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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 notmeasured 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

Vijayam Degree College Page 1


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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 therank 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



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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 agoin 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 lifeMany 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 secretIt 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!.



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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. The

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

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.

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 nationalUniversity, 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 : Sugar Boiled Confectionery.

Year of Establishment : The NCCL was established on February 1953 by



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Late Sri. B. Venkatarama Reddy, a graduate

form national University, Adyar.

No. of workers : Around 482 workers on all over factory.

Annual Sales turnover : 225.3 Crores 2009 2010

Company Capital : 30 Crores in 2003.

Principal Export market : 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 : 100 tonnes per day (rated capacity)

No. of workers : Grade I - 5

Grade II - 42

Grade III - 347

Grade IV - 80

Total - 474

Number of staff : Mangers - 17

Officer - 54

Trainers - 4

Total - 75

Total number of employees working is - 549

No. of verities in PDN : 25

Mahalacto



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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

principle.

He left us in 1964. but the tradition has not left us it never will.

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



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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


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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 : As per factory act

Casual leave : 12 days

National and festival holidays : 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



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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.



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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 whichoffers you the best of both worlds at Re.1


Maha Choco

A rich chocolaty candy at 50p with a taste that no-one can resist.




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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 chocolateeclairs.

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

Geamy caramel

Haud Boiled Mahalacto Nutrine,

Amras Nutrins Gold,

Gulkland coconut crunch

Milk, Butter, Mall Mango,

Vanilla, Rose, Coconut

Toffee Wild keffy,

Assay,

super Assortment,

Dishum ,

Carmella

Coffee

Vanilla

Twin treat top delite cream

coconut pineapple,

Orange grape coconut balck

current mango.

Lollipops Nutrine Lollipops Lollipop

Lozenges Coolers Ginger, Gingermint,

Eucalyptus (OLE)

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



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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 MECHANISMSHRD systems may include the following process mechanisms:


Potential appraisal and development

Feedback and performance coaching

Career planning

Training

Organization development

Rewards

Employee welfare and quality of work life

Human Resource Management

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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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.



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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.

ResearchMethod



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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

Opinion

Respondent

s Percentage (%)

5 to 10 years 7 14

11 to 15 years 12 24

16 to 18 years 11 22

Above 20 years 20 40

Total 50 100

Chart:-1

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 Respondents Percentage (%)

Fully aware 30 60

Partly aware 20 40

not Aware 0 0

Total 50 100

Chart:-2

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


Yes 44 88

No 6 12

Total 50 100

Chart:-3

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


Performance review over a period 9 18

Salary increment 17 34

Improvement of performance 20 40

Training need 4 8

Total 50 100

Chart:-4

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?



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Table:-5


Employees 4 8

Organization 29 58Both 17 34

None of these 0 0

Total 50 100

Chart:-5

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




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Yes 44 88

No 6 12

Total 50 100

Chart:-6

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


Yes 42 84

No 8 16

Total 50 100



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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


Very Good 7 14

Good 14 28

Average 25 50

Bad 4 8



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Very Bad 0 0

Total 50 100

Chart:-8

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


Strongly Agree 15 30

Agree 19 38

Con't say 3 6



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Disagree 3 6

Strongly Disagree 10 20

Total 50 100

Chart:-9

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


Strongly disagree 12 24

Disagree 14 28

Can't say 15 30

Agree 6 12



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Strongly agree 3 6

Total 50 100

Chart:-10

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 Respondents Percentage (%)Strongly helps in enhancing your job

knowledge a individual skill 27 54

Does not help in any way 15 30

To know the organizational environment 8 16

Total 50 100



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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


Strongly agree 13 26

Agree 9 18Neutral 22 44

Disagree 3 6


Total 50 100

Chart:-12



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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


Completely 18 36

Moderate 29 58

Not at all 3 6Total 50 100

Chart:-13



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Interpretation:

From the above Chart 36% of the Respondents are completely fulfilling their

training needs, 58% ofRespondents 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


Yes 36 72

No 14 28

Total 50 100

Chart:-14



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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


Yes 47 94

No 3 6

Total 50 100

Chart:-15



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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 Respondents Percentage (%)Highly Sufficient 5 10

Sufficient 27 54

In Sufficient 9 18

Highly Insufficient 9 18

Total 50 100

Chart:-16



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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


Promotion 8 16

Salary 25 50Relation/Termination 9 18

Identification of poor performance 8 16

Total 50 100

Chart:-17



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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


Strongly Agree 10 20

Agree 9 18

Neutral 27 54

Disagree 0 0


Total 50 100

Chart:-18



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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


Considerable time 33 66

Not much Time 9 18

Don't know 8 16

Total 50 100

Chart:-19



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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

[ ]

a) 5 to 10 years b) 11 to 15 years c) 16 to 18 years d) Above 20 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

[ ]

a) Employees b) Organization c) Both d) None of These



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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

[ ]

a) Yes b) No

8. How do you rate the existing performance appraisal system

[ ]a) Very Good b) Good c) Average d) Bad

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 [ ]

a) Strongly helps in enhancing your job knowledge and individual skills

b) Does not help in any way

c) To know the organization environment

12. Performance appraisal is able to identify the training needs[ ]

a) Strongly Disagree b) Disagree c) Agree d) Strongly Agree

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 performance

[ ]

a) Yes b) No

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

[ ]

a) Highly sufficient b) Sufficient c) Insufficient d) Highly Insufficient

17. The performance appraisal system helps in

[ ]

a) Promotion b) Salary c) Retention/Termination

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

[ ]

a) Considerable Time b) Not Much Time c) None of These

20. Any other opinions on performance appraisal system in your

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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