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Performance Appraisal
STATEMENT OF THE PROBLEM

The performance appraisal of the employees in the organization should be an effective tool for measuring the employees performance. If the performance not measured in a real manner it will be a critical issue. A study on impact of performance appraisal was undertaken to study the reasons and ways to improve the condition. Performance Appraisal helps the organization to keep the employees in a Right position i.e, promoting and demoting the employees according to their performance.
INTRODUCTION
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Performance Appraisal Human Resource Management

Human resource management is concerned with the human beings in an organization. It reflects a new philosophy, a new outlook, approach and strategy which views an organizations man power as its resources and assets. Human resource management function that helps the managers to recruit, select, train and develop the organizational members for the purpose of achieving the stated organizational goals. Human resource management is used as synonym to personal management and the personal department is called as human resource department.
Performance appraisal is the process of evaluating performance of the employees for purposes of administration including Placement, Promotions and Rewards and needs of development and other actions which require differential treatment among the member of a group as distinguished from actions affecting all members equally. Performance appraisal has been considered as most significant and indispensable tool for organizations for the function it provides is highly useful in making decision regarding various personnel aspects. Through the process of appraisal leader try to help the subordinate understand area of deficiency and strength, so that future can be improved. The appraisals of individuals in an employment has been labeled and described by experts over the years in different ways; common descriptions include performance appraisal, merit rating, behavioral assessment, employee evaluation, personnel review, progress report, staff assignment, service rating and fitness report. Performance evaluation is a systematic evaluation of the individual in respect of his or her performance on the job and his/her potential for development.
The Function Of Performance Appraisal
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1. It seeks to provide an adequate feedback to each individual for his or her performance. 2. It supports to serve as a basis for improving or changing behavior towards some more effective working habits. 3. It aims at providing data managers with whom they may judge future job assignments and compensation.
Approaches To Performance Appraisal

Generally speaking 2 approaches are used in making performance appraisal. 1. A casual, unsystematic and often haphazard appraisal main basis being seniority or quantitative measures of quantity and quality of output for the rank and file personnel. 2. The traditional and highly systematic measures of employee characteristics and Employee contributions or both. It evaluates all the performances in the same manner utilizing the same approach, so that the rating obtained of separate personnel or comparable.
Uses Of Performance Appraisal

