Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
ON
PERFORMANCE APPRAISAL
AT
PARLE BISCUIT PVT. LTD., RUDRAPUR
FRONT PAGE
COMPANY CERTIFICATE
COLLEGE CERTIFICATE
ACKNOWLEDGEMENT
PREFACE
DECLARATION
Acknowledgement
For the success of any venture of this magnitude, help and cooperation
I am also indebted to Sri. Mr. Dangwal, H.R. Officer for extending all
help & corporation both at the time of entering & during the course of
preparing the project. He also shows me the way to work in an
organization.
RAM NIVAS
M.B.A. 3RD SEM
Roll no.: 1558370036
` PREFACE
The study was undertaken in PARLE BISCUITS PRIVATE LIMITED
under the guidance of H.R Deptt, which prove beneficial to me.
RAM NIVAS
M.B.A. 3RD SEM
Roll no.: 1558370036
INTRODUCTION
PERFORMANCE APPRAISAL
MEANING OF PERFORMANCE APPRAISAL:
ACCORDING TO YODER:
Performance Appraisal refers to all formal procedures used in working
organization to evaluate personalities and contribution and potential of
group member
ACCRDING TO BEOACH:-
Performance Appraisal is a systematic evaluation of the individual with
regard to his/her performance on the job and his/her potential for
development
ACCORDING TO FLIPPO:-
Performance Appraisal is a systematic, periodic and impartial rating of
an employee excellence in matter pertaining to his present job and his
potential for a better job
6. POTENTIAL ASSESSMENT:
Performance Appraisal has many activities. It identifies:-
1. PROMOTION DECISION:-
Performance Appraisal identifies the employees who are achivers
excellent performer. It also indicates the employees to grow,
develop and to take up higher responsibilities. It make easy for the
higher management to take decision relating to promotion of the
employees as information, data concerning performance, attitude,
aptitude, potentiality are readily available to them.
2. SALARY DECISION:-
4. COMPETENCY DEVELOPMENT:-
6. SELF DEVELOPMENT:-
When the employees are aware of the importance of Performance
Appraisal for their growth & development, elevation and satisfaction
of psychological need, they give their best efforts to improve their
skill through skill development measure.
MEASUREING PERFORMANCE
Once the performance standard are specified and accepted, the next
stage is the measurement of actual performance. This requires
choosing the right technique of measurement, identifying the
internal and external factor influencing performance and collecting
information on result achieved. Personal observation, written
report and face to face contacts are the means of collecting data on
performance. The performance of different employees should be so
measured that it is comparable. What is measured is more
important than how it measured.
__________________________________________________
INDEPENDEPENT COMPARTIVE RESULT
CONTRIBUTION
APPROACH APPROACH APPROACH
COST
APPROACH
1) EASY APPRAISAL 1) RANKING MANAGEMENT
HUMAN
BY
RESOURCE
2) CHECKLIST 2) FORCED OBJECTIVE
ACCOUNTING
APPRAISAL DISTRIBUTION
3) CRICTICAL
3) PAIRED
4) FORCED-CHOICE COMPAIRSON
APPRAISAL
5) CONFIDENTIAL REPORT
8) ASSESSNENT CENTRE
9) 360 FEEDBACK
10) FIELD REVIEW
INDEPENDENT APPROACH:-
Under this approach evaluation of employees performance is
independent of any other employee in a work team. Employees are not
compared against other employees but they are compared to a standard.
Some of the techniques under independent approach are discussed:
1) EASSY APPRAISAL:-
It is one of the techniques used by some organizations for evaluating
performance of employees. Under this method, appraiser is too
required to rate employees performance in essay form to describe
strength and weakness, training needed, suggestion for improvement
etc. Generally, evaluation is made on the following areas:
MERITS:-
a) It is easy to carry out in organization.
b) Rater may not need training for evaluation of employees
performance.
c) It is less expensive.
d) Subordinate may have faith on this method because of
simplicity.
DEMERITS:-
a) It is a subjective evaluation method.
b) Since quantitative appraisement is not made, employees
exact performance level can not be known.
c) Areas on which appraisement is made do not
adequately represent employees job activities. Hence, actual
performance of employees can not be known
2) CHECKLIST APPRAISAL:-
Checklist appraisal is used to evaluate performance of
employees in organization. The terminology checklist
appraisal denotes a technique of performance evaluation made
through testing/verification of a list of behavioral about
description about an employee.
