SUMMER TRAINING REPORT

On

“ HUMAN RESOURCE ”

Submitted for the partial fulfillment of the degree of the

“Bachelor of Business Administration (BBA)”

Management Education and Research Institute

Affiliated To Guru Gobind Singh Indraprastha University

Sector 16-C, Dwarka, New Delhi

Supervised By: Submitted By:

Simran Bagga Rashmi Mishra

Assistant Professor 35115101722
 DECLARATION

I Rashmi Mishra, a student of Bachelor of Business Administration (BBA) at, MERI now declare that I have
completed my summer training project titled "HUMAN RESOURCE" at SHAREKHAN from 01-07-24
to 03-08-24.
This project has been undertaken as part of the requirements for completing my BBA program. I affirm
that this work is original and has not been submitted for other academic purposes. All the information
and data presented in this project have been collected and compiled by me, and due credit has been
given to all references and sources consulted during the research.
I would like to express my sincere gratitude to my project supervisor, N DIVYA KISHORE, and the team at
ANANATA ANUGRAHA FOUNDATION for their guidance and support throughout this training period.

Signature:

RASHMI MISHRA

35115101722
 Internal guide certificate

To whomsoever it may concern

This is to certify that the project work “HUMAN RESOURCE” made by RASHMI
MISHRA, BBA, V Semester is an authentic work carried out by him under the
supervision of
Internal Guide: - Mrs. Simran Bagga.
The project report submitted has been found satisfactory for the partial fulfillment of the
degree of Bachelor of Business admiration.

Mrs. SIMRAN BAGGA

(Internal supervisor)
Internship certificate
 ACKNOWLEDGEMENT

The success and outcome of this project required a lot of guidance and assistance from many people
and I am extremely privileged to have got this all along the completion of my project. All that I have
done is only due to such supervision and assistance and I would not forget to thank them. I respect
and thank Ms. SIMRAN BAGGA, for providing me an opportunity to do the project work and giving
us all support and guidance, which made me complete the project duly. I am extremely thankful to
her for providing such nice support and guidance, who took a keen interest in our project work and
guided us all along, till the completion of our project work by providing all the necessary information
for developing a good system.

(Student’s signature)

Enrollment No. 35115101722

 INDEX

S.NO. CONTENT PAGE NO.

1) Certificate
2) Internship Certificate
3) Acknowledgement
4) CHAPTER 1:- INTRODUCTION

1.1 OVERVIEW OF COMPANY

1.2 INTRODUCTION TO TOPIC

5) CHAPTER 2:- REVIEW OF

LITERATURE

6) CHAPTER 3:- RESEARCH

METHODOLOGY
CHAPTER -1
INTRODUCTION
OVERVIEW OF THE COMPANY

JDKN Ananta Anugraha Foundation: Empowering Lives Through Compassionate Initiatives

Founded in 2024 by Dr. Jeevandeep Boda and N. Divya Kishore, both alumni of IIM Sambalpur, the
JDKN Ananta Anugraha Foundation stands as a beacon of hope and support for individuals and
communities in need. As a registered non-profit organization under Section 8 of the Companies Act,
2013, we are committed to making a meaningful difference in the lives of those who are less
fortunate. Our foundation operates with a clear mission: to empower individuals through various
initiatives that address their immediate needs while promoting long-term sustainability.

At JDKN Ananta Anugraha Foundation, we understand that helping others requires not just
compassion but also a strategic approach. Our founders, driven by their deep-rooted commitment to
social responsibility, have cultivated a vision that emphasizes practical solutions to pressing societal
issues. With a robust framework in place, we aim to uplift marginalized communities and provide
them with the resources necessary to improve their quality of life.

Our foundation thrives on the passion and dedication of our team, which consists of skilled professionals,
enthusiastic volunteers, and supportive partners. Each member shares a common goal: to create a tangible
impact in the lives of people who need it most. We believe that collaboration is key to our success;
therefore, we actively seek partnerships with like-minded organizations, local businesses, and community
leaders to enhance our outreach and effectiveness. Together, we work towards a shared vision of
fostering a more equitable society.

