Performence Appraisal

Summer Internship Program
On
PERFORMANCE APPRAISAL EFFECTIVENESS ANALYSIS And

COMPANY OVERVIEW
At
GHCL LIMITED.
Submitted in partial fulfillment of the requirement of MBA program
Submitted by:
Vijay R. Surani
GUIDED BY:
Tulsi Raval
Sri Sunshine Groups of Institution Rajkot
PREFACE
It is definitely true that the world outside your house is many a time different from what you have been preceding in the same way. It is possible in that theoretical knowledge acquired by in the class room may differ from the practical knowledge.
With a view to making aware of the practical implication of what I learned really helping in industries during the remaining period the main.
I have undergone training at GHCL LTD. Sutrpada, Where I study the organization working and also analyze the performance appraisal system at there.
A sincere effort has been done by me to mention. The knowledge acquired during the Training period. The meters mention is based on information gathered during the survey.
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ACKNOWLEDEDGEMENT
M.B.A. degree is committed with administration of various industrial activities. I thank to all who helped us. We are hearty thankful to all the persons who helped us in getting the necessary information regarding the survey conducted by us.
First of all I am thankful to soul Creator supreme Father of world, I also thankful to my parents who have given me opportunity to study in this course, I am thankful to my Guide Prof. Tulsi Raval, assistant professor, Sri Sunshine Groups of institution Rajkot and all staff member of my institute Who has inspired me to do this project work. I am also thankful to Mr. E.P .Menon, Mr. Manoj Menon and Mr. Manish Gupta HR Manager at GHCL LTD and all HR department and respondent who give fair reply to my question. Last but not least, my friends who helped me directly or indirectly.
Vijay Surani
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DECLARATION
I am student of M.B.A-SEM II of Sri Sunshine Groups of Institution Rajkot hereby declare that this project report on industrial training has been successfully carried under the guidance of member of staff.
The project is based on the Analysis of performance Appraisal system at the GHCL LIMITED situated at Sutrapada. I am further declaring that this project report is not previously submitted to any college.
Place: Sutrapada
Name:
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INDEX
NO
PARTICULAR
Page No
1 2 3 4 5 6 7 8 9 10 11 12 13 14
Executive summery Company Profile Production Department Marketing department Personnel Department Importance & purpose of Performance Appraisal Performance Appraisal Structure in organization Research Study Data Analysis & interpretation Limitations Suggestion Conclusion Bibliography Annexure
06 07 23 32 42 62 66 71 78 94 96 98 99 100
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EXECUTIVE SUMMERY
The report consists of the Companys overview, its vision, mission, history and development, the achievements and awards that the Company has received organization hierarchy, management profile etc..
The next part of the project contains the departmental studies of the organization, like production, marketing, finance and human resource management.
Further, the report reveals the research work that I have undertaken in the Company during my training period on the topic performance appraisal effectiveness analysis.
At the end annexure, like one sample of questionnaire and copy of financial statements.
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COMPANY PROFILE
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INDEX
NO
1 2 3 4 5 6 7 8 9 10 11 12 Particular Company Overview History & Development GHCL Soda Ash Business Delivery Model & Approach Overview of industry GHCL Soda-The journey so far Achievements & Awards Quality Policy Vision Mission Company Fact Board of Director Organization hierarchy
Page No.
09 10 11 12 13 14 15 16 17 18 19 21 22
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COMPANY OVERVIEW
GHCL Limited was incorporated in the year 1983 in joint sector between the Dalmia group and GIIC (Gujarat Industrial Investment Corporation) for producing 4,20,000 MTPA of soda ash. The Plant was commissioned in the year 1988. GHCL Limited is situated at Sutrapada coastal village on the shore of Arabian Sea in Gujarat. It is about 10kms away from the famous Somnath temple. Over years, GHCL Limited has diversified into the fields of manufacturing industrial chemicals and textiles. The products are catering to both domestic and international markets. GHCL Limited is a customer focused Company committed to leadership through quality. GHCL Limited is a multinational Company as it has four international acquisitions. GHCL Limited possesses top position in three industries- chemicals, textiles and information technology outsourcing. Company manufactures markets and distributes its products and services in all over the world. As GHCL Limited is a growing Company, it will help me to learn the industrial culture and nature throughout the training. It will further help me to work out in any organization in near future. The rest of the project consists of the departmental studies of the organization through which the reader can expect to know about the organization.
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HISTORY AND DEVELOPMENT

GHCL Limited as a joint sector was incorporated on October 12, 1985 by 1. Dalmia group through GTC (Golden Tobacco Company), DDIL (Dalmia Dairies Industries Limited) and its Associates 2. GIIC (Gujarat Industrial Investment Corporation) GHCL Limited is a vertically integrated producer of soda ash with captive supplies of its major raw materials, which comprise of the total production cost. GHCL Limited is the only major soda ash producer in India to have its own private lignite mines, which started to use in October 2004 apart from the captive salt works and leased lime stone mines. The soda ash Plant is located along the coastline of Saurashtra region, Gujarat, India and is very self-sufficient in terms of power and steam. The major raw materials like salt, limestone etc. are all produced in a cost-effective manner. GHCL was one of the earliest organizations in the Country to introduce Total Quality Management (TQM) principles. It is integrated at every stage within the manufacturing process. This has enabled GHCL to produce quality assured products having acceptability all over the world. GHCL is ISO 9001:2000, ISO 14001 and OHSAS 18001 certified. GHCL Limited has also developed in-house technology and processes which enables it to use briquettes apart from the purchase from external agencies instead of metallurgical coke. This, together with lignite mining has enabled GHCL Limited to substantially reduce its production cost.
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GHCL SODA ASH BUSINESS

GHCL Limited is a leading Indian producer of soda ash, a key ingredient used in manufacturing of glass, detergents, textiles, paper dyes and chemicals. The Company is well-poised to tap opportunities in the dense soda ash business which contributes about 22% of the total revenues whereas the total soda ash business contribute about 66% of total Indian Stand alone revenue (Dense soda ash constitutes 32% while 68% is light). GHCL follows the best process parameters in the Indian industry by following the Kaizen system and has formalized systems of cost reduction. The current cash cost of GHCL is about US $125/Ton while the Company is striving to reach US $100/Tone and becoming one of the lowest cost producers in the world. GHCL shares a highly successful client relationship and is the preferred supplier to all major soda ash consumers; its clients include Gujarat Guardian, Asahi Glass, L&T, Phillips and Hindustan Lever. The Company is been continuously rated as the best in industry by CSI (Customer Satisfaction index).
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DELIVERY MODEL AND APPROACH
Over the past year, the core operations and management of GHCL have come up with a focused model and approach towards implementing turn around and growth strategies that is been implemented to develop Companys growth potential. Further to this, this replicable model could also used globally.
GHCL being the innovative leader in manufacturing, the Company is in a unique position to leverage its deep routed manufacturing knowledge and innovation in product and quality to deliver Low Cost Production bases by leveraging the conditions inherent in the growing economies of the world.
Given the strength of Companys operations and encouraging levels of customer demand, the Company remains positive on the performance in the coming times and expects to post improved margins going forward.
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OVERVIEW OF INDUSTRY
Soda ash (chemical name sodium carbonate) is the basic input for glass, detergents (especially popular/low priced detergents), silicates (silica based chemicals, stylists, gets, certain other cleaning, water purification and pigments) and certain other chemicals. In India the major demand comes from the glass industry soda ash of light and dense verity. The light verity finds application in detergents, whereas the dense verity is used in glass manufacturing. Globally natural soda ash is mined in USA and Kenya while synthetic plants are located in Europe, china, and India. In India the production capacities are concentrated in Saurashtra region of Gujarat, due to easy availability of key raw materials (sell and chemicals grade limestone) and proximity to major markets.
Soda ash consumption in India is almost 40% of demand (entirely in the form of L.S.A.) glass accounts for 23% (entirely in the form of D.S.A.) chemicals 17% silicate 10% and through trade 10%.
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GHCL SODA ASH- THE JOURNEY SO FAR
Total capacity 5 million TPA
Total capacity 5 million TPA
Total capacity 800000 TPA
Total capacity 1.1 million TPA
Production capacity
Capacity increase 525000 TPA Capacity increase to 600000 TPA
Initial capacity 420000 TPA
1988
2001
2006
2007
2008
2009
2010
We started our Soda Ash journey 1988 when we commissioned our plant with 420000 TPA which was further enhanced to 525000 TPA in the year 2001.
In the year 2006 the total capacity increased to 600000 TPA which was followed by acquisitions in Romania with capacity of 300000 TPA. We are increasing our capacity in India for another 250000 TPA making our global capacity to 1.1 million TPA. We further have acquisition planned to make the capacity to 5 million TPA.
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ACHIEVMENTS AND AWARDS
Achievements
GHCL Limited is amongst the top ten Soda Ash players in the world and one of the top three in India.
Awards
International Safety Award:

For satisfying the requirement prescribed by the British Safety Council.
ICMA Award (in 1993):

For the wide spread impact on the chemical industry and the economy.
ISO 9000 certification (in 1996):

For having started TQM in 1992.
Four Stars (in 1997)
Five Stars (in 1999):

British Safety Council gave five stars for health and safety management system to the Company.
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QUALITY POLICY
GHCL is committed to....................
Provide quality products and services which meet customers need & regulatory requirements . Achieve excellence through continual improvement of business of business recesses and technologies by harnessing the spirit, will unintelligence of our people.
Set-up systems and procedures to facilitate quality in products, services and in day operations.
Achieve customs satisfaction in each segment of industry where our product is used.
Build GHCL as an effecting team to work together to achieve business goals.
Have a market driven approach to business in all its endeavors.
Continually upgrade our resources, infrastructure and work environment to support quality objective.
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VISION
GHCL Limited will be a customer-focused Company committed to leadership through quality. Company strives for building trusting relationships, encouraging entrepreneurship and sharing prosperity
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MISSION
The mission of GHCL Limited is to be multiproduct Company manufacturing chemicals, industrial raw materials and other products by using modern technology and securing domestic as well as international markets.
The quality of the Companys products or services is of the utmost importance for the continuous achievement of business goals. GHCL Limited will harness the spirit, will and intelligence of its people for achieving,
A reasonable return on equity for its investors A safe and healthy environment at the work place A reputation for being responsible corporate bodies
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COMPANY FACTS
Company name
GHCL LIMITED
Brand name
GHCL
Year of establishment
1988
Industry
Industrial products/ FMCG
Type of the Company
Public Limited Company
Size
Large-scale unit
Main product
Soda ash
Location
GHCL LTD. Sutrapada Dist: Junagadh State: Gujarat (India) 362275
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Registered office
GHCL HOUSE Opp. Punjabi Hall Navrangpura, Ahmadabad 380009
Corporate office
GHCL HOUSE Institutional Area Sector-1, B-38 Noida- 20L 301(UP)
Website
www.ghcl.co.in
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BOARD OF DIRECTORS
Chairperson
Mr. Sanjay Dalmia
Vice chairperson
Mr. Anurag Dalmia
Whole time directors
Mr. R. S. Jalan, MD Mr. Tej Malhotra Sr. ED (Operation)
Independent Directors
Mr. Jagdish Kapoor. Mr. H. H. Faruqi
Alternate Directors
Mr. Neelabh Dalmia Mr. Naresh Chandra Mr. Mahesh Kheria
Institutional Nominees
Mr. G. A. Tadas - Nominee (IDBI) Mr. R. W. Khanna - Nominee (EXIM Bank)
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ORGANIZATION HIERARCHY
Senor Executive Director (operation)
Vice President
Sr. General Manager
General Manager
Deputy General Manager
Assistant General Manger
Sr. Manager
Manager
Deputy Manager
Sr. Officer/Engr.
Officer/Engr.
Assistant Officer/Engr.
Junior Officer / Engr.
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PRODUCTION DEPARTMENT
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INDEX
Sr. No.
1 2 3 4 5 6 7 8 9 10
Particulars Introduction Product Raw Materials Process Purchase/Supply Procedure Payment Store Management Packaging Pollution Control ISO 9000
Page No 25 26 26 27 28 29 30 30 30 31
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INTRODUCTION
Production department is very essential for any business. Production involves systematic conversion of one form of raw material into another to create the utility of products or services. The production manager has to make sure that they produce a product, which functions as expected viz. production at the right time and in right quantity.
GHCL Limited has also good production department for producing soda ash and other products. The Head of the production department manages all the activities related to production. Soda ash is used as raw material in the production of detergent powder, glass, pure fire etc... GHCL Limited produces soda ash with the help of high tech machinery. GHCL Limited provides best quality of product to their customers.
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PRODUCT
As said earlier the Company manufactures two types of products:
1. Light Soda Ash (LSA) 2. Dense Soda Ash (DSA)
Light soda ash and dense soda ash are used in major industries like: Glass Detergents Paper Textile Sodium silicate
RAW MATERIALS
Lime stone Salt Coal / coke Ammonia Briquette
Except for coal and water, which are arranged through government agencies, the Company manages the generations of other raw materials.
Company has enough mining land at lease for limestone. The Company has its own Captive salt-manufacturing units. The Company has capacity to generate power of 11mw. In scarcity of soft water, the Company has provision for the intake of seawater. Production capacity is 21000 tons per year.
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PROCESS
SECTION 100
In process stream, section 100 includes washing of salt, handling of salt, dissolving pure salt and purification of raw brine for preparation of brine for making soda ash.
SECTION 200
After section 100, section 200 comprises of limekiln. This section gets the raw material through R.M.H. (Raw material handling) section, which comprises of three phases and they are limestone, coke, coal. The process of trade is belt conveyer.
SECTION 300
This section includes of lime grinding. For Lime grinding, Limestone is processed in different machines respectively.
SECTION 400
The section comprises of the addition of ammonia and reduction of carbon dioxide. High salt losses in Plant are caused due to large flow of waste circulation brine from settling pond.
SECTION 500 & 600

These two sections include preparation of Soda Ash. These sections also include calcinations and carbonation process. In this process, Light soda ash and dense soda ash and baking soda are prepared.
SECTION 700
This section includes the packaging of the produced products that are light soda ash and dense soda ash.
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PURCHASE / SUPPLY PROCEDURE
Purchase of any material is done when the requirement arises. First of all the indent form is received at MES (maintenance engineering service) department. After that, the issuing of enquiries is done to the registered vendors.
Then the code comparative statement is noted where the last purchase details is taken i.e. when purchase was done, quantity is being checked, price is checked and the supplier is checked, etc. Then selection of the economical item is done.
For some items rate contract is done. Rates are placed as per the least price of the item (MRP) of the Company. Here as and when requirement is raised order is placed accordingly.
Some items are called annual store stock where in the beginning of the year the requirements are being fulfilled. Some items are being ordered to the original manufactures, such items are called original equipment manufacturers.
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PAYMENT
Payment of the purchased items is done in the following ways:
1. Credit is given for 30 days
2. Payment through bank
3. Cash on delivery
Thus, the function of purchase is:
1. Order comes which is converted to purchase order.
2.
Converted should be received (i.e. whatever is purchase is of good
3.
Quality and the payment is made in the right time.)
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STORES MANAGEMENT
In the store management, they need to check the item and the quantity and make a record of inward outward goods, received receipt, material checking and handling.
Material comes according to the purchase order. Material should reach as per the rules and regulation. Proper documentation and proper accounting is necessary for the transportation purpose. Store manages the items to be issued to the user department. If the material is accepted and certified by the users accept, the accounts department processes the bill.
PACKAGING
In GHCL Ltd. for packing of light soda ash 50kg, bags and 750kg bags are used and for dense soda ash, Company uses 50kg and 1-tone bags, which are known, as Jumbo bags. For packing, HDPE packing bags are used in GHCL Limited.
POLLUTION CONTROL
Only the good quality production is not essential for the Company, but to control the pollution during the production process is also mandatory.
GHCL Limited follows the government rules to control the pollution. For that, the Company has grown more than 5500 trees around the surroundings and installed pollution controlling equipment, pneumatic systems, etc.
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ISO 9000
ISO (International Organization for Standardization) is a worldwide federation of National Standards Institutes. It was created in 1947 at Geneva, Switzerland. India is a founder member with voting rights. GHCL Limited is ISO 9000 registered.
Objective of ISO is:
to promote the development of standardization and related activities to assure suppliers quality
BENEFITS OF USING ISO 9000 SERIES
ISO 9000 enables organizations to know the minimum level of quality that a purchaser expects.
One can also learn the pre-requisites and characteristics of good quality assurance and quality management.
Those who are not ISO 9000 companies will have difficulty in selling in certain markets.
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MARKETING DEPARTMENT
Page 32
INDEX
Sr. No. 1 2 3 4 5 6
Particulars Introduction Four Ps of Marketing Distribution Channel Competitors Marketing Research Domestic Customers & International
Page No. 34 35 36 37 38 39
7 8
Indian Scenario Establishing a Global Foot Print
40 41
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INTRODUCTION
Marketing is a system / strategy for satisfying needs and wants through exchange process. Marketing consists of all the activities by which a Company adopts itself to its environment creatively and properly.
GHCL has a strong Marketing and Distribution network that enables it to effectively cater to both Domestic and Overseas Market. Almost all major manufacturers of Glass, Soap and Detergent, Silicates and Other Chemicals use GHCL Soda Ash.
Besides being recognized as an Export House' by the Government of India, it has also won the Niryat Shree Gold Trophy from the Federation of Indian Exporters Organization and the Chemical Award for excellence in exports on various occasions.
GHCL Ltd. has large marketing system. Marketing manager of respective ROs handles all the marketing departments. The main office of marketing department of GHCL Ltd. is situated at Noida, all operations are carried out from there, and regional marketing offices are setup in major zones within India like Ahmadabad, Vadodara, Kanpur, Hyderabad, Chennai and Mumbai. .
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FOUR PS OF MARKETING
PRICE
Consumer is interested in landed price at their premises including all costs like freight, taxes, loading / unloading apart from basic prices. The Company also tries to keep their prices competitive with other manufacturers including imports. Currently the basic price for Gujarat is for LSA 15,920/- and for DSA 16,720/-. Exfactory cost excluding taxes and freights.
Product
GHCL produces Soda Ash (Light and Dense) which is mainly used in Chemical, Detergent and Glass Industries.
Promotion
The product (soda ash) is an industrial raw material and hence its marketing strategy is different from that of FMCG product marketing. The Company does not go for TV/ Newspaper ads but they do give emphasis in personal contact and for that, they make lot of market survey.
Physical Distribution
GHCL Limited has only one manufacturing unit. From the place of manufacturing, the Company dispatches its product on order basis. The Company has a full fledge logistic system from the loading of the finished goods to the dispatch of the finished product. GHCL also has its go-down / warehouse in different places in order to stock. The Company dispatches its product (soda ash) by road, rail rake/ FFS/ wagon, by sea containers/barge etc.
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DISTRIBUTION CHANNEL
The channel/medium through which the product is reached to its ultimate customer is known as the distribution channel.
Types of Distribution Channel
Direct channel Indirect channel
As the product (soda ash) is industrial raw material, 40% of it is directly sold. GHCL Ltd. distributes its goods through direct channel. Company receives orders from their customers and supply goods directly to them. It has different regional offices in India, which is divided in the 5 main zones as under:
1. Gujarat: Bharuch, Baroda, Rajkot, Junagadh, Ahmedabad, Vapi, Surat, Veraval. 2. Delhi, Ludhiana, Sonepat, Amritsar, Jaipur, Varanasi, Allahabad, Gwalior, Firozabad, Kanpur, Moradabad, Ghaziabad. 3. West: Mumbai, Nagpur, Pune, Indore, Ratlam, Raipur. 4. East: Kolkata, Patna, Ranchi, Cuttack. 5. South: Chennai, Bangalore, Madurai, Hyderabad.
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COMPETITORS
Tata Chemicals Ltd. Nirma (Nirma and VXL), Dhrangadhra Chemical Works (small quantity) and Soda Ash manufacturers from China / America are the competitors of GHCL Limited.
OVERSEAS MARKET
The product of GHCL Ltd. (Soda Ash) has already created a niche in the Indian market. The product has also carried out significant niches in the export market. The Company exports 20% of its total production to the international market every year.
The International Logistics department set up at their Head Office, Noida takes care of the export activity. Company exports Soda Ash to Saudi Arabia, Dubai, Bahrain, Kuwait, Iran, Taiwan, South Africa, Korea, Indonesia, Malaysia, Thailand, Srilanka, Nepal, Bangladesh and East Africa.
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MARKETING RESEARCH
Marketing research is the systematic and exhaustive search for study of the facts relevant to any problem in the field of marketing. It is a systematic and intelligent investigation about unsatisfied needs and wants of potential buyers.
Marketing research is very important because it gives knowledge regarding changing attitude of consumer towards their product and it is important during the formation of marketing strategies.
GHCL limited analyzed the market based on various reports and concluded that the soda ashs current market size viz. according to the year 2006, global market size is 43 million tones.
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DOMESTIC AND INTERNATIONAL CUSTOMERS
LIGHT SODA ASH
All major Indian detergent manufacturers and small-scale producers consume it. Few of them are, Hindustan Lever Ltd., Ghadi detergent group, Fena group, Hipolin, etc.
DENSE SODA ASH
Gujarat Guardian Ltd. Float Glass India Ltd., Haryana Sheet Glass Ltd., Gujarat Borosil Ltd., Alembic Glass, Hindustan National Glass Ltd., etc. are the major customers of dense soda ash.
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INDIAN SCENARIO
In India LSA (used in detergent industry) constitutes 70% and DSA (used in glass industry) constitutes 30% of current Indian domestic market. In last couple of years, the capacity utilization has reached an all time high of around 90% of the domestic production capacity. Approximately 15% of Indias soda ash production is exported to South East Asia, Middle East and SAARC countries (Bangladesh). Indian soda ash market grew at CAGR of 5% over last 6 years, which has benefited GHCL as well.
Indian capacity (including GHCL) is around 28 MTPA. All the major industry players are located in the state of Gujarat due to the closeness and ready availability of the main mother earth materials namely limestone and salt.
The outlook for the sector remains strong with the industries consuming soda ash growing at a fast pace. Currently glass industry is growing at 8%, flat (float) glass market is growing 10%-12%, picture tube market growing by about 10% and bulbs and tubes growing at 7%. The detergent industry is also growing at 5%.
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ESTABLISHING A GLOBAL FOOT PRINT
The Companys strategy is to create a strong Foothold in Europe through its Romanian unit, which has started bearing fruit; it is ready to penetrate the other growing East European Economies. It intends to use its delivery model to increase its dense capacity to service these markets and also cater to the Non European markets and establish strong client relationships.
Going forward, Companys strategy is to be present in all the four major soda ash zones of the world, which constitutes of China, USA and Eastern Europe along with India in order to serve its customers better.
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PERSONNEL DEPARTMENT
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INDEX
Sr. No. 1 2 3 4 5 6 7 8 9 10 11 12
Particulars Introduction Recruitment Selection Orientation & Placement Training & Development Promotion & Increment Communication Salary & Wages Time Keeping System Leave System & Benefits
Contract Cell Safety/Health/Environment Policy Welfare Activity Social Responsibility & Community Development Program
Page No. 44 45 46 47 48 49 50 51 52 53 57
58 59 60
13 14
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INTRODUCTION
The most valuable assets of any organization are human being at work. Human Resource Management (HRM) is a management function concerned with hiring, motivating, and maintaining people in an organization. HRM focuses on people in organizations.
Personnel Management has limited scope and inverted orientation. The main function of the personnel department is to maintain the human resource of persons at work. The main aim of the personnel department is to keep smooth relationship between the employers and employees in the organization.
HRM is a broad concept. Personnel Management (PM) and Human Resource Development (HRD) are a part of HRM. Essentially, HRD is a function more concerned with training and development, career planning and development, and organizational development.
HRM has four objectives, namely (i) Societal, (ii) Organizational, (iii) Functional, and (iv)Personal.
An organization must have set policies, definite procedures and well defined principles relating to its personnel. These contribute to the effectiveness, continuity and stability of the organization. GHCL Ltd. has very smooth and effective relationship with their employees. The environment of the firm is very friendly.
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RECRUITMENT
Recruitment involves attracting and obtaining as many applications as possible from eligible job seekers. Recruitment need arises when replacement / vacancy needs to be filled up or when the new requirement arises. The requirement is put up through a Manpower Requisition Form, which is filled up by the respective Department Head, approved by Sr. ED (O), and sent to Head Office- Corporate HR.... The methods adopted in GHCL Limited for recruitment are as below:
Advertisement in news papers Placement Consultants Campus recruitment
ADVERTISEMENT IN NEWSPAPER
For advertisement, not all regions are selected. Only those regions are selected from which the selection of the candidate has to be made. The medium of newspaper is selected based on the required candidates profiles.
PLACEMENT CONSULTANTS
The profiles of the required position are sought from the placement consultancy services and scrutinized by the respective department heads and HR finalized the candidates to be called for interview.
CAMPUS RECRUITMENT (ONLY FOR TRAINEES)
Company goes to the selected colleges and from there the students are selected after taking their interview.
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SELECTION
Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.
Two alternative methods of selection are participative selection and employee leasing. In participative selection, subordinates participate in selection of their co-employees. Employee leasing represents the leasing of employees by a client Company from a third party.
At Plant level (in GHCL), the selection process is carried out after getting the list of candidates from the consultants. The short listing of candidates is carried out and they are called for the interview. Here the interview is carried out in three steps:
1. Technical 2. HR department 3. Plant Head finalizes the candidate That is, first, the candidate has to pass the technical exam, and then accordingly the HR department will select a candidate who is much suitable for the vacancy and at last, the Plant Head finalizes the candidate.
After the finalization of the candidate from all the three rounds, the salary part is negotiated and finalized by HR department.
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ORIENTATION AND PLACEMENT
Orientation is a systematic and planned introduction of employees to their jobs, their co-workers and the organization. It is also called induction. Organizations are known to spend a few weeks or even months on orientation programs. The idea is to make the employees feel comfortable and settle in the new environment.
When a new employee joins an organization, he is completely a stranger to the place and the work environment. Therefore, he is likely to be anxious, feeling of insecurity, fear in his mind. He may undergo reality shock caused by a gap between his expectations and the real situation.
Induction can help overcome these problems. Once an employee is selected and placed on an appropriate job, the process of familiarizing him with the job and the organization begins. This is called induction.
In GHCL Ltd., once an employee is selected, he is placed on a suitable job. Putting the right employee at the right place is very important. This increases the performance & productivity of the concerned employee and gives the employee immense job satisfaction, which also reduced the employee turnover. After allocating the selected candidates with proper jobs, it is necessary to make him / her familiar with the job, the Company and the other employees.
In GHCL Limited, the new incumbent undergoes orientation program for one to two weeks and then is placed to his job to start his / her work with enthusiasm to achieve organizational as well as personal goals.
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TRAINING AND DEVELOPMENT

Training refers to the process of imparting specific skills. Development refers to the learning opportunities design to help employees grow. In simple terms, training and development refer to the imparting of specific skills, abilities and knowledge to an employee. Training in GHCL Ltd. is given in two types:
1. BEHAVIORAL TRAINING
Earlier the training need identification was a part of the performance appraisal system, form that was filled up by the HOD / Immediate Supervisor in the executive group. Presently training need forms are given to the executives. Then it is analyzed that how many people are interested for training and which training they require. After that, faculty is arranged from outside / in- house for the scheduled training program. The external training is provided mainly away from the work place so that the participants can have the training without any disturbance.
2. TECHNICAL TRAINING
For technical training, faculty comes from manufacturing Company itself, as they are well known with the parts of the machine & its perfect functioning, which are supplied to GHCL Company. Also on job, training is given to the technical employees. Respective participants who get the feedback on the faculty, topic of the training, presentation, etc, fill the feedback form. After three months of the training feedback is received from the employee who has participated in the training program or else from the immediate superior / HOD. For supervisor, supervisory development training is given. On an average two training is being provided to every employee per year.
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PROMOTION & INCREMENT

PROMOTION
Promotion results in an improvement in pay, prestige, designation and responsibilities of an employee within his or her organization. In GHCL Ltd., the promotion is given as per the laid down promotion policies for different categories. The categories are mentioned as below: 1. Executives 2. Foreman / Sr. Foreman 3. Staff 4. Technicians
Executives
Executives with qualification of B.E, M.E, MBA, MCA, ICWA with minimum 3 year residency in the grade with RATING SCORING POINT of 24 which includes last 2 years RATINGS and current years RATING. Such qualifying groups are eligible for promotion to next level depending on the recommendations by H.O.D and decision of top management thereafter. Executives with qualification or equivalent of DIPLOMA with 4 years residency in a particular grade with RATING SCORING POINT of 32, which includes last 3 years RATING, such qualifying groups becomes eligible for promotion to next level. But this group gets freezes up to level 7A.
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Staff
Graduate with minimum 4 year residency, S.S.C, H.S.C with 5 year residency and NON S.S.C with 6 year residency in particular grade, becomes eligible for the promotional group. These eligibility groups across the organization, as per the seniority 30% are promoted to next level. But NON S.S.C groups progress to the level of Sr. Assistant and get freeze. In staff level category progress above Sr. assistant level as below, Graduates with 3 year residency, S.S.C / HSC with 5 years residency in the particular grade are eligible for further progress.
Technicians
Graduate with minimum 4 year residency, S.S.C/ H.S.C with 5 year residency and NON S.S.C with 6 year residency in particular grade becomes the qualifying groups for promotion to next level. These eligibility groups across the organization, as per the seniority 30% are promoted to next level. But NON S.S.C groups progress to the level of Tech-VI and get freeze. In Technician category progress above TECH-VI level as below, B.sc with 2 year residency, I.T.I with 4 years, S.S.C / HSC with 5 years residency in the particular grades are eligible for further progress.
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INCREMENT
Staff & Technicians - Double increment is given @20% excluding promotes in a department and rest of the staffs / technicians are given single increment. However, in disciplinary cases increment & promotion is withheld.
Executives Increment is given based on the rating given to such executives.
Transfer Policy
Employees are transferred within the organization and externally, depending on requirements of the Company arising due to new project, extra work load or vacancy.
For transfer outside the plant, the Transfer Allowance, Traveling Expenses and Disturbance Allowance extra are given by the Company.
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COMMUNICATION
Good communication is essential to any group or organizations effectiveness. In GHCL Ltd., they have internet connections and all computers are connected with the network.
ERP / BUSINESS APPLICATION

ERP system helps to co-ordinate the data within different departments of a Company. ERP system used by GHCL Ltd. is Baan system. The Company has started the SAP project, which will take a years time to be implemented fully. The present Baan system will get obsolete.
E MESSAGING / E MAIL
Limited does not have its own server for mail but takes rental facility from Sify. The Company has its own server like Baan server, Baan backup server, server for data storage, server for Management reports, and proxy server for internet. GHCL Telecommunication (BSNL & Reliance) Mobile (Reliance) Video conferencing
WEB PORTAL
With the help of web portal, the Company can provide information to the website visitors and can do the business. GHCL limited is using its website only for the purpose of information and has not engaged in business yet .
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SALARY AND WAGES
Wages represent hourly rates of pay, and salary refers to the monthly rate of pay, irrespective of the number of hours put in by an employee. Wages and salaries increases subject to annual increments. They differ from employee to employee.
Salary is defined for different category of employees in GHCL Ltd. The salary is based on the attendance system and salary / wage data generated by the Time-office.
Workers get salary on seventh of every month and the staffs and officers get salary on first and second of each month. Statutory deductions from the salary are provident fund (PF), income tax, professional tax, etc. Other deductions are like LIC, Company loan, personal loan, LWP, etc. Salary is then directly deposited to the employees in their bank account.
Bonus is given once in a year. It is decided by arriving to an agreement with the union. Last year it was minimum Rs.14000/- given to those employees whose salary was below Rs.7000/- and maximum Rs.21000/- was given to those whose salary was above Rs. 8750/-.
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TIME KEEPING SYSTEM

Whenever a Plant is introduced, work force is the most important element to be looked into. A planned work force plays a vital role in the smooth functioning of any organization. In GHCL Limited electronic time keeping / attendance system is kept in time office to administer the salary and wages of all the employees in the Company. The system have been provided by M/S Print Electronics, which maintain the attendance record and all other record function like data regarding leave, salary administration etc. The area head of each department prepares schedule for the concerned employee. There are four different shifts of the employees in the
Company, which are as follows:
First shift Second shift Third shift General shift to1:30pm)
6:30am to 2:30pm. 2:30pm to 10:30pm 10:30pm to 6:30am 08:30am to 5:30pm (where lunch time is from 12:30pm
Thus, once the punching is done by the employee the process of attendance starts. When the employee punches the card, the time is registered into the system and the employee who comes late, is marked absent. Thus, all the attendance data is processed through computer.
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LEAVE SYSTEM & BENIFITES

LEAVE
GHCL allows the following leaves based on the union as well as the executive category:
FOR UNION CATEGORY:
Privilege leave (PL) is given for maximum 26 days. (Based on working days) Casual leave (CL) is given for 10 days. Sick leave (SL) is given for 10 days. Restricted holidays (RH) is given for 4 days.
CL is converted to PL at the end of year if not availed.
For Executives:
PL is given for 30 days. CL is given for 6 days. SL is given for 9 days. RH is given for 4 days. CL is lapsed if not availed.
OUT PASS
If an employee wants to go out of the Company during his working hours then he needs an out pass, which is to be submitted to the security. The concerned hour salary is deducted if the employee goes for personal work but not deducted if goes for the official work.
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BENIFITES
LOAN
GHCL Ltd. provides short-term loans (without interest), vehicle loan to Staff & Technicians and Car loan, Short-term loan, furnishing loan, etc. to executives.
GRATUITY
An employee is eligible for gratuity if he completes five years of service in GHCL Limited. It changes according to the amendment. The components for the calculation of Gratuity are different for technicians / staff and executives. Following is the formula for calculating gratuity:
For technicians and staff: Gratuity = Basic+ FD+ DA+VDA+ Special Allow/26 * 15 For executives: Gratuity = Basic + Special Allowance/26 * 15
PROVIDENT FUND
The PF is paid @12% of the basic salary + Special Allowance to executives and @ 12% of Basic+ FD+ DA+VDA+ Special Allow to Staff & Technicians. The payment is paid as per the statutory provisions of PF payment.
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SUPERANNUATION
GHCL Limited provides 15% of salary as superannuation to the employees after the completion of five years of service in the Plant. 80% of it goes to pension scheme of the employees and remaining 20% is paid to the employees.
LEAVE TRAVEL ALLOWANCE (LTA)
The Company provides leave travel allowance (LTA) to employees. LTA is calculated differently for staff and technicians and for the executives.
For staff and technicians: LTA = Basic + VDA + FDA + Special allowance For executives: LTA = Basic + Special allowance
It is mandatory for the employees to claim for the LTA and is paid to them after the financial year at 8.33% of the total amount.
ON DUTY (OD)
The Company can send any employee on duty (OD) in tour programmers and that particular employee will get the benefit of TA, DA on duty.
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CLEARANCE FORM
At the time of leaving the Company, a clearance form is to be submitted by the employee which gives the status of his liabilities with the Company which is finally sent to Account department for his final payment / settlement.. When any employee at executive level is going to resign, after giving his resignation letter to the office a three months notice pay is applicable and for staff & technician level, one-month notice pay is applicable.
If the employee is relieved earlier than the period of notice pay, then only that amount will be paid to him until he has worked in the period of notice pay and rest amount will be deducted. In addition, the punch card/ I-card are to be submitted to the HR office.
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CONTRACT CELL
1. JOB CONTRACT
Total number of the contract is 36. In GHCL Ltd. it is based on attendance system. The contract is given to the contractor. They have to complete the job within the given period of time as per the contract terms. Contractor has to pay the minimum wages as certified by the government to his laborers. The wages are paid for different category of contract labor.
2. Labor Supply
Total number of the contract is 35. It is based on attendance system. Here in GHCL LTD. there are around 700 contract employees. There are three types of laborers. They are: 1. Skilled 2. Semiskilled 3. Unskilled.
Payment is made to these contract employees before 10th of every month. Almost all statutory facilities are provided to them. The salary is based on attendance system. If the employee is absent for one day then the payment of that day is to be deducted.
Identity card is also provided to all the contract employees. Gate pass is also provided to all contract workmen, The Contractor is permitted to carry out the work or enter the factory premises if he has labour-license and insurance of his workmen. A contract employee has to undergo through safety training before going on the job.
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SAFETY / HEALTH / ENVIRONMENT POLICY
SAFETY MEASURES IN THE COMPANY
As per the Factories act, 1948 GHCL Company take very good care about the safety of the employees. The people working in the Plants use the safety products like helmet, safety shoes, gloves, safety goggles, ear cork etc. Wearing helmet in the Plant is compulsory for the visitors also.
GHCL Limited is committed to
Ensure safe operation and protect the health of the employee and neighboring of the employees committed through. Prevention of pollution. Prevention of occupational health and safety risks. Contribution improvement. Conservation of resources Continuous training to an employee.
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WELFARE ACTIVITIES
TOWNSHIP
GHCL Limited has built a very big and well-furnished colonies, Sanjay Nagar and Anurag Nagar about 1 Km away from the Company. The colony has a cosmopolitan crowd having residents from all part of the Country where amenities like English medium school, consumer co-operative store, ATMs, medical centre, temple, club, recreation centre for colony resident are available.
DALMIA PUBLIC SCHOOL EDUCATION COMPLEX
Dalmia public school education complex comprises the following educational institutions:
Tiny Tots pre primary school at Anurag Nagar Gujarati medium school from K.G. to 10th standard. English medium school from K.G to 12th standard. (Affiliated to CBSE board, Delhi)
Medical Facilities
GHCL Limited medical centre is running a dispensary. It provides primary treatment for minor ailments to the employees and their family members. It is well equipped with the facility for various pathological tests such as blood and urine test, ECG, X rays etc. This medical centre provides its service to several needy patients.
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SOCIAL RESPONSIBILITY AND COMMUNITY DEVELOPMENT PROGRAMS

As a responsible corporate body, GHCL has undertaken various community development programmers to provide knowledge, better life, health, sanitation, education & society welfare to the community in and around its manufacturing location at Sutrapada in Gujarat. GHCL is playing an important role in strengthening the fabric of society with a finely tuned sense of moral responsibility towards the community of people where it operates and the country at large.
The various CSR initiatives have been undertaken either directly or through GHCL Ladies Welfare Organization (Glow) which involved a proactive approach towards socio-economic development at the manufacturing locations involving the district administration & the local representatives. The focus areas of these programmers have been on:
Education; wherein the Company tries to promote literacy and higher education by grant of scholarship & assistance to deserving young pupils of weaker sections of society. The GHCL has been instrumental in construction & renovation of school buildings and other basic infrastructure required for successful running of the program.
Healthcare & Family Welfare; wherein the Company continuously organizes medical camps and has opened Dispensaries. The focus of the program has been on the health care for children, disabled and the under privileged segment of the society
Community Development; initiatives of the Company focuses on providing civic amenities: clean drinking water facilities to Panchatyas along with a raising awareness about the environment protection. The Company has been continually
Sri Sunshine Groups of Institution Rajkot Page 62
supporting the initiatives on upgrading the skills of the local people and developing the socially and economically weaker sections of the society. GHCL has been greatly instrumental in the development of infrastructure facilities-improvement of roads, street lighting, drainage systems, etc. in the region. Apart from this, grants-inaid help in building schools and hospitals is being also provided. Villages are adopted and several health and community welfare programs are organized in the area around our activities.
Certain specific activities taken up in the year 2008-09 are mentioned below:
Adopted 5 villages under Gokul Gram Yojana to take care of the basic needs of the villagers and children development. GLOW has organized several medical camps like, Eye camp, Kidney camp, Diagnostic camp, Plastic surgery camps in the surrounding area and salt works. Adding the infrastructures facilities like classes in schools, etc in villages to improve the quality of the life.
Rotary club has found GHCL adopting and providing facilitating role in all their activities. Yog Shibir in the colonies and nearby towns to bring health awareness among the masses. Training program for district officials. One week Inter Dalmia School exchange program at our DPS School Sutrapada. The purpose of program was to inculcate sense of brotherhood and also to expose children to different culture. GHCL Limited also helps the village people at the time of natural calamities and during other consequence.
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IMPORTANCE AND PURPOSE OF PERFORMANCE APPRAISAL
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INTRODUCTION TO PERFORMANCE APPRAISAL
Once the employee has been selected, trained and motivated, he is then appraised for his performance on the completion of a stipulated period fixed by the Management. Performance Appraisal is the step where the Management finds out how effective the employee has been after hiring and placement. If an employee is observed to be a non-performer, his probation / training period is extended. Nonprobationer executives are advised and guided for the observations done by management through this system.
Performance Appraisal is a process of evaluating an employee s performance in terms of its requirements.
Performance Appraisal can also be defined as

