Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
Submitted in partial
fulfillment for the degree of
MASTER OF BUSINESS
ADMINISTRATION
OF
1
CONTENTS
1. Acknowledgement.
2. What is Performance Appraisal?
3. About priyagold.
4. Product Profile.
5. Scope of Study.
6. Objectives of Study.
7. Research Methodology.
8. Data Analysis.
9. Findings.
10. Conclusions.
11. Annexure.
12. Questionnaire.
13. Bibliography.
2
ACKNOWLEDGEMENT
This project is the result of the help of the various people who
rendered their support and suggestions from time to time. I
take this opportunity to thank all of them with a deep sense of
gratitude and reverence.
Firstly, I wish to express my sincere thanks to Mr. DD
TYAGI(Factory Manager) of PRIYAGOLD BISCUITS ,
who gave me permission to carry out this project. I am heartily
indebted to the encouragement and unmatched assistance by
Mr. RAVINDER VISHISTH (Personnel Manager) of
PRIYAGOLD Biscuits without whom the project might not
have been completed within the stipulated period of two
months. I would also like to thank all the staff members of
PRIYAGOLD Biscuits to provide all the relevant information
about the company and also relating to their jobs.
I would like to thank my family and friends who directly or
indirectly helped me in finishing the project successfully.
I would also like to thank the Almighty God who has shown
me the right way to live in this big world.
3
Since organizations exist to achieve goals, the degree
of success that individual employees have in reaching their
individual goals is important in determining organizational
effectiveness. The assessment of how successful employees
have been at meeting their individual goals, therefore, becomes
a critical part of HRM. This leads us to the topic of
performance appraisal.
4
The basic purpose of performance appraisal is to
facilitate orderly determination of an employee’s worth to the
organization of which he is a part. However, a fair
determination of the worth of an employee can take place only
by appraising numerous factors some of which are highly
subjective, as for instant, attendance, while others are highly
subjective, as for instant, attitude and personality. The
objective factor can be assessed accurately on the basis of
records maintained by the Human resource or personnel
Department, but there is no device to measure the subjective
factor precisely. Notwithstanding this, appraisal of these
factors must be done to achieve the full appreciation of every
employee merit.
5
What is Performance Appraisal?
7
Purpose of Performance Appraisal:
1) Administrative; and
2) Self-improvement
1) Administrative Objectives.
a) Promotions:
This is the most important administrative use of
performance appraisal. It is to the common interest of both the
management and employees to promote employees onto
position where they can most effectively utilize their abilities. It
is mismanagement to promote employees into position where
they cannot perform effectively at the time in question. A
properly developed and administered performance appraisal
system can aid in determining whether individuals should be
considered for promotions. The system must rate the ratee for
the present job and his potentialities for the higher job. A person
performing the job well does not necessarily mean that he is fit
for promotion.
8
b) Transfers:
In an organization, it may be necessary to consider
various types of personnel actions such as transfer, layoffs,
demotions and discharges. In some cases, such actions are called
for because of unsatisfactory performance while in other cases it
may be called for due to economic conditions over which the
organization has no control because of changes in production
process. Such actions can be justified if they are based on
performance appraisal.
An appropriate system of
performance appraisal can be helpful in identifying the areas of
skills or knowledge in which certain employees are not up to
par, thus pointing out general training deficiencies which
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presumably should be corrected by additional training,
discussions, or counseling. Performance appraisal can also help
in spotting the talented employees so as to train and develop
them to create an inventory of executive skills. It can also
provide the areas where the employees/executives could be
further trained and positioned to meet retirement and expansion
situations.
e) Personnel Research:
Performance appraisal helps in research
in the field of personnel management. Various theories in
human relationship are outcome of efforts to find out the cause
and effect relationship between the personnel and their
performance
2) Self Improvement.
10
given by performance appraisal to prepare him for the job and
enhance his candidacy.
11
systematically and periodically. It also helps to assign that work
to individual for which they are best suited.
12
6) Performance appraisal provides an incentive to the
employees to better their performance in a bid to improve their
rating over others.
13
14
Limitations of Performance Appraisal:
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Difference between Performance Appraisal and Job
Evaluation:
4. Performance appraisal rates the man and Job evaluation analyses the job to
not the job as it is concerned with determine their relative worth and
assessing of the abilities of the fix their wage levels that are fair and
individuals. As a matter of fact, it equitable.
measures the worth of different employees
to the organization.
16
Methods of Appraisal
1) Traditional Methods
Unstructured appraisal.
Employee ranking.
Forced distribution.
Graphic – rating scales.
Check – lists.
Critical incidents.
Field review.
Unstructured Appraisal.
17
Under this, the appraiser is required to write
down his impression about the person being appraised in an
unstructured way. However, in some organizations, comments
are required to be grouped under specific headings such as
quality of job performance, reasons for specific job behaviors,
personality traits, and development needs. This system is highly
subjective and has its merit in its simplicity and is still in use
especially in the small firms.
Ranking Method:
Ranking is a simple process of placing in a
rank according to their job performance. It permits comparison
of all employees in any single rating group regardless of type of
work. All workers are judged on the same factors and they are
rated on the overall basis with reference to their job performance
instead of individual assessment of traits. In this way, the best in
placed first in the rank and the poorest occupies the last rank.
The difficulty of this system is that the rater is ranked to
consider a whole person. Subjectively of the appraiser may enter
into his judgments. Asking the appraiser to rank employees on
certain desirable traits can reduce the subjectiveness in this
method. The other difficulty with this method is that it does not
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indicate the degree of difference between the first man and the
second man, and so on.
Paired comparison is an improvement over
simple ranking. Under this, every employee in a job family is
compared with every other employee to determine which is the
better worker. The rater is provided with a little booklet
containing two names on each page. Obviously the number of
rank order would be n(n – 1)/2, where n is the total number of
persons to be compared. In this way, every employee is
compared with every other employee in the same job family.
The paired comparison gives a more reliable rating than the
order of ranks although this system is more tedious to construct
and use. It cannot be used for periodic employee’s ratings, as it
does not make evaluation of any improvement in the employees
that might have been over a period of time.
19
Forced Distribution Method:
Some appraisers suffer from a constant
error, i.e., they either rate all workers as excellent, average or
poor. They fail to evaluate the poor, average or excellent
employees clearly. The forced distribution system is devised to
force the appraiser to fit the employees being appraised into
predetermined ranges of scales. It has an advantage over the
paired comparison system in that two or more employees can be
given equal ratings. This system is based on the presumption
that employees can be divided into five points scale of
outstanding, above average, average below average and poor. In
this system, the appraiser is asked to distribute the employees
into these categories in such a way that about 10% of the men
are in group ‘outstanding’, 20% ‘above average’, 40%
‘average’, and 10% ‘poor’.
20
is comparatively smaller. As a matter of fact, forced distribution
of rankings is feasible for a large group.
22
The graphic rating method is easy to understand and easy to
use. It permits the statistical tabulation of scores in terms of
measures of central tendency, skew ness and dispersion. It
permits a ready comparison of scores among employees. The
scores presumably reveal the merit or value of every individual.
However, this method has certain serious drawbacks. There is
an implication that a high score of one factor can compensate
for a low score on another. If a man scores for attendance,
attitude, cooperativeness, etc. Frequently, the rating tends to
cluster on the high side under this system. A supervisor may
tend to rate his men high so that they may receive high share of
pay raises in some cases.
Check Lists:
It also consists of two techniques:
a) Weighted check list, and
b) Forced choice.
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diverse jobs are evaluated, as a separate procedure must be
established for each job.
b) Forced Choice:
This method is used particularly with
the objective of avoiding scope for personal prejudices. Under
this method, the rater is forced to choose between descriptive
statements of seemingly equal worth describing the person in
question. Statements are chosen of both the sides (favorable as
well as unfavorable). For example, the following two pairs of
statement from each pair that is represented by supervisor.
The rater may feel that neither of the two statements in a pair is
applicable, but he must select the one that is more descriptive.
Only one of the statements in each pair is correct in identifying
the better performances and this scoring key must be kept secret
from raters. In this way, bias removed from the appraisal
process. The main advantage of establishing this system of
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performance appraisal is that it has greater objectivity than most
other methods.
26
This method requires every supervisor to record all
such significant incidents in each employee’s behavior, which
indicate effective or successful action and those, which indicate
ineffective or poor behavior. These are recorded in a specially
designed notebook, which contains categories or characteristics
under which various behaviors can be recorded. Examples of
such type of job requirements of worker a are judgment,
learning ability, productivity, dependability, accuracy of work,
responsibility and initiative. Daily recording of these items
seems to be essential because, otherwise, the supervisor may
forget the incidents with his subordinates.
30
Central Tendency: This error occurs when the rater is
in doubt about the subordinates or has inadequate information
about them or is giving less attention and effort to the rating
process. Because of these reasons, generally the raters are
reluctant to rate people at the outer ends of the scale. The rater
knows that he has to appraise his subordinates at periodic
intervals but if he is unfamiliar with some of the subordinates or
does not have sufficient time to devote to the rating process, he
may play it safe by neither condemning nor praising. So he may
rate them ‘average’. It is possible for this type of rating i.e., all
average to be a true rating, but its probability is less than its
frequency.
31
Recent Behavior Bias: Often some raters evaluate
persons on the basis pf their performance in recent few weeks;
average behavior is not checked. Some employees being aware
of this tendency show better results when they feel that they are
being observed and the report of their performance is to be
compiled soon.
2) Modern methods
There are two important methods of
performance appraisal, which are used by the modern concerns.
The first is management by objectives, which represents result-
oriented appraisal. The second is behaviorally anchored rating
scale, which is based on the behaviour of the subordinates.
Management by objectives:
37
The Goal setting approach suffers from the following
limitations:
38
and moreover, a vast majority of them do not want to take
initiative in setting their own goals.
Behaviorally Anchored Rating Scales
39
Empirical studies of Behaviorally Anchored
Rating Scales (BARS) have provided a fertile ground for study
by both theorists and practitioners. The BARS experience has
helped to clarify three major controversies of the appraisal
process. On was the issue of the rating content (trait vs. job
related). The second controversy involved the multidimensional
nature of performance. The administrative uses of appraisal had
encouraged rating systems to produce an overall measure of
performance, which tended to mark difference in performance in
the key result areas (“performance dimension”) critical to job
results. The third controversy involved in the issue of the most
effective way to anchor the rating scales (numerically or
behavioral). By anchoring the scales behaviorally, the BARS
approach was expected to produce more valid and reliable
results by reducing measurement errors (leniency, halo effect,
central tendency, etc.).
40
Designing an Appraisal Programme
42
Whosoever the appraiser may be, the
subjectivity invariably steps in. A well-adjusted person is less
subject to projecting himself into other than a poorly adjusted
person and, therefore he is able to judge them better. It is often
assumed that qualified psychologists are more capable than
laymen of making unbiased judgments since they receive
training in the dynamics of the personality and also in the
correct manner of making the judgment.
Frequency of Appraisal
Designing of Forms
44
should be ensured that the appraisers are honest, rational and
objective in their approach, judgment and behavioral
orientation.
45
communications, mutual trust informal relationships, etc. are the
basic elements of such a climate.
46
so that they may get an opportunity to express their feelings on
their progress reports.
47
CASE STUDY
Unique Funds Ltd. is a reputed finance
company having 10 branches in different parts of the company.
Its staff includes 290 operative employees and 70 executives.
The company has a performance-rating plan under which a
committee of two executives by means of graphic scale rates the
staff members at the end of each financial year. The qualities
considered are: responsibilities, initiative, dependability, and
leadership potential, cooperative attitude and community
service. After the performance is evaluated, the ratings are
discussed with the concerned employees by their immediate
boss and are used to counsel them and arrange further training
for them. The ratings are also used for granting or withholding
of increments and promoting of meritorious staff.
Questions
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ABOUT PRIYAGOLD
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industry , we get into producing fresh fruits juices under the
brand “FRESHGOLD “launched in the year 2005 .
FRESHGOLD juicses are squeezwd out of the freshest fruit
picked and assorted by their experts . Along with
FRESHGOLD a brand name of treat fruit drink , as we created
with their PRIYAGOLD biscuits .
October 2007 has seen that the launch of our latest product ,
the very young FRESH FIZZY
A sparkling fruit drink for the modern youth awaits people
great products , great taste and great health will remain their
guiding forces will invite customers to enjoy many products
with him and cheresh the experience.
Mr. B P AGARWALA
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.
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in the most remote places and in the smallest of villages with a
population of just 500.
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The Customer Confidence
The priyagold name conjures up fond
memories across the length and breadth of the country. After all,
since 1993, the people of India have been growing up on
priyagold biscuits..
Today, the priyagold brands have found
their way into the hearts and homes of people all over India &
abroad. Their slogan “ HAQ SE MAANGO “ stand on
everyone’s lips. priyagold Biscuits continue to spread happiness
& joy among people of all ages.
The consumer is the focus of all activities
at priyagold. Maximizing value to consumers and forging
enduring customer relationships are the core endeavors at
priyagold
Our efforts are driven towards
maximizing customer satisfaction and this is in synergy with
our quality pledge. Surya food and agro Limited will strive to
provide consistently nutritious & quality food products to meet
consumers' satisfaction by using quality materials and by
adopting appropriate processes. To facilitate the above we will
strive to continuously train our employees and to provide them
an open and participative environment."
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FIRST BOARD OF DIRECTORS
1. Shekhar agarwal
2. Manoj agarwal
STRUCTURE OF PLANT
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The machines used
for packaging butter bite and classic cream are developed
by engineers of this company itself. These packing
machines are working efficiently. They pack 120-150
biscuits per minute.
QUALITY POLICY
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NAVEEN AGARWAL
(CHAIRMAN AND MANAGING
DIRECTOR)
PRODUCT PROFILE
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CNC 10-15 26
PRIYAGOLD
62
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PROUCT INFORMATION
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PRIYAGOLD’S BOURBON BISCUITS
A delectable combination of chocolate biscuits and chocolate cream ,
bourbon experience for those who treasure taste. Chocolate
connoisseurs , enjoy
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Butter bite cashew
Better bite cashew is tongue watering combination of butter and
cashew priyagolds’s crispy and biscuits will make you ask for more ,
every time you take a bite . have it .
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Butter bite nice biscuits
Priyagold’s butter bite nice is made out of best flour desiccated
coconut with bakery perfection to give you superb taste . sugar
sprinkling over the crispy layer of the biscuits , makes it irresistible. So
tickle your taste bud.
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Butter bite badam pista brings to you , the real taste and traditional
qualities of badam- pista added with great buttery taste. So ,all you
taste lovers , empower yourself.
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Butter bite kesar brings to you , familiar scent of kesar soaked with
desi butter , so you get tasty surprise with every bite . so let’s not wait
anymore, go grab it.
Wheat flour , edible refined vegetable oils(palm oil/cotton seed oil and
sesame oil), sugar ,invert syrup, sweetned condensed milk, liquid
glucose, leavening agent (ammonium bi carbonate and sodium bi
carbonate) lodised salt ,mono acid ,calcium sulphate, dough
conditioner(sodium meta bi sulphite), contains permitted natural
saffron , contains added flavours ( saffron).
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Priyagold,s butter bite premium will fill you with a buttery wxperience
with crispy and fresh taste . it,s a combination of pure butter and fresh
flour to give you perfect health.
75g and 400g ATC packs. 400g loose packs ,400g and 1 kg jars.
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Wheat flour , sugar , edible refined hydrogenated vegetable oils( palm
oil/ soya bean oil / cotton seed oil and sesame oil) dessicated coconut
powder , liquid glucose, invert syrup, sweetened condenced milk ,
leavening agent( ammonium bi carbonate and sodium bi carbonate) ,
lodizwd salt, soya lecithin, permitted emulsifiers ( datem, diacety
tartaricacid, ester of mono diglycerides), dough conditioner ( sodium
meta bi sulphite), contains added flavours.
16g, 75g 150g and 350g packs.
SCOPE OF STUDY
OBJECTIVES OF STUDY
RESEARCH METHODOLOGY
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It consists of choosing pattern and a method of
collection data, sampling, tabulation and ultimately analysis of
data to reach some conclusions, on the basis of which some
suggestions are given.
Data collection: -
Questionnaire: -
A questionnaire was prepared which consisted of
open-ended questions with multiple choices. The
questionnaire used was structured type of questionnaire. It
was prepared taking into account the factors, which were to
78
be analyzed to know the process of Performance Appraisal.
The questionnaire is attached in appendix at the end of the
report.
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(b) Secondary Data:
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DATA ANALYSIS
100% -
80% -
60% -
40% -
20% -
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2. Senior’s satisfied by subordinate’s performance
After analyzing the data, the results shows that 85% of the
senior production officers feel that their seniors are satisfied
with their performance and 15% can’t say.
-
YES
-
CAN’T SAY.
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3. Satisfied with their own Performance
After analyzing the data, the results shows that 85% of the
senior production officers are satisfied with their own
performance and 15% are not satisfied with their own
performance.
-YES
-NO
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This implies that satisfaction level has to be increased
among senior production Officers.
After analyzing the data, the results shows that 100% of the
senior production officers feels that performance appraisal do
helps in performing better.
-YES
-NO
84
5. Information is submitted timely by the senior
production officers to their seniors
-YES
-NO
This shows that all the senior production officers submit all
the information timely to the seniors.
85
6. Adequate and fair chance provided to defend
against adverse entries in your appraisal
After analyzing the data, the results shows that 67% of the
senior production officers feel that they are provided with a
chance to defend them against adverse entries in their appraisal
whereas 33% denies it.
-
YES
- NO
100% -
80% -
60% -
40% -
20% -
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8. Awareness of appraisal system.
After analyzing the data, the results shows that 67% of the
senior production officers are fully aware of the appraisal
system and rest 33% are unaware of this system.
- YES
- NO
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FINDINGS
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production officers about the procedure followed in
Performance Appraisal.
5.) There is lack of fair chances provided to defend
yourself against adverse entries in your appraisal.
6.) All senior production officers agree that
performance appraisal system helps them to perform
better.
7.) There is lack of satisfaction level among the senior
production level officers regarding to their own work
as they have monotony at their work.
CONCLUSION
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After collecting the information from the senior
production officers with the help of personal discussion,
filling the questionnaire and analyzing the data, I have
derived the following conclusion –
a) Quality of work.
b) Quantity of work.
c) Job knowledge.
d) Dependability.
e) Innovation and creativity.
f) Ability to learn.
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g) Attendance.
h) Reactions to criticism.
i) Discipline.
j) Customer relations.
k) Subordinate development.
The rating given is confidential and
out of the knowledge of their subordinates. Accordingly,
promotions and incentives are granted to the deserving ones.
Rating given to the senior production
officers is done confidentially and whatever information is
been filled in the self-appraisal form is not cross-questioned.
The sole objective for taking part in
performance appraisal of Senior production officers in
SURYA FOOD AND AGRO LIMITED is to be
awarded with promotions and incentives but the basic reason
why performance appraisal is conducted is to develop the
performance and attitude.
NAME:
94
1 What type of performance appraisal you prefer?
Annually Quarterly
Monthly Half yearly
Yes No
Yes No
Yes No
Yes No
Yes No
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7 Do you get adequate and fair to defend your self
against adverse entries in your appraisal?
Yes No
Yes No
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BIBLIOGRAPHY
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