The initiatives undertaken by JDKN Ananta Anugraha Foundation are diverse and tailored to meet the
specific needs of the communities we serve. We engage in a range of activities, including educational
programs, healthcare initiatives, and skill development workshops. For instance, our educational
initiatives focus on providing access to quality education for underprivileged children, ensuring they
have the tools and opportunities to build a brighter future. Through scholarships, tutoring, and
mentorship, we strive to empower the next generation with knowledge and skills.

In addition to education, we recognize the critical importance of healthcare in improving lives. Our
healthcare initiatives aim to provide essential medical services, awareness programs, and health camps
in underserved areas. We work tirelessly to raise awareness about preventive healthcare measures and
access to medical facilities, ensuring that no one is left behind in their pursuit of health and wellness.

Another significant aspect of our foundation is our commitment to skill development and vocational
training. By equipping individuals with practical skills, we empower them to become self-sufficient and
economically independent. Our training programs are designed to cater to the demands of the local job
market, enabling participants to secure employment or start their own businesses.
Transparency and accountability are at the core of our operations. JDKN Ananta Anugraha Foundation
holds 12AA and 80G certificates from the Income Tax Department, which affirm our commitment to
ethical practices and financial transparency. We believe that our donors and supporters deserve to
know how their contributions are utilized. Regular audits and reports are shared to provide insights
into our activities and the impact we create.

As we look to the future, the JDKN Ananta Anugraha Foundation remains steadfast in our mission
to uplift those in need. We are driven by the belief that every individual deserves a chance to
thrive, and we are dedicated to being the catalyst for positive change. With continued support
from our partners, volunteers, and community members, we aspire to expand our initiatives, reach
more individuals, and create lasting transformations in the lives of those we serve. Together, we
can build a more compassionate and inclusive society where everyone has the opportunity to
realize their potential.
INTRODUCTION TO TOPIC

Human Resource
Human Resource is the peoples who make the workforce for an
organization, Business & Economy.
Human Resources: workers, employees & labor of an organization,
who plays and perform their duties, tasks and other activities.
Human Resource is represents the peoples at work.

Definition :-
Human Resources is the function in the organization it deals with the peoples who
run and operate the business to achieve the organizational goals & objectives
with financial and material resources.

Meaning - HUMAN RESOURCE+ MANAGEMENT

HRM mean to manage all: peoples, employees & workforce in the organization.

Objective of Human-Resource-Management: -
Objective/Purpose of Human Resource Management is to create successful utilization of
peoples and other human resource like: Material, machines & electricity Etc. as well as
organizational goals.
CHAPTER -2
REVIEW OF LITERATURE
Literature Review on Human Resource Management

Introduction

Human Resource Management (HRM) plays a critical role in enhancing organizational effectiveness
and employee satisfaction. This literature review explores key themes in HRM, including recruitment
and selection, training and development, performance management, employee engagement,
workplace diversity, and the impact of technology on HR practices.

1. Recruitment and Selection

Effective recruitment strategies are crucial for attracting top talent. Recent studies emphasize the role
of employer branding and social media in enhancing visibility to potential candidates (Backhaus &
Tikoo, 2004). Moreover, research indicates that diverse hiring practices not only improve
organizational performance but also foster innovation (Kochan et al., 2003).

2. Training and Development

Continuous employee development is essential for maintaining a competitive edge. Evidence shows that
organizations investing in training report higher employee performance and retention rates (Noe, 2017).
The effectiveness of training methods varies, with a growing preference for elearning and blended
approaches, which provide flexibility and accessibility (Bersin, 2016).

3. Performance Management

The landscape of performance management has shifted from annual reviews to continuous feedback
systems. This evolution has led to increased employee satisfaction and motivation, as timely feedback
helps individuals align their goals with organizational objectives (Aguinis, 2019). Studies suggest
that integrating employee development into performance management fosters a culture of growth and
accountability (Pulakos et al., 2015).

4. Employee Engagement

Employee engagement is a critical determinant of organizational success. Research indicates that engaged
employees are more productive, provide better customer service, and exhibit lower turnover rates (Saks,
2006). Factors influencing engagement include leadership style, organizational culture, and opportunities
for career development (Schaufeli et al., 2002).

5. Workplace Diversity and Inclusion

Workplace diversity is increasingly recognized as a key driver of innovation and performance. Studies
highlight the benefits of diverse teams, which bring varied perspectives and problemsolving
approaches (Cox & Blake, 1991). However, organizations face challenges in implementing effective
diversity initiatives, often requiring a comprehensive strategy that includes training and policy changes
(Nishii, 2013).
6. Impact of Technology on HR Practices

The advent of technology has transformed HRM practices significantly. The adoption of HR
Information Systems (HRIS) streamlines processes, enhances data management, and improves
decision-making (Marler & Fisher, 2013). Furthermore, the integration of AI and machine learning is
reshaping recruitment, performance management, and employee engagement, allowing for more
personalized and efficient HR services (Tambe, 2019).

Conclusion

The literature highlights the evolving nature of HRM and its vital role in fostering a productive and
engaged workforce. As organizations navigate challenges such as remote work and increasing
diversity, HRM practices must adapt to ensure alignment with strategic goals. Future research
should continue to explore the impact of technology and the effectiveness of diversity initiatives in
various organizational contexts.

References

1. Aguinis, H. (2019). Performance Management for Dummies.

2. Backhaus, K., & Tikoo, S. (2004). Conceptualizing and researching employer branding. Career
Development International, 9(5), 501-517.
3. Bersin, J. (2016). The Future of Work: A Journey to the Future of Learning.
4. Cox, T., & Blake, S. (1991). Managing cultural diversity: Implications for organizational
competitiveness. The Executive, 5(3), 45-56.
5. Kochan, T. A., et al. (2003). The effects of workforce diversity on organizational performance: A
review of the evidence. Industrial Relations Research Association.
6. Marler, J. H., & Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human
resource management. Human Resource Management Review, 23(1), 8-24.
7. Nishii, L. H. (2013). The benefits of diversity: A review of the evidence. Journal of Applied
Psychology, 98(3), 490-511.
8. Noe, R. A. (2017). Employee Training and Development.
9. Pulakos, E. D., et al. (2015). Performance Management: A New Approach for Driving Business
Results.
10. Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of
Managerial Psychology, 21(7), 600-619.
11. Schaufeli, W. B., et al. (2002). The measurement of engagement and burnout: A two sample
confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71-92.
12. Tambe, P. (2019). The role of artificial intelligence in HR. Harvard Business Review.
CHAPTER – 3
RESEARCH METHODOLOGY
 The Application of the logical strategies in scanning for
reality with regards to the business marvels, it is the particular
modes, method and instruments/procedures used to: -identify,
select, process &analyze the information about a topic.

Research is the researching & redefining the problems about topic

which is already defined and the movement from known to unknown
terms & facts.

Research Design: -

• Exploratory Research Design • Descriptive Research

Design • Casual Research Design *We use the Exploratory
Design.
Exploratory examine is an examination conducts for the
issues that not been contemplated all the more obviously,
proposed to build up needs, create operational definitions and
improve the last investigate plan. Exploratory inquire about
decides the best look into plan, information assortment technique
and determination of subjects.
The Design of research topics is used to explain the types of
research As Followings:-
✓ Experimental

✓ Semi Experimental

✓ Test Design
✓ Survey ✓ Correlation
 ✓ Review etc.
Sub Types of Research Design As Followings:- ✓

Research Problems ✓ Descriptive Case Study

✓ Experimental Designs etc.

Test Design: An example configuration characterized as plan

for getting an example from a given populace. It alludes to the
methods of the technique is embraced in the chose things for the
inspecting structures. As Followings:
✓ Sample Size

✓ Sampling Methods

✓ Sample types.
Data Collection Methods
Primary Data: Primary data are allocated by different Tools &
Techniques Like: - Questionnaire, Interviews, Surveys Etc.
In this project the primary data is collected by the
questioners.
*We Distribute the 100 Papers of Questionnaire and in return
back we received only80 Papers of Questionnaires:- 70 Papers
with Answers &Peoples Views and 10 was incomplete.
*We use the "5 Time Lecard Scale" Pattern in Questionnaire.
1. Agree, 2. Strongly agree, 3. Neutron, 4. Strongly Disagree
& 5. Disagree.
 *And finally we prepared A Sample Size of 70 Questionnaire
Papers.

Secondary Data: Secondary data is refers to which data is already

available. It refers that data which is already collected and analyze by
someone else. Like by published magazines, articles & internet etc.

Source of Secondary Data: - As followings ✓ By internet:

- Google, Websites etc.

