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A STUDY ON PERFORMANCE APPRAISAL

PROCEDURES AT MAHA CEMENT

SIVA SIVANI INSTITUTE OF MANAGEMENT


KOMPALLY, SECUNDERABAD
Structure of the organization chairman & managing director Board of directors
Different department’s of HOD

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CMD

Board Of
Directors

HOD HOD
HOD

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HOD
1) Chairman & board of directors
2) Top management
3) Senior management
4) Middle management
5) Junior management
6) Staff management

Top Management
Senior vice president
All vice president’s

Senior management
All G.M’s
Deputy G.M
Senior G.M
Asst. G.M

Middle management
All Managers’
Asst. manager
Senior manager

Junior management

Junior officer
senior officer
Staff and Assistant
Supervisor

HR in Maha Cement

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HR (DGM) Deputy General Manager

Admin

HR Deputy
Manager HR Manager

HR Officer Asst. Officer HR

Basic HR junction is followed in the organization &

The junctions are as follows:-


-Recruitment &Selection
-Training & Development
-Performance Appraisal
-Employee Relations

B) Ranking –As far as production is concerned Maha cement is


ranked 2nd in A.P
C) Acquisition- 50% is acquired by global leader –CRH plc it’s a
public limited company

D) Vision & Mission Statement

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Quality Policy:-
We are committed to (MAHACEMENT)
1) Maximize customer satisfaction through manufacture & supply
of high quality cement at all times
2) Excel by continual improvement of our processes & business
practices by implementing quality management system
3) Promote harmonious work environment through motivation &
development of HR
4) Safe, clean & green environment

E) No of employees-650
Kodar-350
Vizag grinding unit-45
12 marketing branches
130 staff strength
F) Recruitment-Getting CV from consultancy
-Employee Referral scheme
- Recruitment is done yearly whenever it is required they give
the adds in paper

G) Clients:-L&T,RMC INDIA,IJM concrete products, Simplex


infra, Hyderabad India limited , Vishaka India limited, Nayveli
lignite corporation, Airport Authority of India, India Railway,
MAYTAS, aparna constructions, My home constructions,
IVRCL, A.P government, Jayabheri constructions

H) Production:-3.3million tonnes/annum.
Per day 8000-10000 tones
Subject to the requirement of machinery
I) selection/screening of candidate

There are 3 rounds


st
1 round is taken by HR
2nd round is taken by HOD & HR
3rd round is taken by Respective directors HR, HOD

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Preference – Technical B-Tech (Diploma in electrical,
Mechanical, civil, electronics, chemical, mines)

J) Process Flow Chart:-


Grinding
• When splinker is mixed with gypsum cement is
manufactured
• Splinker will be transferred from kodar to vizag
• There splinker is mixed with slag (chips)

Contract Labour:-Restrooms for women’s


No Crèches
Software used:-ORACLE

• In future pay roll system will be outsourced


• ESI scheme is applied for all the employees
• All the employees are the stakeholders
• Chairman is the founder of the company
• 9001-2000 ISO certification
• Turnover has increased by 10 folds
123cr. To 1200cr.
• The company come under shops& establishments act
• Food-33% paid by employee
67% paid by employer
Subscribed food is given
• Transport facility free
• Training Need Identification(measure the performance and
potential and if the employee is net meeting the point training
is recommended)
• Training calendar

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Soft skill
Need based
Technical training

Company Profile
• No change in machinery
• Only requirement of marketing people because of attrition
rate in the company
• By default the manpower will increase
• Manpower planning is not required
• No statistics

Hoshin Kanri
With direction needle all the ship start from different places &
reach the same destination (though you r working in different
places your alignment is towards your company’s objective)

Health & Safety Policy


My home industries limited organize all its activities in such
a manner as to take foremost account of the safety of its operation.
It is committed to health and safety of its employer, contractors
and all those involved in the company’s activities. The company
abides all legislation and associated codes of practice, guidelines
pertaining to our business. Our aim is to eliminate all work related
injuries and illness and shall provide all the reasonably practicable
resources to achieve this aim.
It is our policy to put in place the system to identify hazards and
associated risk. To establish procedures for eliminating such a risk
as well as ensuring that system for safe work and devised and
enforced.
My home industries ltd actively pursues this policy through:-

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• Strategies and action plan with quantitative target for
improvement
• Health and safety management with commitment.
• Involvement of each individual in health and safety
management.
• A comprehensive training program.
• A continuous improvement by a regular review of safety
procedures and systems of work.
• My home industries limited is committed to assess the health
and safety commitments before entering in to any new
activities.

An Introduction of performance appraisal

Performance appraisal is a process by which organizations evaluate


employee performance based on present standards. The main
purpose of appraisal is to help managers effectively staff
companies & use human resources, and ultimately to improve
productivity.
P.A can be viewed as the process of assessing and recording staff
performance for the purpose of making judgments about staff that
lead to decisions. P.A should also be viewed as a system of highly
interactive processes which involve personnel at all level differing
degrees in determining job expectations, writing, job description,
selecting relevant appraisal criteria, developing assessment tools
and procedures, and collecting interpreting, and reporting results.
P.A refers to all those procedures that are used to evaluate the
personality, the performance and personality, the performance and
the potential of its group members. Evaluation is different from
judgment. The former being couridered with performance, the later

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with person. While education deals with achievement of goals,
judgment has an under current of personal attack and is likely to
evoke resistance.

Purpose
1) Showing employees how to improve their performance.
2) Setting goals for employees.
3) Helping managers to assess subordinates effectiveness and take
actions related to hiring, promotions, demotions, training,
compensation, job design, transfers and termination.

Meaning
P.A is the step where the management finds out how effective it
has been at hiring and placing employee. If any problems are
identified steps are taken to remedy them. P.A is the fact of life for
many people. Some endure it stoically and others see it as a
temporary. Yet others see it as a visit to dental surgeon involving a
potentiality painful experience. Indeed, for many people it is an
experience, which they would prefer to forego, given a chance? In
the business world, investment is made in machinery equipment
and services. Quite naturally time and money is spent ensuring that
they provide what their supplies claim. In other words, the
performance is constantly appraised against the results expected.
One of the most experience resources in which companies invest in
manpower.The job of appraising performance against result is not
very often carried out with same objectivity, if indeed it is done at
all.
P.A, like other personnel function forms eventually a line
responsibility, although involving the staff assistance and service.
At the very outset it may be pointed out that P.A is a continuous
function and merely an issue of forms and reports
P.A is a systematic, periodic and so far as humanly possible an
impartial rating of employees excellence in matters pertaining to
his present job and to his potentialities job a better job.

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-Edwin.B.Flippo

Ace to modern terminology

P.A is “Janus headed” process. Janus is the name of a Roman god


who has 2 eyes. One in front and one at back i.e. P.A should not
only evaluate the past performance of the employees, but also
looks ahead for his potential to develop

Meaning:-

P.A can be used as a means of measuring performance in


accordance with adage. P.A is a systematic review of the
performance of the staff on a written basic at regular time intervals
and holding of appraisal interview at which staff have the
opportunity to discuss performance issues past, present, future and
a one-to-one basic, usually with their immediate line manager.

Benefits

The benefits of a successful appraisal system can be summed up as


follows:-

a) For the organization


• Improved performance throughout the organization due to
more effective communication of the organization’s
objectives and values.
• Increased sense of cohesiveness and loyalty.
• Improved relationship between managers and staff.
• Manager who are better equipped to use their leadership
skills and to motivate and develop their staff.

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• Improved overview of the tasks performed by each member
of staff.
• Expectations and long term view can be developed.
• T&D needs identified more clearly.
A culture of continuous improvement and success can be created
and maintained people with potential can be identified and career
development plans.

b) For the appraiser:-


• An opportunity to develop an overview of individual jobs
• Identifications of ideas for improvements
• Increased job satisfaction
• Increased sense of personal value
• The opportunity to link team and individual objectives and
targets with departments.
To clarify exceptions of the contribution the manager expects from
teams and individuals
• The opportunity to re-priorities targets.

c) For the appraisee


• Increased motivation.
• Increased job satisfaction.
• Increased sense of personal value.
• A clean understanding of what is expected and what needs to
be done to meet exceptions.
• The opportunity to discuss work problem and how they can
be overcome.
• The opportunity to discuss aspirations and any guidance
support or training needed to fulfill these aspirations.
• Improved working relations with the managers.

Methods, Techniques or tools for appraising performance:-

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Strauss and sayles have classified performance appraisal methods
into traditional and newer or modern methods.

Traditional methods:-
There methods lay emphasis on the rating of the
individual personality trails, such as initiative, dependability
Judgment organizing ability etc…,
The tradition methods are
• Straight ranking method.
• Paired comparison technique
• Man-to-man comparison method.
• Grading method.
• Graphic or linear rating scale.
• Forced choice description method.
• Force distribution method.
• Checklist
• Free essay method.
• CIM
• Group appraisal method.
• Field review method.

Modern method

The modern methods place more emphasis on the evaluation of


work results-job achievements than on personality trails.
Results oriented appraisals lend to be more objective and worth
while especially for counseling and development purpose.

Modern methods are:-


• Assessment center method.

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• Appraisal by results or management by object.
• Human asset accounting method.
• Behaviorally anchored rating scale.

IMPORTANT
1. P.A increases moti ratio to perform effectively.
2. It increases staff self-esteem.
3. Gain new insight into staff and supervisors.
4. Better clarify and define job functions and responsibilities.
5. Develop valuable communications among appraisal
participants.
6. Encourage increased self-understanding among staff as well
as insight into the kind of development activities that are of
value.
7. Distribute rewards on a fair and credible basis.
8. Clarify organizational goals so they can be more readily
accepted.
9. Improve institutional/departmental manpower planning test
validation, and development of training programs.

Need For The Study:-


In this fast changing business environment having excessive
of competition, appraising the perform of employees assumes
greater imp. Since, P.A provides some insights about the strengths
and weakness of the employee, organization may use the
evaluation in placing the right place at the right time to achieve the
goals of the organization effectively and efficiently. A well
designed P.M.S in indispensable to motivate the employees.

Scope

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The scope of the study is limited to employees selected finance,
HR, Marketing departments randomly from MAHACEMENT
office at Hi tech city, Madhapur.

Objective
• To study the existing P.A.S used by maha cement.
• To evaluate the success of P.A.S of maha cement.
• To suggest certain action to improve the P.A.S of the
company.

Methodology (Intro):-
After an a.s is implemented in an organization it should be
evaluated to ensure that it meets its intended purposes
effectively for this purpose research has been conducted.

Study area.

Research design
The research design here used is exploratory
design/descrip as it simply describes the characteristics of the
employees working in the organization and the organization
itself describes the frequency with which views of different
employees are same or different with regard to effectiveness of
P.A.

Sampling:-

For the purpose of the study 50 employees were taken into


couriduals on for the analysis

Sample tool:-

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Lamination
The study has been conducted only for 2months which is
very short period for covering all the branches present in
Hyderabad.

Data collection

Data source:-

Primary
• Questionnaire

Secondary
• Documents
• Reports

COMPANY PROFILE
MY HOME GROUP:
Promote by a dynamic visionary, my home group is diversified
into construction, power sectors and cement.

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MY HOME CONSTRUCTIONS LIMITED:
This is leading construction company in Andhra Pradesh having
built several residential and industrial complexes in Hyderabad
city. As on date it has built 14 residential industrial complexes with
total constructed area of 2.5 million sft. My home tycoon, my
home jupally, my home nawadweepa and my home pearl are
among its major creations. Among these my home pearl in
miyapur takes the cake with 2016 flats and a conducted area of 3
million sft.
The company has on its drawing board several plants which are set
to change the skyline of Hyderabad shortly.

MY HOME POWER LIMITED:

This is a bio-mass power unit with a capacity to generate 9 mw of


power per annum. For the year 2006-2007, the company turned in
good performance with a sales turnover of Rs. 167.50 million. It
has a strong reserve base of over Rs. 80 million.

MY HOME CEMENT LIMITED:

My home industries limited was established in 1998 at Hyderabad


in the state of Andhra Pradesh, India as a public limited company.
The cement factory is located in Nalgonda district of Andhra
Pradesh 200 kilometers away from Hyderabad which is the
limestone zone. The original capacity was 200000 tones per annum
in 1998 and since then the company has made rapid progress by
increasing its capacity very fast. It has now three units with total
capacity to produce 3.2 million tones of cement of all kinds i.e.
Opc/ppc/43 and 53 grades. Over the last 10 years, it has
established a very good brand name under “MAHA CEMENT” in
all the southern states many of the areas in Andhra Pradesh and
Tamilnadu. It has established 2000 dealer network all over south

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India which is one of the highest dealer network among large
cement companies.

The company has high credit worthiness and good reputation with
banks and financial institutions in India. During the last year, 50%
of shares of India promoters were sold to CRH.plc; an Irish based
industrial conglomerate group and one of the highly reputed multi-
national companies with a turnover of euro 21 billion. CRH is
providing necessary management expertise and other cooperation
to MAHA CEMENT. MAHA CEMENT being managed at a high
professional level is considered to be one of the most successful
companies in the cement industry in India. It has the direct
employment of 10000 people.

It presently has a turnover of rs.10 billions and the company has


the objective of increasing the capacity to 10 million tones within a
period of 5 years and reach a turnover of 40 billion rupees and
become one of the top cement companies in India.

ABOUT THE MANAGEMENT

Dr. Rameswar Rao.J is the chairman of the company of the


My home group of companies. A dynamic visionary with abundant
business experience. Dr. Rao is the guiding spirit the group
supported by highly professional boards and skilled manpower in
all areas of operation.

BRANCH OFFICES

• Local area at ameerpet, Hyderabad.


• Regional offices at Bangalore, Bhuvaneshwar, Chennai,
Visakhapatnam.

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• Area offices Visakhapatnam, Vijaywada, Thirupati, Sholapur
at Maharastra, Rajamandry, Kurnool, Kerala, Dadhepally,
Guntur dist.

HISTORY

10 years ago in Nalgonda district of Andhra Pradesh, it was started


for any ordinary opc (ordinary Portland cement) and Portland ppc
(Portland pozzalona cement) with a capacity of a million tones p.a
at present the capacity is 3 millions tones per annum.

COMPANY QUALITY POLICY

The company is committed to:


• Maximize customer satisfaction through manufacture and
supply of high quality cement at all times.
• Excel by continual improvement of our process and business
practices by implementing quality management system.
• Promote harmonious work environment through motivation
and development of human resources.
• Safe, clean and green environment.

HEALTH AND SAFETY POLICY

My home industries limited organizes all its activities in such a


manner as to take foremost account of the safety of its operation. It
is committed to health and safety of its employer, contractors and
all those involved in the company’s activities. The company abides

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all legislation and associated codes of practice, guidelines
pertaining to our business. Our aim is to eliminate all work related
injuries and illnesses and shall provide all the reasonably
practicable resources to achieve this aim.
It is our policy to put in place the system to identify hazards and
associated risk. To establish procedures for eliminating such risks
as well as ensuring that system for safe work are devised and
enforced

MY HOME INDUSTRIES LIMITED ACTIVELY PURSUES


THIS POLICY THROUGH

• Strategies and action plan with quantitative target for


improvement.
• Health and safety management with commitment.
• Involvement of each individual in health and safety
management.
• A comprehensive training program.
• A continuous improvement by a regular review of safety
procedures and systems of work.

My home industries limited is committed to assess the health


and safety commitments before entering into any new activities.

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