Ace Institute of Management

Baneshwor, Kathmandu

Human Resource Management

Employee appraisal and managing performance in

“Dish Media Network Ltd”

Submitted By:

Ashutosh Poudel

Kiran Raut

Subash Thapa Magar

MBA Evening

Term V

Submitted To:

Mr. Riswo R. Gorkhali

Course Instructor

Ace Institute of Management

Submission Date:

March 11, 2020

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Table of Contents
Acknowledgement..........................................................................................................................ii
Declaration....................................................................................................................................iii
Introduction....................................................................................................................................1
1.2 Objectives......................................................................................................................1

1.3 Methodology..................................................................................................................2

1.3.2 Source of Data............................................................................................................2

Employee appraisal and Performance Management in the Organization...............................3

Performance Management...........................................................................................................3

Need and Importance of Performance Management...................................................................3

Performance Appraisal.................................................................................................................5
Reasons for performance appraisal...........................................................................................5

Incentives and rewards system in an organization......................................................................6

Performance Appraisal System....................................................................................................7

Data analysis and findings............................................................................................................8
Objectives of Performance Appraisal..........................................................................................8

Conclusions...................................................................................................................................11
Suggestions...................................................................................................................................12

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Acknowledgement
It would not have been possible to complete this dissertation without the guidance and the
assistance of several individuals. Each of them contributed in the preparation and completion of
this study.

First and foremost, our sincere gratitude goes to our course instructor Mr. Riswo R.Gorkhali for
his guidance, patience and steadfast encouragement in the topic of employee appraisal and
managing performance in the organization. We are very thankful to our colleagues for their
praiseworthy help and cooperation in preparing and improving this report.

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Declaration
The report has been prepared as an academic requirement for the partial fulfillment of Master
Degree in Business Administration (MBA) under the Ace Institute of Management, Pokhara
University.

AshutoshPoudel

Kiran Raut

SubashThapa Magar

MBA, 5th Trimester,

Ace Institute of Management

Pokhara University

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Introduction

1.1 Introduction to Dish Media

Dish Home is the DTH service provider in Nepal, operated by Dish Media Network Ltd. It
was formed in 2010 after a merger between two DTH providers, namely Home TV and Dish
Nepal. In the year of 2011 Sand Martin International Holding (SMT) became one of the key
stakeholder of Dish Media Network Pvt. Ltd. and provides expertise in developing new
technologies and digital innovations in the satellite broadcasting. By the year 2016, Dish
Home had crossed the 750,000 subscriber mark. As of November, 2017 Dish Home has a
total of 160+ television channels, including 130+ SD channels and 35+ HD channels with
Dish Home's own Channel DH Showcase, DH Showcase 2, Preview Channel, Plus Movie,
Ramailo TV and DH Action Sports which exists in Channel No. 100, 101, 102, 103,104 and
105 respectively. It provides all the major Nepali channels, Hindi and English language
general entertainment channels, including other pay channels of sports, music, movies, news,
and kids genre. Dish Home uses MPEG-4 with DVB S2 digital compression technology,
transmitting HD Channels and SD Channels in Ku-Band on Amos-4 at 65.0°E. Dish Home
relies on CAS from Verimatrix and Latens. Their STBs are provisioned by Sand Martin and
Arion. Its primary competitors are cable television providers, and other DTH service
providers from India and China.

1.2 Objectives
This study is aimed at studying about employee appraisal and managing performance in the
organization “Dish Media”. The research study tends to follow and achieve specific objectives.
The objectives of this particular study are:-
 Factors considered during employee’s performance appraisal
 Strategies used for performance management
 Impact of rewards & incentives on employee’s performance

1.3 Methodology
1.3.1 Research Type

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The research design adopted for this study is much qualitative and descriptive type. However, the
responses generated are represented in form of quantitative data, and the data will be analyzed
likewise. A research design will also be used where we will have respondents to fill up a list of
questionnaire. The respondents will be supervisors and management personnel of Dish Media.

1.3.2 Source of Data

Primary source of data is used while conducting the research. The researcher will use secondary
sources of data like internet, journals; reports for background study, literature review and
problem identification of the research. The researcher used primary source of data via online
questionnaire. Questionnaire is distributed to 16 respondents. The respondents will be
supervisors and management personnel of Dish Media. The questionnaires will be self-
administered through internet and handouts.

1.4 Limitation of the Study

 Limited respondent
 Limited time frame
 Insufficient information

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Employee appraisal and Performance Management in the Organization

Performance Management
Performance management (PM) is a process of ensuring that set of activities and outputs meets
an organization's goals in an effective and efficient manner. Performance management can focus
on the performance of an organization, a department, an employee, or the processes in place to
manage particular tasks. Performance management standards are generally organized and
disseminated by senior leadership at an organization and by task owners, it can include
specifying tasks and outcomes of a job, providing timely feedback and coaching, comparing
employee's actual performance and behaviors with desired performance and behaviors, instituting
rewards, etc. It is the techniques employed by the management to help the employees stay with
the organization for a longer period of time. Employee retention strategies go a long way in
motivating the employees so that they stick to the organization for the maximum time and
contribute effectively. Sincere efforts must be taken to ensure growth and learning for the
employees in their current assignments and for them to enjoy their work.

Need and Importance of Performance Management

Managing employee or system performance and aligning their objectives facilitates the effective
delivery of strategic and operational goals. Some proponents argue there is a clear and immediate
correlation between using performance management programs and improved business and
organizational results. In the public sector, the effects of performance management systems have
differed from positive to negative, suggesting that differences in the characteristics of
performance management systems and the contexts into which they are implemented play an
important role to the success or failure of performance management. Below are some of the
reasons that ongoing performance management is so important to every organization.

1) It Provides a Look into the Future

By consistently monitoring and managing workplace performance, leaders can see
potential future problems. Like with any type of issue, early detection is key. The earlier
problems are confronted the less effect that they will likely have.
For instance, if the company notices that a certain employee is not a team player, they can
either move that employee to a position that does not require teamwork, provide training
to that employee revolving around teamwork, or let that employee go before it becomes a

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 problem. By acting before the potential problem becomes an actual problem, the
organization can prevent unnecessary trouble.
2) Helps Create Development and Training Strategies
As mentioned above, the earlier a problem is detected, the better. One of these problems
could be that employees do not know how to perform certain processes correctly. If this
continues, the organization might fall apart due to oversight. However, with performance
management, this would probably be detected. The organization could then create
training programs to change the issue into an opportunity for improvement.

3) Provides Clarity in the Organization

It is a common problem that many employees are unsure of what exactly their role entails,
what is expected of them, and who they are to report to. Through performance
management, the company can make all of this very clear. A lack of understanding often
leads to a lack of productivity. Therefore, by providing clarity for employees, the result
will often be increased productivity and confidence.

4) Provides the Opportunity for Exchanging Feedback

A lack of communication in a relationship is grounds for trouble, and this includes
working relationships. Quite often, management speaks to employees about their
performance, but employees do not very often get a chance to voice concerns or
frustrations. Effective performance management provides an avenue through which both
the employer and the employee exchange feedback. In addition to gaining insight,
employees often feel much more valued when they can voice their thoughts.

5) Increases Employee Retention

Performance management also encourages organizations to reward and recognize their
employees. Lack of recognition is a big reason some employees leave a job and look for
another. They want to be appreciated for their hard work. In addition to the clarity, the
ability to share feedback, and the additional training when needed, rewards and
recognition can play an important role in employee retention.

6) Boosts Employee Engagement

Performance management, when it truly involves employees, will boost employee
engagement. When there is a disconnection between management and employees, it is
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 almost as though employees are just going through the motions of the day. Their position
becomes merely a job as opposed to a rewarding career. However, performance
management has the capability of engaging employees fully and making them feel
invested in the company. This leads to job satisfaction and employee loyalty, all of which
increases productivity.

It is imperative that you and the other leaders in your organization acknowledge the importance
of performance management. By avoiding it, you are setting yourself up for disaster. Meet with
your human resources department and other leaders to put a performance management plan in
place. You might consider asking employees for feedback on what they feel should be addressed.
Though it may take some time to put together, investing your resources into developing an
effective performance management strategy will be well worth the effort.

Performance Appraisal
A performance appraisal is a regular review of an employee's job performance and overall
contribution to a company. Also known as an "annual review," "performance review or
evaluation," or "employee appraisal," a performance appraisal evaluates an employee’s skills,
achievements and growth, or lack thereof. Companies use performance appraisals to give
employees big-picture feedback on their work and to justify pay increases and bonuses, as well as
termination decisions. They can be conducted at any given time but tend to be annual, semi-
annual or quarterly

Reasons for performance appraisal

There are several reasons why appraisals are carried out in organizations. These may be
summarized as follows:

 To identify an individual’s current level of job performance.

 To identify employee strengths and weaknesses.

 To enable employee to improve their performance

 To provide a basis for rewarding employees in relation to their contribution to

organization goals

 To motivate individuals

 To identify training and development needs

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  To identify potential performance

 To provide information for succession planning.

Incentives and rewards system in an organization

After a company has designed and implemented a systematic performance appraisal system and
provided adequate feedback to employees, the next step is to consider how to tie available
corporate rewards to the outcomes of the appraisal. Behavioral research consistently
demonstrates that performance levels are highest when rewards are contingent upon performance.
Reward systems in organizations are used for a variety of reasons. It is generally agreed that
reward systems influence the following:

Job effort and performance

Following expectancy theory, employees’ effort and performance would be expected to increase
when they felt that rewards were contingent upon good performance. Hence, reward systems
serve a very basic motivational function.

Attendance and retention

Reward systems have also been shown to influence an employee’s decision to come to work or to
remain with the organization. This was discussed in the previous chapter.

Employee commitment to the organization

It has been found that reward systems in no small way influence employee commitment to the
organization, primarily through the exchange process. That is, employees develop ties with
organizations when they perceive that the organization is interested in their welfare and willing to
protect their interests. To the extent that employee needs and goals are met by the company, we
would expect commitment to increase.

Job satisfaction
Job satisfaction has also been shown to be related to rewards. There are four conclusions
concerning the relationship between rewards and satisfaction: (1) satisfaction with a reward is a
function of both how much is received and how much the individual feels should have been
received; (2) satisfaction is influenced by comparisons with what happens to others, especially
one’s coworkers; (3) people differ with respect to the rewards they value; and (4) some rewards
are satisfying because they lead to other rewards.

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Occupational and organizational choice
Finally, the selections of an occupation by an individual, as well as the decision to join a
particular organization within that occupation, are influenced by the rewards that are thought to
be available in the occupation or organization. To prove this, simply look at the classified section
of your local newspaper and notice how many jobs highlight beginning salaries.

Performance Appraisal System

Performance appraisal refers to all the formal procedures used to evaluate an individual, his
contributions and potential. In other words, it is to plan and measure the performance of an
individual in terms of the requirement of the job or it is a process of finding out how effective the
organization has been at hiring and placing an employee. Performance appraisal is a formal
system of review and evaluation of individual or team task performance. While evaluation of
team performance is critical when teams exist in an organization, the focus of performance
appraisal in most firms remains on the individual employees. Regardless of the emphasis, an
effective appraisal evaluates accomplishments and initiates plans for development, goals and
objectives.

Company: Dish Media Network Limited "Dish Home" is one of the fastest-growing operators of
Nepal’s broadcast and transmission services industry for High Definition and digital television
channels. It was launched in 2009. It has its corporate office at Tinkune, Kathmandu and Earth
Station in Bhaisepati, Lalitpur. The company is active across Nepalese marketplace.

Appraisal Process Followed In Dish Media Network Ltd

In Dish Media Network Ltd they are following one of modern method of performance appraisal
360 degree approach. But complete procedure of 360 degree appraisal is not followed and some
of the parts had to be skipped. In 360-degree feedback from an employee's subordinates,
colleagues, and supervisor, as well as a self-evaluation by the employee themselves is gathered
and then evaluated.

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Data analysis and findings

Objectives of Performance Appraisal

Objective of Performance appraisal
Valid Cumulative
  Frequency Percent Percent Percent
Valid Transfer / Promotion / 4 25.0 25.0 25.0
Termination Decision
Assessing Training and 2 12.5 12.5 37.5
developing needs
Pay Raise 1 6.3 6.3 43.8
Retention Strategy 2 12.5 12.5 56.3
Identify barrier to 3 18.8 18.8 75.0
performance
Motivation Strategy 2 12.5 12.5 87.5
Clarify employe's job 2 12.5 12.5 100.0
requirement
Total 16 100.0 100.0  

Objective of Performance Appraisal

Transfer / Promotion /
13% Termination Decision
25% Assessing Training and developing
13% needs
Pay Raise
Retention Strategy
13% Identify barrier to performance
19% Motivation Strategy
6% Clarify employe's job requirement
13%

Of 16 respondent 25% think Performance Appraisal is done for transfer/ promotion/ termination,
19% think it is to identify barriers to performance, Motivation Strategy and to clarify employee’s
job requirement is selected by 13% of the respondent whereas 12% of respondent selected
Retention strategy and assessing training and developing needs and 6% of respondents think
Performance appraisal is done for pay raise.

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Employee’s performance evaluation based on

Std.
  N Mean Deviation
Rank of Performance 16 3.69 2.120
Rank of Punctuality 16 3.81 2.007
Rank of Process 16 3.94 1.948
Knowledge
Rank of Appearance 16 4.06 1.948
Rank of Teamwork 16 4.19 2.007
Rank of Behavioral 16 4.31 2.120
Factors
Rank of Problem 16 4.00 2.221
Solving Skills

Here, Highest mean is of Behavioral Factors then comes Teamwork, then appearance and so on.

Determinants of Employee’s performance

N Percentage
Employee themself 16 30.8%
Immediate 8 15.4%
Supervisor
Head of Department 7 13.5%
Human Resource 5 9.6%
Personnel
Organizational 16 30.8%
Culture and Values

Here highest percentage is that of employees themself and organization’s culture and values then
is of immediate supervisor then of Head of immediate supervisor and finally Human Resource
Personnel.

Strategies used for Performance

Management Frequency Percent
Performance Appraisal and Evaluation 3 18.8
Achievable and well defined targets 4 25.0
Motivation tactics 4 25.0
Well Defined company guidelines and 2 12.5
objectives
Constant Supervision 3 18.8
Total 16 100.0

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 Strategies used for Performance Management

Performance Appraisal
Constant Supervision and Evaluation

Well Defined company

guidelines and
objectives

Achievable and well

defined targets

Motivation tactics

Here, motivation tactics and achievable and well defined targets is selected by 25% people each.
Both of performance appraisal & evaluation and constant supervision is selected by 18.8%
respondents and well defined company guidelines and objectives is selected by 12.5%
respondents.

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Conclusions
 Therefore we can conclude that Performance appraisal is mostly done in Dish Media for
transferring or promoting employee or even appraising them to see if they should be removed
from job. Performance appraisal is also done to find the barriers to employee’s performance
for getting to the solution of the problem and enhance employee’s performance. Motivating
employee and clarifying employee’s job requirement is also done through Performance
appraisal.
 In Dish Media management values behavioural factors the most as it is service based
industry, then they look for teamwork from their employees as noting can be achieved unless
it is one giant team effort. Then Dish Media focuses on employee’s appearance as (not
physical but how you present yourself). Employee’s problem solving skills is preferred next
and then they are evaluated through their process knowledge and punctuality. Actual
performance is considered least important coz nowadays the aforementioned factors are more
vital for organizations, especially in service industry and their performance will automatically
meet the expected standard once the aforementioned criteria has been met.
 In Dish Media employee’s performance is determined by employee themselves following the
organizational culture and values of Dish Media. Then comes the role of employee’s
immediate supervisor in shaping up the employee’s performance. Head of Department is also
somewhat responsible for employee’s performance with the least influence of them being
Human Resource Personnel.
 In Dish Media motivation tactics and setting up achievable and well defined targets is the
most and frequently used tactic used for managing employees performance and guide them
towards organization’s goal achievement. For performance management, management also
use performance appraisal & evaluation and constant supervision strategy. The least used but
one of the performance management strategies in Dish Media is setting up well defined
company guidelines and objectives.
 In Dish Media motivation tactics is one of the most used performance management tactics
and among motivating strategies, rewards and incentives have quite an impact in employee’s
performance management.
1. Recognition for ones work from their seniors has found to be effective in Dish
Media in terms of better performance from employees.
2. Bonuses and pay raise is motivating factor for employees in Dish Media for better
performance.

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 3. Personal relations of employees with supervisors and senior staffs make for better
working condition.
4. In Dish Media scare tactics does not work as effectively for motivating employees
perform better.
5. In Dish Media giving employees adequate holidays (holidays like Sunday leave)
have helped employees become more motivated and helped them perform better.

Suggestions
As per the study the following are the suggestions:

 The Performance Appraisal in the organization should be in a full fledge way so that the
others will be accepting this.
 As the Performance Appraisal is helpful to the employees by the assignment of superiors
task by training & development which should be more effective so that the other
employees will also be attracted.
 The Performance Appraisal should be assist effectively to the employees as it recognizes
the competence and potential of an individual.
 Employee’s appraisal should be fairly done according to the companies policies so that it
will assist the performance of the employees.
 The company should give some advises and suggestions to the employees during the
process and should get there feedbacks about the process.

Questionnaire Link:

https://docs.google.com/forms/d/e/1FAIpQLSe1koUEMoqL0HwzLseGEa47oleVbSHI0x76x6gH-
DjYgfZBPg/viewform

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