✓ By books
✓ By published articles & magazines

✓ By news papers

✓ By library etc.
 CHAPTER - 4

DATA ANALYSIS
What form of interview you have given?

Factor No. of Respondent (% of Respondent)

Personal Interviews 20 40%

Telephonic interview 15 30%

Video Conferencing 10 20%

Other 5 10%

Total 50 100%

pi
20%
TI
50% VC
15%
OTHER
10%
5% TOTAL

Interpretation:

40% most of the people given PersonalInterview,30% of the telephonic interviews ,whereas only 20% go

for video conferencing and rest 10% adopts some other means of interviews.
How is the induction carried out by ANATA ARYOGYAM FOUNDATION?

Factor No. of Respondent (% of Respondent)

Good 18 36%

Very Good 27 54%

Cant Say 5 10%

Total 50 100%

60

50

40

30 no. of respondent
% of repondent
20

10

0
good very good can't say total

Interpretation

From the above chart it shows that the 54% respondents say very good, 36% respondents say good and

10% respondent say cant for induction carry out from ANANTA AROGYAM FOUNDATION.
What are the source preferred for recruitment and selection?

Factor No. of Respondent (% of Respondent)

Internal 0 0%

External 0 0%

Both 50 100%

Total 50 100%

no. of respondent

Internal
External
BOTH
total

Interpretation

100% of the respondent says that they prefer both internal as well as external source of recruitment and

selection.
What is the period of planning recruitment you have adopted?

Factor No. of Respondent (% of Respondent)

Yearly 10 20%

Quaterly 25 50%

No fixed time 15 30%

Total 50 100%

no. of respondent

10% Yearly
Quaterly
50% 25%
No fixed time
15% total

Interpretation

In the above chart it shows 50% of the respondent go for Quarterly manpower planning and 30% do not

follow any pattern they don’t have any fixed time where as 20% go for yearly.
Did you have any biasness in the selection process by the ANATA ARYOGYAM FOUNDATION?

Factor No. of Respondent (% of Respondent)

No 47 94

Yes 3 6

Total 50 100

120

100

80

60
% of respondent

40

20

0
Yes No Total

Interpretation

The study reveals that ANATA ARYOGYAM FOUNDATION94% of the respondent didn’t find biasness

in the selection process whereas 6% of the employees find biasness in the process.
How do you rate HR practices in the company?

Factor No. of Respondent (% of Respondent)

Very Good 23 46

Good 15 30

Average 7 14

Bad 5 10

Total 50 100

No. of Responent

23%
50%
15%
7%
5%

Ver Good Good Average Bad Total

Interpretation
30% of the respondents feel that HR department is good where and 46% say that its very good whereas 14% says its average and only 10%

respondents feels it’s bad.

Which method do you go for recruitment and selection?

Factor No. of Respondent (% of Respondent)

Direct 33 66

In-Direct 15 30

Third Party 2 4

Total 50 100

% of respondent
120

100

80

60
% of respondent

40

20

0
Direct Indirect Third Party Total

Interpretation

About 66% of the respondents go for direct recruitment and selection and 30% go for indirect and only 4%

go for third party recruitment way

Are you satisfied with the salary provided by ANATA ARYOGYAM FOUNDATIONSOLUTION?

Factor No. of respondent % of respondent

yes 42 84

No 8 16

Total 50 100

160

140

120

100

80

60

40

20

0
yes no total

no. of respondent % of respondent

Interpretation

From the above chart it show that 84% of the respondent say yes and 16% of the respondents say no for the

salary provided by the ANATA ARYOGYAM FOUNDATIONSOLUTION.

Do you think that the criterion of short listing of candidates used by the ANATA ARYOGYAM
FOUNDATIONSOLUTION is satisfactory?

Factor No. of Respondent % of Respondent

satisfied 45 90%

Not satisfied 3 6%

Can’t say 2 4%

Total 50 100%

120

100

80

60

40

20

0
satified no. of
notrespondent
satisfied %can't
of respondent
say total

Interpretation-

The study reveals that in ANATA ARYOGYAM FOUNDATIONSOLUTION 90% of the

respondents think that the criterion of short listing of candidates used by theANATA
ARYOGYAM FOUNDATIONis satisfactory. 6% of the respondents are not satisfied with the
criteria of short listing of candidates used by ANATA ARYOGYAM
FOUNDATIONSOLUTION.
RESULTS AND FINDINGS

From the above analysis I found that

o 40% most of the people given PersonalInterview,30% of the telephonic interviews ,whereas only

20% go for video conferencing and rest 10% adopts some other means of interviews.

o From the above chart it shows that the 54% respondents say very good, 36% respondents say good

and 10% respondent say cant for induction carry out from .

o 100% of the respondent say that they prefer both internal as well as external source of recruitment

and selection.

o In the above chart it shows 50% of the respondents go for Quarterly manpower planning and 30%

do not follow any pattern they don’t have any fixed time whereas 20% go for yearly

o The study reveals 94% of the respondent didn’t find biasness in the selection process whereas 6%

of the employees find biasness in the process.

o 30% of the respondents feel that HR department is good where and 46% say that its very good

whereas 14% says its average and only 10% respondents feels it’s bad.

o About 66% of the respondents go for direct recruitment and selection and 30% go for indirect and

only 4% go for third party recruitment way.

o The study reveals that 90% of the respondents think that the criterion of short listing of candidates

used by the is satisfactory. 6% of the respondents are not satisfied with the criteria of short listing

of candidates used..

o From the above chart it show that 84% of the respondent say yes and 16% of the respondents say

no for the salary provided.

CHAPTER – 5

CONCLUSION
Summer training is a best example for a trainee to learn about the company working, corporate culture

under which he is operating the function. I learned in the management institute is to utilized them fruitfully

leading to the best advantage to the company and to the best experience for mine.

The employees of any organization are its life blood, without doubt. Withthe dawn of this realization upon

the present day business organizations, there appears to be a major shift towards human resource

management. In fact, the employees of today are encouraged to participate in the majordecisions and thus

play a vital role in the management of the firm. Theperformance of the organization depends on the

efficiency that itsemployees exhibit.

Hence it is of crucial importance that employees withthe most suitable qualifications be selected. This is

where the processes of recruitment and selection come in. It is difficult to separate one from theother. The

data analysis given in this project indicate that theseprocesses require a great deal of thought and advanced

planning. In fact, it is not only the HR department that is involved. The finance department provides the

budget for the processes and the manpower gap is determined by inputs from all the departments. Also the

grueling procedure through which the candidate goes through is, in itself, an indicator of the significance

of these processes in the efficient functioning of the organization

Workforce planning is vital if a business wants to meet its future demands for staff. It allows a business

time to train existing staff to take on new responsibilities and to recruit new staff to fill vacancies or to meet

skill shortages. ANATA ARYOGYAM FOUNDATIONhas clear organizational structures, detailed job

descriptions and person specifications. It provides user-friendly ways of applying for jobs and a consistent

approach to recruitment and selection. This means it can manage its changing demand for staff
Recruitment as being one of the major topics is required by most of the organization. Hence the study

helped in understanding the various aspects of recruitment is effective, the internal selection of the

organization also is an economical means which also reduce costs, only after looking the efficiency of the

existing employee towards the company and his sincerity that employee will be selected, in ANATA

ARYOGYAM FOUNDATIONthe effective selection process is adopted in the last 2 years. It can be

retained as such. Also the employees of ANATA ARYOGYAM FOUNDATIONis satisfied with the

recruitment and selection process. Also they are well aware about the various sources and method of

recruitment and selection.

Company- ANANTA ARYOGAM FOUNDATION

 All the document should be verified timely by the operation department.

 All the policies should be updated time to time according to the company

requirement.

 Proper trainer should be provided to the trainees.

 The work of receiving, issuing, accounting and storing responsibility should be

properly
QUESTIONNAIRE
1. Organization’s HR executives are fully aware of the business needs and strategies (Please tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

2. Efforts are taken to generate awareness amongst the employees about the organization’s financial
position, customers’ needs, quality of product/service, cost etc. (Please tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

3. The organization’s human resource requirements are systematically ascertained and an appropriate plan
is formulated for satisfying the requirements (Please tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

4. All major jobs are subject to formal job analysis (Please tick)

o Fully agree
 o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

5. Please indicate the emphasis of your organization on each of the following sources of recruitment on a
scale of 1(not at all applicable) to 5(fully applicable):

