New
New
New
PROJECT REPORT
ON
PERFORMANCE APPRAISAL
At
Submitted To:
S.K.School of Business Management
Hemchandracharya North Gujarat University, Patan
In partial fulfillment of the requirement for the award of the degree
Of MASTER OF BUSINESS ADMINISTRATION
Submitted By:
Ekta Gupta
Roll no: 15
14TH May 2016 15th JUNE 2016
Academic Year 2016-17
Industrial training makes student enough aware in terms of how, where, when, and
up to some extent theoretical and practical knowledge can be used to solve problems in
practical life.
Industrial training plays an important role to develop the practical view point of
student also making them aware about practical problems, opportunities and difficult
situation of industrial units.
I have prepared the report of Duke Plato Technique Pvt. Ltd., my belief, ideas,
understanding, and observation. I have tried to comprise all the important information in
presenting report.
I
S.K. SCHOOL OF BUSINESS MANAGEMENT, PATAN Page 2
ACKNOWLEDGEMENT
When a good thing comes to end, memories are left behind, in this regard; I am
indebted to respected Chairman Prabhubhai Patel, Managing Director P.P.Patel, Marketing
Manager S.N.Patel, Finance Director D.K.Patel and Purchase Director R.P.Patel for giving
me this wonderful opportunity to do a project in an organization.
I am highly obliged to Duke Plasto Technique Pvt. Ltd., Badarpura, where I have
done my summer training. I am thankful to Mr. Pradip Barot (HR Manager) for giving me
permission for doing summer training.
I am thankful to our Head Mr. Nishith Bhatt and I am also thankful to my project
guide Mr.Sanjay Panchal Sir for giving me proper guidance for successful summer
training and preparing report. I am also thankful to all those persons whose guidance and
ideas have been so helpful in preparing the project report.
II
S.K. SCHOOL OF BUSINESS MANAGEMENT, PATAN Page 3
EXECUTIVE SUMMARY
Forced ranking and forced distribution are techniques that work well in
competitive environments. Avoid them in team-based departments.
III
PREFACE I
ACKNOWLEDGMENT II
EXECUTIVE SUMMARY III
1.1HISTORY
Organization is the foundation upon which the whole structure of management is built
organization is one of the fundamental functions. After having thought out the objective or
goal of an enterprise and the course of action to be follow we need to give technical shape
to the work to the perform to meet the objective.
Duke is promoted and managed by Shri Prabhubhai Patel, Shri S.N.Patel, Shri
D.K.Patel, and Shri R.P.Patel. All the founders of Duke are quality conscious. Technology
services the nation since 1989 by providing quality pumping solution to pump industry.
Indias 2/3 population about 66% is mainly dependent on rain water. Now rapid
changing of modernization is experienced in ruler villages are now days becoming
changing its ground water.
Duke Plasto Technique Pvt. Ltd. synonymous for manufacturing quality consistent
and reliable products and as its name Duke itself speaks king in pumping solution
industries and winners of national quality award in 2007 from government of India.
1.2 VISION
To be eminent global brand providing complete, innovative, invincible quality
pumping paraphernalia less than one roof.
1.3 MISSION
1.4 VALUES
The values that guide us are trust, ethics, integrity, discipline and performance.
NAME OF COMPANY:
Duke Plasto Technique Pvt. Ltd.
LOCATION:
Corporate Office :
Works :
FORM OF ORGANIZATION:
PARTNERSHIP FIRM
Designation Name
Managing Director Mr. P.P.Patel
Managing Director
)
Manager Finance Manager HR
Department Department
Accounts Head
) ) )
) ) ) )
Here, this graph represents the structure of the Company. Company has main three
departments such as Production department of P.V.C. pipes and Submersible motors,
Finance department, Purchase department, Marketing Department and last H.R.
department. All the Departments are controlled by Managing Director. All the Department
have their head such as marketing director, Purchase director, finance director and
Production director, but H.R. department handling H.R. manager. All the departments
have their manager under controlling by their Directors. All Department have their
supervisor, they watching on workers and give direction, but H.R. department have
manager, assistant manager and computer operators. This Department only hire employee
and watch on their quarry.
