PMS Research based

project
Presented By:
Pratibha Saini
Pallavi
Reena Kumari
Objective of the Study

 To study the relevance of “Performance

Management System” at IDBI Capital Market
Services.
 Recognition of effectiveness of Performance
Management System” at IDBI Capital Market
Services.
 At the same time suggesting the ways to
improve the Performance Management
System” at IDBI Capital Market Services.
Company Profile
 IDBI Capital Market Services Ltd., (IDBI Capital) is a wholly owned subsidiary of
IDBI Bank Ltd and is a leading Investment Banking & Securities Company. 

IDBI Capital offers a full suite of products and services to Corporates, Institutional and
Individual clients. The range of services include :-
 Investment Banking
 Capital Market Products
 Private Equity
 Corporate Advisory Services
 Mergers & Acquisitions
 Project Appraisals & Debt Syndication
 Stock Broking - Institutional & Retail
 Distribution of Financial Products
 Debt Placement and Underwriting
 Fund Management (Managing Clients' Assets-Pension/PF Fund Managers)
 Research Group
 
Demographic Profile in IDBI Capital Market
Services.
GENDER

MALE- 18
FEMALE-12
MALE- 18
FEMALE-12
AGE

21-30- 16
31-40-11
41-50- 3
51-60-0
DESIGNATION

Senior mgt-7
Middle mgt-12
Top mgt-4
Supervisor-7
QUALIFICATION

senior secondary-5
Graduation- 11
Post graduation- 14
RESEARCH METHODOLOGY

 Research design- ‘Exploratory research’, Hypothesis Testing using

SPSS.
 Locale or universe of study- - IDBI Capital Market Services
(Company Premises)
 Sample size (n) = 30
 DATA COLLECTION
 primary data- questionnaire
 secondary data- websites.
 LIMITATIONS OF THE STUDY
 The scope of the project is limited to the - IDBI Capital Market
Services
 The time for the project is not sufficient to undergo all the procedures.
 Employees may face time constraint while giving information.
 Inapproachability at Senior Level. 
Hypothesis Testing

 Hypothesis –
 Ho- The Performance Management System so
implemented at the company is ineffective.
 H1- The Performance Management System
so implemented at the company is effective.
Series of Test:

 T- Test
 Anova
Q1pmeffc

 P_pay - Performance related pay is an essential

part of performance Management
 P_develop - The focus of PM should be
developmental
 p_motivate - The main objective of pm should be
to motivate individuals
 p_progress - PM provides a way of keeping a
record of an individual’s progress and performance
 p_work- PM is about getting people to work hard
Hypothesis1

 H0- the employees donot feel that

theQ1PMEFFC is essential part of the PMS.
 H1- the employees do feel that Q1PMEFFC
is essential part the PMS is effective.
 confidence level of 95%.
 One Sample T Test- Q1pmeffc
Test value 0
t df Sig(2- Mean 95% confidence level
tailed) differnece of differnce
Lower upper
Q1pmeffc 34.347 29 .000 8.25333 7.7619 8.7448
Analysis

 Ho has to rejected since there is there is no

significant difference.
 In other words the people in the company feel
Q1pmeffc is an essentail part of PMS.
Q2. Performance Review- Annually
Q3. 360 Degree Performance
Appraisal
360 Degree Performance Appraisal
Q4. effecpms
 work_objective -
 p_feedback
 org_values
 I_org_objective
 I_expected
 org_communicates
 I_colleagues_team
 job_better
 pm_skills
 pstd_unbaised
 pm_worthwhile
 motivated_review
Hypothesis2

 H0- the employees donot feel that the PMS is

effective.
 H1- the employees do feel that the PMS is
effective.
 confidence level of 95%.
 One Sample T Test- effecpms
Test value 0
t df Sig(2- Mean 95% confidence level
tailed) differnece of difference
Lower upper
effecpms 47.674 29 .000 1.71944 1.6457 1.7932
Analysis

 Ho has to rejected since there is there is no

significant difference.
 In other words the people in the company feel
that PMS so implemented in the organization
is motivating and unbiased at the same time.
Hypothesis3

 H0- the employees at various level* in the

organization donot feel that the PMS is effective.
 H1- the employees at various level* in the
organization do feel that the PMS is effective
 *Levels in Organisation are-
 senior
 Top
 Middle
 supervisor
Oneway Anova- effecpms by
designation
ANNOVA
EFFECPMS

Sum of sqs df Mean sq f Sig

Between the .264 3 .088 2.637 .071

group

Within the .868 26 .033

group

Total 1.132 29
Analysis

 Ho has to rejected since there is a significant

difference between the group at 90%
confidence level.
 In other words the people at all level in the
company feel that PMS so implemented in the
organization is motivating and unbiased at the
same time.
Hypothesis4

 H0- the employees at different qualification level

* in the organisation donot feel that the PMS is
effective.
 H1- the employees at various qualification level*
in the organisation do feel that the PMS is effective
 *Levels of qualification are-
 10th
 12th
 graduate
 post graduate
Oneway Anova- effecpms by
Qualification
ANNOVA
EFFECPMS

Sum of sqs df Mean sq f Sig

Between the .101 2 .050 1.320 .284

group

Within the 1.031 27 .038

group

Total 1.132 29
Analysis

 Ho has to rejected since there is a significant

difference between the group at 90%
confidence level.
 In other words the people at all qualification
level in the company feel that PMS so
implemented in the organization is motivating
and unbiased at the same time.
Hypothesis 5

 H0- Both male and Female employees in the

organization donot feel that the PMS is
effective.
 H1- Both male and Female employees in the
organization do feel that the PMS is effective
Oneway Anova- effecpms by Gender
ANNOVA
EFFECPMS

Sum of sqs df Mean sq f Sig

Between the .053 1 .053 1.371 .252

group

Within the 1.079 28 .039

group

Total 1.132 29
Analysis

 Ho has to rejected since there is a significant

difference between the group at confidence
level of 90%.
 In other words the both male and female
employees in the company feel that PMS so
implemented in the organization is motivating
and unbiased at the same time.
 Key Findings

 InIDBI Capital Market Services employees

feel that performance should be basis of the
salary.
 The objective of PM is developmental and
motivating tool.
 In this company the Performance Review is
done annually.
 This company follows 360 degree
Performance Appraisal System.
 Employees at various Designation, at
Qualification level and across Gender feel that
PMS system so implemented in their
organization is effective.
Recommendation

 The PMS system so implemented in the

company should be continued.
 The company can try other Performance
Appraisal system also like MBO and others.
 They can do Performance Appraisal bi-
annually since it seems employees of the
organization feel motivated after their review
and the size of the organization is also small so
it will not be that cumber some a job.
Conclusion

 PMS in IDBI Capital Market Services is

motivating and unbiased.
 Employees in the company feel motivated by
the Performance Appraisal.
THANK YOU