A STUDY ON “PERFORMANCE APPRIASAL

AT THE GLOBAL GREEN COMPANY LIMITED” BANGLORE

Synopsis submitted in partial fulfillment of the requirements for the

award of the degree of

MASTER OF BUSINESS ADMINISTRATION

Of
BANGALORE UNIVERSITY

SUBMITTED BY

KAVYA M
Reg. No. 18ZFCMD017
UNDER THE GUIDANCE
Of
MRS. VEENA LAKSHMAN

ASSISTANT PROFESSOR

SVR COLLEGE OF COMMERCE AND MANAGEMENT STUDIES

#28/4, SAMASANDRA PALYA, HSR LAYOUT, 2 SECTOR, BANGALORE - 560102

2018-2020
TITLE: A STUDY ON “PERFORMANCE APPRIASAL AT THE GLOBAL
GREEN COMPANY LIMITED”

INTRODUCTION:

THE GLOBAL GREEN COMPANY LIMITED

The global green company is a leading diversified producer of processed vegetables & fruits.
With customer in more than 50 countries, including some of the world’s most respected brands,
our commitment lies in spreading health and happiness through good food. Global green
company is an active participant globally in the preserved vegetables and fruit markets.

Global Green company was original set up in 1992 as a joint venture between India’s Thaper
group and a European partner. In 1996, the Thaper Group-in a demonstration of its vision and
commitment to the potential of Indian agriculture-acquired 100% stake in the entity.

REVIEW OF LITERTURE:

Borg (1974) "The literature in any field forms the foundation for which all the future work will
be built. If we build the foundation of knowledge provided by the review of related literature, our
work is likely to be shallow and naive and after duplicate work that have already been done
better by some one else."
Ward (2005) has stated that organization introduced 360- degree feedback often find that it has a
morale- boosting effects. The feedback contains a mixture of strengths and areas for
development.

Rao (2004) say in India, we made one significant mistake stuck to it for the last so years by
calling system and not a performance appraisal system.

Srinivasan (1994) survey of five hundred ninty one manager in manufacturing satisfaction with
the performance appraisal system characteristics and the organization to context components
variables.

Welsh et. AI. (1989) He extended work on improving meeting effectiveness (Briscope,
Hoffman, and Bailey, 1975; Seekins, Mathews, and Fawcett, 1984) by developed a manual
designed to improving the performance of meeting chairs. The manual designed to improved.

Hanel, Martin and Koop (1982) - They prepared a self- study test. time management guide and
compared the effectiveness of that manual in developed and maintained time management to that
of a best -selling time management book.

STATEMENT OF PROBLEM

It recognize the importance of performance appraisal system which occurs in the organization.
All organization faces the problem of directing the energies of their staff to the achieving
business goals and objectives. The continuous evolution of organization towards the changes
creates a great impact in the life of the business still, the business leaders are relying on the
capacity of the people and to their performance towards their job and roles in the organizations .

OBJECTIVES OF THE STUDY:

To study the existing annual performance appraisal system in by THE GLOBAL GREEN

COMPANY LIMITED

 To analyze the employee attitude towards the present appraisal system.

 To study the interpersonal and team relationship with peers, superiors and subordinates

 To study the occurrence of attrition in an organization and doing an analysis of it.

NEEDS OF THE STUDY:

 A very good system of performance appraisal system is need by an organization that
wants to be dynamic and growth oriented. It is to be remember that the employee needs
to be satisfied and there should be no difference between the review and appraised
employee
 Provide feedback information about the level of achievement and behavior of
subordinate.
 Provide information which helps to counsel subordinate.

 To prevent grievances and in disciplinary activities.

RESEARCH METHODOLOGY:

This deals with research design and the description of methods used to obtain in:

 Primary sources of data

 Secondary sources of data

Primary sources of data:

It is a main source of data, which is collected through –

 The tools for collecting this primary data are by two types namely Interview
Method and Questionnaire Methods.


Secondary sources of data:

It is a collected with other sources like-

 Books reference
 Earlier researchers

SAMPLING DESIGN:

 The data was then analyzing by using the present figure and reasons.
 Based on data analysis and its interpretation finding conclusion were
arrived.
 The tabulated data was then represented using various styles of graphs.

TOOLS OF DATA COLLECTION:

The data will be collected through questionnaire, interviews.

LIMITATION OF THE STUDY

 Performance appraisal are a part of career development and consist of

regular reviews of employee performance with in organization.
  In the case only the negative qualities of the employees are considered and
based on this appraisal.
 Some of the respondents were afraid to give true information in some cases.
 Technically the employees may have improved performance, he may still
not get the benefit.

CHAPTER SCHEME:
CHAPTER 1: INTRODUCTION
CHAPTER 2: COMPANY PROFILE
CHAPTER 3: RESEARCH DESIGN
CHAPTER 4: DATA ANALYSIS AND INTERPRETAION
CHAPTER 5: FINDINGS, CONCLUSION AND SUGGESTION
CHAPTER 6: BIBLOGRAPHY
CHAPTER7: ANNEXURE

GUIDE’S SIGNATURE STUDENT’S SIGNATURE