2.4 CERTIFICATION
Received ISI certification for ISI 12818, and ISO 9001:2000 from ABS in the year
2000.
ISO 9001:2000 certification from TUV: SUD South Asia for quality Management
System in 2008.
Among 5ms of managements money, material method, machine, market & man
the later one is most important. It is rightly said.
o Labor management
o Personnel management
o Industrial relations
o Industrial management
4. It is people concerned.
Personnel Management deals with the employees satisfaction level and the
relationship between employees and employer.
Personnel Director
Personnel Manager
Department Head
Job In-charge
Workers
FUNCTION OF H.R.D.
H.R.D. refers to the management of personnel in such a way that every employee
makes his fullest contribution to the purpose of the business. The walled mean recruiting
the right men to do the right job, train them to acquire or improve their abilities and
motivate them to put their abilities to the best use by giving them a reasonable
remuneration, promotions, a sense of job satisfaction and incentives. While these are the
main function of personnel management there are others which are incidental but no less
important and those are maintenance of industrial relations safety and welfare facilities
discipline and so on.
IMPORTANCE OF H.R.D.
The human resource is the most complex resource to manage because unlike the
other resources, the human aspect is its very essence. While all the other resources are in
animate objects and may be used as the management wills human beings have a will and
mind or their own and therefore, wherever they are put to use, their will and mind also
count the managements will and mind alone are not of much avail unlike a material which
contains specific properties and fields definite results, a human being has his own
particular mental make-up, a he is not amenable in a work situation, to a scientific
formula, similarly while a machine can be mechanically set to work of a given speed and
with a given accuracy there is no mechanical device to set a human being to work in
accordance with a mathematical equation or a legal dictum.
RECRUITMENT
Recruitment is the discovering of potential applicants for actual of anticipated
organizational vacancies in other works, it is Linking Activity brings together those with
jobs those who seeking job.
If you want to plan for three years, plant corn, if you want to plan for ten years,
plant free and if you want to plan for 100 yrs. Plant man.
SOURCES OF RECRUITMENT
Generally, there are two sources of recruitments:-
(1) Internal Sources
(2) External Sources
1. Internal Sources
Internal sources are most obvious sources there include personal already on the
payroll of an organization whenever any vacancy occurs. Somebody from within the
organization, upgraded, transferable promoted or sometimes denoted.
This source is used by many organizations but a suppressing large number ignore
this mgmt jobs. It is not wise but reasonable for company to use these sources Duke Plasto
Pharmaceuticals not use internal source for recruitment.
2. External Sources
There sources lie outside, the organization advertisement, employment agency etc.
we called external sources, thus usually includes.
1. New entrains to the Labour force. I.e. young mostly inexperienced potential
employees college students.
4. Other not in the Labour force such as married women and person from minority
groups.
In DUKE, Generally the external sources are adopted. The industry has
external recruitment agency for recruiting the employees. They get labour from
local area.
METHODS OF RECRUITMENT
There are three methods of recruitment
1. Direct Method
2. Indirect Method
Indirect method mostly involves advertising in new papers, radio in trade &
professional magazine & brochures this is suitable for senior port.
This method includes the use of commercial or private employment aerials, state
agencies, placement officers of school, colleges or professional management consulting
firms, introduction seminar for college professors friends & relatives.
For the requirement of personal they contact with third party such as recruiting
management & consultant form. The duke has own recruitment agency which provides the
best sources of man power.
RECRUITMENT POLICY
Generally DUKE recruitment policy is concerned with quality & qualification of
manpower. It established process. They used following factor.
They provide each employer with an open in the encouragement date of his/her
talent & skill.
They provide employees or the job which are engineered to meet the qualification
& minority action.
SELECTION
Selection is the process of examining the applicants with regard to their suitability
for the given job or & choosing the best from the suitable candidates and rejecting the
other.
Duke Plasto technique makes the selection employees according to merits &
experience & work performance & follows all steps of selection process.
SELECTION PROCESS
Selection is a step taken for collecting the all relevant information from the
applicants selection procedure at each stage co. gets some facts the selection process is a
follows
It includes mental health of employees they check mental health of applicants for
obtaining records of person.
Then after they take personal interview of applicants according to scout Interview
of the purpose who make exchange if ideas the answering of the question and
communication between two or more persons interview aims to establish export.
Reference checking is to be made for the obtain information about the past
behavior of applicant and verified the information described by the applicants in
application forms is true or not the later of reference is taken at the time of interview the
applicants taken the reference of the friends & professional personnel.
(7) Placement
INDUCTION
Induction is a technique by which a new employee is rehabilitated into the charge
surroundings in other words. It is a welcoming process for welcome new comer induction
is also known as ordination.
INDUCTION PROCEDURE
Duke Plasto technique follows the following process for induction.
3. Then they show the employees various departments & explain the relationship of
the dept. & instruction.
MEANING
The training is the process by which the attitudes, skills & abilities of employees to
perform specific jobs are increased. This task may be contrasted with that of increasing
knowledge, understanding of attitude of employees so that they are better adjusted to their
working environment the training is given to the lower level employees.
The need for training of employees would clear from the observation made by the
different authorities the training is needs for following reasons.
METHODS OF TRAINING
There are main two methods of training:-
On the job training means training is given the employees at that time who they
perform the work. Training is most commonly done on the job. It requires not any special
school, the student are trained at a point where no change over will be required and these
outputs add to total of department theses are favorable points for a training plan that is
simple too.
Off the job training means that training is not a part of everyday job activity the
actual location may be in the co. class room or in the places which are owned by the
company which have no connection with co.
TRAINING PERIOD
The training period varies with the skill to be required the complexity of the
subject a trainees aptitude & ability to understand & training media used generally
training period is not long the Duke Plasto technique. Provide 1 month on the job training
to the employees to the employees.
Development
Development is the long term education process untilled systematic & organization
procedures by which managerial personnel learn conceptual & theoretical knowledge at
general purpose development is made for higher level employees.
JOB DESCRIPTION
1. Managing Director
2. Qualification
There are different manager different department & they performing their own
duties.
1. Production manager
The production manager control & manage the work of production department.
2. Finance Manager
3. H.R Manager
4. Marketing Manager
PERFORMANCE APPRAISAL
A performance apprises us a process of evaluating an employees of its
requirement. Performance appraisal has been considered as a most significant and
indispensable tool for an organization. For the information it provides is highly useful in
making decisions regarding various aspects as performance & merit increases. MC,
Gregory says former performance appraisal plans the designed to meet three needs.
2. They are mean of telling a subordinate how he is doing & suggesting needed
changes in his behavior attitude, skill or job knowledge.
3. Superiors use them as a base for coaching & counseling the individual by
superiors.
In DUKE there is no P.A. system. The skilled workers perform their function &
keep a constant watch on the performance of other employees.
In DUKE there are 450 workers the wages given by co. to them as under:
1. Semi Skilled : Rs. 60 to 80 1 Day
2. Skilled Workers : Rs. 80 to 100 1 Day
3. Unskilled Workers : Rs. 50 to 60 1 Day
SALARY
SALARY STRUCTURE
Basic Salary
H.R.A. (House Rent Allowance) 10 % of B.S.
Transportation Allowance
Medical Allowance
Leave Travel allowance
1. General P.F.
2. Public P.F.
3. Contribution P.F.
In DUKE 12 % of B.S. Curtailed from the employees salary and also some amount
contributions created to the employees are in the bank and after retirement of employee
the amount such deposited with return to the employees with interest.
E.S.J. SCHEME
In Duke Plasto technique the employees pays 4.7 % of the wage bill, a maximum
of Rs. 7.50 per clerk on the highest wage scale and the employee pays about 2.3 % of his
wage around Rs. 4 per works. Various benefits to employees under E.S.J. Scheme are
provided by DUKE.
In Duke Plasto technique promotion is done on the basis of both merit & seniority
basis:
Seniority refers to length of service in the company of its various plants, or in its
departments or in a particular position.
In Duke Plasto, there is no trade union of workers in the organization there are no
problems regarding the workers & employees.
Personnel records contain of the employer and employees information on the job
analysis evolution and destination and destination or requirement test scone, training and
development periodically and appraisals, promotion and transfer demotion days offs,
wages and salary, pension, provident, provident fund, contribution employee benefits and
service, & accident prevention etc.
3.6INDUSTRIAL DISCIPLINE
During my visit I saw that workers and their work with highly discipline when any
problem was arises at that time first they informed supervisor. It there is serious problem
then supervisor gives them notice and according the order they performs their duties.
Employee assessment is one of the fundamental jobs of HRM, but not an easy one
though. In simple terms, performance appraisal may be understood as the assessment of an
individual s performance in a systematic way, the performance being measured against
such factors as job knowledge, quality and quantity of output, initiative, leadership
abilities, supervision, dependability, co-operation, judgment, versatility, health, and the
like.
I. MOTIVATION STAFF
There are three ways that appraisal seeks to motivate employees, since the earliest
appraisal schemes, it has been as article of faith that giving feedback, quite apart from
assisting in task performance, is something that motives people. At same time assessment
motivates by facilitating the fair distribution of rewards and setting target.
The notion is that if you are to engage in any kind of equitable distribution of
rewards, be they pay, promotion or whatever, then some of kind of comparing people is
necessary. If assessment of performance is made annually, it can be used to direct reward
to those most deserving of them. The principal underlying this is the desire to treat staff in
a fair manner.
By identifying good and poor performers, the appraisal assessment can enable the
organization to focus succession planning and resource on the individual who ate most
likely to responds positively and effectively to it.
In this most negative grab, appraisal; can be part of the process whereby
unsatisfactory performance is document and use in evidence in disciplinary dismissal
proceedings.
A sensible approach is to try to keep appraisal firmly locked on to the job and the
abilities needed to perform it effectively. This represents a more detached, less personal
way of discussing performance and one that in theory is less likely to be threatening to the
appraises self-esteem. It also tackles skills and abilities that should be amenable to
training, development and improvement.
The administrative decisions like salary increases and other form of rewards for
good performance, transfer and placement decisions are normally taken by the top
management or the personnel department.
In some organizations committees consisting of personnel managers and line
managers at senior levels take such decision. Largely these decisions are based in
performance and performance appraisals play a significant role in this. Most of these
administrative decisions fall under performance rewarding.
The path for development on the hob is already carved out for employees through
key performance areas, behavioral dimension, self-appraisal, performance analysis and
counseling.
At every appraiser-appraise levels role clarity obtained through mutual discussions
of pass and KAPs, increased understanding and insights generated about managerial
capabilities and behavioral qualities required for effectiveness in the organization
identification of facilitation and inhibiting factors that one can influence and change and
the discovery of ones own strength and weaknesses as well as opportunities to
development all contribute directly or indirectly to employees development.
However the insight gained during performance review and counseling discussion
and appraise should be reinforced and strengthened by supportive administration decisions
d. Tabulate the final appraisal rating by the appraiser against each performance area.
Where there are rating assigned to different objective-wise.
e. The trends in rating are indicative of the areas that need attention. Those areas
where rating is poor indicate training needs. These need to be probed further to
determine whether poor ratings are reflections of capability gaps or motivational
issues or rather biases. The HRD manager has to use his insight here. He might
interview a few appraisers and appraises to ascertain the training needs.
f. On the basis of such analysis, areas where a large group of employees need to be
trained could be identified. Wherever there are large group of people required to be
trained in number of people needs to be trained in select capability areas they could
be sponsored for outside programs.
The origin of result oriented appraisal can be found in the MBO movement that
emerged in the 1950s, although results-oriented appraisal is less systematic and
comprehensive than MBO schemes tended to be.
Essentially, the notion is that the appraisal session is one where manager and
subordinate or targets in the last six or twelve months and then set objectives for the next
period. One immediate effect of basing appraisal on result in this way is to shorten and
simplify appraisal documentation. There is no need of rating scale and the like it simply
comprises sections describing performance against past objective and the new objective
set for the year ahead. In addition of its motivational quality result-oriented appraisal is by
nature job related and therefore legally more defensible in term of any personnel decisions
taken as a result of it.
The notion of competency must stand a good chance of winning any competition
for the most over worked concepts in HR management in the late 1980s/early 1990s. It is
on observed skill or ability to complete a managerial task successfully or behavioral
dimensions that effect job performance.
Another distinction can be drawn between individual and organization level
competencies. There is actually very little, if anything that differentiates competencies
from the assessment dimensions used in many assessments centre for years. But
competencies ate applied more widely now.
Both by organization and by bodies such as the management charter initiative, is
setting performance standards for managers. Competencies are forward looking and
should have within them elements that are anticipated as being the key attributes in drives
or ten years time.
Comprehended based appraisal does allow some scope for comparing people, but
its real strength is in analyzing the progress if the individual and in directing to those areas
where skills can be improved.
All have their advantages and disadvantages, and achieve different things. The
temptation for many organizations is to try and have their cake to eat it. They combine
elements of the different approaches within the same scheme, in the hope that they will
fulfill all the purposes they see for appraisal.
The result is typically an appraisal scheme that has objective setting one side rating
of job related behavior and probably an overall rating of performance. More
constructively, an increasing numbers of organization are outing together result oriented
appraisal with competency based appraisal. This is the combination that works well.
2. MAN MANAGEMENT
Ability to handle conflicts
Team building skills
Leadership
Investment in subordinates
Role and goal clarity
3. PERSONNEL EFFECTIVENESS
Flexibility adaptability
Ability to motivate
Initiative
Though performance appraisal is a very useful technique it does suffer from some
of the following serious limitation
While assigning the factor points or number to the employees, there are some
raters who are very strict while some are more liberal. They cannot keep a fair
distinction between two individuals. Such an approach also nullifies the utility of
this system.
Sometimes the outcome of performance appraisals are not in conformity with the
other techniques of motivation, incentive wages plans and so on. Factors are
introduced in managerial appraisal because of a fact possessed by the person
concerned who conducts the appraisal.
Calculation is for below supervisor level at Duke Plasto Ltd.(Sample Size = 100)
84% says that they are not involved in performance appraisal system.
52% says that there is not proper justice done with them while 48% agrees that full
justice is done with them.
24% agrees that they get feedback while the rest disagrees with it.
74% are not aware of the monthly goals set by the company.
86% of the prospects said that the money is the only factor to motivate them while
only 20% agreed with the work measurement.
48% said that the company does not recognize their performance, their hard work
put into their work.
20% agree that appraisal is done to develop them while 80% disagrees to it.
i. IDENTIFY PROBLEM
It is the first and most important stage for conducting research properly formulated
problem is half solution of research process. Here I am just collecting information to
discover employee about problem, incentive, to moral, analysis performance.
Research design is helpful to specify the method and procedures for conducting a
particular study.
I have chosen the descriptive research design out of three design because it is
based on the primary data. It focuses on the discovery of new ideas and helpful to
achieving objectives of study.
In this stage first decided that to collect the data from primary sources or secondary
sources.
I am going to conduct research. So, I have to select primary sources to get
collected data.
There are two method of deciding data collection forms are as under
(a) Observational method
(b) Survey method
Here I have decided to conduct the survey and kind of survey is personal. To
collect the detailed information I have chosen personal survey for this formulation of
questionnaire is must.
In this stage researches have to carry out field survey therefore he has to decide
whether it is to be census or sample survey
S.K. SCHOOL OF BUSINESS MANAGEMENT, PATAN Page 39
I have used two or three methods of probability. I have used random sampling,
convenient sampling and area sampling.
To conduct field survey I have used interviewing of field survey. It is most difficult
task because respondents are generally heisted in giving information. But it is also
initiative and intelligence.
Once the field survey is over and questions are had been receive the beret task is to
aggregate the data in meaningful manner. I have analyzed all the data and find out the
characteristics of each question.
After data has been tabulated, interpreted and on analyzed it is required to prepare
a report.
ix. CONCLUSION
These are the steps, which we required to follow while conducting research study
procedure in my study and preparation of these report an at least I have interpret all the all
the question rest of the products. I also have given my findings and limitations for each
question and suggestion too.
To help in the proper placement of the workers after the completion of their
training and probation.
To identify the need and areas for further training of the employees.
To improve the job performance and identify their potentialities for other work.
SAMPLING SIZE
Here, I have surveyed only 100 employees.
CONTACT METHOD
There are four methods by which respondents can be contacted. The methods are
Personal interview.
Mail interview.
Telephone interview.
Computer interview.
40
35
30
25
20 East
15
10
5
0
A B C
Money 48
Work Culture 38
Management 14
Management
14%
Money
48%
Work Culture
38%
INTERPRETATION
From the above graph we can interpret that most of the employees i.e. 48% are
motivated by their pay scale while only 38% are motivated by the work culture of the
industry & 14% are motivated by the Management of the firm
On the job 38
Seminar 12
Lecture 8
Any other 20
INTERPRETATION
From the above graph we can interpret that the firm conducts training mostly on
the basis of on the job i.e. 38%, off the job at 22%, Lectures at 8%, Seminars at 12% and
other methods at 20%.
Performance 36
Regularity 26
Discipline 22
Behavior 16
Performance
Behavior
36%
16%
Discipline
22% Regularity
26%
Agree 75
Disagree 25
Disagree
25%
Agree
75%
INTERPRETATION
Here from the above graph we can interpret that 75% of the respondent agree that
their work is recognized while the remaining disagree.
Notice Board 76
Video Conference 24
Video
Conference
24%
Notice Board
76%
INTERPRETATION
From the above graph we can interpret that the firm communicated mostly on the
basis of notice board i.e. 76%, video conference at 24%,
Yes 69
No 31
No
31%
Yes
69%
INTERPRETATION
From the above graph we can come to know that 69% agree to that full effectively to
improve the moral level. While evaluating performance while the rest 31% disagrees.
Yes 80
No 20
No, 20
Yes, 80
INTERPRETATION
From the above graph we can come to know that 80% agrees to that full effectively
to improve the moral level. While evaluating performance While the rest 20% disagrees.
YES 88
NO 12
NO, 12
YES, 88
INTERPRETATION
From the above graph we can come to know that 88%employee agree to involve
in the process and while evaluating performance while the rest 12% disagree
Workers have job satisfaction and because of that employee turnover are less.
The company has less need of supervising work because workers are quality
oriented. Resources like men, machine, material and money are allocated and
utilized in better way and with good sense.
The workers of the company are so well trained that it enables the company to
make the best utilization of time, money, machines and materials.
I visited Duke Plasto technique Pvt. Ltd and the visit proved not only enjoyable
but also exiting to me the visit implemented, lasting memories and really. In this
unit the persons are very co-operative. They help me for getting information about
the unit and also suggested me about the company.
The company should put a welfare scheme for workers. A scheme for workers is
necessary for getting best result. A company should also need to provide staff
buses for workers & employees.
NAME OF BOOKS
K. Aswathappa (Recruitment)
WEBSITES:
www.google.co.in
www.wikipedia.com
www.marketresearch.com
www.dukeplasto.com
www.pumpindustry.com
1. Salary
2. Work Culture
3. Management
1. Agree
2. Disagree
1. Yes 2. No
1. Yes 2. No
1. Yes 2. No
1. on the job
2. Seminar
3. Lectures
5. Other
1. Performance
2. Regularity
3. Discipline
4. Behavior
1. Yes 2. No
1. Yes 2. No
1. Yes
2. No
1. Yes
2. No
1. Yes 2. No
THANK YOU