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SUMMER TRAINING PROJECT REPORT

ON
PERFORMANCE APPRAISAL
AT
PARLE BISCUIT PVT. LTD., RUDRAPUR

SUMITTED IN PARTIAL FILLFILMENT OF THE REQUIREMENT

FOR THR AWARD OF

MASTER OF BUSINESS ADMINISTRATION DEGREE


FROM
DR. A.P.J. ABDUL KALAM TECHNICAL UNIVERSITY
(LUCKNOW)
BATCH 2016-2017

SUBMITTED TO: - SUBMITTED BY:


PRIYANKA ARORA RAM NIVAS
Asst. Prof. M.B.A. 3RD SEM
Lakshya Institute Roll no.: 1558370036
TABLE OF CONTENT

FRONT PAGE

COMPANY CERTIFICATE

COLLEGE CERTIFICATE

ACKNOWLEDGEMENT

PREFACE

DECLARATION
Acknowledgement

For the success of any venture of this magnitude, help and cooperation

of others is essential, more so due to lack of practical experience in

industries at this junctures. I wish to acknowledge all the help, I received

from various people.

It is great pleasure that I express my deep sense of gratitude to all those


persons who were guide me as well as increase my moral.

I am extremely grateful to Mr. S. Pandey, Manager Pantnager


Operations, for providing me this opportunity to work on this project. I
shall always remain grateful to him for all possible help & assistance.

I am also indebted to Sri. Mr. Dangwal, H.R. Officer for extending all
help & corporation both at the time of entering & during the course of
preparing the project. He also shows me the way to work in an
organization.

I am also thankful to MS. PRIYANKA ARORA (FACULTY), for


guidance & supervision of the project. Sir provides me all the necessary
support & guidance which help me not only at that time but also in my
future.

In the end I wish to acknowledge my thanks to all the staff members of


the Parle Biscuit Pvt. Ltd. For providing all necessary assistance when
required.

A project is essential need for any professional course. Projects make a


student eligible for developing good skills, & make deep sense for
working in an organization. Project also helps in generating new ideas &
to present it. I thanks to my institute who provide me this opportunity.

RAM NIVAS
M.B.A. 3RD SEM
Roll no.: 1558370036

` PREFACE
The study was undertaken in PARLE BISCUITS PRIVATE LIMITED
under the guidance of H.R Deptt, which prove beneficial to me.

This study is about Performance Appraisal is done to know the method


Performance Appraisal and its applicability in the company. As human
Resource is the valuable assets which appreciate day by day. So it is
important to do Performance Appraisal to know the skills, knowledge
and capabilities of a person. The modern concept is more concerned
about its Human Resource than other resource human resource performs
all the operation as well as activities of the entire department.

This study helps me a lot in understanding the objective of performance


appraisal. And we know about the all method of Performance Appraisal.
In which we studied about the Performance Appraisal used in PARLE
BISCUITS PRIVATE LIMITED and we studied about the performance
of worker in PARLE BISCUITS PRIVATE LIMITED

RAM NIVAS
M.B.A. 3RD SEM
Roll no.: 1558370036
INTRODUCTION

PERFORMANCE APPRAISAL
MEANING OF PERFORMANCE APPRAISAL:

Performance Appraisal or merit rating is one of the oldest and most


universal practices of management. Performance Appraisal is a method
of evaluating the behavior in the work pot, normally including both the
qualitative and aspect of job performance.
Companies use Performance Appraisal for training & development
providing feedback to employees and personnel research. They also use
it in determining wages, promotion and transfer.
Performance Appraisal means the systematic evaluation of the
performance of an employee by an expert or his immediate superior.
Performance Appraisal can be simply defined as a systematic evaluation
of present and potential capabilities of personnel and employee by their
superior.
Performance means to do something and appraisal means to decide
the value of work done. Thus Performance Appraisal means deciding
the value of work done by an individual
It is process that involve determining & communicating to an employee
how he/she performing the job and ideally establish plan for
improvement.
CONCEPT OF PERFORMANCE APPRAISAL:-
Performance evaluation or Performance Appraisal is the process of
assessing the performance and progress of an employee or a group of
employee on a given job and his potential for future development. It
consists of all formal procedure used in working organization to evaluate
personalities, contribution and potential of employees.
It is the process of obtaining, analyzing and recording information about
the relative worth of an employee.
Performance measure and merit rating are used synonymously. But
strictly speaking Performance Appraisal is a wider term than merit-
rating. In merit rating the focus is on judging the caliber of an so as to
decide salary increment. It is designed primarily to cover rank and file
personnel decisions. On the other hand Performance Appraisal focuses
on the performance and future potential of the employee. Its aim is not
simply to decide salary increment but to develop a rational basis for
personal decisions. Merit rating measures what the person is (traits)
whereas Performance Appraisal measures what the person does
(performance).

DEFINITION OF PERFORMANCE APPRAISAL:

ACCORDING TO YODER:
Performance Appraisal refers to all formal procedures used in working
organization to evaluate personalities and contribution and potential of
group member

ACCRDING TO BEOACH:-
Performance Appraisal is a systematic evaluation of the individual with
regard to his/her performance on the job and his/her potential for
development

ACCORDING TO FLIPPO:-
Performance Appraisal is a systematic, periodic and impartial rating of
an employee excellence in matter pertaining to his present job and his
potential for a better job

ACCORDING TO CARL HEYEL:-


Performance Appraisal is a process of evaluating the performance and
qualification of the employee in term of the requirement of the job for
which he is employed for purpose of administration including
placement, selection for promotion, providing financial regards and
other actions which require differential treatment among the member of
a group as distinguished from action affecting all member equally
FEATURES OF PERFORMANCE APPRAISAL:-
Salient features of Performance Appraisal are as follows:
1. CONTINOUS APPROACH:-
Performance Appraisal is a continuous approach. It is not that
evaluation made for the performance for a particular date. The
employees performance for the whole review period assessed. So
assessment of job is continuous
2. SYSTEMATIC APPROACH:-
Assessment activity is carried on a definite plan, programmer.
Review period, reviewing authority, reviewing method etc are
predetermined and the whole performance assessment work follows a
clear cut, definite process.
3. PERIODICITY:-
It follows a definite period for the assessment of employees
performance. Evaluation may be made for the performance six month
for the whole period of twelve month.
4. BASIS OF ASSESSMENT:-
Assessment is made on the basis of standard set earlier.
Quantum & quality of performance is judged looking to the goals,
standard fixed earlier.
5. REINFORCEMENT ACTIVITY:-
Performance Appraisal system includes reinforcement activity to
strengthen weak areas of reviews- Reviewing authority tells review the
week areas that need improvement. He also as certain reason for less
performance and feedback to strengthen the weak areas.

6. POTENTIAL ASSESSMENT:
Performance Appraisal has many activities. It identifies:-

People who are non-performers, below standard.


People who are performers, excellent.
People who have potential to occupy higher position and to
shoulder higher responsibilities.
Under this system potential appraisal is made along with evaluation
of present and performance of employee.

OBJECTIVE OF PERFORMANCE APPRAISAL:-


Performance Appraisal facilities growth & development of organization
and the employees as well. Effective Performance Appraisal system
creates a committed, talented & dynamic workforce that helps to achieve
organizational goal. So, Performance Appraisal contributes a lot for
smooth and effective functioning of organization. Today, most
organization has introduced Performance Appraisal for different are
discussed below:

1. PROMOTION DECISION:-
Performance Appraisal identifies the employees who are achivers
excellent performer. It also indicates the employees to grow,
develop and to take up higher responsibilities. It make easy for the
higher management to take decision relating to promotion of the
employees as information, data concerning performance, attitude,
aptitude, potentiality are readily available to them.

2. SALARY DECISION:-

Decision regarding salary raise, increase/sanction of annual


increment & monitoring incentives are taken on the basis of
performance of employees. Performance Appraisal help top
management to take decision on such areas as all relevant
information, data is available from this system.

3. IDENTIFICATION OF TRAINING NEEDS:-


Training need can be ascertained from the Performance Appraisal
as:

Employee express in self appraisal from about their desire,


intention to undertake training on the areas which they think
they require improvement.
Reviewing officer give their opinion, observation, regarding
training subordinates need.
Weak areas requiring improvement become clear from the
performance level of employees.

4. COMPETENCY DEVELOPMENT:-

One of the objectives of Performance Appraisal is to develop


competencies of the employees. It ascertains/identifies area of
activity where employees need improvement .so that they can give
standard performance. Some employees may have potential to take
up a higher assignment
5. EFFFECTIVE RUNNING OF THE ORGANISATION:-
Performance Appraisal lets the management know who
deadwoods, incompetent are and useless employee of Organization
Company introduces downsizing approach through voluntary
requirement, retrenchment.

6. SELF DEVELOPMENT:-
When the employees are aware of the importance of Performance
Appraisal for their growth & development, elevation and satisfaction
of psychological need, they give their best efforts to improve their
skill through skill development measure.

7. USE OF CONTROL ACTIVITIES:-


When job related behavior of employees for below the standard
behavior as revealed from the performance rating organization use
control measure to check behavioral activities.

8. PREPRATION OF SUCESSION PLANNING:-


Performance Appraisal system exhibits strength & weakness of
executives, lets the company know about the employees who are
competent, effective and dynamic. So that succession planning can
be prepared for filling up subsequent vacancies of senior
executives.

IMPORTANCE OF PERFORMANCE APPRAISAL:

In modern organization, Performance Appraisal is needed to reduce the


objective terms, the experience and personal qualities of every employee
in the organization.
ACCORDING TO DALTON E MC FARLANDthe purpose of any
formal method of systematic employees appraisal is to provide greater
objectivity in the executives judgment about subordinates. It is also an
objective to regularize the procedure used by requiring periodic
appraisal, so that up-to-date information is available for use in making
decision about people.
Performance Appraisal has become a very significant activity in most of
the enterprise because it provide data about past, present and excepted
performance of the employee which is helpful in taking decision
selection, training and development, increase in pay, promotion, transfer
and the like. These days a large amount of money is being spent on
Performance Appraisal by most of the organization. The following
benefits of Performance Appraisal justify the designing of an effective
programmed of Performance Appraisal:-

1) It provide scientific basis for judging the merit of worth of


employees who try to improve their performance if it is not up to
the satisfaction of the employees

2) It is a sound basis for promotion, demotion, transfer and


termination of employees. Better person are selected for promotion
It help the management in avoiding snap judgment about personnel
and taking sound personnel decision.

3) It helps in distinguishing between efficient and inefficient worker.


In this way it reveals the defect in the selection procedure. The
employee who are misfit may be spotted and appropriate action
taken to give them suitable training.

4) It helps the supervisor to evaluate the performance and to know the


potential of their subordinate systematically. It also helps them to
assign work to individuals for which are best suited. Thus it,
facilitate the current placement of worker

5) Performance rating helps in guiding the employees. The supervisor


may use the result of appraisal system foe the purpose of
constructively guiding the employees in the efficient performance
of work. The employee comes to know where they stand and
consequently they try to improve their performance.

6) If the Performance Appraisal is done scientifically and


systematically, it will prevent employee grievance. The records of
Performance Appraisal are available in a permanent form to protect
the management against subsequent changes charges of
discrimination which might be leveled by the trade unions. Thus
Performance Appraisal helps in creating a congenial atmosphere of
employer employee relations.

USES OF PERFORMANCE APPRAISAL:


Some common application of Performance Appraisal includes:

1) Performance Appraisal provides valuable information for


personnel decision such as pay increase, promotion, demotion,
transfer and termination. Management gets an objective basis for
discussing salary increases and promotion with the staff. Thus,
Performance Appraisal serves as the basis of suitable personnel
policies.

2) It helps to judge the effectiveness of recruitment, selection,


placement and orientation system in the organization.

3) It is useful in analyzing training and development needs. These


needs can be assessed because Performance Appraisal reveals
people who require further training to remove their weaknesses. It
also identifies individuals with high potential who can be groomed
up for higher position.

4) Performance Appraisal can be used to improve performance


through appropriate feedback, working and counseling to
employees. It serves as a means of telling a subordinate how he is
doing and suggesting necessary changes in his knowledge behavior
and attitude. It serves to stimulate and guide employees
development

5) Performance Appraisal facilitates human resource planning, career


planning and succession planning.
6) It promotes a positive work environment which contributes
productivity. When achievements are recognized and rewarded on
the basis of objective performance measure, there is improvement
in work environment.

7) A competitive spirit is created and employees are motivated to


improve their performance. Systematic appraisal provides
management an opportunity to properly size up the employees. It
also enables a manager to understand his strength and weaknesses.

PROCESS OF PERFORMANCE APPRAISAL:


ESTABLISH PERFORMANCE STANDARD

COMMUNICATE THE STANDARD

MEASUREING PERFORMANCE

COMPARE THE ACTUAL PERFORMANCE WITH STANDARD

DISCUSS THE APPRAISAL

TAKING CORRECTIVE ACTION


1) ESTABLISH PERFORMANCE STANDARD:-

The appraisal process begins with the setting up of criteria to be


used for appraising the performance of employees. The criteria are
specified with the help of job analysis which reveals the content of
a job. These criteria should be clear, objective and in writing. It
should be discussed with the supervisors to ensure that all the
relevant factor have been included. Where the output can be
measured the criteria is clean. If work performance cannot be
measured, the personal characteristics which contribute to
employee performance must be determined. These characteristics
include work quality, honesty, and reliability, cooperation and team
work, job knowledge, initiative, leadership, safety consciousness,
attendance, learning ability, adapbility, judgment, and sense of
responsibility, health and physical condition.

2) COMMUNICATE THE STANDARD:-

The performance standard specified in the first step are


communicated and explained to the employees so that they come
to know what is expected them. The standard should be conveyed
to the evaluators. The reaction of employees to the standard should
be obtained. If necessary the standard may be revised or modified
in the light of feedback obtained from the employees and the
evaluators.
3) MEASURING PERFORMANCE:-

Once the performance standard are specified and accepted, the next
stage is the measurement of actual performance. This requires
choosing the right technique of measurement, identifying the
internal and external factor influencing performance and collecting
information on result achieved. Personal observation, written
report and face to face contacts are the means of collecting data on
performance. The performance of different employees should be so
measured that it is comparable. What is measured is more
important than how it measured.

4) COMPARE THE ACTUAL PERFORMANCE WITH


STANDARD:-

Actual performance is compared with the predetermined


performance standard. Such comparison will reveal the deviation
which may be positive or negative. Positive deviation occurs when
the actual performance exceeds the standard. On the other hand
excess of standard performance over the actual performance
represents negative deviation.

5) DICUSSING THE APPRAISAL:-


The result of appraisal are communicated to and discussed with the
employees. Along with the deviation the reason behind them are
also analyses and discussed. Such discussion will enable an
employee to know his weaknesses and strength. Therefore, he will
be motivated to improve himself.
The impression the subordinate received about his performance has
an impact on his subsequent performance. The impact may be
positive or negative depending how the appraisal feedback is
presented and discussed with employees.

6) TAKING CORRECTIVE ACTION:-

Through mutual discussion with employees, the step required to


improve performance are identified and initiated. Training, coaching,
counseling etc. are examples of corrective action that help to improve
performance.

METHODS OF PERFORMANCE APPRAISAL:-

__________________________________________________
INDEPENDEPENT COMPARTIVE RESULT
CONTRIBUTION
APPROACH APPROACH APPROACH
COST

APPROACH
1) EASY APPRAISAL 1) RANKING MANAGEMENT
HUMAN
BY
RESOURCE
2) CHECKLIST 2) FORCED OBJECTIVE
ACCOUNTING
APPRAISAL DISTRIBUTION

3) CRICTICAL
3) PAIRED
4) FORCED-CHOICE COMPAIRSON
APPRAISAL

5) CONFIDENTIAL REPORT

6) GRAPHIC RATING SCALE


7) BEHAVIOURALLY ANCHORED RATING SCALE

8) ASSESSNENT CENTRE
9) 360 FEEDBACK
10) FIELD REVIEW

INDEPENDENT APPROACH:-
Under this approach evaluation of employees performance is
independent of any other employee in a work team. Employees are not
compared against other employees but they are compared to a standard.
Some of the techniques under independent approach are discussed:

1) EASSY APPRAISAL:-
It is one of the techniques used by some organizations for evaluating
performance of employees. Under this method, appraiser is too
required to rate employees performance in essay form to describe
strength and weakness, training needed, suggestion for improvement
etc. Generally, evaluation is made on the following areas:

Knowledge in technical areas e.g. operative knowledge,


knowledge in companys rules, regulations, policies,
procedures.
Skill and ability to perform present job.
Ability to work in a team.
Attitudes towards peers, boss, subordinates, higher
management.
Human skill.
Potential.
Ability to perform whole activity independently.

MERITS:-
a) It is easy to carry out in organization.
b) Rater may not need training for evaluation of employees
performance.
c) It is less expensive.
d) Subordinate may have faith on this method because of
simplicity.

DEMERITS:-
a) It is a subjective evaluation method.
b) Since quantitative appraisement is not made, employees
exact performance level can not be known.
c) Areas on which appraisement is made do not
adequately represent employees job activities. Hence, actual
performance of employees can not be known

2) CHECKLIST APPRAISAL:-
Checklist appraisal is used to evaluate performance of
employees in organization. The terminology checklist
appraisal denotes a technique of performance evaluation made
through testing/verification of a list of behavioral about
description about an employee.
FEATURES:
a) Performance evaluation of employees is not made by rater;
it is done by some officer in the personnel department/HRM
department.
b) The boss under whom employees work checks the
behavioral statement/description about them and indicates
yes or No against each statement already set.

EXAMPLES OF A SIMPLE CHECKLIST:-


a) Is the employee prompt in rendering service to customer?
b) Does he take interest to solve customer problem?
c) Does he help his co worker in providing service to
customer?
d) Does he behave well with customer?
e) Does he keep customer standing/waiting for along period in
front of his counter without giving service?
f) Does he serve customers with smiling face, helping attitude?
g) Is he liked by customer?
h) Does he carry out instruction of his superior?

MERITS:-
a) It is a simple method to evaluate performance of employee.
b) Rater does not have any idea regarding final evaluation of
employees performance. Hence, the possibility of his being
biased is less.

DEMERITS:-
a) It is difficult to appraise quantitative performance of
employees.
b) It is an expensive method.
3) CRITICAL INCIDENT:-
It is one of the methods used by organizations to evaluate
performance of employees. Under this technique,
boss/supervisor keeps records of key or crucial job related
behaviors of employees for the whole review/appraisal period
on a day to day basis. After stipulated period, may be, after six
months from the commencement of the review period
supervisor calls his subordinates for discussion and points out
both positive and negative areas and also for attaining
excellence in positive areas.

MERITS:-
a) It may create confidence amongst subordinates about
evaluation when they find that rater takes it seriously to
record all crucial behavior-negative and positive behavior
on daily basis.
b) Effect of recent behavior is minimum.

DEMERITS:-
a) The method is time consuming.
b) Supervisor/rater may take this method casually.
c) Quantification of performance behavior is not possible.
So, comparative performance analysis may not be
accurate.
4) FORCED-CHOICE APPRAISAL:-
It occurs organization that some raters are very much
biased when they appraise performance of their subordinate.
To avoid such situation, an appraisal method has been
designed and introduced in organization where rates are
required to choose statement, which, according to them, suit
rateesactivities, behavior and performance. This appraisal
technique is forced-choice appraisal method.

FEATURES:-
a) Two or more statement relating to subordinates behavior,
activities are mentioned in appraisal format. Each
statement may express positive or negative aspect of
behavior /activity of the individual being evaluated.
b) Rater ticks the statement which is most descriptive or in
some cases least descriptive of the concerned subordinate.
c) Rater score are given by officers in HRM/personnel
department.

EXAMPLES:-
The following are the examples of statement relating to
customer service rendered by a bank employee and the rater is
required to choose the statement that describe most of his
behavior. List of statement:
a) He provides service to customer with smiling face.
b) He develops a good rapport with customer.
c) He attends customers problem immediately after he
gets/comes to know the problem and sort out problem
promptly.
d) Most customers express satisfaction about service rendered
by him.

MERITS:-
a) This method is free from biased rating as the rater himself
does not know scoring.
b) It give accurate rating

DEMERITS:-
a) It is time consuming as rating process goes through the
stages like preparation of statement, choosing statement by
rater, scoring/evaluation made by officer of HRM/personnel
department which need much time to complete.
b) It is expensive as designing format to prepare statement,
selecting answer key, and ascertaining correctness
/efficiency of answer key involve a lot of money

5) CONFIDENTIAL REPORT:-
It is one of the traditional methods of evaluating performances,
behavior, activities of subordinates. Under this method subordinates
strength, weaknesses, effectiveness, initiative, attendance, punctuality,
commitment, loyality, knowledge, competencies, honesty, integrity,
team performance etc.are mentioned in the report. This method is
used in government organization / offices as also in some private
organization. Evaluation is made by immediate boss of subordinate
on the basis of the information gathered by him about behavior,
activities of his subordinates through observation, and perception
impression developed in the process of interaction between them for
accomplishment of job assigned to them.
MERITS:-
a) It is easy to implement
b) Rater does not need training to appraise performance.
He record overall impression on rates in the report.
c) It is not expensive to use in organization.

