DUKE PLASTO TECHNIQUE PVT LTD.

A PRESENTATION ON
A PERFORMANCE APPRAISAL SYSTEM
AT
DUKE PLASTO TECHNIQUE PVT
LTD.,PALANPUR

PREPARED BY:
EKTA GUPTA
ROLL NO:. 15
SKSBM,PATAN
SEM-III

PREFACE

At DUKE PLASTO TECHNIQUE PVT

LTD.,PALANPUR, the employees are considered as
most valuable asset and strength for sustained
growth in the development of the company.

Like any other organization, DUKE PLASTO

TECHNIQUE PVT LTD.,PALANPUR has framed
Rules, Regulations, Policies, Systems and Schemes
etc.

CONTENTS

CHAPTER 1

CHAPTER 2

Data Analysis
Interpretations and findings
Suggestions

CHAPTER 4

Company Profile
Human Resource Development (Performance Appraisal)

CHAPTER 3

Introduction
Objectives of the study
Research Methodology
Scope of the study
Limitations of the study
Operational definition of the concept
Learnings in the Executive training

Recommendations
Conclusion

CHAPTER 1 ( INTRODUCTION)

In the so highly competitive and rapidly changing environment

to survive the companies need well trained and skilled worker.
India is a very rich country in the term of resources, weather
natural or technical and scientific .But it is very sad to state that
India, till now, has not perfectly learnt how to develop its man
power and tap its human resources for the betterment of its
citizenry and business goal.
For summer internship I got an opportunity to do my summer
internship in DUKE PLASTO TECHNIQUE PVT
LTD.,PALANPUR because it is one of the biggest, well
established and renowned in its field and serious about training
its worker and intent to make it understood that they really care
for them.

OBJECTIVES OF STUDY

To make compensation plans more scientific and

rational.
To help in the proper placement of the workers after
the completion of their training and probation.
To identify the needs and areas for further training of
the employees.
To reduce the grievances among the employees.
To improve the job performance and identify their
potentialities for other work.
To assist in determination of promotion and transfer
policies

SAMPLE SIZE & RESEARCH

METHODOLOGY

The sample size is of 100 employees, from DUKE

PLASTO TECHNIQUE PVT LTD.,PALANPUR.

The study was done with the help of primary as well

as secondary data. Primary data were collected
through the questionnaire while secondary data were
collected through:
Internet
Company website
Company report
Brochures etc.

SCOPE OF THE STUDY

The topic chosen Performance appraisal was aimed for the
betterment of the organization in terms of quality as well as
quantity. The scope of the study under mentioned points
depicts the same.
1. To increase the productivity by increasing the level of
performance.
2. The programme would help the organization in meeting it
future personal need.

3. The programme will help the employee in their personal

group by improving their knowledge as well as skill.

LIMITATIONS OF THE STUDY

1.

Lack of expertise trainer handed in the

prosecution of Performance Appraisal programme.

2.

Lack of feeling in people of against the awareness

for the Performance Appraisal programme.

3. Search for the exact Appraisal was also difficult to

define.

OPERATIONAL DEFINITION OF THE

CONCEPT
PERFORMANCE APPRAISAL SYSTEM
Performance appraisal is a process of evaluating employee performance for
the purpose of placements, selections for promotions, career planning,
motivation etc and performance appraisal seeks to achieve following objective.
To assess the performance, personal attributes and potential of the employee.
Performance based rewards in terms of promotion, increments etc.
To identify training needs.

To assess strengths, areas of improvements and give feedback to the employee.

PERFORMANCE APPRAISAL PROCESS

1. HR to prepare the Appraisal Form of individual
employee to be appraised and send it to concerned
Reviewing Officer/HOD.
2. Reviewing Authority/HOD will arranged distribution of
form to individual employee through Appraising
Officer/S.H.
3. Employee shall fill his part in the Appraisal form in
the appraisal form and shall hand over the same to
Reviewing Officer/S.H.

