Professional Documents
Culture Documents
Every organization needs to have well trained and experienced people to perform the
activities that have to be done. If current or potential job occupants can meet these
requirements, training is not important. When this not the case, it is necessary to raise the
skills levels and increase the versatility and adaptability of employees.
It is being increasing common for individual to change careers several times during their
working lives. The probability of any young person learning a job today and having those
skills go basically unchanged during the forty or so years if his career is extremely unlikely,
may be even impossible. In a rapid changing society employees training is not only an
activity that an organization must commit resources to if it is to maintain a viable and
knowledgeable work force.
The entire project talks about the training and development in theoretical as well as new
concepts, which are in trend now. Here we have discussed what would be the input of training
if we ever go for and how can it be good to any organization in reaping the benefits from the
money invested in terms like (ROI )i.e. return on investment. What are the ways we can
identify the training need of any employees and how to know what kind of training he can go
for?
Training being in different aspect likes integrating it with organizational culture. The best and
latest available trends in training method, the benefits which we can derive out of it. How the
evaluation should be done and how effective is the training all together. Some of the
companies practicing training in unique manner a lesson for other to follow as to how train
and retain the best resource in the world to reap the best out of it.
Development is integral part of training if somebody is trained properly and efficiently the
developments of that individual and the company for whom he is working. Here we discussed
about development of employees, how much to identify the needs, and after developing how
to develop executive skill to sharpen their knowledge. Learning should be continues process
and one should not hesitate to learn any stage.
CHAPTER-I
COMPANY PROFILE
1
The company has three manufacturing facilities located at Moga (Punjab), Damtal (Himachal
Pradesh) and Bahadurgarh (Haryana) respectively. These facilities manufacture and market P
2
Mark mustard oil, P Mark mustard oil cake and P Mark cattle-feed respectively. These
products are marketed all across Northern & Eastern India. It is important to mention here
that the manufacturing unit at Moga has been a leading supplier of compound cattle-feed to
Nestle, a global food corporation for the last 25 years.
Puri Oil Mills Limited is guided by a vision to be acknowledged as the last word in
mustard. To actualise this aspiration, the company embarked upon an ambitious in-house
R&D initiative aimed at expanding its product portfolio in line with the needs and
expectations of its customers. An array of innovative, value added products has emerged from
the initiative. These include P Sparkle Light Mustard Oil, P Sanjeevani Organic Mustard Oil
and P Mild Mustard Oil (a variant offering less pungency).
Over the years, the companys unwavering commitment to quality has been lauded through
several prestigious national and international awards. These include the National Quality
Award conferred by the Government of India and the International Star for Quality Award
from BID, Spain.
Bahadurgarh Plant
The company has three manufacturing facilities located at Moga (Punjab), Damtal (Himachal
Pradesh) and Bahadurgarh (Haryana) respectively. These facilities manufacture and market P
Mark mustard oil, P Mark mustard oil cake and P Mark cattle-feed respectively. These
products are marketed all across Northern & Eastern India. It is important to mention here
that the manufacturing unit at Moga has been a leading supplier of compound cattle-feed to
Nestle, a global food corporation for the last 25 years.
Moga Plant
3
Puri Oil Mills Limited is guided by a vision to be acknowledged as the last word in
mustard. To actualise this aspiration, the company embarked upon an ambitious in-house
R&D initiative aimed at expanding its product portfolio in line with the needs and
expectations of its customers. An array of innovative, value added products has emerged from
the initiative. These include P Sparkle Light Mustard Oil, P Sanjeevani Organic Mustard Oil
and P Mild Mustard Oil (a variant offering less pungency).
Damtal Plant
Over the years, the companys unwavering commitment to quality has been lauded through
several prestigious national and international awards. These include the National Quality
Award conferred by the Government of India and the International Star for Quality Award
from BID, Spain.
Vision & Mission
CORPORATE VISION
To be Acknowledged as 'The Last Word in Mustard'
Across eight decades of market leadership, the Company has firmly established its credentials
as a Mustard Specialist. Its Vision focuses on becoming one of the most respected enterprises
in India, earning this respect from its customers, business associates and all key
stakeholders a Vision that culminates in being acknowledged as The Last Word in
Mustard.
4
The Vision encompasses a manifold growth in the Companys popularity and visibility ;its
emergence as a household name; adulation and admiration for its product portfolio; faith and
its creditworthiness, transparency and professionalism; and its ability to attract and retain a
pool of the most talented, productive and accomplished human assets, all contributing to the
service of the customer, and vitally the Nation.
MISSION
Unwavering commitment to quality, value enhancement, human resources development and
customer satisfaction through the optimal use of available resources aimed at achieving
growth and excellence.
Quality Policy
The company believes in the philosophy of Total Quality Management. Quality control
principles are adhered to at the grassroot level. High growth and commitment to good
manufacturing practices are the broad objectives of the company. All company personnel are
competent and qualified, and possess commendable organizational and co-ordination skills.
Equipped with sophisticated laboratory equipment, the company conforms to the highest
standards in quality.
QUALITY
We at Lumax in the new millennium, with focus on customer satisfaction and market
leadership, are committed to achieve excellence in quality of our products and services.
Lumax has the most modern Manufacturing and Testing facilities in India.
Lumax became an ISO 9002 certified company in 1995, attained its QS 9000
certification in the year 1998 and achieved the ISO/TS 16949 : 2002 and ISO 14001 in
2003. Being Quality as our backbone, we are continuously thriving towards 'Customer
Delight' and our products see the light of most developed OEM's and after markets of the
world.
Lumax has been following TQM practices from end 1998. The first phase of TQM journey
5
was done under guidance of Prof. T. Suda till end 2002. Next phase of TQM journey is
undergoing till date with world renowned TQM guru Dr. H. Osada. During this ongoing
journey our main emphasis has been on
Total Employee Involvement
Use of :- Poka Yoka First Time Thru 5 'S' 3K Kanban Lean Manufacturing
Focus on Internal Customer Concept
Customer Satisfaction through manufacturing excellence.
The ongoing TQM journey has been very learning and
fruitful exercise for the whole organization and has given
positive
impact
to
the
top
and
bottom
line.
We are unendingly striving towards Improvement of our Quality Management Systems with
our objective of doing the things right, the first time and every time. Our growing markets
and Customer base is an indicator of our continuous efforts towards the achievement of our
goal of Customer Delight.
Our "Quality Centered" team approach of manufacturing
ensures Products of the finest Quality, giving drive to some
of the most advanced Vehicles manufactured globally.
We aim at achieving all this through:
Continual improvement of manufacturing processes with emphasis on consistent quality and
cost effectiveness.
Advancement of process ownership concept throughout the organization thereby improving
and innovating the business process.
Doing right, the first time and every time.
Improving quality by enhancing competence of all personnel.
Business
Edible Oils
Allied Products
P Brand Mustard Oil-Cake & Cattle Feed
Our Oil-Cake commands a premium in the market because of its enriched nutritional value
and is ideal as animal feed and fodder. The total saturated oil content that is residual in the
oil-cake is approximately 7%.
P Mark Cattle Feed, an allied product, is very popular in the dairy belt of Haryana and
Punjab. The feed conforms to ISI (Indian Standards Institute) specifications of quality. The
group has a 12 year long association with Nestle India Ltd. During the association, the
company has established a reputation of a firm commitment to quality an dairy farmers
collaborating with Nestle swear by the milk yield enhancing properties of the feed. The
marketing team of the group is constantly devising strategies to capture the vast network of
dairies in Northern India.
MUSTARDZ Organic Mustard Seed
The company's vision is to be acknowledged as "the last word in Mustard". In accordance
with this endeavour, a line of value-added products are being launched under the brand name
of Mustardz. One of the offerings under the Mustardz umbrella is packaged organic and nonorganic mustard seeds dairy products sector.
Cholesterol Free
its own mustard oil manufacturing facilities in Punjab, Himachal Pradesh and Haryana a
move that will constitute a pioneering backward integration initiative on the part of the
company.
10
Awards
11
The Ministry of Small Scale Industries, Govt. of India conferred upon Mrs. Indu Puri Chair Person of the Group, the prestigious National Award for Quality for P Mark
Mustard Oil. This award, is infact a recognition of the extremely high standards of quality
for P Mark Mustard Oil. The group has painstakingly maintained and upgraded these
standards over a span of more than 70 years.
The coveted award was given away by Shri Jaswant Singh, Hon'ble Minister of Finance,
Govt. of India at a glittering ceremony held at Ashok Hotel, New Delhi on 28th August,
2002. Mrs. Vasundhara Raje Scindia, Hon'ble Minister of State for Small Scale Industries
also graced the occasion.
12
Puri Oil Mills Limited, makers of P Mark, one of northern Indias leading mustard oil
CHAPTER-2
PERFORMANCE
APPRAISEL
CHAPTER-2
PERFORMANCE APPRAISEL
2.1 INTRODUCTION OF PERFORMANCE APPRAISEL
Once an employees is selected and trained for a job then management would like to see how
he performs his work. It helps in evaluating the performance of empoloyees and in assesing
the hiring and training methods followed in the organisation. The employees are
recruitedwith some objectives in mind, whether these have been achieved or not has to be
regularly evaluated. Merit rating is process of evaluating an employeee's performance of a
job in terms of requirement. The rating of a man by another man is as old as mankind, but
formal merit rating system are of relatively recent origin. Merit rating is also termed as
performance appraisel or employee appraisel.
Moreover, people differ in their abilities and aptitudes. Even if the same basic education and
training is given to them, these differences cannot be eliminated. There will always be
difference in the quantity and quality of work done by different employees even on the same
job. Thus, it is but imperative for the management to know these differences so that the
employees having better abilities may be rewarded and the wrong placement of emoloyees
may be rectified through transfer. The individual employees may also like to know their level
13
of performance in comparison to others, so that they can improve upon it. All this emphasizes
the need to have a suitable performance appraisel system to measure relative merit of each
employees.
Managing employee performance is an integral part of the work that all managers rating
officials perform throughout the year. It is an important as managing financial resources and
program outcomes because employees performance or the lack thereof,has a profound effect
on both the financial and program components of any organization. The Department of the
Interior's performance management policy is designed to document the expectation of
individual and organizational performance, provide a meaningful process by which employee
can be rewarded for note worthy contribution to the organization, and provide a machanism
to improve individual/ organizatioal performance is necessary.
4.3 PROBLEMS OF PERFORMANCE APPRAISEL
1. Poorly Trained Managers
Effective performance appraisel doesn't just happen and organization shouldn't assume that
managers khow how to conduct them effectively, even if they have many years of experience
as managers. In fact , sinse the process can differ from organization to organization, it is
important that training is provided to introduce managers to the philosophy of performance
appraisel at the organization ,including a review of the forms, the rating system and how the
dat gathered is used. Training should take place regularly as a refreshner both for new and
veteran managers.
5.Transfers
Transfer decision is concerned with the transformation of employees from one work unit to
another. It is conducted when the employees are not performing will in the organisation.
Performance appraisal provides reliable and relevant information for transfer decisions.
2.5 OBJECTIVES OF PERFORMANCE APPRAISAL
Performance appraisal can be carried out with various objectives in mind and these objectives
can be classified under the following four heads
1. Work related objectives
a. To assess the work of employees in relation to job requirements
b. To improve efficency
c. To help management in fixing employees according to their capacity, interest, aptitude and
qualifications
d. To carry out job evaluation
2. career development objectives
a. to assess the strong and weak points in the working of the employees and finding remedies
for weak points through training
b. to determine career potential
c. to plan promotions, trnsfers, layoffs etc of the employees
d. to plan career goals
3. Communication
a. to provide feedback to employees so that they come to know where they stand can improve
their job performance
b. to clearly establish goals.
c. to provide coaching, counseling, career planning and motivation to employees.
d. to develop positive seperior- subordinate relations and therby reduce grivance
4. Organisation objectives
A. to serve as a basis for promotions and demotion
b. to serve as a basis for wages and salary administration and considering pay increases and
increments
c. to serve as a basis for planning suitable training and developments programmes
17
contribution to the organisation goals and objectives. The standard set should be clearly,
easily understandable and in measurable terms. In case the performance of the employees
cannnot be measured, great should be taken describe the standards.
2. COMMUNICATION THE STANDARDS
Once set, it is the responsibility of the management to communicate the standards to all the
employees of the organization. The employees should be informed and the standard should be
clearly explain to the. This will help them to understandard their roles to know that clearly
what excatly is expected to them. This standards should also be communicated the appraisal
or the evaluators and if required, the standard, and also be notified at stage itself according to
relevant feedback from the employees or the evaluators.
3. MEASURING THE ACTUAL PERFORMANCE
The most difficult part of the performance appraisal process is measuring the actual
performance of the employees that is work done by employees during the specific period of
time. It is continious process which is involves monitoring the performance throughout of the
year. This stage requires the carefully selection of the appropriate techniques the
measurement, tahking care that personal bias does not effect the outcome the process and
providing assistance rather than interfering in an employees work.
4. COMPARING THE ACTUAL WITH DESIRED PERFORMANCE
The actual performance is compared with the desire or the standard performance. The
comparision tells the deviations in the performance of the employees from the standard set.
The result can show the actual performance being more than the desired performance or, the
actual being less than the desired performance depicting a negative deviations in the
organisational performance. It includes recalling, evaluating and analysis of data related to
the employees' performance.
5. DISCUSSING RESULTS
The result of the appraisal is communicated and discussed with employees on one-to-one
basis. The focus of this disscussion is on communication and listening. The results, the
problems and the possible solutions are discussed with the aim of the problems solving and
reaching consensus. The feedback should be given with a positive attitude as this can have an
effect on the employees's future performance. The purpose of the meeting should be to solve
the problems faced and motivate the employees to performance better.
6. DECISION MAKING
The last step of the process is to take decission which can be taken either to improve the
performance of the employees, take the required corrective actions, or the related HR
decisions like rewards, promotions, demotion, transfer etc.
3. PAIRED COMPARISON
A better technique of comparison than the straight ranking method, this method compares
each employee with all others in the group, one at a time. After all the comparisons on the
basis of the overall comparsons, the employee are given the final rankings.
5.FIELD REVIEW
20
In this method, a senior member of the HR department or a training officer discusses nad
interviews the supervisors to evaluate and rate their respective subordinates. A major
drawback of this method is that it is a very time consuming method. But this method helps to
reduce the superiors' personal bias.
6. CHECKLST METHOD
The rater s given a checklist of the description of the behaviour of the employee on job. The
checklist contains a list of statements on the basis of which the rater describes the on the job
performance of the employee.
8. FORCED DISTRIBUTION:
To eliminate the element of bias from the rater's ratings, the evaluator is asked to distribute
the employees in some fixed categories of ratings like on a normal distribution curve. The
rater chooses the appropriate fit for the categories on his own discretion.
21
1. ASSESSMENT CENTRES
An assessment center typically involves the use of methods lke social/ informal events, tests
and exercises, assignments being given to a group of employees to assess their competencies
to take higher responsibilities in the future. Generally, employees are given an assignments
similar to the job they would be expected to perfor if promoted. The trained evaluators
observe and evaluators employees as they perform the assigned jobs and are evaluated on job
related characteristics. The major competencies that are judged in assessment centers are
interpersonal skill, intellectual capability, planning and organizing capabilities, motivation,
career orientation etc. assessment center are also an effective way to determine the training
and development needs of the targeted employees.
22
employees. The cost of employees include all the expenses incurred on them like their
compensation, recruitment and selection costs, induction and training costs etc whereas their
contribution includes the total value added (in monetary terms). The difference between the
cost and the contribution will be the performance of the employee. Ideally, the contribution of
the employees should be greater than the cost incurred on them.
d) HR Head
*Secretary to the normalization committee
* Assists HOD's / Reporting Managers in communcating the performance rating of all
the employees
e) Normalization Committee
* Decides on the final bell curve for each function in the respective Business Unit /
circle
* Reviews the performance ratings proposed by the HOD's specifically on the
upward / downward shift in ratings, to ensure an unbased relative ranking of employees on
overall performance, and thus finalize the performance rating of each employee
24
3. Providing performance feedback: Employee naturally like to know how they are
performance relative to what is expected from them. Performance feedback let employees
know how well they have performed in comparison with the performance standards. Having
day-to-day employee-manager interaction, through which the appraise is provided with
constructive feedback.
Appraisal system always aim at improving the performance of employees. It helps tp analyse
and evaluate oppartunity factors such as technology and social process.
2. Development of employees:
Appraisal system determine which employee needs more training and becomes primary
source of information regarding the strengths and potentialities of the employees.
3.Corrective actions:
Any deficiency of employees can be detected and corrective steps can be taken through
appraisal system.
4. Career planning:
Performance appraisal serves as a valuable tool in the case of career planning to the
employee, since it help in preparing SWOT analysis of every employee.
5. Promotions:
Performance appraisal also help the management in deciding about
employees.
6. Motivation:
It is a tool for motivating employees toward higher performance
7. Other benefits:
a. Performance appraisal plans help the management provide systematic judgments to back
up salary increases, transfers, promotions, and demotions regarding the employees.
26
b. Superiors can guide the subordinates by making them aware of 'where they stand'.
c. Performance appraisal becomes the bare for coaching and counseling of individual
employees by the superiors.
2. Contrast error:
The rating is always based on performance standards. The contrast error occurs when
employee is rated without taking into account the performance standard. This can also occur
if a rater compared an employee's present performance with their past performance.
3. Rater bias:
The rater's prejudices and biasness can also influence rating. For example, a supervisor can
under rate an employee based on race, sex, religion, appearance and favoritism.
5. Leniency or severity:
Performance appraisal demands that the rater should objectively draw a conclusion about
27
employee's performance.
6. Sampling error:
If the rater uses a very small sample of the employee's work, it may be subject to the
sampling error.
CHAPTER - III
REVIEW
28
OF
LITERATURE
measurement. It also contains selected bibliography books and articles on the subjects,
including useful methodologies or approaches.
Jonathan A. Linsdsey,2005. Phoenix: Oryx press,1986 222 p. This is a basic handbook and
evaluation that provides a comprehensive literature on this subject aimed to provide a
stronger sense of balance of important area of library administration. It includes Schlesingers
Ten commandments for performance appraisal writing easier, faster and towels: A
practical model for a development appraisal program for school library media specialist ,
and Allen and Reynoldss performance problems a model for analysis resolution.
Lancaster, F.W.,2007, To evaluate your library. Landon; library association,1993. This
updates and expands the 1988 edition to include new material, such as a chapter on the
evaluation of bibliographic instruction and several new material, such as chapter on the
feasibility of continuous quality control as applied to library services. It discuss methods that
can be use to evaluate various steps of library service dealing first with those area relate to
document delivery(including the collection of the library and its catalogues), to be folloed
by those area relating to reference services to other topics cover relate to cost effectiveness
and cost benefit aspects.
Abbott,Christine,2010. Performance measurement in Library and information service.
London; as lib, the association for information management,1994. This is a guide look
indented for library professionals who would like to evaluate their libraries and are uncertain
and how to make the transition from theory to practice this guide demonstrate. How
performance indicators can be integrated into the process of evaluation contents include
prerequisites to performance measurement, the types of indicators, how to develop indicators,
and data collection and analysis.
31
CHAPTER-4
RESEARCH
32
METHODOLOGY
MEANING OF RESEARCH
Research is defined as "a scientific and systematic search for pertinent information on a
specific topic." Researach is an atr of scientific investigation. Research is a systemized effort
to gain new knowledge. It is a carefull inquiry especially through search for new facts in any
branch of knowledge. The search for knowledge through objective and systematic method of
finding solution to a problem is a research.
Research Design
33
A research is the arrangement of the conditions for the collection and analysis of the data in a
manner that aims to combine relevance to the relevance to the research purpose wth economy
in procedure. In facts, the research design is the conceptual structure within which research is
conducted; it constitutes the blue print of the collection, measurement and analysis of the
data.
as search the design includes an outline of what the researcher will do from writing the
hypothesis and its operational implication to the finial analysis of data.
The design is such studies must be rigid and not flexible and most focus attention on the
following.
The present study is exploratory in nature, as it seeks to dscover ideas and insight to bring out
new relationship. Research design is flexible enough to provide opportunity for considering
different aspects of problem under study. It help in bringing in to focus some inherent
weakness in enterprise regarding which in depth study can be conducted by management.
DATA COLLECTION
For any study there must be data for analysis purpose. Without data there is no meaning of
study. Data collection plays an important role of study. It can be collected from various
sources. I have collected the data from two sources which are given below.
Primary Data:
The primary data was collected from the respondents by administrating a structured
questionnaire and also through observation, interview and discussion with management.
34
Secondary Data:
Apart from the primary data collection, the data collected through text books, the record of
P Mark Private Limited, journal from library, academic report and internet is used for
the study.
Sample Size:
Out of the total population, the sample taken amongst workers .i.e.,50 respondents.
Sample Area:
The research was conducted at P Mark Private Limited.
Sample Method:
The research was made by the survey n accordance to the randomly of the employees. So, the
employee type is random sampling.
36
CHAPTER-5
Data Analysis
37
and
Interpretation
CHAPTER-5
Data Analysis and Interpretation
1. Are you aware about performance Appraisal?
A. Yes
B. No
Yes
No
%age
90
10
Table no.1
38
10%
Yes
No
90%
Interpretation: this table shows the 90% of employees aware about the performance
appraisal but only 10% employees were not aware about the performance appraisal.
of Promotion
Performance
Employees
Employees
of Employees
Appraisal is
% age
48%
28%
4%
39
2%
48%
28%
4%
2%
In your opininion
Performance Appraisal is
Interpretation: this table shows the 48% of employees opinion that the performance
appraisal is evaluation of employees, 28% of employees said the performance appraisal is
promotion of employees, 4% of employees said that the performance appraisal is Job
satisfaction of employees and only 2% of employees opinion that the performance appraisal
is motivation.
Checklist method
is
method
implemented in the
organization
40
method
accounting
% age
70
20
10
70%
20%
10%
Performance appraisal is
implemented in the
organization
Interpretation: this table shows the 100% of employees said that the checklist method of
performance appraisal system is implemented in the organization.
41
No
% age
70
30
80%
70%
70%
60%
50%
40%
30%
30%
20%
10%
0%
Yes
No
Interpretation: this table shows the 70% of employees said that receive increment in salary
after performance appraisal but 30% of employees said not.
5. Do you think that performance Appraisal help to provide an atmosphere where all are
encouraged to share one another burden.
Table no.5
42
No
% age
60
40
Do you think that performance appraisal help to provide an atmosphere where all are encouraged to share one another burden.
Yes
40
No
60
Interpretation: this table shows the 60% of employees said that performance Appraisal help
to provide an atmosphere where all are encouraged to share one another burden a 40% of
employees said that not performance Appraisal help to provide an atmosphere where all are
encouraged to share one another burden.
6. Do you think performance appraisal helps people set and achieve meaningful goals?
Table no.6
43
No
meaningful goals.
% age
80
20
20
Yes
No
80
Interpretation: this table shows the 80% of employees said that performance appraisal helps
people set and achieve meaningful goals but only 20% of employees said that not
performance appraisal helps people set and achieve meaningful goals.
44
Table no.7
Do you think performance appraisal improves motivation and Yes
No
job satisfaction.
% age
72
28
Do you think performance appraisal improves motivation and job satisfactionmeaningful goals
28
Yes
No
72
Interpretation: this table shows the 72% of employees said that performance appraisal
improves motivation and job satisfaction but 28% of employees said that the not
performance appraisal improves motivation and job satisfaction.
Table no.8
Top Level management partial in performance Appraisal
Yes
No
% age
68
32
50
40
30
20
10
0
Yes
NO
Interpretation: this table shows the 68% of employees said that the top level management
partial in performance appraisal and 32% of employees said that the top level management
partial in not performance Appraisal.
46
No
90
10
Do you think that performance of employees improve after process of performance appraisal
100
90
80
70
60
50
40
30
20
10
0
Yes
NO
Interpretation: this table shows the 90% of employees said that performance of employees
improve after process of performance appraisal and only 10% of employees said that not
performance of employees improve after process of performance appraisal.
47
Yes
No
% age
52
48
Yes
No
48
52
Interpretation: this table shows the 52% of employees said that the performance appraisal
helps to change behavior of employees and 48% of employees said that not the performance
appraisal helps to change behavior of Employees.
48
11. In our opinion performance Appraisal system of your organization is related to which
of the following?
Table no.11
Performance Appraisal system of your organization Recruitment
Organizational
Culture
% age
60
15
Motivation
25
Performance Appraisal
system of your
organization is related to
which of the following
Interpretation: this table shows the 60% of employees said that Appraisal system is related
to recruitment system, 25% of employees said that the performance Appraisal system is
related to motivation and only 15% of employees said that the performance appraisal system
is related to organizational culture.
49
Monthly
Half yearly
Annually
Any time
% age
20
10
60
10
60
50
40
30
20
20
10
10
10
0
monthly
half yearly
annually
any time
Interpretation: this table shows the 100% of employees said that the time of performance
appraisal system prefer in annually.
50
Fully satisfied
Satisfied
dissatisfied
% age
68
26
6
fully satisfied
26
Satisfied
dissatisfied
68
Interpretation: this table shows the 68% of employees said that fully satisfied with the
present appraisal system, 26% of employees were satisfied and only 6% of employees were
dissatisfied with the present appraisal system.
51
CHAPTER 6
FINDINGS
AND
CONCLUSION
52
CHAPTER 6
FINDINGS AND CONCLUSION
6.1 FINDINGS
1. The company is well aware of the dynamic environment of software, it is operating and
in order to keep it with the pace of the environment it believes in constant up gradation of
courses. Organization structure and design of the company is such that it supports this
change.
2. This increases the motivation of the managers and development of wider involvement
in strategies. althrough at times the company faces high risk of dilution of priorities became
people do not know who is responsible foe what.
4. The process did not take place in the exact time frame planned and scheduled.
5. A good improvement was seen in the inter- personal relationship between the team
leader and subordinates.
6. Many employees could not justify the ratings given by them n the Self Review Form.
7. It helped the employees in understanding their past performance and setting up of targets
and goals for future.
8. They got to understood the organizational needs and it helped in developing a sense of
belonging towards the company.
53
9. It helped the management in identifying the Caliber of employees and encourage the
same.
10. The employer and employed got a platform to understood each other in a better manner.
11. The management was too much dependent on team leaders for conducting Reviews.
12. When the Peer Feedback From was given employees were too hesitant in giving ratings
to their colleagues.
54
10. The company should appraise the performance of the worker by giving them some
incentives, which motivate them to work to their fullest capacity and to motivate them to
work more and show good and better results.
11. For the top management of the company it should offer them holiday package.
Appraise performance by recognizing their work in meetings etc. this will help to raise their
morel and they can work better. They do not want financial help as they earn enough to
maintain their status.
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1. Although all attempts were made to make this an objective study, biases on the part of
respondents might have resulted in same subjectivity.
2. Though, no effort was spared to make the study most accurate and useful, the "sample
Size" selected for the same may not be the true representative of the Company, resulting in
biased results.
3. This being the maiden experience of the research of conducting study such as this, the
possibility of better result, using deeper statistical techniques in analyzing and interpreting
data may be ruled out.
4. While making the project in P Mark Ltd. The main limitation that I faced was the
secrecy adopted by the company in providing the information.
5. Time was limitation while carrying the project. I had to complete the project one and
half months thus the project could have been better if more time was provided to me.
6. The respondents were too busy to provide me proper time that was required by me.
7. Due to heavy rainfall I faced somewhat problem during by survey.
8. Other limitation was that P Mark Ltd. Is a stock market company while my project
relates with human resource.
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6.4 CONCLUSION
Working at P Mark Pvt. Ltd., MOGA gave an opportunity to apply me skills and knowledge,
which I had gained previously. It gave me an opportunity to see working an organization and
to be a part of it. Performance appraisal project gave an opportunity to be exposed to the
people who were the workers of P Mark group and to know about them.
It was an amazing experience with leering all the way, which helped me to brush up my
knowledge and skills.
People differ in their abilities and their aptitudes. There is always some difference between
the quality and quality of the same work on the same job being done by two different people.
Therefore, performance management and performance appraisal is necessary to understand
each employee's abilities, competencies and relative merit and worth for the organization.
Performance appraisal rates the employees in terms of their performance. Performance
appraisal takes into account the past performance of the employees and focuses on the
improvement of the further performance of the employees. With rewards being directly
linked to achievement of objective, goal setting and performance appraisal assumes almost
importance. The performance appraisal system has been professionally designed and it is
monitored by HRD. The implementation is the responsibility of each and every employee
along with their supervisor. There should be adequate training to the evaluator that will go a
long way n answering the quality of performance appraisal.
In conclusion, a performance appraisal is a very important tool used to influence employees.
A formal performance review is important as it gives an opportunity to get an overall view of
job performance and staff development. It encourages systematic and regular joint-stocking
and planning for the future. Good performance reviews therefore do not just summarize the
past they help determine future performance.
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The strength of any organization is its people if people are attended to properly by
recognizing their talents, developing their capabilities and utilizing them appropriately,
organizing are likely to be dynamic organization is to assure that its people are capable of
doing the variety of tasks associated with their role/ position.
By this study I got an experience about how the organization works, attitude of people
working there also it got a chance to differentiate between practical and theoretical work.
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BIBLIOGRAPHY
The result would be varying according to be individuals as well as time. Some respondents
hesitated to give the actual situation; they feared that management would take any action
against them. The findings and conclusions are based on knowledge and experience of the
respondents sometimes may subject to bias.
1. www.P Mark.com
2. www.google.com
3. www.googlescholors.com
4. Citehr.com
BOOKS:
1. Human resource management: shashi k gupta,
2. Research methodology: C.R. Kothari
Reference
Bernard an and Beatty 1984 Future Work Design Research and Practice: Towards an
Elaborated Model of Work Design, Journal of Occupational and Organizational
Psychology, 74, 413-440.
Pizer, I.M and Coin, A.M, 199 HRM and performance: unique approaches for
achieving long term viability. Oxford: Oxford University Press
Drott, M.C 1992, Relations between Job Facet Comparisons and Employee Relations,
59
Durhan University 1998, the effects of Local Market Conditions on Two Pay-Setting
Systems in the Federal Sector. Industrial & Labour Relations Review, 53(2), 272-289.
Williams, 2002 Job and Task Analysis. In: Dunnette M D,ed. Handbook of Industrial
and Organizational Psychology . Chicago : Rand Mc Nelly, 651-696
Cronim Mary j , 2003 . Jon analysis: The Composition of SME Samples. Personnel
Psychology , 44:27-50
Jonather A. Lindsey, 2005 Phoenix: Oryx Press, 196, 222 p. Job Redesign and
Productivity: A Review of the Evidence National Productivity Review, 4, 237-255.
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ANNEXURE
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QUESTIONNAIRE
Name
Gender
Designation
Age
1.
No
5. Do you think that performance Appraisal help to provide an atmosphere where all
encouraged to share one another burden.
a. Yes
b. No
6. Do you think performance appraisal helps people set and achieve meaningful goals?
a. Yes
b. No
7. Do you think performance appraisal improves motivation and job Satisfaction?
a. Yes
b. No
8. Is the Top level management partial in Performance Appraisal?
a. Yes
b. No
9. Do you think that the performance of employee improve after process of performance
appraisal?
a. Yes
b. No
10. Do you think performance appraisal helps to change behavior of employees?
a. Yes
b. No
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Signature
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