DEMERITS:-
a) It is subjective evaluation process.
b) There is no system of counseling subordinates in
situation when they perform miserably low.
c) It is an old method that needs modification.

6) GRAPHIC RATING SCALE:-


This is one of the methods used in organization to ascertain
performance level of employees. Under this method, emphasis is
given on traits/characteristics of individuals. The concept emerges
from the understanding that qualitative traits/attributes of
employees contribute a lot to the achievement of organizational
goals. Hence, arises through the use of this appraisal technique.

FEATURES:-
a) Evaluation is made on traits viz. quality of work, initiative,
dependability, leadership, job, knowledge, punctuality and the
likes but some organization appraise important areas of
work/duties of employees instead of assessing trait factors.
b) Each trait of subordinate is rated by the supervisor by circling
the score in the rating scale.
EXAMPLE OF TYPICAL GRAPHIC RATING SCALE SHOWN
IN FIGURE:-

PERFORMANCE APPRAISAL

Employees Name: ________________________________


Designation: _____________________________________
Department: _____________________________________
Employee code No: ________ Review period:___________
Name of reviewing Authority: ________________________
Since when employee is working in the department: ______

TRAITS RATING SCALE COMMENT

POIN 1.INITIATIVE O o 100-90


TS
VG o 89-80
G o 79-70
S o 69-60
US o below 60
2. POIN DEPENDABILITY O o 100-90
TS
VG o 89-80
G o 79-70
S o 69-60
US o below 60

3. POINT QUANTITY OF O o 100-90


S WORK VG o 89-80
G o 79-70
S o 69-60
US o below 60

4.JOB POINT O o 100-90


S KNOWLEDGE VG o 89-80
G o 79-70
S o 69-60
US o below 60

5. QUALITY OF O o 100-90

POINT WORK VG o 89-80


S
G o 79-70
S o 69-60
US o below 60

Rating abbreviation: O- outstanding, VG- very good, G- good, S-


Satisfactory, US- Unsatisfactory
Figure- Typical Graphic Rating scale

MERITS:-
a) It is a simple method to assess performance of
employees.
b) It is easy technique that does not need training to use by
raters.
DEMERITS:-
a) Designing rating scale needs high expertise and
knowledge.
b) Biased rating in performance evaluation can not be ruled
out.

7) BEHAVIOURALLY ANCHORED RATING SCALE (BARS):-

This is a technique of appraising employees performance level


that considers actual behavior on job. It is based on critical incident
approach that looks into effective behavior for a particular
performance dimension.

STEPS TO DEVELOP A (BARS)


Step 1. Gathering information regarding critical incidents:
Individual employees and supervisors are asked to describe the
critical incidents of effective and ineffective performance on the job.
Collection of information through such measure is direct.

Step 2. Classifying incidents into performance dimensions:


The same group is advised to classify these incidents into
performance dimensions. Incidents may be hundred or more but
performance dimension may be much less (between five and ten)
Step 3. Reassigning incidents
The second group who has also through knowledge in such area
of performance is briefed about critical incidents and classification
dimensions and is asked to reallocate each incident to the
classification/cluster. Reassigning of incidents to a particular
cluster/dimension is made on the basis of majority choice/ decision. If
majority personal of this group (say more than 70%) considers that an
incident belong to a particular cluster as made by the group in step 2, the
same is retained.

Step 4. Scaling incident


The second group is asked to rate each incident in 5 point or 7 point
scale to describe as how to effectively or ineffectively it represent
performance dimension.

Step 5. Preparing final instrument


Generally, six or seven incidents per cluster /performance dimension are
used as behavior anchors to rater.
MERITS:-
a) It is easy to implement as it does not need any training for raters or
ratees
b) In counseling /feedback session get clear idea in respect of his
performance/job behavior as critical incidents specify scale value
to determine his performance level of the job.

DEMERITS:-
a) It is expensive and time consuming.
b) Perfect/accurate rating may not be possible as the method provides
scope to raters to rate in biased manner.

BEHAVIOURALLY ANCHORED RATING SCALE IS


ILLUSTRATED IN FIGURE:-

Extremely good Could be expected to


performance receive from all the person
who remain in the queue
during stipulated period to
enter into respective
registers, to verify records
to return counterfoil to them
and control the atmosphere
Good performance Could be expected to
receive fees from all those
who remain present and to
complete all the formalities
but fail to maintain peaceful
and congenial atmosphere.
Neither poor or good Could be expected to receive
performance fees and to complete all the
formalities at a slow speed and
as a result all person who
remain on the queue may not
have chance to deposit fees
during specified period.
Slightly poor Could be expected to receive
performance fees and to complete
formalities with the help of co
worker.
Poor performance Could be expected that the
receiving cashier asks the
person in the queue about the
amount of different fees and
remain busy in conversation
with them.

Figure- Behaviorally Anchored Rating scale


ASSESSMENT CENTRE METHOD:-

The basis of the method is to test candidates in a social situation,


using a number of assessors, and job related simulations. These
simulations involve characteristics that manager feel important to
the job success. The evaluators observe and evaluate participants
as they perform activities in the higher level of job.
8) 360 FEEDBACK:-

This is a new method used for assessing performance of employees


particularly managers, officers in organization. Under this method,
managers behavior, skills are evaluated by all people who are in
some way connected or related to them. They are subordinates,
peers, bosses, team members and customers. Managers themselves
appraise their own job behavior through self-appraisal system. This
method is also called multi source assessment as assessment is
made by different people and such technique collect feedback from
these sources/person with regard to ratees/reviewees. P.ward
(1995) has expressed that 360 feedbacks is the systematic
collection and feedback of performance data on an individual or
group derive from a no. of the stakeholder on their performance.
Performance assessment under this method is made by the stake
holder is shown in the figure:
Boss

Peers Team member Individual employee Customer

Subordinates

The 360 appraisal which was coined in the U.S in 1998 has been
very popular there as a tool to measure employees performance and also
to provide feedback for development. Most of the U.S companies are
now using this technique. In India, it is emerging as HR tool for
development at WIPRO, ITC, MOTORALA, NOKIA, SEAGRAM, and
a few others.
This method has different uses viz. designing scheme for
personnel development of employees and team members, preparation of
succession planning, assessment of training and development needs,
decision for pay increase, ascertainment of leadership traits,
establishment of interpersonal relationship.

This assessment technique work in a system activity like:

Selecting raters (viz. peers, subordinates, boss, customer)


Conducting survey to know opinion, perception about ratees
performance, qualities etc.
Compilation of opinion and analysis of report.
Preparation of a concise report containing rating of different
raters.
Presentation of report to the rate.
Action taken to change/modify ratees behavior.

BENEFITS:-
The 360 feedback (multi source assessment) has the following
benefits if, used in organization:
a) Rating is unbiased as raters are many and give separate
rating about ratees performance, job behavior.
b) Ratees can compare their own evaluation with those
evaluation made by others and accordingly can take
measures for improvement.
c) This method encourages more open feedback.
d) This method develops a feeling of self-awareness amongst
ratees

LIMITATION:-
a) Managers may take revenge against the raters who have
rated badly on the performance behavior of ratees.
b) Free and frank rating may not be possible in some cases
specially when subordinates evaluate bosses performance.

10) FIELD REVIEW METHOD:-


This is a method of appraising performance of employees through
field survey/review by the officer of the personnel/HR department of
the organization. This technique is generally used in such cases where
raters biasness is noticed or where disagreement between raters is
found.
This method involves the following activities:

Initiation of performance review of employees by HR


executive/officer or personnel officer at the workplace.
Presenting question to employees supervisor about each
employees performance level, promotability, qualitative
traits, knowledge, skill, attitudes aptitude, weak areas,
training need and recording reply of concerned supervisor.
Obtaining information by asking question to peers,
employees about their work performance, deficit of skill if
felt, support if needed.
Studying/analyzing points agreements, disagreements
/differences in respect of information given by the concerned
person.
Performance review by appraiser( HR/personnel staff)

MERITS:-
a) Raters biasness is eliminated.
b) Since, third party intervention is involved
information/replies are given by the concerned person
very cautiously.

DEMERITS:-
a) It is time consuming as third party activity is involved.
b) Supervisor may not take this technique in good spirit.
c) It may adversely affect working climate in
department.
COMPARATIVE APPROACH:-
Under this approach, comparative evaluation of employee
performance is made. Each individual employees performance is
compared to other employees. Three methods: viz. Ranking Method,
Forced Distribution Method, and Paired Comparison Method are
discussed to appraise employee performance.

1) RANKING METHOD
Two ranking methods are in great use in organizations. They are
Simple Ranking Method and Alternation Ranking Method.

A. SIMPLE RANKING METHOD


This is a technique used in organization to appraise employees
performance through comparative analysis of employees traits,
characteristics and assigning position / place with regard to such traits /
characteristics. Under this method employees are ranked / assigned
numerical score (like, 1, 2, 3, and so on) on the basis of their place /
position in respect of each trait, characteristic / behavior. Overall
assessment / ranking is made on compiling individual ranking. So,
ranking requires executives / managers to rank employees within their
departments from best to worst or from highest to lowest.

B. ALTERNATION RANKING METHOD


Under this method best and worst employees are ranked / chosen in a
alternative manner. That means, are deciding best employee from the lot,
worst employees from the remaining employees is ranked.
PROCESS
a) A list of employees working in a department is prepared for
evaluation of their performance.
b) Best employee is chosen from the list in terms of
characteristic/trait and his name is crossed off the list.
c) On a separate form best employees name is indicated on the top.
d) Worst employees chosen from the remaining employees of the list
and his name are crossed off his list. His name is shown on the
bottom of the separate form.
e) Next highest employee is identified / assessed and is placed second
position on the form after having crossed his name off the list.
Next lowest is chosen and placer position on the form accordingly.
Choosing the next highest and the next lowest in an alternating
manner and placing them in proper place continues until all
employees of the department as mentioned in the list for evaluation
are ranked.

MERITS:
a) This is simple and easy method that does not need training
for raters or ratees.
b) It is less expensive as it does not involve extra cost towards
designing format, training of raters to learn the system for
evaluating performance etc.
c) Since, performers and non-performers are identified
/known, company can initiate separate projection/ measures
for developing skill, knowledge, competencies, attitude of
both group of employees.
DEMERITS:
a) It demoralize, frustrate employees who are ranked low.
b) Chances of biased judgment are not ruled out.
c) Accurate ranking may not possible when a good number of
employees have equal level of performance.

2) FORCED DISTRIBUTION MEOTHD:


This is a method used in organization to appraise employees
performance by putting certain percentage of employees into
different categories, as decided early. It occurs that some raters
prefer to rate the employees high or low and they become biased
in appraising performance. To overcome this situation forced
distribution method introduced. This method uses the
characteristics/traits of job performance and promotability as
well.

PROCESS:
a) For evaluation of work performance employees are
categorized into some groups like high performance, above
performance, average performance, below average
performance and low performers.
b) Percentage distribution of ratees to each performance
category is made. For example, distribution of percentage of
employees may be like in the following:
High performers 10%
Above average performers 15%
Average performers 40%
Below performers 15%
Low performers 20%
c) Employees are rated by the managers/executives and are placed in
performance categories.

MERITS:
a) It is very easy to use this method.
b) It helps to design and develop training programmes/courses
for low performers and below average performers.
c) It helps to change, modify selection tools, technique so that
organization can procure quality and dynamic people as per
requirement.
DEMERITS:
a) It affects team building, team spirit, interpersonal relation
between employees and all this creates unhealthy, conducive
atmosphere in the organization.
b) Performance categories of employees affect production,
productivity, absenteeism and turnover of the employee

3) PAIRED COMPARISON METHOD:


This is one of the methods to appraise performance of
employees by making pairs and comparing to every to employee in
respect of performance characteristics / trait of such employees. For
every trait/ characteristics each employee is paired with and compared to
every other employee and the better one is indicated with a + mark.
After comparison is made, the employee who has obtained maximum
number of + marks is ascertained and ranked highest for the particular
trait.
For calculating total number of comparison the following formula is
applied:
N (N-1) Where N means number of employees to be rated.
For example, in a group of 5 persons (say, A, B, C, D and E) total
number of comparison is 5(5-1) i.e, 10. So pair is like
AB, AC, AD, AE, BC, BD, BE, CD, CE, DE
This method is explained in figure
For the trait job knowledge

Employee rated
As compared Mr. A Mr. B Mr. C Mr. D Mr. E
to
Dutta Bose Chandr Dan Pal
a

Mr. A Dutta - - - -

Mr. B. Bose + + - -

Mr. C. + - - - +
Chandra

Mr. D. Dan + + + -

Mr. E. Pal + + - +

Figure: Ranking Employees by the paired comparison method


MERITS:
a) It is very easy for the rater to compare and find out the better
employee in respect of performance characteristics, traits.
b) It ensures that every employee is compared to every other
employee in the work group.

DEMERITS:
a) It is very time consuming as comparison is made on a one-on-
one basis.
b) If span of supervisor is very large, it is difficult to use for
appraisal of performance of employees in organization.

RESULT APPROACH:
This approach to Performance Appraisal relates to objectives,
result of a job. The concept arises from the philosophy that,
achievements of results strengthens organizational effectiveness;
generate strength and power of the organization to sustain, to
face challenges.
The performance management system that uses results is
management by objective, which is discussed below:

MANAGEMENT BY OBJECTIVE (M.B.O.):-


This is method of appraising performance of employees through
setting of goals jointly by managers an subordinates in terns of
company goals. This is objective oriented appraisal system which
converts company objective/goals. The concept is based on
participation of each and every individual employee for
achievement of the company goals. So, all employees are
involved in the goal setting exercise. Individual objectives/ goal
are jointly set by subordinates and supervisors/manager looking
to company goals and such individual goals are considered as
standard on the basis of which employees performance is
assessed. An example of objectives / goals for a branch manager
of a bank, under MBO programme is given in figure:

Amount of deposit
Amount of Advance (excluding House Building)
Loan & Agricultural loan
Recovery of Non-Performing assets
Amount and Number of Accounts of House
Building Loan
Amount and Number of Accounts under different Savings
Schemes
Number of customer complaint
Amount of Profit
Amount and number of Accounts of Agriculture Loan
The numerical goals are decided jointly by branch Manager
and Regional/Zonal Manager.

Figure: Objectives for a branch manager of a bank

PROCESS OF MBO:-
The following steps are considered for MBO process:-

1) SETTING INDIVIDUAL GOAL:


Corporate plan is established first and then goals are
decided on the basis of such plan. At the time of goal
setting organizations objectives are taken into account in
its entirely.
After organizations goals are fixed, message is transmitted
to the senior executives for settings goals of the respective
departments. Such executives discuss with their
subordinates who are department heads of the organization,
in respect of the targets of the departments and set goals
jointly. After department goals are set, department head
discusses this issue with all department members and make
them aware of the situations that necessitate achieving
department goals jointly and in cooperative efforts.
2) PREPARING ACTION PLANS
After goals/ objectives are decided next step is to prepare
action plan so that, the targets / standard fixed for the
review period can be attained. Under this phase the
activities include:-

Splitting of the target / KRAs over some fixed period for


review.
Exploring and identification of supporting areas that may
facilitate achievement of goals.
Activities to be undertaken to accomplish the assigned tasks.
Determining the resources / infrastructure required to
perform the tasks.
Finding out the measures to be adopted to overcome the
hurdles / trouble to be faced in the process of performing
activities.

3) MONITORING AND SELF-DIRECTING:-


The rate monitors the whole activities to ensure that the target
fixed for the review period is attained, if not surpassed. He
exercises self-direction to move on a right back so that
stipulated activities are performed.

4) CONDUCTING PERIDIOC REVIEW MEETING:


The rater / manager makes periodic review meeting with
subordinates to know the periodic achievements. He compares
individual employees performance with standard
performance set jointly by him and the concerned
subordinates.

5)PROVIDING FEED BACK TO THE SUBORDINATES:-


Subordinates may sometime find difficulty to achieve target in
usual situation and it is felt necessity by the rater to provide
support to reinforce areas. So, the manager/ reviewer provide
feedback/ support to the subordinates during the review
period to monitor progress toward individual goals

9) EVALUATING PERFORMANCE:-

The rater evaluates performance immediately on the expiry of


review period in terms of standard / goals set jointly at the
beginning of the review period.

MERITS:
a) It is easy to measure performance as performance target is
already set. The manager needs to compare individual
performance with standard performance.
b) It develops a sense of accomplishment among individual
employees.

DEMERITS:
a) It is time consuming as the whole process (viz, setting goals,
conducting periodic review meeting, and providing
feedback/support to subordinates) needs much time to be spent.
b) This method may not work effectively where superior
subordinate relation is not healthy.

CONTRIBUTION COST APPROACH:-


Measuring performance of employees in the context of
contribution over employees cost in anew concept. Under this
approach, human resource accounting method is used to appraise
employees performance.

HUMAN RESOURCE ACCONNTING METHOD:-


Under this method, employees performance is evaluated on the
basis of contribution made by him in the organization as compared
to cost. The concept of this technique arises from the philosophy
that employees are assets / resource. Like any other resource,
human resource has a great value in the organization for its
survival, growth and development. Human resource, is therefore,
needed to be focused as assets in companys record. Some
organization have introduced Human Resource Accounting as a
tool to measure employees performance in context of contribution
made by them (i.e. value added by employees) over cost of
recruitment, selection, development of such employees. Hence,
employees contribution to the organization may be in excess of
employees cost (that is surplus contribution or positive
performance) or may be in short of cost (that is deficit contribution
or negative performance). Such performance level is measured in
percentage that means deficit/surplus contribution is shown in
percentage. Percentage of contribution and it corresponding rating
is decided. Rating may be excellent very good, good,
satisfactory, unsatisfactory against the percentage of
contribution to cost of employee.

PROBLEM IN PERFORMANCE APRAISAL:-


[LIMITATION OF PERFORMANCE APPRAISAL]

The main problems involved in Performance Appraisal are as


follows:-

1) ERROR OF RATING:-

Performance Appraisal may not be valid indicator or


performance and potential of employees due to following type of
errors:-

a) HALO EFFECT:-
It is the tendency to rate an employee consistently high or low
on the basis of overall impression. One trait of the employee
influences the raters appraisal on all the traits. For example, an
employee may be rated high on performance just because he sits
on the job late in the evening. Similarly, a person who does not
have regularly may not be considered lazy at work and may be
underrated. This error may be minimized by rating all the
employees on one trait before taking up other trait.

b) STERO TYPING:-

This implies forming a mental picture of a person on the basis


of his age, sex, caste or religion. It result in an over simplified
view and blurs the assessment of job performance.

c) CENTERAL TENDENCY:-

It means assigning average rating to all the employees in order


to avoid commitment or involvement. This is adopted because
the raters has not justified or clarify the average rating. As a
result the ratings are clustered around the mid-point.

d) CONSTANT ERROR:-

Some evaluation tends to be lenient while other is strict in


assessing performance. In the first case performance is
overrated (leniency error) while in the second type it is
underrated (strictness error). This tendency may be avoided by
holding meeting so that the raters understand what is required
of them.

e) PERSONAL BIAS:-

Performance Appraisal may become invalid because the rater


dislikes an employee. Such bias or prejudice may arise on the
basis of regional or religious beliefs and habit or interpersonal
conflicts. Bias may also be the result of time. Recent
experience or first impression of the rater may affect the
evaluation.

f) SPILLOVER EFFECT:-

This arises when past performance affects assessment of


present performance. For instance, recent behavior or
performance of an employee may be used to judge him.

2) LACK OF RELAIBILITY:-

Reliability implies stability and consistency in the


measurement. Lack of consistency over time and among
different raters may reduce the reliability of Performance
Appraisal. Inconsistent use of measuring standard and lack of
training in appraisal techniques may also reduce reliability.
Different qualities may not be given proper weight age.
Factors like initiative are highly subjective and cannot be
quantified.

3) INCOMPETENCE:-
Raters may fail to evaluate performance accurately due to lack
of knowledge and experience. Post appraisal interview is
often handled in effectively.

4) NEGATIVE APPROACH:-

Performance Appraisal loses of most of its value when the


focus of management is on punishment rather than on
development of employees.

5) MULTIPLE OBJECTIVES:-

Raters may get confused due to two many objectives or


unclear objectives of Performance Appraisal.

6) RESISTENCE:-
Trade unions may resist Performance Appraisal on the ground
that it involves discrimination among its members. Negative
ratings may affect interpersonal relations and industrial
relations particularly when employees/unions do not have
faith in the system of Performance Appraisal.

6) LACK OF KNOWLEDGE:-

The staff apprising performance of employees might not be


trained and experienced enough to make correct appraisal.

PARLE BISCUITE PVT. LTD.

INTRODUCTION

QUALITY, HELTH AND GREAT TASTE..