Performance appraisal system can be put to several uses covering the entire spectrum of personnel, human resource functions in an organization. The illustrative list of uses of performance appraisal to promote a variety of management includes. Improve productivity. Create a positive work environment.
INDUSTRY PROFILE
Introduction to chocolate or confectionery Candy bars, Milk shakes, cookies flavored coffee, even cereal and Medicine chocolate is a key ingredient in many foods infact it ranks as the favorite flavor of Most Americans and yet few of as know the unique origins of this popular treat. The story of chocolate spans more than 2000 years and now circles the globe. The tale began in the tropical rain forest of central and South America where cacao (kah kow) first grew. Chocolate is made from the seeds of the cacao tree. Chocolate History The tasty secret of the cacao (kah khow) tree was discovered 2000 years ago in the tropical rain forests of the Americans. The pods of this tree contain seeds that can be processed into chocolate. The story of how chocolate grew from a local Mesoamerican beverage into a global sweet encompasses Many cultures and continents. The first people known to have made chocolates were the ancient cultures of Mexico and Central America. These people including the Maya and Aztecs Mixed ground cacao seeds with various seasoning to make a spicy, frothy drink. Later, the Spanish conquistadors brought the seeds back home to Spain, where new recipes were created. Eventually, the drinks popularity spread through out Europe. Since then, new technologies and innovations have charged the texture and taste of chocolate, but it still remains one of the worlds favorite flavors. Select which part of chocolates long history youd like to explore first. INTODUCTION: Chocolates History at a glance. Chocolates roots in Ancient Mesoamerica We tend to think of chocolate as a sweet candy created during modern times. But actually, Chocolate dates back to the ancient peoples of Mesoamerica who drink chocolates as a better beverage. For these people, chocolate wasnt just a favorite food it also played an important role in their religious and social lives.
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The ancient Maya grew cacao and made it into a beverage The first people clearly known to have discovered the secret of cacao were the classic period Maya (250 900 C.E[A.D]). The Maya and their ancestors in Mesoamerica took the tree from the rain forest and grew it in their own back up roll, where they harvested, fermented, roasted and ground the seeds into a paste. When Mixed with water, Chile peppers, corneal, and other ingredients, this paste made a frothy, spicy chocolate drink. The Aztecs adopted cacao By 1400, the Aztec empire dominated a sizeable segment of Mesoamerica. The Aztecs traded with Maya & other peoples for cacao & often required that citizens and conquered peoples pay their tribute on cacao seeds a form of Aztec Money. Like the earlier Maya, the Aztecs also consumed their bitter chocolate drink seasoned with spices sugar was an agricultural product unavailable to the ancient Mesoamericans. Drinking chocolate was on important part of Maya and Aztec life Many people on classic period Maya society could drink chocolate at least on occasion although it was a particularly favored beverage for loayality. But in Aztec society, primarily rules, priests, decorated soldiers, and honored Merchants could partake of this sacred brew. Chocolate also played a special role on both Maya and Aztec royal and religious events priests represented cacao seeds on offering to the goods and served chocolate drinks during sacred ceremonies. Chocolate: A contemporary confection: For hundreds of years, the chocolate
making process remained relatively unaltered. But by the mid 1700s the blossoming industrial revolution saw the emergence of innovations that changed the future of chocolate.
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A steady stream of new inventions and advertising helped set stage for solid chocolate candy to become the globally favored sweet it is today. Take a more detailed look below at the different ways people obtained, Made and used cacao in the recent past & present. The creamy chronicle of chocolate Did you know that chocolate was first cultivated and consumed by the Mayans and Aztecs? By the year 1000 AD. The beans were being used as currency. The Aztecs believed that drinking chocolate, which was the undiluted, on sweetened liquor from the fermented cacao beans, would bring great wisdom understanding and energy. Its use was reserved for the rating and priestly classes. In 1492 Columbus was given some of the cacao beans and took then back to Spain, but he didnt know how to process and ferment them. In 1519 Cortez descended upon the Aztecs were convinced that Quetzalcoatl had returned as prophesied and they tried to get him to leave by once again playing him with chocolate. The 100-years secret It didnt work very well, as Cortez organized the area as a Spanish colony but it did introduce Cortez to not only the consumption but the processing of chocolates. They took the beans and the process back to Spain. The Spanish added sugar and honey to the bitter liquid and then fell in love with it. As in the Americans, its use was reserved for member of the court. Chocolate was kept a secret by the Spanish court for almost a hundred years. Bakers chocolate In 1755 the processing of chocolate Moved back to the new world when john Hanau and James baker opened a processing house in Massachusetts which was beginning of the company now known as bakers chocolate. Now for the science staff
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Cocoa batter as a trigly cevide which begins to soften at 75 f., and Melts at 97 f. It is a highly saturated fat which consists principally of the fatty acid stearic acid, which is found in higher concentration in chocolate that in any other food. Stearic acid is rapidly converted by the liver into oleic acid , a mono unsaturated that neither raises nor lowers serum cholesterol oleic acid is also a present in olive and canola oils. Chocolate does contain caffeine, but not much one ounce of milk chocolate usually contains 5 Mg of caffeine, one ounce of semi-sweet usually has 5-long and a six-ounce cup of cocoa usually has 10Mg. For comparison, a six-ounce cup of coffee contains 100-150 Mg. Chocolate does not cause acne. It does obtain a protein that in habits bacterial growth on teeth and since it meets at body temperature and melts off ones teeth, the sugar in chocolate does not cling to ones teeth. Why we love Chocolate The loveliest thing about chocolate, the thing that makes us all so happy when we eat it is that it contains the highest concentration in any food of phenyl ethylamine, which is the chemical produced in the brain when a person is in love. Watch this space for more information about chocolate from peter book chocolatier, where we fall in love with chocolate a new every day. How Phyllis invented chocolate covered popcorn Phyllis Lockwood Geiger, owner of peter Brooke chocolatier says the company is chocolate covered popcorn which she calls a pare gift from God was created by accident. It was back in 1984 when I had my first little. Chocolate shop on San macro square, that I inadvertently invented it. She said: All the San macro merchants were giving away from samples at the annual holiday magic celebration, and I had a shop fall of very expensive hand made items that I couldnt afford to give away. I ran down to the theater, got some fresh popcorn and sprinkled chocolate on it so we have something to give too. This past holiday seasons peter Brooke sold more than 5tons of chocolate covered popcorn. Its turned into our most popular item, laughs Geiger. A true holiday blessing!. Vijayam Degree College Page 7
Introduction to confectionery In India confectionery industry is one among the earliest establishment industries. It has a large market and potential to grow so many folds. At the national companies that are in market are Nutrine. Parrys, ravalgon, parley, perfetty, van Elle, Cadburys, National products etc. Confectionery consumption is primarily confined to children. wants from the market. Confectionery as a product is in early growth stage. But the demand has been observed to be increasing gradually over a long period of time. The word confectionery was derived from the Latin word confection which means Preparation. In other words A place where the sweets are made is called confectionery. It consists of both chocolates and biscuits. Confectionery is of two types Sugar Confectionery. Flavors confectionery. The
competition resulting in plenty of varieties. The consumer can choose whatever he
Sugar Confectionery Sugar confectionery means sweets in which sugar is the main ingredient either they consists of sugar in very fine crystal from dispersed in sugar maintained in a solution of careful blend of different types as sugar i.e. boiled sweets, toffees or caramels, fate, milk, nuts are employed to obtain a variety of flavors and textures. Before the 9th century sweets candies were the monopoly of apothecaries who made them to hide the taste of their drugs. Flavors Confectionery Flavors confectionery consists of parties and fancy cakes having flavours as their basis sweetens and mixed with variety dairy products such as butter and eggs.
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Cocoa And Choudate Chocolate was derived from cocoa been see of tree Theo bream Cocoa originally wild in central America and is not cultivated in the tropical bet coca powder contains cocoa butter added to compensate for increased bulk due to inclusion of sugars. Eating Chocolate can be derived into two types Molded confectionary Covertures Confectionery covertures for converting fruits, nut biscuits, preserves and other centers need high proportion of better than chocolate for molding into block. The manufactures of sugar coated nuts etc., known as DRAGEES is said to have been introduced by ROMAN, JULIUS, DRAGATUS, and BONSONS were first made in the 13th century. Pastries in the 15th century and fondants in the 17th. The great present day volume of manufactures is due to introduction of automatic and semi automatic machines about the middle of the century.
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COMPANY PROFILE
Introduction
Nutrine confectionery company limited (NCCL) is the flags ship company of nutrine group spanning diverse products and services like confectionery, fruit bars, chewing gum, granite marketing and surface transport. The NCCL is the manufacturing and Marketing of confectionery products since 1952. Market research and product quality and range have been the key factors of success. Establishment NCCL was established in 1952 by late B.V. Reddy a graduate from national University, Adyar, (Madras). The chanedor of this university then was Sri. Rabindranath Tagore, Noble laureate NCCL was started as a small Manufacturing unit to produce different type of candies. After the demise of Sri. B. V. Reddy, his son Sri V. Dwarakanath Reddy, M.Sc., Chemical Engineering, USA, took over reins of the industry Sri. V. Dwarakanath Reddy gains in valuable insight into the confectionery manufacturing and Marketing. He is a visionary bound by an obsessive commitment to quality and uncompromising faith in business ethics. The management of the Nutrine group & currently headed by Sri. V. Dwarakanath Reddy nephew Sri. V. Vikram Reddy, Managing director, has been given valuable guidance to the functional management. Crucial functional area are being efficiently monitoring by directors Sri. V. Madhusudhan Reddy and Sri. V. Dinesh Reddy. Company Status : Indias highest selling sweets. The leader in the confectionery industry in India as well as an organized sector. Its holds 35% market share in India. Nutrine of the Business Year of Establishment : : Sugar Boiled Confectionery. The NCCL was established on February 1953 by Page 10
Late Sri. B. Venkatarama Reddy, a graduate form national University, Adyar. No. of workers Annual Sales turnover Company Capital Principal Export market : : : : Around 482 workers on all over factory. 225.3 Crores 2009 2010 30 Crores in 2003. NCCL, Exports confectionery products to
Various international markets via., Australia, Middle East Europe, south Africa and New Zealand. Every effort is being made to establish Nutrine household name as international player in order to establish the brand strength in many international markets. Manufactures Products : More than 20 varieties of candies, toffees, Fruit bars and lozenges. Production setup : NCCL produces its confectionery with a main Factory at Chittoor Production setup No. of workers : : 100 tonnes per day (rated capacity) Grade I Grade II Grade III Grade IV Total Number of staff : Mangers Officer Trainers Total Total number of employees working is No. of verities in PDN Mahalacto Vijayam Degree College Page 11 : 25 5 42 347 80 474 17 54 4 75 549
Eclairs Cookies Assay Deuble hit Carmella Nutrine Confectionery Company began as an idea around 1950 and became a reality in 1953. Well meaning friends as also skeptics told him he had no chance against the old brand name that had been for decades synonyms for confectionary in India. But, B.V. Reddy merely said, They must be room for one better brand in this vast country.
Quality
Quality that was the key. Never compromise Profits will come in good time. Put yours money into quality. Maintain it at all cost
That was what B.V. Reddy thought us.

He would fight for his rights that were a matter of principles. He would never knowingly trespass on anothers rights that too was a matter of He left us in 1964. but the tradition has not left us it never will.
principle.
Location Factors
Nutrine Confectionery limited is situated in the border town of Chittoor on the national Highway4 in AP. The company is established in an area when the basis raw Vijayam Degree College Page 12
materials milk, Sugar etc., are available in plenty and easily procurable. Chittoor lies in an advantageous, horticultural belt where tropical fruits like mango, banana and papaya are grown in abundance. Nutrine produce its confectionery with a main factory at various centers.
Diversification
Since 1985 Nutrine has diversified into other food products like chewing gums, instant feeds dehydrated fruit bars of mango, Banana, papaya, guava, fruit pulp, processed fruits .Nutrine has a wide range of more than 72 varieties of candies, toffees, lozenges etc. Being the leader in the industry for more than a decade. Nutrine has always endeavored to satisfy the customers changing wants and desires with its special emphasis on quality range and cost effectiveness.
Research and Development

Nutrine is the only company in India producing dehydrated fruit bars, using an innovative technology. Nutrine has a well equipped research laboratory. Where continuous product testing and product development is organized nutrine produces its confectionery with a main factory at Chittoor and with packing arrangements at various centers nutrine enjoy a high market share of 34% in confectionary in the organized sector in china.
Exports
Nutrine exports confectionery gums and fruit bars to Canada, Djibouti, Malaysia, Mauritius, Myanmar, Mozambique, New Zeland, Nepal, Hallway. Saudi Arabia, Singapore, Bangladesh and Srilanka. While Nutrine does export some products to Dubai, New Zealand and Africa. It is concentrating mainly on the domestic market.
Company Growth & Performance

For a small scale unit, which manufactures only candies in the early 60s Nutrine Confectionery (P) Ltd. Company has grown to multi market grains multi core,
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multi production and has been the single largest manufacturing company of confectionery and toffees in India since 1982. The production strength and the quality assurance given to the market the company is due to the biz acumen of the bound members particularly chairman Sri. V. Dwarkanath Reddy and M.D. Sri. V. Vikram Reddy who have added a number of sophisticated machinery imported form many equipped R&D laboratory where continuous research and development and production of dimensions to biz philosophy by the nutrine corporate.
Manpower
Today Nutrine has more than 560 employee including worker on employment rolls. Nutrine CCL has build in a reputation of excellent employee relationship continuously reinforced by generous benefits offered which includes free uniform, Apron, shoes, Washing & Medical allowances subsidized tiffin and meals, free tea dresses intuits eve of the festival to the family school uniform, fees and stationery. Current operations and future outlook NCCL exports confectionery products to international market Via., Australia, Middle east south Africa, Europe, New Zealand, with the advert of WTO, Nutrine has international Marketing plans to reach the further markets. Nutrine is actively planning to diversify into processed food processing units. with superior technology for maintaining high quality standard and hygiene factors at every stage of procurements, preservation, processing, canning and packaging. The new plant which would go into commercial production in April 2002 planned and commissioned on HACCP & ISO standards.
Corporate Image
Nutrine have built up an evitable corporate image among most consumers by effective advertising strategy and promotional input while investing in brand
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promotion. Nutrine identifies itself with popular sports like cricket, hockey etc., in its brand strategy in India.
IT Strategy
Nutrine is seriously perusing integrated IT strategy for Phased automation of all its business processes while strategically evolving SCM<CRM<ECOM. Technologies.
Board of Directors
Mr. Matthew Lindsey Mr. S.Gunasekaran Mr.B.Gia Suddin Mr.G.S.Srinivas Managing Director EVP-pso Unit Head Manager HR
Employee Relationship
Nutrine Confectionery Company limited has built up a reputation of excellent relationship reinforced by generous benefits to the employees free clothing on the eve of festivals. There is only one recognized workers union out of two registered unions and the industrial relations are maintained peacefully.
Trade unions
The following are the trade unions commonly formed in NCCL. TNTUC YSRTUC INTUC
Working conditions
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Working conditions in NCCL are very good, the employee have been provided good ventilation and good atmosphere at work place there are three shifts for workmen. They are 1st shift 2nd shift 3rd shift General shift
Computerized attendance recording system:Attendance recording system is working on computer. The employee will be given an identify card/punching card at the joining of company. The employee had to record their attendance by inserting their punch card in the punching machine at their entering and leaving the company at time office. The employee should not leave the premises of the company without written permission.
Leave particulars
Earn leave Casual leave National and festival holidays : : : As per factory act 12 days 10 days
Various Departments in the Confectionery

Nutrine Confectionery Company limited has 10 sectors as its various departments like.
Raw Materials departments
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The company has a raw materials department, which takes care or provision of raw materials required for the manufacture of products and also availability of raw materials.
Production Department
In this department the company looks after the production process, which further divided into three sub departments Viz., Confectionery department Toffee department Wrapping department
Confectionery department
In this department the company produces more than 45 varieties of hard body confectioneries.
Toffee Department
In this Zone the company manufactures more than 75 varieties of toffees.
Wrapping Department
This department deals with the packing of the final products. The company has automated the wrapping section.
Quality controlled Department

This department looks after the quality of the product, which has a well equipped state of the art R&D laboratory to check the quality of the products.
Workshop
It has its own well-equipped workshop it deals with the machinery. This department under takes the repairs and snags besides Maintenance.
Finance department
This department looks after all the cost transactions & maintains looks of accounts from all the department of the company.
Competitions
In the confectionery field the major competitors of the Nutrine are Parle Parrys Rovalgon Cadbury Nestle Vanmelle ITC
Popular & leading brands of Nutrine are Nutrine Mahalacto Nutrine cookies Honey fab Assay Chocolate clairs NCCL has a well equipped research a development laboratory where continuous product testing and product development is organized. During the recently held AD ASIA conference at Jaipur, Nutrine was selected
as the BEST BRAND among fast moving consumer goods industry, become of its inherent, innovative product development capabilities. The company has modernized its plant by importing sophisticated card manufacturing machinery from Robert Bosh of Germany for making hygienic confectionery. The markets imported are the 5 or 6 markets of its kind in the world with the use of these markets Nutrine sold to produce good quality confectionery with exacting standards. Vijayam Degree College Page 18
17 with sustained supple from the valued stocked, Nutrine is growing stranger in the markets & retaining its no 1 position with the facilities available & those to be decided in the coming years, Nutrine will energy as one of the big food giants in the country on the next few years. The Government of Andhra Pradesh has conferred Best Management Award. On 1st May, 2003 for then out standing performance in maintenance of industrial relations & labor welfare.
PRODUCT PROFILE
Products of Nutrine Confectionery company limited
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Chocolate clairs Nutrine Maha lacto Wild coffee Amras Super star delite Ginger caps Chumma chumma Naturo fruit bar Espresso toffee Nutrine royal (pista, badam, kajur, kesar) Caramella (mango, coconut, chaco, kesar) Nutrine gold Nutrine white clairs Soft heart Pineapple toffee Orange candy Gulkand Mango soft center Pineapple toffee Clubby Milky caramel Assay Nutrine cookies (coconut, elachi) Maruel Sunshine fruit Nutrine lollipop
The Major Brands of Nutrine are

Maha Lacto
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Maha Lacto brings you the irresistibly rich, creamy & long-lasting flavor at 50p A taste India has grown up with. Maha Khayega Toh Maha Karega.
Maha Coffee Eclairs Maha Coffee Eclairs A unique combination of Coffee and Chocolate which offers you the best of both worlds at Re.1 Maha Khayega Toh Maha Karega.
Maha Choco A rich chocolaty candy at 50p with a taste that no-one can resist. Maha Khayega Toh Maha Karega.
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Nutrine Lollipops Nutrine presents lollipops in 4 lip-smacking fruit flavors. These attractively packaged candies are priced at just Re.1 each.
Nutrine One Two Three Nutrine One Two Three brings to you the magic of 6 new and exciting fruit flavors in this unique and attractive packaging at great value 3 fruit candies at Re. 1!
Nutrine Santra Goli Delicious hard candy in tasty tangy orange flavour with soft juicy center. The outer shell gives a long lasting taste experience while inner juicy center gives a refreshing feeling of a tangy orange juice.
Nutrine Aamras Exotic Indian mango pulp centre in an exquisite sugar candy. You'll unwrap a lingering true mango experience.
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Nutrine Gulkand Extract of sweet, delicate Indian roses processed in pure honey and encased in sugar candy. A classic Indian delicacy. Ethnic to the core !
Chocolate Eclairs Ripples of delicious chocolate centre encased with rich creamy caramel will make you relish every bite. Share your sweet moment with the complete chocolate eclairs. It is so tasty-tasty!
Nutrine Aasay A luscious vanilla-milk toffee, the heart-throb of kids and teenagers.
Lacto Bon Bon This ageless mouth watering sweet treat is a classic combination of Milk, Caramel and Ghee.
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Kokanaka Cookies Coconut The crunchiest tasty treat with real coconuts, rich milk cream and glucose. A marvelous blend that sets the cookies trend. Enjoy the real taste of coconut!
Kokanaka Cookies Milk Cream This all-rich, all-creamy Kokanaka with coconut desiccates is a hot favourite of many for its extra - rich flavour of milk-cream. Enjoy the creamy Treat!
Honey Fab Rich honey center-filled premium candy. Only one of its kind in the country. Just bite into and feel the excitement. Real Honey... pure Trill!
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VARIOUS TYPES OF CONFECTIONEIES MANUFACTURED BY NUTRINE Type of confectionery Brand Name: Kokanaka Cookies elachi chocolate chocolate clairs Flavor Coconut Elachi Chocolate Centre Covered with Haud Boiled Mahalacto Nutrine, Amras Toffee Nutrins Gulkland coconut crunch Wild keffy, Assay, super Assortment, Dishum , Carmella Lollipops Lozenges Nutrine Lollipops Coolers Geamy caramel Milk, Butter, Mall Mango, Gold, Vanilla, Rose, Coconut Coffee Vanilla Twin treat top delite cream coconut pineapple, Orange grape coconut balck current mango. Lollipop Ginger, Eucalyptus (OLE)
Gingermint,
The company is looking at introducing nut based chocolates, eclairs and candies with ethnic taste, Mango & Tamarind in the Rs.1/- soft for the organized sugar boiled confectionary industry, Rs.1/- currently is the highest price point and less than 10% of its market estimated at Rs.750/- crore, canes from it Nutrine is trying to increase the revenue share of its Rs.1/- category and 15% from the present 7%. The company is planning to gradually face out the 25 paisa category which accounts for around 35% of its product portfolio in the next 2 or 3 years. This category results in maximum loses for the company as it does not enable it to pass on the excise duty it increase to the customer.
REVIEW OF LITERATURE
Performance Appraisal PERFORMANCE APPRAISAL SYSTEM OF HRD

Human Resource department has gained increased attention in the last decade from human resource specialists, training and development professionals, chief executives and line managers. Many discussions of HRD have been integrated in to research, training, organizational design and change in the next decade, there is likely to be a knowledge explosion in HRD. Concept of HRD in the organizational context is a process by which the employee of organization are helped in a continuous, planned way to Acquire or sharpen capabilities required to perform various functions associated with them present or expected further roles. Develop their general capabilities as individuals and discover and exploit their own and organizational development purpose. HRD systems may include the following process mechanisms: Performance Appraisal Potential appraisal and development Feedback and performance coaching Career planning Training Organization development Rewards Employee welfare and quality of work life Human Resource Management
HRD MECHANISMS
DEFENITIONS
Performance appraisal is a method of evaluating the behavior of employee in the works spot, normally including both the quantitative and qualitative aspects of job performance. -MICHAEL.R.CARREL AND FARNK.E.KUZMITS Performance appraisal is a process of evaluating an employees performance of a job in terms of its requirements. -DR.C.B.MEMORIA
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Performance appraisals identify performance gaps. As such, they provide an excellent opportunity for a supervisor and subordinate to recognize and agree upon individual training and development needs. -J.M.FINES A formal definition of performance appraisal is It is the systematic evaluation of the individual with respect to his or her performance on the job & his or her potential for development. -DALE.S.BEACH Performance appraisal is a formal, structured system of measuring and evaluating an employees job related behaviors and out comes to discover how and why the employee is presently performing on the job and the employee can performed more effectively in the feature so that the employee, organization , society and all benefits. -RANDALL.S.SCHULER Performance appraisal to all formal procedures aimed working organization to evaluate personalities and contributions of one potential group members. -DALE YODER The firm, on the other hand, needs a performance appraisal system in order to establish principles of managerial accountability. Where the employees are given responsibilities and duties. One of the functions of performance appraisal is ensure that the people or accountable for their organizational responsibilities -Z.YUHONG
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SCOPE OF THE STUDY

The Performance Appraisal System will be used to assess the performance of employee and to plan for their development. As is apparent from what has been stated above, the investigator has confined the study to performance Appraisal System of Nutrine Confectionery Company Limited only. Although appraisal as a vital tool covers all employees of the organization, for the purpose of this study, the area has been confined to a limited no. of executives as well as non-executives. This is more or less of the nature of a subjective evaluation of the personality traits of the employees by their superiors. Again, within the area of Performance Appraisal, the study is confined to the existing system and the manner in which the system is operating so as to identify howfar it has been effective for promoting personal development and effectiveness of managerial personnel in Nutrine Confectionery Company Limited.
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OBJECTIVES OF THE STUDY

To study the current performance appraisal system. To find out the opinion of the employees regarding the current
appraisal system.
To evaluate the effectiveness of performance appraisal system in

nutrine confectionary company Ltd.
To know how frequently the review is done. To know whether the management is showing much interest to
performance for rewards as well as carrier development.
To design the suitable performance appraisal to the organization so

that it can yield better results than the existing system.
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LIMITATIONS OF THE STUDY

Since names are mentioned in the questionnaire, most of the employees answered favorable to the company. This might have lead to wrong findings in the study. The period of study, have been very short. The reach though tried in vain to make personal contacts with the top executives of Nutrine Confectionery pvt.ltd, Chittoor, who were otherwise busy in multifarious activities. The information provided by the respondents in the survey may be biased or may not be viewed as seriously to provide with accurate information. Response from inexperienced workforce or relatively new workforce in the survey may temper some validity of information. Employees are belongs to various shifts and it is difficult to gather information.
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RESEARCH METHODOLOGY
Meaning Of Research Methodology
Research methodology is a way of solving a problem systematically. It may be understand as a science of studying how analysis is done scientifically from the nature of data.
Research
Research is a careful investigation or enquiry especially through search for new facts in any branch of knowledge. Research is an original contribution to the existing stock of knowledge making for its advancement. The systematic approach concerning generalization and the formulation of a theory is a research.
Sampling
Sampling may be defined as the selection of some part of an aggregate on the basis of which judgment or inference about the aggregate is made. Any aggregate from which data is collected is called Population or Universe. Sampling should be truly representative of population characteristics without any bias so that it may result invalid and reliable conclusion.
Sampling Method
Sampling method used here is Simple Random Sampling.
Type Of Universe
The type of universe to be studied is definite, as it is easy to identify the number of items in the universe. Sampling Size : 50 respondents Sampling Unit: Nutrine Confectionary Company Limited, Chittoor.
Methods Of Data Collection

Both primary and secondary data were used in the research.
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Performance Appraisal Primary Data

The primary data were collected directly from the employees of nutrine confectionary company limited.
Secondary Data
The secondary data were collected from library publications of various researchers and from internet.
Tools For Data Collection Data Collection
The research adopted a neatly prepared English structured

questionnaire for collecting primary data from respondents, which is more economical, simple and easy to administer among educated respondents.
A questionnaire has five points like scale with strongly agree, agree, neither agree nor disagree, disagree and strongly disagree .
The researcher visited the organization during officers hours to distribute questionnaire to the employees with the request to fill up the questionnaire, which is meant for researchers academy purpose.
Statistical Method
The role of statistical in research is to function as a tool is designing research, analyzing its data drawing conclusion there from. An every individual clearly knows that the science of statistic cannot be ignored by research workers.
Graphical Representation
Graph is a statistical method of presenting of a statistical results or data in a graphical form.
Advantages Of Graphical Representation

The information presented in a graph is clearly understandable. Page 32
It has a great memorizing effect. It helps to make quick and accurate comparison data.
Percentage Method
Percentage is used in processing data to charts and pie diagram were used to explain the tabulation clearly.
Bar Diagram
Bar diagram are the most common types of diagrams used in practice. A bar is thick line whose width is shown merely for attention they are called one dimensional because it is only the length of the bar that matters and not the width. When number of observations is large, lines may be drawn instead of bar to economics space.
Pie Diagram
This type of diagram enables to show the portioning of total into component parts. A very common use of the pie charts is to represent the division of a sum of money into its components.
Research Instrument
The research instrument used for the purpose of structured questionnaires.
Structural Questionnaire
The questionnaire is standardized in this questionnaire that is the questions presented in exactly in the same manner to all the respondents.
Type Of Questions
There are two types of questions: Close ended questions and Open ended questions.
Research Method
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The research method adopted was survey method among the employees in Nutrine Confectionery Company Ltd.
Types Of Survey
Sample survey was adopted.
Population
Population is defined in terms of constituent parts namely Elements, Sampling, Sampling units, Extents time. The population of study was limited.
Type Of Sampling
The respondents are to be surveyed, the sampling unit must be supervised by Nutrine Confectionery Company Ltd.
Sample Size
A sample size of 50 respondents out of 549 employees in Nutrine Confectionery Company Ltd.
Analytical Tools
The collected data was analyzed with the help of simple percentages and the charts to analyze the data from the responses.
Tools Of Analysis
The tools used for analysis includes: Percentage analysis Chi-square analysis
Chi-Square Test
Chi- square test is a statistical measure used in the context of sampling analysis for comparing variance to theoretical variance. The test is in fact, a technique through the use of which it is possible for all researchers to Test the goodness of fit
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Test the significance of allocation between two attributes Test the homogeneity or the significance of popular variances.
DATA ANALYSIS AND INTERPRETATION

1. Since how long you are working in this organization? Table:-1 Respondent Opinion 5 to 10 years 11 to 15 years 16 to 18 years Above 20 years Total Chart:-1 s 7 12 11 20 50 Percentage (%) 14 24 22 40 100
Interpretation:
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From the above Chart 14% of the Respondents are 5 to 10 Years, 24% of Respondents are 11 to 15 Years, 22% of Respondents are 16 to 18 years and the remaining 40% of Respondents are Above 20 years Experienced.
2. Are you aware of the importance of PA? Table:-2 Opinion Fully aware Partly aware not Aware Total Chart:-2 Respondents 30 20 0 50 Percentage (%) 60 40 0 100
Interpretation:
From the above Chart 60% of the Respondents are fully aware, 40% of Respondents are partly aware in improtance of performance appraisal.
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3. Are you information before your appraisal? Table:-3 Opinion Yes No Total Chart:-3 Respondents 44 6 50 Percentage (%) 88 12 100
Interpretation:
From the above Chart 88% of the Respondents are saying agree about their Appraisal, and the remaining 12% of Respondents are are saying disagree about the Appraisal.
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4. In your opinion PA is a tool for? Table:-4 Opinion Performance review over a period Salary increment Improvement of performance Training need Total Chart:-4 Respondents 9 17 20 4 50 Percentage (%) 18 34 40 8 100
Interpretation:
From the above Chart 18% of the Respondents considered performance appraisal is a tool for performance review over a period, 34% of Respondents are sales increment, 40% of Respondents are improvement of performance, and the remaining 8% of Respondents are training need for tool appraisal.
5. In your opinion PA is essential for the benefit of? Vijayam Degree College Page 38
Table:-5 Opinion Employees Organization Both None of these Total Chart:-5 Respondents 4 29 17 0 50 Percentage (%) 8 58 34 0 100
Interpretation:
From the above Chart 8% of the Respondents considered the performance appraisal
as benefit for the employees, 58%, of Respondents considered PA is benefit for organization, and remaining 34% of Respondents considered as PA is benefit for both. 6. PAS provide opportunities to learn, grow and make full use of employee potential? Table:-6 Opinion Vijayam Degree College Respondents Percentage (%) Page 39
Yes No Total Chart:-6 44 6 50 88 12 100
Interpretation:
From the above Chart 88% of the Respondents feels they look towards performance appraisal system as platform for growth where as 12% of Respondents are Not able to gain any sort of growth benefits each performance appraisal system.
7. Do you feel counseling is required after PA review? Table:-7 Opinion Yes No Total Respondents 42 8 50 Percentage (%) 84 16 100
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Chart:-7
Interpretation:
From the above Chart 84% of the Respondents are feel counseling is required they performance appraisal, 16% of Respondents are feel counseling is required their performance appraisal.
8. How do you rate the existing PAS? Table:-8 Opinion Very Good Good Average Bad Respondents 7 14 25 4 Percentage (%) 14 28 50 8
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Very Bad Total Chart:-8 0 50 0 100
Interpretation:
From the above Chart 14% of the Respondents are rate the existing PAS is very good, 28% of Respondents are rate the existing PAS is good,50% of Respondents are existing PAS is average, and the remaining 8% of Respondents are bad in existing appraisal. 9. Do you feel your past performance should also be considered during appraisal? Table:-9 Opinion Strongly Agree Agree Con't say Vijayam Degree College Respondents 15 19 3 Percentage (%) 30 38 6 Page 42
Disagree Strongly Disagree Total Chart:-9 3 10 50 6 20 100
Interpretation:
From the above Chart 30% of the Respondents feel past performance is considered appraisal as stongly agree, 38% of Respondents are agree,6% of Respondents are cant say, and the remaining 6% of respsondents are disagree in during apprisal. 10. Do you agree that promotion is strictly based on performance % rather than rewarding individuals? Table:-10 Opinion Strongly disagree Disagree Can't say Agree Vijayam Degree College Respondents 12 14 15 6 Percentage (%) 24 28 30 12 Page 43
Strongly agree Total Chart:-10 3 50 6 100
Interpretation:
From the above Chart 24% of the Respondents are strongly disagree , 28% of Respondents are disagree,30% of Respondents are cant say, and the remaining 12% of Respondents are agree in performance % rather than rewarding individuals.
11. The training program conducted for? Table:-11 Opinion Strongly helps in enhancing your job knowledge a individual skill Does not help in any way To know the organizational environment Total Respondents 27 15 8 50 Percentage (%) 54 30 16 100
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Chart:-11
Interpretation:
From the above Chart 54% of the Respondents are strongly helps in enhancing your jobknowledge and individual skills, 30% of Respondents are doesnot help in anyway, and the remaining 16% of Respondents are to know the organizational environment in conducted for training programme.
12. PA is able to identify the training needs? Table:-12 Opinion Strongly agree Agree Neutral Disagree Strongly Disagree Total Chart:-12 Respondents 13 9 22 3 3 50 Percentage (%) 26 18 44 6 6 100
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Interpretation:
From the above Chart 26% of the Respondents are strongly agree , 18% of
Respondents are agree,44% of Respondents are neutral, and the remaining 6% of Respondents are disagree in training needs are identified.
13. Is the organization fulfilling the training needs as identified during the appraisal? Table:-13 Opinion Completely Moderate Not at all Total Chart:-13 Respondents 18 29 3 50 Percentage (%) 36 58 6 100
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Interpretation:
From the above Chart 36% of the Respondents are completely fulfilling their training needs, 58% of Respondents are moderate their traing needs, and the remaining 6%
of Respondents are not at all in organization fullfilling training needs are identified.
14. Does your supervisor give you regular feedback on your performance? Table:-14 Opinion Yes No Total Chart:-14 Respondents 36 14 50 Percentage (%) 72 28 100
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Interpretation:
From the above Chart 72% of the Respondents are feel agree for performance appraisal is regular feedback for performance,28% of Respondents are disagree in regular feedback of performance.
15. Is PA is essential for every organization? Table:-15 Opinion Yes No Total Chart:-15 Respondents 47 3 50 Percentage (%) 94 6 100
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Interpretation:
From the above Chart 72% of the Respondents are feel agree for performance is essential for every organization, 6% of Respondents disagree PA is essential for every organization performance.
16. Help & guidance provided to you by your reporting/reviewing officers is? Table:-16 Opinion Highly Sufficient Sufficient In Sufficient Highly Insufficient Total Chart:-16 Respondents 5 27 9 9 50 Percentage (%) 10 54 18 18 100
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Interpretation:
From the above Chart 10% of the Respondents are highly sufficient , 54% of
Respondents are sufficient,18% of Respondents are insufficient, and remaining 18% of Respondents are highly insufficient are providing help and guidance.
17. The PAS helps in? Table:-17 Opinion Promotion Salary Relation/Termination Identification of poor performance Total Chart:-17 Respondents 8 25 9 8 50 Percentage (%) 16 50 18 16 100
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Interpretation:
From the above Chart 16% of the Respondents are promotion, 50% of
Respondents are salary,18% of Respondents are retention\termination, and the remaining 16% of Respondents are identification of poor performance in performance appraisal system.
18. The PAS motivate the employee to perform better in your job? Table:-18 Opinion Strongly Agree Agree Neutral Disagree Strongly Disagree Total Chart:-18 Respondents 10 9 27 0 4 50 Percentage (%) 20 18 54 0 8 100
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Interpretation:
From the above Chart 2o% of the Respondents are strongly agree , 18% of
Respondents are agree,54% of Respondents are neutral, 0% of Respondents are disagree, and the remaining 8% are strongly disagree in employee performing better in job.
19. Does the management spend considerable amount of time & attention for the performance appraisal process? Table:-19 Opinion Considerable time Not much Time Don't know Total Chart:-19 Respondents 33 9 8 50 Percentage (%) 66 18 16 100
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Interpretation:
From the above Chart 66% of the Respondents are considerable time, 18% of
Respondents are not much time, and the remaining 16% of Respondents are dont know in
performance appraisal process.
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FINDINGS
Performance appraisal helps in motivating the employees. Employees are not fully aware about the relation between profit maximization and performance appraisal system, but they are concerned about salary increments. Superiors listen to the employee opinions. The employees gives more importance to performance appraisal system Superiors give regular feedback on the employee performance. It should still be used as a proper yardstick and tool for measurement of performances. The present technique must need more practical approach. .
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SUGGESTIONS
Make the employee aware of performance standards, objectives, expectations and specific areas of accountability Review actual work performance in relation to the performance plan, objectives and outcomes. Conduct performance appraisal regularly\half yearly basis feedback is an consultancy for their employees. Allow the employee to engage in self evaluation. Provide positive feedback as well as negative feedback (but make sure that it will be in constructive way). As soon as a performance is declined or affected, openly discuss with the employees to try to determine the cause affecting the performance. Ask probing questions to seek clarification of misunderstandings or views that differ. This gives the employee an opportunity to discuss items of interest or concern. The employees opinions are to improve the production and salary basis.
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CONCLUSION
` Performance Appraisal is a significant element of the information and control
system in organization. It provides valuable information for personnel decisions such as pay increases, promotions transfers and terminations. Performance appraisal is mostly based on objective setting, many of the respondents wants to identify the training needs to improve the performance. Self Appraisal is necessary for organization. Performance Appraisal can be used to improve performance through appropriate feedback, working and counseling to develop confidence among employees. Employee grievance can be reduced.
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QUESTIONNAIRE
Put Tick On Your Mark Preferred Answer Employee Information
1. Name: 2. Sex: 3. Age: 4. Marital Status: 5. Department:
STUDY-FACTORS
1. Since how long you are working in this organization [ ] b) 11 to 15 years c) 16 to 18 years d) Above 20 Years [ ] a) 5 to 10 years
2. Are you aware of the importance of performance appraisal a) Fully Aware b) Partly Aware c) Not Aware
3. Are you informed before your appraisal [ a) Yes [ ] ] b) No
4. In your opinion performance appraisal is a tool for a) Performance Review Over a Period b) Salary Increment c) Improvement of Performance d) Training Need
5. In your opinion performance appraisal is essential for the benefit of [ ] b) Organization c) Both d) None of These a) Employees
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6. Performance appraisal system provide opportunities to learn, grow and make full use of employee potential a) Yes b) No [ ]
7. Do you feel counseling is required after performance appraisal review [ ] b) No a) Yes
8. How do you rate the existing performance appraisal system [ ] b) Good c) Average d) Bad a) Very Good
9. Do you feel your past performance should also be considered during Appraisal [ ] a) Strongly Agree b) Agree c) Cant Say d) Disagree e) Strongly Disagree
10. Do you agree that promotion are strictly based on performance% Rather than rewarding individuals a) Strongly Disagree b) Disagree c) Agree [ d) Strongly Agree [ ] ]
11. The training program conducted for b) Does not help in any way c) To know the organization environment 12. Performance appraisal is able to identify the training needs [ ] b) Disagree c) Agree d) Strongly Agree a) Strongly Disagree
a) Strongly helps in enhancing your job knowledge and individual skills
13. Is the organization fulfilling the training needs as identified during the appraisal a) Yes b) No [ ]
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14. Does your supervisor give you regular feedback on your [ a) Yes ] b) No performance
15. Is performance appraisal is essential for every organization [ a) Yes ] b) No
16. Help and guidance provided to you by your reporting/reviewing officers is [ ] c) Insufficient d) Highly Insufficient a) Highly sufficient b) Sufficient
17. The performance appraisal system helps in [ ] b) Salary c) Retention/Termination a) Promotion
d) Identification of poor performance 18. The performance appraisal system motivate the employee to perform better in your job a) Strongly Agree b) Agree c) Neutral d) Disagree [ ] e) Strongly Disagree
19. Does the management spend considerable amount of time and attention For the performance appraisal process [ ] b) Not Much Time on performance c) None of These appraisal system in your a) Considerable Time 20. Any other
opinions
organization______________________
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BIBLIOCHARTY
1. Human Resource Management : Philip Kotler 2. Research Methodology : Kothari 3. Business Magazines : Business Today 4. Business News Papers : Business Line
Websites 1. www.hersheys.com 2. www.google.com 3. www.scribd.com
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Performance Appraisal

STATEMENT OF THE PROBLEM

Performance Appraisal Human Resource Management

The Function Of Performance Appraisal

Vijayam Degree College

Approaches To Performance Appraisal

Uses Of Performance Appraisal

Vijayam Degree College

Vijayam Degree College

Vijayam Degree College

competition resulting in plenty of varieties. The consumer can choose whatever he

Vijayam Degree College

Vijayam Degree College

Vijayam Degree College

That was what B.V. Reddy thought us.

Research and Development

Company Growth & Performance

Vijayam Degree College

Vijayam Degree College

Vijayam Degree College

Various Departments in the Confectionery

Raw Materials departments

Vijayam Degree College

Quality controlled Department

Vijayam Degree College

The Major Brands of Nutrine are

Vijayam Degree College

Vijayam Degree College

Vijayam Degree College

Vijayam Degree College

Vijayam Degree College

Performance Appraisal PERFORMANCE APPRAISAL SYSTEM OF HRD

Vijayam Degree College

Vijayam Degree College

SCOPE OF THE STUDY

Vijayam Degree College

OBJECTIVES OF THE STUDY

To evaluate the effectiveness of performance appraisal system in

To design the suitable performance appraisal to the organization so

Vijayam Degree College

LIMITATIONS OF THE STUDY

Vijayam Degree College

Methods Of Data Collection

Vijayam Degree College

Performance Appraisal Primary Data

Tools For Data Collection Data Collection

The research adopted a neatly prepared English structured

Advantages Of Graphical Representation

Vijayam Degree College

Vijayam Degree College

Vijayam Degree College

DATA ANALYSIS AND INTERPRETATION

Vijayam Degree College

Vijayam Degree College

Vijayam Degree College

Vijayam Degree College

Vijayam Degree College

Vijayam Degree College

Vijayam Degree College

Vijayam Degree College

Vijayam Degree College

Vijayam Degree College

Vijayam Degree College