Chapter-1: "A Study On 360 Degree Performance Appraisal On Human Resource at Medopharm, Malur"

“A STUDY ON 360 DEGREE PERFORMANCE APPRAISAL ON
HUMAN RESOURCE AT MEDOPHARM, MALUR”.
CHAPTER-1
INTRODUCTION
PART-A
INTRODUCTION
Medopharm is the flagship company was established in 1970 by a well known
philanthropist, educationist & on eminent social worker late Shri.MohanmaljiChordia ,a
recipient of the prestigious Padmashree award from the president of India. The
medopharm is a leading global player exports its products more than 60 countries. Our
exports are to both developed & developing countries. Consistent quality & fair Prices
have enabled more customer from different parts of the globe to use medopharm’s
products. Medopharm,malur has been approved by national or local licensing authorities,
the director of the drug control, Karnataka, for the manufacture oral pharmaceutical
dosage forms in tablets & capsules.
HUMAN RESOURCE MANAGEMENT
Modern organizational setting is characterized by constant changes relating to

environmental factors and human resources. As regards factors.
We find changes in the operating organizational structure, the networking

procedures, Customs or norms and the economic, political and social patterns in which
organizations exist. Moreover, there is constant change in human resources. New
individuals are being employed with their new ideas and expectations while the existing
workforce is constantly changing vis-à-vis ideas, attitudes and values.
Although the change may provide solution to some problems, it may create
several new ones. There is an urgent need to understand these problems, anticipate them
and to find solution to them.
DEPT. OF COMMERCE, BENGALURU NORTH UNIVERSITY P.G.CENTRE-KOLAR PAGE 1

The responsibility to find out solutions to these problems lies with every manager
who has to be prepared to deal with different changes effectively through educational
and development programs. Obviously, every manager is responsible for management of
human resources- of course with the advice and help of personnel department.
Management of human resources is the essence of being a manager who has to get things
done through others. specifically, his task relates to leading, mobilizing and directing the
efforts of people without which he can be a technician but not a manager.
Thus, every manager has to develop and maintain his competence in managing
human resources which have assumed utmost significance in modern organization.
Human resource management is management functions that helps manager’s recruit,
select, train and develop members for organization. It focuses on the people in
organizations.
IMPORTANCE OF HUMAN RESOURCE MANAGEMENT

The importance of HRM can be discussed under three standard points:
1. Social significance: management of personal enhances their dignity by satisfying their
social needs. This is done by:
 Providing suitable and most and productive employment, which brings them
psychological satisfactions.
 Making maximum utilization of the resources in an effective manner and Paying the
employees a reasonable compensation in proportion to the Contribution made by
him.
2. Professional significance: by providing healthy working environment it promotes

teamwork in the employees. This is done by:
 Marinating the dignity of the employees as a human being.
 Providing maximum opportunities for personal dept.

3. Significance for individual enterprise: it can help the organization in accomplishing its
goal by:
 Creating right attitude among employees through effective motivation.

 Securing willing communication operation for achieving goals fulfilling their
own social and other psychological needs like love, affection, esteem etc.
SCOPE OF HRM:
The scope of HRM is indeed vast. All major activities in the working life of a
worker-from the time of his or her entry into an organization until he or she leaves- come
under the purview of HRM. .specifically, the activities included are- HR planning, job
analysis and design, recruitment and selection, orientation and placement, training and
development, performance appraisal and job evaluation, employee remuneration,
motivation communication, welfare, safety and health, industrial relations and the like.
INTRODUCTION TO 360 DEGREE PERFORMANCE APPRAISAL

360 Degree performance appraisal is an integral part of HRM and HRM deals
with personnel is people. “People” is the important and valuable resource that every
organization or institution has in the form of its employees. Dynamic people can build
dynamic organization. Effective employees can contribute to the effectiveness of the
organization. HRM has multiple goals, which include employee’s competency
development, employee motivation development and organization development.
Employees require a variety of competencies, knowledge, attitude, skills in technical
area; Managerial areas, behavioral and human relations areas and conceptual area to
perform different tasks or functions required by their jobs.
HRM aim at constantly the competency requirements of different individual to

perform the job assigned to them, effectively and provides opportunities for developing
these competencies. As HRM deals with humans it is necessary to keep a check on their
360 degree performance after regular interval of time given jobs, it is necessary to
corrective actions term or there is need to appraisal their 360 degree performance. The
process of appraising for doing their work effectively is known as 360 degree
performance appraisal system.
HISTORY
The German Military first began gathering performance from multiple sources in
order to evaluate performance during World War II (Fleenor & Prince, 1997). Also

during this time period, others explored the use of multi-rater feedback via the concept of
T-groups.
One of the earliest recorded uses of surveys to gather information about
employees occurred in the 1950s at Esso Research and Engineering Company (Bracken,
Dalton, Jako, McCauley, &Pollman, 1997). From there, the idea of 360-degree
performance gained momentum, and by the 1990s most human resources and
organization development professionals understood the concept. The problem was that
collecting and collating the performance demanded a paper-based effort including either
complex manual calculations or lengthy delays. The first led to despair on the part of
practitioners; the second to a gradual erosion of commitment by recipients.
Multi-rater performance use steadily increased in popularity, due largely to the use of the
Internet in conducting web-based surveys (Atkins & Wood, 2002). Today, studies
suggest that over one-third of U.S. companies use some type of multi-source
performance (Bracken, Timmereck, & Church, 2001a). Others claim that this estimate is
closer to 90% of all Fortune 500 firms (Edwards & Ewen, 1996). In recent years,
Internet-based services have become the norm, with a growing menu of useful features
(e.g., multi languages, comparative reporting, and aggregate reporting) (Bracken,
Summers, & Fleenor, 1998).
PART-B
MEANING OF THE STUDY:
MEANING OF 360 DEGREE PERFORMANCE APPRAISAL
A 360 degree performance appraisal is a full circle system, of obtaining
information about the employee performance from the self, peers, subordinates,
and internal and external customers. In human resources, 360 degree performance
appraisal.
360 Degree performance appraisal is an exercise they typically do once a year to identify
and discuss job-relevant strengths and weaknesses of individuals or work teams. 360
degree performance appraisal is a method of evaluating the behavior of employees in the
work spot, normally including both the quantitative and qualitative aspects of job 360
degree performance. 360 Degree performance here refers to the degree of
accomplishment of the tasks that make upan individual’s job. It indicates how well an

individual is fulfilling the job demands. Often, the term is confused with effort, but 360
degree performance is always measured in terms of results and not efforts. Some of the
important features of 360 degree performance appraisal may be captured thus:
 360 Degree performance appraisal is the systematic description of an employee’s job

relevant strength and weakness.
 The basic purpose is to find out how well the employee is performing the job and
establish a plan of improvement.
 Appraisals are arranged periodically according to a definite plan.
 360 Degree performance appraisal is not job evaluation. It refers to how well someone is
doing the assigned job.
 360 Degree performance appraisal is a continuous process in every large scale

organization.
th
Robert Owen, a Scottish mill owner in the early 19 century, first evolved the
system of merit rating. Merit rating or 360 degree performance appraisal is concerned
with measuring and evaluating employee 360 degree performance after he is placed on a
job. In those days the task of measuring the employee’s efficiency was left to the
judgment and opinion of the managers.
But in modern times, a scientific approach is needed to find out the qualities and merit of
the 360 degree performance of the individual employee. The merit rating technique
provides for a systematic and scientific assessment of the ability of the employee.
360 Degree performance appraisal is the systematic evaluation of the 360 degree
performance of employees and to understand the abilities of a person for further growth
and development.360 degree Performance appraisal is generally done in systematic ways
which are as follows:
 The supervisor measures the pay of employees and compares it with target and plans.
 The supervisor analysis the factors behind work 360 degree performance of

employees
 The employees are in position to guide the employees for a better 360 degree
performance.
360 Degree performance appraisal also means an appraisal of the growth potential
of an employee, with a view to providing information to the organization leading to
positive action and enabling feedback to the individual aimed at his performance
improvement, personal growth and job satisfaction. In short we can say that 360 degree
performance appraisal to result in an assessment of:
 Growth potential of employees.
 Capabilities for their placement in higher posts.
 Conduct of disciplines of the employees.
 Corresponding training needs for the employee.
360 Degree performance appraisal have always played a very important role in
human resource management. The 360 degree performance appraisal is critical
mechanisms for organizational control, through which the employees can view, see their
past 360 degree performance and take action for improvement.
DEFINITIONS:
360-degree:
Rokendro defines 360-degree as a multiple impact approach to performance
assessment that uses a variety of rating resources, which include superiors, peers on the
same level, subordinates, customers and self. It is an upward, downward and lateral
assessment approach that brings about a full circle view, from there, 360-degree.
Performance appraisal:
According to Meenakshi performance appraisal is a formal management system
that provides for the evaluation of the quality of an individual’s performance in an
organisation. It is a process that creates work standards and then evaluates employees‟

actual work performance relative to those standards, giving them feedback to improve
performance and to eliminate performance deficiency.
360 degree performance appraisalon human resource:
360 Degree performance appraisal is a system or process in which employees

receive confidential, anonymous feedback from the people who work around them
supervisors, peers and subordinate.
OVERVIEW OF THE 360 DEGREE PERFORMANCE APPRAISAL:

