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Performance appraisal of employees in Twenty Twenty food products limited

INTRODUCTION
PERFORMANCE APPRAISAL
Performance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee. The focus of the performance appraisal is measuring and improving the actual performance of the employee and also the future potential of the employee. Its aim is to measure what an employee does. It is a powerful tool to calibrate, refine and reward the performance of the employee. It helps to analyze his achievements and evaluate his contribution towards the achievements of the overall organizational goals. By focusing the attention on performance, performance appraisal goes to the heart of personnel management and reflects the management’s interest in the progress of the employees. People differ in their abilities and their aptitudes. There is always some difference between the quality and quantity of the same work on the same job being done by two different people. Therefore, performance management and performance appraisal is necessary to understand each employee’s abilities, competencies and relative merit and worth for the organization. Performance appraisal rates the employees in terms of their performance. Performance appraisal takes into account the past performance of the employees and focuses on the improvement of the future performance of the employees. Here at naukri hub, we attempt to provide an insight into the concept of performance appraisal, the methods and approaches of performance appraisal, sample performance appraisal forms and the appraisal software’s available etc. An attempt has been made to study the current global trends in performance appraisal.

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Performance appraisal of employees in Twenty Twenty food products limited

EMPLOYEE PERFORMANCE
If employee performance is found to be less than the expected level of performance then this must be investigated and, if appropriate, a formal appraisal should be carried out including 360-degree feedback. The root causes of performance must be identified as these will determine future actions. Root causes for less than expected performance may include:

Personal issues that are impacting performance such as bereavement, close family member sickness, financial or relationship worries Workplace issues that are impacting performance such as helping other colleagues to meet their objectives before own objectives, issues with the work environment such as an excessively noisy office or frequent interruptions

Overloaded with too many objectives or conflicting priorities, especially in a matrix management environment Team issues such as working relationship with other team members, dependencies on others to complete their objectives first, access to needed tools, experts or third-party suppliers

Employee development issues such as lack of training, experience or expertise to complete the required objective, or lack of people skills to work and deal effectively with others in the situations the employee is in

OBJECTIVES OF PERFORMANCE APPRAISAL
• • • To review the performance of the employees over a given period of time. To judge the gap between the actual and the desired performance. To help the management in exercising organizational control.

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Performance appraisal of employees in Twenty Twenty food products limited

• • • • • • •

Helps to strengthen the relationship and communication between superior – subordinates and management – employees. To diagnose the strengths and weaknesses of the individuals so as to identify the training and development needs of the future. To provide feedback to the employees regarding their past performance. Provide information to assist in the other personal decisions in the organization. Provide clarity of the expectations and responsibilities of the functions to be performed by the employees. To judge the effectiveness of the other human resource functions of the organization such as recruitment, selection, training and development. To reduce the grievances of the employees. If employee development is required for performance improvement then solving

these performance problems should be straightforward with a clear understanding of root causes. Possible approaches include changing the work environment, better prioritisation of conflicting priorities, time off, additional training, shadow or buddy system, mentoring or coaching, changing team environment or set objectives and so on. The most popular methods that are being used as performance appraisal process are: • • • • Management by objectives 360 appraisal Behavioral observation Behaviorally anchored rating scale

Trait based system, which rely on factors such as integrity & conscientiousness, are also commonly used by business performance appraisal is necessary to measure the organization. to check the progress towards the desired goals and aims .the latest mantra being followed by

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Performance appraisal of employees in Twenty Twenty food products limited

organizations across the world being “get paid accordingly to what you contribute”-the focus of the organizations is turning to performance.

STEPS OF PERFORMANCE APPRAISAL

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Performance appraisal of employees in Twenty Twenty food products limited THE IMPORTANT METHODS OF PERFORMANCE APPRAISAL East Point College of Higher Education 5 .

By this method certain factors are selected for the purpose of analysis (leadership. and a scale is designed by the rater for each factor. by which the man and his performance are considered as entity by the rater. by making a chart of all possible pairs at the employees for each trait & indicating which pair at the employees is better. 5) Forced Distribution Method. This is cumbersome which there large number of subordinates. Predetermine percentages at refiners are placed in various Performance Categories. This may be suitable for small groups. 3) Rating Scale. No attempt is made to fractionalize. A graphic rating Scale also can be used. 4) Grading Method. The rater. 2) Paired comparison method. and he is allotted to the grade which best describes his performance. rater does not evaluate employee to his behavior. East Point College of Higher Education 6 . It is the oldest simplest method of performance appraisal. Under this system. The actual performance of an employee is then compared with these grade definitions. Similar to grading on a curve. usually a 5 point Scale used. Ranking employee. 6) Checklist Under this method. the rater considered certain features & marks them accordingly to a scale.Performance appraisal of employees in Twenty Twenty food products limited 1) Simple Ranking method. The value at each question may be weighted equally or certain questions may be weighted more heavily than others. dependability & imitative). The rate or his performance the. then checks to indicate if the indicates if the answer to a question about an employee is positive or negative. “whole man” is compared with the “whole that is the ranking at a man in a work group is done against that of another.

This method is the keeping a record of uncommonly good or undesirable examples of an employees work related behavior & reviewing it with the employee at predetermined timer. 9) Management By Objective Involves setting specific miserable goods with each employee & then periodically reviewing the progress mode. Performance appraisal by all these parties is called 3600 appraisal. peers.Performance appraisal of employees in Twenty Twenty food products limited 7) Critical Incident Method. 10) 3600 Performance appraisal The appraisers are done by the immediate supervisors. subordinates and employees themselves & or consultants. 8) Behavioural Anchored Rating Scale An appraisal method that aims at complaining the benefits of narrates critical incidents & quantified scale with Specific narrative examples at good & poor performance. RESEARCH DESIGN East Point College of Higher Education 7 .

organising and evaluating data. Research is an academic activity and as such the term should be used in a technical sense. and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis. observation comparison and experiment in short the search for knowledge through objective and systematic method of finding solution to a problem is research. Since the aim is to obtain complete and accurate information in the said studies.Performance appraisal of employees in Twenty Twenty food products limited RESEARCH Research in common parlance refers to a search for knowledge “Redman and Mory define Research as a “systematized effort to gain new knowledge. formulating hypothesis or suggested solutions. The major purpose of descriptive research is description of the East Point College of Higher Education 8 . The research design must make enough provision for protection against bias and must maximise reliability with due concern for the economical completion of the research study. Research is thus an original contribution to the existing stock of knowledge making for its advancement. In fact the Research design is the conceptual structure within which Research is conducted: it constitutes the blueprint for the collection measurement and analysis of data. collecting. the procedure to be used must be carefully planned. It includes surveys and fact finding enquires of different kinds. Descriptive research is adopted for this study. Research comprises defining and redefining problem. making deductions and research conclusion. RESEARCH DESIGN A Research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the Research purpose with economy in procedure. It is pursuit of truths with the help of study. It must be able to define clearly what he wants to measure and must find adequate methods for measuring it along with a clearly cut definition of population he wants to study. According to Clifford woody.

The population for this study includes the employees from Twenty twenty food products Ltd. • • Primary and Secondary PRIMARY DATA East Point College of Higher Education 9 . the researcher should keep in mind two types of data viz. POPULATION AND SAMPLE SIZE A decision has to be taken concerning a sampling unit before selecting sample. 50 employees were undertaken for the study.Performance appraisal of employees in Twenty Twenty food products limited state of affairs as it exists at present. He can only report what has happened or what is happened. it refers to the technique or procedure the researcher would adopt in selecting some sampling units from which inferences about the population is drawn. While deciding about the method of data collection to be used for the study. The total population of Twenty twenty food products Ltd are 95. DATA COLLECTION The task of data collection begins after a research problem has been defined and research design / plan chalked out. The main characteristic of this method is that the researcher has no control over the variables. SAMPLING DESIGN A sample design is a definite plan for obtaining a sample from the sampling frame.

Performance appraisal of employees in Twenty Twenty food products limited The primary data are those which are collected afresh and for the first time and thus happen to be original in character. SECONDARY DATA The secondary data on the other hand are those which have already been collected by someone else and which have already been passed through the statistical process. The tool used for collecting primary data is a structured questionnaire. journals. The secondary data has been collected from the company records. TITLE OF THE STUDY “Performance appraisal of employees in Twenty Twenty food products Limited” STATEMENT OF THE PROBLEM:This project is a comprehensive study on performance appraisal of employees OBJECTIVES OF THE STUDY East Point College of Higher Education 10 . The secondary data collected for this research was obtained from journals. company reports and websites. magazines.

LIMITATION OF THE STUDY   Some of the questionnaires were incomplete.   To understand the existing relationship between management and employees. SCOPE OF THE STUDY  The management can identify the employee’s opinion of the existing performance appraisal system.Performance appraisal of employees in Twenty Twenty food products limited PRIMARY To study the performance appraisal of employees at Twenty twenty food products Pvt Ltd SECONDARY  To study the purpose of performance appraisal conducted at Twenty twenty food products Ltd  To understand the opinion of employees towards performance appraisal at Twenty twenty food products Ltd.  The study can be used to make the present appraisal system more effective and satisfied among employees.  It could be used to identify training and development needs for the individual and the organization as a whole. To identify ways to improve the existing performance appraisal system. The result of the study are subject to bias and prejudices of the respondents East Point College of Higher Education 11 .  To identify the effect of performance appraisal on individual and organizational development.

and has the potential of being the biggest with the food and agricultural sector. export and expected growth. creation of infrastructure. fruits and beverages. For instance. sugar. especially in terms of food.Performance appraisal of employees in Twenty Twenty food products limited  Unwillingness and inability of the respondent to provide true information. edible oil. pulses. the proportionate expenditure on staples (cereals. consumption. which accounts for 32 per cent of the total food market. The Confederation of Indian Industry (CII) has estimated that the food processing sectors has the potential of attracting US$ 33 billion of investment in 10 years and generates employment of 9 million person-days. grams. in a total estimated market of US$ 91. It accounts for US$ 29. The proportionate expenditure on cereals. pulses) declined from 45 per cent to 44 per cent in rural India while the Graph settled at 32 per cent of the total expenditure on food in urban India. Food processing is a large sector that covers activities such as East Point College of Higher Education 12 .66 billion.4 billion. A large part of this shift in consumption is driven by the processed food market. Fuelled by what can be termed as a perfect ingredient for any industry – large disposable incomes . salt and spices declines as households climb the expenditure classes in urban India while the opposite happens in the case of milk and milk products. Increasing incomes are always accompanied by a change in the food basket. meat. The food processing industry is one of the largest industries in India-it is ranked fifth in terms of production. The Government has formulated and implemented several Plan Schemes to provide financial assistance for setting up and modernizing food processing units. support for research and development and human resource development in addition to other promotional measures to encourage the growth of the processed food sector. egg and fish. INDUSTRY PROFILE India is the world’s second largest producer of food next to China. The food industry is on a high as Indians continue to have a feast.the food sector has been witnessing a marked change in consumption patterns.

East Point College of Higher Education 13 . The organization named World Spice Organisation (WSO) will be headquartered in the Kochi. according to DGCIS annual data published by APEDA. Spices The export of spices and spice-based value added products during April-February 2010-11 was US$ 1.063.. Government of India indicates the following segments within the Food Processing industry: • Dairy. Spice related organizations across the world will be coordinating prices across the world and address the issue of food safety regulations through WSO. processed fruits and vegetables.28 compared to the US$ 1. Exports of floriculture. It also includes other industries that use agriculture inputs for manufacturing of edible products. fruits & vegetable processing • Grain processing • Meat & poultry processing • Fisheries • Consumer foods including packaged foods. beverages and packaged drinking water.44 in the same period last year. The Ministry of Food Processing. horticulture.Performance appraisal of employees in Twenty Twenty food products limited agriculture. India will be setting up a global platform for spice trade. Kerela. Exports Exports of agricultural products from India are expected to cross around US$ 22 billion mark by 2014 and account for 5 per cent of the world’s agriculture exports. fresh fruits and vegetables.323.71 from September 20102011. animal husbandry and fisheries. animal products. other processed foods and cereals stood at Rs 17728. according to the Agricultural and Processed Food Products Export Development Authority (APEDA). plantation.

The main importers of Indian wheat are Bangladesh. The Non Basmati rice is mostly exported to Bangladesh (38%). the UK (14%). East Point College of Higher Education 14 . Food Processing FDI inflow to Food Processing Industries has set a target of USD 25. together with improved crop production practices.25mt).2 billion. Rapid growth in wheat and rice production has resulted in substantial increases in the marketable surplus of wheat and rice. Basmati rice is mostly exported to Saudi Arabia (51%). India is the largest producer of wheat (74. 10. Cereals dominate food expenditures in India. rice ranks first followed by wheat and coarse grains India is now the largest producer of rice with a large domestic base. Korea. Indian agriculture has undergone technological change at different rates across regions and among different crops. The food processing industry is expected to witness a growth of 10 percent in the recent years to come.07 billion to be achieved by 2015.7% of the world production comes from India. Also. has significantly helped to expand production and stocks of food grains. Food processing industry is accounts for 32 percent share in the entire food industry. It comprises of 2 per cent of fruits and vegetables and 15 per cent of processed milk. the UEA and the Philippines. The food processing sector attracted US$ 130 million of foreign direct investment (FDI) in the first eight months of the fiscal as compared to total FDI of US$ 1. The export rate of rice is increasing steadily.3 per cent of the GDP and about 13 per cent to export production.Performance appraisal of employees in Twenty Twenty food products limited Rice & grain The introduction and rapid spread of high-yielding rice and wheat varieties in the late 1960s and early 1970s resulted in steady output growth for food grains. Kuwait (10%) and the USA (6%).15mt). Saudi Arabia (27%) and South Africa(8%). Public investment in irrigation and other rural infrastructure and research and extension. India's part of the world rice production is over 20% (134. This industry contributes to 6.

• CG Foods set up by Singapore-based Cinnovation Group will US$ 9 million for establishing a manufacturing plant in Gujarat. the government has also extended several fiscal incentives during this financial year to enhance FDI in food processing sector. • Nestle India has opened its ninth manufacturing facility in Himachal Pradesh. Government Initiatives In the budget 2011-12. Shri Pranab Mukherjee announced to set up 15 more mega food parks (MFPs) and also urged that the states should reform the Agriculture Produce Marketing Act (APMC) to improve the supply chain. the Union Finance Minister. the number of food parks will be increased to a total of 30. store or transport apiary . He also added that in the 11th Five year plan. Mangalore and Hyderabad. the world’s largest food retail chain. As a measure to boost investment in agriculture the minister extended the East Point College of Higher Education 15 . The investment will be made over the period of next three years. horticultural. Major Investments • Himalaya International.Performance appraisal of employees in Twenty Twenty food products limited Besides attracting FDI through schemes like mega food park. The unit has started commercial production. • Spar hypermarkets and supermarkets. dairy. its setting up the first unit of its food processing plant set up at Vadnagar in Gujarat’s Mehsana district with an investment of US$ 29 million. including full exemption from excise duty for specified equipments to preserve. poultry. an agriculture export-oriented company. will be opening its outlest in Delhi after having set up five stores in southern cities such as Bangalore. aquatic and marine produce and meat and its processing products. The budget also allocated US$ 135 million to the Food Processing Ministry from the existing US$ 90 million. The overall investment in the facility will be anywhere between US$ 90-110 million and will manufacture chocolates and noodles.

The Vision 2015 provides for enhancing the level of processing of perishable to 20 per cent. enhancing value addition to 35 per cent. which suggested the strategy to ensure faster growth of the food processing sector. government and institutions Taxation in line with other nations Streamlining of food laws East Point College of Higher Education 16 . investment opportunities in the Indian food industry are set to shoot up by a huge 42. MAJOR CHALLENGES FOR THE INDIAN FOOD INDUSTRY         Consumer education that processed foods can be more nutritious Low price-elasticity for processed food products Need for distribution network and cold chain Backward-forward integration from farm to consumers Development of marketing channels Development of linkages between industry. Looking Ahead According to an industry body and E&Y study on the Indian food industry called 'Flavours of Incredible India – Opportunities in the Food Industry'.Performance appraisal of employees in Twenty Twenty food products limited Viability Gap Funding Scheme (VGFS) for public private partnerships (PPP) for setting up modern storage capacity besides giving infrastructure status to cold chains. published in October 2009.5 per cent to US$ 181 billion in 2015 and to US$ 318 billion by 2020. Vision 2015 was announced by the Government of India.

The factory is located in the green.O Assainar. The company provides good working condition for workers and other welfare schemes. a man who set out with the vision to bring quality products into the traditional homes of Kerala in South India. Mills boasts of a state. pickles and other products for world markets.of the-art plant with the highest levels of technology in the world. Accommodations. This group is now all set to become a name to reckon within foods.Performance appraisal of employees in Twenty Twenty food products limited They maintain a strict level quality and discipline in the production process. raw materials are used for production. sun drying and milling. Bangalore. pollution-free Kakkanchery Township. near Calicut in Kerala in South India. Such as food. grew into one of the most modern food processing houses in India with the latest world-Class technology today. K.30 pm PROFILE OF THE BUSINESS UNIT East Point College of Higher Education 17 . A venture which started out with traditional method of boiling. High quality COMPANY PROFILE The Twenty Twenty food industries ltd was set up in 2004 by Mr. transportation allowances etc. The group has plans to set up a food park with facilities to process and manufacture a wide range of food products like spices. The company is equipped with latest production equipments from Mumbai. The company has working hours from 9am to 5. and Chennai. The production of the company varies with seasonal fluctuations. ensuring products that meet the most stringent quality and hygienic standards.

co. F. KINFRA FOOD PROCESSING PARK KAKKENCHERY.in : PLOT NO 23.co.com. (B.20twenty. Kerala HDFC Bank Limited South Indian Bank State bank of India E MAIL WEBSITE REGISTERED OFFICE : twentytwenty52@yahoo.in : www.Performance appraisal of employees in Twenty Twenty food products limited NAME LOCATION CONCEARNED BANK : : : Twenty Twenty food products Ltd Kakkanchery.C.A) Chartered Accountant VISION • To be a prime supplier of food products to our valuable customers. East Point College of Higher Education 18 . MALAPPURAM KERALA-673634 AUDITORS : M/S WARRIER &WARRIER.

Working harder and smarter to maintain competitive edge. Being a responsible employer and corporate citizen. • • East Point College of Higher Education 19 . Developing employees through ongoing challenges and training. Ensuring customers pay a fair price for the service render and the extra value add. To be rated as one of the best employer and employee relations company. Providing the product and services that meet these needs better than anyone else.Performance appraisal of employees in Twenty Twenty food products limited • • • To be market leader in delivering the products bearing in mind quality and on-time delivery. To become an eco-friendly institution MISSION • • • • Understanding customer’s real needs.

Performance appraisal of employees in Twenty Twenty food products limited BRAND NAME Twenty twenty food industries Ltd is a well established and has been in existence for the last 7 years. The Company is marketing their product under the Brand name “FULLMARK” SLOGAN “PACKED WITH FULL OF TASTE” FULLMARK product range The products produced by FULLMARK’s are  Rice powder  wheat powder  Curry powder items  Green gram powder  Aatta  Repacking items East Point College of Higher Education 20 .

Performance appraisal of employees in Twenty Twenty food products limited PRODUCTS OF THE COMPANY PRODUCTS SI NO 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 PATHIRI POWDER 500gm PATHIRI POWDER 1 KG PUTTU POWDER 500gm WHEAT POWDER 500gm WHEAT POWDER 1 KG BROKEN WHEAT 500gm ATTA 1KG CHILLY POWDER 100gm CHILLY POWDER 250gm TURMERIC POWDER 100gm TURMERIC POWDER 250gm CORIANDER POWDER 100gm CORIANDER POWDER 250gm PICKLE POWDER 100gm PEPPER POWDER 50 gm GREEN GRAM POWDER 100gm CHICKEN MASALA 100gm MEAT MASALA 100gm SAMBAR POWDER 100gm FENNEL SEED 50 gm FENNEL SEED 100 gm CUMIN SEED 50gm MUSTARD 100gm FENUGREEK 100gm PATHIRI POWDER 5 KG BANZY RAVA 500GM MACHINES East Point College of Higher Education 21 .

strength and capacity between competitors in a particular product r different and varied in nature. the scope capability. The main are:  Eastern  Melam  Nirapara FINANCE & MARKETING  Brahmins ADMINISTRATION MANAGER MANAGER  Double Horse OPERATION MANAGER ORGANISATIONAL STRUCTURE  Priyam ACCOUNTANTS (2 NOS) Quality   Supernova SUPERVISORS (3 NOS)  Swami’s  PC foods VAN SALESMAN (5 NOS) PRODUCT MANAGER SUPERVISOR  Malayil QUALITY CONTROLE MANAGER WORKERS WORKERS East Point College of Higher Education 22 .Performance appraisal of employees in Twenty Twenty food products limited There are mainly 5 types of machines are used in this company. 2. 5. They are: 1. Pulverizer. 4. Packing machine. The healthy competitors between companies in a products results sundered. COMPETITORS Competitors is one of the predominate role in the business world. Blender. quality with consistent pricing policy. The healthy competitors is required in business for quality and standard products and services r desired customers in a market. Roaster. De stoner. There are 25 competitors MANAGING DIRECTOR in this field. 3.

Performance appraisal of employees in Twenty Twenty food products limited East Point College of Higher Education 23 .

East Point College of Higher Education 24 . of respondents 44 6 50 Percentage (%) 89 11 100 89% of the respondents are male and 11% of the respondents are female.1 Gender wise classification of respondents Criteria Male Female Total Source: Primary Data ANALYSIS No.Performance appraisal of employees in Twenty Twenty food products limited DATA ANALYSIS AND INTERPRETATION GENDER WISE CLASSIFICATION OF RESPONDENTS TABLE.

Performance appraisal of employees in Twenty Twenty food products limited

Graph1: Gender wise classification of respondents

INTERPRETATION: From the above graph, we can conclude that the majority of the sample respondents are male

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Performance appraisal of employees in Twenty Twenty food products limited

AGE WISE CLASSIFICATION OF RESPONDENTS
TABLE.2 Age wise classification of respondents Criteria 20 – 25 Age 30– 35 Age 40 – 45 Age Above – 45 Age Total Source : Primary Data. No. Of Respondents 13 16 15 6 50 Percentage (%) 25 33 30 12 100

ANALYSIS From the above table, it is inferred that 33% of the respondents are in the age between 30- 35, 30% of the respondents are in the age between 40– 45, 25% of the respondents are in the age between 20– 25 and 12% of the respondents are in the age above 45.

Graph 2: Age wise classification of respondents

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Performance appraisal of employees in Twenty Twenty food products limited

INTERPRETATION
From the above graph, we can conclude that majority of the sample respondents are in the age between 30 -35.

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Performance appraisal of employees in Twenty Twenty food products limited

EXPERIENCE WISE CLASSIFICATION OF RESPONDENTS
TABLE.3 Experience wise classification of respondents Criteria Below 5 Years 5-10Years 10 – 15 Years Above 15Years Total Sources: Primary Data No. Of Respondents 14 27 9 50 Percentage (%) 28 54 18 100%

ANALYSIS From the above table, it can be inferred that 54% of the respondents are having 5- 10 years experience persons, 28% of the respondents have below 5 years of experience persons, 18% of the respondents are having10 – 15 years of experience and no respondents have experience more than 15 years.

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Performance appraisal of employees in Twenty Twenty food products limited Graph 3: Experience wise classifications of respondents INTERPRETATION From the above graph. we can conclude that majority of the sample respondents have 5-10 years of experience. East Point College of Higher Education 29 .

it can be inferred that 49% of the respondents are UG degree holders.4 Educational qualification of respondents Criteria UG Degree PG Degree Engineering Others Total Sources: Primary Data ANALYSIS From the above table. Of Respondents 25 9 2 14 50 Percentage (%) 49 19 4 28 100 East Point College of Higher Education 30 .Performance appraisal of employees in Twenty Twenty food products limited EDUCATIONAL QUALIFICATION OF RESPONDENTS TABLE. 19% of respondents are PG degree holders and 4% of the respondents are engineering graduates and 28% of the respondents are from others fields. No.

East Point College of Higher Education 31 .Performance appraisal of employees in Twenty Twenty food products limited GRAPH 4: Educational qualification of respondents INTERPRETATION From the above graph. we can conclude that majority of the sample respondents have UG degree.

5 Duration of performance appraisal conducted Criteria During working hours During non-working hours Total Sources: Primary Data No. it can be inferred that for 87% of the respondents’ performance appraisal is conducted during working hours and for 13% respondents’ performance appraisal is conducted during non-working hours.Performance appraisal of employees in Twenty Twenty food products limited 1. Of Respondents 44 6 50 Percentage (%) 87 13 100 ANALYSIS From the above table. East Point College of Higher Education 32 . When is the performance appraisal conducted? TABLE.

Performance appraisal of employees in Twenty Twenty food products limited GRAPH 5: Duration performance appraisal conducted INTERPRETATION From the above graph. we can conclude that the performance appraisal is conducted at the time of working hours of the organization. East Point College of Higher Education 33 .

Graph 6: Employee performance discussed No. Of Respondents 50 50 Percentage (%) 100 100% INTERPRETATION East Point College of Higher Education 34 . How many meetings are scheduled in a year to discuss employee performance? TABLE.Performance appraisal of employees in Twenty Twenty food products limited 2.6 Employee performance discussed Criteria Nil Once Twice No specifiNo specifiNo specific time Total Sources: Primary Data ANALYSIS From the above table. it can be inferred that for 100% of the respondents meeting on performance is conducting once a year.

East Point College of Higher Education 35 . it can be inferred that 69% of the respondents feel the performance appraisal relates to some extent to organization goals.Performance appraisal of employees in Twenty Twenty food products limited From the above graph we can conclude that all the respondents are agreeing that the performance appraisals are discussed once in a year. Does the performance appraisal programs relate to organizational goals? TABLE.7 Performance appraisal programs related with organizational goals Criteria To a high extent To some extent To a low extent Total Sources: Primary Data No. 3. Of Respondents 6 35 9 50 Percentage (%) 12 69 19 100 ANALYSIS From the above table. 19% feel to a low extent and 12% feel to a high extent it relates.

Performance appraisal of employees in Twenty Twenty food products limited GRAPH 7: Performance appraisal programs relate to organizational goals INTERPRETATION: From the above graph we can conclude that majority of the sample respondents were responding to some extent to the performance appraisal programs related with goals. East Point College of Higher Education 36 .

Are the performance appraisal developed in relevance to employee job? TABLE. it can be inferred that 87% of the respondents feel that performance appraisal is highly relevant to employee job and 13% feel it is relevant. S. Of Respondents 44 6 50 Percentage (%) 87 13 100 GRAPH 8: Performance appraisal relevance to employee job East Point College of Higher Education 37 . No 1 2 3 4 5 No.8 Performance appraisal relevance to employee job Criteria Highly relevant relevant no idea Irrelevant highly irrelevant Total Sources: Primary Data ANALYSIS From the above table.Performance appraisal of employees in Twenty Twenty food products limited 4.

we can conclude that majority of the sample respondents believes performance appraisal is highly relevant to employee job. East Point College of Higher Education 38 .Performance appraisal of employees in Twenty Twenty food products limited INTERPRETATION From the above graph.

Graph 9: No.Performance appraisal of employees in Twenty Twenty food products limited 5. Of Respondents 50 50 Percentage (%) 100 100 INTERPRETATION From the above graph. we can conclude that all the respondents are not aware about appraiser’s awareness on employee job responsibilities and duties East Point College of Higher Education 39 . Is the appraiser aware of your job responsibilities and duties? TABLE.9 Appraiser’s awareness on employee job responsibilities and duties Criteria Completely aware Aware to an extent Not aware Total Sources: Primary Data ANALYSIS From the above table. it can be inferred that 100% of the respondents feel that the appraiser is not aware of their job responsibilities and duties.

Of Respondents 6 44 50 Percentage (%) 11 89 100 GRAPH 10: Feedback provided for performance improvement East Point College of Higher Education 40 .Performance appraisal of employees in Twenty Twenty food products limited 6. it can be inferred that 89% of the respondents feel that feedback is provided occasionally whereas 11% feel that feedback is provided frequently. Other than performance appraisal does your superior provide you with informal feedbacks for performance improvement? TABLE. No.10 Feedback provided for performance improvement Criteria Frequently Occasionally Never Total Sources: Primary Data ANALYSIS From the above table.

Are the raters involved while appraising employees? East Point College of Higher Education 41 . we can conclude that majority of the sample respondents provide feedback occasionally.Performance appraisal of employees in Twenty Twenty food products limited INTERPRETATION: From the above graph. 7.

GRAPH 11: Involvement of rate East Point College of Higher Education 42 . 34% of the respondents feel they are highly involved and 26% of the respondents they are not involved. it can be inferred that 44% of the respondents feel the rater is less involved.11 Involvement of rater Criteria Highly involved Less involved Not involved Total Sources: Primary Data INTERPRETATION: No.Performance appraisal of employees in Twenty Twenty food products limited TABLE. Of Respondents 17 22 13 50 Percentage (%) 34 44 26 100 From the above table.

Do you feel that performance appraisal is important in an organization? East Point College of Higher Education 43 . 8.Performance appraisal of employees in Twenty Twenty food products limited INTERPRETATION: From the above graph. we can conclude that majority of the sample respondents are less involved in performance appraisal.

Performance appraisal of employees in Twenty Twenty food products limited TABLE. Of Respondents 45 5 50 Percentage (%) 90 10 100 GRAPH 12: Importance of performance appraisal East Point College of Higher Education 44 . No.12 Importance of performance appraisal Criteria Highly important Less important Not important Total Sources: Primary Data ANALYSIS From the above table. it can be inferred that 90% of the respondents feel performance appraisal is highly important and 10% of the respondents feel it is less important.

Performance appraisal of employees in Twenty Twenty food products limited INTERPRETATION: From the above graph. Is performance appraisal properly executed in your organization? East Point College of Higher Education 45 . 9. we can conclude that majority of the sample respondents believes that performance appraisal is highly important.

Of Respondents 39 11 50 Percentage (%) 78 22 100 GRAPH 13: Proper execution of performance appraisal East Point College of Higher Education 46 .13 Proper execution of performance appraisal Criteria Yes No Total Sources: Primary Data ANALYSIS From the above table. No.Performance appraisal of employees in Twenty Twenty food products limited TABLE. it can be inferred that 78% of the respondents feel performance appraisal is properly executed while 22% feel it is not properly executed.

Does top management support and encourage performance appraisal? East Point College of Higher Education 47 . 10. we can conclude that majority (78%) of the sample respondents feel performance appraisal in the organization is properly executed.Performance appraisal of employees in Twenty Twenty food products limited INTERPRETATION: From the above graph.

Performance appraisal of employees in Twenty Twenty food products limited TABLE.14 Support of top management in performance appraisal Criteria Highly supportive Less supportive Not supportive Total Sources: Primary Data ANALYSIS From the above table. of Respondents 32 18 50 Percentage (%) 64 36 100 GRAPH 14: Support of top management in performance appraisal East Point College of Higher Education 48 . it can be inferred that 64% of the respondents feel top management is highly supportive and 36% feel they are less supportive. No.

Performance appraisal of employees in Twenty Twenty food products limited INTERPRETATION: From the above graph we can conclude that majority of the sample respondents feels that the top management is highly supportive in performance appraisal . 11. Is the performance appraisal reviewed and updated now and then? East Point College of Higher Education 49 .

GRAPH 14: Updating of performance appraisal East Point College of Higher Education 50 . Of Respondents 23 27 50 Percentage (%) 46 54 100 ANALYSIS From the above table. it can be inferred that 54% of the respondents feel the performance appraisal is reviewed occasionally while 46% of respondents feel they are reviewed frequently.15 Updating of performance appraisal Criteria Frequently Occasionally Never Total Sources: Primary Data No.Performance appraisal of employees in Twenty Twenty food products limited TABLE.

12. Does performance appraisal identify employee potential for advancement? East Point College of Higher Education 51 .Performance appraisal of employees in Twenty Twenty food products limited INTERPRETATION: From the above graph. we can conclude that majority of the sample respondents feel the performance is reviewed occasionally.

No.Performance appraisal of employees in Twenty Twenty food products limited TABLE. Of Respondents 18 27 5 50 Percentage (%) 36 54 10 100 GRAPH 16: Potential identified by performance appraisal East Point College of Higher Education 52 . 36% of them feels effective. and 10% feels neutral.16 Potential identified by performance appraisal Criteria Effective Less effective Neutral Total Sources: Primary Data ANALYSIS From the above table. it can be inferred that 54% of the respondents feel that potential is identified less effective.

we can conclude that majority of respondents feel that potential identified by performance appraisal is less effective. East Point College of Higher Education 53 .Performance appraisal of employees in Twenty Twenty food products limited INTERPRETATION From the above graph.

State your satisfaction through the performance appraisal program at the organization? TABLE. No.Performance appraisal of employees in Twenty Twenty food products limited 13. Of Respondents 9 25 6 10 50 Percentage (%) 17 51 12 20 100 GRAPH 11: Satisfaction of performance appraisal program.17 Satisfaction of performance appraisal program Criteria Unsatisfactory Needs Improvement Meets Expectations Outstanding Total Sources: Primary Data ANALYSIS From the above table. East Point College of Higher Education 54 . it can be inferred that 51% of the respondents feel the performance appraisal Needs Improvement. 20%of the respondents feel it is Outstanding. 17% of the respondents feel it is Unsatisfactory and 12% of the respondents say it Meets Expectations.

Performance appraisal of employees in Twenty Twenty food products limited INTERPRETATION: From the above graph we can conclude that majority of respondents feel that performance appraisal needs improvement. East Point College of Higher Education 55 .

Performance appraisal of employees in Twenty Twenty food products limited 14. No. Do you feel that performance appraisal encourages you to put in more effort in reaching your goals? TABLE. it can be inferred that 57% of the respondents agree that performance appraisal encourages reaching goals. Of Respondents 29 10 5 6 50 Percentage (%) 57 21 10 12 100 GRAPH 18: Performance appraisal encourages to reaching goal East Point College of Higher Education 56 . 12% disagree and 10% feel neutral.18 Performance appraisal encourages to reach goal Criteria Strongly agree Agree Neutral Disagree Strongly disagree Total Sources: Primary Data ANALYSIS From the above table. 21% agree.

Do you obtain appraisal feed back? East Point College of Higher Education 57 . 15.Performance appraisal of employees in Twenty Twenty food products limited INTERPRETATION: From the above graph. we can conclude that majority of respondents agree that performance appraisal encourage them to reach their goals.

19 Appraisal feed back Criteria Frequently Occasionally Rarely Never Total Sources: Primary Data ANALYSIS From the above table. Of Respondents 17 28 5 50 Percentage (%) 33 57 10 100 GRAPH 19: Appraisal feed back East Point College of Higher Education 58 . it can be inferred that 57%of the respondents feel they are given feedback occasionally.Performance appraisal of employees in Twenty Twenty food products limited TABLE. No. 33% feel frequently and 10% feel rarely.

East Point College of Higher Education 59 . we can conclude that majority of respondents feel they are given feedback occasionally.Performance appraisal of employees in Twenty Twenty food products limited INTERPRETATION: From the above graph.

we can conclude all the respondents are agreeing that Positive & negative points discussed during appraisal feedback. Are both positive & negative points discussed to the employees? TABLE. it can be inferred that 100% of the respondents feel that both positive and negative points are discussed during appraisal feedback.20 Positive & negative points discussed Criteria Yes No Total Sources: Primary Data ANALYSIS From the above table.Performance appraisal of employees in Twenty Twenty food products limited 14. Of Respondents 50 50 Percentage (%) 100 100 INTERPRETATION From the above graph. East Point College of Higher Education 60 . Graph 20: Positive & negative points discussed No.

No.Performance appraisal of employees in Twenty Twenty food products limited 21. 17% of the respondents feel they do not want to contribute and 10% of the respondents feel they are ready to learn. How do you feel when negative points are discussed? TABLE.21 Attitude when negative points are discussed Criteria Discouraged Determined to perform better Ready to learn Do not want to contribute Total Sources: Primary Data ANALYSIS From the above table. it can be inferred that 46% of the respondents feel discouraged. Of Respondents 23 13 5 9 50 Percentage (%) 46 27 10 17 100 GRAPH 21: Attitude when negative points are discussed East Point College of Higher Education 61 . 27% of the respondents feel determined to perform better.

we can conclude that majority of respondents feel discouraged when negative points are discussed. 18.Performance appraisal of employees in Twenty Twenty food products limited INTERPRETATION: From the above graph. Rate your appraisal program East Point College of Higher Education 62 .

Rating appraisal program Criteria Reliable Effective Accurate Motivating Unbiased Total Sources: Primary Data ANALYSIS From the above table. No. 25% of the respondents feel it is accurate. 10% of the respondents are feel it is reliable and 5% of the respondents feel it is unbiased. Of Respondents 5 12 13 17 3 50 Percentage (%) 10 25 25 35 5 100 GRAPH 22: Rating appraisal program East Point College of Higher Education 63 . it can be inferred that 35% of the respondents feel the performance appraisal programme is motivating. 25% of respondents feel it is effective.Performance appraisal of employees in Twenty Twenty food products limited TABLE 22.

Performance appraisal of employees in Twenty Twenty food products limited INTERPRETATION: East Point College of Higher Education 64 .

Of Respondents 38 12 50 Percentage (%) 75 25 100 East Point College of Higher Education 65 . we can conclude that majority of respondents feel the performance appraisal programme is motivating. Do you feel comfortable in discussing your problems with your superior? TABLE. it can be inferred that 75% of the respondents feel they are Highly Comfortable.23 Comfort ability in discussing problems Criteria Highly Comfortable Comfortable Neutral Uncomfortable Highly uncomfortable Total Sources: Primary Data ANALYSIS From the above table.Performance appraisal of employees in Twenty Twenty food products limited From the above graph. and 25% of respondents feel they are Comfortable in discussing their problems with their superior. 19. No.

East Point College of Higher Education 66 .Performance appraisal of employees in Twenty Twenty food products limited GRAPH 23: Comfort ability in discussing problems INTERPRETATION: From the above graph. we can conclude that majority of respondents feel they are highly comfortable in discussing problems.

No. 25% of respondents feel rating is based on management reference. 25% of the respondents feel rating is based on superiority and 10% of the respondents feel it is based on abilities and skills.Performance appraisal of employees in Twenty Twenty food products limited 20. On what criteria is employee performance rated? TABLE.24 Rating employee performance Criteria Based on abilities and skills Based on management reference Based on superiority Based on contribution Total Sources: Primary Data ANALYSIS From the above table. Of Respondents 5 12 13 20 50 Percentage (%) 10 25 25 40 100 East Point College of Higher Education 67 . it can be inferred that 40% of the respondents feel rating is based on contribution.

East Point College of Higher Education 68 . we can conclude that majority of respondents feel rating is based on contribution.Performance appraisal of employees in Twenty Twenty food products limited GRAPH 24: Rating employee performance INTERPRETATION: From the above graph.

Performance appraisal of employees in Twenty Twenty food products limited 21. What changes have been taken in the organization as a result of performance appraisal? TABLE. Of Respondents 17 12 13 8 50 Percentage (%) 33 25 25 17 100 East Point College of Higher Education 69 . No. 25% of respondents feel there is improvement in managementemployee relationship and 17% of the respondents feel on making changes in dissatisfied areas.25 Changes taken after performance appraisal Criteria Change in motivating strategy Re-structuring of organisation or individual objectives Improvement in management-employee relationship Making changes in dissatisfied areas No decision taken Total Sources: Primary Data ANALYSIS From the above table. 25% of the respondents feel re-structuring of organisation or individual objectives. it can be inferred that 33 % of the respondents feel there is change in motivating strategy.

Performance appraisal of employees in Twenty Twenty food products limited GRAPH 25: Changes taken after performance appraisal INTERPRETATION: From the above graph we can conclude that majority of respondents feels that there is a change in motivating strategy after performance appraisal. East Point College of Higher Education 70 ..

how effective has your organization performance appraisal system in improving overall performance TABLE. 15% of the respondents feel it is moderate and 10% of the respondents are feel it is highly ineffective. 16% of respondents feel it is effective. 25% of the respondents feel it is ineffective. In general.26 Performance appraisal system improving overall performance Criteria Highly effective Effective Moderate In Effective Highly ineffective Total Sources: Primary Data ANALYSIS From the above table. it can be inferred that 34% of the respondents feel performance appraisal improve overall performance highly effectively. Of Respondents 17 8 8 12 5 50 Percentage (%) 34 16 15 25 10 100 East Point College of Higher Education 71 . No.Performance appraisal of employees in Twenty Twenty food products limited 22.

we can conclude that majority of respondents feel performance appraisal improves overall performance.Performance appraisal of employees in Twenty Twenty food products limited GRAPH 26: Performance appraisal system improving overall performance INTERPRETATION: From the above graph. East Point College of Higher Education 72 .

CHI. it “can be used to determine if categorical data shows dependency or the two classifications are independence. O E Ho H1 = = = = Observed Frequency. The test based on χ² distribution.e. is a statistical measure used in the contest of sampling analysis for comparing a variance to a theoretical variance. Such a distribution we encounter when we deal with collections of values that involves adding up squares.square value is often used to judge the significance of population variance i. thus. Alternate hypothesis.SQUARE AS A TEST FOR COMPARING VARIANCE The chi. Variances of sample require us to add a collection of squared quantities and. Thus. Expected Frequency. χ2 = Σ (O – E) 2/ E Where. it can also be used to make comparisons between theoretical population and actual data when categories are used”. East Point College of Higher Education 73 . Chi-square.Performance appraisal of employees in Twenty Twenty food products limited CHI SQUARE TEST INTRODUCTION The chi-square test is an important test amongst the several test of significance developed by statisticians. symbolically written as χ² (pronounced as chisquare).distribution. the chi-square test is application in large number of problems. Null hypothesis. we can use the test to judge if a random sample has been drawn from normal population with mean (Μ) and with a specified variance. As a non-parameter test. have distributions that are related to χ².

R = Numbers of Cell Frequency is Row. Σ Σ Σ Σ Degree of Freedom = (V – 1) (R – 1) Where.  These quotients are added together to obtain the total of computed χ2 values that is Σ (O-E) 2 / E obtained.  The calculated value is taken compared to the tabulate value of χ 2.Performance appraisal of employees in Twenty Twenty food products limited Steps to calculate χ2 test  First of all expected frequencies (E) are computed.  The degrees of freedom (D.F) are calculated for the frequency table valued contingency table using the formula.  Difference between observe (O) and Expected (E) are squared that is (O-E) 2 is calculated.  The squared differences between frequencies (O-E)2 are divided by respective expected frequencies (E) that is (O-E)2 / E is calculated. If the computed value is lesser than tabular value the null hypothesis accepted East Point College of Higher Education 74 . V = Number of Cell Frequency is columns.  Then we find out difference between observed (O) are expected (E) frequencies that is (OE) is computed.

5 -7.5 4.38 X2=30. r=4 Degree of freedom=4-1=3 Level of significance=5% Table value =7.16 O –E (O-E)2 (O-E)2/E Chi-square=30. INTERPRETATION East Point College of Higher Education 75 .16.5 -2. H0: Performance appraisal do not encourages reaching goal H1: Performance appraisal encourages reaching goal Feedback Observed frequency (O) Very High High Average Poor Total 29 10 5 6 50 Expected Frequency (E) 12.5 12.78 0.814 Calculated value = 30.5 272.81473.5 16.5 3.25 56.25 6.25 21.5 -6. Performance appraisal encourages reaching goal.25 42.5 12.16 is much greater than table value Hence it is rejected Tabulated value=7.5 12. so the chi-square value > Tabulated value.Performance appraisal of employees in Twenty Twenty food products limited 18.

Therefore the alternative hypothesis is accepted.6 49 4 4 4 25 Chi square value 8.49 so the chi-square value < Tabulated value INTERPRETATION East Point College of Higher Education 76 . Hence null hypothesis is rejected. Performance appraisal system improving overall performance Ho: performance appraisal system does not improving overall performance Hi: performance appraisal system improving overall performance Feedback Highly effective Effective Moderate In Effective Highly ineffective Total O 17 8 8 12 5 50 E 10 10 10 10 10 O-E 7 -2 -2 2 -5 (O-E)2 (O-E)/E 4.4 .6 r=5 Degree of freedom 5-1.Performance appraisal of employees in Twenty Twenty food products limited From the above analysis we found that calculated value of Chi-square is greater than the tabulated value. ie Performance appraisal encourages reaching goal 26.5-1=4 Degree of freedom @ 5% level of significance.4 . Table value 9.4 2.9 .5 8.

performance appraisal system do not improving overall performance. Therefore the alternative hypothesis is rejected i.  For 87% of the respondents performance appraisal was conducted during working hours. East Point College of Higher Education 77 .  54% of the respondents have above 5 to 10 years of work experience. FINDINGS  Majority (89%) of respondents are male.  Majority (49%) of the respondents are under graduates.  69% of the respondents feel that performance appraisal is related to organizational goals to some extent.  Most (44%) of the respondents feel that the raters are less involved while appraising employees.Performance appraisal of employees in Twenty Twenty food products limited From the above analysis we found that calculated value of Chi-square is less than the tabulated value.  Most of the respondents (33%) belong to the age group of 30 to35.  87% of the respondents feel that the performance appraisal system is developed highly relevant to the employees’ job.e.  89% respondents feel the superior will provide informal feedbacks for performance improvement occasionally. Hence null hypothesis is accepted.  Majority (90%) of the respondents feel that performance appraisal is important to the organization.  Most (78%) of the respondents says the Performance Appraisal is properly executed in the organization.

 Most (40%) of the respondents feel that performance is rated based on contribution criteria.  57% of respondents feel the feedback about the performance appraisal system is obtained occasionally.  Most (51%) of the respondents suggest that performance appraisal system needs improvement  57% of the respondents strongly agree that performance appraisal system encourages to put more effort in reaching goals. East Point College of Higher Education 78 .  All of the respondents feel both positive & negative points discussed to the employees.Performance appraisal of employees in Twenty Twenty food products limited  64% of the respondents feel that the top management is highly supportive towards the performance appraisal system.  Majority of the respondents 34% feel the performance appraisal system is highly effective in improving overall performance.  46% of the respondents are discouraged when negative points are discussed.  75 % of the respondents feel they are highly comfortable in discussing problems with their superior.  54% of the respondents agree that performance appraisal helps to identify employees’ potential for advancement less effectively.  Majority (54%) of the respondents feel that performance appraisal system is reviewed and updated occasionally.  Majority of the respondents 35% feel the rating appraisal system is motivating.  33 % of the respondents feel change in motivating strategy is done after conducting performance appraisal.

Performance appraisal of employees in Twenty Twenty food products limited SUGGESTIONS  Performance appraisal could be conducted by a person inside the organisation and one who is familiar with the employees.  Performance appraisal could be updated regularly to match individual and organisational goals. employees’ suggestion during performance appraisal may not reach the top managers. For such situations suggestion box can be implemented and frequently reviewed.  Objective of conducting the performance appraisal could be discussed and doubts can be clarified.  The appraiser must be familiarized with the employee’s job responsibilities and duties before conducting performance appraisal.  Suggestion could be obtained from employees regarding framing the performance appraisal system. East Point College of Higher Education 79 .  Since the performance appraisal is conducted by the outsider.

The major drawback is in terms of the appraiser and his knowledge regarding employees job responsibilities and duties. From the study it has been indentified that the performance appraisal is able to identify employees’ potential and find the motivating factors of employees.  Appropriate and experienced appraiser can be appointed for effective performance appraisal results. quality and quantity of output. This may enhance the involvement and performance of employees. initiative. CONCLUSION Performance appraisal may be understood as the assessment of an individual’s performance in a systematic way. dependability. judgement. supervision. It is also help the developing the strengths & weakness of the employees Twenty Twenty food products Ltd have been conducting performance appraisal for the past four years. The performance being measured against such factors as job knowledge. encouraged and monitored closely to make improvements. East Point College of Higher Education 80 . leadership abilities.  Employees having low performance could be called individually. versatility.Performance appraisal of employees in Twenty Twenty food products limited  Feedback on performance could be discussed through formal or informal meetings.  Performance appraisal can developed in such a way to identify the hidden talent and skills of employees. co-operation. health and the like.  Appraisal feedback is very important in any performance appraisal program. It could be carefully communicated by making high performers’ increase their target and low performers to build up their confidence.

People having poor background are given training and provided with jobs. When is the performance appraisal conducted? East Point College of Higher Education 81 .Performance appraisal of employees in Twenty Twenty food products limited Twenty Twenty food products Ltd has been running successfully for past 7 years and has created a good name among its customers and society. Suggestion form employees and experienced personnel can further enhance and make the performance appraisal an ideal evaluation system. Performance appraisal can be conducted more effectively by using the right tools and properly reviewing and updating the performance appraisal program. ANNEXURE Gender Age group : : ( ) Male ( ) 20 – 30 ( ) 31 – 40 ( ) 41 – 50 ( ) 51 – 60 Experience : ( ) Less than 3 years ( ) 4-8 Years ( ) 9 – 15 Years ( ) More than 15 Years Qualification : ________________ Female ( ) 1.

Is performance appraisal properly executed in your organization? a) Yes b) no East Point College of Higher Education 82 . Does the performance appraisal programs relate to organizational goals? a) To a high extent b) to some extent c) to a low extent 4. How many meetings are scheduled in a year to discuss employee performance? a) Nil b)once c) twice d) thrice 3. Is the appraiser aware of your job responsibilities and duties? a) Completely aware b) Aware to an extent c) Not aware 6. Do you feel that performance appraisal is important in an organization? a) highly important d) No idea b) less important c) not important 9. Other than performance appraisal does your superior provide you with informal feedbacks for performance improvement? a) Frequently b) Occasionally c) never 7. Are the performance appraisal developed in relevance to employee job? a) Highly relevant b) d) irrelevant b) relevant e) highly irrelevant c) no idea 5. Are the raters involved while appraising employees? a) Highly involved b) Less involved c) not involved 8.Performance appraisal of employees in Twenty Twenty food products limited a) During working hours b) during non-working hours 2.

Do you obtain appraisal feed back? a) Frequently b) occasionally c) Rarely d) Never 16.Performance appraisal of employees in Twenty Twenty food products limited 10. Does top management support and encourage performance appraisal? a) Highly supportive b) less supportive c) not supportive 11. Do you feel that performance appraisal encourages you to put in more effort in reaching your goals? a) Strongly agree b) d) Disagree b) Agree c) Neutral e) Strongly disagree 15. Does performance appraisal identify employee potential for advancement? a) Highly effectively b) effectively d) In effectively e) highly ineffectively c) neutral 13. Are both five & negative points discussed to the employees? a) Yes b) no 17. Is the performance appraisal reviewed and updated now and then? a) Frequently b) Occasionally c) never 12. State your satisfaction through the performance appraisal program at the organization? a) Unsatisfactory b) Needs Improvement c) Meets Expectations d) Outstanding 14. How do you feel when negative points are discussed? East Point College of Higher Education 83 .

Do you feel comfortable in discussing your problems with your superior? a) Highly Comfortable d) Uncomfortable a) Based on abilities and skills b) comfortable e) highly uncomfortable c) neutral 20. On what criteria is employee performance rated? b) Based on management reference c) Based on superiority d) Based on contribution 21. What changes have been taken in the organization as a result of performance appraisal? a) Change in motivating strategy b) Re-structuring of organization or individual objectives c) Improvement in management-employee relationship d) Making changes in dissatisfied areas East Point College of Higher Education 84 . Rate your appraisal program a) Reliable b) Effective c) Accurate d) Motivating e) Unbiased 19.Performance appraisal of employees in Twenty Twenty food products limited a) Discouraged b) determined to perform better c) ready to learn d) do not want to contribute 18.

Bhatia. Seetharaman & B.2004. Ltd. C. Statistical Methods for Management.Methods & Techniques . Deep & Deep Publications Pvt. Kothari. By P. Performance Management. K.Arora New Delhi. In general.Performance appraisal of employees in Twenty Twenty food products limited e) No decision taken 22. Concepts. how effective has your organization performance appraisal system in improving overall performance a) Highly ineffective b) Ineffective c ) Moderate d) Effective e) Highly effective REFERENCES BOOKS: 1. New Delhi.. 4. Sultan Chand & Sons Publishers. 2007. New Age international (P) Ltd. 2005. Arora & S. Second Edition.R. 2008. 3. Research Methodology . Publishers. East Point College of Higher Education 85 . By S. Practices and Strategies for Organisation success by S. Scitech Publication. Human Resource Management. Venkateswara Prasad.N.. 2.

2.com 3. www.citehr.com East Point College of Higher Education 86 .Performance appraisal of employees in Twenty Twenty food products limited WEBSITE: 1.google. www. www.performance-appraisal.scribd.com www.com 4.

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