The process of evaluating the performance and qualifications of the employees in terms of the requirements of the Job for which he is employed, for purposes of administration including placement, Selection for promotions, providing financial rewards and other actions which Require differential treatment among the members of a group as distinguished from Actions affecting all members equally.
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IMPORTANCE AND PURPOSE
Performance Appraisal has been considered as the most significant an indispensable tool for an organization, for an organization, for the information it provides is highly useful in making decisions regarding various personnel aspects such as promotion and merit increases. Performance measures also link information gathering and decision making processes which provide a basis for judging the effectiveness of personnel sub-divisions such as recruiting, selection, training and compensation. Accurate information plays a vital role in the organization as a whole. They help in finding out the weaknesses in the Primary areas.
Formal Performance Appraisal plans are designed to meet three needs, one of the organization and the other two of the individual namely: They provide systematic judgments to back up salary increases, transfers, demotions or terminations. They are the means of telling a subordinate how he is doing and suggesting needed changes in his behavior, attitudes, skills or job knowledge. They let him know where he stands with the Boss.
Superior uses them as a base for coaching and counseling the individual. On the basis of merit rating or appraisal procedures, the main objectives of Employee Appraisal.
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On the basis of merit rating or appraisal procedures, the main objectives of Employee Appraisal is To enable an organization to maintain an inventory of the number and quality of all managers and to identify and meet their training needs and aspirations.
To determine increment rewards and to provide reliable index for promotions and transfers to positions of greater responsibility. To suggest ways of improving the employee s performance when he is not found to be up to the mark during the review period.
To identify training and development needs and to evaluate effectiveness of training and development programmers. To plan career development, human resource planning based potentials.
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PERFORMANCE APPRAISAL STRUCTURE IN THE ORGANIZATION
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SUMMARY OF THE PERFORMANCE ANALYSIS SYSTEM
Performance Appraisal is the systematic evaluation of the individual with respect to his or her performance on the job and his or her potential for development. It is an objective assessment of an individuals performance against well-defined benchmarks. Performance appraisal is mainly used for three purposes: 1. For giving reward such as salary, increments, promotion. 2. To identify weakness of the employees and to spot the areas where he / she needs to be developed. 3. For selection and development program
In GHCL Ltd. Performance Management System is designed for DGM and above. Target is given on quarterly, half yearly and annual basis which has to be achieved in a stipulated time frame mentioned against each target to be accomplished by the end of the financial year. Each target is given a rating which is subsequently converted into monitory benefits not exceeding the fixed amount as finalized for each category.
From level 1 to 7A, appraisal is done which is filled by the appraise and the appraiser. The appraise himself sets the goals / targets to be achieved / completed in the financial year time which is endorsed by the HODs / Appraiser. Rating is done by the Divisional Manager / Departmental Head. The final compilation is done by the HR department and approved by Plant Head to be sent to Corporate HR for finalization, which is done by a panel of executives.
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CURRENT APPRAISAL SYSTEM AT GHCL
GHCL has recently change their appraisal system and they follows 360 degree type of appraisal system they decides different standards and way of appraising their employees and officers. Lets have look on current system of appraisal.
DIVISION OF EMPLOYEES AND OFFICES:-
1. Level 1 to 4 2. Level 5 to 7A 3. Level 8 and above LEVEL 1 TO 7A:-
Junior executive Middle level executive Managerial group
Here target is decided for person by immediate boss of any employee or officer and he himself note down the list of activity in the appraisal form and rate is given by the immediate boss only. Rate is given as 2,4,6,8 and 10 where 2 is worst and 10 is best Some criteria of rate is fixed by the appraisal for rating of the person For example Rate % in that Rate This criterion is not fixing for ever but it is changing and final rating is given by discussion with person. 2 5% 4 15% 6 60% 8 15% 10 5%
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LEVEL 1 TO 7A (POTENTIAL APPRAISAL):-
This is other type of appraisal which is take place at GHCL for level 1 to 7 employees; here potentiality of employees to be checked and need of training is assessed on this basis. Here rating is to different area like. 2 1. Attitude 2. Ethics & Value 3. Learning Attitude 4. Leadership Skill 5. Motivation etc.. 4 6 8 10
Rate is given by the superior for different area of potentiality of the employee who fall in level of 1 to 7A, criterion for decision are as follow.
2 point 4 point 6 point 8 point 10 point
= = = = =
not potential potential middle good Excellent
Training is provided to all those who scores less point in these all area of potentiality.
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LEVEL 8 AND ABOVE:-
Top executives fall under this level; system of appraisal is different for this people. KRA (Key Result Area) is decided by superior of individual according to responsibility area of particular executive who has been appraised e.g. A executive fall under production department than KRA would be some amount of production or completion of some work within given time period. Rating is given by superior on basis of amount of completion of target given to person, result is different and it is given according to time require to complete that particular work. Same rating 2,4,6,8 and 10 is followed for this level also.
SUCCESSION PLANNING:-
Every executive level of employee is responsible for development of their subordinate to make him capable to fulfilling the same work which is performed by currant executive and rating is given accordingly. The main purpose behind succession planning is to full fining the place of particular person at time of retirement of leaving by same executive.
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RESEARCH STUDY
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AIM& OBJECTIVES OF THE STUDY
AIM OF THE RESEARCH

To ascertain the effectiveness of Performance Appraisal methodology used by the Organization.
OBJECTIVES OF THE STUDY

The following are the objectives of the study
To develop my understanding of the subject. Performance Appraisal System implemented in various Organizations varies according to the need and suitability. Through my research, I have tried to study the kind of Appraisal used in the Organization and the various pros and cons of this type of system.
To conduct a study on social behavior. Social behavior is a very unpredictable aspect of human life but social research is an attempt to acquire knowledge and to use the same for social development. To enhance the welfare of employees. The Appraisal system is conceived by the Management but mostly does not take into consideration the opinion of the employees. This can lead to adverse problems in the Organization. Therefore by this study I have attempted to put forth the opinion of the employee with respect to the acceptability of the Performance Appraisal System. To exercise social control and predict changes in behavior. The ultimate object of my research is to make it possible to predict the Behavior of individuals by studying the factors that govern and guide them.
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RESEARCH DESIGN
A research design is a type of blueprint prepared on various types of blueprints available for the collection, measurement and analysis of data. A research design calls for developing the most efficient plan of gathering the needed information. The design of a research study is based on the purpose of the study. A research design is the specification of methods and procedures for acquiring the information needed. It is the overall pattern or framework of the project that stipulates what information is to be collected from which source and by what procedures.
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SAMPLING
An integral component of a research design is the sampling plan. Specifically, it addresses three questions whom to survey (The Sample Unit) How many to Survey (The Sample Size) & How to select them (The Sampling Procedure) Making a census study of the whole universe will be impossible on the account of limitations of time. Hence sampling becomes inevitable. A sample is only a portion of the total employee strength. According to Yule, a famous statistician, the object of sampling is to get maximum information about the parent population with minimum effort.
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METHODS OF SAMPLING
PROBABILITY SAMPLING
Is also known as random sampling or chance sampling .Under this sampling design every individual in the organization has an equal chance, or probability, of being chosen as a sample. This implies that the section of sample items is independent of he persons making the study that is, the sampling operation is controlled objectively so that the items will be chosen strictly at random.
NON PROBABILITY SAMPLING

Is also known as deliberate sampling, purposeful land judgmental sampling. Non-Probability Sampling is that which does not provide every individual in the Organization with a known chance of being included in the sample.
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DATA COLLECTION METHOD
Collection of data is the first step in statistics. The data collection process follows the formulation for research design including the sample plan. The data can be secondary or primary.
COLLECTION OF PRIMARY DATA during the course of the study or research

can be through observations or through direct communication with respondents on one form or another or through personal interviews. I have collected primary data by the means of a Questionnaire. The Questionnaire was formulated keeping in mind the objectives of the research study.
SECONDARY DATA means data that is already available i.e., they refer to data,
which has already been collected and analyzed by someone else. When a secondary data is used, the researcher has to look into various sources from where he can obtain data. This includes information from various books, periodicals, magazines etc.
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RESEARCH METHODOLOGY
Research Design Research Instrument : : Descriptive research Structured Questionnaire
SAMPLING PLAN
I) Sample Method : Non-Probability Sampling (Convenience Sampling)
II) Sample Size
50
III) Sample Unit
Executive
SAMPLING DESIGN
CONVENIENCE SAMPLING, as the name implies, is based on the convenience of the researcher who is to select a sample. Respondents in the sample are included in it merely on account of their being available on the spot where the survey was in progress.
SOURCE OF DATA
a) Primary Data b) Secondary Data : : Structured Questionnaire Journals, Booklets, Company Data, etc.
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DATA ANALYSIS
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1. AGE OF RESPONDENT:-
Age 1.Less than 30 2.30 to 35 3.35 to 40 4.40 to 45 5.45 to 50 6.More than 50 TOTAL
No. 7 06 12 08 12 05 50
14 12 10 8 6 4 2 0 Less than 30
30 to 35
35 to 40 Age
40 to 45
45 to 50
More than 50
INTERPRETATION:The above graph shows age of respondent are more in age bracket between 40 to 50 year of age.
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2. YEARS OF EXPERIENCE WITHIN THE ORGANIZATION
Years of experience 1. Less than year
2. 1 year 3. 2 year 4. 3year + TOTAL
03 05 01 41 50
45 40 35 30 25 20 15 10 5 0 1 2 3 4
INTERPRETATION:-
Most of the employees in the Organization are relatively old because a majority of them (i.e. 82%) have longer period of association with this Organization. The Organization has also completed approx 26 years since its inception. Another reason is the fact that finding new talent for the required skills is a tough task because market awareness about the career growth in this sector is very limited.
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3. AREA OF WORK OF RESPONDENT:Working Area 1. 2. 3. 4. Technical Administration Store Dispatch TOTAL 22 09 10 09 50
25 20 15 10 5 0 Technical Administration Store Dispatch 22 9 10 9
INTERPRETATION:-
It is implied that technical area being a wide area, the number of executives are much higher from this area as compared to commercial area.
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4. HAVE YOU WORKED IN ANY OTHER COMPANY PRIOR TO

JOINING THIS ORGANIZATION?
Response 1. Yes 2. No
TOTAL
20 30 50
Sales
Yes 40% No 60%
INTERPRETATION:-
Most of the junior Management cadre is the group are appointed as freshers since the turnover in this particular group is much higher as compared to the higher cadre of executive / managerial group. The senior managerial group who are the part of this survey had also joined as fresher when they started their career with GHCL.
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5. WERE
YOU INFORMED ABOUT THE PERFORMANCE APPRAISAL MODEL, USED IN THE ORGANIZATION, DURING YOUR INDUCTION?
TOTAL
30 20 50
No 40% Yes 60%
INTERPRETATION:-
Due to the fact that most of the employees have got no experience are fresher prior to joining this Company, they did not ask about the Performance Appraisal model practiced in the Organization. The respondents said that they were informed about this system after joining the Company or they gathered this information from Management personnel.
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6. HOW DO YOU FIND THE PERFORMANCE APPRAISAL MODEL IN

THIS ORGANIZATION?
1. 2. 3. 4.
Response Simple Complicated Subjective Descriptive TOTAL
25 18 03 04 50
25 25 20 15 10 5 0 1. Simple 2. Complicated 3. Subjective 4. Descriptive 3 4 18
INTERPRETATION:-
From the above data we can say most of the respondents find appraisal system simple and complicated because most of them are not aware of it and some of them cannot understand the system.
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7. DOES THE PERFORMANCE APPRAISAL SYSTEM GIVE A

PROPER ASSESSMENT OF YOUR CONTRIBUTION TO THE ORGANIZATION?
TOTAL
Yes No
23 27 50
54%
46%
INTERPRETATION:-
About 54% of the respondents say that the Performance Appraisal System does give a true and fair view of their contribution to the Organization. This does include employees who think that their rating does not always turn up to be correct as per their opinion. The groups of respondents, who have replied in the negative, also include candidates who say that the appraisal is not done fairly.
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8. HOW OFTEN DOES YOUR PERFORMANCE ASSESSMENT

MATCH TO YOUR EXPECTATIONS?
Response Never Rarely Sometime Often Every time TOTAL
1. 2. 3. 4. 5.
03 08 17 11 11 50
17
11 8
11
3 0 Never 0 Rarely 0 Sometime 0 Often 0 Every time
INTERPRETATION:-
This question gives validation of above question here most respondents says that they find current appraisal system accurate as it goes with their performance in the organization.
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9. ACCORDING
TO YOU, HOW OFTEN PERFORMANCE REVIEW TAKE PLACE?
SHOULD
THE
Response 1. Every 3 Month 2. Every 6 month 3. Once a Year TOTAL
04 14 32 50
Every 3 Month 8% Every 6 month 28% Once a Year 64%
INTERPRETATION:-
From the above pattern of response we can say performance appraisal system of GHCL Ltd., is perfect only 36% of respondents dont agree to the current system.
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10. WHAT IS YOUR SATISFACTION LEVEL WITH THE CURRENT

APPRAISAL SYSTEM?
Response 1. Low 2. Average 3. High
TOTAL
38 40 30 20 10 0 Low Average 7
07 38 05 50
High
INTERPRETATION:-
The satisfaction level of the Appraisal system is quite average as can be seen from the graph. This is a good sign as employee satisfaction is the main emphasis of any appraisal system. 76% of respondents find it average and only 10% of them are highly satisfied with system.
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11. WHICH ARE THE AREAS THAT SHOULD BE IMPROVED?

Response Standard Frequency of appraisal Monitory intensives Appraiser TOTAL
1. 3. 4. 5.
18 17 10 05 50
20 18 16 14 12 10 8 6 4 2 0
18
17
10
Standard
Frequency of appraisal Monitory intensives
Appraiser
INTERPRETATION:-
This question breaks up the different phases of the appraisal system and tries to come derives a conclusion as to the areas of improvement in the process of evaluation. 36% of the respondents say that there should be a change on the aspect of Standard. This does not refer to an increase in the monetary incentives but a more reasonable incentive structure that will surely increase the performance / efficiency of the individual. The frequency of appraisal is another aspect that needs review.
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12. HOW IMPORTANT DO YOU THINK IS PERFORMANCE

APPRAISAL TO YOUR PERFORMANCE?
Response 1. Not important 2. Important 3. Very Important TOTAL
05 31 08 50
Not important 18%
Important
Very Important 11%
71%
INTERPRETATION:-
This question was put in to find out and analyze the importance of the Appraisal system to the productivity of the employee. The data clearly shows that the recognition of the employee s performance does have a direct impact on his / her efficiency. A vast majority of the respondents (i.e. 71% which includes ratings of important) affirm that their performance is directly influenced by recognitions of their performance by the appraisal system. Only 11% of the respondents have stated that the appraisal system had no effect on their productivity. This points out to the fact that the Appraisal system goes a long way in determining the productivity of the employees in an Organization. Therefore it is very important for any Organization to devise their Performance Appraisal System carefully.
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13. TRANSPARENCY OF THE APPRAISAL SYSTEM

Rate 1 01 2 01 3 05 4 01 5 7 6 12 7 13 8 08 9 01 10 01 TOTAL 50
13 12
8 7 5
10
INTERPRETATION:-
This question is an attempt to analyze the perceived transparency of the rating among the employees of the Organization. A majority of the employees have given a transparency rating of 5. The perception of the employees is since the appraisal is done on a yearly basis, the employee is not in a position to actually evaluate the basis of the rating he has received. This causes a lot of ambiguity in the ratings. This is the primary concern due which almost 70 % have given a rating of 6 and below. The respondents who have given a rating of 7 and above have mostly given this rating because they have got good ratings in the past and feel that there is not much required in terms of transparency as long as they get good ratings themselves.
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14. DO YOU FEEL COMFORTABLE DISCUSSING WITH YOUR

APPRAISER?
TOTAL
24 26 50
Yes
No
52%
48%
INTERPRETATION:-
The major reason for the decreased transparency rating might be due to the fact that 52 % of the respondents did not feel free to express their displeasure, if any, to the rating given to them. This can be due to decreased comfort levels with the appraiser. The appraisal system can only be efficient if it takes into consideration the employees side of the appraisal. There might be various aspects that the appraiser might have accidentally overlooked or certain circumstances misinterpreted which can be clarified if the employee is more open and comfortable with the employer .
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15. RATE THE PERFORMANCE APPRAISAL SYSTEM IN YOUR

ORGANIZATION
Rate
1 01
2 01
3 02
4 03
5 15
6 10
7 10
8 05
9 02
10 01
TOTAL 50
10 9 8 7 6 5 4 3 2 1 0 2 4 6 8 10 12 14 16
INTERPRETATION:-
When the question about overall rating has been asked to respondent they gave average rating i.e.5 or 6, so we can say appraisal system in GHCL limited is average.
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LIMITATIONS
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LIMITATIONS
The following are the limitations faced by me during the course of the study The sample consisted only of employees in the day shift. Employees of the night shift were not considered for the purpose of study. There is no concrete basis to prove the response given is a true measure of the opinion of all the employees as a whole. Convenient sampling was used as the mode of conducting the research.
The questionnaire contained mostly multiple-choice questions; therefore many Respondents may not have given a proper thought before answering the questions. Since the respondents thought that there might be mis-utilization of the opinion / suggestion given by them, they could not open up initially, but later participated. Sensitive company information cannot be displayed in the project report. Most respondents might be influenced by their peers in answering the questions. Due to the fact that most of the respondents were young, the questions might not have been answered with due sincerity.
Page 97
SUGGETION
Page 98
SUGGESTION
The Company should give the compensation as per the skills and performance based, so that the employees could do their work more efficiently.
Organizations must enhance work force motivation to improve productivity. Employees must be encouraged and motivated to develop a customer satisfaction mind set.
Organizations need to empower their employees by allowing them greater autonomy, Control and to design jobs that are more stimulating. This will enhance the personal productivity.
Interdependency of different departments should be well studied, co-ordinate for effective output.
Most employees resist being classified at the low end of the scale. Employees who are low rated are more likely to resist the evaluation of the superior and argue, claiming that personal bias was involved in the ratings.
It just says the manager is dissatisfied with something. In order to make it meaningful and promote growth, far more information must be added to the appraisal process. The related information should be transparently shared with the employee.
Page 99
CONCLUSION
I am thankful to the management for permitting me to take training in GHCL Limited. It was a pleasure experience for me to take a vocational training in such a big and reputed Company. GHCL has been contributing spontaneously towards the areas of collective social concern viz. Environment, Safety, Health and Employee welfare. It has been persistent in its efforts towards improvement in living standards of people, apart from boosting plantation and water conservation measures in township and plant premises. Companys growth objectives is to strengthen existing popular offerings for new customers that view companys services as critical to their Business Objectives and to build strategic partnerships in new verticals and service offerings that result in long-term contracts and business opportunities. I have learned many new approaches during my project work and to deal with people of different attitudes at different levels. I am thankful to all those who supported me to complete this project.
Page 100
BIBLIOGRAPHY
Websites
www.ghcl.co.in www.google.com
Books:Human Resource Management by -Garry Dessler Company reports and journals
Page 101
An Employee Survey on performance appraisal system at (GHCL (Sutrapada unit))

Dear Respondent 1. 2. The purpose behind this Questionnaire is to know about view towards appraisal system at GHCL(Sutrapada). The answers provided by will be kept Strictly Confidential and will not be miss used any where against you. Please tick marks all the boxes and fills blanks legibly.
3.
1. Gender:Male Female
2. Age : 3. Marital Status:
___________
Married Unmarried
4. Working area in organization:Technical Store Administration Dispatch
5.Years of experience in this Organization

Less than a Year 2 Year 1 Year 3 Year +
6. Have you worked in any other Company prior to joining this Organization?
Yes No
7. Were
you informed about the Performance Appraisal model, used in the Organization, during your induction? Yes No
Page 102
8. How
do you find the Performance Appraisal Model in this Organization? (Mark all the relevant options) Simple Subjective Complicated Descriptive
9. In your opinion, does the Performance Appraisal System give a proper assessment of your
contribution to the organization? Yes NO expectations?
10. How often does your Performance assessment match to your Never Sometimes Every time Rarely Often
11. According to you, how often should the Performance Review

Every 3 months every 6 months once a year
take place?
12.What is your Satisfaction level with the current Appraisal System?

Low Average High
13.Which are the areas that should be improved upon? (Mark all the relevant options)
Standards Frequency of Appraisal Monetary incentives Appraiser
14.How important do you think is Performance Appraisal to your Performance?

Not Important Important Very Important
15. If
you were given an opportunity to rate the transparency of the Appraisal System, what marks would you give? (On a scale of 1 to 10 with 1 being the lowest and 10being the highest) __________________
Page 103
16.Do
you feel comfortable discussing with your appraiser about the difference of opinion about your Performance Rating? Yes No
17.How do you rate the Performance Appraisal System in your Organization? (On a scale of 1
to 10 with 1 being the lowest and 10 being the highest) ____________________
18.Any Suggestions:________________________________________________________ ________________________________________________________ ________________________________________________________ ____________
THANK YOU
Page 104

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Summer Internship Program

PERFORMANCE APPRAISAL EFFECTIVENESS ANALYSIS And

Submitted in partial fulfillment of the requirement of MBA program

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

HISTORY AND DEVELOPMENT

Sri Sunshine Groups of Institution Rajkot

GHCL SODA ASH BUSINESS

Sri Sunshine Groups of Institution Rajkot

DELIVERY MODEL AND APPROACH

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

GHCL SODA ASH- THE JOURNEY SO FAR

Total capacity 5 million TPA

Total capacity 5 million TPA

Total capacity 800000 TPA

Total capacity 1.1 million TPA

Capacity increase 525000 TPA Capacity increase to 600000 TPA

Initial capacity 420000 TPA

Sri Sunshine Groups of Institution Rajkot

ACHIEVMENTS AND AWARDS

International Safety Award:

ICMA Award (in 1993):

ISO 9000 certification (in 1996):

Four Stars (in 1997)

Five Stars (in 1999):

Sri Sunshine Groups of Institution Rajkot

GHCL is committed to....................

Build GHCL as an effecting team to work together to achieve business goals.

Have a market driven approach to business in all its endeavors.

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

Industrial products/ FMCG

Type of the Company

Public Limited Company

GHCL LTD. Sutrapada Dist: Junagadh State: Gujarat (India) 362275

Sri Sunshine Groups of Institution Rajkot

GHCL HOUSE Opp. Punjabi Hall Navrangpura, Ahmadabad 380009

GHCL HOUSE Institutional Area Sector-1, B-38 Noida- 20L 301(UP)

Sri Sunshine Groups of Institution Rajkot

Mr. Sanjay Dalmia

Mr. Anurag Dalmia

Whole time directors

Mr. R. S. Jalan, MD Mr. Tej Malhotra Sr. ED (Operation)

Mr. Jagdish Kapoor. Mr. H. H. Faruqi

Mr. Neelabh Dalmia Mr. Naresh Chandra Mr. Mahesh Kheria

Mr. G. A. Tadas - Nominee (IDBI) Mr. R. W. Khanna - Nominee (EXIM Bank)

Sri Sunshine Groups of Institution Rajkot

Senor Executive Director (operation)

Sr. General Manager

Deputy General Manager

Assistant General Manger

Junior Officer / Engr.

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot