HR Management Assignment help on: Dan’s Energy Private Limited

1. Introduction (Dan’s Energy Private Limited)

• Description of Topic

Dan’s Energy Private Ltd is an organization dealing in power sector since last 30 years. The organization is focused for creating a sustainable business for all stakeholders by reducing several costs. The organization is creating employment opportunities with the help of new power projects.  In this organization employees work and coordinate in a team (Dan’s Group    2009).   In an era of globalization Dan’s Energy Private Limited can motivate employees by providing monetary benefits, respect and progression in their career.  This can be done by management of Dan’s by linking rewards and recognitions with performance appraisal process to retain and motivate employees for longer period of time which will help in growing an organization. An appropriate reward system is required at Dan’s to meet its drivers of business such as learning, innovation, new development, cost reduction and motivation. Performance Appraisal is being defined as ability to understand and evaluate abilities of employees for further development and growth in future. It is a method to measure pay of employees as per set targets and objectives of an organization. It is a part of Human Resource Management which will transparently identify gaps in performance of employees at Dan’s, to place right employee at right position, and to identify training requirements for further growth.

• Rationale for selecting Topic as Performance Appraisal

This topic is being selected because it is one of an important aspect of HR which will communicate employees to perform duties and responsibilities.  It will be linked with aspects such as skills, abilities, behavior and personality of employees. This topic will help in analyzing factors of motivation which can be linked with appraisal practices by promoting, developing employees, compensating, validating the section process and communicating effectively (Managementstudyguide.com.  2012). The facts regarding fair promotion and demotion of employees at Dan’s can be communicated by the management.  The aim of this project report is analyze appraisal system with the help of appropriate feedback mechanism so that employees can be engaged effectively. Although it is a time consuming process and it can be done by implementing effective performance management system. There are several methods to evaluate performance of employees such as management by objective method, narrative essay method, and 360⁰ appraisal method. According to Dan’s it can implement 360⁰ appraisal method because it is an unbiased method and an individual employee gets appraised by his peer group,  managers, customers, team members and etc. It will help employees at Dan’s to align their individual objectives with overall organizational objectives.  It is equally important for employees and Dan’s to move with equal footing by planning for individual and organizational careers, for making lay off decisions and link it Human resource planning process.

• Importance of performance Appraisal

At Dan’s performance appraisal should be supported by top management to identify opportunities which can be explored by employees for growing the business.  It also ensures accountability towards management. It should be planned in a SMART manner which states that goals should be specific, measurable, achievable, realistic and time bound in nature. It is a holistic approach and a joint plan which is shared for overall development of employees at Dan’s. The employees at Dan’s can be appraised by managers to motivate them for increasing their performance. It is the best way which will link training programs and as well as identify the loopholes in a systematic manner. It will demonstrate strengths and weakness about employees which is related with skills, performance, abilities and behavior. At times employees need motivation either in form of Hygienic or motivating factors which is being explained by Fredrick Hertzberg. Dan’s can provide rewards in form of hygiene factors such as to motivate the employees by improving working situations, practices and policies, increasing the salary, providing job security, and etc. The motivating factors at Dan’s will provide internal satisfaction to employees with the help of growth, recognition, challenges, advancement and achievement process.

• Answering Research questions

In this research based project report answers to set objectives will be answered by relating it with questionnaire. Employees will be provided training programs before they are being appraised at Dan’s. It will help in identifying and bridging gaps which will either help in performing in better or worse manner.  The feedback for particular employees should be collected in form of 360⁰ appraisal by mailing questionnaires, conducting interviews, and observing employees. Out of 500 employees 100 employees have been chosen as sample to know about their opinion regarding the appraisal process at Dan’s.

• Main Findings

The findings will be based upon objectives which are being set for analyzing the techniques for appraising employees according to their performance. Dan’s should implement a practice to appraise employees according to their performance on annual or biannual basis for motivating and meeting expectations of all employees.