Print Advertisements -----------------

Internet/career sites ------------------

Placement Agencies/Consultants ------------------

Educational institutes ------------------

Employee Referrals ------------------

Current employees -------------------

Any other (please specify along with importance on a scale of 1 -5)

6. Please indicate the type of employee contract preferred by your organization on a scale of 1( not at all
applicable) to 5(fully applicable):

Permanent -----------------

Contractual -----------------

Temporary -----------------

Part-time -----------------

7. Please assign importance to the following issues relating to work flows in your organization on a scale
of 1-5 (1 means least important and 5 means very important)
Efficiency -----------------

Innovation & Creativity -----------------

Flexibility -----------------

Broad job classes -----------------

Detailed work planning -----------------

8. Please indicate the degree of usage of the following in the context of employee selection on a scale of
1( not at all applicable) to 5(fully applicable):

Psychological tests -----------------

Performance tests -----------------

Realistic job previews -----------------

Trainability -----------------

Team-based selection -----------------

Any other (please specify along with importance on a scale of1 -5)

9. The organization has a wide network of computerized human resource information system with the
latest software (Please tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

10. Please indicate the basic objective of your organization’s induction programme on a scale of 1( not at
all applicable) to 5(fully applicable):
Increasing commitment -----------------

Clarifying psychological contract -----------------

Settling new employees well -----------------

Reducing the cost and inconvenience of early leavers -----------------

Simple ritual -----------------

11. Please assign importance on a scale of 1-5 (1 means least important and 5 means very important) on
the following areas that are used to identify training needs in your organization

Individual needs -----------------

Group(department/team/function) -----------------

Organizational (corporate needs) -----------------

12. Please indicate your option for each of the following types of employee training provided by the
organization on a scale of 1( never provided) to 5(provided on most of the occasions ):

Supervisory/Management skills -----------------

Communication skills -----------------

Technical/Knowledge skills -----------------

New equipment/method -----------------

Safety -----------------

Productivity enhancement -----------------

Customer service -----------------

Product knowledge -----------------

Organization development -----------------

Career planning/personal growth -----------------

Employee motivation -----------------

Data processing/information management -----------------

Team building -----------------

Time management -----------------

Outplacement/retirement -----------------

Health promotion -----------------

Any other (please specify along with importance on a scale of 1-5)

13. Please assign importance to the following criteria used in your organization for evaluation of training

Learner's reaction -----------------

Knowledge acquired -----------------

Behavioral change -----------------

Measurable results -----------------

14. Please indicate the focus of training/development on each of the following areas on a scale of 1( not at
all applicable) to 5(fully applicable):

Short-term focus -----------------

Long-term focus -----------------

Group-orientation -----------------
Individual-orientation -----------------

Task-orientation -----------------

Annual -----------------

Business-driven -----------------

Need-based -----------------

15. Performance standards are carefully developed on the basis of employees’ opinion (Please tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

16. Performance appraisal system is extended to all members of the organization(Please tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

17. Please indicate the relevance of the following areas vis-à-vis the performance appraisal system of
your organization on a scale of 1(not at all relevant) to 5(fully applicable):

Individual-based -----------------

Team-based -----------------

Flexible -----------------
360-degree feedback -----------------

Managing performance throughout the year -----------------

Behavior-oriented rating methods -----------------

Result-oriented rating methods -----------------

18. Identify the areas where the results of performance appraisal system are primarily used on a scale of
1( never used) to 5(used most often)

Human resource planning -----------------

Employee development -----------------

Determining reward and compensation -----------------

Enhancing motivation -----------------

Any other, please specify

19. Please indicate the person(s) who actually is(are) responsible for assessing the performance of
employees in your organization on a scale of 1(not at all responsible) to 5 (fully responsible)

o Immediate supervisor
o Subordinates
o Peers
o Self
o Customer

20. The organization has a formal policy of career planning and development (Please tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
 o Fully disagree

21. There are distinct career paths and internal promotion norms within the organization (Please tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

22. It is quite difficult to dismiss a permanent employee from the organization(Please tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

23. The organization follows a formal procedure of potential appraisal (Please tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

24. The organization utilizes the assessment center/development center for identification and
development of management potential (Please tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree
25. The organization carries out succession planning in order to ensure that executives are available to fill
gaps in key managerial positions (Please tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree