A Survey Report On Performance Appraisal System in Big Bazaar Assigned by,Submitted By, Prof. Vasudha Singh Neha Gupta Ritika Verma Siddhi Sarda Ridhi Bhatia Anshu Singh (M. B. A –SEM: 4) USHA MARTIN ACADEMY CONTENTS: 1) About Big Bazaar 2) Performance Appraisal 3) Performance Appraisal Of An Employee In Big Bazaar 4) Questionnaire: 1) ABOUT BIG BAZAAR Type- Public Industry- Retailing Founded -2001
Founder-Mr. Kishore Biyani Headquarters -Multiple locations in India Products -Department store Employees- More than 2000 people Parent- Future Group Divisions Big Bazaar Big Bazaar was launched in September, 2001 with the opening of its first four stores in Calcutta, Indore, Bangalore and Hyderabad in 22 days. Within a span of ten years, there are now 148 Big Bazaar stores in 80 cities and towns across India.
Big Bazaar is designed as an agglomeration of bazaars or Indian markets with clusters offering a wide range of merchandise including fashion and apparels, food products, general merchandise, furniture, electronics, books, fast food and leisure and entertainment sections. Big Bazaar is part of Future Group and is owned through a wholly owned subsidiary of Pantaloon Retail India Limited that is listed on Indian stock exchanges. Future Group Future Group, led by its founder and Group CEO, Mr. Kishore Biyani, is one of India’s leading business houses with multiple businesses spanning across the consumption space.
While retail forms the core business activity of Future Group, group subsidiaries are present in consumer finance, capital, insurance, leisure and entertainment, brand development, retail real estate development, retail media and logistics. Objective of the study: To survey a sample of employees in big bazaar (Ranchi) for getting the performance appraisal for their job in an organization. The employees surveyed were from different departments and different posts like team member, team leader and assistant department manager. Research methodology: ) Sample survey of 23 employees’ 2) Primary data collection Instruments used: Questionnaire based on Likert scale 2) PERFORMANCE APPRAISAL Evaluating employee’s current and/or past performance relative to his or her performance standards. Performance appraisal is necessary to measure the performance of the employees and the organization to check the progress towards the desired goals and aims. Performance appraisal helps to rate the performance of the employees and evaluate their contribution towards the organizational goals.
If the process of performance appraisals is formal and properly structured, it helps the employees to clearly understand their roles and responsibilities and give direction to the individual’s performance. It helps to align the individual performances with the organizational goals and also review their performance. Reasons for Performance Appraisal in a Firm: Apart from the general reason of increasing the morale, motivation, involvement and productivity of staff, there are other streamlined reasons why firms carry out performance appraisal exercises.
These reasons include: * To provide feedback on individual performance in a given period: Firms employ because of the need they want met. During appraisals, firms find out if employees are adding value to the firm or not. * To plan for future Promotion: As a reward for performance, employees are promoted and given greater responsibilities and authorities. Performance appraisal or review is needed to know staffs that are due for promotion. * As a succession Planning tool: Dynamic and future oriented firms plan for tomorrow leaders today by planning how to hand over power, authority, and running of the firm in advance.
Performance appraisal exercise showcases employees who are future leaders. * To assess Training and Development needs of employees: A good performance appraisal exercise reveals training needs of employees. * Provides Information for salary planning: After appraisal, some staff is promoted to the next level, which attracts salary and allowances increment. Also some staff who is not promoted is rewarded with gifts or salary increment too. This assists in planning for staff salaries. * Career Planning: Career planning is a corporate organizational issue.
After appraisals, it is always found out that most employees are working in departments they have little or no flair for. This generally affects their individual as well as general corporate performance. Performance appraisal results help in planning and repositioning employees’ career. 3) PERFORMANCE APPRAISAL OF AN EMPLOYEE IN BIG BAZAAR Hierarchy followed in a lower and middle level of a big bazaar: Pie Charts Based On Questionnaire: 1) I get feedback for my performance. 2) I am satisfied with the way my organization provides me with feedback. 3) The feedback I receive on how I do my job is highly relevant. ) The review should be kept confidential. 5) My organization is good at providing recognition for good performance. 6) The feedback I receive agrees with what I have actually achieved. 7) I think that my organization attempts to conduct performance appraisal the best possible way. 8) My organization seems more engaged in providing positive feedback for good performance than criticizing poor performance. 9) The tasks that I do at work are enjoyable. 10) My job motivates me. 11) I almost always perform better than what can be characterized as acceptable performance. 2) I often expend extra effort in carrying out my job. 13) I try to work as hard as possible. 14) I do not feel emotionally attached to this organization. 15) This organization has a great deal of personal meaning for me. 16) Performance appraisal is valuable to me as well as to my organization. 17) I engage in activities that will directly affect my performance evaluation 18) I adequately complete my assigned duties 19) I meet the formal performance requirements of my job. 20) Performance appraisal is valuable to me as well as to my organization. ) QUESTIONNAIRE: PERFORMANCE APPRAISAL Please rate how strongly you agree or disagree in the scale of 1 to 5 with each of the following statements. Strongly Disagree 1| Disagree 2| Neither agree nor disagree 3| Agree 4| Strongly Agree 5| 1. I get feedback for my performance. | | 2. I am satisfied with the way my organization provides me with feedback | | 3. The feedback I receive on how I do my job is highly relevant. | | 4. The review should be kept confidential. | | 5. My organization is good at providing recognition for good performance. | | 6.
The feedback I receive agrees with what I have actually achieved. | | 7. I think that my organization attempts to conduct performance appraisal the best possible way. | | 8. My organization seems more engaged in providing positive feedback for good performance than criticizing poor performance. | | 9. The tasks that I do at work are enjoyable. | | 10. My job motivates me. | | 11. I almost always perform better than what can be characterized as acceptable performance. | | 12. I often expend extra effort in carrying out my job. | | 13.
I try to work as hard as possible. | | 14. I do not feel emotionally attached to this organization. | | 15. This organization has a great deal of personal meaning for me. | | 16. Performance appraisal is valuable to me as well as to my organization| | 17. I engage in activities that will directly affect my performance evaluation| | 18. I adequately complete my assigned duties| | 19. I meet the formal performance requirements of my job| | 20. Performance appraisal is valuable to me as well as to my organization. | | THANK YOU FOR YOUR KIND COOPERATION!!!