2. Literature Review

• Introduction to key issues and themes

The human resource management helps in identifying performance appraisal as one of its core functions to motivate, create skills among employees and innovate something new which makes it competitive in global market. According to (Almond, Clark     2004) it is a way to analyze the gaps which hinders growth of an organization. The challenges are faced by management of for linking employee’s performance with organizational productivity to grow its business.   The HR policies include training, communication, trade union and performance based policies which are being implemented at organizations. According to (Stahl, Björkman   2006) it is a strategic process which also determines the distribution of power within an organization in form of rewards and recognition process.  Employees are also appraised according to financial market trends (The Master Thesis in International Business   2011).  It is performance of employees which differentiates an organization for the other organization.  According to (Kressler,      2003)   successful organization identify the ineffective performers to resolve their internal issues which hampers the productivity of an organization.  The performance appraisal system should be fair and effective based upon the understanding of jobs.   The performance has been evaluated since olden times based on factors such as quantity and quality. It allows employees to provide information about individual and organizational needs (Landy, Zedeck, Cleveland,     1983).  The issues which are being faced in terms of performance appraisal are discriminating employees on the basis of cultural diversities such as race, religion, gender, socio economic background and education. According to (Randi, Toler      1992) the issues which can be avoided are considering too much of Behaviouraial activities of employees, relying on unwanted information of poor feedback mechanisms, and failure to provide opportunities to employees (Virginia Tech     2008). It is a universal approach which should be carried on ethical manner by making it fair and accurate. The employees who are apprised feel motivated and satisfied can give effective output for growing an organization (Archer North & Associates      2010).  The factors such as integrity, competence, loyalty, dedication, growth, challenges, learning and etc is associated with fair performance appraisal system applied at workplace.  Performance appraisal is a process to express expectation of superiors towards their employees. According to (Fisher   1994) measuring or evaluating performance is a difficult process because it time consuming process and employees should have knowledge about it. If managers do not communicate actual performance feedback in such case it can be harmful for an organization because inefficient person gets promoted to higher designation. Fair Performance Appraisal helps creating emotional bonding between employees and the employers for a longer period of time.

• Performance Appraisal

Effective performance appraisal helps employees to enforce learning factor which is linked with rewards and compensation strategies of an organization. It will provide benefits to organization by increasing overall productivity, reduce employee’s turnover, stress level & create a linkage between individual and organizational goals. It helps preparing employees to move towards upper positions.  According to (Barney     2005) it is one of the effective human resource tool to meet drivers of business efficiently and effectively.  The assessment of performance plays a vital role for planning, defining and evaluating work of employees. According to (Ghale   1987) the success and failure of organization depends upon ways performance of employees are being measured.  According to (Fletcher    2001) success of any company gets hindered because of poor appraisal system which results in higher attrition and turnover of the employees at any organization.  Performance appraisal can positively influence employees if they experience positive appraisals. According to (Erdogan,    2002) performance appraisal is being defined as formal process for evaluating and observing employee’s performance.   It is based upon the quantitative scores which are related to several behavioral dimensions. According to (Katsanis    1996) performance can be managed at organizations by gaining support from top management and Hr Department.  It is based upon qualitative vs. Quantitative criteria. Every employee’s should ensure the feeling of ownership for being aware of its environment that affects an organization. According to (Dalessio   1998) 360⁰ Appraisal is defined as multi source appraisal method which is gaining higher importance both in practice and research based fields.  360⁰ Appraisal is a progressive method for generating feedback in form of innovative approach.  It is applicable at team based organizations, flexible organizations and change based organizations. The researchers state that it gets well integrated with organizational culture.   It is gaining popularity because it is replacing other appraisal methods and moves the managers to comfort zone because a single employees is being rated by number of assessors.  It overcomes the problems of halo effect, biasness, central tendency, and being defensive.  It helps in meeting demands of employees by empowering and involving them by tapping emotions and attitudes. Organizations engage employees by conducting appraisals with the process of transfer, promotion and termination. The employees must be differentiated in the categories of good and bad performers by identifying their potentiality. According to (Yehuda Baruch     1996) appraisals are used for making decisions in terms of promotion’s training needs and salaries. According to (Boswell, John    2002) evaluation and development are two main important aspects of performance appraisal. Evaluation includes process such as salary, retention termination, layoffs and etc. The development aspects are based upon identification, of training needs.

• Significant Contribution for understanding the Topic

According to (Robert D. Pritchard    2006) the performance management process focus on improvement of job satisfaction level among employees.  It determines effectiveness in communication process by clarifying roles and responsibilities. The ambiguity or negative perception’s gets managed with appropriate appraisal methods. The managers provide feedback in such a manner that performance of employees get improves immediately by encouraging the factor known as self development.  Feedback is defined as a critical portion of performance management system. An appraisal system gets affected when rates become biased because of motivational and cognitive state. The supervisors used several standards according to different employees that results in inconsistency, unreliability, and invalid assumptions. As per (Atkins & Wood) critics state that despite of such loopholes, researchers have stated that performance appraisal practices are effective and useful for the organizations. The negative assessment is based upon factors such as denial, discouragement, aggression and resistance to change among the employee’s. The reactions of employees are important because satisfaction of being appraised is being reflected at their work. The appraisal process helps employees to equipping with new skills, knowledge and personal development. According to (Lee    2003) organizations that provide developmental activities to their employee’s create an obligation among them to repay back to their organization in a better manner. The appraisal process helps in communicating strategic goals, vision, and commitment for growing the organization. Developmental method of performance appraisal is a process to create a perception in the mind of employee’s that they are being valued by management. According to (Levy and William   2004) if employees have no confidence upon appraisal process, perceive it to be unfair and inaccurate in such case employee’s are avoiding their feedback.  The feedback helps in keeping employees stimulated towards the desired goals because it helps employees to be upgraded. The effective appraisal process helps in satisfying the employees by considering future prospects of an organization. Employees should have positive attitude towards appraiser because most of the time they are supervisor or managers who appraise them at an organization. The evaluation process is considered as positive method because it is related with career planning, training and development.  The appraisal methods have been founded as a strongest tool for identifying the poor performers. According to (Babakus   1996) Performance appraisal states enhances participation for clearly achieving an organizational goals in a positive manner. The dissatisfaction of appraisal system influence employees to quit their job.  According to researchers when employees are being appraised it should be transparent, fair, and unbiased method so that true feedback can be communicated to them.

• Appropriate Conclusions

Thus it can be concluded that several researchers such as Almond, Clark have identified that it is best way to analyze the gaps.  Performance appraisal process helps in motivating, retaining and enhancing skills, abilities of employees.  It helps in overcoming several challenges and issues which is being faced by employers while appraising employees. Stahl & Björkman has highlighted that it is a strategic process linked with rewards and recognition for empowering the employees.  The poor or weal performer’s gets highlighted which hampers in growth of organization. Landy has explained that employees should not be discriminated on the basis of cultural and gender based diversities such as age, race, religion, socio economic background though being a good performer. The balance should be created for behaviouraial and psychological dimensions while measuring performance of employees.  It is a universal approach which should be carried on fair basis by linking it with drivers of business such as integrity, competence, loyalty, dedication, growth, challenges, learning. Although it is a time consuming process and employees should have knowledge about performance appraisal system. If managers do not communicate actual performance feedback in such case it can be harmful for an organization because inefficient person gets promoted to higher designation that has poor knowledge about work. Barney has been stating it as an effective tool to plan, define, evaluate and manage the process such as higher attrition and turnover of employees.   Kartsania states that performance appraisal process should be supported by top management and the HR Department. Dalessio have highlighted 360⁰ Appraisal as one of the effective performance appraisal method applied in competitive business world.  It is an unbiased method and burden of single appraiser is being distributed to many appraisers.  It meets requirements of employees by avoiding factors such as halo effect, biasness, and central tendency to engage and encourage the employees to work in a productive manner. Boswell & John states that evaluation and development are two important phases for improving satisfaction level of employee’s. The positive performance appraisal method helps in communicating strategic goals, vision, and commitment for growing the organization. The reactions of employees should be analyzed while giving them true feedback which means that they are reluctant to implement the change. Performance Appraisal is a positive method to engage employees in a productive work irrespective of changes which occurs at an organization. The poor appraisal system results in quitting jobs by employees because they lack motivation factors explained by Fredrick Hertzberg such as motivating and hygiene factors for growing in their career.

3.0 Research Methodology

• Research Questions and Objectives

The questionnaire of this project report is based upon performance appraisal linked with rewards and recognition process. To increase overall organizational growth at Dan’s Energy Pvt. Ltd and cope up with its competitors globally, it should link employee’s performance with rewards and motivational factors.  This is the best way to reduce several costs, utilize the resources effectively and create a competitive edge.  It will be related to factors such as mission, vision, drivers of business such as learning, motivation, cost, and innovation with sustainability factors.  The training programs should be interlinked in a fair manner with performance appraisal system. The main objectives of this project report related with performance appraisal process are listed below.  

• To analyze performance appraisal process of at Dan’s Energy Pvt. Ltd.
• To obtain the employees feedback and satisfaction level in regard to performance appraisal process at Dan’s Energy Pvt. Ltd.
• To determine the effectiveness of performance appraisal practices in terms of employee’s engagement at Dan’s Energy Pvt. Ltd.

• Research Design

This researched based project report is descriptive in nature which is based on facts and findings. It is also known as fundamental research which states causal relationship that means one factor is affecting the other factor directly. There is a high fluctuation in economy it will directly affect the appraisal process of employees at Dan’s. It is holistic approach to provide valid and accurate results.  This type of research is standardized in nature for studying characteristics resulting to a particular situation based upon the performance management system at Dan’s Energy Pvt. Ltd.  It is a kind of exploratory research which will create a linkage between performance appraisal and reward management mechanism (CIPD    2013).

• Data collection

The data is being collected with the help of primary and secondary research. Primary research has been defined as research which is being started from scratch process.  The primary research is a method of creating information in an effective manner. Secondary research is a type of research which draws information from the primary research. The HR department at Dan’s can mail questionnaires, conducting surveys, observations and interviews among employees of several departments.  The main advantage of collecting data with the help of primary research is to support secondary sources such as books, journal and magazines (Purdue Online Writing Labs     2013). The data collected will help in identifying the results regarding who should be appraised by motivating, training and providing promotions, and recognition process.

• Managing Access

The response should be collected and compiled by using software’s such as excel and SPSS. It helps in generating accurate results which are being collected from employees of several departments at Dan’s Energy Pvt. Ltd.  The questionnaire should be interlinked with factors such as performance planning, employee engagement, employee satisfaction, and performance review and performance being linked with rewards and retention strategies.

• Unit of information

The information which will be gathered in form of feedback from employees after analysis should be documented and feedback should be analyzed within appropriate period of time at Dan’s Energy Pvt. Ltd.  The information should be communicated either within six months or after one year to appraise the employees so that they can retain and engage themselves in productive work. It will also enforce factors such as commitment, accountability and ownership for their organization.

• Sampling

Out of five hundred employees who are working at Dan’s Energy Pvt. Ltd, one hundred employees were chosen as a sample from several department such as finance, marketing, Human resource, Information Technology. The HR department applied non probability sampling which mean random sampling was not being used.

• Response Rate

The response rate is being calculated with the help of scales such as nominal, and likert scale. Nominal scale is a type of scale which helps in collecting and categorizing data. It is in the Yes/ No form.  Likert scale is being defined as one-dimensional methods of scaling used in psychological questionnaires (About.com    2013).  The example of likert scale is strongly agree, Agree, Neutral, Disagree and strongly disagree. The response rate will be in a percentage form which will clearly explain about the objectives which are being researched in this project report.

The questionnaire is being shown below.

1. Is systematic performance appraisal practice being followed at your Organization? (Yes/No)

2. Does training programs help you to be appraised? (Yes/No)

3. Performance appraisal helps in attracting & retaining talent at your organization? (Yes/No)

4. Are you satisfied with feedback mechanism being used before Appraisal process? (Yes/No)

5. You are being appraised with the help of promotions and rewards?

6. Are you satisfied and motivated by working at this organization?

• Data Analysis

1.Is systematic performance appraisal practice being followed at your Organization?

This chart shows that maximum employees at Dan’s believe that Performance appraisal practices are being carried once in every year. 30% of employees want that their appraisal should be carried on twice a year so that feedback which is generated can be immediately communicated to them.

2. Does training programs help you to be appraised?

This chart depicts that about 90% of employees are satisfied with training programs which are being conducted at Dan’s. These training programs help them in performing excellently at their jobs by linking it with performance appraisal system. The 10% of respondents are those who do not participate in training programs organized at Dan’s thinking that it is wastage of time. Therefore they are unable to relate their performance with the training programs which are being organized at Dan’s.

3. Performance appraisal helps in attracting & retaining talent at your organization?

This chart shows that maximum employees believe that performance appraisal at Dan’s have been attracting talented people to join this organization because they have been promoted and appraised according their performance which creates a motivational factor in them. Employees are being retained for longer duration by respecting and empowering them with appraisal process.

4. Are you satisfied with feedback mechanism being used before Appraisal process?

This chart shows that there was a neutral response because half employees said that they are happy with the feedback mechanism. The rest half of the employees stated that their managers and peer groups have been biased while giving feedback regarding their performance.

5.You are being appraised with the help of promotions and rewards?

This is showing that maximum employees at Dan’s Energy Pvt. Ltd are being appraised by promoting them to higher designation and rewarding them with certificates, holiday packages and incentives.

6. Are you satisfied and motivated by working at this organization?

This chart shows that maximum employees are satisfied and motivated at this organization because they have been receiving appraisal on timely basis.  It is ensuring them to develop and integrating factors such as trust, loyalty, dedication, integrity, competence, accountability and for Dan’s.

7. Employee’s are encouraged & engaged with performance appraisal Process?

This graph shows that maximum employees are being encouraged by their mangers to get engaged in productive activities by defining their roles and responsibilities. It is helping them to get engaged in producing creative output by perform multitasking activities for growing Dan’s.

8. Performance Appraisal helps you to create factors such as Belongingness?

This chart shows that maximum employees strongly agree that performance Appraisal is creating factor of belongingness which is helping them to retain at Dan’s since many years. The employees and management trust each other.

9. Does performance Appraisal helps in developing Proper corporate culture?

This chart shows that 50% employees believe that transparent performance appraisal process helps in developing proper corporate culture. It helps in appraising employees irrespective of discrimination such as race, religion, age, gender, and socio economic backgrounds.  It creates a fair platform where employees are being promoted according to their caliber and potentiality.

10.There is balance created between hygiene & motivating factors when you are being appraised?

This chart shows that maximum employees believe that a balance is being created between Hygienic and motivating factors when they are being appraised. The hygienic factors are such as increase in salary, company policies and supervision. The motivating factors are such as achievement, recognition and growth. According to Fredrick Hertzberg both types of motivation is required while for generating job satisfaction.

11. Performance appraisal is helping you to grow in your career by aligning it with organizational objectives?

This graph shows explains that maximum employees believe in performance Appraisal at Dan’s because it is helping them to grow in their career by aligning it with its organizational objectives. At time management is planning career development plan for employees at Dan’s so they can handle additional roles and responsibilities for increasing the level of output with superior performance.  Employees can grow in career by accepting more challenging and critical works which will increase their lateral thinking process and help Dan’s Energy to cope up with its competitors.

12. Are you able to create a work-life balance with help of Performance Appraisal being provided at Dan’s?

This chart shows that maximum employees at Dan’s are being able to create a work-life balance with the help of Appraisal process. It is meeting expectations of individual employees and their family members in an effective manner. It is creating motivation and positive level of satisfaction is being developed among employees. The management at Dan’s is planning its appraisal process by evaluating employee’s performance based on psychological factors such as individuals attitude, skills, knowledge and abilities required for superior performance.

4.0 Conclusion

Thus it can be concluded that Performance Appraisal plays an important role for organizations such as Dan’s Energy Pvt. Ltd to motivate, attract, utilize and retain employees for longer period of time. Several researchers have highlighted its importance in terms of meeting drivers of business, managing global competition, and creating a huge customer for growing business of an organization. The results which are being highlighted after that data analysis states that employees and Dan’s energy needs equal footing from carrying out this process. It should be supported by top management, HR department and by the employees too. The process such as recruitment, selection, training and retention strategies should be linked with performance appraisal systems.  It should be carried on by organizations such as Dan’s Energy Pvt. Ltd by analyzing the trends in of the local and global market. Maximum employees stated that Dan’s have been following systematic appraisal practice to motivate and retain them by evaluating their performance and generating feedback from several sources to reduce the burden and biasness.  The 360⁰ feedback mechanism is being used to communicate true performance of employees.  Management has been creating a balance of motivating and hygiene factors for appraising employees to develop a proper corporate culture and ensure and integrate factors such as loyalty, trust, dedication, competence, innovation, integrity and punctuality.  It is helping employees to get engaged in productive works by assigning multitasking activities. It is creating belongingness among employees by aligning their career goals with Dan’s organizational goals. The expectations of individual employee and their family members are being met with help of Performance Appraisal process which is being implemented at Dan’s Energy Pvt. Ltd (Alan Chapman     2012).   This process will help management to identify best performers and rewards them by appraising them according to their hierarchy.  The poor performers should be trained because it will help Dan’s in minimizing gaps for achieving effective results.   The goals will be achieved by the managers and their employees at Dan’s in a SMART manner.  If employees are unable to perform at job in such they should be trained and tracked on continuous basis to check the learning process. Performance appraisals should be planned in a systematic manner because if employee get’s promoted without having required skills, abilities and knowledge in such case it can be harmful for Dan’s energy Pvt. Ltd because market can be captured by competitors and business gets affected easily. Therefore performance appraisal at Dan’s has been proving mutual benefits to employees and its business.

5.0 Recommendations

Thus, the recommendations for Dan’s energy Pvt. Ltd are explained below.

• The performance appraisal process which is being carried on annual basis at Dan’s Energy Pvt. Ltd should be conducted in every six month to retain and motivate the employees. It will also help in tracking feedback of employees in a systematic and continuous manner.  The issues and challenges such as job hopping, higher turnover and attrition of employees can be handled easily. It will help employees to get chance to prove themselves with their superior jobs. Rather timely management of performance appraisal process will help Dan’s to grow easily by developing an edge over other. It will help in attracting, retaining, deploying the employees.

•  The employees who do not participate in training programs should be motivated and enforced to participate in training and engagement based activities. Managers should state importance of training programs and link the skills, abilities and knowledge for performing task, duties and responsibilities in an effective manner. After training sessions feedback should be communicated by mangers without being biased. It will help employees to grow in their career and possess belongingness for longer period of time.

• At times employees want to have balanced factors of motivation to meet expectation of all family members. It helps employees to implement a work-life balance at their organization.  The accurate, reliable and standardized performance appraisal process helps in avoiding issues such as illegal activities for growing the business at Dan’s Energy Pvt. Ltd.  It will create awareness among employees regarding what they are expected to perform to get appraisal. The conflicts, grievances related to employees are managed at Dan’s because it is implementing systematic and effective appraisal practices for retaining and motivating all the employees who are helping in growing its business.

• It will help Dan’s Energy Pvt. Ltd to grab upcoming opportunities by assessing the best performance to manage the challenging projects. The feedback should be analyzed in a systematic manner and loopholes in performance of employee’s should be communicated and must not be hidden.  The feedback should be documented and communicated to the employee at the time of appraisal. The appraised employees help in strongly branding of Dan’s to grow its business with synergiy effect. Timely performance appraisal helps in avoiding the wastage of resource and time. Therefore it is to be supported by the employees and employers to grow any organization.

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