A STUDY ON PROBLEM AND PROSPECTS OF COMMODITY FUTURE MARKETS IN

INDIA

Dr. Anirudha M. Bodhankar Akruiti Chouksey, MBA Sem –

III
Dr. Ambedkar Institute of Management Dr. Ambedkar Institute of Management
Studies & Research (DAIMSR) Studies & Research (DAIMSR)
Deekshabhoomi, NAGPUR. Deekshabhoomi, NAGPUR.

Abstract:

Derivatives are financial instruments whose payoffs derive from more primitive financial variables such as stock

price, commodity price, index level, interest rate or an exchange rate. Derivatives allow individuals and companies

to hedge risks. This means that they make it more likely that risks are borne by those best able to bear them. This

makes it possible for individuals and companies to take on more risky projects - with higher promised returns - and

hence create more wealth by hedging those risks that can be hedged. This paper discusses the problems and

prospects of commodity future market which constitutes a prominent part of Indian middle class, major segment

of our population, whose investments flow into capital formation leading to economic welfare. Keywords:

Primitive Financial Variables; Financial Engineering; Management of Risk; Credit Derivatives

Keywords: Derivatives, commodity market ,prospects, future market

Introduction

The word “DERIVATIVES” is derived from the word itself derived of an underlying asset. It is a future image or

copy of an underlying asset which may be shares, stocks, commodities, stock indices, etc. Derivatives are derived

from the following products:

A. Shares

B. Debentures

C. Mutual funds

ACUMEN – 2016 274 ISBN: 978-93-86011-09-1

D. Gold

E. Steel

F. Interest rate

G. Currencies.

History of derivatives markets: Initially derivatives were launched in America called Chicago. Then in 1999,

RBI introduced derivatives in the local currency Interest Rate markets, which have not really developed, but with

the gradual acceptance of the ALM guidelines by banks, there should be an instrumental product in hedging their

balance sheet liabilities. The first product which was launched by BSE and NSE in the derivatives market was

index Futures.

Benefits of Commodity Futures Markets:-

The primary objectives of any futures exchange are authentic price discovery and an efficient price risk

management. The beneficiaries include those who trade in the commodities being offered in the exchange as well

as those who have nothing to do with futures trading. It is because of price discovery and risk management through

the existence of futures exchanges that a lot of businesses and services are able to function smoothly.

1. Price Discovery

2. Price Risk Management

3. Import- Export competitiveness

4. Predictable Pricing:

5. Benefits for farmers/Agriculturalists

6. Credit accessibility

7. Improved product quality

Research methodology

Research Design:

Type of research: Exploratory research, in our research the design is exploratory research. In this study, the

researcher has discussed the topic with share brokers and investors, who are regularly concerned with security

ACUMEN – 2016 275 ISBN: 978-93-86011-09-1

market.

Sampling Design:

a. Type of sampling: Convenient Sampling.

b. Sample size: Experts – 25 Traders – 100

Method of Data Collection:

Primary data: Primary data has been collected by survey method in which self administered questionnaire was

used and interview of experts and traders.Secondary data: Secondary data has been collected through data

published in various publications like newspaper, journals, magazines and internet web-sites.

OBJECTIVES:

 To study opportunities of commodity markets in India.

 To study if there is an impact of equity markets on commodity markets.

 To study the recent investment trend in the Indian commodity markets.

 To understand the problems faced by traders while trading in commodities, especially Gold.

 To examine the possibilities in the area of Commodity Futures

Data Analysis

Various statistical tools and techniques using tables, charts and graphs have been used to interpret and analyze

collected data. Exploratory data analysis technique is going to be employed in which graphical and quantitative

technique is used.

1. Assumptions:

 The selected sample represents the whole population of Gold Commodity Traders.

Data collected from brokers

1. Name:-

2. How long you have been in this profession?

ACUMEN – 2016 276 ISBN: 978-93-86011-09-1

3. Which type of market is generally preferred by clients?

ACUMEN – 2016 277 ISBN: 978-93-86011-09-1

4. Do you find growth in the trading volumes in the commodities segment?

5. What percent (%) of your clients trade in Commodities?

ACUMEN – 2016 278 ISBN: 978-93-86011-09-1

6. Which product do you generally suggest your clients for trading?

2. Do the investors prefer investing in Gold?

% of preference to Gold
90% 85%

80%

70%

60%

50%

40% % of preference to Gold

30%

20% 15%

10%

0%
Yes No

ACUMEN – 2016 279 ISBN: 978-93-86011-09-1

8. What percent (%) of your clients trade in Gold?

% of Brokers having regular clients

(Commodity traders)
40%
34%
35% 32%
30%
25%
20% % of Brokers having regular
clients (Commodity traders)
15% 12% 12%
10%
10%
5%
0%
0%-20% 21%-40% 41%-60% 61%-80% 81%100%

9. How would you rate your clients on the following attributes related to Commodities‟ Trading?

Sr. Trading Attribute Very High High Average Low Very Low

No. (5) (4) (3) (2) (1)

1. Satisfaction derived from trading

in Commodities

2. Satisfaction derived from trading

in Gold

3. Knowledge about Commodity

Trading

4. Knowledge about Trading in

Gold

ACUMEN – 2016 280 ISBN: 978-93-86011-09-1

10. Do you have any client who has shifted from commodity to equity due to bad experience?

ACUMEN – 2016 281 ISBN: 978-93-86011-09-1

11 In your view, what are obstacles in the growth of commodity market for Gold?

ACUMEN – 2016 282 ISBN: 978-93-86011-09-1

4. Occupation:-

% of traders balongs to following different

occupations
60%
50%
50%
40%
40%

30%
% of traders
20%

10% 7%
3%
0%
Govt. servent Pvt. Servent Businessmen Other

ACUMEN – 2016 283 ISBN: 978-93-86011-09-1

5. Annual income:-

6. Are you a regular trader?

7. How long have you been trading?

% of traders having experience

50% 45%
45%
40% 35%
35%
30%
25% % of Brokers having
20% 15% experience of commodity
15% market
10% 5%
5%
0%
1 yr. - 3 yr. 4 yr. - 6 yr. 7 yr. - 9 yr. 10 yr. and
more

ACUMEN – 2016 284 ISBN: 978-93-86011-09-1

6. Do you believe in trading or investing?

Conclusions

Investments are important for the wellbeing of individuals as well as for country‟s economic development. As the

investments in capital market are subject to high risk, the investors have to be familiarized with the various

alternative investments available in the capital market and the risks associated with them. Proper investor

awareness programme only can help them to knowing commodity market and Commodity futures markets are new

and emerging market. The awareness of the market is very less among the investors who can use this trade to sell

their products without the middlemen or agents it also help the actual buyers too. Here trader also can transfer his

risk to some other who can handle it or can appetite the risk through hedging techniques.

ACUMEN – 2016 285 ISBN: 978-93-86011-09-1

References:

S.L. Gupta (2006), “Financial derivatives (Theory, Concepts and Problems)”, Prentice Hall of

India.

Base Narayan, Brahmbhatt Mamta (2012), “An Analytical Study on Investors‟- Awareness and

Perception towards the Hedge Funds in Gujarat”, International Journal of Advanced Research

in Management (IJARM), Volume 3, Issue 1, pp1-10. 4.

Ramachandran, Rajeswari. P. S, Chinnathambi. S (2011), “Investment behavior rand risk-

return perception of investors in equity shares”, contemporary Research Issues and Challenges

in Emerging Economies. pp. 80-95.

S. Saravana Kumar (2010), “An Analysis of Investor Preference towards Equity and

Derivatives”, The Indian Journal of Commerce,

Gunjan Tripathi (2014), “An Empirical Investigation of Investors Perception towards

Derivative Trading”, Global Journal of Finance and Management,(2) pp. 99-104. 7.

Mayadevi thampatty P.C, Mohana Krishnan P.C (2014), “A study on the perception of stock

market investments among government employees in Calicut city”, Asian Journal of

Management Research.

ACUMEN – 2016 286 ISBN: 978-93-86011-09-1

Tripathi G (2014) “An empirical investigation of investors perception towards derivative

trading”, Global journal of finance and management,

Y. Nagaraju S. R(2014), “A study on investors‟ perceptions towards derivative instruments and

markets”, International Journal of Research in Commerce,

Economics and Management,. N.Ramanjaneyalu (2015),“Financial Derivatives: Myths and

Realities with Retail Investors view”, Indian Journal of Applied Research5 (7) pp. 46-52.

ACUMEN – 2016 287 ISBN: 978-93-86011-09-1

 COMPARATIVE ANALYSIS OF TRAINING AND DEVELOPMENT
POLICIES AT J.K. CEMENT PVT. LTD & INDIA CEMENTS LTD

Dr. Nirzar M. Kulkarni Ayushi Sarde MBA –Sem III

Dr. Ambedkar Institute of Management Dr. Ambedkar Institute of Management

Studies & Research (DAIMSR) Studies & Research (DAIMSR)
Deekshabhoomi, NAGPUR. Deekshabhoomi, NAGPUR.

Abstract:
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. 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

Key Words: Training, Development, Employees

ACUMEN – 2016 288 ISBN: 978-93-86011-09-1

Introduction:
Training and Development is the framework for helping employees to develop their personal
and organizational skills, knowledge, and abilities. The focus of all aspects of Human Resource
Development is on developing the most superior workforce so that the organization and
individual employees can accomplish their work goals in service to customers. All employees
want to be valuable and remain competitive in the labor market at all times, because they make
some demand for employees in the labor market. This can only be achieved through employee
training and development. Hence employees have a chance to negotiate as well as employer has
a good opportunity to select most suitable person for his vacancy. Employees will always want
to develop career-enhancing skills, which will always lead to employee motivation. There is no
doubt that a well trained and developed staff will be a valuable asset to the company and
thereby increasing the chances of his efficiency in discharging his or her duties. Trainings in an
organization can be mainly of two types; Internal and External training sessions. Internal
training involves when training is organized in-house by the human resources department or
training department using either a senior staff or any talented staff in the particular department
as a resource person.

Employers of labour should enable employees to pursue training and development in a direction
that they choose and are interested in, not just in company-assigned directions. Companies
should support learning, in general, and not just in support of knowledge needed for the
employee's current or next anticipated job. It should be noted that the key factor is keeping the
employee interested, attending, engaged, motivated and retained. For every employee to
perform well, especially Supervisors and Managers, there is a need for constant training and
development

Literature Review

ACUMEN – 2016 289 ISBN: 978-93-86011-09-1

In today‟s fast moving economy and prevailing uncertainty all around us, the role of HRD is lot
more than just identifying suitable manpower and meeting organizational training needs.
Developing people‟s full capabilities and managing them well is the heart of any organization.
This project focuses on three controlling elements for the success of any business that are
people, time and cost
This project says that, the effective use of human resources is seen as a perquisite, and the
training and development of employees as paramount. The growth of training and development
as an academic subject reflects its growth in practice.
This project test training effects on different age group. This project identifies useful and
feasible methods to meet these needs. Finally, it suggested that informal science learning is
understood as a collective entity. Main focus is on learning activities, and on methods.
This project examines the impact of training and development on the performance of home
economics teaching schools important. The study revealed among others that and development
has a positive impact on the performance of home economics teachers.
This project focuses on training and development strategies require remodeling due to
globalization and fast moving business. In order to enhance performance with less cost and
development certain as peers of business, learning opinions frameworks has been defined.
Research Methodology:
Sampling Methodology:
The design of the sample is as follows:
Sampling technique : Rating Method and questionnaire.
Sample Size : 25-50 staff members from both organizations at different levels
Questionnaire method was used to collect the data from the respondents.

Research Objective:
 To study the socio- demographic status of the respondents.
 To study the various Training programmers provided to employees.
 To understand the satisfaction levels of the employees towards Training programme.
 To study the importance of Training in maintaining good human relation.
 To understand the importance of Training in acquiring the skills and efficiency of
employees.

ACUMEN – 2016 290 ISBN: 978-93-86011-09-1

  To draw suggestion though interpretation of employees feedback for improvement of
Training programme.
 To find out scope for betterment with respect to other.

SCOPE OF STUDY
The paper compares the training and development policies by adopted in J. K. Cement Pvt. Ltd.
and India Cements Ltd and also the feedback, was collected from different employees for
future improvements in the organization
Data Analysis & Interpretation
Age

Response From Response from

J. K. CEMENT PVT. LTD INDIA CEMENTS LTD
Age of No. of Percentage No. of Percentage
Respondents Respondents (%) Respondents (%)
20-25 4 8 24 48

25-30 25 50 18 36

Above 30 21 42 8 16

Total 50 100 50 100

Interpretation:
It is inferred from the above interpretation that out of 50 respondents majority of the
respondents of J. K. Cement Pvt. Ltd are belonging to the age group of 25-30 years and that of
India Cements Ltd are of age group 20- 25.

ACUMEN – 2016 291 ISBN: 978-93-86011-09-1

  Year of Experience
Response From Response from
J. K. CEMENT PVT. LTD INDIA CEMENTS LTD
Year of No. of Percentage No. of Percentage
Experience of Respondents (%) Respondents (%)
Respondents
Less than 3 26 52 36 72

3 to 5 22 44 12 24

More than 5 02 04 02 04

Total 50 100 50 100

Interpretation
Above table shows that out of 50 respondents, 26 respondents (52%) have experience less than
3 years , 22 respondents (44%) have work experience of 3 to 5 years and 02(4%) of them have
more than 5 years of experience at J. K. Cement and that of India Cement Ltd is 36 respondents
(72%) have experience less than 3 years , 12 respondents (24%) have work experience of 3 to 5
years and 02(4%) of them have more than 5 years of experienceIt is inferred from the above
analysis that majority of the respondents are newly appointed having less than 3 years of
experience in both organization but more in India Cement Ltd.

ACUMEN – 2016 292 ISBN: 978-93-86011-09-1

  Is this your first organization
Response From Response from
J. K. CEMENT PVT. LTD INDIA CEMENTS LTD

Response of No. of Percentage No. of Percentage

Respondents Respondents (%) Respondents (%)
Yes 18 36 28 56

No 32 64 22 44

Total 50 100 50 100

Interpretation:

Above table shows that out of 50 respondents, just above the quarter i.e. 32(64%) of the
respondents are experienced. 18(36%) of them are fresher in J. k. Cement Pvt. Ltd but it was
totally opposite in India Cement. It was found that 28(56%) are fresher and 22(44%) of the
respondents are experienced.
It is inferred from the above analysis that there are maximum number of newly added
employees in India Cement Ltd that of J. K. Cement Pvt. Ltd

ACUMEN – 2016 293 ISBN: 978-93-86011-09-1

  Response from 50 employees from both the organization to each questions is as
follows:-
Qu Questions Company 1 2 3 4 5
no.

1 Necessity of Training J. K. Cement Pvt. Ltd 0 2 9 23 16

Program.
India Cement Ltd 0 4 8 13 25

2 Training programs are part of J. K. Cement Pvt. Ltd 0 8 6 22 14

organizational strategy.
India Cement Ltd 0 7 7 21 15

3 Training sessions are useful. J. K. Cement Pvt. Ltd 0 10 25 15 0

India Cement Ltd 0 5 9 27 9

4 Performing a job matches your J. K. Cement Pvt. Ltd 5 10 22 10 3

skills.
India Cement Ltd 10 12 20 7 1

5 Seniors help for development J. K. Cement Pvt. Ltd 1 13 22 11 3

in training.

India Cement Ltd 0 10 20 15 5

6 Enough practicals are given in J. K. Cement Pvt. Ltd 0 10 18 15 7

training.

India Cement Ltd 1 9 21 10 9

ACUMEN – 2016 294 ISBN: 978-93-86011-09-1

7 Employees returning from J. K. Cement Pvt. Ltd 0 11 28 9 2
training are given adequate
free time to reflect and plan
India Cement Ltd 10 21 15 4 0
improvement in
organization.
8 Employees are motivated to J. K. Cement Pvt. Ltd 0 2 27 11 10
attend training.

India Cement Ltd 0 8 7 15 20

 Training progammme provides an opportunity to bring out hidden skills.

Response From Response from
J. K. CEMENT PVT. LTD INDIA CEMENTS LTD

Response of No. of Percentage No. of Percentage

Respondents Respondents (%) Respondents (%)

Yes 40 80 42 84

No 10 20 08 16

Total 50 100 50 100

Interpretation:
From above table out of 50 respondents, more than half 40 (80%) of the respondents say that
Training programmes will provide an opportunity to bring out the hidden skills, and remaining
10 (20%) of the respondents say no to it in J. K. Cement Pvt. Ltd whereas 42 (84%) of the
respondents say that Training programmes will provide an opportunity to bring out the hidden
skills, and remaining 08 (16%) of the respondents say no in India Cements Ltd .

ACUMEN – 2016 295 ISBN: 978-93-86011-09-1

It is inferred from the above analysis that majority of respondents says that Training
programmes will provide an opportunity to bring out the hidden skills.

Conclusion

It was analyzed that there is scope for development to India Cements Ltd in Training And
Development Policies. It was found that, the J. K. Cement Pvt. Ltd is one of the best cement
manufacturing company in cement industry . Hence the techniques and methods used in the
company are modified one. The HR Department of India Cements Ltd has to work on Training
and Development Programmes to achieve their goals. The success of every organization
depends on its resource, if the organization is able to manage its resources well then it can
excel.
Training make a very important contribution to the development of the organization‟s human
resources and hence to the achievement of its aims and objectives. To achieve its purpose,
training needs to be effectively managed so the right training is given to the right people, in the
right form, at the right time and it the right costs. Training has gained importance in present day
environment where jobs are complex and change rapidly. Training is a learning experience
designed to achieve a relatively permanent change in an individual that will improve the ability
to perform on the job. Training is planned programme designed to improve performance and
bring about measurable changes in knowledge, skills, attitude and social behavior of
employees.

References:
 Chhabra T.N, Human Resource Management,
 K .ASWATHAPPA Human Resource Management
 P.C. TRIPATHI AND P.N.REDDY, Principles of Management
 John C. Flanagan Principles and procedures in evaluating performance
 Training & Development : A Better way: Robert Hayden:
 Kothari, C. R., Methods and Techniques, New Delhi, New Age International
Publications
Websites:

ACUMEN – 2016 296 ISBN: 978-93-86011-09-1

 www.wiki.com
www.slideshare.com
www.jkcement.com
www.crisilresearch.com
www.indiacement.com

ACUMEN – 2016 297 ISBN: 978-93-86011-09-1

 “A COMPARITIVE STUDY ON CONSUMER BEHEVIOUR ABOUT THE
COLGATE AND PEPSODENT PASTE IN NAGPUR REGION”

Dr. Pushpraj P. Kulkarni Divya Shriwastao MBA Sem – III

Dr. Ambedkar Institute of Management

Dr. Ambedkar Institute of Management
Studies & Research (DAIMSR)
Studies & Research (DAIMSR)
Deekshabhoomi, NAGPUR.
Deekshabhoomi, NAGPUR.

Abstract:

The main objective of the paper is to understand the consumer awareness about Colgate and
Pepsodent paste. This paper was conducted at Nagpur through survey method. The respondents
are giving their opinions through questionnaires. Data was collected and analyses using Simple
Percentage, Chi-Square and ANOVA method. This analysis was interpreted and valuable
suggestions were given based on the findings that could enable to improve the company‟s
performance.

Key Words: Behavior, Consumer, Choice

Introduction:

The field of consumer behaviour is the study of individuals, groups, or organizations and the
process they use to select, secure, use, and dispose of products, services, experiences, or ideas
to satisfy needs and the impacts that these processes have on the consumer and society. This
view of consumer behaviour is broader than the traditional one, which focused much more on
the buyer and the immediate antecedents and consequences of the purchasing process. This
view will lead us to examine indirect influences on consumption decisions as well as
consequences that involve more than the purchaser and seller.

The opening examples summarize several attempts to apply an understanding of consumer

behaviour in order to develop an effective marketing strategy, to regulate a marketing practice,

ACUMEN – 2016 298 ISBN: 978-93-86011-09-1

or to cause socially desirable behaviour. The examples cited reveal four main facts about the
nature of our knowledge of consumer behaviour. First, successful marketing decisions by
commercial firms, non-profit organizations, and regulatory agencies require extensive
information on consumer behaviour. It should be obvious from these examples that
organizations are applying theories and information about consumer behaviour on a daily basis.
Knowledge of consumer behaviour is critical for influencing not only product purchase
decisions but decisions about which college to attend, which charities to support how much
recycling to do, or whether to seek help for an addition or behavioural problem. The field of
consumer behavior holds great interest for us as consumer, as marketers and as scholars of
human behavior. As consumption we benefit from in right into our consumption related to the
designers what we buy, why we buy, how we buy and promotional influences that persuade us
do buy. The study of consumer behaviour enable us to become better that is wiser consumers.