The Parle story unfolded in the year 1929, with the establishment of its
first confectionery factory in the western suburbs of Mumbai, presently
known as the landmark region of vile Parle. Thereafter in 1939 Parle
started the manufacturing of biscuits, which henceforth became its core
activity. PARLE BISCUITS LIMITED is a subsidiary to PARLE
PRODUCTS LIMITED, MUMBAI, which is closely held company
run by the Chechens. The company commands a 40 % market share in
the Rs. 35 billion biscuit markets in India.
Parle-G; its first venture became an instant favorite amongst the masses,
leading the glucose category with the huge market share of 65 %. Its
topped charts worldwide by becoming the worlds largest biscuit selling
brand as revealed by the US-based bakery manufactures association in
2002. The products portfolio also comprises of KRACKJACK,
MONACO, HIDE N SEEK and its variants.
The success and survival of Parle is its adherence to quality and
diversification in its core area. The strong and extensive distribution
network assures the availability of Parle biscuits even remote region.
Most of its offerings are in the low and mid price range making it
affordable to the masses. Parle understands the psyche of the Indian
consumer and provides them value-for-money.
There are four of its own at Mumbai (head office), Bahadurgarh
(Haryana), Neemrana (rajas than) and distribution of the biscuit are
controlled by the business development department, Mumbai office
with assistance from the regional sales offices at new Delhi, Calcutta,
ban galore and Mumbai.

To reduce freight rates and increases production, Parle has tie-ups with
contract manufacturing units supervised by a Parle officer. These units
are provided with the processing charges biscuits, which are transferred
to depots established at strategic location.

COMPANY PROFILE:-
ABOUT THE COMPANY UNIT IN RUDRAPUR:

BHOOMIPUJAN - 4 TH MAY 2004


MACHINE ERECTION ACTIVITY - 21 ST SEP. 2004
FOUNDED BY -MR. NAROTAM CHAUHAN

PRODUCT PROFILE IN PANTNAGAR PLANT:

PARLE G BISCUITS
ORANGE CREAM BISCUITS

WHOLE COMPANY BRANDS:


PARLE G
CREAM BISCUITS:-
KRACKJACK
MONACO
ORANGE
MARIE CHOICE
BOURBON
HIDE SEEK
CHOCOLATE
FUN CENTER
ELAICHI
CHEESLINGS
PINEAPPLE
SIXER
MANGO

HUMAN RESOURCES:-

>PEOPLE PERSPECTIVE IS IMPORTANT


>EMPLOYEE ORIENTED
>CONTINUOUSLY MOTIVATE
>TRAIN & DEVELOP THE WORKFORCE

EMPLOYEE PROFILE:-

TOTAL NO. OF WORKERS - 763


STAFF MEMBERS - 46
Parle products pvt ltd. Mumbai promotes the company, which is
holding company of the Parle biscuits pvt ltd. The directors of M/s
Parle products pvt limited are:

BOARD OF DIRECTORS:-

MR. ATUL K. SHAH


MR. R.S. NEVATIA
MR. BRAJESH K.TRIPATHI
MR. S.N.VERMA

AUDITORS:-
DELLOIT HARSHSKIN & SONS

BANKER:-
UTI
PUNJAB NATIONAL BANK
CBOP

MOTHER UNIT:-
PARLE PRODUCTS PVT. LTD.
NORTH LEVEL CROSSING
VILLE PARLE (EAST)
MUMBAI

CORPORATE OFFICE:
NIRLON HOUSE
A.B.ROAD
MUMBAI.

MOTHER UNITS: -

Mumbai,Nasik,Banglore,Khaboli,Bahadurgarh(Haryana),Bhuj(Guj
arat), Neemrana (Rajasthan), Sitarganj, Pantnagar.

THE CUSTOMER CONFIDENCE

The Parle name conjures op fond memories across the length and breath
of the country. After all, since 1929, the people of India have been
growing up on Parle biscuits and sweets.

Today, the Parle brands have found there way into the hearts and homes
of people all over India and abroad. Parle biscuits and confectioneries
continue to spread happiness and joy among people of all ages. The
consumer is the focus of all activities at Parle. Maximizing value to
consumer and forging enduring customer relationships are the core
endeavors at Parle.

Our efforts are driven towards maximizing customer satisfaction and this
is in synergy with our quality pledge. "Parle Products Limited will strive
to provide consistently nutritious and quality food products to meet
consumers' satisfaction by using quality materials and by adopting
appropriate processes. To facilitate the above we will strive to
continuously train our employees and provide them an open and
participative environment."

GOALS FOR 2008-09

To meet the challenges of this year, we need to increase our single


pointed "focus" towards customer, quality, productivity and development
of people, without any compromises. So our objective will be:-

CUSTOMER FOCUS:-

- We must beat the customer' expectation by ensuring zero defect


product from all locations.
- We must increase direct customer interface by ensuring maximum
children and other visitor at all locations.

P.Q.S FOCUS:-

-Parle quality system=PQS=Productivity, Quality, Safety.


Productivity improvement by reducing downtime,
breakdowns.

- Wastage, re-works, thereby saving natural resources like fuel and


power.
- Quality improvement by strict adherence to quality assurance norms
without any compromises.
-Safety improvement by adhering in true spirit to HACCP, 5-S, ISMS
philosophies.

MISSION STATEMENT

> Grow then higher then market growth rate, while maintaining
leadership in the industry.

> Export 1 % of annual turnover.

> Have access to customized information globally.

> Aim to zero defect products, there are exceeding customers


expectations.

> Develop process flexibility and innovation to get significant portion of


turnover from new products.

> Expand distribution network in neighboring countries, presence in


other countries.

> Impart training, motivation and respect to all employees and


associates.

THE QUALITY COMMITMENT


Parle Products has one factory at Mumbai that manufactures biscuits and
confectioneries while another factory at Bahadurgarh, in Haryana
manufactures biscuits. Apart from this, Parle has manufacturing facilities
at Neemrana, in Rajas than and at Bangaore in Karnataka. The factories
at Bahadurgarh and Neemrana are the largest such manufacturing
facilities in India. Parle Products also has 14 manufacturing units for
biscuits and 5 manufacturing units for confectioneries, on contract. All
these factories are located at strategic locations, so as to ensure a
constant output and easy distribution. Each factory has state-of-the-art
machinery with automatic printing and packaging facilities. Al Parle
products are manufactured under the most hygienic conditions. Great
care is exercised in the selection and quality control of raw materials;
packaging materials and rigid quality standards are ensured at every
stage of manufacturing process. Every batch of biscuits and
confectioneries are thoroughly checked by expert staff, using the most
modern equipment.

EMRGING TRENDS OF THE BRAND


Since its inception in the 30s Parle biscuits have prided itself in offering
quality products that are affordable to the common man. The marketing
mix has evolved with the times..........

THE PRODUCT
Parle biscuits have a range of variants in it product portfolio. The
popular brand Parle- G, krackjack, Monaco, and its variants (Zeera,
onion and Methi) are available in packets of various convenient sizes.
New products like hide & seek are a foray into the premium segment.

THE PRICING STRATEGY


The biscuits major have not bothered to raise the price of its flagship
brand "Parle- G" for the past 6 to 8 years and has always tried to provide
its offering at nearly 33% discount as compare to other competitive
brands.
THE PROMOTION POLICY
The consumer is the focus of all activities at Parle. Maximizing value to
consumer and forging enduring customer relationships are the core
endeavors at Parle. Parle-G My Dream Come True "- was one its
biggest promotional ventures (2.5 crore) which gave contestants a
chance to fulfill their dreams. Discounts, gift offer schemes are other
popular promotional offerings.

THE PLACE
The well-entrenched distribution system (the company covers 12-15
lakh outlets across the country), with 39 depots at strategy points all over
the country. From the depots, the biscuits are sold to wholesalers and
further to retailers.

THE PACKAGING
Biscuits have under gone a swift transformation. From the earlier
waxed-paper packing, Parle's BOPP offering is not only stylish and
enticing bit also increases the self-life of the biscuits.
Filled with the goodness of milk and wheat,
Parle G is not just a treat for the taste buds, but a
source of strength for both body and mind. Tear
over a packet of Parle G to experience what has
nourished Generations of Indians since last
sixty-five years, making it truly Hindustan Ki
Taakat.

Krackjack - The original sweet and salty biscuit is one


of the most loved biscuits in the country.

Its not just a biscuit, its the taste of relationships captured in a biscuit.
A little sweet and a little salty crafted in such a delicate and delicious
balance, you can never get enough of it. Have it anytime you like with
anything you like.
Krackjack Crispy Creams is a
delicious combination of crispiness of
Krackjack and sweetness of cream
biscuit. The classic sweet and salty
taste gets laced with a sweet & sour
lime flavor in the cream sandwiched
between Krackjack biscuits. A mouth
watering delicious combination

Share the company of great taste anytime, anywhere with


Monaco. A light crispy biscuit sprinkled with salt, Monaco adds a
namkeen twist to lifes ordinary moments.

Orange: Tickle your senses with Parle Orange Kream The tangy
orange cream between two scrumptious biscuits makes for a real treat.
Heres a choco biscuit that flirts with your
taste buds. Seek out the chocolate chips that
aren't really hidden. And relish a delectable
experience as they melt in your mouth. Also
know to work as an effective icebreaker its
easy to see why its tasty itna, ki dil aaj

The ingredients that go into making this


prized cookie are a well-guarded secret.
What is, is the effect it has on those who eat
it. A cookie with a reputation for romance. Indulge in the sinful taste of
Milano and everything that follows it.
Digestive Marie will change your daily dipping
and sipping routine; making it more enjoyable
and much healthier.

With five times more fibre than the regular


Marie, you can actually see the differences in
Digestive Marie. With lower fat and calories
than other digestive biscuits, Digestive Marie
helps you stay Active-Lite all day.

Yahi Marie, Sahi


Mari

Your favorite Marie biscuit, Parle Marie is now even more exciting. Its
lighter. Its crispier. And its tastier. Making it even more appealing than
before.

So the next time youre hanging out with your buddies, just tear open a
pack of Parle Marie. And immerse yourself in an engaging conversation
and an even more engaging taste.

From boy-next-door to Super Boy, no thats not


the plot for the next Hollywood blockbuster its
the effect of Milk Shakti. The Shakti of milk
fortified with the goodness of honey, a zabardast
combo that even ace batsman Dhoni swears by.
So get that cape out and head straight to for a
pack of Milk Shakti toda

Mouth watering cookies that youll want to nibble as sweet nothings.


Not to mention, always have them within your reach. The delicious taste
of butter, sugar and milk in an all-you-can-have tasty offering
.

A crispy cracker that adds a namkeen zing to the usual biscuit. Goes well
with a cup of tea, an evening snack or an occasional namkeen thought.
Just bite in and let the rich golden texture melt in your mouth.

Motivation & Welfare programs:

The status of an organization is not achieved by keeping hand on hand. It


is achieved by the work of the hundred of members towards one main
goal, by substituting that goal in different parts and then marching up to
achieve that one main goal which is your organization goal
In this modern world, everyone is dependable; as such they are
dependent for food, shelter, and clothing. Various luxurious items, etc.
Even these large organizations needs raw material for the preparation of
their finished goods. Whatever is there, for the preparation of these
finished goods, they need manpower. Employee welfare comes on that
very point those working in this organization are not slaves, animals but
they are also mere people working to earn money for their survival
in the past time, the approach towards human condition moreover go on
developing and leads to employee welfare. Workers working in these
operations undergoes various hazardous situations and then leads to the
finished goods that were enjoyed by the people at large. Those who were
working their in those organization also needs measures for their welfare
and well-being.

As such government of India also leads for the welfare of the workers in
the organizations under various acts made for the industries to follow up
the path of well-being by following those rules and guidelines. In those
acts only the conditions for the workers welfare is also well organized.
The various acts for the industries to follow are as follows:
Indian factories act,1948
Workmen's compensation act, 1923
The employees state insurance act,1948
Personal injuries (compensation insurance) act, 1963

Although many of the companies in this era have very different


approach towards employee welfare as they feel employee welfare as
duty of the govt. and also some raise questions on the welfare subject as
state duty but in the era of globalization welfare part has very important
role. Many international bodies has been formed in this respect as
International labor organization (ILO) and many others.
Companies now-a-days undergoing the concept of employee welfare in
its real broader sense and implements different type of policies for the
welfare of the workers. Personnel managers were appointed for the
proper administration and the execution of the job they are responsible
for the environment inside the workplace and also as such outside the
workplace and necessary actions needed to achieve the organization
goal.
Welfare measures were also normally measured inside the workplace
and measures outside the workplace, normally companies follow them
both by forming their structure, applicable for the best performance of
the job. Some of the measures which are followed or which should be
followed are as follows:

Welfare measure inside the workplace

safety and cleanliness neighborhood :


Safety and cleanliness to the neighborhood in this modern era has very
important role. Company adopts the policy of being eco-friendly and
safety and cleanliness is maintained in the surroundings which is
equally important for the company and neighborhood.

Up keeping of premises compound lawns, walls gardens ,and


so forth, egress and ingress passages and doors:
as discussed earlier, company should be eco friendly, and also the
company should have good compound for the better perspective. Lawns,
gardens should be maintained, compound walls should be proper white
washed even the passage for the entrance and exit should clearly give
the idea about the route to follow.
elimination of dust, smoke ,fumes, gases:
The work to be done in this operations for the production purpose also
produces various gases, waste material, dust, smoke which is moreover
always dangerous if we come in contact with them their should be
proper elimination of the waste material and the place where the actual
work is done should be well ventilated and well maintained.

Sanitation and cleanliness:


where there the condition of work, produce waste, gases, and other
material not for use their elimination were mostly done by sewers, and
pipes the sanitation process for the waste should be well formulated and
also cleanliness in respect of sanitation also should be there.

Control of effluents:
Accordingly when the process of sanitation is done the wastage of
industrial process is eliminated and that wastage is eliminated through
the process of sewage. This eliminated waste should be taken care off as
this waste material is also harmful for the environment. Emphasis should
be given on reduction of waste material.

Convenience and comfort during work: seating arrangements:


Their should be proper arrangements for convenience and comfort.
Measures should be adopted for the reduction of stress there-in
employee having by regular work. Proper Seating arrangements should
be there as situation needs.

Distribution of work hours and provision for rest hours meal


times and breaks:
Proper distribution of work should be there employees working were
not machine they are also men their should be provision for breaks, meal
times, rest hours for better governing shift wise system should be
adopted.

safety measures , that is maintenance of machines and tools,


providing guards helmet and tools aprons goggles , first aid
equipment:
Working condition was not same at all places, workers while working in
operations should be well equipped with all safety measure essential for
that operations. Guards, helmets, aprons, goggles should be provided to
them for their safety. First aid equipment should be there so that if any
emergency occur it can be handle with ease.

supply of necessary beverages , and pills and tablets: salt tablet


milk and soda:

While being in exhaust place and working there from long period, leads
to lack of energy that gives birth to stress and compulsive nature.
Employees should be provided with milk, soda, other mineral drinks in
intervals so that they be able to carry on their work in good position.
Notice boards; posters and picture, slogans, library,
information's:
Under company compound they should have notice board so that any
important information, notice can be easily come under the notification
of the employee. Company should provide their workers with library so
that they be able to get material to enhance their knowledge. Use of
posters, picture, slogans should be there which help in employee
motivation.

Convenience:

urinals and lavatories, wash basins, bathrooms, provision for spit


rooms, waste disposal:
For the maintenance of company compound and for the welfare of
employee there should be provision for urinals and lavatories, wash
basins, bathroom, spit rooms and waste disposal.

Provision of drinking waters and coolers:


Operation were not same at all places, they differ in respect of work.
Employees working there were also human being they also need water to
drink, and fresh air to breath. Workers should be provided with drinking
water facility and also of coolers.

Canteen services:
Company should provide their workers canteen service also as it is
beneficial for both company, it will save their time and workers will get
their meal. Canteen should provide goon nutritious food to the workers.

Management of workers:
Workers should be well managed, according to the work. Company
should manage the proper distribution of the workers in each task so that
employee is able to complete their task.

Workers health services:


Emergency aid, medical examination for workers; health
education; medical officer:
It is normal in nature of the companies where work is performed in huge
capacity anyone can get hurt or any type of emergency can take place.
Emergency aid i.e. first aid kit should be there, company should perform
medical examination of their workers and medical officer should be
appointed. Company should lead their employee with well-versed
education.

Medical insurance:
Company must be sure about medical insurance to their employee for
the welfare of the employees. (ESI &EMI)

Compensation:
Company should compensate their employee and their family members
in respect of medical treatment.
Women and child welfare:
Companies now usually make compound in their province for their
employees where workers live with their family. For the welfare
purpose, women and child must be lead with education programmes,
provision of loan to the employees for the education of child should be
there, and recreational parks should be there for the women and child.

Recreation:
Recreation comprises of various activities like social cultural
programme for the women's, and playgrounds for their children, extra
curricular activities should be there

Education:
Education facility to the women and children for their welfare, grant of
loan to the employee for better education of their children

Measures outside the workplace:


Water sanitation, waste disposal:
as discussed earlier, company should have proper measures in
consideration of waste disposal, water sanitation or in broader sense
company should have control on their effluents.
Roads , lightning , parks , playgrounds:
Company being whole-sole responsible for the welfare of their
employees have roads inside their compound with good lightning
overall. They provide their employees with playgrounds and parks as a
part of recreational activity.

Schools :
Schools is a major associated thing with our country for its bright future
and if it is provided to the employees by the company for their children
and themselves its being the major contribution of the company towards
the welfare of their employees

Transport:
Companies have employees from various places nearby their province.
They should provide them with transport facility for their conveyance. It
will be good in respect of both Company and their employee.

Communication:

Communication is essential to carry on the work, and to maintain


the relationship, company should have its own flexible
communication system that is suitable for the welfare of the
company and its employees.

Recreation; games and clubs, cultural programme:


Continuous working with no other activity leads to stress, and then
sometimes to depression
Company should have recreational facilities it should have its own
playgrounds and on regular interval tournament of various games should
be made. Beside games companies should have its own clubs for the
company members; they should arrange different cultural programmes
for the welfare of the employees.

Watch and ward; security:


Security deserve its own importance company should have its own
security team headed with its own security officer, security is essential
for confidential documents, goods, semi finished goods, raw material
and primarily of residential compounds so that any misconduct act will
not happen.

Housing facility:
Companies have moreover large no. of employees working there, some
were from the neighboring places and some from the places situated far
away from its compound. Companies should have housing facilities for
those employees who has come to serve company with their best
performance.

Administration of welfare:

To follow welfare policy companies has to under go various studies


which place out for the execution of the welfare policies. Opinions,
surveys, research were done to find out applicable policies. Role of
personnel department, H.R.Managers, line managers and welfare officer
were very essential for right implementation of welfare policy.
Analysis, evaluations were done and then opinions were taken whether
the policy to be implement will give out it best or not. If applicable then
time management studies arose, that policy will give its purpose on time
or not and so on the process goes.

E v
W e lf a lu
a re a ti
p o li o n
c y O r
g a
n iz
a ti
o n

Indian Factories Act,1948

in its sections and sub-sections defines all measure points company


should follow this sections and sub-sections also lead provisions that too
results for the welfare of employees
Some of those general duties were:
11 Cleanliness
12 Disposal of wastes and effluents
13 Ventilation and Temperature
14 Dust and Fume
15 Artificial Humidification
16 Overcrowding
17 Lighting
18 Drinking Water
19 Latrines and Urinals
20 Spittoons
21 Fencing of Machine
Parle Biscuits Pvt. Ltd.

Emphasis on various policies for employee welfare. As such, Parle have


more than 15 working plants and more than 3 factories across the nation
where more than thousands of workers were working from years. At
pantnagar total strength of the staff and workers is 616 more then 560
workers are there for the production of biscuits.
Workers there in Parle biscuits pvt. Ltd (pantnagar). Were mostly from
poor background concerning that whole family is dependent on
agriculture (likely more than 85% of total no. of workers), other have at
least one of the brother doing his own business or doing government
service (mostly were in army). Being agriculture the main source of
income in this region is not comfortable for the family having more than
5 members and about 90% of total workers were having family with
more than 5 members some of them having family of more than 8
members its very hard to adjust in that atmosphere.
Although about 55% of workers were not married but other 45% were
having children with them, and its not possible to give them proper
education with only having agriculture the main source of income,
workers were having there mother and father with them, which were
normally suffering from body pain because of old age and some of them
were also suffering from major disease such ad diabetes, blood pressure
etc.
With having so much trouble, how can one be dependent on only one
main source of income i.e. agriculture?

Parle provides their workers well-structured incomes based on their


caliber and provide them with various policies, for their welfare which
establish strong bond of employees with their organization. Parle have
organized their organization with staff well-versed in their respective
field, with standing H.R. Department they manage to build that bond
strong which allocate the right people to the right job and place different
schemes and policies for the better productivity and also to regain the
better status of their employees.
The policies made by H.R.D executives gives its purpose by motivating
employees to be responsible for their work and getting the work done.
The Parle biscuits pvt ltd. helps their employees by making them
capable of achieving their motive at ease. Policies were made for such
an purpose that it will be beneficial for both, the organization as well as
the employees. Accordingly all other organizations also have given
contribution for the interest of employee welfare in their respective
organizations and also regularly making new plans for the welfare of
employees and the organization.
The policies that Parle biscuits pvt. Ltd. execute for the benefits of their
employees and the organization as a whole were discussed as follows:

Welfare policies adopted by Parle for the welfare of their employees:

Training and development


Incentive policies
Cultural programme
Sports
Art of living
Naturopathy
Medical facilities
Education access
Home visits.

Training and development:


Parle biscuits pvt. Ltd. gives their employees, opportunity for training
and development. In many of the field related to:
Computer handling and its uses
In technology field (other tech. department)
Dealing in H.R.Department.
In other departments for e.g. mechanical, production, marketing,
personnel.
Training and development leaves perfection under employee about their
work.

Incentive policies:
The company has introduce incentive policies which motivates
employee in doing better work as well as effect company performance
by reducing wastage and increasing production; 5-s policy
5-s policy stands on five words.
Seiri meaning proper organizing of things
Seition meaning right place for right thing
Seiso meaning neatness and cleanliness
Seiketsu meaning standardization
Shitsuke meaning discipline

Depending on the performance of employee


related to 5-s the employees receives incentives
in their salaries.
Although increment of rs.250 to rs.350 has been
made per. employee
Average increment resulted rs.350
Other policies on the basis of various incentive
or gifts were awarded:

Kaizen;
KRA (key responsible area).
Cultural activity:
Cultural activities took place and many programmes happen there from
which one is awarded being the best. Gifts and awards were given to the
persons which were the best in their respective tasks and also from best
one, selected following different policies and rules made by the
executives.
Cultural activities i.e. plays were done by the employees themselves in
supervision of their heads.
Different type of themes type these cultural activities happens
sometimes monthly, mostly quarterly. These cultural programmes get
employees reducing stress and fills them with great sense of being with
an organization.
Sports:
Sports also reduce stress and gives employees great pleasure which
helps employees in concentrating more on their work, sports that carried
out in the company is cricket, badminton, volleyball, and table-tennis
Games took place on every Saturday of a week. Tournament for different
games also happen at their respective time by making out teams within
all employees.
Art of living:
This was the programme specially done for the employees getting them
how to come out of stress and tension which employees suffers by the
continuous work, employees were told how to get relief by keeping them
in continuous process of doing meditation and yoga.
Camp was set on 16 of May to 20 of May and employees were brought
shift-wise there in morning from 0600 hrs.
Naturopathy:
Knowledge was also given to the employees, which means how nature
and its sources can be beneficial. Groups were made consisted of 5-6
members and were send for the naturopathy classes

Medical facilities:
Medical facilities for the employees, giving them compensation for
medical claims. Company also has first aid kit with all usually needed
medicines, tools and equipments necessary for the treatment.
ESI policy were made for all employees. If any causality happens his\her
family is compensated by the company as such, company give
compensation to their employee

Education access:
Company also lead access to the employees for the better education of
their children by providing them education loan.

Home visits:
Every week visits were made to the homes of employee time by time to
see the effect of policies executed (5-s) whether they are rightly
implemented. Also they notifies the change in the family status of
employees
Other than these services Parle Company also has many other policies
for the employee welfare like:
Transport facility to the employees (pick and drop) was expanded
till haldwani for the employees coming from haldwani. At the
expense of rs. 1500 p.m. which also give conveyance to the
employees in the matter of transport and expense both.
Company besides providing lunch, now also providing dinner to
the employees which costing rs. 20 but only rs. 5 were charged to
the employees. Provision of drinking water, urinals and lavatories
were already there.
New incentive schemes for employees enable them to get till rs.
500 p.m.
Casual leave can be given to the employees who has completed the
tenure of 2 year
Employees those increment has been left, for an year were
receiving airier in that case which means that if the time is 1year 8
months then the employee will be getting rs.
8*350=2800

These were the policies that Parle biscuits pvt. Ltd. follows for the
welfare of their employees which makes strong relations between
employees and the company.

HR Practices at PBPL

S.NO Details pantnagar status

1 Name of company Parle biscuits pvt.


Ltd
Plot No-3,sector-
address 1,Rudarpur
Turnover of company 2%
Turnover of unit 1.7
2 Range of product Biscuits
3 Total strength
Permanent 150(Teammate) + 50
Contract labour 564
Total 764
Shift working Hours 6:00 To 2:15 hrs
(A) 2:00 To 10:15 hrs
(B) 22:00 To 6:15 hrs
( C) 9:00 To 17:30 hrs
Genral Yearly-march
Are you contemplating any pay
5 revision? If so, when?
6 D.A Scheme 444
Consumer price index for working class
in the city base no variable DA
7 Minimum wages Yes
Unskilled 2794 p.m
Semi Skilled 3174 p.m
Skilled 3559 p.m
8 Leave Entitlement Yes
Casual leave ( completed 2 years at
contract level) 5
sick leave / ESI Leave 10
Earned Leaves 30staff& 15 workers
9 Holidays Yes
National & Festival Holidays p.a 8(3+5)
10 Provident Fund contribution 12%
Rate of Bonus / Exgratia

For Staff As Per act


For workers 20%
Gratuity Scheme As Per act
Min period of service 5 years
Medical Schem Yes
Category A 25000 P.A
z Catgory B 18000 P.A

(Reimbursement for Wife, children,


mother, father &
dependent brother & sister)
14 Night Shift allowance Yes
15 Loan facilities Yes
staff Loans
vehicle loans 25000/-
Educational Loan 15000/-
For Housing (Repairs/
construction/land/flat)
After 3 yrs 15 times of Basic
After 5 yrs 25 times of Basic

For House keeping NO


Rate of interest 6 % p.a
Recoverable Instalments 10 years

overdraft facility at UTI bank 50% of salary


3 month's (Basic +
advance against Salary HRA)
16 Welfare Schemes Yes
Rural Development Programs Yes
Creidt Society No
Long Service Awards No
Retirements No
Subsidised coupons of co's products
Yes(5 packets of
Biscuits)

Benevolent Fund No
Transport Facility for all Yes
Uniform (2 pair cotton, 2cap, 1 jacket) Yes
subsidised canteen Facilities(5Rs for
staff &3.50 for worker Yes
Cultural Program Thrice in a tear
Sports Activities once in a year
Naturopathy Yes
Staff Yes
Workers Yes
Guest House Facility (Staff) Yes
Yoga /Art of Living/ Vipasana Yes
Magazine(Quarterly) Yes
Recreational Tour / Inter unit visit Yes
Special occasion celebration &Gifts
(Marriage etc) Yes
Home visits Yes
Religious ceremony (vishwkarma
puza) Yes
17 Performance Appraisal System Yes
Review Period
Staff (Half yearly) Jan & July
Workers (Half yearly) Jan & July
Rating System Point Based
job
knowledge/Productivi
factors considered ty
Attitude/Discipline
18 Exceptional performance Reward Yes
By giving additional Increments Yes
By giving Early promotions Yes
By cash Rewards No
19 Training & Development Yes
Internal Trainings Yes
External Training Yes
7 days per year (56
Training Man Days hrs)
Training Policy Yes
Functional Training Yes
Behavioural Trainig Yes
Skill Gap Training Yes
Education Tours Yes
Benchmarking Practises Yes
Quality/ 5"s/ HACCP Training Yes
20 Salary & Perquisites
Basic Salary Yes
Minmum 50% Yes

DA (Workers only) Yes


HRA Yes
No deduction on
Lunch Allowance OT
Special Allowance Yes
Adhoc Allowance (staff) Yes
PLA ( Staff) (Quaterly) Yes
Education Allowance Yes
Medical Allowance Yes
Book Allowance No
Supervisory Allowance No
City compensatory Allowance Yes
Conveyance Allowance Yes
Mobile Allowance Yes
Bonus Yes
Care Fule Yes
P. Fund Yes
ESI Yes
LTA Yes
Medical Reimbursement (Staff) Yes
Gratuity Yes
Holiday Scheme Yes

OBJECTIVE OF
STUDY

To study the standard of performance


appraisal.

To measure the level of satisfaction in the


worker.

To facilitate research in personnel


management.
To know about industrial environment.

To see the difference between theoretical


knowledge & practical knowledge.

To know how the theoretical knowledge apply


in the practical approach.

To know the ways of performing different H.R.


activities efficiently & effectively.

RESEARCH METHODOLOGY
Research methodology refers to the various sequential steps (along with
a rationale, of each such step to adopt by a researcher in studying a
problem with certain object or objectives in view. It would be
appropriate to mention that research projects are not susceptible to any
one complete and inflexible sequence of steps and type of problems to
be studied will determine the particular steps to be taken and their order
too. However, the following steps provide useful procedural guidelines
so far research methodology is concerned;

1- Tentative selection of the problem (i.e. topic of research )


2- Initial survey of literature.
3- Defining or selecting the research problem.
4- Specification of the information required.
5- Design of the research project.
6- Sample design.
7- Collection of data or construction of questionnaire.
8- Execution of the project.
9- Analysis of data
10- Arriving at generalization; and
11- Preparation of the report.

DATA COLLECTION
When research problem has been defined or research plan has been
chalked out, the task of data collection begins.
There are two types of data-
1. PRIMARY DATA
2. SECONDARY DATA

PRIMARY DATA
Primary data is one which is collected in full details regarding his
research problem. Primary data is the first hand data collected by means
of observation & communication.

METHODS/SOURCES OF PRIMARY DATA:


Observation is the process of observing the respondent about their
current behavior where no question are asked and their observed
behavior or reactions are recovered.
Though, it is not possible to observe passed behavior, one is capable of
observing the result such behavior.
METHODS OF OBSERVATION:

1) Structured and unstructured observation:

Structured observation- It is used when the research problem


has been formatted in precise terms and observers have been to
specifically what is to be observed.

Unstructured observation- Is that in which the observer is free


to observe whatever they think is relevant and significant.

2) Direct and indirect:

Direct observation: - In this the event or the behavior of a


person is observed as it occurs.

Indirect observation- It implies that some record of part


behavior is observed.

3) Human mechanical observation:


The observation is possible in two ways i.e. human or machine
whenever possible mechanical devices such as eye camera etc. are
used for observation- The big advantage of mechanical or electronic
device is that there recording are free from subjective bias. Electronic
or mechanical devices do not have mind through three brains.
METHODOLOGY:

Survey in form of VOC/Data collection.

There is an online AES Survey whose result is awaited.

Primary data is to be taken while conducting the survey.

The total net sample comprises of

60 users (Sampling)

Type of universe: Finite

Sample size:60

Data collection methods

What data collection methods were used?

Primary Data
Survey

Secondary Data
How was the population defined?

Existing corporate

Newly tied up corporate

Third party Administration

What Data Collection Devices were Used?

In primary data:

Questionnaire (Mixed )

I. Close ended

II. Open ended

III. Optional

IV. Semantic Differential Scale

Personal Interview

We Use Questionnaire Method:

Questionnaires are a popular means of collecting data, but are difficult to

design and often require many rewrites before an acceptable


questionnaire is produced. We use questionnaire method in this and also

arrange through in rating method and gave -5 to +5 (-5, poor & +5 good)

In secondary Data:

PARLE Manuals.

Internet.
INTERPRETATION:

In the sampling survey conducted was found that 70% Employees are

satisfied and 30% Employees are not satisfied primarily because of the

appraisal methods of negatives involved or due to expectation mis-

match.

Main Purpose of performance Appraisal Process


PURPOSE OF PERFORMANCE APPRAISAL

INCREMENT; 6%
DIAGNOSE; 13%
PERFORMANCE; 38%

MANAGEMENT; 19%

OBJECTIVE; 25%

INTERPRTATION:

38% of the respondents agree that it helps in reviewing the performance

of employees and just 6% accepts.

INTERPRTATION:

Employees are fully aware of the techniques of performance appraisal &

ITS PROCESS.
In our opinion P.A should be the time period of conducting continuous

Appraisal.

TIME PERIOD
TIME PERIOD
55%

35%

25%

QUATERLY HALF YEARLY YEARLY

Performance Appraisal & Employee Productivity

IMPROVING THE PRODUCTIVITY


+ Feedback - Feedback Neutral

32%
51%

16%
INTERPREATAION:

PRD (Performance Appraisal Discussion) Plays a very important role it

gives the employee a real view of the his performance.

Interpretation:

50% employees are satisfied with complaint resolution but 30%

employees are not fully satisfied.


Probing:

Does the appraisal system helps in polishing the skills or performance

area?

POLISHING THE SKILLS

Can't say; 30%


Yes; 45%

No; 25%

Interpretation:

45% employees agree that performance appraisal system helps in

polishing the skills but 25% does not agree.

Q:- Do you think personal bias creeps in while appraising an individual?


PERSONAL BIAS CREEPS

Can't say; 30%


Yes; 45%

No; 25%

Interpretation:

45% employees agree that personal biasness creeps in while appraising

the employee.

Other Appraisal Methods


METHOD
RATING PAIRED BARS PERFORMANCE

25%
45%
5%

25%

INTERPREATION:

45% employees want to have rating method for the performance

appraisal system whereas 25% employees want paired method.

INTERPREATAION:

PRD (Performance Appraisal Discussion) Plays a very important role it

gives the employee a real view of the his performance.


Do personal targets match up with organizational goals and objectives?

Personal Targets

Satisfied; 35%

PERCIEVED QUALITY; 65%

Interpretation:

65& employees agree that their targets match with the organizational

goals and also with their personal objective.


Do you have a well understood pay-for-performance compensation

program?

PERFORMANCE COMPENSATION PROGRAMME

Satisfied; 35%

PERCIEVED QUALITY; 65%

INTERPRETATION

Most of the PARLEs Executives know the performance compensation

and are satisfied with the Performance Compensation Programme,s.

Supervisor Interaction with Subordinates


MEET FIELD SUPERVISORS

Satisfied; 35%

PERCIEVED QUALITY; 65%

INTERPRETATION:

In this the employers are meeting with their supervisors regarding

increasing productivity and any other via mediums like Town-Hall,

Skips, Open Houses ,Cultural Programs & VOCs. So

55%employees say yes we meet on regular basis.25% say no we are not

interested and 20% say they approach as and when required and do not

wait for such forums to reach their supervisors.

Survey :
If given a chance or an opportunity would you like that the current

appraisal procedure should be reviewed?

CURRENT APPRAISAL PROCEDURE

Satisfied; 35%

PERCIEVED QUALITY; 65%

INTERPRETATION:

65% of the respondents feel that they is enough transparency in the

process, however 35% feel that any appraisal system cannot be free from

errors & does not pass on a correct judgment.


Does performance appraisal leads to identification of hidden potential of

the employees?

IDENTIFICATION OF HIDDEN POTENTIAL

Satisfied; 35%

PERCIEVED QUALITY; 65%

INTERPRETATION:

65% of employees agree that the current performance system identifies

the hidden potential, whereas 35% disagree. TNA then comes to place

& can be effectively worked upon.


PERCIEVED QUALITY

The perceived quality has been measured through the satisfaction

among the users after using the corporate services provided by Parle.

The attributes used are the responsiveness of executives, friendly and

cooperative staff, the hygiene standards etc.

Almost 65% respondents who have used the P.A services at PARLE are

satisfied with the experience.

PERCIEVED QUALITY

Satisfied; 35%

PERCIEVED QUALITY; 65%


FINDINGS

Employees Opinion as to the Purpose of Performance Appraisal

Performance standards.
Awareness of technique of Performance Appraisal being followed

at PARLE among Employees.


Number of Employees being appraised during their service period.
Employees opinion as to the present appraisal system.
Employee perception as to the frequency of appraisal.

SUGGESTIONS AND RECOMMENDATIONS


In any performance appraisal, due to considerations must be given to the

ethics of appraisal, failing which many organizational problems may

crop up and the very purpose of appraisal may be defeated. The

following are some suggestions and recommendations for appraise,

appraisers and reviewers.


FOR APPRASESEES:

Employees should complete a draft of the performance appraisal form

or narrative form if its a manual one. They will be surprised at how

much they have accomplished.

They should go into the review assuming there will be some

negatives, and think of the meeting as a way to learn what specific

issues they to work on to that next step. Its the boss job to let the

employees know about areas where they can improve, so the

employee should try not to be offended. The employees goal is to

convince the superior, in a positive manner, that they are willing to

make that commitment.

Before going into a review, employees should carry a page with two

columns, the first headed specific areas of strength and the second,
specific areas of improvement. Its very important that they hear

both the good and the bad comments because they will never

improve, to their boss satisfaction, if they deny, in their anger that

there are areas needing improvements.

Employees should ask for clarification and specific examples if they

hear generalizations or dont understand what the problem is. But

they should try hard what to be too argumentative.

Employees should find how their boss might solve these issues, and

ask for other reviews in 30 days to address these specific issues, to

see if headway is being made.

Thus, the employees should create an image of the thoughtful employee

who is willing to change and able to modify behavior.

FOR APPRAISERS:

They must be well trained and they should know why the appraisal is

needed.

Encourage the employees to prepare for the meeting.


Review actual work performance in relation to the performance plans,

objectives and outcomes.

Schedule the appraisal meeting several days in advance.

Put the employee at ease at the beginning of appraisal meeting.

Allow the employees to engage in self evaluation.

Emphasize work behaviors rather than personal traits.

Provide positive feedback as well as negative feedback.

Identify the potential talent.

They should pass the appraisal information on only to that concern

with the process.

FOR REVIEWERS:

To articulate department/SBU goals in the line with organization

vision.

To cross verify final ratings and promotional relating to all team

members.
To moderate ratings of team members based on departmental/SBU

performance.

Should not be bias, but the fair in rewarding or finalizing the appraise.

To review the potential talent identified by appraises.

To ensure that all appraises have been given constructive feedback by

respective appraisals.

The HRD has to:

1. Facilitate performance management system process across the

company.

2. Make use of PMS to create talent pipeline for future.

3. Conduct workshop for higher clarity and bearing on performance

management system.

4. Ensure end to end visibility in completion of this exercise and

timely release

5. Letters
CONCLUSION

Performance management system is a key role of human resource

department of an organization. These systems are needed to support pay

performance, making performance appraisal as an indispensible part of

it. To retain good performers and for keeping the employees motivated

avoiding performance appraisal is, hence, not recommended.

On evaluating the different process and methods of performance

appraisal, I can draw the following conclusions;

The traditional methods seems to be arbitrary in nature and should

be avoided in todays scenario where employees are more

empowered and their suggestions are sought in management

decisions hence the transparent system should be given preference

over the non transparent ones.


Again, whether non transport or transparent, the appraisal process

calls for investment of time and energy by respective people and

hence involves cost as whole. The costs incurred on preparing and

designing the appraisal, conducting reviews,


copying/printing/filling/distributing the appraisal form,

communicating the appraisal process, training the appraisers as

well as appraise in the process, handling post appraisal grievances

etc. hence management needs to decide how much time and money

they want to allocate for this purpose and should critically evaluate

the entire process.


The automated systems call for higher investment in terms of

money though reduced time and increased overall effectiveness.


The management should communicate the importance and benefit

of this process to all employees and to avoid the negative

emotional feelings, worrying depressions, stress, and anguish on

part of those giving as well as receiving appraisal.

According to me, depending on the size and nature of business,

management should introduce a suitable appraisal system. The

management should try to have a balanced blend of several systems

incorporating the benefits while avoiding the complexities of each

method.
LIMITATION

It was not possible to go through the topic in depth in such span of

time.

Sampling Technique was used for R

The respondents were not in the position in given the correct and

accurate answers as needed.

Findings are based on the views expressed by the internal

consumers. So it may suffer from biased prejudices.

The sample size was very short for this kind of survey.

Some of the respondents were not co-operative & many seem to be

having no interest.
Q. 1:- when we have to perform the activity of performance appraisal?
(1) Quarterly (2) Half yearly (3) Yearly

Q.2:- Does performance appraisal discussion played an important role to


give the employee a real view of performance?
(1) Yes (2) No (3) Cant say

Q.3:- Does appraisal system helps in polishing the skill or performance?


(1) Yes (2) No (3) Cant say

Q.4:- Do you think personal bias creeps in while appraising an


individual?
(1) Yes (2) No (3) Cant say

Q.5:- Which method did you like for your performance appraisal?
(1) Rating (2) Paired (3) BARS (4) Performance

Q.6:- Do personal target match up with organizational goal & target?


(1) yes (2) No

Q.7:- Do you have a well understand pay - for performance


compensation program?
(1) Yes (2) No
Q.8:- Does performance appraisal leads to identification of hidden
potential of the employee?
(1) Yes (2) No

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WEBSITES:

www.wikipedia.com

www.encyclopedia.com

www.google.com

BOOKS:

Kothari C.R, Research Methodology, Methods and Techniques,

New Age International (P) Ltd, New Delhi, Revised Second

Edition-2004

Aswathappa, performance appraisal- An introduction, Human

Resource and personnel management.

C.B Mamoria and S.V.Ganker., Personnel management.

NEWS PAPERS:

The Times Of India

The Economics Times

Manuals:

Personnel manual of Parle.