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CHAPTER 2 (COMPANY PROFILE)

DUKE PLASTO TECHNIQUE PVT. LTD, was incorporated in 1989 with
the facet of care can be expressed in thought & action. The company
has consistently translated the facet of care in its every activity. The
manufacturing department is working since 1989, but the submersible
motors, manufacturing workshop has been established for last four or
five months.

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Duke's diligent and visionary workforce is committed for the highest

quality production under a roof with an ambition to make an empire at
world level. By getting customer satisfaction and simultaneously
providing them unique product which is highly inspected with latest
technology. Pouring Out Solutions for a lifetime .

PRODUCTS OF THE COMPANY

ALL

Smart 3600 Pump sets

Submersible Pump sets
Submersible Motor
Fabricated Pumps
Solar Pumps
Mono block Pumps
Open well Pumps
Domestic Pumps

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PUMP PRODUCTS

ALL

PIPE PROUCTS

uPVC Casing Pipe

uPVC Column Pipe
uPVC Pressure Pipe
uPVC Plumbing Pipe
uPVC SWR Pipe
HDPE Pipe

Both the divisions are well established by infrastructure in

manufacturing process with CNC machines and well established
'Quality Control Laboratory ' along with latest Testing Equipments
which are calibrated also as per ISI of Indian Government.

PERFORMANCE APPRAISAL
Company considers its human resources as the most valuable
resources for its growth & development. Performance appraisal seeks
to achieve the following.
1. To set realistic & challenging targets/ key performance area on
annual basis for the individual.
2. To assess employees performance based on person attributes.
Job performed targets achieved/ specific achievements.
3. To assess the strengths, weakness& potential of the employee.
4. Performance based reward in terms of increment& promotion etc.

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APPRAISAL PERIOD

Appraisal period is from April to March. Every

employee is appraised at the end of the appraisal
period. Employees joining during appraisal are
appraised on completion of their one year service&
employees joining after March are appraised in next
appraisal.

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METHOD OF APPRAISAL

The employees performance is appraised by the

department & sectional head in consultation with his
immediate supervisor on personal attributes, job
performed targets achieved/ specific achievement.
Finally the appraisal is reviewed & approved by the
review committee to ensure uniformity& objective.

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APPRAISAL FEEDBACK
1. The appraisal is being discussed with the employee
by the appraises to give the employee.

2. Feed back about his performance, strength&

weakness employee is also suggested area of
consolidation& improvement.

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TRAINING AND DEVELOPMENT

Training & development is an important aspect of the
H.R.D. The company believes in training &
development of its employees. In hour & outstation
programs are arranged for employees by H.R.D. on
recommendation of sectional & departmental head.

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PERFORMANCE APPRAISAL SYSTEM

It is a process of evaluating employee performance for the
purpose of placements, selections for promotions, career
planning, motivation etc, performance appraisal seeks to
achieve following objective.
To assess the performance, personal attributes and
potential of the employees.
Performance based rewards in terms of promotion,
increments etc.
To identify training needs.
To assess strengths, areas of improvements and give
feedback to the employees.

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RATINGS
Ratings in the terms are to be awarded to the
individual, by his immediate superior and the
departmental head in the specific columns. The
points are given as:

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OUTSTANDING (OS)
COMMENDABLE (CO)
MEET EXPECTATIONS (ME)
NEEDS IMPROVEMENT (NI)
UNSATISFACTORY(US)

BELL SHAPED CURVE

SCALE
.05

RATING

STANDARD

OS

CO
ME

1231

ACTUAL
2

0.2
0.5
.15
0.1

20

NI
US

1529
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METHODS OF APPRAISAL
The last to be addressed in the process of designing an
appraisal programme is to determine method(s) of
evaluation. All the approaches to appraisal can be classified
into:-

past-oriented methods

future oriented methods

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METHODS OF APPRAISAL
Rating Scale
Checklists

Essay

Tests & Observation

Appraisal
methods

Forced Choice
Forced Distribution

Field Review
Critical Incident
BARS

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APPRAISAL METHODS
Methods

Past oriented
Appraisal by objectives
Trait Appraisal
Rating Scales &Ranking Technique
Simple or straight Ranking
Forced distribution Ranking
Paired comparison
The Critically incident method

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Future oriented
Management by objectives

Psychological appraisals
Assessment Centers

QUESTIONS ASKED DURING SURVEY

Q no 1: WHAT IS YOUR PERIOD OF SERVICE IN THE FIRM?
Q no 2: WHICH FACTORS MOTIVATE EMPLOYEE TO WORK?
Q no 3: DOES THE FIRM RECOGNITION OUR WORK PERFORMANCE?
Q no 4: ARE TRAINING PROGRAMMES CONDUCTED BY THE COMPANY REGULARLY?
Q no 5: ARE YOU SATISFIED WITH CURRENT COMMUNICATION SYSTEM?
Q no 6: DOES PERFORMANCE APPRAISAL RAISE MORAL LEVEL?
Q no 7: WHAT KIND OF TRAINING PROGRAMMES IS BEING UNDERTAKEN BY THE FIRM?
Q no 8 WHAT IS THE BASIS OFF RECOGNITION OF WORK PERFORMANCE?
:
Q no 9: IS PERFORMANCE REVIEW CARRIED OUT REGULARLY?
Q No 10: DO YOU FEEL THAT THE ORGANIZATION RECOGNIZES YOUR PERFORMANCE?
Q No 11: ARE YOU REWARDED THE WORK DONE BY YOU?
Q No 12:ARE YOU SATISFIED BY THE WAY OF REWARDS?
Q No 13: ARE YOU REWARDED THE WORK DONE BY YOU?

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FINDINGS
1. As company was set up in 1989 so the years of service in the organization of
most of the employees is more than 5 years.
2. 80 % the employees had responded in favor of that they were aware about
performance appraisal.
3. Near about 60% of the employees had not aware about modern performance
appraisal techniques.
4. The 80% of the respondents shows that PARs as a good strategy to go
ahead with promotion while 40% of respondents do not agree with it.

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5. More than 90% of the employees say that performance appraisal is useful for
there self-assessment and promotions. Thus, they cannot ignore it.

FINDINGS
6. 92% of the responses show that Performance Appraisal Report
helps a lot in the promotional activities.
7. 50% of the respondents are satisfied by the performance appraisal
report as it helps them to understand the job profile and helps in
training need identification.
8. 65 % of the respondents show that Performance Appraisal report is
time fair & unbiased.

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9. Near about 75% of the respondents, say that Organization provides

counseling after performance appraisal report.

CONCLUSION
1. It is truth that no work is completed in itself. In fact, completion of one job is
actually the beginning of another job. Likewise, performance Appraisal is never
ending process. It is essential for personal & professional development.

2. This project has been considering all possible aspects mentioned in the
project booklet. The project is made very clear and precise with the help of
the relevant data gathered from the company, company website & through
various annexure.

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3. They believe in investing continuously in human resource for their growth. The
company is led by young professionals. They have an open work environment
which is achievement oriented.

SUGGESTION GIVEN BY EMPLOYEES

OF DUKE PLASTO DURING SURVEY

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Performance Appraisal should be experience, work skill,

labourism sincerity.

Evaluation should be as per performance and shall not be

biased.

Valuation of performance should be done in each quarter.

Appraisal should not be Bell Curve. It should be based on

department/ individual either 100% or 0%.

Employee is the key resource of the organization. Hence

employee satisfaction is the key to success for the
organizational growth. For employee satisfaction there should
be good incremental and promotional policies.

CONT

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Things carried out on paper should be followed/

implemented or at least can be tried.

Performance Appraisal should be done by MBO

(Management By Objective).

Every employee should have a right of justification for his

own roles , responsibilities and designation.

Organization must use 360 degree appraisal method

because this method not only includes the performance of
an employee but his interpersonal skills also.

THANKYOU !

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