CHAPTER I INTRODUCTION Performance appraisal indicates the level of desired performance level, level of actual performance and the

gap between these two. This gap should be bridged through Human Resource Development techniques like training, executive department etc. Appraisal is the evaluation of worth, quality or merit. In the organizational context, performance appraisal is a systematic evaluation of personnel by superiors or other familiar with their performance. Performance appraisal is also described as merit rating in which one individual is ranked as better or worse in comparison to others. The basic purpose in this merit rating is to ascertain an employees eligibility for promotion. However, performance appraisal is more comprehensive term for such activities because its use extends beyond ascertaining eligibility for promotion. Such activities may be training and development, salary increase, transfer discharge etc. besides promotion. A formal definition of performance appraisal is as follows: It is the process of evaluating the performance and qualification of the employee in terms of the requirements of the job for which he is employed for the purposes of administration including placement. Selection for promotion, providing financial rewards and other actions which require differential treatment among the members of a group as distinguished from actions affecting all members equally. Beach has defined performance appraisal as follows: Performance Appraisal is the systematic evaluation of the individual with regard to his or her performance on the job and his potential for development.

Thus, Performance appraisal is a systematic and objective way of judging the relative worth or ability of an employee in performing his job. It emphasis two aspects: systematic and objectives. The appraisal is systematic when it evaluates all performances in the same manner. Utilizing the same approaches so that appraisal of different persons is comparable. Such an appraisal is taken periodically according to plan: it is not left to chance. Thus, both raters and ratees know the systems of performance appraisal and its timing. Appraisal has objectivity also. Its essential feature is that it attempts at accurate measurement by trying to eliminate human biases and prejudices. PURPOSE OF THE STUDY: Performance appraisal is broadly used for meeting the following purpose: To identify employees for salary increases, promotion, transfer and lay-off or termination of services. To determine training and development needs of the employees. To motivate employees by providing feedback on their performance levels. To establish a basis for research and reference for personnel decisions in future.

SCOPE OF THE STUDY The study was confined to the aspect of Merit Rating only and other factors like Motivational, job satisfaction etc., were not studies, all and sundry and their impact in the Merit Rating could not be taken up for want of time and also because it is beyond the scope of the current study.

OBJECTIVES OF THE STUDY: To assess the evaluation of Performance by the HRD in MOON LEATHER. To analyse the methods used for Performance appraisal inMOONLEATHER. To study the effectiveness of training programme in MOONLEATHER. To find out workers quality. To identify the relationship between the employers and employees. To suggest for improvement in adopting Motivational factors. To identify employees for Salary increases, Promotion, Transfer and Lay-off or Termination of Services.

LIMITATIONS OF THE STUDY: o Some of the respondent may not agree with the statement and do not express it for fears. o The study undertaken may not be applicable for all the employees in the organisation, which may have different purpose. o The time given for the survey was limited. o Most of the workers they were busy of their job.

CHAPTERISATION Chapter 1: Introduction It consist Introduction, Purpose of the Study, Objectives of the Study, Limitations of the Study and Chapterisation. Chapter 2: Company Profile Company profile gives the details about the company and about the organization structure. Chapter 3: Review of Literature It gives the elaborate description about the topic Chapter 4: Research Methodology It gives the elaborate description about Research Methodology Chapter 5: Data analysis & Interpretation The analysis is made for all-important attributes and inference reveals the results, which are drawn from the analysis. Chapter 5: Findings, Suggestions and Conclusion It consists of Findings of the study which are drawn from the inference, Suggestions to the Company, which are necessary for the future development and finally conclusions. APPENDIX

Questionnaires & Bibliography