8/13/2019 Deek Sha

1/24

SUMMER TRAINING PROJECT REPORT

ON

Performance appraisalPerformance appraisalproperty junction

AT

SUBMITTED TO

Jiwaji University GwaliorFor The Partial Fulfillment of

Master of Business Administration

2012-14

SUBMITTED TO: SUBMITTED

B!:

Mr" GEORGE T#OMAS NE#A

S#ARMA

$%a&'lty ('i)e* MBA +r)Se,ester

8/13/2019 Deek Sha

2/24

IPS COLL! OF TC"#OLO!$ A#%

APP&AISAL !'ALIO&

DEC-ARATION

I MA!AN. GUPTA student of MBA II Semester of Presti(e Instit'te O/ A00raisal 1

Gwalior hereby declare that the project is my original piece of work and not the copy of

any such work undertaken by someone else, all the information 23 0ro0erty j'n&tion

&'sto,er satis/a&tion4facts and figures presented in the report are first hand in nature.

They are actually based on my intense efforts conducted in

Date: MA!AN.

GUPTA

Pla&e : MBA 5II

Se,

8/13/2019 Deek Sha

3/24

CERTIFICATE

This is to certify that Mr. Mayank Gupta of MBA II nd Semester

programme has competed her summer training of !"days and

prepared this report of #Rea satate Customer Satisfaction $ under

my guidance.

Date: PRO%"BINDIA DUA

Pla&e: $%a&'lty G'i)e*

8/13/2019 Deek Sha

4/24

C#APTER 6"

INTRODUCTION O% T#E COMPAN!

8/13/2019 Deek Sha

5/24

INTRODUCTION O% COMPAN!

PROPERTY JUNCTION INFRACON Pvt. Ltd. is one of the services Provider

in the Indian REAL ESTATE maret! "ith its ori#ins in $%&'. (e are rea)

estate service service *rovider. Pro*ert+ ,-nction thrives to *rovidea#ric-)t-re! commercia)! residentia) *ro*ert+ services to the c-stomers.

For )ast some months "e have *roves a horde of so)-tion that mae

)ife eas+ and comforta)e. The standard service *rovided + *ro*ert+ ,-nction

tae care of each and ever+ dai)+ chores of c-stomers! e it a cor*oration or

an individ-a).

It/s o-r mission to create o**ort-nities so *eo*)e can )ive etter.

(e consider it o-r res*onsii)it+ to mae a *ositive im*act in the comm-nities

"e serve. (hether it/s thro-#h the #rants "e *rovide to the tho-sands ofc-stomers that share o-r mission or thro-#h the ins*irin# efforts of *ro*ert+

*rovider! "e are *assionate ao-t the he)*in# *eo*)e to )ive etter.

As the cons-m*tion *attern of maret chan#in# da+ + da+! hence

chan#in# the hait of cons-mers! the demand of rea) estate *ro*ert+ services

"hich a)so inc)-de cash on is increasin#. The *ro*ert+ ,-nction India comes

as an o**ort-nit+ "hich rea) estate the *rod-ct direct)+ to the on a thro-#h a

"e))0mana#ed service *rovider of 1*ro*ert+ ,-nction2.

It has many featured Ser%ices ike&

Co-nse)in# and cons-)tanc+

3anin# s-**ort

Le#a) and technica) assistance

Interiors cons-)tanc+

Re#istr+

Possession S-**ort

3esides that it a)so *romise that the *rod-ct and services "i)) e

char#ed )ess than the common maret *rice and the 4-a)it+ is #-aranteed at

*ro*ert+ ,-nction.

8/13/2019 Deek Sha

6/24

eal estate ser!ices are well"known in India and abroad. #stablished in

$%&', property junction has been pro!iding an (pportunity which the

product directly to the home on a through a well"managed real estate of

)PROPERT! JUNCTION4"

It is a highly customer centric ser!ices company pro!iding o!er hundred

plus ser!ices to corporations to indi!iduals.

It is India*s leading #A+ #STAT# ser!ice pro!ider.

8/13/2019 Deek Sha

7/24

#ISTOR! O% T#E ORGANISATION

PROPERTY JUNCTION INFRACON P5T. LT6. is one of the *ioneers in the

Indian rea) estate maret! "ith its ori#ins in $%&'. For over one +ear "e have

deve)o*ed and im*)emented so)-tions for f-)fi)) the needs of each and ever+

c-stomer.

Pro*ert+ ,-nction is an Indian cor*oration that r-ns a chain of

)ar#e! disco-nt services. It is the India/s )ar#est cor*orations + reven-e and is

fo-nded + 7r. 8a-sh)endra Sin#h In $%&$.

3efore o*enin# *ro*ert+ ,-nction the+ are st-d+ the severa) needs

and rea) estate thro-#h man+ s-rve+s and 4-estionnaires. 9e ecome

convinced Indian cons-mers "anted a ne" t+*e of services! tr-stin# his vision:

the+ *-t -* his mone+ and his effort for the first Pro*ert+ J-nction Infracon

Pvt. Ltd. ;"a)ior.

In 7arch $%&$! *ro*ert+ ,-nction started his services in ;"a)ior "ith

ever+ fe" cons-mers and fe" services. After some months Com*an+ started to

#ro" "ith man+ ne" services. 3-t toda+ *ro*ert+ ,-nction has aro-nd &< )ahs

c-stomers and h-ndred *)-s services to f-)fi)) the needs of cons-mers and no"

ever+ month it ,oined the h-ndred ne" cons-mers.

No" a da+s it is the most s-ccessf-) service *rovider com*an+ in the

co-ntr+ "ith the ima#e of *rovidin# #ood 4-a)it+ of items at the roc ottom

*rice.. Therefore! it has to comm-nicate this ima#e to the cons-mer sho"in#

ha**+ fami)+ -+in# their service.

8/13/2019 Deek Sha

8/24

789 %lats

&bhk""""""""""""""""""""""""""""""""""&-""""""""""""""$./& s0.ft.

$bhk""""""""""""""""""""""""""""""""""1%-"""""""""2a3 45 s0.ft. 2b3 1$' s0.ft.

'bhk""""""""""""""""""""""""""""""""""&-"""""""""""""5/'./$ s0.ft.

Per,ission o/ 0ro0erty :

&3 6a7ul

$3 8i!ersion

'3 T 9 c. p. 2 town 9 country planning 3

3 municipal

Oje&tives o/ 0ro0erty j'n&tion :

The main objecti!e of property junction is to satisfy customer needs.

:ustomers want 0uality, satisfaction property and reasonable price.

8eeping their understanding of consumer*s trends and creating new

analytical tools. Attract more customers by gi!ing features like

installment payment , customer booking etc.

Maintain e;cellent customer ser!ice < =i!e the customers what they

want> 0uality property at affordable prices on ser!ice.

8/13/2019 Deek Sha

9/24

'R()*CTI(+

'R()*CT A+) SER,ICES (F 'R('ERT- *+CTI(+

Pro*ert+ ,-nction is a rea) estate com*an+. And it is an indian com*an+ and it

service *rovider "hich tae care of each and ever+ dai)+ chores of c-stomers!

e it a cor*oration or an individ-a) and com*an+ *rod-ct name mansarovar

serenit+.

'R('ERT- *+CTI(+ SER,ICES

It *rovides the fo))o"in# *rod-ct and services.

1. Co-nse)in# and cons-)tanc+

2. 3anin# s-**ort

3. Le#a) and technica) assistance

4. Interiors cons-)tanc+

5. Re#istr+

6. Possession S-**ort

Rea) estate *rovides= From a#ric-)t-re! commercia)! residentia) of Pro*ert+

J-nction India a)) of ho-se ho)d re4-irements "ith 4-a)it+ ass-rance so that

its c-stomers can sta+ an eas+ and hea)th+ )ife + s*endin# more time "ith

their fami)+.

8/13/2019 Deek Sha

10/24

MA+SAR(,AR SERE+IT- &/

8/13/2019 Deek Sha

11/24

8/13/2019 Deek Sha

12/24

8/13/2019 Deek Sha

13/24

8/13/2019 Deek Sha

14/24

8/13/2019 Deek Sha

15/24

8/13/2019 Deek Sha

16/24

C#APTER 5 6

INTRODUCTION

8/13/2019 Deek Sha

17/24

(A) On the Job Training Methods

On the job training methods are by far the most commonly used in training for all

levels of personnel. The object of on the job training is to bring the employees to atleast a minimum acceptable standard of performance in the shortest possible lime.

The worer by these methods learns to master the operations involved on the actual

job situation under the supervision of his immediate loss who has to carry the

primary burden of conducting this training. !arious methods of on the job training

are as follows"#

($) On specific Job%The most common or formal on the job training programme is

training for specific job. &urrent practice in job training has been strongly influenced

by the war time training within industry which was first designed to improve the job

performance through job instruction training. There are following methods of

training"

(A) 'perience%This is the oldest method of on#the# job training. ut as a sole

approach* it is wasteful* time consuming and inefficient. +t has been observed that it

should be followed by other training methods to mae it more effective. +n a survey*

it was found that they ept up to date through a variety of activities which were

largely unrelated to formal continuing education courses. On the job* problem#

solving and colleague interactions were prompted as being most important for

professional growth by ,- per cent respondents.

() &oaching#On#the#job coaching by a superior is an important and potentially

effective approach if superior is properly trained and oriented. The techniue

involves direct personnel instruction and guidance* usually* with etensive

demonstration and continuous critical evaluation and correction. The advantage is

increased motivation for the trainee and the minimisation of the problem of learning

transfer from theory to practice. The danger in this method lies in the possible

neglect of coaching by superior.

/ 0nderstudy%The understudy method is considered a somewhat different

8/13/2019 Deek Sha

18/24

approach from those described above* that a certain person is specifically

designated as the heir#apparent. The understudy method maes the trainee an

assistant to the current job holder. The trainee learns by eperience* observation

and imitation. +f decisions are discussed with the under study* he can becomeinformed the policies and theories involved. The advantage of this method is that

training is conducted in a practical and realistic situation. 1owever disadvantages

are many. The method tends to perpetuate mistaes and deficiencies of eisting

managereial practices. Morever* the understudies are freuently neglected by those

they assist.

(-) 2osition 3otation%The major objective of job rotation training is the broadening

of the bacground of trainee in the organisation. +f trainee is rotated periodically

from one job to another job* he acuires a general bacground. The main

advantages are" it provides a general bacground to the trainee* training taes

place in actual situation* competition can be stimulated among the rotating trainees*

and it stimulates a more co#operative attitude by eposing a man to other fellow4s

problems and viewpoints. There are certain disadvantages of this method. The

productive wor can suffer because of the obvious disruption caused by such

changes. 3otations become less useful as specialisation proceeds* for few people

have the breadth of technical nowledge and sills to move from one functional area

to another.

(5) 6pecial 2rojects%This is a very fleible training device. 6uch special project

assignments grow ordinarily out of an individual analysis of weanesses. The

trainee may be ased to perform special assignment7 thereby he learns the wor

procedure. 6ometime a tas force is created consisting of a number of trainees

representing different functions in the organisation. Trainees not only acuire

nowledge about the assigned activities* but also learn how to wor with others.

(8) 6elective 3eading%+ndividuals in the organisation can gather and advance their

nowledge and bacground through selective reading. The reading may include

professional journals and boos. !arious business organisations maintain libraries

for their own eecutives. Many eecutives become members of professional

8/13/2019 Deek Sha

19/24

associations and they echange their ideas with others. This is a good method for

assimilating nowledge7 however* some eecutives claim that it is very difficult to

find time to do much reading other than absolutely reuired in the performance of

their jobs.

(9) Apprenticeship%Apprentice training can be traced bac to medieval times when

those intended on learning trade sill bound themselves to a master craftsman to

learn by doing the wor under his guidance. +n earlier periods* apprenticeship was

not restricted to artisans* but was used in training for the professions* including

medicine* law* dentistry* and teaching. Today4s industrial organisations reuire large

number of silled craftsmen who can be trained by this system. 6uch training is

either provided by the organisations or it is also imparted by governmental

agencies. Most 6tates now have apprenticeship laws with supervised plans for such

training. Arrangements usually provide a mied programme of classroom and job

eperience.

(,) !estibule 6chools%:arge organisations freuently provided what are described

as vestibule schools* a preliminary to actual shop eperience. As far as possible*

shop conditions are duplicated* but instructive* not output* are major objective* with

special instructors provided. !estibule schools are widely used in training for clerical

and office jobs as well as for factory production jobs. 6uch training is usually shorter

and less comple than that adaptable to the apprenticeship system. !estibule

training is relatively epensive* but these costs are justified if the volume of training

is large* or if uniform* high#standard results are important.

Off#the#job Training Methods

+n these methods* trainees have to leave their worplace and devote their entire

time to the development objective. +n these methods development of trainees is

primary and any usable wor produced during training is secondary. ;ollowing

training techniues are used off#the#job"

$. 6pecial course and lectures%:ecturing is the most traditional form of formal

8/13/2019 Deek Sha

20/24

training method. 6pecial courses and lectures can be established by business

organisations in numerous ways as a part of their development programmes. ;irst*

there are courses which the organisations themselves establish to be taught by

members of the organisation. 6ome organisations have regular instructors assignedto their training and development departments such as Tata and 1industan :ever in

private sector* :ife +nsurance &orporation* 6tate an of +ndia and other

nationalised commercial bans* 3eserve an* 1industan 6teel* ;ertili5$ at

Massachusetts +nstitute of Technology* 0.6.A. +n +ndia* such courses are organised

freuently by the +nstitute of Management* Administrative 6taff &ollege of +ndia*

?ational 2roductivity &ouncil* ?+T+'* All +ndia Management Association and some

other organisations and universities. *

-. &onferences #This is also an old method* but still a favourite training method. +n

order to escape the limitations of straight lecturing many organisations have

adopted guided#discussion type of conferences in their training programmes +n this

method* the participants pool their ideas and eperience in attempting to arrive at

improved methods of dealing with the problems which are common subject of

discussion) &onferences may include bu

8/13/2019 Deek Sha

21/24

1arvard usiness 6chool* 0.6.A. is one of the most common form of training.

Acase is a written account of a trained reporter or analyst seeing to describe an

actual situation. 6ome cases are merely illustrative* others are detailed and

comprehensive demanding etensive and intensive analytical ability. &ases arewidely used in a variety of programmes) This method increases the trainee4s power

of observation* helping him to as better uestions and to loo for a broader range

of problems. A well chosen case may promote objective discussion* but the lac of

emotional involvement may mae it difficult to effect any basic change in the

behaviour and attitude of trainees.

8. rainstorming%This is the method of stimulating trainees to creative thining.

This approach developed by Ale Osborn sees to reduce inhibiting forces by

providing for a maimum of group participation and a minimum of criticism* A

problem is posed and ideas are invited. @uantity rather than uality is the primary

objective7 +deas are encouraged and criticism of any idea is discouraged. &hain

reactions from idea to idea often develop. :ater* these ideas are critically eamined.

There is no trainer in brainstorming and it has been found that the introduction of

nown eperts into it will reduce the originality and practicability of the group

contributions. rainstorming franly favours divergence* and this fact may be

sufficient to eplain why brainstorming is so little used as yet in developing countries

where new solutions ought to carry the highest premium. +t is virtually untried even

though its immediate use is limited to new ideas only* not change in behaviour.

9. :aboratory Training#:aboratory training adds to conventional training by providing

situations in which the trainees themselves eperience through their own interaction

some of the conditions they are taling about. +n this way* they more or less

eperiment on themselves. :aboratory training is more concerned about changing

individual behaviour and attitude. +t is generally more successful in changing job

performance than conventional training methods. There are two methods of

laboratory training%simulation and sensitivity training.

A. 6imulation%An increasingly popular techniue of management development is

simulation of performance. +n this method* instead of taing participants into the

8/13/2019 Deek Sha

22/24

field can be simulated in the training session itself. 6imulation is the presentation of

real situation of organisations in the training session. +t covers situations of varying

compleities and roles for the participants. +t creates a whole field organisation*

relates participants through ey roles in it* and has them deal with specific situationsof a ind they encounter in real life. There are two common simulation methods of

training" role#playing is one and business game is the other.

(i) 3ole#2laying%3ole#2laying is laboratory method which can be used rather easily

as a supplement to conventional training methods. +ts purpose is to increase the

trainee4s sill in dealing with other people. One of its greatest uses is in connection

with human relations training but it is also used in sales training as well. +t is

spontaneous acting of a realistic situation involving two or more persons under

class room situations. ialogue spontaneously grows out of the situation* as it is

developed by the trainees assigned to it. Other trainees in the group serve as

observers or critics. 6ince people lae roles every day* they are somewhat

eperienced in the art* and with a certain amount of imagination they can project

themselves into roles other than their own. 6ince a manager is regularly acting roles

in his relationship with others* it is essential for him to have role awareness and to

do role thining so that he can si

8/13/2019 Deek Sha

23/24

but its difference is that it focuses attention on administrative problems* while role#

playing tends to emphasise mostly feeling and tone between people in interaction.

Baming involves several teams* each of which is given a firm to operate for a

number of periods. 0sually the period is a short one* one year or so. +n each period*each team maes decisions on various matters such as fiation of price* level of

production* inventory level* and so forth4. 6ince each team is competing with others*

each firm4s decisions will affect the results of all others. All the firm4s decisions are

fed into a computer which is programmed to behave somewhat lie a real maret.

The computer provides the results* and the winner is the team which has

accumulated largest profit. +n the light of such results* strengths and weanesses of

decisions are analysed.

. 6ensitivity Training%6ensitivity training is the most controversial laboratory

training method. Many of its advocates have an almost religious

8/13/2019 Deek Sha

24/24

prejudice* understanding of a group process* enhanced listening sills* and

increased trust and support.