We purchase goods, due to certain motives. Motives may refer to thought, strong feelings, urge,
motion, drive etc. Which make a buyer to react in the form of a decision. Any urge which
makes a person to take purchase decision is called as buying motive. Motive is an inner urge
which moves one to action. It is not a mere desire to buy.

A buyer's purchase decisions are influenced by the four major factors which are detailed
below:

 Cultural factors

 Social factors

 Personal factors

 Psychological factors

Research Methodology:

The study is an empirical research based in survey method. The data have been collected
through questionnaire. A sample of Hundred and Fifty respondents have been selected for the
study through convenient sampling. In order to give due representations, consumer have been

ACUMEN – 2016 299 ISBN: 978-93-86011-09-1

selected from Nagpur. Care was taken to see that different types of consumers such as Students,
Professional, Housewife etc., have been covered in the survey.

 Null hypothesis

The null hypothesis is, pepsodent satisfies consumer more as compare to the Colgate

 Alternative hypothesis

The alternative hypothesis is, colgate satisfies consumer more as compare to the pepsodent

Research Objective:

 To identify the consumer buying behavior.

 To identify the factors influencing the consumer.
 To determine the consumer satisfaction towards the product.
 To study the respondents opinion towards the product.

Sample Size

In this study the researcher‟s sample size is 150.

Tools of analysis

In this research , the researcher used three types of tools they are

1. Simple Percentage

2. Chi-square Technique

3. ANOVA Technique

 DATA ANALYSIS AND INTERPRETATION

The table shows the brand, which was mostly preferred by the respondents:-

ACUMEN – 2016 300 ISBN: 978-93-86011-09-1

 BRAND (PASTE) NUMBER OF
PERCENTAGE
MOSTLY PREFER RESPONDENTS
Colgate 105 70%
Pepsodent 33 22%
Others 12 8%
Total 150 100%

Inference:

The above table shows that 70% of the respondents are preferred Colgate, 22% of the
respondents are preferred Pepsodent, and 8% of the respondents were got other paste brands
like Glister, Close up, etc.

Chart no. 1

CHART NO. 9

BRAND MOSTLY PREFERED

70%

70%

60%

50%
PERCENTAGE

40%

30% 22%

20%
8%

10%

0%
Colgate Peps dent others

BRAND (PASTE) MOSTLY PREFER

 BRAND PREFERED BY THE RESPONDENTS

ACUMEN – 2016 301 ISBN: 978-93-86011-09-1

Null Hypothesis:
There is no significant difference between the age & brand Preferred by the respondents.
Alternative Hypothesis:
There is a significant difference between the age & brand Preferred by the respondents.

Age Colgate Pepsodent Other Total

Below 35 53 17 6 76
35 – 50 39 11 3 53
Above 50 14 5 2 21
Total 106 33 11 150

 BRAND PREFERED BY THE RESPONDENTS

Null Hypothesis:
There is no significant difference between the age & brand Preferred by the respondents.
Alternative Hypothesis:
There is a significant difference between the age & brand Preferred by the respondents .

Age Colgate Pepsodent Other Total

Below 35 53 17 6 76
35 – 50 39 11 3 53
Above 50 14 5 2 21
Total 106 33 11 150

(Oij – Eij)2
2 = = 14.63
Eij

Calculated value = 14.63

5% level of significance = 9.48
Degrees of freedom = 4

ACUMEN – 2016 302 ISBN: 978-93-86011-09-1

 Interpretation:-
According to chi-square technique, the calculated value obtained is greater than the table value.
So, the null hypothesis is accepted.
Therefore, it is conclude that, there is no significant difference between the age and brand
preferred by the respondents in a family.

 The table shows the grams of paste used by the respondents in a family:-

PASTE USED NUMBER OF

PERCENTAGE
(IN GRAMS) RESPONDENTS
50 grams 13 9%
150 grams 108 72%
Above 150 grams 29 19%
Total 150 100%

Inference:-

The above table predicts that 9% of the respondents are using 50 grams, 72% of the respondents
are using 150 grams and 19% of the respondents are using Above 150 grams of paste

 GRAMS OF PASTE USED BY THE RESPONDENTS IN A FAMILY

Null Hypothesis:
There is no significant difference between the age & grams of paste used by the respondents in
a family.
Alternative Hypothesis:
There is a significant difference between the age & grams of paste used by the respondents.
Above 150
Age 50 Grams 150 grams Total
grams
Below 35 10 50 16 76
35 – 50 1 45 7 53
Above 50 2 14 5 21

ACUMEN – 2016 303 ISBN: 978-93-86011-09-1

 Total 13 109 28 150

 PARTICULAR REASON FOR PURCHASING THE PASTE

Null Hypothesis:
There is no significant difference between the age & particular reason for purchase the paste.
Alternative Hypothesis:
There is a significant difference between the age & particular reason for purchase the paste.
Age Brand Name Quality Price Total
Below 35 13 62 1 76
35 – 50 7 42 4 53
Above 50 - 21 - 21
Total 106 125 5 150

 (Oij – Eij)2
2 = = 15.82
Eij

Calculated value = 15.82

5% level of significance = 9.48
Degrees of freedom = 4

Interpretation:-
According to chi-square technique, the calculated value obtained is greater than the table value.
So, the null hypothesis is accepted.

Therefore, it is conclude that, there is no significant difference between the age and particular
reason for purchasing the paste.

 The table shows the variety of Colgate paste which was preferred by the respondents:-

COLGATE VARIETY NUMBER OF

PERCENTAGE
PREFERED RESPONDENTS

ACUMEN – 2016 304 ISBN: 978-93-86011-09-1

 Colgate Active Salt 43 29%
Colgate Normal 90 60%
Others 17 11%
Total 150 100%

Inference:

The above table indicates that 29% of the respondents are using Colgate Active Salt, 60% of the
respondents are using Colgate Normal and 11% of the respondents are using the other Colgate
Variety of Paste like Colgate Total, Colgate Max Fresh Gel etc

Chart
CHART no. 4
NO. 12

COLGATE VARIETY PREFERED

60%

60%

50%

40%
29%
PERCENTAGE

30%

20% 11%

10%

0%
Colgate Active Salt Colgate Normal Others
COLGATE VARIETY PREFERED

ACUMEN – 2016 305 ISBN: 978-93-86011-09-1

The table shows the paste which was more convenient to buy in small shops by the
respondents:-
MORE CONVENIENT NUMBER OF
PERCENTAGE
TO BUY RESPONDENTS
Colgate 114 76%
Pepsodent 28 19%
Others 8 5%
Total 150 100%

Inference:

The above table infers that 76% of the respondents are bought Colgate paste easily, 19% of the
respondents are bought Pepsodent paste easily and 5% of the respondents are bought other
Paste like close up.

 MORE SATISFACTION TOWARDS THE PRODUCT BY THE RESPONDENTS

Null Hypothesis:
There is no significant difference between the age & more satisfaction towards the product by
the respondents.
Alternative Hypothesis:
There is a significant difference between the age & more satisfaction towards the product by the
respondents.
Age Colgate Pepsodent Others Total
Below 35 57 17 2 76
35 – 50 40 10 3 53
Above 50 15 5 1 21
Total 112 32 6 150

 (Oij – Eij)2
 2
= = 6.81
Eij
Calculated value = 6.81

ACUMEN – 2016 306 ISBN: 978-93-86011-09-1

 5% level of significance = 9.48
Degrees of freedom = 4

Interpretation:-
According to chi-square technique, the calculated value obtained is less than the table value. So,
the null hypothesis is rejected.
Therefore, it is conclude that, there is a significant difference between the age and more
satisfaction towards the product by the respondents.

Inference:
Brand Name:
The above table infers exhibits that the 1 st rank preferred by 19% of the respondents 2nd rank
preferred by 37% of the respondents, 3rd rank preferred by 10% of the respondents, 4th rank for
preferred by 23% of the respondents, 5th rank preferred by 7% of the respondents & 6th rank is
preferred by 4% of the respondents.
Quality:
The above table refers that the 1st rank preferred by 70% of the respondents, 2nd rank preferred
by 15% of the respondents 3rd rank preferred by 7% of the respondents, 4th rank preferred by
6% of the respondents,5th rank preferred by None of the respondents and 6th rank is preferred by
2% of the respondents.
Price :
The above table indicates that the 1st rank preferred by 3% of the respondents, 2nd rank
preferred by 15% of the respondents, 3rd rank is preferred by 36% of the respondents, 4th rank is
preferred by 22% of the respondents, 5th rank is preferred by 16% of the respondents and 6th
rank is preferred by 8% of the respondents.
Quantity:-
The above table tells that the 1 st rank preferred by 2% of the respondents, 2 nd rank preferred by
25% of the respondents, 3rd rank is preferred by 25% of the respondents, 4th rank is preferred by
27% of the respondents, 5th rank is preferred by 11% of the respondents and 6 th rank is
preferred by 10% of the respondents.
Prestige :

ACUMEN – 2016 307 ISBN: 978-93-86011-09-1

The above table exhibits that the 1 st rank preferred by 5% of the respondents, 2 nd rank preferred
by 3% of the respondents, 3rd rank is preferred by 11% of the respondents, 4 th rank is preferred
by 13% of the respondents, 5th rank is preferred by 30% of the respondents and 6th rank is
preferred by 38% of the respondents.
Package :
The above table interprets that the 1 st rank preferred by 1% of the respondent, 2 nd rank
preferred by 5% of the respondents, 3rd rank preferred by 11% of the respondents, 4th rank
preferred by 9% of the respondents, 5th rank preferred by 36% of the respondents and 6th rank is
preferred by 38% of the respondents

Conclusions

Through the study made at Nagpur it is clear that Colgate & Pepsodent paste have high
awareness. Colgate & Pepsodent paste have a wide market in and around Nagpur. The users of
the Colgate paste purchase the product due to its quality and brand loyalty.

So compared to Pepsodent paste, Colgate have more advantages and varieties. So I conclude
that, Colgate paste is best.

References :

 Harper W Boyd, Jr.Ralph westfall, Stanley F.Stasch, Marketing Research, Richard D.Irwin,
Inc, 1994, 7th Edition.
 C.R.Kothari, Research Methodology, Wishwa Prakashan, 1998, 2 nd Edition.
 Philip Kotler, Marketing Management, Prentice Hall of India private limited, 1997, 8th
Edition.
 Brochures Colgate and Pepsodent, Magazines and Newspapers.
 http://smallbusiness.chron.com/theory-product-launch-promotion-15253.html
 http://smallbusiness.chron.com/integrated-marketing-communication-product-launch-
21782.html
 www.marketresearch.com

ACUMEN – 2016 308 ISBN: 978-93-86011-09-1

 A STUDY OF BUYING BEHAVIOR OF CUSTOMER WITH SPECIAL
REFERENCE TO BIG BAZAAR

Abhishek Goenka ,MBA Sem – III

Dr. Ambedkar Institute of Management
Dr. Vijay D. Joshi
Studies & Research (DAIMSR) Deekshabhoomi,
Dr. Ambedkar Institute of Management Studies
& Research (DAIMSR) Deekshabhoomi, NAGPUR.
NAGPUR.

Abstract
It is the changing tastes and preference of customer which has bought in a change in the market.
Income level of the people has changed; life styles and social class of people have completely
changed now than that of olden days. There has been a shift in the market demand in today‟s
world. Technology is one of the major factors which is responsible for this paradigm shift in the
mark. The paper tries to analyze the causes and response rate of consumers.
Keywords: impulsiveness, buying behavior

Introduction
Impulsive purchasing is, generally defined as, a customer‟s unplanned purchase which is an
important part of buyer behavior. An impulse purchase or impulse buy is an unplanned decision to
buy a product or service, made just before a purchase. Following are marketing communication
mix which affects Customers Impulse Buying Behaviors in market: Advertising, sales promotion,
personal selling, and public relations.

The importance of impulse buying behavior is recognized by marketers and researchers all around
the world and phenomenon has been extensively studied by researchers during the last 60 years.
As customer‟s tastes and preferences are changing, the market scenario is also changing from time
to time. Today‟s market scenario is very different from that of the market scenario before 1990.
There have been many factors responsible for the changing market scenario.
It is the changing tastes and preference of customer which has bought in a change in the
market. Income level of the people has changed; life styles and social class of people have
completely changed now than that of olden days. There has been a shift in the market demand in
today‟s world. Technology is one of the major factors which is responsible for this paradigm shift
in the mark.

New generation people are no more dependent on haat market and far off departmental
stores. Today we can see a new era in market with the opening up of many departmental stores,

ACUMEN – 2016 309 ISBN: 978-93-86011-09-1

 hyper market, shopper‟s stop, malls, branded retail outlets and specialty stores. In today‟s world
shopping is not any more tiresome work rather it‟s a pleasant outing phenomenon now.
The Indian customer could well be crowned King with all economic indicators in the right place.
Queuing up for the coronation ceremony is a multitude of global companies that are looking at
India as the next customer market powerhouse. And it seems to be the retail sector that will give
the Indian customer royal status.
Literature Review
The Robert V Kozinets & John FSherry studies (2002) have explained the flagship brand stores as
an increasingly popular venue used by marketers to build relationships with consumers. They have
stated that , as we move further into an experience economy in the new millennium, retailersare
refining the flagship brand store into new forms such as the themed retail brand store. This
new form not only promotes a more engaging experience of the brand‟s essence but also
satisfies consumers looking for entertainment alongside their shopping.
Douglas D. Davis and Edward L. Millner (2004) studies have concluded that series of
purchase decisions for chocolate bars given (a) “rebates” from the listed price, (b) “matching”
quantities of chocolates for each bar purchased, and (c) simple price reductions, participants
purchase significantly more chocolate bars under a “matching” sales format than under a
comparable “rebate” format. In attention to the net consequences of decisions, as well as some
“rebate aversion”, explain the preference for matching discounts.
Sanjay Manocha and Anoop Pandey (2012) has discussed modern retailing is not threat to
independent mom and pop stores as most of the consumers said that they never stopped visiting
Kirana store. Organized retailing is beneficial for India because it‟s not alarming to create
conflict with unorganized stores but reshaping unorganized stores into nascent organized
stores. The author has also discussed the growth of modern retailing in India which is not at a very
fast pace. Lakshmi Narayana k, Ajata Shathru Samal and P Nagarajarao (2013) in their study
unorganized retailers in the vicinity of organized retailers are heavily affected in terms of profit
and volume. The factors which are attracting the customers towards unorganized retailers are
location convenience, goodwill, credit facility, bargaining, loose items, convenient timings, and
home delivery.

Research Methodology

The study is exclusively done in the area of marketing. It is a process requiring care, sophistication,
experience, business judgment, and imagination for which there can be no mechanical substitutes.
The data was obtained from 100 customers through convenience sampling.

Objectives
 To find out the impulse buying behavior of the customers coming in to Big Bazaar in
Nagpur

ACUMEN – 2016 310 ISBN: 978-93-86011-09-1

  To determine the current status of Big Bazaar.
 To find out the customers‟ response towards Big Bazaar.

Data analysis

Analysis:
From the above piechart we can see that among 138 respondents we have 47.8% of females and
52.2% of male respondents.

Interpretation
As we took on to online survey it would not be right to conclude that males visit more than
females.

ACUMEN – 2016 311 ISBN: 978-93-86011-09-1

Analysis:
The above figure shows that our survey mostly consisted of respondents of the age groups
between 16-25 numbering 111 respondents next we had 26-35 group which had 16 respondents
next we had 36-44 age group which had 8 respondents and we had 45 above which had about 3
respondents
Interpretation:
From the above figure we can interpret that as we did an a survey online we got the maximum
respondents under the age group of 16-25 because we have a technosavy generation next we
had people of age group from 26-34 which are the people of generation of millennium who are
in their mid-age and don‟t take use online platforms that often. People of 36-44 were 2nd least as
these people fall in the category of generation x these people don‟t use internet that often.

Analysis:

ACUMEN – 2016 312 ISBN: 978-93-86011-09-1

From the above figure it is clear that about 58% of the respondents rarely shop from big bazaar.
32.6% of respondents frequently shop from Big Bazaar.4.3% of respondents very frequently
shop from big bazaar and 5.1% of respondents do not shop from big bazaar.
Interpretation:
We can clearly interpret from the above chart that 58% rarely shop from big bazaar as we have
a maximum population from aged 16-25 because of which we have got this figure today‟s
generation prefer to shop online. 32.6 frequently shop these could be the people of 26-35 age
group as these are a working class people the go once a month to buy things they need. Next we
have 5.1% of people who quite often visit big bazaar the could be the people of 36-44 and
mostly female housewives who wants to spend time knowing different prices of different and
do shopping because of the offers and we also have rest of the respondents who do not shop.

Analysis:
32.6% of people said that they came to know about big bazaar from TV. 13.8% of voted for
newspaper 17.4% said they got aware via hoardings and 36.2% of people said that they came to
know about it from other sources such as radio internet etc.
Interpretation:
As in the above figure we can see that it is distributed in the different areas almost equally we
can say that Future Group advertises its deals quite aggressively.

ACUMEN – 2016 313 ISBN: 978-93-86011-09-1

Analysis:
50.7% of respondents said that they prefer to visit big bazaar in the evening and 19.6% said that
they prefer to go there in the noon time 29.7% said that they any time is ok to them there was
no respondent who specifically said that they prefer to go in the morning.
Interpretation:
From the above graph we can interpret that maximum people prefer to go to big bazaar in the
evening as we have maximum populations of people who ranged from 16-44 who are working
class and college going people and get time in the evening so max people is of evening for
19.6% is of noon as and for 29.7% any time is ok and we can also see that no one prefers to go
in the morning and thus rush is minimum in the morning.

ACUMEN – 2016 314 ISBN: 978-93-86011-09-1

Analysis:
37% of the respondents spend 1 hour in big bazaar .31.2% spend 1-2 hours in big bazaar. 7.2%
spend more than 2 hours and 24.6% spend almost 30 minutes in big bazaar
Interpretation:
As per the given data we can interpret that customers are very product choosy now a days and
that‟s why they spend a lot of time in shopping in big bazaar. Probably customers might even
be spending more time in big bazaar as it provides a very nice ambience and atmosphere for the
people to shop in. Hence those persons who spend half an hour or less than half an hour in big
bazaar are those persons who just come to purchase limited products and come only because of
low pricing of products. People also spend much time in it but purchase very few goods. The
sales personnel should focus on the people who take long time in shopping and purchases a lot
and provide special kind of service to them as they are the major customers.

Analysis:
As there are different people who have different views about big bazaar.34.1% of respondents
like the quality of products in big bazaar and 58.7% of people like the price offered by them
19.6% prefer it because of the ambience 50% of the prefer it because of the offers and
discounts.21% prefer due to its location and 0.7% preferred because of range of product it
offers.
Interpretation:
From the above figure we can interpret that people prefer to shop from big bazaar mainly
because of 2 reasons i.e. price and offers it provides because maximum number of people who
prefer to shop there are of middle class or upper middle class for whom 3 factors like price
quality and offers are most important things and location and ambience also have their roles to
play.

ACUMEN – 2016 315 ISBN: 978-93-86011-09-1

Analysis
From the above pie chart it is clear that 5.1% of people are highly satisfied with big bazaar
61.6% respondents are satisfied 28.3% are preferred to stay neutral on this subject and 5.1% of
people were unsatisfied
Interpretation
From the above figures we can interpret that big bazaar had mostly happy customers which is a
good sign for them and also a reason behind their successful venture in the country and there
are some who are unsatisfied with because they might have face some problem with as it‟s
rightly said you cannot keep everyone happy and we can see the proof of it in the above graph.

Analysis :
Sales representative plays a very important role in selling products to the customers.51.4% are
people are satisfied with the sales representative 40.6% of people preferred to stay neutral 3.6%
of people were highly satisfied and 4.1% of people were unsatisfied with them

ACUMEN – 2016 316 ISBN: 978-93-86011-09-1

Interpretation :
As we can see maximum people were satisfied with the services of sales person it is very
rightly said that trained personnel give better results which can be seen in the chart above which
also the reason of many happy customers of big bazaar. There were also people who were not
happy with salesperson as the might had some bad experiences with them.

Analysis:
Selling is the most important skill a sales person should have when asked the above question to
our respondents 64.5% said no and 35.5% said yes.
Interpretation:

ACUMEN – 2016 317 ISBN: 978-93-86011-09-1

From the above chart we can interpret that sales person often try to sell products to the people
which they don‟t require and people also very often buy it.
Analysis:
56.5% of the respondents said that they were satisfied with the tag line while 43.5% of them
said that they were not satisfied with the tag line.
Interpretation:
From the above figure we can interpret that people agree with the statement made by big bazaar
on quality and price which can be seen in the responses above.

Analysis:

ACUMEN – 2016 318 ISBN: 978-93-86011-09-1

From the above graph we can clearly see that 37% of people wants big bazaar improve its
billing services 32.6% of people said price 36.2% said quality 23.2% said sales services and
1.4% said other services
Interpretation:
We can clearly see that nothing is perfect and you can never satisfy people as the demand more
as we can see from above graph people want big bazaar to improve quality and price but the go
to big bazaar only because of it. Next we can find the maximum people want that billing
services of big bazaar needs to be improved which gives them a hard time during shopping. Big
bazaar still has a lot to improve.

Conclusion
Big bazaar is a major shopping complex for today‟s customers. It is a place where customers
find variety of products at a reasonable price. Big bazaar has a good reputation of itself in the
market. It has positioned itself in the market as a discounted store. It holds a huge customer
base. The majority of customers belong to middle class family. The youth generation also likes
shopping and moving around big bazaar. Volume sales always take place in big bazaar. Impulse
buying behavior of customers comes in to play most of the times in big bazaar.
Big bazaar is a hypermarket as it provides various kinds of goods like apparels, grocery,
stationary, food items, electronic items, leather items, watches, jewelry, crockery, decorative
items, sport items, chocolates and many more. It competes with all the specialty stores of
different products which provide goods at a discounted rate all through the year. It holds a large
customer base and it seemed from the study that the customers are quite satisfied with big
bazaar. As of now there are 34 big bazaars in different cities of India, it seems that there is a
vast growth of big bazaar lying as customers demand is increasing for big bazaars.

References
Ghosal, R. (2008), “Kiranas at the crossroads”, Images Retail, Vol. 7 No. 4, April, pp. 68-80.
10.R. Sathya, d. R. (June, 2012).
An analysis on consumers‟ intention of buying private label brands within food and grocery
retail sector-a study in chennai region. Sajmmr: Volume 2, issue 6, 8-14. 11.
The saga of Indian retail avalanche. International journal of development research vol. 3, issue,
06, 026-029
Nikhilesh Dholkia , Rakesh Khurana , Labdhi Bhandari , Abhinandan K Jian , Marketing
Management cases and concepts , Mcmilan I. Ltd., New Delhi , 2003
K.K.Srivastav,Sujata Khandai , Consumer behavior , Galgotia publishing company , New Delhi
, 2003Jackson,
Edgar L. (1991): Shopping and leisure: Implications of West Edmonton Mall for leisure and for
leisure research. The Canadian Geographer 35, 280-287.
http://www.futuregroup.in

ACUMEN – 2016 319 ISBN: 978-93-86011-09-1

http://www.shoppersstop.com

ACUMEN – 2016 320 ISBN: 978-93-86011-09-1

 ANALYTICAL STUDY OF PERFORMANCE APPRAISAL
SYSTEM AT MOIL, NAGPUR

Dr. Mujahid J. Siddiqui Jasmeet Kaur, MBA Sem - I

Dr. Ambedkar Institute of Management

Dr. Ambedkar Institute of Management Studies & Research (DAIMSR)
Studies & Research (DAIMSR) Deekshabhoomi, NAGPUR.
Deekshabhoomi, NAGPUR.

Abstract:

Today‟s a highly competitive and challenging business world and the competitive advantage that any firm would
enjoy, is directly proportional to its efficiency of utilizing its resources, and among the various resources that the
firm has at its disposal HR have the unarguably emerged as the most vital and having the profit potential of all.
Thus in order to increase its productivity as well as its competitiveness, it is important for the organization to have
right kind of people, to perform the right kind of job at the right time. And to acquire „THE BEST‟ from among the
group if highly competitive professional, the effectiveness of the firm‟s Recruitment process plays a vital role. At
MOIL, I got an opportunity to study as to how an organization, attract number of talented applicants. The objective
of the study was observe understand and analyze the exiting process of Recruitment and to look over promotion
criteria and to find out their exiting loopholes if any in their entire process, along with an attempt to find out ways
in which improvements could be made to existing system.

Key words: Recruitment, competitive advantage, promotion criteria

Introduction:
Performance appraisal is the process of obtaining, analyzing and recording information about the relative worth of
an employee. The focus of the performance appraisal is measuring and improving the actual performance of the
employee and also the future potential of the employee.

Definition: “performance appraisal is the systematic, periodic and an impartial rating of an employee‟s excellence
in the matters pertaining to his present job and his potential for better job." Performance appraisal is a systematic
way of reviewing and assessing the performance of an employee during a given period of time and planning for his
futur
Employee performance Management includes:
• Planning work and setting expectations,

ACUMEN – 2016 321 ISBN: 978-93-86011-09-1

 • Continually monitoring performance,
• Developing the capacity to perform,
• Periodically rating performance in a summary fashion, and
• Rewarding good performance

Performance management is the systematic process by which an organization involves its employees, as
individuals and members of a group, in improving organizational effectiveness in the accomplishment of
organization mission and goals .It is a powerful tool to calibrate, refine and reward the performance of the
employee. It helps to analyze his achievements and evaluate his contribution towards the achievements of the
overall organizational goals by focusing the attention on performance appraisal goes to the heart of personnel
management and reflects the management‟s interest in the progress of the employee.

Objectives of Performance Appraisal

 To review the performance of the employees over a given period of time.

 To judge the gap between the actual and the desired performance
 Self-assessment by employee
 Understanding strength and weakness.
 Identifying training and development needs.
 Identifying potential.
 Better understanding between appraised and appraiser.
 Recognizing achievements.
 Goal setting.
 Improved organizational performance.
 To review the performance of the employees over a given period of time.
 To judge the gap between the actual and the desired performance.
 To help the management in exercising organizational control.
 Helps to strengthen the relationship and communication between superior- subordinates and
management – employees.
 To provide feedback to the employees regarding their past performance.
 Provide information to assist in the other personal decisions in the organization.
 Provide clarity of the expectations and responsibilities of the functions to be performed by the employees.
 To judge the effectiveness of the other human resource functions of the organization such as recruitment,
selection, training and development.
 To reduce the grievances of the employees.

ACUMEN – 2016 322 ISBN: 978-93-86011-09-1

 Challenges of Performance Appraisal

In order to make a performance appraisal system effective and successful, an organization comes across various challenges
and problems. The main challenges involved in the performance appraisal process are:

 Determining the evaluation criteria

 Create a rating instrument
 Lack of competence
 Errors in rating and evaluation
 Resistance

Pre-requisites for effective & successful performance appraisal

The essentials of an effective performance system are as follows:
1. Documentation – means continuous noting and documenting the performance. It also helps the evaluators to give a proof
and the basis of their ratings.
2. Standards / Goals – the standards set should be clear, easy to understand, achievable, motivating, time bound and
measurable.
3. Practical and simple format - The appraisal format should be simple, clear, fair and objective. Long and complicated
formats are time consuming, difficult to understand, and do not elicit much useful information.
4. Evaluation technique – An appropriate evaluation technique should be selected; the appraisal system should be
performance based and uniform. The criteria for evaluation should be based on observable and measurable characteristics of
the behavior of the employees.
5. Communication – Communication is an indispensable part of the performance appraisal process. The desired behavior or
the expected results should be communicated to the employees as well as the evaluators. Communication also plays an
important role in the review or feedback meeting. Open communication system motivates the employees to actively
participate in the appraisal process
6. Feedback – The purpose of the feedback should be developmental rather than judgmental. To maintain its utility, timely
feedback should be provided to the employees and the manner of giving feedback should be such that it should have a
motivating effect on the employees‟ future performance.
7. Personal Bias – Interpersonal relationships can influence the evaluation and the decisions in the performance appraisal
process. Therefore, the evaluators should be trained to carry out the processes of appraisals without personal bias and
effectively
.
Process of annual performance appraisal system at moil

The process starts at the beginning of the year with the issuance of performance appraisal forms by HR managers.

ACUMEN – 2016 323 ISBN: 978-93-86011-09-1

 In MOIL, each job holder must receive a comprehensive answer written appraisal receive at least once every 12 month. This
process must be supported by a mid-year review in addition to on-going regular counseling and feedback on work
performance.

 Prepare a confidential report form considering the available dates and time.
 By filling CR form, give the rating by controlling officer.
 After filling by controlling officer once again check by reviewing officer if there is any change or
comment, then he will over through on it and give signature on it.
 Again give back this report to PR section.
 If any appraisal report is poor or adverse in confidential report then its entry is done on computer for the
record.
 If any appraisal report is good then it will be filed and at the time of promotion it will be recommended
based on „seniority‟.
Analysis:

First, the frequency table is obtained from raw data. Analysis part contains three parts:
Part I: Total scores on the questions of the total sample are obtained from the frequency table.
Part II: To find out the number of employees agreeing and not agreeing with the various aspects the total scores are
combined in two categories 1) agree and 2) disagree.
Part III: It contains analysis and interpretation of one open ended question.

Objectives:
 To find the satisfaction of the employees about the existing performance appraisal system.

 To find out whether employees are totally aware of performance appraisal system used by the organization.

 To find out the employee expectations from the performance appraisal system

ACUMEN – 2016 324 ISBN: 978-93-86011-09-1

Frequency table:
The following table gives the frequency distribution of collected data:

Stro
Strongly Neutr ngly
Questions Disagree Agree
Disagree al Agre
e
Is performance appraisal system user
1 1 5 20 3
friendly?
Does it help in charting career graph for
0 0 8 21 1
employees within the organization?
Does the appraisal method help in
determining the future potential 0 1 12 `15 2
performance of the employees?

Is there a need for post performance

0 7 14 9 0
interview for the feedback of an employee?

Is there a need to have a separate

committee to review the performance 0 6 16 8 0
appraisal result?
Are you satisfied with the current
0 3 10 16 1
performance appraisal method?

Do you think that the process is unbiased? 7 8 9 13 0

Are you satisfied with the weight given
against each activity you are supposed to
0 0 18 11 0
perform in a specified
period?
Is there any conflict arise between
employees after performance appraisal is 0 9 16 5 0
made?
Do you think performance appraisal helps
0 0 12 16 2
to change the behavior of the employees?
Does performance of employees improve
due to current performancappraisal 0 2 11 15 2
system?

ACUMEN – 2016 325 ISBN: 978-93-86011-09-1

 Does the promotions are strictly based on
0 3 13 13 1
performance appraisal?
Do you think performance of the employees
improve after the process of performance 0 1 5 15 9
appraisal?
Is top level management partial in
0 1 13 16 0
performance appraisal?

Frequency Table

1. PART I:
From the above table total scores on the questions of the total sample are obtained as given below:

Q. No. SD*1 D*2 N*3 Ag*4 SAg*5 TOTAL SCORE

1. 1 2 15 80 15 113
2. 0 0 24 84 5 113
3. 0 2 36 60 10 108
4. 0 14 42 36 0 92
5. 0 12 48 32 0 92
6. 0 6 30 64 5 105
7. 0 16 27 52 0 95
8. 1 0 54 44 0 99
9. 0 18 48 20 0 86
10. 0 0 36 64 10 110
11. 0 4 33 60 10 107
12. 0 6 39 52 5 102
13. 0 2 15 60 45 122
14. 0 2 39 54 0 105

ACUMEN – 2016 326 ISBN: 978-93-86011-09-1

 Figure 1.1 scores

Conclusion:

MOIL is well taking care of the employees and properly following the performance appraisal method on annual basis .The
employees of the organization spend a good deal of time in the organization. Though there are certain shortcomings in the
system that can be Overcome to some extent by making certain changes in it. The post-performance interview method can
actively adopt in the company so that more employees get benefit out of this performance appraisal system. There should be
proper and complete feedback given to the employees which will help him for improving his performance, also he will know
his level of performance. There is a strong need for enhanced transparency. The employees are satisfied with existing
performance appraisal system.. They are aware of performance appraisal system used by the organization. Employees expect
that there is a need for enhanced transparency. The performance appraisal activities carried out by MOIL are aimed at
increasing productivity

References:
Kelly D. (2001). Dual Perceptions of HRD: Issues for Policy: SME‟s, Other Constituencies, and the Contested Definitions of
Human Resource Development.
Kelly D. (2006). Human Resource Development: For Enterprise and Human Development, http://ro.uow.edu.au/artspaper.
Nadler L Ed. (1984). The Handbook of Human Resources Development, John Wiley and Sons, New York.
Xavier University HRD Program. http://www.xavier.edu/hrd University of Arkansas at Fayetteville.
Swanson, Richard A., Elwood F. Holton III (2011). "Foundations of Human Resource Development"
Swanson, Richard A. (2008). "A Brief on the Foundations of Human Resource Development” Bloomberg L.P., 2 March
2009
Seib, Christine (10 October 2008). "HSBC quick to comply with refinancing demands".

ACUMEN – 2016 327 ISBN: 978-93-86011-09-1