FEATURES:
a) Performance evaluation of employees is not made by rater;
it is done by some officer in the personnel department/HRM
department.
b) The boss under whom employees work checks the
behavioral statement/description about them and indicates
yes or No against each statement already set.
MERITS:-
a) It is a simple method to evaluate performance of employee.
b) Rater does not have any idea regarding final evaluation of
employees performance. Hence, the possibility of his being
biased is less.
DEMERITS:-
a) It is difficult to appraise quantitative performance of
employees.
b) It is an expensive method.
3) CRITICAL INCIDENT:-
It is one of the methods used by organizations to evaluate
performance of employees. Under this technique,
boss/supervisor keeps records of key or crucial job related
behaviors of employees for the whole review/appraisal period
on a day to day basis. After stipulated period, may be, after six
months from the commencement of the review period
supervisor calls his subordinates for discussion and points out
both positive and negative areas and also for attaining
excellence in positive areas.
MERITS:-
a) It may create confidence amongst subordinates about
evaluation when they find that rater takes it seriously to
record all crucial behavior-negative and positive behavior
on daily basis.
b) Effect of recent behavior is minimum.
DEMERITS:-
a) The method is time consuming.
b) Supervisor/rater may take this method casually.
c) Quantification of performance behavior is not possible.
So, comparative performance analysis may not be
accurate.
4) FORCED-CHOICE APPRAISAL:-
It occurs organization that some raters are very much
biased when they appraise performance of their subordinate.
To avoid such situation, an appraisal method has been
designed and introduced in organization where rates are
required to choose statement, which, according to them, suit
rateesactivities, behavior and performance. This appraisal
technique is forced-choice appraisal method.
FEATURES:-
a) Two or more statement relating to subordinates behavior,
activities are mentioned in appraisal format. Each
statement may express positive or negative aspect of
behavior /activity of the individual being evaluated.
b) Rater ticks the statement which is most descriptive or in
some cases least descriptive of the concerned subordinate.
c) Rater score are given by officers in HRM/personnel
department.
EXAMPLES:-
The following are the examples of statement relating to
customer service rendered by a bank employee and the rater is
required to choose the statement that describe most of his
behavior. List of statement:
a) He provides service to customer with smiling face.
b) He develops a good rapport with customer.
c) He attends customers problem immediately after he
gets/comes to know the problem and sort out problem
promptly.
d) Most customers express satisfaction about service rendered
by him.
MERITS:-
a) This method is free from biased rating as the rater himself
does not know scoring.
b) It give accurate rating
DEMERITS:-
a) It is time consuming as rating process goes through the
stages like preparation of statement, choosing statement by
rater, scoring/evaluation made by officer of HRM/personnel
department which need much time to complete.
b) It is expensive as designing format to prepare statement,
selecting answer key, and ascertaining correctness
/efficiency of answer key involve a lot of money
5) CONFIDENTIAL REPORT:-
It is one of the traditional methods of evaluating performances,
behavior, activities of subordinates. Under this method subordinates
strength, weaknesses, effectiveness, initiative, attendance, punctuality,
commitment, loyality, knowledge, competencies, honesty, integrity,
team performance etc.are mentioned in the report. This method is
used in government organization / offices as also in some private
organization. Evaluation is made by immediate boss of subordinate
on the basis of the information gathered by him about behavior,
activities of his subordinates through observation, and perception
impression developed in the process of interaction between them for
accomplishment of job assigned to them.
MERITS:-
a) It is easy to implement
b) Rater does not need training to appraise performance.
He record overall impression on rates in the report.
c) It is not expensive to use in organization.
DEMERITS:-
a) It is subjective evaluation process.
b) There is no system of counseling subordinates in
situation when they perform miserably low.
c) It is an old method that needs modification.
FEATURES:-
a) Evaluation is made on traits viz. quality of work, initiative,
dependability, leadership, job, knowledge, punctuality and the
likes but some organization appraise important areas of
work/duties of employees instead of assessing trait factors.
b) Each trait of subordinate is rated by the supervisor by circling
the score in the rating scale.
EXAMPLE OF TYPICAL GRAPHIC RATING SCALE SHOWN
IN FIGURE:-
PERFORMANCE APPRAISAL
5. QUALITY OF O o 100-90
MERITS:-
a) It is a simple method to assess performance of
employees.
b) It is easy technique that does not need training to use by
raters.
DEMERITS:-
a) Designing rating scale needs high expertise and
knowledge.
b) Biased rating in performance evaluation can not be ruled
out.
DEMERITS:-
a) It is expensive and time consuming.
b) Perfect/accurate rating may not be possible as the method provides
scope to raters to rate in biased manner.
Subordinates
The 360 appraisal which was coined in the U.S in 1998 has been
very popular there as a tool to measure employees performance and also
to provide feedback for development. Most of the U.S companies are
now using this technique. In India, it is emerging as HR tool for
development at WIPRO, ITC, MOTORALA, NOKIA, SEAGRAM, and
a few others.
This method has different uses viz. designing scheme for
personnel development of employees and team members, preparation of
succession planning, assessment of training and development needs,
decision for pay increase, ascertainment of leadership traits,
establishment of interpersonal relationship.
BENEFITS:-
The 360 feedback (multi source assessment) has the following
benefits if, used in organization:
a) Rating is unbiased as raters are many and give separate
rating about ratees performance, job behavior.
b) Ratees can compare their own evaluation with those
evaluation made by others and accordingly can take
measures for improvement.
c) This method encourages more open feedback.
d) This method develops a feeling of self-awareness amongst
ratees
LIMITATION:-
a) Managers may take revenge against the raters who have
rated badly on the performance behavior of ratees.
b) Free and frank rating may not be possible in some cases
specially when subordinates evaluate bosses performance.
MERITS:-
a) Raters biasness is eliminated.
b) Since, third party intervention is involved
information/replies are given by the concerned person
very cautiously.
DEMERITS:-
a) It is time consuming as third party activity is involved.
b) Supervisor may not take this technique in good spirit.
c) It may adversely affect working climate in
department.
COMPARATIVE APPROACH:-
Under this approach, comparative evaluation of employee
performance is made. Each individual employees performance is
compared to other employees. Three methods: viz. Ranking Method,
Forced Distribution Method, and Paired Comparison Method are
discussed to appraise employee performance.
1) RANKING METHOD
Two ranking methods are in great use in organizations. They are
Simple Ranking Method and Alternation Ranking Method.
MERITS:
a) This is simple and easy method that does not need training
for raters or ratees.
b) It is less expensive as it does not involve extra cost towards
designing format, training of raters to learn the system for
evaluating performance etc.
c) Since, performers and non-performers are identified
/known, company can initiate separate projection/ measures
for developing skill, knowledge, competencies, attitude of
both group of employees.
DEMERITS:
a) It demoralize, frustrate employees who are ranked low.
b) Chances of biased judgment are not ruled out.
c) Accurate ranking may not possible when a good number of
employees have equal level of performance.
PROCESS:
a) For evaluation of work performance employees are
categorized into some groups like high performance, above
performance, average performance, below average
performance and low performers.
b) Percentage distribution of ratees to each performance
category is made. For example, distribution of percentage of
employees may be like in the following:
High performers 10%
Above average performers 15%
Average performers 40%
Below performers 15%
Low performers 20%
c) Employees are rated by the managers/executives and are placed in
performance categories.
MERITS:
a) It is very easy to use this method.
b) It helps to design and develop training programmes/courses
for low performers and below average performers.
c) It helps to change, modify selection tools, technique so that
organization can procure quality and dynamic people as per
requirement.
DEMERITS:
a) It affects team building, team spirit, interpersonal relation
between employees and all this creates unhealthy, conducive
atmosphere in the organization.
b) Performance categories of employees affect production,
productivity, absenteeism and turnover of the employee
Employee rated
As compared Mr. A Mr. B Mr. C Mr. D Mr. E
to
Dutta Bose Chandr Dan Pal
a
Mr. A Dutta - - - -
Mr. B. Bose + + - -
Mr. C. + - - - +
Chandra
Mr. D. Dan + + + -
Mr. E. Pal + + - +
DEMERITS:
a) It is very time consuming as comparison is made on a one-on-
one basis.
b) If span of supervisor is very large, it is difficult to use for
appraisal of performance of employees in organization.
RESULT APPROACH:
This approach to Performance Appraisal relates to objectives,
result of a job. The concept arises from the philosophy that,
achievements of results strengthens organizational effectiveness;
generate strength and power of the organization to sustain, to
face challenges.
The performance management system that uses results is
management by objective, which is discussed below:
Amount of deposit
Amount of Advance (excluding House Building)
Loan & Agricultural loan
Recovery of Non-Performing assets
Amount and Number of Accounts of House
Building Loan
Amount and Number of Accounts under different Savings
Schemes
Number of customer complaint
Amount of Profit
Amount and number of Accounts of Agriculture Loan
The numerical goals are decided jointly by branch Manager
and Regional/Zonal Manager.
PROCESS OF MBO:-
The following steps are considered for MBO process:-
9) EVALUATING PERFORMANCE:-
MERITS:
a) It is easy to measure performance as performance target is
already set. The manager needs to compare individual
performance with standard performance.
b) It develops a sense of accomplishment among individual
employees.
DEMERITS:
a) It is time consuming as the whole process (viz, setting goals,
conducting periodic review meeting, and providing
feedback/support to subordinates) needs much time to be spent.
b) This method may not work effectively where superior
subordinate relation is not healthy.
1) ERROR OF RATING:-
a) HALO EFFECT:-
It is the tendency to rate an employee consistently high or low
on the basis of overall impression. One trait of the employee
influences the raters appraisal on all the traits. For example, an
employee may be rated high on performance just because he sits
on the job late in the evening. Similarly, a person who does not
have regularly may not be considered lazy at work and may be
underrated. This error may be minimized by rating all the
employees on one trait before taking up other trait.
b) STERO TYPING:-
c) CENTERAL TENDENCY:-
d) CONSTANT ERROR:-
e) PERSONAL BIAS:-
f) SPILLOVER EFFECT:-
2) LACK OF RELAIBILITY:-
3) INCOMPETENCE:-
Raters may fail to evaluate performance accurately due to lack
of knowledge and experience. Post appraisal interview is
often handled in effectively.
4) NEGATIVE APPROACH:-
5) MULTIPLE OBJECTIVES:-
6) RESISTENCE:-
Trade unions may resist Performance Appraisal on the ground
that it involves discrimination among its members. Negative
ratings may affect interpersonal relations and industrial
relations particularly when employees/unions do not have
faith in the system of Performance Appraisal.
6) LACK OF KNOWLEDGE:-
INTRODUCTION
To reduce freight rates and increases production, Parle has tie-ups with
contract manufacturing units supervised by a Parle officer. These units
are provided with the processing charges biscuits, which are transferred
to depots established at strategic location.
COMPANY PROFILE:-
ABOUT THE COMPANY UNIT IN RUDRAPUR:
PARLE G BISCUITS
ORANGE CREAM BISCUITS
HUMAN RESOURCES:-
EMPLOYEE PROFILE:-
BOARD OF DIRECTORS:-
AUDITORS:-
DELLOIT HARSHSKIN & SONS
BANKER:-
UTI
PUNJAB NATIONAL BANK
CBOP
MOTHER UNIT:-
PARLE PRODUCTS PVT. LTD.
NORTH LEVEL CROSSING
VILLE PARLE (EAST)
MUMBAI
CORPORATE OFFICE:
NIRLON HOUSE
A.B.ROAD
MUMBAI.
MOTHER UNITS: -
Mumbai,Nasik,Banglore,Khaboli,Bahadurgarh(Haryana),Bhuj(Guj
arat), Neemrana (Rajasthan), Sitarganj, Pantnagar.
The Parle name conjures op fond memories across the length and breath
of the country. After all, since 1929, the people of India have been
growing up on Parle biscuits and sweets.
Today, the Parle brands have found there way into the hearts and homes
of people all over India and abroad. Parle biscuits and confectioneries
continue to spread happiness and joy among people of all ages. The
consumer is the focus of all activities at Parle. Maximizing value to
consumer and forging enduring customer relationships are the core
endeavors at Parle.
Our efforts are driven towards maximizing customer satisfaction and this
is in synergy with our quality pledge. "Parle Products Limited will strive
to provide consistently nutritious and 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 provide them an open and
participative environment."
CUSTOMER FOCUS:-
P.Q.S FOCUS:-
MISSION STATEMENT
> Grow then higher then market growth rate, while maintaining
leadership in the industry.
THE PRODUCT
Parle biscuits have a range of variants in it product portfolio. The
popular brand Parle- G, krackjack, Monaco, and its variants (Zeera,
onion and Methi) are available in packets of various convenient sizes.
New products like hide & seek are a foray into the premium segment.
THE PLACE
The well-entrenched distribution system (the company covers 12-15
lakh outlets across the country), with 39 depots at strategy points all over
the country. From the depots, the biscuits are sold to wholesalers and
further to retailers.
THE PACKAGING
Biscuits have under gone a swift transformation. From the earlier
waxed-paper packing, Parle's BOPP offering is not only stylish and
enticing bit also increases the self-life of the biscuits.
Filled with the goodness of milk and wheat,
Parle G is not just a treat for the taste buds, but a
source of strength for both body and mind. Tear
over a packet of Parle G to experience what has
nourished Generations of Indians since last
sixty-five years, making it truly Hindustan Ki
Taakat.
Its not just a biscuit, its the taste of relationships captured in a biscuit.
A little sweet and a little salty crafted in such a delicate and delicious
balance, you can never get enough of it. Have it anytime you like with
anything you like.
Krackjack Crispy Creams is a
delicious combination of crispiness of
Krackjack and sweetness of cream
biscuit. The classic sweet and salty
taste gets laced with a sweet & sour
lime flavor in the cream sandwiched
between Krackjack biscuits. A mouth
watering delicious combination
Orange: Tickle your senses with Parle Orange Kream The tangy
orange cream between two scrumptious biscuits makes for a real treat.
Heres a choco biscuit that flirts with your
taste buds. Seek out the chocolate chips that
aren't really hidden. And relish a delectable
experience as they melt in your mouth. Also
know to work as an effective icebreaker its
easy to see why its tasty itna, ki dil aaj
Your favorite Marie biscuit, Parle Marie is now even more exciting. Its
lighter. Its crispier. And its tastier. Making it even more appealing than
before.
So the next time youre hanging out with your buddies, just tear open a
pack of Parle Marie. And immerse yourself in an engaging conversation
and an even more engaging taste.
A crispy cracker that adds a namkeen zing to the usual biscuit. Goes well
with a cup of tea, an evening snack or an occasional namkeen thought.
Just bite in and let the rich golden texture melt in your mouth.
As such government of India also leads for the welfare of the workers in
the organizations under various acts made for the industries to follow up
the path of well-being by following those rules and guidelines. In those
acts only the conditions for the workers welfare is also well organized.
The various acts for the industries to follow are as follows:
Indian factories act,1948
Workmen's compensation act, 1923
The employees state insurance act,1948
Personal injuries (compensation insurance) act, 1963
Control of effluents:
Accordingly when the process of sanitation is done the wastage of
industrial process is eliminated and that wastage is eliminated through
the process of sewage. This eliminated waste should be taken care off as
this waste material is also harmful for the environment. Emphasis should
be given on reduction of waste material.
While being in exhaust place and working there from long period, leads
to lack of energy that gives birth to stress and compulsive nature.
Employees should be provided with milk, soda, other mineral drinks in
intervals so that they be able to carry on their work in good position.
Notice boards; posters and picture, slogans, library,
information's:
Under company compound they should have notice board so that any
important information, notice can be easily come under the notification
of the employee. Company should provide their workers with library so
that they be able to get material to enhance their knowledge. Use of
posters, picture, slogans should be there which help in employee
motivation.
Convenience:
Canteen services:
Company should provide their workers canteen service also as it is
beneficial for both company, it will save their time and workers will get
their meal. Canteen should provide goon nutritious food to the workers.
Management of workers:
Workers should be well managed, according to the work. Company
should manage the proper distribution of the workers in each task so that
employee is able to complete their task.
Medical insurance:
Company must be sure about medical insurance to their employee for
the welfare of the employees. (ESI &EMI)
Compensation:
Company should compensate their employee and their family members
in respect of medical treatment.
Women and child welfare:
Companies now usually make compound in their province for their
employees where workers live with their family. For the welfare
purpose, women and child must be lead with education programmes,
provision of loan to the employees for the education of child should be
there, and recreational parks should be there for the women and child.
Recreation:
Recreation comprises of various activities like social cultural
programme for the women's, and playgrounds for their children, extra
curricular activities should be there
Education:
Education facility to the women and children for their welfare, grant of
loan to the employee for better education of their children
Schools :
Schools is a major associated thing with our country for its bright future
and if it is provided to the employees by the company for their children
and themselves its being the major contribution of the company towards
the welfare of their employees
Transport:
Companies have employees from various places nearby their province.
They should provide them with transport facility for their conveyance. It
will be good in respect of both Company and their employee.
Communication:
Housing facility:
Companies have moreover large no. of employees working there, some
were from the neighboring places and some from the places situated far
away from its compound. Companies should have housing facilities for
those employees who has come to serve company with their best
performance.
Administration of welfare:
E v
W e lf a lu
a re a ti
p o li o n
c y O r
g a
n iz
a ti
o n
Incentive policies:
The company has introduce incentive policies which motivates
employee in doing better work as well as effect company performance
by reducing wastage and increasing production; 5-s policy
5-s policy stands on five words.
Seiri meaning proper organizing of things
Seition meaning right place for right thing
Seiso meaning neatness and cleanliness
Seiketsu meaning standardization
Shitsuke meaning discipline
Kaizen;
KRA (key responsible area).
Cultural activity:
Cultural activities took place and many programmes happen there from
which one is awarded being the best. Gifts and awards were given to the
persons which were the best in their respective tasks and also from best
one, selected following different policies and rules made by the
executives.
Cultural activities i.e. plays were done by the employees themselves in
supervision of their heads.
Different type of themes type these cultural activities happens
sometimes monthly, mostly quarterly. These cultural programmes get
employees reducing stress and fills them with great sense of being with
an organization.
Sports:
Sports also reduce stress and gives employees great pleasure which
helps employees in concentrating more on their work, sports that carried
out in the company is cricket, badminton, volleyball, and table-tennis
Games took place on every Saturday of a week. Tournament for different
games also happen at their respective time by making out teams within
all employees.
Art of living:
This was the programme specially done for the employees getting them
how to come out of stress and tension which employees suffers by the
continuous work, employees were told how to get relief by keeping them
in continuous process of doing meditation and yoga.
Camp was set on 16 of May to 20 of May and employees were brought
shift-wise there in morning from 0600 hrs.
Naturopathy:
Knowledge was also given to the employees, which means how nature
and its sources can be beneficial. Groups were made consisted of 5-6
members and were send for the naturopathy classes
Medical facilities:
Medical facilities for the employees, giving them compensation for
medical claims. Company also has first aid kit with all usually needed
medicines, tools and equipments necessary for the treatment.
ESI policy were made for all employees. If any causality happens his\her
family is compensated by the company as such, company give
compensation to their employee
Education access:
Company also lead access to the employees for the better education of
their children by providing them education loan.
Home visits:
Every week visits were made to the homes of employee time by time to
see the effect of policies executed (5-s) whether they are rightly
implemented. Also they notifies the change in the family status of
employees
Other than these services Parle Company also has many other policies
for the employee welfare like:
Transport facility to the employees (pick and drop) was expanded
till haldwani for the employees coming from haldwani. At the
expense of rs. 1500 p.m. which also give conveyance to the
employees in the matter of transport and expense both.
Company besides providing lunch, now also providing dinner to
the employees which costing rs. 20 but only rs. 5 were charged to
the employees. Provision of drinking water, urinals and lavatories
were already there.
New incentive schemes for employees enable them to get till rs.
500 p.m.
Casual leave can be given to the employees who has completed the
tenure of 2 year
Employees those increment has been left, for an year were
receiving airier in that case which means that if the time is 1year 8
months then the employee will be getting rs.
8*350=2800
These were the policies that Parle biscuits pvt. Ltd. follows for the
welfare of their employees which makes strong relations between
employees and the company.
HR Practices at PBPL
Benevolent Fund No
Transport Facility for all Yes
Uniform (2 pair cotton, 2cap, 1 jacket) Yes
subsidised canteen Facilities(5Rs for
staff &3.50 for worker Yes
Cultural Program Thrice in a tear
Sports Activities once in a year
Naturopathy Yes
Staff Yes
Workers Yes
Guest House Facility (Staff) Yes
Yoga /Art of Living/ Vipasana Yes
Magazine(Quarterly) Yes
Recreational Tour / Inter unit visit Yes
Special occasion celebration &Gifts
(Marriage etc) Yes
Home visits Yes
Religious ceremony (vishwkarma
puza) Yes
17 Performance Appraisal System Yes
Review Period
Staff (Half yearly) Jan & July
Workers (Half yearly) Jan & July
Rating System Point Based
job
knowledge/Productivi
factors considered ty
Attitude/Discipline
18 Exceptional performance Reward Yes
By giving additional Increments Yes
By giving Early promotions Yes
By cash Rewards No
19 Training & Development Yes
Internal Trainings Yes
External Training Yes
7 days per year (56
Training Man Days hrs)
Training Policy Yes
Functional Training Yes
Behavioural Trainig Yes
Skill Gap Training Yes
Education Tours Yes
Benchmarking Practises Yes
Quality/ 5"s/ HACCP Training Yes
20 Salary & Perquisites
Basic Salary Yes
Minmum 50% Yes
OBJECTIVE OF
STUDY
RESEARCH METHODOLOGY
Research methodology refers to the various sequential steps (along with
a rationale, of each such step to adopt by a researcher in studying a
problem with certain object or objectives in view. It would be
appropriate to mention that research projects are not susceptible to any
one complete and inflexible sequence of steps and type of problems to
be studied will determine the particular steps to be taken and their order
too. However, the following steps provide useful procedural guidelines
so far research methodology is concerned;
DATA COLLECTION
When research problem has been defined or research plan has been
chalked out, the task of data collection begins.
There are two types of data-
1. PRIMARY DATA
2. SECONDARY DATA
PRIMARY DATA
Primary data is one which is collected in full details regarding his
research problem. Primary data is the first hand data collected by means
of observation & communication.
60 users (Sampling)
Sample size:60
Primary Data
Survey
Secondary Data
How was the population defined?
Existing corporate
In primary data:
Questionnaire (Mixed )
I. Close ended
III. Optional
Personal Interview
arrange through in rating method and gave -5 to +5 (-5, poor & +5 good)
In secondary Data:
PARLE Manuals.
Internet.
INTERPRETATION:
In the sampling survey conducted was found that 70% Employees are
satisfied and 30% Employees are not satisfied primarily because of the
match.
INCREMENT; 6%
DIAGNOSE; 13%
PERFORMANCE; 38%
MANAGEMENT; 19%
OBJECTIVE; 25%
INTERPRTATION:
INTERPRTATION:
ITS PROCESS.
In our opinion P.A should be the time period of conducting continuous
Appraisal.
TIME PERIOD
TIME PERIOD
55%
35%
25%
32%
51%
16%
INTERPREATAION:
Interpretation:
area?
No; 25%
Interpretation:
No; 25%
Interpretation:
the employee.
25%
45%
5%
25%
INTERPREATION:
INTERPREATAION:
Personal Targets
Satisfied; 35%
Interpretation:
65& employees agree that their targets match with the organizational
program?
Satisfied; 35%
INTERPRETATION
Satisfied; 35%
INTERPRETATION:
interested and 20% say they approach as and when required and do not
Survey :
If given a chance or an opportunity would you like that the current
Satisfied; 35%
INTERPRETATION:
process, however 35% feel that any appraisal system cannot be free from
the employees?
Satisfied; 35%
INTERPRETATION:
the hidden potential, whereas 35% disagree. TNA then comes to place
among the users after using the corporate services provided by Parle.
Almost 65% respondents who have used the P.A services at PARLE are
PERCIEVED QUALITY
Satisfied; 35%
Performance standards.
Awareness of technique of Performance Appraisal being followed
issues they to work on to that next step. Its the boss job to let the
Before going into a review, employees should carry a page with two
columns, the first headed specific areas of strength and the second,
specific areas of improvement. Its very important that they hear
both the good and the bad comments because they will never
Employees should find how their boss might solve these issues, and
FOR APPRAISERS:
They must be well trained and they should know why the appraisal is
needed.
FOR REVIEWERS:
vision.
members.
To moderate ratings of team members based on departmental/SBU
performance.
Should not be bias, but the fair in rewarding or finalizing the appraise.
respective appraisals.
company.
management system.
timely release
5. Letters
CONCLUSION
it. To retain good performers and for keeping the employees motivated
etc. hence management needs to decide how much time and money
they want to allocate for this purpose and should critically evaluate
method.
LIMITATION
time.
The respondents were not in the position in given the correct and
The sample size was very short for this kind of survey.
having no interest.
Q. 1:- when we have to perform the activity of performance appraisal?
(1) Quarterly (2) Half yearly (3) Yearly
Q.5:- Which method did you like for your performance appraisal?
(1) Rating (2) Paired (3) BARS (4) Performance
\
WEBSITES:
www.wikipedia.com
www.encyclopedia.com
www.google.com
BOOKS:
Edition-2004
NEWS PAPERS:
Manuals: