This action might not be possible to undo. Are you sure you want to continue?
SUBMITTED IN PARTIAL FULFILLMENT FOR THE AWARD OF THE DEGREE MASTERS OF BUSINESS ADMINSTRATION PUNJAB TECHNICAL UNIVERSITY, JALANDHAR (2010-2012)
Dr. O.P.MIDHA Director-Principal RBIEBT
ACHLA KUMARI Roll No. 104272247242
RAYAT-BAHRA INSTITUTE OF ENGINEERING & BIO-TECHNOLOGY, SAHAURAN, TEHSIL KHARAR, DISTT. MOHALI 1
I have taken efforts in this project. However, it would not have been possible without the kind support and help of many individuals and organizations. I would like to extend my sincere thanks to all of them. I am highly indebted to Mr. Neel kamal jagbir (Sr. senior manager of HR + ADMIN.) for their guidance and constant supervision as well as for providing necessary information regarding the project & also for their support in completing the project. I would like to express my gratitude towards my parents & member of DRISH SHOES LIMITED for their kind co-operation and encouragement which help me in completion of this project. I would like to express my special gratitude and thanks to industry persons for giving me such attention and time. I am glad to work under such an experienced persons who took great pain and helped me during my six weeks training at Drish Shoes Ltd. In last I would thanks to other faculty members for their sincere co-operation whenever required without whom this training would not have been successful.
Signature of the
PREFACE The MBA programmed is well structured and integrated course of business studies. The main objective of practical training at Mabelvale is to develop skill in student by supplement to the theoretical study of business management in general. Industrial training helps to gain real knowledge about the industrial environment and business practices. The MBA programmed provides student with fundamental knowledge of business and organization functions and activities, as well as an exposure to strategic thinking of management. In every professional course, training is an important factor. Professors give us theoretical knowledge of various subjects in the college but we are practically exposed of such subjects when we get the training in the organization. It is only the training through which come to know that what an industry is and how it works. I can learn about various department operation being performed in the industry, which would , in tern, help me in the future when i will enter in practical field. training is an integral part of MBA and each and every student has to undergo the training for 6 week training . During this whole training I got a lot of experience and came to know about the management practices in real that how it differs from those of theoretical knowledge and the practically in the real life.In today’s globalize world, where cutthroat competition is prevailing in the market , theoretical knowledge is not sufficient . Beside this one need to have practical knowledge , which would help an individual in my carrier activities and it is true that “Experience is best teacher”.
Signature of the
DECLARATION I Achla Kumari the undersigned hereby declare that this summer project titled “A STUDY ON PERFORMANCE APPRAISAL SYSTEM OF MANUFACTURING COMPANY “DRISH SHOES LIMITED IN PANCHKULA” is submitted in Partial fulfilment for the award of the degree of “Master of Business Administration” Punjab Technical University Jalandher (2010-12). Place: Date: ACHLA KUMARI Roll no. 1042722447242 4 .
No 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 18 19 20 21 22 23 24 25 26 27 28 2 Title Chapter 1 Industry profile Economical Environment History Leather industry in India Production of leather industry Export scenario for last five year Market capitalization Size of industry Total contribution in economies and sale Domestic and export share Top ten leather exporter Employment oppourtunilities Latest development Share of leather products in export in %age (2010-11) Export of leather component in 2011 Feature of leather industry Technological Environment Meaning Latest technologies Political And Legal Environment Government policy Taxation Current tax rates Associated organizations Swot Analysis Strength Weakness Opportunilities Threats Page No 7-23 7-19 19-20 20-22 22-23 5 .Table Of Contents Sr.
Table Of Contents Chapter2 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 Introduction To Companies company profile of Drish Shoes Limited organisation structure manufacturing process of leather. Chapter 3 Review Of Literature. Chapter 6 Limitation Of The Study Findings of the study Conclusion Chapter 7 Reference Bibliography 90-94 52-89 24-30 31-33 34-44 45-51 6 . company profile of liberty shoes limited. Chapter 4 Research Methodology Definition Contact Method Process Characteristics Of Objectives Data Collection Method Advantages Disadvantages Conclusion Chapter 5 Data Analysis And Interpretation Questionnaire Graphical representative.
Industry Profile 7 .
India has become biggest livestock producer in the world. and emerges as a complex one with elements of continuity and traditional structures. Global Footwear of 13% production comprising of 16 billion pairs are made in India. Indian proactive government initiatives have yielded quick and improved results. India today produces 2065 million pairs of various categories of footwear. valueadded leather products. Today the Indian leather industry has attained a prominent place in the Indian export and has made the industry one of the top 7 industries that earns foreign exchange for the country. Investing in Indian Leather Industry is advantageous because the industry is poised to grow further and achieve a major share in the global trading market. and 2% of the global trade. with a springing capacity for expansion. The post liberalization era has opened up a great plethora of opportunities for the Indian Leather Industry. Since 1991 as India adopted the globalization and liberalized economic policies. 8 . the leather industry has flourished consistently in several ways and has contributed heavily to the Indian exchequer.HISTORY Over the years the Indian Leather Industry has undergone drastic change from being a mere exporter of raw materials in the early 60's and 70's to an exporter of finished. The ultimate quality of the Indian leather combined with efficient craftsmanship has secured a sturdy place for Indian leather goods in the global market. Indian Leather Industry currently is one among the top 8 industries for export revenue generation in India. As the global players looking for new sourcing options while in addition to China. The age of the industry has linked it with social and organizational structure. India stands to gain a bigger share of the global market. Indian leather industry has the credit of being one of the oldest manufacturing industries catering to the global market from the 19th century. holding 10% of the global raw material. It exports 115 million pairs. with the capacity of 1. The main reason behind this good transformation is the several policy initiatives taken by the government of India.8 billion square feet of leather production annually. Indian leather industry is getting more organized. thus having 95% of its production to meet its own domestic demand. Leading brands from the US and Europe have plans to source leather and leather products from India.
Currently it is on an ever increasing phase with optimum utilization of available raw materials and maximum returns from exports. The Indian leather industry provides employment to about 2.69558 million in 1996-97. Government of India realizing the growth potential of the leather industry has been making significant efforts to promote rapid advancement of the industry.000. Under the scheme.320 million in the year 1965-66 to Rs. The industry is equipped mostly with a potential for employment generation.5 million people in the country and has an annual turnover of approximately US$ 5. and design-development. Today Indian Leather Industry has attained well merited recognition in international markets besides occupying a prominent place among.LEATHER INDUSTRY IN INDIA Brief Introduction: Indian Leather Industry has developed to a large extent and is the second largest producer next to China. 9 . with the annual exports touching 2 billion USD. The leather and leather products industry is one of the oldest manufacturing industries in India. growth and exports. rightsizing of capacity. 2005. growth and exports. There has been an increasing emphasis on its planned development. The industry experienced a positive metamorphosis from being a transporter of raw materials to an established exporter of value added and finished leather products. aimed at optimum utilisation of available raw materials for maximising the returns. existing tanneries will be modernized and new units will be set up for footwear. The exports of leather and leather products gained momentum during the past two decades. components and leather products. particularly from exports.000. cost-cutting. the Cabinet Committee on Economic Affairs (CCEA) decided to implement an Rs 2. This scheme is expected to result in gains in terms of productivity. On June 30.9 billion scheme for the integrated development of the Indian Leather Industry. There has been a phenomenal growth in exports from Rs. Indian leather Industry occupies a prominent place in the Indian economy in view of its massive potential for employment. India has less than 3% share in the global trade in leather compared to China's 20%.
The Production of Leather 10 .
4. presorted for quality and weight. Bating. 6. 2. 5. That's when the skin becomes leather. flesh and fat remnants are removed by a roller mounted knife. 7. stored in controlled cool rooms and before processing. Warehousing and sorting In the raw material area the skins are preserved in salt.1. 11 . 3. During tanning the skin fibres absorb the tanning agents. Liming By adding lime and sulphur compound the hair is removed from the skin. pickling. De-Fleshing During this process tissue. Samming During this process water is removed. The resulting splitleather can than be processed further as suede. Splitting In order to achieve an even specified thickness the leather is reduced in substance. tanning During bating and pickling the skins are treated with acid and salt in preparation for tanning. Soaking The skin is soaked to remove dirt and salt.
Staking Following drying the leather is mechanically staked in order to soften it. The art of finishing lies in working in wafer-thin layers without disturbing the natural look of the leather and its characteristics such as suppleness and breathability. when leather is hung and taken through ovens. dyeing and greasing The acid resulting from the tanning process is neutralized. 12 . The greasing procedure will finally achieve the correct softness. colouring. Skiving The grain leather is brought to an even thickness. smooth or grained. The vacuum process during which moisture is removed by suction and the hanging process.8. Sorting The leather is sorted into various quality grades. 13. two-tone or uni-coloured. matt or shiny. Through processes of base coat. Neutralising. Drying Two methods are used to dry leather. 9. 11. where appropriate with anilin-dye-stuffs. filling out. Finishing Here the leather is given its final surface treatment and look. Dyeing than takes place. 10. Irregularities are removed from the reverse side and the leather is separated into colour-batches. Further processes take place in preparation for finishing. depending on the demands of fashion. 12. embossing. ironing the leather becomes.
wrapped and despatched.14. Final control checks to ensure each individual production is to specification and sortation into various trades. Despatch The leather is measured electronically. 15. Quality Control In between every process quality is controlled. 13 .
Non-leather footwear . moulded PVC and other material. Size of the industry Indian Leather industry Today has capacity to produce l776 million pairs. 112 million pairs of Shoe Uppers. Today India produces approx 700 million pairs of leather footwear every year and accounts for an 18% share of the total Indian leather export. 14 .960 million pairs of non-leather footwear's which includes shoes made of rubber.The Production of Leather Export Trend Export Scenario for the last 5 Years Market capitalization Among all the industries the footwear industry in particular holds greater potential for investments in India.
RSL Industries Ltd. Presidency Kid Leather Ltd.Top 10 leather exporters • • • • • • • • • • Tata International Ltd. Super House Leather Ltd. Mirza Tanners Ltd. Abdul Wahid & Company Hindustan Lever Ltd. Punihani International Farida Shoes Ltd. 15 . T. Florind Shoes Ltd.
Andhra Pradesh . Agra & Noida . 16 . Maharashtra – Mumbai .43% (5 years). Karnataka – Bangalore . Dindigul .Ambala.Total contribution to the economy/ sales In 2009-10 with an annual turnover of over US$ 7 billion. with recording a cumulative annual growth rate of about 5. India accounts for a share of close to 3% in the global leather import trade of US$ 137 billion (2008). Haryana . Delhi . Trichy.Chennai.Hyderabad . Panchkula and Karnal. Vaniyambadi. the export of leather and leather products increased manifold over the past decades and touched US$ 3.40. Ranipet. Punjab – Jallandhar . Uttar Pradesh – Kanpur. Ambur. Gurgaon. Though India is the second largest producer of footwear and leather garments in the world. Leather Production centers for leather products are located in Tamil Nadu . West Bengal – Kolkata .
Indian leather industry is set to boom with bright career opportunities in both technical and designing areas. garments. Products exported from India include dresses. Nearly 75% of the leather products exported from India goes to EU and US. Kanpur and Kolkata. Mumbai (Bombay). India is the world's second largest producer of footwear. Mumbai in Maharashtra. Ambur. leather gloves.2 trillion. the investments in the Indian Leather Industry stood at Rs 410 million. Sonepat. Kolkata. and Chennai in Tamil Nadu. There are opportuntieis as designers. Calcutta and Jalandhar. purses. The Indian corporates together with foreign multinationals in this industry have made it possible to look forward to exciting employment options. Footwear Industry is now de-licensed and de-reserved. Agra.Domestic and Exports Share Main leather exports comprise of skins and hides such as cow. Delhi. sandals. leather merchandise besides tanning and finishing. providing expansion of capacities on modern lines with state-of-the-art machinery. Pune. Delhi. ballerinas. its production estimated over 700 million pairs per annum. and booties. Kanpur in Uttar Pradesh. Agra. To develop the footwear industry the Indian Government has come up with numerous initiatives. In 2002. wallets. Calicut and Ernakulum are the major production centre in India. Major production centres are at Chennai (Madras). handbags. 17 . Government has also permitted 100% Foreign Direct Investment through the automatic route for the footwear sector. Ranipet. footwear accounts for 18 percent share of total exports of leather exports. with major manufacturing hubs in Chennai.5 billion grant to be made available to the industry to boost the country's leather industry over a span of five years. Ludhiana. These two markets also offer Indian leather industry vast scope for exports of saddler and harness. casuals. horacchis. Kanpur. At about US $ 300 million per year. sports shoes. goat skin and wet blue. human resources and all the finance & marketing related jobs. The industry employs 2. sheep nappa. moccasins. and briefcases are some of the products exported. the fund availability is conditional upon the sector's attracting an annual investment of Rs 2. Footwear and their components account for about 25 %of India's total leather products exports. Latest developments • • • • The Indian federal government has earmarked a Rs 4. Footwear. shoes. Employment opportunities The Indian Leather industry categorizes under organized sectors and produces garments.5 million persons presently.
thereby to enhance export up to US$ 7.03 billion by 2013-14 which shall create additional employment opportunities for overall on e million people.• • • The government of India for it 200-2009 Foreign Trade Policy has identified the leather sector as a focus sector in view of its immense potential for export growth and generation of employment generation prospects. Leather industry is aimed to augment the production. INDIAN LEATHER INDUSTRY IN THE NEW YEAR 2011 Share of leather products in export in %age (2010-11) 18 . India accounts for 21% of the world's cattle and buffalo and 11% of the world's goat and sheep population. India is one of the best destinations in the world for investing in the leather industry because India is endowed with abundant raw materials required for the industry to grow. India has a huge population of cattle. The Government is also making efforts to implement various Special Focus Initiatives under the Foreign Trade Policy for the growth of leather sector.
45 14.30 822.01 15.19 155.35 7.15 17.48 12.35 % Variation 27.70 424.59 473.36 22.08% and Indian leather industry is marching forward leaving the recession behind.28 11. The following chart is selfexplanatory: (Value in million US$) Product Finished Leather Leather Footwear Footwear Components Leather Garments Leather Goods Saddlery & Harness Non-Leather Footwear Total April-Nov 2009 381.99 245.98 156.e.35 million as against US$ 1916.72 1916.Export of leather component in 2011 The latest data available now for the export of leather and leather products made during the period April –November 2010 i. US$ 2244.53 263.34 2244.05 672.43 0.54 26.08 19 .14 30.91 million in the corresponding period last year shows that there is a positive growth of 17.73 10.91 April-Nov 2010 485.
1. However the fact is that almost all the items of leather are on the move in the market.ft. Due to new year holidays export activities were restricted but local demand existed very much during recent weeks.90 per sq. There is shortage of tanned skins in the Chennai market. chemicals. Features Of Leather Sector In India • • • • • • • Employs 2.00. suede and lining leathers TR-1/2/3 are sold at around US$ 2. respectively whereas Sheep All Suede’s and LDT have been sold at around US$ 2. Tamil Nadu Leather Tanners Exporters & Importers Association (TALTEIA). Even in Erode there is good demand for wet blue cow hides and higher selections are sold at around Rs.ft.per sq. Has enormous potential for future growth. Under this situation even those tanners and products manufacturers who have not been importing hides and skins from abroad are thinking of imports. Overseas customers show interest for goat and sheep upper.80 and 1. 20 . It is reliably learnt that S/C goat upper.As usual the export increase has been highest in the product Finished Leather for which there is continuous demand from different sources but exporters here consider their prices unworkable as raw materials.5 million persons.50 and 1. Chennai has taken a decision and announced that it would lead a delegation for 10 days from 22nd February to 3rd March 2011 to Egypt which is a resourceful country for raw material and attend the leather fair to be conducted in Ethiopia for an on the spot study of the prevailing situation in the leather market. Very high value addition within the country.10/1.ft. labour charges have all become costly now.80/. Annual export value poised to touch about 2 billion US dollars.90 per sq. Endowed with 10% of the world raw material and export constitutes about 2% of the world trade.00/0. A large part (nearly 60-65%) of the production is in the Small/Cottage Sector. suede and lining leathers at different prices depending on the quality and selection. But detailed information is not available at the time of writing this article. respectively. Amongst top 8 export earners for India.
CAD/CAM generates data at the design stage. CAD systems today have been developed with a much wider range of functions. Software developments have progressively made systems more intuitive and easier to use. It automates routine procedures. or "state-of-the-art technology".. textures and other decorations can be incorporated into product designs of both the uppers and soles to help reinforce branding on all areas of the model. Today. for manufacturing of cutting dies. a serviceable sketch can be produced and then color and texture can be added. CAD/CAM software is a PC based system.Technological Environment Meaning: Technology is the usage and knowledge of tools. Computer aided design was introduced in the shoe industry in 1970s. "medical technology". techniques. Technologies significantly affect human as well as other animal species' ability to control and adapt to their natural environments. It enabled manufacturers to perform complex grading relatively easily and quickly. With 2D sketch and paint modules. Logos. or is systems or methods of organization. which is made up of program modules. there are 2D and 3D versions of CAD/CAM systems in the shoe industry. or is a material product (such as clothing) of these things. the term can either be applied generally or to specific areas: examples include "construction technology". and crafts. shoe lasts and sole moulds. which can be used right through the planning and manufacturing stages. Initially it was used primarily for pattern grading. CAD data can now be used effectively for a wide variety of activities across footwear manufacturing business. CAD/CAM in the footwear industry is the use of computers and graphics software for designing and grading of shoe upper patterns and. 3D systems enable the last and design to be viewed from any perspective and several angles even simultaneously. 21 . Latest improvements in the CAD/CAM technology are: Graphic capabilities and interconnectivity have improved enormously. The human species' use of technology began with the conversion of natural resources into simple tools. increasing speed and consistency whilst reducing the possibility of mistakes.
octroi and for utilities like water supply. Machinery also benefits from duty-free/ concessional import regulations and there are concessional rates of interest on export credits to mitigate the effects of rupee appreciation which had led to a tightening of credit. Land Revenue. Customs duties. the sector's 11th five-year plan (2007-2012) focuses on development of design facilities. In order to achieve this. marketing and technological support for traditional and ethnic Indian footwear products such as Mojari. Income tax. Jooti and Kolhapuri is being provided. environmental concerns. subsidies for the modernisation of plants and attracting FDI to the sector.Political and legal Environment Government policy The Council for Leather Exports (CLE) has set an ambitious target of doubling Indian leather exports to about US$5 billion by 2010. Current tax rates • • 30% in the case of domestic companies and surcharge @ 10% of tax 40% in the case of foreign companies and surcharge @ 2. On the smaller scale. State Excise. Tax on professions are the principal taxes levied by the State Governments Local Bodies are empowered to levy tax on properties. Stamp duty. 100% FDI and JVs are permitted through the automatic route. under the ‘Support to Rural Artisans' scheme. drainage etc. This would imply an annual growth of 16% between 2006-10. Funding is available to enable tanners to modernise manufacturing facilities. human resources. Sales Tax and Service tax are the main taxes levied by the Central Government VAT. To further promote technology transfer and the development of the sector. central excise has been reduced from 16% to 8% for items with a retail sales price of between Rs250-350. Furthermore. duty free import of hides and skins is permitted from anywhere in the world to provide cheap and readily available raw materials. Present excise abatement of 40% on MRP of footwear has been brought down to 37%. As the footwear sector is seen as crucial for growth. consequent to the reduction of excise duty from 16% to 8%.5% of tax 22 . Central Excise. Taxation • • • • India has a well developed tax structure.
• Managements with business background become quality and environment conscious.Associated Organisations • • • • • • • • • • • • • • • Central Board of Excise & Customs Export Import Bank of India (EXIM) Federation of Indian Exports Organisation (FIEO) Indo-German Export Promotion Project Indian Merchants Chamber Indian Leather Technologists Association Indian Finished Leather Manufacturers & Exporters Association All India Small Scale Tanners and Exporters Association All India Leather Machinery Manufacturers Association Indian Leather Garments Association Indian Leather Products Association All India Skin and Hide Tanners & Merchants Association Indian Footwear Components Manufacturers Association Agra Footwear Manufacturers & Exporters Chamber All India Skin and Hide Tanners & Merchants Association SWOT Analysis of Indian Leather Industry STRENGTHS • Existence of more than sufficient productive capacity in tanning. 23 . • Well-established linkages with buyers in EU and USA. • Easy availability of low cost of labour. • Comfortable availability of raw materials and other inputs. • Tax incentives on machinery by Government. manpower development and marketing. and the integration of developed technology is very slow. • Exporter-friendly government policies. WEAKNESSES • Low level of modernisation and up gradation of technology. designing. • Exposure to export markets. • Massive institutional support for technical services. • Presence of qualified leather technologists in the field.
• Horizontal growth of tanneries. as many businesses are family-owned. Vietnam and Brazil. 24 . • Unawareness of international standards by many players as maximum number of leather industries are SMEs. • Growing international and domestic markets.(The performance of global competitors in leather and leather products indicates that there are at least 5 countries viz. OPPORTUNITIES • Abundant scope to supply finished leather to multinationals setting up shop in India. • Use of information technology and decision support software to help eliminate the length of the production cycle for different products • Product diversification . • Highly unhygienic environment.Developing countries are resorting to more and more non – tariff barriers indirectly. designing and technical services. namely.) • Non. • Stiff competition from other countries. Indonesia. • Limited scope for mobilizing funds through private placements and public issues. • Difficulties in accessing to testing. Thailand. • Growing fashion consciousness globally. • Improving quality to adapt the stricter international standards. which are more competitive than India. leather garments. • Lack of modern finishing facilities for leather. • Less number of organised product manufacturers.• Low level of labour productivity due to inadequate formal training / unskilled labour.tariff barriers . • Fast changing fashion trends are difficult to adapt for the Indian leather industries.There is lot of scope for diversification into other products. • Environmental problems. goods etc. China. THREATS • Entry of multinationals in domestic market.
Introduction To Companies 25 .
having done M.000 sq.a.a. Company has received for past 15 consecutive years export awards from the Government nodal agency. ft. Finished Leather. and of sole plant 20. ft. Industrial Area. Honour.a.134113 (Haryana) India Phone(s): +91-172-2560830 / 2567275 / 2567434 / 2574753 Fax: +91-172-2565932 Company Profile A 20-year-old company manufacturing and exporting top quality finished leather. Phase-1 Panchkula . Parpia in Singapore. Farrutx and Zara Brands in Spain.Introduction to Companies Drish Shoes Limited Drish Shoes 390. and leather unit soles.e.000 pairs p. Ricosta in Germany. per annum. PVC. The capacity of shoe plant is 400. Professional promoters with solid industrial experience. The total capacity in uppers is 1 million pairs p. Exporting 97% of production to toughest. Manas in Italy. Managing Director. is a merit scholar in M. Turnover in 2008-2009 was US$ 25. Own state of the art tannery having production of 10 million sq. He served for seven 26 . PVC+ Leather.5 millions. Jannet Miller.. A. Mr. Join Push in Hong Kong and Kickers in France. S. Sc. Switzerland. Per unit realization is among the highest in the country in all the three products that the company makes i. LAUSANNE. House of Labels in Holland. most demanding. Our sole making unit is capable of making TPR. Council of Leather Exports. Paul.0000 pairs p. Leather shoe uppers and Leather footwear. I. Mercedes. premium segment of Asian and European markets comprising of the who's who of importers/ manufactures like Manz. Also received awards from National Productivity Council and Institute of Marketing and Management. from IMD. of built up space. Fortuna. shoe uppers and shoes with a phenomenal track record of growth in turnover and profits. World class integrated manufacturing facilities for all manufacturing operations from raw skin to finished product involving latest imported machines from Europe housed in 230. B.
to 5. qualified engineers. 120 crores with reserve of Rs. C. R & D and Quality Control having devised a unique system of on-line quality control in which the entire workforce from the Worker to Senior Managers participate in 100% quality checks. R & D efforts have helped develop soft leathers in Cow Calf and Buff Calf that are matched by few in the industry.ft. Some Facts in More Detail Drish Shoes Limited was established in 1988 and has today grown to have a total sales turnover of Rs. All upper manufacturing is done in two dedicated ancillaries. Appointed on board of SIDBI for two consecutive terms. possibly. another makes only children uppers for Jela and another makes only high quality gents uppers for Manz.ft.As. The company's most important asset is its work force of 1300 skilled workers and trained leather and footwear technologists.1 million sq.ft. This ancillarisation helps in each unit developing expertise as per a particular customer's needs and ensures very high standards of quality. Hence one ancillary makes only California uppers.years as Manager Foreign Business at Bank of India's establishment in India and Europe and joined M/s. 27 . Bawa Shoes Ltd. 27 crores and assets of Rs. Article Buffalo Calf Chandi is best selling leather brand out of India. 80 crores. Special Strengths Manufacturers of top quality Children's shoes from age 9 months onwards. Gents' dress shoes & very fine quality ladies uppers and ladies comfort shoes. Very strongly focused on innovation. the best buffalo calf in the world. semi chrome and vegetable tanning. each making 500 to 800 pairs a day and specializing in different constructions and customers. as well as on board of State Bank of Patiala. 15 leather technologists and 12 graduates in Footwear Technology from FDDI. It also constantly sends its personnel for technical training in India and abroad. of leather per month. in as many as 20 colours per day and can handle full chrome. Drish employs MBAs. as Chief Executive before setting up this company. India's premier footwear education institute.000 sq. The Facilities Drish has state of the art tanneries at Nalagarh and Jalandhar manufacturing more than 1. Manufacturers of. The tanneries are equipped with tanning & dyeing drums of various sizes giving it complete flexibility in dyeing lots from 5 sq. 19 crores. net worth of Rs.
000 sq. Learning the hard way. In Shoes. the company started its production with Manz. Our Focus Drish started its exports in 1988 by selling to one of the most discerning customers.All shoe making for exports is done in a central unit at Panchkula. This helped in developing a system of very stringent quality controls and gave a very firm grounding of quality consciousness in every employee. Fur lined and textile lined hous£ shoes. Strobel. Cow Upper Leathers in grains. All new developments are assisted by a CAD-CAM system. a 120 years old Gents' shoe brand in Germany. Indian Market Drish is now bringing its export strength to Indian Market. Products Drish specializes in making fine grain Cow Calf. With this focus on quality the capacities kept growing and today the production team can handle very high production rates and volumes without loosening the hold on quality. Manz AG of Germany.ft. Along-with its excellence in cement lasted shoes the company has gained expertise in other constructions like California. The total constructed area of the production units exceeds 230. Being located in Northern Ifidia. which is equipped with BUSM machines. At that time the company took the crucial decision of making only high quality products and based its entire strategy on the belief that it would be better to work for a few demandin customers rather than be lured by the attraction of doing low end large volume business. Cosy and Waterproof shoes. For heavier leathers the company imports the raw hides from Europe. has contributed to the company's ability to make international class leathers. Since Drish does most designs for export at its studio on CAD/CAM by team of in-house designers assisted by foreign designers. Drish has acquired special skill in handling children shoes in various constitutions and is producing these for the best European brands like Piedro. suedes and nubuks. contemporary European 28 . which is the source of Buff Calf and Cow-Calf skins. This ability was further enhanced by the fact that all raw purchase is done under the personal attention of one of the directors of the company. A big strength of the company is its ability to procure the best raw material available in the country. in Cosy construction is another specialty. Drish has also mastered a unique technique of making watertMof Shoes based on Sympatex and Water-Tex materials. A separate unit for domestic market has been set up in Himachal Pradesh. Wish now qxports some of the most expensive footwear out of the country.
By nature it is a natural product. Drish Shoes are available at better stores in various parts of India.shoes will be available to domestic market at the same time ormay be earlier. The high quality finished leather. as to European markets. Organization Structure Chairman Directors Production/ HR & Manufacturing Admin Department Department Sales & Marketing Department Finance/ Accounts Department Purchase Department Planning Department Senior Managers Managers Assistant Managers Officers Supervisors Workers Head of Departments Senior Managers Managers Assistant Managers Manufacturing process of Leather In the leather Industry for the manufacturing of leather products it all depends upon to manufacturer. which we 29 .
deer. wallets. where it takes place called leather Tanneries. After this stage finished leather is ready to move for any type of leather product namely leather footwear. Process of leather which has various stages as below: Raw Hides Wet Blue Crust Leather Finished Leather Therefore during the manufacturing process at each level various chemicals are to be added and get fine quality of leather. According to product. This process of manufacturing of leather called Tanning of hides & skins and plant. In this stage ironing of crust leather takes place during the process of leather. Generally in leather industry the process of manufacturing of leather is almost same but it all depends what life of leather we want. cow-calf. purses. spraying machines. it is pre decided that which product we want to manufacture. In this process raw hides contained in huge wooden drums along with chemicals and water and by rotating these drums for about two to three days. In Indian leather industry there are two type of manufacturers one who manufacture leather for export of leather and second for domestic use. In first stage when raw to wet blue takes place the process is same for every leather industry as a whole or by an individual firm. leather garments. goat & Sheep. from raw hides the manufacturing of finished leather is takes place.procure it from dead animals like buff-calf. Each piece of leather moves in various automatic machines called ironing machine. We want to produce after and stage there is third stage or final stage of process is there which called manufacturing of finished leather. buffring machines etc. the age factor of animal and quality of chemicals highly matters. belts etc. We got wet blue leather after this first stage. All these machines make the leather which shines and get the colours permanently. jackets. The manufacturing process of both the 30 . briefcases. This means that. This skin called hide & skins or raw hides. This second stage also known as dying or colouring stage by using various dyes or colours according to our requirements of product.
Liberty is also the first company to market PPE products for safety purpose. Better technology. Liberty also pioneered the PU (Poly Urethane) Technology in India for the footwear industry. Liberty has a lot of firsts to its credit. Technical know. Liberty has also been instrumental in introducing EVA (Ethyl Vinyl Acetate). Besides these Thermo Plastic Elastomer has been developed for the first time in India at Liberty.how quality of raw hides and chemicals used. Enhanced productivity. Technology Better methods. which is a direct injection moulding used for making sole for the first time in Asia. The Sympatex waterproof technology in footwear was pioneered by also Liberty. This material has better properties than PVC or TPR (conventional materials used for footwear). A CAD/CAM design centre is in place at Liberty. into the country. It has introduced a new material called TPU (Thermo Plastic Urethane).manufacturers is almost same but different in technology. 31 . This technology uses very light material & the footwear is made with the direct injection system. Greater customer satisfaction. Finest quality. Better tools. for high quality footwear.
& Anderson. This need has brought reactions from executives.With many corporate incomes decreasing over the past few years. 2003). 2005. Joo. Wasylyshyn. In this changing corporate setting. KampaKokesh & Anderson. As a result. 2005. Kampa Kokesh. 2003. Peterson. the increasing number of coaches of every type. Turner. 1998.. Levinson. 2001.Kilburg. 2005. It is surprising that with the increased use of executive coaching and the rising number of coaches. Turner. 1998.Review of literature on performance appraisal 1. & Anderson. executive coaching must 32 . positive criticism. it was seen as an executive crutch to assist nonperformers. 2006. and a codevelopment of strategies (Bacon &Spear. & Anderson. Onereason for the about face attitude could be the value executive coaching brings as a” time-out" break. assessment. 2001. Wasylyshyn. 2002. Due to this increase in personalROI.During the beginning years of executive coaching. Kampa-Kokesh. 2002.. and competency validation solely for executive coaches (Brotman et al. Turner. Orenstein. KampaKokesh. Joo. Wasylyshyn. 1996. Asperity. Literature review on performance appraisal while the increased demand for executive coaching in the marketplace has opened up. both personally and organizationally (Affront et al. and clients who suggest standardized methods.. Turner. Wasylyshyn. 2006). 1998. requirements. 1996a. and perspective has also grown (Boatman et al. 2005. Turner. training. & Anderson. Orenstein. Today. from the unyielding demands of the corporate world.One of the premier uses of executive coaching is to deliver "just-intime" strategies for increasing ones personal performance and effectiveness by transforming weaknesses into strengths (Bacon & Spear. 2006. executive coaching focuses on ensuring alignment with corporate strategy (Bluckert. Orenstein. 2001. Brotman et al.Kilburg. 1996. 2003).. 2005. Joo. to include the use of external sources (Joo. 2003). for inner-thought. 2003). Kampa-Kokesh. 2005. 2001. corporate America is enamored with executive coaching and the benefits it has brought in recent years (Bacon & Spear. 2006. Edwards.2003). 1998. Executives have recognized the significance of executive coaching in their professional performance. 2003. 1996.2005. 2005. ICF. 2001. 2001. 2003). executive coaching is looked upon as a necessary tool and in some cases reserved only for senior executives (Joo. 2006.. Stevens. Joo. 2003). Wasylyshyn. 2003. Wasylyshyn. Stevens. 2006. corporations have revaluated their training and development practices. 1996a. Brotman et al. coaches. & Anderson. Wasylyshyn. 2005. there has not been a professional association formed to develop and monitor the standards. 2006. 2003). 2005b. Kampa-Kokesh.
2005. This provides a good opportunity to make sure you and the employee agree. which is. 2003). forms for performance appraisal. Kampa-Kokesh & Anderson. One benefit is improved employee performance and another benefit is improved morale on the part of your employees. 2. An effective employee appraisal needs to be based on mutually agreed upon goals and objectives. you can gain many benefits for you and your employees from instituting an employee performance appraisal program. Turner. 5.be used in a laser-focusedmanner. documenting the benchmarks. The internal coach. Doing so. and action steps. 2006). rather than a liberally used improvised solution (Orenstein. unfortunately. 2003). 33 .http://performanceappraisalebooks. and to what extent. 2005.info/ : Over 200 eBooks. Do you regularly review your employees? If you don't. Another downturn of this "commoditization" of executive coaching is to put a limit on the use of coaching. (Joo. stages. Turner. 2006. 2006). realistically. Those corporations who have identified the need and usefulness of executive coaching have created an inner coaching environment to facilitate coaching through internal coaches(Turner. assisting clients to become masters of change management (Wasylyshyn. 2001. Suggest that the employee review their own performance before you share your review with them. on the appraisal. 2005.It is in the new corporate coaching culture of companies employing their own coaches(internal) where the chemistry of the coaching relationship takes a back seat to replicable measures in the coaching protocol (Joo. A performance appraisal provides many opportunities including an opportunity to praise employees for a job well done. templates. 2003). Have a basis for the appraisal. 2006. where possible.Wasylyshyn. Here are some basic tips for how to review your employees: 4. 2001. Wasylyshyn. Stevens. Kampa-Kokesh & Anderson. 3. diminishes the coaching process to a cookie cutter approach including a preset number of sessions and strategies rather than a co-developed strategic plan developed over the course of an ongoing relationship. . Most employees would like to knowhow they are performing and all employees like to receive positive feedback about their performance. finds him or herself in a dilemma of possibly losing one of his most prized outcomes.
Consider an assessment of your own approach for employee performance appraisal approach. If one or more employees in your practice supervise others. Before the meeting. Discuss the balance between work life and personal life. make sure they perform regular. 7. Don't consider an employee performance appraisal a once a year process. 11. you need to review the objectives previously set with the employee and need to be able to provide specifics about the employee's work and how well the employee did or did not reach the objective. You must interact with an employee during the appraisal and get their feedback on what you are saying. . nothing discussed will be a surprise to the employee. Allowing phone calls to interrupt your discussion with the employee makes it appear as if you don't care about the employee and as if you don’t think the appraisal process is an important one. 9. Conducting effective employee performance appraisals can help 34 . Listen and interact. . 12. Ideally you and the employee should agree on what specific actions will be taken to improve performance. Where there are areas for improvement. You should be providing your chiropractic staff members with ongoing feedback about their performance. A successful appraisal is not a one way conversation. . Block out all interruptions. 8. you need to get the employee to agree to these areas and to agree to take action to improve performance. 10. effective employee appraisals. There are many excellent resources about conducting effective employee performance appraisals.6. Be prepared before you sit down with the employee and perform the appraisal. Your feedback should be frequent enough so that at an annual performance review session.An employee who only focuses on work to the detriment of his personal life will eventually become burned-out and will provide less value to your practice.
improve the efficiency and profitability of your practice. If you aren't conducting formal employee performance appraisal sessions now. you should begin putting such a program in place as soon as possible.and also keep your employees happy and more productive. Introduction To The project 35 .
for the same may be said about almost everything in the field of modern human resources management. analyzing and recording information about the relative worth of an employee.Performance Appraisal History of performance appraisal:The history of performance appraisal is quite brief. Definition :Performance appraisal is the process of obtaining. The focus of the performance appraisal is measuring and 36 . Its roots in the early 20th century can be traced to Taylor's pioneering Time and Motion studies. But this is not very helpful.
2. Its aim is to measure what an employee does. To provide feedback to the employees regarding their past performance. Objectives Of Performance appraisal: 1. training and development. To judge the effectiveness of the other human resource functions of the organization such as recruitment. Provide clarity of the expectations and responsibilities of the functions to be performed by employees. To judge the gap between the actual and the desired performance. 37 . 3. To review the performance of the employees over a given period of time. and training and develop 10.improving the actual performance of the employee and also the future potential of the employee. 2. Provide information to assist in the other personal decisions in the organization. 9. To help the management in exercising organizational control. Provide information to assist in the other personal decisions in the organization. Purpose Of Performance Appraisal:Performance Appraisal is being practiced in 90% of the organizations worldwide. To diagnose the strengths and weaknesses of the individuals so as to identify the training and development needs of the future. To help the management in exercising organizational control. 6. selection. To judge the effectiveness of the other human resource functions of the organization such as recruitment. subordinates 5. the 8. To review the performance of the employees over a given period of time. 12. Provide clarity of the expectations and responsibilities of the functions to be performed by the employees. 7. Performance Appraisal is aimed at: 1. Helps to strengthen the relationship and communication between superior and management – employees. Typically. To judge the gap between the actual and the desired performance. Self appraisal and potential appraisal also form a part of the performance appraisal processes. 11. selection. 4. 3.
6. it is the responsibility of the management to communicate the standards to all the employees of the organization. In case the performance of the employee cannot be measured. 7. superior – Performance appraisal process:Steps for performance appraisal process:The first step in the process of performance appraisal is the setting up of the standards which will be used to as the base to compare the actual performance of the employees. To judge the effectiveness of the other human resource functions of the organization such as recruitment. training and development. To diagnose the training and development needs of the future 5. Helps to strengthen the relationship and communication between subordinates and management – employees. comparing the actual with the desired performance:38 . 9. Provide clarity of the expectations and responsibilities of the functions to be performed by the employees. This step requires setting the criteria to judge the performance of the employees as successful or unsuccessful and the degrees of their contribution to the organizational goals and objectives.4. selection. This will help them to understand their roles and to know what exactly is expected from them. Provide information to assist in the HR decisions like promotions. transfers etc. great care should be taken to describe the standards. The employees should be informed and the standards should be clearly explained to the. easily understandable and in measurable terms. The standards should also be communicated to the appraisers or the evaluators and if required. To reduce the grievances of the employees. communicating the standard:Once set. 8. The standards set should be clear. the standards can also be modified at this stage itself according to the relevant feedback from the employees or the evaluators.
the actual performance being less than the desired performance depicting a negative deviation in the organizational performance. Process steps:- 39 .The actual performance is compared with the desired or the standard performance. The result can show the actual performance being more than the desired performance or. The comparison tells the deviations in the performance of the employees from the standards set.
Decision making 40 . The results. the problems and the possible solutions are discussed with the aim of problem solving and reaching consensus. The feedback should be given with a positive attitude as this can have an effect on the employees’ future performance.Discussing results The result of the appraisal is communicated and discussed with the employees on one-toone basis. The purpose of the meeting should be to solve the problems faced and motivate the employees to perform better. The focus of this discussion is on communication and listening.
The description is an evaluation of the performance of any individual based on the facts and often includes examples and evidences to support the information. the employees are given the the final ranking 41 . A major drawback of the method is the inseparability of the bias of the evaluator. transfers etc . Technique of performance appraisal:performance appraisal techniques are:1. demotions. promotions. After all the comparisons on the basis of the overall comparisons. In this method. take the required corrective actions.The last step of the process is to take decisions which can be taken either to improve the performance of the employees. also known as "Free Form method" involves a description of the performance of an employee by his superior. 3. 2. this method compares each employee with all others in the group.Straight ranking method This is one of the oldest and simplest techniques of performance appraisal. the appraiser ranks the employees from the best to the poorest on the basis of their overall performance. one at a time. PAIRED COMPARISON: A better technique of comparison than the straight ranking method. It is quite useful for a comparative evaluation. or the related HR decisions like rewards.Essay appraisal method:This traditional form of appraisal.
4.Critical incident method: In this method of Performance appraisal, the evaluator rates the employee on the basis of critical events and how the employee behaved during those incidents. It includes both negative and positive points. The drawback of this method is that the supervisor has to note down the critical incidents and the employee behavior as and when they occur. 5 Field review: In this method, a senior member of the HR department or a training officer discusses and interviews the supervisors to evaluate and rate their respective subordinates. A major drawback of this method is that it is a very time consuming method. But this method helps to reduce the superiors’ personal bias. 6. CHECKLIST METHOD:The rater is given a checklist of the descriptions of the behavior of the employees on job. The checklist contains a list of statements on the basis of which the rater describes the on the job performance of the employees.
7.Graphic rating scale : In this method, an employee’s quality and quantity of work is assessed in a graphic scale indicating different degrees of a particular trait. The factors taken into consideration include both the personal characteristics and characteristics related to the on the job performance of the employees. For example a trait like Job Knowledge may be judged on the range of average, above average, outstanding or unsatisfactory. 8. Force distribution:To eliminate the element of bias from the rater’s ratings, the evaluator is asked to distribute the employees in some fixed categories of ratings like on a normal distribution curve. The rater chooses the appropriate fit for the categories on his own discretion.
Challenges Of Performance Appraisal:An organization comes across various problems and challenges Of Performance Appraisal in order to make a performance appraisal system effective and successful. The main Performance Appraisal challenges involved in the performance appraisal process are: Determining the evaluation criteria:Identification of the appraisal criteria is one of the biggest problems faced by the top management. The performance data to be considered for evaluation should be carefully selected. For the purpose of evaluation, the criteria selected should be in quantifiable or measurable term. Create a rating instrument:The purpose of the Performance appraisal process is to judge the performance of the employees rather than the employee. The focus of the system should be on the development of the employees of the organization. Lack of competence: Top management should choose the raters or the evaluators carefully. They should have the required expertise and the knowledge to decide the criteria accurately. They should have the experience and the necessary training to carry out the appraisal process objectively. Errors in rating and evaluation:Many errors based on the personal bias like stereotyping, halo effect (i.e. one trait influencing the evaluator’s rating for all other traits) etc. may creep in the appraisal process. Therefore the rater should exercise objectivity and fairness in evaluating and rating the performance of the employees. Resistance: The appraisal process may face resistance from the employees and the trade unions for the fear of negative ratings. Therefore, the employees should be communicated and clearly explained the purpose as well the process of appraisal. The standards should be clearly communicated and every employee should be made aware that what exactly is expected from him/her. Benefits of Performance Appraisal :44
Advantages of performance appraisals: 45 . Benefits to the organization: • A structured means of identifying and assessing potential. • Information about training needs which can act as a basis for developing training plans. • • • • • • • Opportunities to hear and exchange views and opinions away from the normal pressure of work An opportunity to identify any potential difficulties or weaknesses An improved understanding of the resources available An opportunity to plan for and set objectives for the next period An opportunity to think about and clarify their own role An opportunity to plan for achieving improved performance An opportunity to plan for further delegation and coaching An opportunity to motivate members of the team. • Information on which to base decisions about promotions and Motivation. • Improving understanding of their strengths and weaknesses and developmental Needs. • Getting an insight into how their performance is perceived. • Understanding and agreeing their objectives for the next year.Benefits for performance appraisal are:Benefits for the individual: • Gaining a better understanding of their role. • An opportunity to review succession planning. • Providing an opportunity to discuss and clarify development and training needs. • An opportunity to discuss career direction and prospects. Benefits to the line manager/supervisor/team leader: • . • Understanding more clearly how and where they fit in within the Wider picture. • Identifying ways in which they can improve performance . • Up-to-date information regarding the expectations and aspirations of employees. • A better understanding of how performance is assessed and Monitored.
• • • • • • • They provide a document of employee performance over a specific period of time. Measuring and improving the actual performance of the employee and the future potential of the employee is the aim of performance appraisal. there will be systematic way of reviewing. assessing the performance of an employee and planning for his future during a given period of time. They provide a structured process for an employee to clarify expectations and discuss issues with their manager. 46 . They provide a structure for thinking through and planning the upcoming year and developing employee goals. They provide a structure where a manager can meet and discuss performance with an employee. They are based on human assessment and are subject to rater errors and biases. They can motivate employees if supported by a good reward and compensation system. they can create a negative experience. They can create a very stressful environment for everyone involved. They allow a manager the opportunity to provide the employee with feedback about their performance and discuss how well the employee did with completing their goals.SIn performance appraisal. It mainly focuses to measure what an employee does. Performance appraisals are very time consuming and can be overwhelming to managers with many employees. . Can be a waste of time if not done appropriately.Conclusion:. Disadvantages of performance appraisals:- • • • • • • If not done right.
The primary purpose for basic research (as opposed to applied research) is discovering. principle. solve new or existing problems. Methodology : It is a set or system of methods. or develop new theories. Artistic research: also seen as 'practice-based research'. and rules for regulating a given discipline. and the development of methods and systems for the advancement of human knowledge on a wide variety of scientific matters of our world and the universe. It makes practical applications possible. 2. or as any systematic investigation. Historical research : Historical research is embodied in the historical method. Scientific research: This research provides scientific information and theories for the explanation of the nature and the properties of the world around us. interpreting. with an open mind. to establish novel facts. usually using a scientific method. Information may be collected by Mail Telephone Personal interview 48 . 4. Contact Method : 1. prove new ideas.Research Methodology Research can be defined as the search for knowledge. as in the arts or sciences. 3. can take form when creative works are considered both the research and the object of research itself.
At the very outset the researcher must single out the problem he wants to study... Formulating the research problem: There are two types of research problems. i. he must decide the general area of interest or aspect of a subject-matter that he would like to inquire into 49 .Research Methodology Process 1. viz. those which relate to states of nature and those which relate to relationships between variables.e.
it becomes necessary to collect data that are appropriate.e. Preparation of the report or the thesis: Finally. Writing of report must be done with great care keeping in view the Following:1. the researcher turns to the task of analyzing them. the researcher will be required to prepare a research design.. and hence. and (iii) the end matter 7. he had formulated earlier. The analysis of data requires a number of closely related operations such as establishment of categories. It can be presumed that in such an inquiry when all the items are covered no element of chance is left and highest accuracy is obtained. But in practice this may not be true. Preparing the research design: The research problem having been formulated in clear cutterms. Determining sample design: All the items under consideration in any field of inquiry constitute ‘universe’ or ‘population’. The preparation of such a design Facilitates research to be as efficient as possible yielding maximal information. the researcher is in a position to test the hypotheses. There are several ways of collecting the appropriate data which differ considerably in context of money costs. The layout of the report should be as follows: (i) the preliminary pages. A complete enumeration of all the items in the ‘population’ is known as a census inquiry. Hypothesis-testing: After analyzing the data as stated above. tabulation and then drawing statistical inferences. the application of these categories to raw data through coding. i. Do the facts support the hypotheses or they 50 . The unwieldy data should necessarily be condensed into a few manageable groups and tables for further analysis. he will have to state the conceptual structure within which research would be conducted. time and other resources at the disposal of the researcher 5. 3. Collecting the data: In dealing with any real life problem it is often found that data at hand are inadequate. Analysis of data: After the data have been collected. (ii) the main text. if any. 6. the researcher has to prepare the report of What has been done by him. 4.2.
happen to be contrary? This is the usual question which should be answered while testing hypotheses. A company may need to decide what format of research they want to use before the investigation begins. CHARACTERISTICS OF OBJECTIVES Clear +Complete +Specific + Identify main + Identify the variables to direction of be correlated relationship DATA COLLECTION METHOD:The basic concept of research methodology refers to the way in which companies conduct their research and how they collect the data they need. Research methodology typically involves a full breakdown of all the options that have been chosen by a company in order to investigate something. have been developed by statisticians for the purpose. they need to adapt the most suitable research methodology for the job. such as Chi square test. 51 . F-test. Various tests. as well as any of the terminology and explanations of how these methods will be applied effectively. For example. and this area of research methodology typically involves reading published journals. This would include the procedures and techniques used to perform the research. if a company that sells a particular product needs to launch research to find out how effective or desirable a new product is. they will need to conduct what is known as primary research. This method means that the company will collect data and information themselves first hand. t-test. a company many only require figures or statistical Findings that can be located from an external source to themselves. Whenever a company or organization needs to investigate a particular area of their business dealings. newspapers and other materials to give companies the information they need second hand. The hypotheses may be tested through the use of one or more of such tests. Alternatively. This is known as secondary research.
This includes the relative ease of access to many sources of secondary data. the detailed difficulties may persuade the researcher to decide that the potential information obtained is not worth the potential difficulties in conducting the research. the originators of secondary research include details of how the information was collected.Advantages of research methodology: Ease of Access: There are many advantages to using secondary research. Clarification of Research Question: The use of secondary research may help the researcher to clarify the research question. Therefore. When focusing on secondary research. In the past secondary data accumulation required marketers to visit libraries. 52 . This offers convenience and generally standardized usage methods for all sources of secondary research. Secondary research is often used prior to primary research to help clarify the research focus. Now with the availability of online access. Low Cost to Acquire: The use of secondary data has allowed researchers access to valuable information for little or no cost to acquire. May Answer Research Question: The use of secondary data collection is often used to help align the focus of large scale primary research. Therefore. This would effectively eliminate the need and expense to carry out there own primary research. the researcher may realize that the exact information they were looking to uncover is already available through secondary sources. This may include information detailing the procedures used in data collection and difficulties encountered in conducting the primary research. May Show Difficulties in Conducting Primary Research: In many cases. or wait for reports to be shipped by mail. secondary research is more openly accessed. this information is much less expensive then if the researchers had to carry out the research themselves.
Moreover. It is important for the researcher to identify. and manage the disadvantages that are accompanied by the use of secondary research. an out-of-date research reports many have little or no relevance to the current market situation. 53 . Conclusion: In conclusion. the researcher needs to rely on secondary data that is presented and classified in a way that is similar to their needs.Disadvantages: Quality of Research: There are some disadvantages to using secondary research. Incomplete Information: In many cases. The originators of the primary research are largely self-governed and controlled by the marketer. one must exercise caution when using dated information from the past. secondary data is not presented in a form that exactly meets the researcher’s needs. With companies competing in fast changing industries. This is because many research suppliers offer free portions of their research and then charge expensive fees for their full reports. the researcher needs to take sufficient steps to critically evaluate the validity and reliability of the information provided. Therefore. the secondary research used must be scrutinized closely since the origins of the information may be questionable. Not Timely: When using secondary research. reduce. researchers find information that appears valuable and promising. Therefore. Not Specific to Researcher’s Needs: In many cases. the use of secondary research offers many significant advantages to the researcher. The researcher may not get the full version of the research to gain the full value of the study.
Appendices 54 .
.......... 360 degree feedback 55 . please specify....QUESTIONNAIRE-1 OPINION OF APPRAISER ABOUT PERFORMANCE APPRAISAL IN ORGANISATION WITH SPECIAL REFERECE TO DRISH SHOES LIMITED PANCHKULA..... Marital status:(1) Married 5.... Assessment centre b........ (6) If Any other.. Gender:(1)Male 3.... for remaining questions please fill in blank as Indicated... Year of service:(1) Up to 2 year (2) 2-6 year (3) 6-10 year (4) Above 10 year (2) Production (3) Finance (4) Marketing (2) Un married (3) Divorced (2) 20 – 30 (3) 30 – 40 (4) Above 40 (2) Female .... Instruction:Please answer all Questions .......... 7 ... MBO c.For multiple choice questions please tick mark (√ ) the column that corresponds with your Response... Socio-Demographic Factor:1......... Name of employee:2. Age:(1) Up to 20 4. Which appraisal system is being employed in the company? a..... Department:(1) HR (5) Purchasing 6............ BARS d....
Peer appraisal c. Half Yearly d. Is the Performance Appraisal helping you to plan your work well? 1 2 3 4 5 (1 = Least helpful. Timing of Appraisals a. No 13. Goal accomplishment rate) b. Cost/expenses. Monthly b. 5 = Most helpful) 10 . Quarterly c. Self-rating 56 . Rating committees d. Work attitude. Retention c. Balance scorecard 8. Who conducts the performance appraisal” a. Are employee’s comments and suggestions taken into consideration before the appraisal? a. What do you think is the effect of a poor appraisal system. Attendance) d. Conduct /Trait) 11. Immediate supervisor b. Customer satisfaction c. De-motivation b. Qualitative process criteria (Quality of product or service. Leadership.e. Productivity. Performance Appraisal criteria a. Quantitative outcome criteria (Sales volume. Yes b. Sales price. a. Ineffective teamwork 12. Quantitative process criteria (Efficiency. Qualitative process criteria (Judgment. Annual 9 .
No s 57 . Yes b. Is the performance Appraisal successful in giving a clear understanding of the appraisee’s job to both appraiser and appraise? a. Yes b. Appraisal by subordinates 14. No 15.e. Are the standards on the basis of which the performance appraisal is carried out communicated to the employees before hand? a.
.. 6. Marital status:(1) Married (2) Un married (3) Divorced (2) 20 – 30 (3) 30 – 40 (4) Above 40 (2) Female ................... Department:(1) HR (2) Production (3) Finance (4) Marketing (5) Purchasing (6) If Any other................ for remaining questions please fill in blank as Indicated..For multiple choice questions please tick mark (√ ) the column that corresponds with your Response...... 5.. Name of employee:2...... Instruction:Please answer all Questions ........ please specify.... Socio-Demographic Factor :1. Year of service:(1) Up to 2 year (2) 2-6 year (3) 6-10 year (4) Above 10 year 7....QUESTIONNAIRE-2 OPINION OF APPRAISEE ABOUT PERFORMANCE APPRAISAL IN ORGANISATION WITH SPECIAL REFERECE TO DRISH SHOES LIMITED PANCHKULA....... 1 being most preferred and 6 being least preferred) DETAIL 1 2 3 4 5 6 RANK 58 ... What do you expect from a Performance appraisal: (Rank the options from 1 to 6....... GENDER:(1)Male 3.. Age:(1) Up to 20 4.
No 12 . Are you satisfied with the appraisal system? 1 2 3 4 5 (1 = Least satisfied. Are you aware of performance ratings? a. Do you know what exactly is expected from you at work? a. Do you think you should be given an opportunity to rate your own performance? a. Yes b. 5 = Most satisfied) 10. Yes b. Annual e. No 9. Anytime 14. Yes b. Timing of Appraisals a. No 11. No 13. Is there a complaint channel for the employees who are dissatisfied with the performance appraisal system? 59 . Half Yearly d. Yes b. Are you given a chance to rate your own performance? a. Yes b.8. Does the credibility of Appraiser affect the Performance Appraisal System? a. Quarterly c. No 15. Monthly b.
Peer appraisal c. Yes b. Is the performance Appraisal successful in giving a clear understanding of the appraisee’s job to both appraiser and appraise? a. Yes b. Does the appraisal system provide a good communication between the topManagement plans and business goals to staff below? a. . Rating committees d. Yes b.Do you want your comments and suggestions to be taken into consideration during appraisal? a. No 16. Yes b. Appraisal by subordinates 18. No 21.Are the standards on the basis of which the performance appraisal is carried out communicated to the employees before hand? a. Yes b. Self-rating e. No 19 Are the objectives of appraisal system clear to you? a. No 60 . Who conducts the performance appraisal”? a. No 17. Immediate supervisor b.a. No 20. Yes b.
GENDER AGE 61 .
MARITAL STATUS 62 .
Awareness about Responsibilities:YES .43 NO .7 63 .Results Findings from Appraisee Survey Once a Year Overview W1.
2. Satisfaction Level among appraise regarding Appraisal System: 64 .From the graph it can be seen that majority of employees are aware about their Responsibilities. which implies that the appraisers have efficiently communicated to the appraises all the parameters that will be taken into account during appraisal.
Awareness about performance ratings: 65 . 3.From graph it can be seen that majority of the respondents are satisfied with the Appraisal system. Only a meagre 30% were dissatisfied with the Performance Appraisal programs.
Allowing Self ratings: 66 .This clearly shows that majority of the employees are not aware about the Performance ratings that are taken into account while conducting a performance Appraisal. 4.
5. Chance to rate your own performance 67 .From graph it can be seen that majority of respondents want self rating to be a method Of conducting the appraisals.
6.From the graph we can see that majority of the employees are not given a chance to Rate their own performance in the organization. Timing of Appraisals 68 .
A very small percentage of the organizations conduct Performance Appraisals on a half yearly basis. 7.This shows that most of the organizations conduct their Performance Appraisal Programs annually. The share of the quarterly and monthly appraisals Are extremely minimal. Credibility of Appraiser:- 69 .
Complaint channel for employees: 70 .This shows that according to the employees/appraises the credibility of the appraiser Is extremely important and it has an effect on the overall Performance appraisal Program. 8.
Standards communicated to employees: 71 . 9.This shows that there is no proper complaint channel existing in the organisations for The employees who are dissatisfied with the performance appraisal system.
Performance Appraisal: 72 .From this it can be seen that there is a clear majority among the employees who say That the standards on the basis of which the performance appraisal is carried out is not Communicated to the employees before hand. 10.
Appraisals by Subordinates and Self rating as a method of Performance Appraisal.Almost all the Performance Appraisals are carried our by the Immediate Supervisor in These organizations. In very few organizations. 73 . None of the organizations use Peer Appraisals. Rating committees carry out the Performance appraisals.
11. 12. Objectives of Appraisal System: 74 . Clear understanding of Appraisee’s job: This shows that the performance Appraisal programs are successful in giving a clear Understanding of the appraiser’s job to both appraiser and appraise.
The remaining half are not clear about the Objective for which the Performance Appraisal is carried out. 75 .From the figure we can derive that the objective for conducting the Appraisal system Is clear only to half of the employees.
14.13. Good communication between top management and business goals: This shows that the appraisal systems do not provide a good communication flow of The top-management plans and business goals to the staff below. Comments and suggestions to be considered: 76 .
Almost all the employees expect that their comments and suggestions should be taken into consideration while conducting the Performance Appraisal. 15. Post Appraisal interview: 77 .
Findings from Appraiser Survey 1. Appraisal System: 78 .As per the response from the employees we can see that there is no interview conducted after the appraisal program for majority of the employees.
4 & 3 which implies that Performance Appraisal system is very helpful in Planning their work. from the graph it can be seen that majority of appraisers have rated 5. Also most of the appraisers are satisfied with the appraisal system. 2. Support from subordinate: 79 .In this question appraiser was asked to rate how helpful the appraisal system is.
This question was asked to find out how helpful appraisal system is in communicating the support that appraiser needs from appraise. Type of Appraisal System: 80 . From results it is seen that the Performance appraisal system is very helpful in communicating the support and help Needed by the appraiser from the appraise. 3.
it is more reliable and hence most preferred. As 360 degree feedback gives feedback of Appraise from everyone interacting with him. 4.From results its clear that majority of companies prefer to use “360 degree feedback” System for Performance Appraisal. Performance Appraisal criteria: 81 .
Timing of Appraisals: 82 . which shows that companies consider Quality of product & service and Customer satisfaction as Most important factors. 5.From results we can see that Qualitative Process is considered as the most important Criteria for which the Performance appraisal programs are carried out.
Some companies conduct quaterly also. Effect of poor Appraisal System: 83 . 6.From graphs we can see that most of companies conduct appraisals on annual basis.
It can be seen from results that most of the employees get De-motivated because of a poorly conducted appraisal. Thus resulting in reduction of output. Communication between top management and staff: 84 . 7. To some extent employees dont coordinate with their Team members.
Insight to Apprasiee’s strength and weakness: 85 .All appraisers totally agree that performance appraisal helps in communicating the top Management plans and business goals to staff at lower level. 8.
9.It is evident from the results that performance appraisal system doesn’t help the appraiser in understanding strength and weakness of apraisee. Appraisee’s comment and suggestion: 86 .
Performance Appraisal: 87 .From the results it can be seen that appraisee’s comments and suggestion are not taken into consideration before Performance Appraisal. 10. Performance Appraisal system is Designed by appraiser without consulting appraisee.
It is evident from the results that performance appraisal is conducted by the Immediate Supervisor in all the companies.
11. Understanding of Apprasiee’s Job:
From this it is clearly seen that according to appraiser there is a clear and joint Understanding of the appraisee’s job.
12. Standards for Performance Appraisal:
From results it is evident that Performance appraisal standards are very well Communicated to Appraisee before the Appraisal is carried out.
13. Self rating in Performance Appraisal:
Action after Performance Appraisal: 91 .From results it can be clearly seen that the Appraisee is not given a chance to rate his Own performance. 14.
FINDINGS AND RECOMMENDATIONS From the survey results its evident that both the appraisee’s and appraisers Expectation 92 .This shows that most of the companies act upon the results of their Performance Appraisal program.
This expectation is not fulfilled as the Appraisers do not take their comments and suggestions into consideration. Self-appraisal is a tool to analyze oneself. “Determination of Promotion or Transfer” and “Salary Administration and Benefits”. Reflection and review is a process that enables him to feel the need and improve more upon his strengths and weaknesses. This could therefore be an important factor which leads to dissatisfaction among the appraisees. Another point to be noticed is that even in the other forms of Performance Appraisal also the employees expect that they should be given a chance to rate their own performance. The results also indicate that the there is no communication of top management plans and business goal to the appraise. To appraise ones own self on key performing targets and qualities. At the end of the year of the appraisal period the appraisal process should begin with Self-appraisal by every employee. One of the most important findings was that almost all the employees wanted self-rating to be a part of performance appraisal program carried out by the organisation.Thus performance appraisals can be used as a significant tool focareer lanning. Therefore they should look into this matter before it leads to dissatisfaction among the employees.from Performance appraisal system are the same i. The appraisers on the other hand feel that the goals and plans have been clearly communicated to the appraises. It is an established fact that change is faster when it is self initiated. Through this the appraiser can also motivate the employees who felt that they had no growth in the organisation and serves the purpose of employee development. Therefore the appraisers should look into this matter and see to it that the goals and plans are 93 . Hence a single performance appraisal system can satisfy needs of both the Appraiser and appraisee. From the responses of the appraiser we can also see that Self rating is not by the organisations. They should be given a chance to convey their grievances to the top Management. rather than the other person telling.e. The appraisees also expect that their comments and suggestions should be taken in to account while conducting the appraisals. Analyzing ones own strengths and weaknesses is the best way of identifying the potentials available. This can allow the employee to analyze ones own performance which gives new insights on how one is performing and what are the critical points where he has to put his best and improve upon The existence of a proper complain channel was also of utmost importance to the appraises. Communication is very essential for any system to function efficiently. he must first feel the need to do so. Therefore the Performance appraisal program would be designed in such a way that the appraiser would be able to analyse the contribution of the employee to the orgaisation periodically and all the employees who have been performing well would be rewarded suitably either by an increase in the salary or a promotion. If any employee has to improve or do better. the appraisee would go through a process of reflection and review.
develop new capabilities to handle more responsibilities. CONCLUSION 94 . Counselling involves helping an employee to identify his Strengths and weaknesses to contribute to his growth and development. maintain his morale. Achievement. Purpose is to help an employee improve his performance level. Proper communication of these ratings can help the employers achieve the level of Acceptability and commitment which is required from the employ. job satisfaction and development can motivate the Employees to a large extent. Therefore.Communicated effectively. employees may not know how they are rated. Because of lack of communication. identify his training needs. overcome his weak points. Along with this satisfactory working conditions and Appropriate awards also play an important role. As per the Appraiser. a poorly conducted appraisal system would lead to demonization and ineffective team wok which will result in inefficient functioning and low productivity in the organization. From the survey we can also derive that the appraisee’s expect a post appraisal interview to be conducted wherein they are given a proper feedback on their Performance and they can also put forward their complaints if any. if at all they feel there is Dissatisfaction among the appraisee’s they should motivate them. The appraisal should also be followed up with a session of counselling which is often neglected in many organizations. recognition. Instead of secrecy there should be openness. guide him to identify and develop his strong points. Most of the employees were also not clear about the criteria on which ratings were Given to each employee while conducting the performance appraisal. The findings suggest that for success of Appraisal system the credibility of appraiser is of utmost importance. involvement. The standards by which employees think they are being judged are sometimes different from those their superiors actually use. Also a majority of employees were satisfied with the current appraisal system although they requested for some changes.
bibliography Source:appraisals. The Performance Appraisal System has been professionally designed and it is monitored by HRD. Rao www.P.com/challenges.com/leatherportal leather.com/.. It encourages systematic and regular joint stocking and planning for the future. a Performance Appraisal is a very important tool used to influence employees. There should be adequate training to the evaluator that will go a long way in answering the quality of Performance Appraisal.naukrihub.S... A formal Performance review is important as it gives an opportunity to get an overall view of job performance and staff development. The implementation is the responsibility of each and every employee along with their Supervisor.html Book : V.indiamart.With rewards being directly linked to achievement of objectives. goal setting and Performance Appraisal assumes utmost importance..indiabizclub. . 95 . Good performance reviews therefore don’t just summarize the past they help determine future performance./1637660~drish+shoes+limited~panchku. In conclusion.
doc www.com research methodology S 96 .drish.de/Publication/Indian%20Leather%20Industry.www.gfe.
This action might not be possible to undo. Are you sure you want to continue?
We've moved you to where you read on your other device.
Get the full title to continue reading from where you left off, or restart the preview.