibilities: • Working as a lead writer for 4 products • Creating documentation plans and managing the project and work assignments as a part of the lead activities • Managing various IDD initiatives and working on the enhancements related to product documentation including verifying the documentation plans and peer reviews • Writing the documentation for 3 other products as a lone writer • Managing end-to-end documentation releases, including the writing, project planning, and other administration tasks • Working with the PMs, managers, developers, and the QA team to understand the functioning of the features • Writing scripts for videos and creating the videos including the voice over • Installing the products and getting a hands-on experience before writing the documentation • Responsible for creation and verification of various documents required to support the product like Installation Guides, Administration Guides, Technical Bulletins, online Help, etc. • Adjusting priorities, learning new technologies, and simultaneously managing multiple projects • Working on the projects using the Agile (Scrum) methodology • Taking interviews and trainings for the new joinees Tools used: Wiki (online documentation), Adobe FrameMaker 7.2, RoboHelp, Camtasia, Snag IT, Rally tool, Microsoft Visio, Microsoft Word, Microsoft Project Location : Pune Area, India Job Title : Technical Writer Company name : AirTight Networks Period : July 2004 - March 2006 Summary : Responsibilities: • Worked as a member of the product documentation team • Was responsible for creation and verification of various documents required to support the product lines of AirTight Networks like Installation Guides, Quick Reference Guides, User Manuals, Data Sheets and Questionnaires • Created Online Help for products using RoboHelp • Created Style Guides as a standard to be used for all the documents • Created marketing collaterals, web site content and other documents related to branding, promotion and sales Tools used: Adobe FrameMaker 6.0, RoboHelp, Microsoft Word Job Title : Technical Writer Company name : Kanbay Software (I) Pvt. Ltd. Period : September 2003 - July 2004 Summary : Responsibilities: • Scripted the CV/resume of Kanbay associates and brought it to a uniform code • Standardized the resumes for client specific requirements and tuned it to a specific format • Scripted content for the Resource Management Group (RMG) portal on KNet • Documented & wrote any system requirements required for the RMG Tools used: Microsoft Word Job Title : Content Writer/Developer Company name : Champion Voyager Designers Pvt. Ltd. Period : August 2001 - August 2003 Summary : Responsibilities: • Designed and developed a resource guide, which included about 250 different creative templates and designs of all the products including the content writing and the designing which were used as examples for creative jobs • Scripted the entire content for all the types of products and the training material for the Resource Guide • Created training manuals, including writing of booklets and process flow documents for each individual product for the company, which are being used for the training procedures. • Was responsible for Quality Assurance and Proofreading, and promoted to Team Leader within two months of working in the Document Creation Department • Formulated Information Architecture/Information Design • Conducted training for the Process Level Document Creator and also directed on-job mentoring to prevent errors from occurring through process control and other methods Tools used: Adobe PageMaker, Adobe Photoshop, Adobe Illustrator, Corel Draw, Microsoft Word, QuarkXPress (Microsoft Windows and MAC Job Title : Graphic Designer Company name : Champion Voyager Designers Pvt. Ltd. Period : March 2001 - July 2001 Summary : Responsibilities: • Worked in the Digitizing (ES) Department using specialized software, Wilcom ES 65 Designer • Was responsible for assisting in QA and also to QA all Associate Team Trainees’ work • Was also responsible for training/assisting with the training of Associate Team Trainees Tools used: Wilcom ES65 Designer

Certifications:

Title : Introduction to Design Thinking Period : July 2022 - Present Issuing Authority : Quint Title : 20 Rules for Visual Communication Period : June 2022 - Present Issuing Authority : LinkedIn Title : Certificate Course in E-Business Title : Certificate Course in ITIL v3 Foundation course Title : Certificate Course in JAVA Title : Certificate Course in Web Designing Title : Certificate Course in Web Development Title : Certificate in Technical Writing Fundamentals Issuing Authority : Department of Communication & Journalism, University of Pune Title : Certificate of Information Mapping Foundation and Mastering Successful Policies and Procedures Issuing Authority : Information Mapping

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MBA (Human Resources)

Jean Thomas

PROJECT REPORT ON

PERFORMANCE APPRAISAL EFFECTIVENESS ANALYSIS

CHAMPION VOYAGER DESIGNERS PVT LTD

SUBMITTED TO

THE UNIVERSITY OF PUNE

IN PARTIAL FULFILLMENT OF

MASTERS IN BUSINESS ADMINISTRATION

JEAN THOMAS

BANSILAL RASMNATH AGARWAL CHARITABLE TRUST S (BRACT)

VISHWAKARMA INSTITUTE OF MANAGEMENT, PUNE

(2005- 2006)Performance Appraisal Effectiveness MBA (Human Resources)

ACKNOWLEDGEMENTS

Preparing a project of this nature is an arduous task and I was fortunateenough to get support f rom a large number of people to whom I shal lalways remain grateful. I would like to express my gratitude to ChampionVoyager Designers Pvt Ltd for allowing me to undertake this project.I would l ike to take this opportunity to thank Raj Utpal for providing mewith an opportunity to work for Champion Voyager Designers Pvt Ltd.I am also desirous of ment ioning my profound indebtedness to DrVandana Gote, Faculty member, Vishwakarma Inst itute of Management ,for the valuable advice, guidance, precious time and support she offered.I would be failing in my duty if I do not acknowledge my gratitude to Dr S.Joshi, Director, Vishwakarma Inst itute of Management , who mot ivated mea lot in carrying out this project.Last but not the least , I would also l ike to thank al l the respondents forgiving me their precious t ime, relevant informat ion and advice withoutwhich I would not be able to complete this project.

CONTENTSSection Page No.Company Prof i le . ..4

Importance and Purpose ...12

Performance Structure in the Organizat ion 16

Research Study 27 – 32

o Research Methodology

o Data Collection

o Tools of Data Collection

o Technique of Data Collection

Data Analysis . 33 – 49

Limitat ions . ..50

Findings and conclusions 52

Annexure ..54

COMPANY PROFILE

Champion Voyager Designers Pvt Ltd

Champion Voyager Designers Pvt Ltd is the leading pioneer in the large-scaleoutsourcing of document creation services, with more than 80 years of graphics history. Itis also the world s largest and most experienced provider of artwork and embroiderydigitizing.

They cater to more than 2,000 clients worldwide with output-ready digital files for alltypes of printing, computer-generated communications, stitched apparel and productimprinting and work 24 hours / 7 days a week / 365 days a year.

Retail and quick printers, commercial printers, apparel and promotional productssuppliers/distributors, advertising agencies and corporations rely on Champion Voyager

Designers Pvt Ltd for customized digital graphics solutions that help them generatehigher profits, increase productivity and enhance competitive differentiation, without theongoing costs of equipment, labor, or technology.

Production FacilityHeadquartered in Elgin, Illinois, Champion Voyager Designers Pvt Ltd maintains a largeProduction Center in Pune, India, staffed by 350 highly skilled employees and operating24/7/365.

QualityQuality is the top priority at this facility. That s why they apply Six Sigma processes anddetailed quality control procedures for every client and every project.

TrainingBecause they understand how important quality and accuracy are to the customer sbusiness, Champion Voyager Designers Pvt Ltd has created a detailed, comprehensive approach to training their document creation, artwork and digitizing specialists. Trainingis ongoing with periodic reassessments, based on the customer s specific needs andAffinity Express commitment to continuous improvement.

TechnologyThey offer a web-based order entry and management system for maximumconvenience and speed. Champion Voyager Designers Pvt Ltd supports PCand Mac platforms and is certified in over 30 software packages to meet theneeds of clients.

Confidentiality and SecurityChampion Voyager Designers Pvt Ltd takes great care to ensure uptime and protect the

clients data through an elaborate security system and set of backup procedures both onand off-site.

SupportClients have a direct link to customer support 24/7/365 and can get fast answers on thestatus of their projects, revisions, quotes and other questions. For any issues that requireescalation, the Account Services team is available Monday through Friday, from 8:00A.M. to 6:00 P.M. Central Standard Time.

Graphic solutionsChampion Voyager Designers Pvt Ltd offers three categories of graphics services and thefunction is the same for each: they format the graphics, photos and written copy that thecustomers submit and produce digital, production-ready files. These files are then used bythe customer for printing, posting to web sites, presentations, embroidery on apparel orscreen-printing on ad specialty items.

Document CreationTaking hard or soft copy input and returning digital files for production a termoriginated by Champion Voyager Designers Pvt Ltd that is also known as desktoppublishing, digital pre-press or pre-flighting.

Artwork Creation and Layout

Embroidery DigitizingTranslating artwork into a series of commands to be read by an embroidery machine foroutput on various items of apparel, bags, caps, etc.

The world-class, cost-effective document creation, artwork and digitizing services ofChampion Voyager Designers Pvt Ltd helps the customer to generate more revenue,enhance profitability, improve productivity and increase focus on their core business.Affinity Express customized solutions provide the specific capacity and services need bythe customer and when they need them. That s why Champion Voyager Designers PvtLtd has a proven track record of success with some of the largest, most respectedcompanies in the world.

In just 1 month...

Over 350 design and digitizing professionals at Champion Voyager Designers Pvt Ltdcreate more than 35,000 output-ready digital files using 30-plus software programs on anetwork with a 99.99% uptime guarantee and backed by 24/7/365 support. They deliverin 24 hours or less and reward clients with as much as 50% in cost savings

Outsourced graphics servicesArtwork creation and layoutEmbroidery digitizingDocument creation

Professional servicesSystem integrationCustom website creation (for order management)ConsultingProject typesAnnouncementsBookletsBrochuresBusiness CardsNewslettersPostcardsPresentationsProgramsCertificatesResumesEmbroidery DigitizingSales Sheets/FlyersEnvelopesSigns/BannersFormsTables, Charts and GraphsInvitationsTable TentsLetterheadTabsLogosTicketsMailing LabelsVector ArtManualsWord ProcessingMenusSoftware ProficienciesChampion Voyager Designers Pvt Ltd designers are certified in more than 30 softwarepackages, including:

Adobe AcrobatMacromedia DreamweaverAdobe GoLiveMacromedia FreehandAdobe IllustratorMicrosoft ExcelAdobe InDesignMicrosoft PowerPointAdobe PageMakerMicrosoft Publisher

Adobe PhotoshopMicrosoft WordAutoCADMicrosoft VisioCorelDRAWPuntoGunoldPulseHTMLQuarkXPressWilcomPartners

Apparel and Promotional Products Suppliers/DistributorsChampion Voyager Designers Pvt Ltd provides a streamlined, cost-effective process andreliable partnership to enable better focus on selling and supporting customers, as well ashigher profit margins.Printers

In the highly competitive printing industry, outsourcing document creation to ChampionVoyager Designers Pvt Ltd lets clients drive print revenue, lower fixed costs, improvemargins, deploy internal teams on sales and support and leverage the revenue opportunityoffered by ancillary services.

Advertising Agencies

As clients demand lower costs, greater value and faster turn times from their agencies,Champion Voyager Designers Pvt Ltd provides a means to better apply highly-talentedand costly internal resources to creative projects and client interaction, while handing offstraightforward execution and excess demand resulting in higher profit margins.

Corporations

Outsourcing (either off-site or a combination of on- and off-site) to Champion VoyagerDesigners Pvt Ltd lets internal personnel to focus on their core business, exercise greatercontrol over branding and improve support for internal departments and clients.

IMPORTANCE AND PURPOSEOF PERFORMANCEAPPRAISAL

Introduction to Performance Appraisal

Once the employee has been selected, trained and motivated, he is then appraised for hisperformance. Performance Appraisal is the step where the Management finds out howeffective it has been at hiring and placing employees. If any problems are identified, steps

are taken to communicate with the employee and remedy them.Performance Appraisal is a process of evaluating an employee sperformance in terms of its requirements.Performance Appraisal can also be defined as the process of evaluating theperformance and qualifications of the employees in terms of the requirements of thejob for which he is employed, for purposes of administration including placement,selection for promotions, providing financial rewards and other actions whichrequire differential treatment among the members of a group as distinguished fromactions affecting all members equally.

Importance and Purpose

Performance Appraisal has been considered as the most significant an indispensable toolfor an organization, for an organization, for the information it provides is highly useful inmaking decisions regarding various personnel aspects such as promotion and meritincreases. Performance measures also link information gathering and decision makingprocesses which provide a basis for judging the effectiveness of personnel sub-divisionssuch as recruiting, selection, training and compensation. Accurate information plays avital role in the organization as a whole. They help in finding out the weaknesses in theprimary areas.

Formal Performance Appraisal plans are designed to meet three needs, one of theorganization and the other two of the individual namely:

o They provide systematic judgments to back up salary increases, transfers,demotions or terminations.o They are the means of telling a subordinate how he is doing andsuggesting needed changes in his behavior, attitudes, skills or jobknowledge. They let him know where he stands with the Boss.o Superior uses them as a base for coaching and counseling the individual.On the basis of merit rating or appraisal procedures, the main objectives of

Employee Appraisal are:

o To enable an organization to maintain an inventory of the numberand quality of all managers and to identify and meet their trainingneeds and aspirations.o To determine increment rewards and to provide reliable index forpromotions and transfers to positions of greater responsibility.o To suggest ways of improving the employee s performance whenhe is not found to be up to the mark during the review o To identify training and development needs and to evaluateeffectiveness of training and development programmes.o To plan career development, human resource planning basedpotentials.

PERFORMANCE APPRAISALSTRUCTURE IN THE

ORGANIZATION

Summary of the Performance Analysis System

Setting performance standards, observing and providing feedback, and conductingappraisals enables the Team Leader to achieve the best results through managingemployee performance.

To begin the process, the Team Leader and the employee collaborates on thedevelopment of performance standards. The Team Leader then develops a performanceplan that directs the employee's efforts toward achieving specific results, to supportorganizational growth as well as the employee's professional growth. Discussion of goalsand objectives throughout the year provides a framework to ensure that employeesachieve results through One on One and mutual feedback. At the end of the rating period,the Team Leader appraises the employee's performance against existing standards, andestablishes new goals together for the next rating period.

As the immediate supervisor, the Team Leader plays an important role; his closestinteraction with the employee occurs at this level.

There are four key elements in the appraisal system:

1. Set objectives - Decide what the Team Leader wants from the employees andagree these objectives with them.2. Manage performance - Give employees the tools, resources and training theyneed to perform well.3. Carry out the appraisal - monitor and assess the employees' performance,discuss those assessments with them and agree on future objectives.4. Provide rewards/remedies - Consider pay awards and/or promotion based on theappraisal and decide how to tackle poor

Performance Standards

How does the Team Leader decide what's acceptable and what's unacceptableperformance? The answer to this question is the first step in establishing writtenstandards.

Performance expectations are the basis for appraising employee performance. Writtenperformance standards let the Team Leader to compare the employee's performance withmutually understood expectations and minimize ambiguity in providing feedback.

Having performance standards is not a new concept; standards exist whether or not they

are discussed or put in writing. When the Team Leader observes an employee'sperformance, he usually makes a judgment about whether that performance is acceptable.Standards identify a baseline for measuring performance. From performance standards,the Team Leader can provide specific feedback describing the gap between expected andactual performance.

Guiding Principles

Effective performance standards:

Serve as an objective basis for communicating about performance.Enables the employee to differentiate between acceptable and unacceptableresults.

Increase job satisfaction because employees know when tasks are performed well.Inform new employees of your expectations about job performance.

Key Responsibility Areas (KRA)

The Team Leaders in association with the Project Manager write performance standardsfor each key area of responsibility on the employee's job description. The employeeactively participates in its development. Standards are usually established when anassignment is made, and they are reviewed if the employee's job description is updated.The discussions of standards include the criteria for achieving satisfactory performanceand the proof of performance (methods the Team Leader will use to gather informationabout work performance).

Characteristics of Performance Standards

Standards describe the conditions that must exist before the performance can be ratedsatisfactory. A performance standard should:

Be realistic, in other words, attainable by any qualified, competent, and fullytrained person who has the authority and resources to achieve the desired resultDescribe the conditions that exist when performance meets expectationsBe expressed in terms of quantity, quality, time, cost, effect, manner ofperformance, or method of doingBe measurable, with specified method(s) of gathering performance data andmeasuring performance against standards

Expressing Standards

The terms for expressing performance standards are outlined below:

Quantity: Specifies how much work must be completed within a certain period oftime.

Quality: Describes how well the work must be accomplished. Specifies accuracy,precision, appearance, or effectiveness.

Timeliness: Answers the questions, by when? , How soon? , Or within whatperiod?

Effective Use of Resources: Used when performance can be assessed in terms ofutilization of resources: money saved, waste reduced.

Effects of Effort: Addresses the ultimate effect to be obtained; expandsstatements of effectiveness by using phrases such as: so that, in order to, or asshown by.

Manner of Performance: Describes conditions in which an individual's personalbehavior has an effect on performance, e.g., assists other employees in the workunit in accomplishing assignments.

Method of Performing Assignments: Describes requirements; used when onlythe officially prescribed policy, procedure, or rule for accomplishing the work isacceptable.

Performance Measurements

Since one of the characteristics of a performance standard is that it can be measured, theTeam Leader identifies how and where evidence about the employee's performance willbe gathered. Specifying the performance measurements when the responsibility isassigned will help the employee keep track of his progress, as well as helping the TeamLeader in the future performance discussions.

There are many effective ways to monitor and verify performance, the most common ofwhich are:

Direct observationSpecific work results (tangible evidence that can be reviewed without theemployee being present)Reports and records, such as attendance, safety, inventory, financial records, etc.Commendations or constructive or critical comments received about theemployee's work.

Observation and Feedback (One on One)

Once performance objectives and standards are established, the Team Leader observesthe employees' performance and provides feedback. The Team Leader has aresponsibility to recognize and reinforce strong performance by an employee, andidentify and encourage improvement where it is needed. The Team Leader provides

informal feedback almost every day.By observing and providing detailed feedback, the Team Leader plays a critical role inthe employee's continued success and motivation to meet performance expectations.

One On One Sessions

One on One is a method of strengthening communication between the Team Leader andthe employee. It helps to shape performance and increase the likelihood that theemployee's results will meet expectations. One on One sessions provide the Team Leaderand the employee the opportunity to discuss her progress toward meeting mutuallyestablished standards and goals. A One on One session focuses on one or two aspects ofperformance, rather than the total review that takes place in a performance evaluation.Guiding Principles

Effective One on One can:

Strengthen communication between the Team Leader and the employeeHelp the employee attain performance objectivesIncrease employee motivation and commitmentMaintain and increase the employee's self-esteemProvide support

Key Elements of One on One

To make One on One sessions effective, the Team Leader keeps the following keyelements of One on One in mind while conducting such a session:

Observe the employee's work and solicit feedback from others.When performance is successful, take the time to understand why.Advise the employee ahead of time on issues to be discussed.Discuss alternative solutions.Agree on action to be taken.Schedule follow-up meeting(s) to measure results.Recognize successes and improvements.Document key elements of One on One session.Questions to Consider during One on OneTo provide effective feedback the Team Leader must understand the elements ofperformance and analyze marginal performance. These questions are kept in mind:How is the employee expected to perform?Does the employee understand these expectations? If not, why not?Does the employee know what successful results look like? How does the TeamLeader know?Does the employee know the performance is marginal? How does the TeamLeader know?Are there obstacles beyond the employee's control? Can the Team Leader removethem?

Has the employee ever performed this task satisfactorily?Is the employee willing and able to learn?Does satisfactory performance result in excessive work being assigned? Does unsatisfactory performance result in positive consequences such as anundesirable task being reassigned?

During the One on One SessionWhen the Team Leader conducts a One on One session to provide positive feedback tothe employee, he keeps the following points in mind:

Describe the positive performance result or work habit using specific details.Ask the employee's opinion of the same product or behavior.

Ask the employee to identify elements that contributed to success (adequate timeor resources, support from management or other employees, the employee's talentand interest in the project).

Discuss ways in which the Team Leader and the employee can support continuedpositive results.

Reinforce for the employee the value of the work and how it fits in with the goalsof the work unit or department.

Show your appreciation of the positive results and your confidence that theemployee will continue to perform satisfactorily.

If appropriate, document your discussion for the employee's file.When the Team Leader conducts a One on One session to improve performance, he usesthe following format:

Describe the issue or problem, referring to specific behaviors.Involve the employee in the problem-solving process.Discuss causes of the problem.Identify and write down possible solutions.Decide on specific actions to be taken by each of the Team Leader.Agree on a follow-up date.Document key elements of the session.

Follow-Up Discussion

During a follow-up discussion, the following steps are followed:Review the previous discussion(s).Discuss insufficient improvement and ask for reasons why.Indicate consequence of continued lack of improvement.Agree on action to be taken and set a follow-up date, if appropriate.Convey confidence in the employee.

Document the discussion.RESEARCH STUDY

Aim of the Research

To ascertain the effectiveness of Performance Appraisal methodology used by theOrganization.

Objectives of the study

The following are the objectives of the study -

To develop my understanding of the subject.

o Performance Appraisal System implemented in various Organizationsvaries according to the need and suitability. Through my research, I havetried to study the kind of Appraisal used in the Organization and thevarious pros and cons of this type of system.To conduct a study on social behavior.o Social behavior is a very unpredictable aspect of human life but socialresearch is an attempt to acquire knowledge and to use the same for socialdevelopment.To enhance the welfare of employees.o The Appraisal system is conceived by the Management but mostly doesnot take into consideration the opinion of the employees. This can lead toadverse problems in the Organization. Therefore by this study I haveattempted to put forth the opinion of the employee with respect to theacceptability of the Performance Appraisal System.To exercise social control and predict changes in behavior.o The ultimate object of my research is to make it possible to predict thebehavior of individuals by studying the factors that govern and guidethem.

Research Design

A research design is a type of blueprint prepared on various types of blueprints availablefor the collection, measurement and analysis of data. A research design calls fordeveloping the most efficient plan of gathering the needed information. The design of aresearch study is based on the purpose of the study.A research design is the specification of methods and procedures for acquiring theinformation needed. It is the overall pattern or framework of the project that stipulateswhat information is to be collected from which source and by what procedures.

An integral component of a research design is the sampling plan. Specifically, it

addresses three questionsWhom to survey (The Sample Unit)How many to Survey (The Sample Size) &How to select them (The Sampling Procedure)

Making a census study of the whole universe will be impossible on the account oflimitations of time. Hence sampling becomes inevitable. A sample is only a portion of thetotal employee strength. According to Yule, a famous statistician, the object of samplingis to get maximum information about the parent population with minimum effort.

Methods of Sampling

Probability Sampling is also known as random sampling or chance sampling .Under this sampling design every individual in the organization has an equalchance, or probability, of being chosen as a sample. This implies that the sectionof sample items is independent of he persons making the study that is, thesampling operation is controlled objectively so that the items will be chosenstrictly at random.

Non Probability Sampling is also known as deliberate sampling , purposefuland judgmental sampling. Non-Probability Sampling is that which does notprovide every individual in the Organization with a known chance of beingincluded in the sample.

Data collection method

Collection of data is the first step in statistics. The data collection process follows theformulation for research design including the sample plan. The data can be secondary orprimary.

Collection of Primary Data during the course of the study or research can bethrough observations or through direct communication with respondents on oneform or another or through personal interviews. I have collected primary data bythe means of a Questionnaire. The Questionnaire was formulated keeping in mindthe objectives of the research study.

Secondary data means data that is already available i.e., they refer to data, whichhas already been collected and analyzed by someone else. When a secondary datais used, the researcher has to look into various sources from where he can obtaindata. This includes information from various books, periodicals, magazines etc.

Research Methodology Adopted

Research Design : Descriptive research

Research Instrument : Structured Questionnaire

Sampling Plani) Sample Method : Non-Probability Sampling(Convenience Sampling)ii) Sample Size : 50iii) Sample Unit : Employees who do not hold asupervisory position

Sampling Design

Convenience Sampling, as the name implies, is based on the convenience of theresearcher who is to select a sample. Respondents in the sample are included in it merelyon account of their being available on the spot where the survey was in progress.

Source of Dataa) Primary Data : Structured Questionnaireb) Secondary Data : Journals, Booklets, Company Data, etc. DATA ANALYSIS

Median Age Analysis00.050.10.150.20.250.30.351 3 5 7 9 11 13 15 17 19 21 23 25 27 29 31 33 35 37 39 41 43 45 47 49The above graph is a logarithmic representation of the employee age data and clearlyshows the median age of the sample population taken for the survey as 29. This is mainlydue the expansion policy of the company that has taken on board a large number of newand young employees to fuel its growth plans.Due to this a large group of creative employees have been inducted into the Organization.This helps in maintaining the creative talent in the Organization, as the job profilerequires them to be creative.Champion Voyagers Designers Pvt Ltd will be continuing their expansion plans in thecoming months and this will lead to a further decease in the average age of the employeesin the Organization.Performance Appraisal Effectiveness MBA (Human Resources)35Male / Female ratio within the selected sampleFemale MaleDataMales 24Females 26Analysis

There is equality in terms of the ratio between males and females in Champion VoyagerDesigners Pvt Ltd. This can also be ascertained from the fact that the same ratio ispresent among the total strength of 350+ employees in the company. The sample wascarefully chosen to ensure that the study gave an equal opportunity to both the sections tovoice their opinion and there gain a truer picture of the conclusions derived by the study.The balance of both the genders in the Organization also gives rise to a good workatmosphere and better understanding between the employees. This trend can also bewitnessed in the supervisory ranks of Champion Voyager Designers Pvt Ltd. This helpsto remove many barriers that may exist due to various reasons.The Management of Champion Voyager Designers Pvt Ltd strives to be an equalopportunity employer and therefore does not try to discriminate on the basis of Gender.Performance Appraisal Effectiveness MBA (Human Resources)36Years of Experience within the Organization024681012141618201 2 3 4 5YrsData1) Less than a Year 5 2) One Year 19 3) Two Years 144) Three Years 5 5) Four + Years 7AnalysisMost of the employees in the Organization are relatively new because a majority of them(i.e. 66%) have between one and two years of experience in the Organization. This ismainly due to the fact that the Organization is in a constant mode of growth and istherefore recruiting in a big way. The expansion plans are done keeping in mind theproposed growth in business in the near future.Another reason is the fact that finding new talent for the required skills is a tough taskbecause market awareness about the career growth in this sector is very limited. Due tothis, Champion Voyager Designers Pvt Ltd has inducted a lot of employees afterproviding them with training to ensure that their Human resource requirements are met.Performance Appraisal Effectiveness MBA (Human Resources)371) Have you worked in any other Company prior to joining thisOrganization?05

1015202530351 2Data1) Yes 322) No - 18AnalysisThirty-two employees (i.e. 64%) have some amount of prior work experience beforejoining Champion Voyager Designers Pvt Ltd. Most of them are diploma holders inanimation and were not aware of the existence of such an industry. They came to knowabout the same only after seeing the advertisements of the company in the newspaper.This also means that even though most of them have worked prior to joining ChampionVoyager Designers Pvt Ltd, they do not have any hands-on experience of the kind ofwork carried out by Champion Voyager Designers Pvt Ltd.This fact can also be interpreted as having no valid work experience at all prior to joiningthe Organization.Performance Appraisal Effectiveness MBA (Human Resources)382) Were you informed about the Performance Appraisal model, used inthe Organization, during your induction?212223242526271 2Data1) Yes 272) No - 23AnalysisDue to the fact that most of the employees have got no experience in this sector before,they did not ask about the Performance Appraisal model used in the Organization. Therespondents that said that they were informed of the model during the interview were toldso at the discretion of the interviewer.The company has however made it a point to inform the employee about the modelbefore he signs the acceptance letter. This prevents any ambiguities andmisunderstanding about what is expected of the employee before he joins theOrganization.Performance Appraisal Effectiveness MBA (Human Resources)393) How do you find the Performance Appraisal Model in thisOrganization? (Mark all the relevant options)

05101520253035401 2 3 4 5 6Data1) Simple 37 2) Complicated 13 3) Objective - 174) Subjective - 33 5) Efficient - 32 6) Inefficient - 18AnalysisFrom the above chart it can be inferred that, a majority of the sample respondents havefound the Appraisal Model to be simple and efficient on one hand but also subjective onthe other hand. The Appraisal model has been thoroughly dealt with during the trainingso the employees know exactly what is expected of them. The HR department follows anopen door policy which ensures that any queries regarding the policy can be clarifiedto the employee s satisfaction. But the employees are of the opinion that the subjectivenature of the Appraisal system is one of the main disadvantages. The fact remains thatdue to the kind of work carried out by Champion Voyager Designers Pvt Ltd, it becomesquite irrelevant to appraise on an objective basis.Performance Appraisal Effectiveness MBA (Human Resources)404) In your opinion, does the Performance Appraisal System give aproper assessment of your contribution to the Organization?212223242526271 2Data1) Yes 272) No - 23AnalysisAbout 54% of the respondents say that the Performance Appraisal System does give atrue and fair view of their contribution to the Organization. This does include employeeswho think that their rating does not always turn up to be correct as per their opinion.The group of respondents who have replied in the negative, also include candidates whosay that the appraisal does not turn out to be right most of the times but do show a fairview sometimes. Since the appraisal is done o a quarterly basis and most of thecandidates have not gone through more than 2-3 rounds of appraisals, the data may not be

entirely sufficient to reach any conclusions.Performance Appraisal Effectiveness MBA (Human Resources)415) How often does your Performance assessment match to yourexpectations?024681012141618201 2 3 4 5Data1) Never - 2 2) Rarely - 8 3) Sometimes 134) Often - 20 5) Every time - 7AnalysisThis question was purposely put into the questionnaire to validate the answers for theprevious question. The breakup of the data clearly shows that 4% of the entire samplestate that their appraisal have never shown a fair view of their performance. If this can becombined with those who are of the opinion that their appraisal rarely matches up to theirexpectations, this figure goes up to consist about 20% of the population. That shows that80% are satisfied with the present system even though this includes satisfaction invarying degrees like the appraisal matches up to the respondents expectations sometimes,often or every time.This does show that the satisfaction level of the employees in this system is quite highand that there is a general feeling of likeability among the respondents.Performance Appraisal Effectiveness MBA (Human Resources)426) According to you, how often should the Performance Review takeplace?0246810121416181 2 3 4 5

Data1) Once in a week - 14 2) Once a month - 17 3) Every 3 months 124) Every 6 Months - 3 5) Once a Year - 4AnalysisPerformance appraisal review is a constant process and lesser the frequency between theappraisals, the better. The majority want (i.e. 86% which includes the first 3 options only)the frequency of the appraisal to less than 3 months. The employees say that the longerthe frequency between appraisals, the more the chances of the appraisal not matching upto their expectations because many performances get overlooked. If the appraisal is doneon a more frequent basis, the employee has a chance to find out the gaps in his / herperformance on a more regular basis which will help them to improve more on theirperformance and thereby eliminate waste. The appraisal does not necessarily have to be aformal one. Even informal performance appraisals done between formal appraisals but ona more frequent level will most certainly help and go a long way in improvingperformance.Performance Appraisal Effectiveness MBA (Human Resources)437) What is your Satisfaction level with the current Appraisal System?0510152025301 2 3 4 5Satisfacton levelel poeP f o oNData1) Very Low - 0 2) Low - 4 3) Average 134) High - 28 5) Very High - 5AnalysisThe satisfaction level of the Appraisal system is quite high as can be seen from the graph.This is a good sign as increased level of satisfaction is the main emphasis of any appraisalsystem. The curve tops at the rating of high and this includes about 56% of thepopulation. The bell curve shows that 92% have rated the Appraisal system as average ,high or very high . The high Satisfaction level in the System could also be due tovarious reasons like monetary or non-monetary incentives or growth parameters.The satisfaction level also brings to light the efficiency of the management in devising anacceptable Appraisal system.Performance Appraisal Effectiveness MBA (Human Resources)448) Which are the areas that should be improved upon?051015

20251 2 3 4Data1) Standards - 12 2) Monetary Incentives - 25 3) Freq of Appraisal 234) Appraiser - 3AnalysisThis question breaks up the different phases of the appraisal system and tries to come toderive a conclusion as to the areas of improvement in the process of evaluation. Fiftypercent of the respondents say that there should be a change on the aspect of monetaryincentives. This does not refer to an increase in the monetary incentives but a morereasonable incentive structure that will properly reward increased and efficientperformance. The frequency of appraisal is another aspect that needed review. Thepresent system is a quarterly one and the general opinion is that informal appraisalsshould be held on a more regular basis. Standards of performance (i.e. benchmarks)should be improved according to 24% of the respondents. Only 6% have stated the thereshould be change in the appraiser, which is an inevitable sign of the operationalefficiency of the system.Performance Appraisal Effectiveness MBA (Human Resources)459) How important do you think is Performance Appraisal to yourPerformance?Productivity Analysis05101520251 2 3 4 5Data1) Not Important - 0 2) Less Important - 2 3) Important 144) Very Important - 22 5) Most Important - 12AnalysisThis question was put in to find out and analyze the importance of the Appraisal systemto the productivity of the employee. The data clearly shows that the recognition of theemployee s performance does have a direct impact on his / her efficiency.A vast majority of the respondents (i.e. 68% which includes ratings of very importantor most important ) affirm that their performance is directly influenced by recognitionsof their performance by the appraisal system. None of the respondents have stated thatthe appraisal system had no effect on their productivity.This points out to the fact that the Appraisal system goes a long way in determining theproductivity of the employees in an Organization. Therefore it is very important for anyOrganization to devise their Performance Appraisal System carefully.Performance Appraisal Effectiveness MBA (Human Resources)4610) Do you think the One on One sessions are effective in ironing out

problems in the work environment?212223242526271 2Data1) Yes 232) No - 27AnalysisOne on one sessions are conducted by Champion Voyager Designers Pvt Ltd during theappraisal system phase to tell the employee on an individual level as to the rating given tohim / her. Each session lasts between 10 30 minutes. The team leader tries to justify hisreasons on why he had given a particular rating to an employee. Sixty four percent of theemployees responded by saying that the one on one sessions are not efficient in ironingout problems mainly because since they are done on a formal basis so most employeesconsider it just as a formality which the appraiser uses to impose the rating he has alreadygiven to an employee. The employee therefore does not expect the rating to change aftera one on one session with the supervisor.Performance Appraisal Effectiveness MBA (Human Resources)4711) Transparency Rating of the Performance Appraisal systemTransperancyRating0246810121416181 2 3 4 5 6Data1) 4 Points 10 2) 5 Points 16 3) 6 Points 94) 7 Points 8 5) 8 Points 5 6) 9 Points - 2AnalysisThis question is an attempt to analyze the perceived transparency of the rating among theemployees of the Organization. A majority of the employees have given a transparencyrating of 5. The perception of the employees is since the appraisal is done on a quarterlybasis, the employee is not in a position to actually evaluate the basis of the rating he / shehas received. This causes a lot of ambiguity in the ratings. This is the primary concern

due which almost 70 % have given a rating of 6 and below. The respondents who havegiven a rating of 7 and above have mostly given this rating because they have got goodratings in the past and feel that there is not much required in terms of transparency aslong as they get good ratings themselves.Performance Appraisal Effectiveness MBA (Human Resources)4812) Do you feel comfortable discussing any difference of opinion aboutyour Performance Rating with your appraiser?0510152025301 2Data1) Yes 212) No - 29AnalysisThe major reason for the decreased transparency rating might be due to the fact that 58 %of the respondents did not feel free to express their displeasure, if any, to the rating givento them. This can be due to decreased comfort levels with the appraiser. The appraisalsystem can only be efficient if it takes into consideration the employee s side of theappraisal. There might be various aspects that the appraiser might have accidentallyoverlooked or certain circumstances misinterpreted which can be clarified if theemployee is more open and comfortable with the employer.Performance Appraisal Effectiveness MBA (Human Resources)4913) Performance Appraisal Model RatingOverall Rating0246810121416181 2 3 4 5Data1) 5 Points 2 2) 6 Points 6 3) 7 Points 144) 8 Points 16 3) 9 Points - 12Analysis

The respondents were specifically told to rate the Appraisal system by setting aside anykind of human intervention present in it by just evaluating its inherent structure and notefficiency in its execution. This helps to ascertain whether there are any flaws in thePerformance Appraisal system. About 80 % of the sample has given a rating of 7 pointsand above. This shows the system is generally acceptable to the employees and is a goodsign for Champion Voyager Designers Pvt Ltd. The concern of the Organization shouldbe to find out why the remaining 20 % are not very highly satisfied with the system andfind out ways and means to increase their acceptability of the system.Performance Appraisal Effectiveness MBA (Human Resources)50LIMITATIONSPerformance Appraisal Effectiveness MBA (Human Resources)51LimitationsThe following are the limitations faced by me during the course of the studyThe sample consisted only of employees in the day shift. Employees of the nightshift were not considered for the purpose of study.There is no concrete basis to prove the response given is a true measure of theopinion of all the employees as a whole.Convenient sampling was used as the mode of conducting the research.The questionnaire contained mostly multiple-choice questions; therefore manyrespondents may not have given a proper thought before answering the questions.The response of the respondents may not be accurate thinking that themanagement might misuse the data.Almost all of the questionnaires had the open-ended question no. 11, leftunanswered.Sensitive company information cannot be displayed in the project report.Most respondents might be influenced by their peers in answering the questions.Due to the fact that most of the respondents were young, the questions might nothave been answered with due sincerity.Performance Appraisal Effectiveness MBA (Human Resources)52FINDINGS ANDCONCLUSIONSPerformance Appraisal Effectiveness MBA (Human Resources)53Findings and ConclusionsThe following are the suggestions and conclusions derived from this particularresearch studyObjectivityOne manager's idea of "self-starting ability" can be quite different thananother's idea. The question then arises as to how does one objectivelyevaluate "creativity ? If greater amount of objectivity can be infused into theAppraisal system, it can help to bring more transparency.Effective CommunicationOne function of performance appraisals is to help employees develop so theycan contribute more effectively. In order for the employees to develop andlearn they need to know what they need to change, where (specifically) they

have fallen short, and what they need to do. If a manager assigns a 1(unsatisfactory) on a scale of 5, it does not convey much information to anemployee. It just says the manager is dissatisfied with something. In order tomake it meaningful and promote growth, far more information must be addedto the appraisal process and the related information should be transparentlyshared with the employee.FairnessMost employees resist being classified at the low end of the scale. Employeeswho are low rated are more likely to resist the evaluation of the superior andargue, claiming that personal bias was involved in the ratings.Managerial EfficiencyThe implementation of a Performance Appraisal System rests on the shouldersof the manager and he must ensure that it is done properly. A good managercan make an average appraisal system work and vice-versa.Performance Appraisal Effectiveness MBA (Human Resources)54ANNEXUREPerformance Appraisal Effectiveness MBA (Human Resources)55Performance Appraisal FormPerformance Appraisal Effectiveness MBA (Human Resources)56Performance Appraisal Effectiveness MBA (Human Resources)57Performance Appraisal Effectiveness MBA (Human Resources)58Performance Appraisal Effectiveness MBA (Human Resources)59Performance Appraisal Effectiveness MBA (Human Resources)60Performance Appraisal Effectiveness MBA (Human Resources)61Performance Appraisal Effectiveness MBA (Human Resources)62Performance Appraisal Effectiveness MBA (Human Resources)63Performance Appraisal Effectiveness MBA (Human Resources)64Performance Appraisal Effectiveness MBA (Human Resources)65Performance Appraisal Effectiveness MBA (Human Resources)66Performance Appraisal Effectiveness MBA (Human Resources)67Performance Appraisal Effectiveness MBA (Human Resources)68QUESTIONNAIREDear Respondent,I would be grateful if you could spare some of your time to respond to the followingquestions. Your response will be treated as confidential and would only be used forthe purpose of study.Gender - Male FemaleAge 21-25 25-30 30-35 35+Yrs of experience in this OrganizationLess than a Year 1 yr 2 yrs 3 yrs 4 yrs+1) Have you worked in any other Company prior to joining this Organization?Yes No2) Were you informed about the Performance Appraisal model, used in theOrganization, during your induction?

Yes No3) How do you find the Performance Appraisal Model in this Organization? (Mark all therelevant options)Simple Complicated ObjectiveSubjective Efficient Inefficient4) In your opinion, does the Performance Appraisal System give a proper assessment ofyour contribution to the organization?Yes No5) How often does your Performance assessment match to your expectations?Never Rarely SometimesOften Every time6) According to you, how often should the Performance Review take place?Once a week Once a month Every 3 monthsPerformance Appraisal Effectiveness MBA (Human Resources)69Every 6 months Once a yearPerformance Appraisal Effectiveness MBA (Human Resources)707) What is your Satisfaction level with the current Appraisal System?Very low Low AverageHigh Very High8) Which are the areas that should be improved upon? (Mark all the relevant options)Standards Monetary incentivesFrequency of Appraisal Appraiser9) How important do you think is Performance Appraisal to your Performance?Not Important Less ImportantImportant Very ImportantMost Important10) Do you think the One on One sessions are effective in ironing out problemsin the work environment?Yes No11) If you were given an opportunity to rate the transparency of the Appraisal System,what marks would you give? (On a scale of 1 to 10 with 1 being the lowest and 10being the highest)12) Do you feel comfortable discussing any difference of opinion about yourPerformance Rating with your appraiser?Yes No13) How do you rate the Performance Appraisal System in your Organization? (On ascale of 1 to 10 with 1 being the lowest and 10 being the highest)14) Any SuggestionsPerformance Appraisal Effectiveness MBA (Human Resources)71This document was created with Win2PDF available at http://www.daneprairie.com.The unregistered version of Win2PDF is for evaluation or non-commercial use only.

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Dr. Sunita Shukla , Bhavana Adhikari

In today’s dynamic world, performance reviews and appraisals have become a necessary and desirable part of any work organization. Nowadays, employees want to work hard with commitment and dedication, but they also want their work to be recognized and rewarded. Most employees want frequent feedback about their performance so that they can improve further. Since, employees perception influence their judgment and attitude towards organization and its practices, it could be very obvious that the employees might hold diverse opinions about the performance appraisal system in the organization. This study addresses demographic differences between employees with regard to perceptions of performance appraisal system. The data were collected from 66 employees of leading the Indian Data Recovery Company located in the National Capital Region (NCR) in 2015. The data collected was analyzed, using descriptive statistics and inferential statistical tools like t- test and ANOVA, in order to address the research questions. Results indicate that employees are very happy with their current 360 degree appraisal system and there is no significant difference in employee perception of performance appraisal system based on different demographic variables like age, gender, marital status, experience and designation. Key Words: Perception, Performance, Performance Appraisal System, 360 Degree Appraisal System.

Niroshi Wimaladharma

Focusing on narrow financial expenditure and short capabilities of managerial staff are resulting in repeated restructuring attempts and unidentified operational barriers within organisations. The modern world economy has recently seen one of the most turbulent periods of the last 150 years. Technological, social and economic backgrounds have rapidly changed over the last few decades. These modifications are impacting to organisations economically and industrially and they even pose large impact and greater challenge on human resource management. These changes are negatively impacting productivity and quality is still a challenge for many organisations. Alternatively most organisations apply different strategies on various resources in their organisation to improve productivity. In order to do so, researchers and many organisations identified human resources as significant assets than other departments in order to enhance productivity in both quality and quantity equally. Consequently now many organisations tend to move towards a merit based performance appraisal system to enhance employees’ skills, job knowledge, and working attitudes, which directly leads to develop employees’ satisfaction and increased organisations overall productivity. It is important to any organisation to achieving goals and determines their progress through the employees’ PA. Conducting a performance appraisal programme is beneficial in increasing the productivity of the company, which can enhance its share price. A performance appraisal programme is now extensively accepted e.g. Apple, Microsoft, UK Civil Service as a vital tool for improving both employees and organisation productivity and performance. Many organisations focus re-examining their existing performanceappraisal system to improve employee’s performance towards organisation overall productivity. In this research, the author assesses the effectiveness of an existing performance appraisal system to major barriers within the performance appraisal system and determines solutions at Amery Construction Ltd in UK. The author assesses the importance of 360-degree feedback as a structure of the performance appraisal system, which can directly impact on the productivity of employees in the UK building, rail and construction sectors. This research conducts qualitative method analysis though appraisal survey questionnaires. This research evaluates an established performance appraisal system which should focus to enhance employees’ job satisfaction, overall motivation and mainly increase organisation productivity. The study is based on 100 members of staff and tradesmen at Amery Construction Ltd. The employees were selected by organisation’s general appraisal panel. The collected data through appraisal panel using sectional surveys and with the help of Statistical Package for the Social Sciences (SPSS) finalised the analysis and demonstrated the data using statistics, charts and tables to reveal the finding of this research to management.

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Performance appraisal is a concept associated with Human Resource Management and by this association one concept of the broader concept of management. Much work has examined Performance appraisal practices from a critical stance and this paper provides a brief review with reference to Fidelity Bank Plc Murtala Muhammed way Kano. The concept of performance appraisal is still emerging and finding space in both academic and practitioner spheres. This paper is an attempt to do the empirical evaluation of performance appraisal by applying some of the strands of critical thinking to performance appraisal practices and discourses. This study therefore investigated the effectiveness of performance appraisal systems in the Banking sector. The study was descriptive using both primary and secondary data. Data were collected with the help of questionnaires and analyzed. The study found out that the banking sector has in place an appraisal system, and this was largely acknowledged by all categories of respondents: junior and senior members. The study noted that there are key performance criteria that have been developed and clearly identified in the appraisal system. Findings showed that to a large extent the criteria have been developed in consultation with workers and appraisers. Further, respondents indicated general understanding and support from the various stakeholders on the institution's appraisal system. The study found out that most employees show cooperation in the appraisal process. Again, most staff believes that feedback reflects their performance. Also, most staff believe the appraisal system is relevant and do not consider the appraisal process a waste of time. It was noted that the process has helped in identifying systematic factors that are barriers to effective performance. Key challenges identified included low feedback rate and lack of adequate resources, among other challenges. The study recommended the need to ensure that fairness is maintained in the appraisal process so that the necessary trust and cooperation will be forthcoming from staff. Thus, there is the need to ensure regular feedback. Failure to do this could affect staff interest in the process, as much as possible feedback should be given to staff on their performance.

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This study investigates and compares the mechanical response of interbody and posterolateral fusion along with the transpedicular screw fixation for the degenerative spondylolisthesis under different load conditions using finite element (FE) analysis. Image processing, computer aided design (CAD), and computer aided engineering techniques were applied to build a three-dimensional model of a functional spinal unit (L4–L5) with transpedicular screw fixation for the posterolateral fusion FE model. Additionally, the intervertebral disc was replaced by two cages to represent the interbody fusion FE model. A unit moment of 1 Nm was applied on the top of L4 in different directions to simulate the flexion, extension, lateral bending, and axial rotation, respectively. The lower of L5 was fixed in all directions for constraint. The simulated results revealed that using cages obviously decreased (13%–58%) the stress imposed upon the instrumentations. The stress concentration occurred at the lo...

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This is a Yii2 that has 90,000 screens as each page is 3 screens. We need a stable platform to use the processes coded in Html and java to update the databases. We need to keep the PHP...This is a message service that no one can read except the Sender and Recipient. The Sender and Recipient are identified. Safe Purchase WebPicID will make the payment for the Buyer. No charge-backs, limited returns, and new markets. New Markets USA The 50 million individuals who will not buy online with a credit card. The 50 Million Minors can use Safe Purchase with parental approval. New Market India 300 million adult Indians make an average of 10 $100.00 USD purchases a year Merchant Fee Structure Merchant Membership fees start at $100.00 per year. VIDOTN Verified Identity Over The Net for Org...

As the owner of a Shopify e-commerce store in India , I need a specialist who can improve the overall visibility of my site on search engines. This should encompass: • All areas of SEO including: - On-page (particularly keyword and content optimization) - Off-page - Technical Previous experience on similar e-commerce SEO projects and sound understanding of Shopify platform's SEO capabilities will be ideal for this task.

...Knowledge of RESTful APIs and web services Experience with Redux or other state management libraries Familiarity with responsive design and cross-browser compatibility Ability to work independently and as part of a team Strong problem-solving skills and attention to detail Responsibilities: Develop and implement front-end components and user interfaces Collaborate with back-end developers and designers to improve usability Optimize applications for maximum speed and scalability Stay up-to-date on emerging technologies and best practices in front-end development Troubleshoot and debug issues as they arise If you are a passionate developer with a strong understanding of React and front-end technologies, we would love to hear from you. Please check the GitHub repo.

I'm looking for talented Figma designers to create a unique, intuitive UI design for a mobile app. The main purpose of the design is to facilitate the engaging experience of the app on both iOS and Android. Key Requirements: - Design should be created using Figma - Platforms: Design should be optimized for both iOS and Android Your responsibilities would include: - Creating a design using figma , Field details will be given as tables. (name & datatype) - Designing intuitive UI elements - Ensuring the design is suitable and optimized for both iOS and Android. Ideal skills and experience for this project would include: - Proficiency in Figma and UI/UX design - Experience in creating unique, illustrative designs - Understanding of mobile design principles and guidelines, pa...

I require a skilled and experienced web designer to create a website for a reward platform. ...Contact form is crucial for this project. The specific information to be included in this contact form will be laid out in the provided instructions. Ideal Skills and Experience: - Proven expertise in web design, particularly on platforms suitable for contact form integration and customer engagement. - Experience with designing reward or similar platforms is a plus, however, all proficient web designers are encouraged to bid. - Ability to deliver on-time without compromising the quality is highly valued in this project. - You must be open for revising the design based on feedback if necessary. Bid with confidence if you believe you can execute this project and stay within budget. All...

I'm looking for a designer to create a minimalist product backer card that serves two main purposes - promoting my p...and what the benefit is to them and their family. Thank you so very much for considering this project. ** SUBMISSIONS MUST BE RELEVANT TO OUR PRODUCT. LOOK AT THE PROVIDED LINK AND ENSURE THAT YOUR SUBMISSION CORRELATES TO HOW THE PRODUCT IS USED. SUBMISSIONS THAT DO NOT REFLECT THE CORRECT USAGE, OR ARE OBVIOUS GENERIC SUBMISSIONS, WILL AUTOMATICALLY BE REJECTED. *** Note that ALL designers who attempt to communicate about additional gigs or solicit work via the GearuGood website, website comment section, website email or website chat will automatically be rejected from this contest. Communication will ONLY be accepted via Freelancer.com facilitated ...

I require the expertise of a Chartered Accountant who have valid Indian practicing license to certify the utilization of funds upto 32 Lakhs expendetures for my startup. One time certification required with UDN no. - Purpose: The certification is primarily for auditing requirements. This is key to maintaining transparency and ensuring financial accountability in the startup. - Audit Report: A detailed analysis of the utilization of funds will be necessary. This in-depth review must effectively trace and account for how and where capital has been deployed in the startup operations. - Fund Sources: Please note that the startup has just one fund source. Hence, the audit will focus on how this single source of funding has been used. Ideal candidates would have a strong background in auditi...

I'm in need of a seasoned and creative professional to overhaul my current pitch deck. It currently lacks visual appeal and I believe a fresh, modern and sleek design is needed to captivate potential investors and clients. The task entails: - Transforming the current deck into a visually appealing and modern design - Ensuring key content is clear, concise, and well presented - Ens...professional and investor-focused aesthetic Ideal skills and experience for this job include: - Proven experience in designing pitch decks - Graphic design skills with a modern and sleek aesthetic - Understanding of the key elements that make a pitch deck successful Your work will be pivotal in helping me make a strong impression on potential investors. I look forward to seeing proposals from skilled ...

Looking for a seasoned graphic design professional to create the layout for an A4 size corporate pamphlet. The pamphlet is for my IT staffing company and will be printed in full c...aiming for. - Ability to produce a design that is suitable for a "Z" fold or flat layout. - I will provide the text content. Your role is to bring out a creative and professional layout. - While no specific colors have been chosen, suggested color schemes that meet the corporate theme are welcomed. - Need to have this project completed ASAP. This project will provide a great opportunity for designers who strive to combine professionalism with creativity. Proficiency in Adobe Photoshop or Illustrator preferred. Any past portfolio or samples of similar work would be a significant asset during th...

i want poland vfs appointment from india for national employment

I am seeking a skilled 3D designer to create a virtual model of my landscaping ideas. The project will mainly focus on Softscape elements (plants, flowers) based on an Indian style. Key Elements: - The design will encompass an array of Indian plants and flowers. Therefore, the freelancer must be familiar with the variety of flora that can be found in India . - The design should showcase an authentic Indian landscaping style, incorporating traditional Indian gardening techniques and aesthetics. I will provide the 2d structure (house design) & 3d render with random softscape, I want it to be more specific.

We are currently seeking an experienced Angular developer(s) to assist with the refactoring of our customer existing web applications. We are looking for long term collaborations, not single or a couple of tasks only. We have two main projects to upgrade until july 2024. To avoid wasting time, please: 1) refrain from graphic designers or only HTML experts, we are looking for angular expert only. 2) we have internally development skills (FrontEnd and Backend) so we can identify quickly the skill level and seniority 3) Every set of tasks are decided before and estimated and shared the development time 4) payment occurs only after sharing the specifications, creation, release and testing of the tasks 5) maximum rate basic development (HTML/CSS): €14/hour 6) maximum rate adv...

...the subject company’s authorized representative, such as line of business, key executives' names, etc. • Take pictures of the subject company and its vicinity, as per Confirmis’ standard operating guidelines. • Provide observation about the company to gauge activeness, e.g., staff working at the premise, loading/unloading of goods, etc. REQUIREMENTS: • Must be living in (or nearby) Vasai, India • Has a camera or phone/tablet of quality with a camera, internet access • Must be available during business hours (9 AM - 4 PM) on working days Please see the attached file for the site visit guidelines. You are only required to deliver the pictures, video & observations and are not expected to put together a report like the Sample ...

Hi DIGIWICK PVT . LTD., I noticed your profile and would like to offer you my project. We can discuss any details over chat.

...as plaintiff and/or defendant) o Bankruptcy/Insolvency announcement/court judgments o Significant news on the individual(s) or Party(s) as well as related family members (if any) Requirements: 1. Fluent both orally and written in English and the local language (Cambodian language) 2. Have good research skills, and experience in internet research, preferably business-related 3. A native of India , domiciled in Cambodia DELIVERY ELEMENTS: • All relevant news, if reported in the native language (Cambodian language) must be translated into English • Weblink of the news, together with o Source name o News date Note: Milestone will be released the following week (Monday) after the job completion to give us time to organize the report and contact you if we need additio...

As a client seeking designers with a knack for futuristic aesthetics, I'm looking to redesign a gamified sales contest screen to provide an enhanced user experience. This project will focus on augmenting the existing key elements: - Scoreboard - Prize catalogue - Profile statistics The desired outcome is a more engaging, futuristic design that motivates our sales team. Designers experienced in user interface (UI) design, user experience (UX) design, and gamification would be ideal for this job.

I'm seeking an expert in Tally accounting to oversee my data entry and account reconciliation. Key Tasks: - Data Entry: Your primary ...Reconciliation: You'll be responsible for weekly account reconciliation. Financial Reporting: - Generate accurate and timely financial reports, including: - Income Statement - Balance Sheet - GST Entry Ideal Skills: - Expertise in Tally Software - Strong Data Entry Skills - Thorough Understanding of Account Reconciliation - Experience in Financial Reporting - Proficiency in GST compliance in India - Strong attention to detail and accuracy - Ability to work on a weekly basis Your experience in handling similar tasks and your knowledge of Tally accounting will be crucial in ensuring that our financial records are kept up-t...

Company: OPMC Location: Remote Timezone of team: India Applications close: 26 April 2024 Hours: Part time role transitioning to full time. About Us: OPMC is a leading vendor in the WooCommerce plugin marketplace, dedicated to providing innovative solutions for e-commerce businesses worldwide. We specialise in developing high-quality plugins that enhance the functionality and performance of WooCommerce stores, empowering merchants to succeed in the digital marketplace. Job Description: We are seeking a skilled and experienced WordPress/WooCommerce Plugin Developer to join our dynamic team. As a Plugin Developer, you will be responsible for designing, developing, and maintaining plugins for our portfolio on the WooCommerce marketplace. You will collaborate closely with our dev...

I need to collect data from multiple bank branches for further analysis. I'm looking for someone to collect data from bank employees in India . The data is to be collected with the help of Google Forms. There are a total of 11 banks and you are required to collect a minimum 11 responses from each bank, which means total of 121 responses. The response must be accurate.

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***Only corporate freelancers who have B2B marketing experience for an IT company*** We need of an experienced marketing specialist with a successful track record in B2B marketing, particularly with large corporations. The ideal candidate will have a strong understanding of various ma...Linkedin, twitter, Instagram and Youtube) with flyers and landing pages on our new website 2. Email marketing 3. Google ads and Google keywords 4. Developing video for our products and services, hosting on Youtube channel Target Verticals 1. Energy including Oil and Gas 2. Telecommunications 3. Governments 4. Banking and Finance 5. Education 6. Hospitality Target Audience IT professionals in India and Middle East. Please demonstrate your previous experience with similar projects when su...

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I'm seeking a PHP developer with a strong background in creating realistic 3D visualizations. The primary goal of this integration is to enhance user experience and showcase products or designs on the website. Key Responsibilities: - Integrate 3D effect with in PHP website code - Ensure that the 3D visualizations are realistic and enhance use...a seamless and interactive experience for users Ideal Skills: - Proficiency in PHP backend development - Strong understanding of database management - Proven experience in object-oriented programming - Prior experience with and 3D visualizations is a plus The ideal candidate should be able to understand the importance of user experience and be able to work collaboratively with our designers to bring these 3D visualizations to life.

As a seller on Amazon India . I'm currently under the Clothing category and I'm seeking a professional who can help 1. Post images of my products 2. Upload product description that you will be given to you by us 3. Create variations - that is size and color for now 4. Any other additional skills will be an advantage This is a LONG TERM job for the right candidate and can they can grow with us over the years.

I need a custom PHP Coder from Pakistan or India I need a person at low budget and for long term

...architectural context (an added benefit) This project is critical to my academic progress, so I need a dedicated and experienced professional who can deliver a high-quality design. Feel free to ask questions for basic idea for a plan is attached below and the program discription is below Title: Design Portfolio: Market Spaces in Kanpur, Uttar Pradesh, India Site Analysis: Site Location: Kanpur, Uttar Pradesh, India Site Area: 21,800 sqm FAR: 1.2 Built-up Area: 26,160 sqm Thesis Topic: Market Spaces The design focuses on creating functional and aesthetic market spaces to facilitate various activities. Basic Design Elements: Admin Area (2%): 523.2 sqm Entry Lobby, Waiting Area, Staff Office, Meeting Rooms, Maintenance Department Office, Manager's Office, Toilets Ser...

Greetings talented designers , We are in search of a skilled and creative website designer to revamp our online platform, Grintafy.com. We're looking to elevate our website to a whole new level with a design that is not only advanced and corporate but also incredibly catchy and engaging. What We're Looking For: We need a designer who can transform our vision into reality. The ideal candidate should possess: Advanced Design Skills: We're seeking someone with a strong portfolio showcasing their ability to create sleek, modern, and user-friendly designs. Corporate Aesthetic: The design should reflect professionalism and sophistication, aligning with our brand identity. Catchy and Engaging Elements: We want the website to stand out from the crowd with visually stunnin...

Hi Designers , I need characters for my personal project, characters should be banana which can be funny/serious/confused/genius I need 3 characters Stage 1: You can create one character first and get approval then proceed with remaining 2 characters, please check image 2 for the idea how I want my characters to look like Stage 2: Create environment similar to image 1, instead of beans I want bananas, please check image 3 on how my environment will look like Stage 3: You need to create around Max 5 Secs small animation which can be in loop similar to below website Once you done with first character rest all going to be the same not much difference. Happy Designing The quality and color I need same as image 1, if you can create similar quality in Blender 3D that

I'm in need of a skilled professional to configure a dedicated server in India that can effectively manage a high-traffic load. This project involves the setup of a web server and a separate database server. Key requirements and preferences include: - Setting up an Apache web server - Proficiency in PHP, Python, and Java - Configuring a MySQL DB server The ideal freelancer for this project is detail-oriented and has a history of working on similar server setup and management projects. Experience with dedicated server setups in high-traffic situations is crucial. Kindly share any related project experiences you have. Efficiency, cost-effectiveness, and strong performance are the main goals for this project.

I am looking to create a gift card envelope (DL size) that uplifts our hotel's presence and strengthens our brand image. Key Aspects to Consider: - Please blend the hotel's logo and image seamlessly into your design. - Yo...hotel's presence and strengthens our brand image. Key Aspects to Consider: - Please blend the hotel's logo and image seamlessly into your design. - Your colour palette should be consistent with our brand's colours. - It needs to look sophisticated and classy - Must have room for gift card to be placed - It must look MUCH better than the old version attached Ideal Candidates: - Experienced designers who have worked on similar projects. - Should have a keen eye for brand consistency and detailing. - Adept at creating designs that...

...is a boutique design consultancy firm based in Singapore who are looking to expand their business into Malaysia. They provide research, strategy, design and implementation services to various organisations across Southeast Asia and help them turn ideas into products, solutions and experiences that deliver value. To support their expansion into Malaysia, they are looking to onboard multiple UI designers with experience in Financial Services to join their team. Requirements: - Minimum 3 years of UI design experience within FS, preferable at a major financial institution or consulting firm - Experience with Financial Service product design (i.e. mobile apps) - Ability to lead teams Contract length: 6-month contract (possibility of conversion to permanent) Job Location: Remote (ca...

Project Title: Srinagar Serenade: A Digital Wedding Invitation Experience Project Overview: Create a captivating and personalized digital wedding invitation video for a three-day celebration in the picturesque city of Srinagar, Jammu & Kashmir, India . The video should encapsulate the essence of each event - Mehndi/Haldi, Barat, and Walima - while incorporating key elements of the city's rich culture and breathtaking landscape. The primary goal is to craft a visually stunning and emotionally resonant invitation that can be easily viewed on mobile devices. Key Deliverables: Customized Invitation Video: Length: Approximately Less than 2 minutes Format: Mobile-friendly Content: showcasing the beauty of Srinagar with iconic landmarks, such as Dal Lake and Mughal Gardens, bl...

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Leadership & Management

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APROJECT REPORT ON

PERFORMANCE APPRAISAL EFFECTIVENESS ANALYSIS

CHAMPION VOYAGER DESIGNERS PVT LTD

SUBMITTED TOTHE UNIVERSITY OF PUNE

IN PARTIAL FULFILLMENT OFMASTERS IN BUSINESS ADMINISTRATION

JEAN THOMASMBA II

BANSILAL RASMNATH AGARWAL CHARITABLE TRUST S (BRACT)VISHWAKARMA INSTITUTE OF MANAGEMENT,

PUNE (2005- 2006)

ACKNOWLEDGEMENTS

I would like to take this opportunity to thank Raj Utpal for providing me with an opportunity to work for Champion Voyager Designers Pvt Ltd.

I am also desirous of mentioning my profound indebtedness to Dr Vandana Gote, Faculty member, Vishwakarma Institute of Management, for the valuable advice, guidance, precious time and support she offered.

I would be failing in my duty if I do not acknowledge my gratitude to Dr S. Joshi, Director, Vishwakarma Institute of Management, who motivated me a lot in carrying out this project.

Last but not the least, I would also like to thank all the respondents for giving me their precious time, relevant information and advice without which I would not be able to complete this project.

Section Page No.

Company Profile . ..4

Importance and Purpose ...12

Performance Structure in the Organization 16

Research Study 27 - 32

o Research Methodology

o Data Collection

o Tools of Data Collection

o Technique of Data Collection

Data Analysis . 33 - 49 Limitations

...50 Findings and

conclusions 52 Annexure

COMPANY PROFILE

Champion Voyager Designers Pvt Ltd

Champion Voyager Designers Pvt Ltd is the leading pioneer in the large-scale

outsourcing of document creation services, with more than 80 years of graphics history.

It is also the world s largest and most experienced provider of artwork and embroidery

digitizing.

They cater to more than 2,000 clients worldwide with output-ready digital files for

all types of printing, computer-generated communications, stitched apparel and

product imprinting and work 24 hours / 7 days a week / 365 days a year.

Retail and quick printers, commercial printers, apparel and promotional products

suppliers/distributors, advertising agencies and corporations rely on Champion Voyager

Designers Pvt Ltd for customized digital graphics solutions that help them generate

higher profits, increase productivity and enhance competitive differentiation, without

the ongoing costs of equipment, labor, or technology.

Production Facility

Headquartered in Elgin, Illinois, Champion Voyager Designers Pvt Ltd maintains a large

Production Center in Pune, India, staffed by 350 highly skilled employees and operating

Quality is the top priority at this facility. That s why they apply Six Sigma processes

and detailed quality control procedures for every client and every project.

Because they understand how important quality and accuracy are to the customer s

business, Champion Voyager Designers Pvt Ltd has created a detailed, comprehensive

They offer a web-based order entry and management system for maximum

convenience and speed. Champion Voyager Designers Pvt Ltd supports PC

and Mac platforms and is certified in over 30 software packages to meet

the needs of clients.

Confidentiality and Security

Champion Voyager Designers Pvt Ltd takes great care to ensure uptime and protect the

clients data through an elaborate security system and set of backup procedures both

on-and off-site.

Clients have a direct link to customer support 24/7/365 and can get fast answers on the

status of their projects, revisions, quotes and other questions. For any issues that require

escalation, the Account Services team is available Monday through Friday, from 8:00

A.M. to 6:00 P.M. Central Standard Time.

Graphic solutions

Champion Voyager Designers Pvt Ltd offers three categories of graphics services and the

function is the same for each: they format the graphics, photos and written copy that the

customers submit and produce digital, production-ready files. These files are then used by

the customer for printing, posting to web sites, presentations, embroidery on apparel or

screen-printing on ad specialty items.

Document Creation

Taking hard or soft copy input and returning digital files for production a term

originated by Champion Voyager Designers Pvt Ltd that is also known as desktop

publishing, digital pre-press or pre-flighting.

Artwork Creation and Layout

Embroidery Digitizing

Translating artwork into a series of commands to be read by an embroidery machine for

output on various items of apparel, bags, caps, etc.

The world-class, cost-effective document creation, artwork and digitizing services of

Champion Voyager Designers Pvt Ltd helps the customer to generate more revenue,

enhance profitability, improve productivity and increase focus on their core business.

Affinity Express customized solutions provide the specific capacity and services need

by the customer and when they need them. That s why Champion Voyager Designers Pvt

Ltd has a proven track record of success with some of the largest, most respected

companies in the world.

In just 1 month...

Over 350 design and digitizing professionals at Champion Voyager Designers Pvt Ltd

create more than 35,000 output-ready digital files using 30-plus software programs on a

network with a 99.99% uptime guarantee and backed by 24/7/365 support. They deliver

in 24 hours or less and reward clients with as much as 50% in cost savings

Outsourced graphics services

Artwork creation and layout

Embroidery digitizing

Document creation

Professional services

System integration

Custom website creation (for order management)

Project types

Announcements

Business Cards

Newsletters

Presentations

Certificates

Sales Sheets/Flyers

Signs/Banners

Tables, Charts and Graphs

Invitations

Table Tents

Mailing Labels

Word Processing

Software Proficiencies

Champion Voyager Designers Pvt Ltd designers are certified in more than 30 software

packages, including:

Adobe Acrobat

Macromedia Dreamweaver

Adobe GoLive

Macromedia Freehand

Adobe Illustrator

Microsoft Excel

Adobe InDesign

Microsoft PowerPoint

Adobe PageMaker

Microsoft Publisher

Adobe Photoshop

Microsoft Word

Microsoft Visio

QuarkXPress

Apparel and Promotional Products Suppliers/Distributors

Champion Voyager Designers Pvt Ltd provides a streamlined, cost-effective process and

reliable partnership to enable better focus on selling and supporting customers, as well as

higher profit margins.

In the highly competitive printing industry, outsourcing document creation to Champion

Voyager Designers Pvt Ltd lets clients drive print revenue, lower fixed costs, improve

margins, deploy internal teams on sales and support and leverage the revenue

opportunity offered by ancillary services.

Advertising Agencies

As clients demand lower costs, greater value and faster turn times from their agencies,

Champion Voyager Designers Pvt Ltd provides a means to better apply highly-talented

and costly internal resources to creative projects and client interaction, while handing off

straightforward execution and excess demand resulting in higher profit margins.

Corporations

Outsourcing (either off-site or a combination of on- and off-site) to Champion Voyager

Designers Pvt Ltd lets internal personnel to focus on their core business, exercise greater

control over branding and improve support for internal departments and clients.

IMPORTANCE AND PURPOSE

OF PERFORMANCE

Introduction to Performance AppraisalOnce the employee has been selected, trained and motivated, he is then appraised for his

performance. Performance Appraisal is the step where the Management finds out how

effective it has been at hiring and placing employees. If any problems are identified, steps

are taken to communicate with the employee and remedy them.

Performance Appraisal is a process of evaluating an employee s

performance in terms of its requirements.

Performance Appraisal can also be defined as the process of evaluating the

performance and qualifications of the employees in terms of the requirements of the

job for which he is employed, for purposes of administration including placement,

selection for promotions, providing financial rewards and other actions which

require differential treatment among the members of a group as distinguished from

actions affecting all members equally.

Importance and PurposePerformance Appraisal has been considered as the most significant an indispensable tool

for an organization, for an organization, for the information it provides is highly useful in

making decisions regarding various personnel aspects such as promotion and merit

increases. Performance measures also link information gathering and decision making

processes which provide a basis for judging the effectiveness of personnel sub-divisions

such as recruiting, selection, training and compensation. Accurate information plays a

vital role in the organization as a whole. They help in finding out the weaknesses in the

primary areas.

Formal Performance Appraisal plans are designed to meet three needs, one of the

organization and the other two of the individual namely:

o They provide systematic judgments to back up salary increases, transfers,

demotions or terminations.

o They are the means of telling a subordinate how he is doing and

suggesting needed changes in his behavior, attitudes, skills or job

knowledge. They let him know where he stands with the Boss.

o Superior uses them as a base for coaching and counseling the individual.

On the basis of merit rating or appraisal procedures, the main objectives of

Employee Appraisal are:

o To enable an organization to maintain an inventory of the number

and quality of all managers and to identify and meet their training

needs and aspirations.

o To determine increment rewards and to provide reliable index for

promotions and transfers to positions of greater responsibility.

o To suggest ways of improving the employee s performance when

he is not found to be up to the mark during the review period.

o To identify training and development needs and to evaluate

effectiveness of training and development programmes.

o To plan career development, human resource planning based

potentials.

PERFORMANCE APPRAISAL

STRUCTURE IN THE

ORGANIZATION

Summary of the Performance Analysis System

Setting performance standards, observing and providing feedback, and conducting

appraisals enables the Team Leader to achieve the best results through managing

employee performance.

To begin the process, the Team Leader and the employee collaborates on the

development of performance standards. The Team Leader then develops a performance

plan that directs the employee's efforts toward achieving specific results, to support

organizational growth as well as the employee's professional growth. Discussion of goals

and objectives throughout the year provides a framework to ensure that employees

achieve results through One on One and mutual feedback. At the end of the rating period,

the Team Leader appraises the employee's performance against existing standards, and

establishes new goals together for the next rating period.

As the immediate supervisor, the Team Leader plays an important role; his closest

interaction with the employee occurs at this level.

There are four key elements in the appraisal system:

1. Set objectives - Decide what the Team Leader wants from the employees and

agree these objectives with them.

2. Manage performance - Give employees the tools, resources and training they

need to perform well.

3. Carry out the appraisal - monitor and assess the employees' performance,

discuss those assessments with them and agree on future objectives.

4. Provide rewards/remedies - Consider pay awards and/or promotion based on the

appraisal and decide how to tackle poor performance.

Performance Standards

How does the Team Leader decide what's acceptable and what's unacceptable

performance? The answer to this question is the first step in establishing written

Performance expectations are the basis for appraising employee performance. Written

performance standards let the Team Leader to compare the employee's performance with

mutually understood expectations and minimize ambiguity in providing feedback.

Having performance standards is not a new concept; standards exist whether or not they

are discussed or put in writing. When the Team Leader observes an employee's

performance, he usually makes a judgment about whether that performance is acceptable.

Standards identify a baseline for measuring performance. From performance standards,

the Team Leader can provide specific feedback describing the gap between expected and

actual performance.

Guiding Principles

Effective performance standards:

Serve as an objective basis for communicating about performance.

Enables the employee to differentiate between acceptable and unacceptable

Increase job satisfaction because employees know when tasks are performed

well. Inform new employees of your expectations about job performance.

Key Responsibility Areas (KRA)

The Team Leaders in association with the Project Manager write performance standards

for each key area of responsibility on the employee's job description. The employee

actively participates in its development. Standards are usually established when an

assignment is made, and they are reviewed if the employee's job description is updated.

The discussions of standards include the criteria for achieving satisfactory performance

and the proof of performance (methods the Team Leader will use to gather information

about work performance).

Characteristics of Performance Standards

Standards describe the conditions that must exist before the performance can be rated

satisfactory. A performance standard should:

Be realistic, in other words, attainable by any qualified, competent, and fully

trained person who has the authority and resources to achieve the desired result

Describe the conditions that exist when performance meets expectations

Be expressed in terms of quantity, quality, time, cost, effect, manner of

performance, or method of doing

Be measurable, with specified method(s) of gathering performance data and

measuring performance against standards

Expressing Standards

The terms for expressing performance standards are outlined below:

Quantity: Specifies how much work must be completed within a certain period of

Quality: Describes how well the work must be accomplished. Specifies accuracy,

precision, appearance, or effectiveness.

Timeliness: Answers the questions, by when? , How soon? , Or within what

Effective Use of Resources: Used when performance can be assessed in terms of

utilization of resources: money saved, waste reduced.

Effects of Effort: Addresses the ultimate effect to be obtained; expands

statements of effectiveness by using phrases such as: so that, in order to, or as

Manner of Performance: Describes conditions in which an individual's personal

behavior has an effect on performance, e.g., assists other employees in the work

unit in accomplishing assignments.

Method of Performing Assignments: Describes requirements; used when only

the officially prescribed policy, procedure, or rule for accomplishing the work is

acceptable.

Performance Measurements

Since one of the characteristics of a performance standard is that it can be measured, the

Team Leader identifies how and where evidence about the employee's performance will

be gathered. Specifying the performance measurements when the responsibility is

assigned will help the employee keep track of his progress, as well as helping the Team

Leader in the future performance discussions.

There are many effective ways to monitor and verify performance, the most common of

Direct observation

Specific work results (tangible evidence that can be reviewed without the

employee being present)

Reports and records, such as attendance, safety, inventory, financial records, etc.

Commendations or constructive or critical comments received about the

employee's work.

Observation and Feedback (One on One)

Once performance objectives and standards are established, the Team Leader observes

the employees' performance and provides feedback. The Team Leader has a

responsibility to recognize and reinforce strong performance by an employee, and

identify and encourage improvement where it is needed. The Team Leader provides

informal feedback almost every day.

By observing and providing detailed feedback, the Team Leader plays a critical role in

the employee's continued success and motivation to meet performance expectations.

One On One Sessions

One on One is a method of strengthening communication between the Team Leader and

the employee. It helps to shape performance and increase the likelihood that the

employee's results will meet expectations. One on One sessions provide the Team Leader

and the employee the opportunity to discuss her progress toward meeting mutually

established standards and goals. A One on One session focuses on one or two aspects of

performance, rather than the total review that takes place in a performance evaluation.

Effective One on One can:

Strengthen communication between the Team Leader and the

employee Help the employee attain performance objectives

Increase employee motivation and commitment

Maintain and increase the employee's self-esteem

Provide support

Key Elements of One on One

To make One on One sessions effective, the Team Leader keeps the following key

elements of One on One in mind while conducting such a session:

Observe the employee's work and solicit feedback from others.

When performance is successful, take the time to understand why.

Advise the employee ahead of time on issues to be discussed.

Discuss alternative solutions.

Agree on action to be taken.

Schedule follow-up meeting(s) to measure results.

Recognize successes and improvements.

Document key elements of One on One session.

Questions to Consider during One on One

To provide effective feedback the Team Leader must understand the elements of

performance and analyze marginal performance. These questions are kept in mind:

How is the employee expected to perform?

Does the employee understand these expectations? If not, why not?

Does the employee know what successful results look like? How does the Team

Leader know?

Does the employee know the performance is marginal? How does the Team

Are there obstacles beyond the employee's control? Can the Team Leader remove

Has the employee ever performed this task satisfactorily?

Is the employee willing and able to learn?

Does satisfactory performance result in excessive work being assigned?

Does unsatisfactory performance result in positive consequences such as an

undesirable task being reassigned?

During the One on One Session

When the Team Leader conducts a One on One session to provide positive feedback to

the employee, he keeps the following points in mind:

Describe the positive performance result or work habit using specific details.

Ask the employee's opinion of the same product or behavior.

Ask the employee to identify elements that contributed to success (adequate time

or resources, support from management or other employees, the employee's talent

and interest in the project).

Discuss ways in which the Team Leader and the employee can support continued

positive results.

Reinforce for the employee the value of the work and how it fits in with the goals

of the work unit or department.

Show your appreciation of the positive results and your confidence that the

employee will continue to perform satisfactorily.

If appropriate, document your discussion for the employee's file.

When the Team Leader conducts a One on One session to improve performance, he uses

the following format:

Describe the issue or problem, referring to specific behaviors.

Involve the employee in the problem-solving process.

Discuss causes of the problem.

Identify and write down possible solutions.

Decide on specific actions to be taken by each of the Team Leader.

Agree on a follow-up date.

Document key elements of the session.

Follow-Up Discussion

During a follow-up discussion, the following steps are followed:

Review the previous discussion(s).

Discuss insufficient improvement and ask for reasons why.

Indicate consequence of continued lack of improvement.

Agree on action to be taken and set a follow-up date, if appropriate.

Convey confidence in the employee.

Document the discussion.

RESEARCH STUDY

Aim of the ResearchTo ascertain the effectiveness of Performance Appraisal methodology used by

the Organization.

Objectives of the studyThe following are the objectives of the study -

To develop my understanding of the subject.

o Performance Appraisal System implemented in various Organizations

varies according to the need and suitability. Through my research, I

have tried to study the kind of Appraisal used in the Organization and

the various pros and cons of this type of system.

To conduct a study on social behavior.

o Social behavior is a very unpredictable aspect of human life but social

research is an attempt to acquire knowledge and to use the same for

social development.

To enhance the welfare of employees.

o The Appraisal system is conceived by the Management but mostly does

not take into consideration the opinion of the employees. This can lead

to adverse problems in the Organization. Therefore by this study I have

attempted to put forth the opinion of the employee with respect to the

acceptability of the Performance Appraisal System.

To exercise social control and predict changes in behavior.

o The ultimate object of my research is to make it possible to predict

the behavior of individuals by studying the factors that govern and

guide them.

Research DesignA research design is a type of blueprint prepared on various types of blueprints

available for the collection, measurement and analysis of data. A research design calls

for developing the most efficient plan of gathering the needed information. The design

of a research study is based on the purpose of the study.

A research design is the specification of methods and procedures for acquiring the

information needed. It is the overall pattern or framework of the project that stipulates

what information is to be collected from which source and by what procedures.

SamplingAn integral component of a research design is the sampling plan. Specifically, it

addresses three questions

Whom to survey (The Sample Unit)

How many to Survey (The Sample Size) &

How to select them (The Sampling Procedure)

Making a census study of the whole universe will be impossible on the account of limitations

of time. Hence sampling becomes inevitable. A sample is only a portion of the total

employee strength. According to Yule, a famous statistician, the object of sampling is to get

maximum information about the parent population with minimum effort.

Methods of SamplingProbability Sampling is also known as random sampling or chance sampling

. Under this sampling design every individual in the organization has an equal

chance, or probability, of being chosen as a sample. This implies that the section

of sample items is independent of he persons making the study that is, the

sampling operation is controlled objectively so that the items will be chosen

strictly at random.

Non Probability Sampling is also known as deliberate sampling ,

purposeful and judgmental sampling. Non-Probability Sampling is that which

does not provide every individual in the Organization with a known chance of

being included in the sample.

Data collection methodCollection of data is the first step in statistics. The data collection process follows the

formulation for research design including the sample plan. The data can be secondary or

Collection of Primary Data during the course of the study or research can be

through observations or through direct communication with respondents on one

form or another or through personal interviews. I have collected primary data by

the means of a Questionnaire. The Questionnaire was formulated keeping in

mind the objectives of the research study.

Secondary data means data that is already available i.e., they refer to data, which

has already been collected and analyzed by someone else. When a secondary data

is used, the researcher has to look into various sources from where he can obtain

data. This includes information from various books, periodicals, magazines etc.

Research Methodology Adopted

Research Design : Descriptive research

Research Instrument : Structured Questionnaire

Sampling Plan

i) Sample Method : Non-Probability Sampling

(Convenience Sampling)

ii) Sample Size : 50

iii) Sample Unit : Employees who do not hold a

supervisory position

Sampling DesignConvenience Sampling, as the name implies, is based on the convenience of the

researcher who is to select a sample. Respondents in the sample are included in it merely

on account of their being available on the spot where the survey was in progress.

Source of Dataa) Primary Data : Structured Questionnaire

b) Secondary Data : Journals, Booklets, Company Data, etc.

DATA ANALYSIS

Median Age Analysis

01 3 5 7 9 11 13 15 17 19 21 23 25 27 29 31 33 35 37 39 41 43 45 47 49

The above graph is a logarithmic representation of the employee age data and clearly

shows the median age of the sample population taken for the survey as 29. This is mainly

due the expansion policy of the company that has taken on board a large number of new

and young employees to fuel its growth plans.

Due to this a large group of creative employees have been inducted into the Organization.

This helps in maintaining the creative talent in the Organization, as the job profile

requires them to be creative.

Champion Voyagers Designers Pvt Ltd will be continuing their expansion plans in the

coming months and this will lead to a further decease in the average age of the employees

in the Organization.

Male / Female ratio within the selected sample

There is equality in terms of the ratio between males and females in Champion Voyager

Designers Pvt Ltd. This can also be ascertained from the fact that the same ratio is

present among the total strength of 350+ employees in the company. The sample was

carefully chosen to ensure that the study gave an equal opportunity to both the sections to

voice their opinion and there gain a truer picture of the conclusions derived by the study.

The balance of both the genders in the Organization also gives rise to a good work

atmosphere and better understanding between the employees. This trend can also be

witnessed in the supervisory ranks of Champion Voyager Designers Pvt Ltd. This helps

to remove many barriers that may exist due to various reasons.

The Management of Champion Voyager Designers Pvt Ltd strives to be an equal

opportunity employer and therefore does not try to discriminate on the basis of Gender.

Years of Experience within the Organization

1)Less than a Year 5 2)One Year 19 3) Two Years 14

4)Three Years 5 5)Four + Years 7

Most of the employees in the Organization are relatively new because a majority of them

(i.e. 66%) have between one and two years of experience in the Organization. This is

mainly due to the fact that the Organization is in a constant mode of growth and is

therefore recruiting in a big way. The expansion plans are done keeping in mind the

proposed growth in business in the near future.

Another reason is the fact that finding new talent for the required skills is a tough task

because market awareness about the career growth in this sector is very limited. Due to

this, Champion Voyager Designers Pvt Ltd has inducted a lot of employees after

providing them with training to ensure that their Human resource requirements are met.

1) Have you worked in any other Company prior to joining this

Organization?

Thirty-two employees (i.e. 64%) have some amount of prior work experience before

joining Champion Voyager Designers Pvt Ltd. Most of them are diploma holders in

animation and were not aware of the existence of such an industry. They came to know

about the same only after seeing the advertisements of the company in the newspaper.

This also means that even though most of them have worked prior to joining Champion

Voyager Designers Pvt Ltd, they do not have any hands-on experience of the kind of

work carried out by Champion Voyager Designers Pvt Ltd.

This fact can also be interpreted as having no valid work experience at all prior to joining

2) Were you informed about the Performance Appraisal model, used in

the Organization, during your induction?

Due to the fact that most of the employees have got no experience in this sector before,

they did not ask about the Performance Appraisal model used in the Organization. The

respondents that said that they were informed of the model during the interview were told

so at the discretion of the interviewer.

The company has however made it a point to inform the employee about the model

before he signs the acceptance letter. This prevents any ambiguities and

misunderstanding about what is expected of the employee before he joins the

Organization.

3) How do you find the Performance Appraisal Model in this

Organization? (Mark all the relevant options)

01 2 3 4 5 6

1)Simple 37 2)Complicated 13 3)Objective - 17

4)Subjective - 33 5)Efficient - 32 6)Inefficient - 18

From the above chart it can be inferred that, a majority of the sample respondents have

found the Appraisal Model to be simple and efficient on one hand but also subjective on

the other hand. The Appraisal model has been thoroughly dealt with during the training

so the employees know exactly what is expected of them. The HR department follows an

open door policy which ensures that any queries regarding the policy can be clarified to

the employee s satisfaction. But the employees are of the opinion that the subjective

nature of the Appraisal system is one of the main disadvantages. The fact remains that

due to the kind of work carried out by Champion Voyager Designers Pvt Ltd, it becomes

quite irrelevant to appraise on an objective basis.

4) In your opinion, does the Performance Appraisal System give a

proper assessment of your contribution to the Organization?

About 54% of the respondents say that the Performance Appraisal System does give a

true and fair view of their contribution to the Organization. This does include employees

who think that their rating does not always turn up to be correct as per their opinion.

The group of respondents who have replied in the negative, also include candidates who

say that the appraisal does not turn out to be right most of the times but do show a fair

view sometimes. Since the appraisal is done o a quarterly basis and most of the

candidates have not gone through more than 2-3 rounds of appraisals, the data may not be

entirely sufficient to reach any conclusions.

5) How often does your Performance assessment match to your expectations?

1)Never - 2 2)Rarely - 8 3) Sometimes 13

4)Often - 20 5)Every time - 7

This question was purposely put into the questionnaire to validate the answers for the

previous question. The breakup of the data clearly shows that 4% of the entire sample

state that their appraisal have never shown a fair view of their performance. If this can be

combined with those who are of the opinion that their appraisal rarely matches up to their

expectations, this figure goes up to consist about 20% of the population. That shows that

80% are satisfied with the present system even though this includes satisfaction in

varying degrees like the appraisal matches up to the respondents expectations sometimes,

often or every time.

This does show that the satisfaction level of the employees in this system is quite high

and that there is a general feeling of likeability among the respondents.

6) According to you, how often should the Performance Review take place?

1)Once in a week - 14 2)Once a month - 17 3) Every 3 months 12

4)Every 6 Months - 3 5)Once a Year - 4

Performance appraisal review is a constant process and lesser the frequency between the

appraisals, the better. The majority want (i.e. 86% which includes the first 3 options only)

the frequency of the appraisal to less than 3 months. The employees say that the longer

the frequency between appraisals, the more the chances of the appraisal not matching up

to their expectations because many performances get overlooked. If the appraisal is done

on a more frequent basis, the employee has a chance to find out the gaps in his / her

performance on a more regular basis which will help them to improve more on their

performance and thereby eliminate waste. The appraisal does not necessarily have to be a

formal one. Even informal performance appraisals done between formal appraisals but on

a more frequent level will most certainly help and go a long way in improving

performance.

7) What is your Satisfaction level with the current Appraisal System?

Satisfacton level

1)Very Low - 0 2)Low - 4 3) Average 13

4)High - 28 5)Very High - 5

The satisfaction level of the Appraisal system is quite high as can be seen from the graph.

This is a good sign as increased level of satisfaction is the main emphasis of any appraisal

system. The curve tops at the rating of high and this includes about 56% of the

population. The bell curve shows that 92% have rated the Appraisal system as average ,

high or very high . The high Satisfaction level in the System could also be due to

various reasons like monetary or non-monetary incentives or growth parameters.

The satisfaction level also brings to light the efficiency of the management in devising an

acceptable Appraisal system.

8) Which are the areas that should be improved upon?

1) Standards - 12 2) Monetary Incentives - 25 3) Freq of Appraisal 23

4) Appraiser - 3

This question breaks up the different phases of the appraisal system and tries to come to

derive a conclusion as to the areas of improvement in the process of evaluation. Fifty

percent of the respondents say that there should be a change on the aspect of monetary

incentives. This does not refer to an increase in the monetary incentives but a more

reasonable incentive structure that will properly reward increased and efficient

performance. The frequency of appraisal is another aspect that needed review. The

present system is a quarterly one and the general opinion is that informal appraisals

should be held on a more regular basis. Standards of performance (i.e. benchmarks)

should be improved according to 24% of the respondents. Only 6% have stated the there

should be change in the appraiser, which is an inevitable sign of the operational

efficiency of the system.

9) How important do you think is Performance Appraisal to your Performance?

Productivity Analysis

1)Not Important - 0 2)Less Important - 2 3) Important 14

4)Very Important - 22 5)Most Important - 12

This question was put in to find out and analyze the importance of the Appraisal system

to the productivity of the employee. The data clearly shows that the recognition of the

employee s performance does have a direct impact on his / her efficiency.

A vast majority of the respondents (i.e. 68% which includes ratings of very important

or most important ) affirm that their performance is directly influenced by recognitions

of their performance by the appraisal system. None of the respondents have stated that

the appraisal system had no effect on their productivity.

This points out to the fact that the Appraisal system goes a long way in determining the

productivity of the employees in an Organization. Therefore it is very important for any

Organization to devise their Performance Appraisal System carefully.

10) Do you think the One on One sessions are effective in ironing out problems in the work environment?

One on one sessions are conducted by Champion Voyager Designers Pvt Ltd during the

appraisal system phase to tell the employee on an individual level as to the rating given to

him / her. Each session lasts between 10 30 minutes. The team leader tries to justify his

reasons on why he had given a particular rating to an employee. Sixty four percent of the

employees responded by saying that the one on one sessions are not efficient in ironing

out problems mainly because since they are done on a formal basis so most employees

consider it just as a formality which the appraiser uses to impose the rating he has already

given to an employee. The employee therefore does not expect the rating to change after

a one on one session with the supervisor.

11) Transparency Rating of the Performance Appraisal system

Transperancy Rating

1) 4 Points 10 2) 5 Points 16 3) 6Points 9

4) 7 Points 8 5) 8 Points 5 6) 9Points - 2

This question is an attempt to analyze the perceived transparency of the rating among the

employees of the Organization. A majority of the employees have given a transparency

rating of 5. The perception of the employees is since the appraisal is done on a quarterly

basis, the employee is not in a position to actually evaluate the basis of the rating he / she

has received. This causes a lot of ambiguity in the ratings. This is the primary concern

due which almost 70 % have given a rating of 6 and below. The respondents who have

given a rating of 7 and above have mostly given this rating because they have got good

ratings in the past and feel that there is not much required in terms of transparency as

long as they get good ratings themselves.

12) Do you feel comfortable discussing any difference of opinion about your Performance Rating with your appraiser?

The major reason for the decreased transparency rating might be due to the fact that 58 %

of the respondents did not feel free to express their displeasure, if any, to the rating given

to them. This can be due to decreased comfort levels with the appraiser. The appraisal

system can only be efficient if it takes into consideration the employee s side of the

appraisal. There might be various aspects that the appraiser might have accidentally

overlooked or certain circumstances misinterpreted which can be clarified if the

employee is more open and comfortable with the employer.

13) Performance Appraisal Model Rating

Overall Rating

1) 5 Points 2 2) 6Points 6 3) 7 Points 14

4) 8 Points 16 3) 9Points - 12

The respondents were specifically told to rate the Appraisal system by setting aside any

kind of human intervention present in it by just evaluating its inherent structure and not

efficiency in its execution. This helps to ascertain whether there are any flaws in the

Performance Appraisal system. About 80 % of the sample has given a rating of 7 points

and above. This shows the system is generally acceptable to the employees and is a good

sign for Champion Voyager Designers Pvt Ltd. The concern of the Organization should

be to find out why the remaining 20 % are not very highly satisfied with the system and

find out ways and means to increase their acceptability of the system.

LIMITATIONS

Limitations

The following are the limitations faced by me during the course of the study

The sample consisted only of employees in the day shift. Employees of the

night shift were not considered for the purpose of study.

There is no concrete basis to prove the response given is a true measure of

the opinion of all the employees as a whole.

Convenient sampling was used as the mode of conducting the research.

The questionnaire contained mostly multiple-choice questions; therefore many

respondents may not have given a proper thought before answering the questions.

The response of the respondents may not be accurate thinking that the

management might misuse the data.

Almost all of the questionnaires had the open-ended question no. 11, left

unanswered.

Sensitive company information cannot be displayed in the project report.

Most respondents might be influenced by their peers in answering the questions.

Due to the fact that most of the respondents were young, the questions might not

have been answered with due sincerity.

FINDINGS AND

CONCLUSIONS

Performance Appraisal Effectiveness MBA (Human Resources)

Findings and ConclusionsThe following are the suggestions and conclusions derived from this

particular research study

Objectivity

One manager's idea of "self-starting ability" can be quite different than

another's idea. The question then arises as to how does one objectively

evaluate "creativity ? If greater amount of objectivity can be infused into

the Appraisal system, it can help to bring more transparency.

Effective Communication

One function of performance appraisals is to help employees develop so they

can contribute more effectively. In order for the employees to develop and

learn they need to know what they need to change, where (specifically) they

have fallen short, and what they need to do. If a manager assigns a 1

(unsatisfactory) on a scale of 5, it does not convey much information to an

employee. It just says the manager is dissatisfied with something. In order to

make it meaningful and promote growth, far more information must be

added to the appraisal process and the related information should be

transparently shared with the employee.

Most employees resist being classified at the low end of the scale. Employees

who are low rated are more likely to resist the evaluation of the superior and

argue, claiming that personal bias was involved in the ratings.

Managerial Efficiency

The implementation of a Performance Appraisal System rests on the

shoulders of the manager and he must ensure that it is done properly. A good

manager can make an average appraisal system work and vice-versa.

Performance Appraisal Form

QUESTIONNAIRE

Dear Respondent,I would be grateful if you could spare some of your time to respond to the following questions. Your response will be treated as confidential and would only be used for the purpose of study.

Gender - Male Female

Age 21-25 25-30 30-35 35+

Yrs of experience in this Organization

Less than a Year 1 yr 2 yrs 3 yrs 4 yrs+

1) Have you worked in any other Company prior to joining this Organization?

2) Were you informed about the Performance Appraisal model, used in the Organization, during your induction?

3) How do you find the Performance Appraisal Model in this Organization? (Mark all the relevant options)

Simple Complicated Objective

Subjective Efficient Inefficient

4) In your opinion, does the Performance Appraisal System give a proper assessment of your contribution to the organization?

Never Rarely Sometimes

Often Every time

Once a week Once a month Every 3 months

Every 6 months Once a year

Very low Low Average

High Very High

8) Which are the areas that should be improved upon? (Mark all the relevant options)

Standards Monetary incentives

Frequency of Appraisal Appraiser

Not Important Less Important

Important Very Important

Most Important

11) If you were given an opportunity to rate the transparency of the Appraisal System, what marks would you give? (On a scale of 1 to 10 with 1 being the lowest and 10 being the highest)

13) How do you rate the Performance Appraisal System in your Organization? (On a scale of 1 to 10 with 1 being the lowest and 10 being the highest)

14) Any Suggestions

This document was created with Win2PDF available at http://www.daneprairie.com. The unregistered version of Win2PDF is for evaluation or non-commercial use only.

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COMMENTS

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Project mba human resources
Champion Voyager Designers Pvt Ltd is the leading pioneer in the large - scale outsourcing of document creation services, with more than 80 years of graphics history. It is also the world s largest and most experienced provider of artwork and embroidery digitizing.
Performance Appraisal Effectiveness Analysis at Champion Voyager
This document is a project report submitted by Jean Thomas for their MBA in Human Resources. It analyzes the effectiveness of performance appraisals at Champion Voyager Designers Pvt Ltd. The report includes an introduction, company profile of Champion Voyager Designers, importance and purpose of performance appraisals, research methodology used, data analysis, findings and conclusions ...
Performance Appraisal Effectiveness Analysis at Champion Voyager
The document is a project report submitted by Jean Thomas to the University of Pune in partial fulfillment of an MBA degree. The report analyzes the effectiveness of performance appraisals at Champion Voyager Designers Pvt Ltd, a leading provider of outsourced document creation, artwork, and embroidery digitizing services. The report includes an acknowledgements section, table of contents ...
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Mahendra Chavan
Champion Voyager Designers Pvt. Ltd Aug 2002 - Apr 2007 4 years 9 months. Job Profile : 1. Design the layout from the client sent scan as per the client/product specifications & instructions 2. Do self proof Education University of Pune B.C.S Computer Science. 1991 - ...
Champion Voyager Designers Pvtltd Import Export Shipments, Buyers
Find out export import shipments and details about Champion Voyager Designers Pvtltd Import Export Data report along with address, HSN codes, buyers, suppliers, products and import export shipments.
Ram Gopalkrishnan
Champion Voyager Designers Pvt Ltd Jul 1997 - Dec 2002 5 years 6 months. House Keeping Identifying & developing vendors for security, office stationary etc ... A project on Recruitment & Placement in C.V.Designers Pvt.Ltd as a part of MPM curriculum. M.M. College of Commerce, Pune B.Com Commerce First Class. 1990 - 1995.
(DOC) performance appraisal MBA
mba (human resources) jean thomas a project report on performance appraisal effectiveness analysis at champion voyager designers pvt ltd submitted to the university of pune in partial fulfillment of masters in business administration by jean thomas mba ii bansilal rasmnath agarwal charitable trust s (bract) vishwakarma institute of management, pune (2005- 2006)performance appraisal ...
(PDF) Project mba
Graphic solutions Champion Voyager Designers Pvt Ltd offers three categories of graphics services and the function is the same for each: they format the graphics, photos and written copy that the customers submit and produce digital, production-ready files. These files are then used by the customer for printing, posting to web sites ...
Haribabu Boyini
MphasiS India Pvt Ltd Apr 2003 - Sep 2008 5 years 6 months. An EDS Company) Experience Snapshot:; - Insurance Operations; •End to end service delivery for a voice process (team size 20 people) for a UK based financial company ... Champion Voyager Designers Pvt. Ltd Apr 2002 - Oct 2002 7 months. Shift-In-Charge ...
Champion voyager designers pvt pune india jobs
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Microsoft Word
Microsoft Word - PERFORMANCE APPRAISAL EFFECTIVENESS ANALYSIS CHAMPION VOYAGER DESIGNERS PVT LTD.doc. Doc Preview. Pages 73. Total views 9. Joseph Gregori High School. BIO. BIO 123A. DoctorLlamaPerson99. 8/29/2021. View full document. Students also studied. SA-FBO-JAN-2021.docx. Joseph Gregori High School.
AFFINITY EXPRESS INDIA PRIVATE LIMITED
Affinity Express India Private Limited was an unlisted private company incorporated on 10 May, 1993. It is classified as a private limited company and is located in , Maharashtra. It's authorized share capital was INR 5.00 cr and the total paid-up capital was INR 2.66 cr. Affinity Express India's operating revenues range is INR 1 cr - 100 cr ...
project_mba_1202060734.pdf
5. Performance Appraisal Effectiveness MBA (Human Resources) 5 Champion Voyager Designers Pvt Ltd Champion Voyager Designers Pvt Ltd is the leading pioneer in the large-scale outsourcing of document creation services, with more than 80 years of graphics history. It is also the world s largest and most experienced provider of artwork and embroidery digitizing.
Project mba 1202060734
Champion Voyager Designers Pvt Ltd is the leading pioneer in the large - scale outsourcing of document creation services, with more than 80 years of graphics history. It is also the world s largest and most experienced provider of artwork and embroidery digitizing.
Ankita Sethi
Liked by Ankita Sethi. Hi there!<br>In my 4.6 years of work experience, I planned and created content marketing plans, managed and tracked digital marketing campaigns, researched and wrote engaging and informative web content. I also contributed to the product strategy, new feature development, and feature adoption initiatives, leveraging my in ...
mba project
A PROJECT REPORT ON PERFORMANCE APPRAISAL EFFECTIVENESS ANALYSIS AT CHAMPION VOYAGER DESIGNERS PVT LTD SUBMITTED TO THE UNIVERSITY OF PUNE IN PARTIAL FULFILLMENT OF MASTERS…