360 Degree performance appraisal is the process of making an assessment of the 360
degree performance and progress of the employees of an organization. Once an
employee has been inducted into the organization and given the necessary training, the
next step is to assess his 360 degree performance periodically. Such assessment would
indicate whether he is efficient or not. 360 Degree performance appraisal is also known
as “merit rating” or “efficiency rating”. The following factors are given weight age in
evaluating the 360 degree performance and progress of an employee:
 Knowledge of work.
 Extent of co-operation with colleagues and superiors.
 Initiative
 Quality of work.
 Target attainment.
 Aptitude.
 Degree of skill.
 Discipline

 Punctuality
 Honesty
 Ambition
 Crisis management, etc.
360 DEGREE PERFORMANCE APPRAISALS TO PERFORMANCE

MANAGEMENT:
In fact, 360 degree performance appraisal, in recent times, emerged as 360 degree
performance analysis and development. 360 Degree performance analysis and
development is a departure from the traditional and controlling approach. It views from
the development aspect of the employee. Therefore, the main purpose of 360 degree
performance analysis and development is to analyze the present 360 degree performance
of the employee from multiple viewpoints, observe the gap/developmental needs and
develop the employee.
360 Degree performance appraisal is also a technique of HRD. The 360 degree
performance interview and the process of the 360 degree performance analysis help the
subordinate to interact closely with his superior. The interaction helps particularly
subordinates learn from his superior the job related and behavior related aspects. This
process becomes a training/development /educational process. Thus 360 degree
performance appraisal is closely related to HRD. In fact, 360 degree performance
appraisal helps employee development.
PURPOSE OF 360 DEGREE PERFORMANCE APPRAISAL:

OBJECTIVES OF 360 DEGREE PERFORMANCE APPRAISAL:
• Identify the importance of the 360 degree performance Appraisal from the
viewpoint of the supervisor and employee.
• Establish performance requirements for various job positions.
• Specify the steps for completing a performance review.
• Create the appropriate atmosphere for conducting the 360 degree performance review
discussion.
• Conduct the performance review discussion.
ADVANTAGES OF 360 DEGREE PERFORMANCE APPRAISAL:
Offer a more comprehensive view towards the performance of employees.

 Improve credibility of performance appraisal.

 Such colleague’s feedback will help strengthen self-development.
 Increases responsibilities of employees to their customers.
 The mix of ideas can give a more accurate assessment.
 Opinions gathered from lots of staff are sure to be more persuasive.
Not only manager should make assessments on its staff performance but other
colleagues should do, too. People who undervalue themselves are often motivated by
feedback from others. If more staff takes part in the process of performance appraisal,
the organizational culture of the company will become more honest.
DIS-ADVANTAGES OF 360 DEGREE PERFORMANCE APPRAISAL:
 Taking a lot of time, and being complex in administration.

 Extension of exchange feedback can cause troubles and tensions to several staff.
 There is requirement for training and important effort in order to achieve efficient
working.
 It will be very hard to figure out the results.
 Performance can be useless if it is not carefully and smoothly dealt.
IMPROVE OF 360 DEGREE PERFORMANCE APPRAISAL:

The law states that there must be a 360 degree performance appraisal . Section
76-41, MalurMedopharm Revised Statutes, states that the purpose of the system is to
evaluate the 360 degree performance of employees in the civil service system and to
improve employee performance. The 360 degree performance appraisal is also used as
the basis for evaluating whether employees in the civil service meet performance
requirements for their positions. This will happen only if employees and supervisors
have good communication about performance expectations and requirements. This
appraisal program gives you the tools to set up clear communication and understanding
with your employees.

BENEFITS OF 360 DEGREE PERFORMANCE APPRAISAL:

The performance appraisal should also be used to:
 Decide performance expectations/requirements and discuss them with your employees.
 Determine if performance expectations/requirements are being met and how well they
are being met.
 Have periodic supervisor/employee performance discussions.
 Objectively document employee performance.
 Inform employees of any performance strengths and/or weaknesses.
 Bring about constructive changes in work performance.
 Serve as a consideration in making promotion decisions.
PRINCIPLES OF THE 360 DEGREE PERFORMANCE APPRAISAL

 Increase management's time commitment to personnel matters on an ongoing basis.
 Shift 360 degree performance emphasis from short-term, component specific individual
goals to include long-term, team-oriented goals that are consistent with continuous
improvement of the Industry as a whole.
 Communicate with each employee in honest, timely dialogue aimed at 360 degree
performance improvement.
 Increase mutual involvement in goal-setting and definition of 360 degree performance

standards.

 Improve management skills in communicating and taking responsibility for making the
360 degree performance Appraisal operate effectively.
 Increase employee responsibility for their career planning.
IMPORTANCES OF THE 360 DEGREE PERFORMANCE

APPRAISAL
 Motivation Superior 360 degree Performance:

360 Degree performance appraisal helps to motivate people to deliver superior 360
degree performance in several ways.
 Setting and Measuring Goals:
Goal setting has consistently been demonstrated as a management process that generates
superior 360 degree Performance.
 Counseling poor performers:
Not everyone meets the organization’s standards. 360 Degree performance appraisal
forces mangers to confront those whose 360 degree performance is not meeting the
company's expectations.
 Determining compensation changes:
360 Degree performance appraisal provides the mechanism to make sure that those who
do better work receive more pay.
 Encouraging coaching and mentoring:
360 Degree performance Appraisal identifies the areas where coaching is necessary and
encourages managers to take an active coaching role.
 Supporting Manpower Planning:
Well-managed organizations regularly assess their bench strength to make sure that they
have the talent that they will need for the future.
 Determining Individual Training and Development Needs:

If the 360 degree performance appraisal procedure includes a requirement that individual
development plans be determined and discussed, individuals can then make good

decisions about the skills and competencies they need to acquire to make a greater
contribution to the company. As a result they increase their chances of promotion and
lower their odds of layoff.
SEVERAL WAYS OF 360 DEGREE PERFORMANCE APPRAISAL:

360 Degree Performance appraisals are useful for the organization
MEDOPHARM in several ways including:
 Professional development (identifying strengths and weaknesses in 360 degree
performance, implementing strategies for improvement)
 Determining organizational training and development needs.
 Making and validating administrative decisions (e.g., pay, promotion, placement, and
termination)
 Identifying systemic factors that are barriers to, or facilitators of, effective 360 degree
performance.
 Some workers can find 360 degree performance appraisals to be threatening or

intimidating. However, with good Design and planning, 360 degree performance
appraisals can be rewarding and constructive for workers and managers / supervisors.
When 360 degree performance appraisals are clearly linked with recognition .
 Rewards, there are also likely to be benefits for workers‟ motivation, productivity and
retention.
FIVE STEPS OF APPROACH TO CONDUCTING A 360 DEGREE

PERFORMANCE APPRAISAL:

The following five-step approach to conducting a systematic 360 degree
performance appraisal is recommended:
 Identify key 360 degree performance criteria
 Develop appraisal measures
 Collect 360 degree performance information from different sources
 Conduct an appraisal interview
 Evaluate the appraisal process.
FACTORS AFFECTING OF THE 360 DEGREE PERFORMANCE

APPRAISAL
Performance as defined above is affected by a number of factors, all of which
should be taken into account when managing, measuring, modifying and rewarding
performance.
They comprise of :
 Personal factors: the individual's skill, confidence, motivation and commitment
 Leadership factors: the quality of encouragement, guidance and support provided by

the managers and team leaders.
 Team factors: the quality of support provided by colleagues.
 System factors: the system of work and facilities (instruments of labour) provided by
the organization.
 Contextual (situational) factors: internal and external environmental pressures and

changes.
USING 360 DEGREE PERFORMANCE APPRAISAL TO ADDRESS

WORKFORCE DEVELOPMENT CHALLENGES:
Regular 360 degree performance appraisals provide a useful opportunity to
conduct a “check-up” on various workforce development issues that may impact on
workers‟ effectiveness and wellbeing. 360 Degree performance appraisals can be used
to:
 Recognize, reward and support effective 360 degree performance
 Develop and reward effective teamwork
 Identify and manage issues likely to impact on retention
 Monitor and support workers‟ well” being.
WHO SHOULD BE INCLUDED 360 DEGREE PERFORMANCE

APPRAISAL?
 Subordinates.
 Peers.
 Managers (i.e. superior).
 Team members.
 Customers.
 Suppliers/ vendors.
(Anyone who comes into contact with the employee and can provide valuable insights
and information).
360 DEGREE PERFORMANCE APPRAISAL HAS FIVE

INTEGRAL COMPONENTS:
The more appraisers an employee has, the more likely the biases of the raters will
tend to cancel one another out, and the more perspectives will combine to give a
complete, accurate and honest picture.
1. Self appraisal

Self-appraisal is an important part of the Performance appraisal process
where the employee himself gives the feedback or his views and points regarding
his performance.
2. Superior’s appraisal
Superior’s appraisal forms the traditional part of the 360 degree performance
appraisal where the employees’ responsibilities and actual performance is rated by the
immediate superior.
3. Subordinate appraisal
Subordinates appraisal gives a chance to judge the employee on the parameters
like communication and motivating abilities, superior’s ability to delegate the work,
leadership qualities etc.
4. Peers / Co-workers
Peer or colleagues co-workers also evaluate each other’s performance. They
work continuously with each other, and they know each other’s performance. Peer
evaluation is used mostly in cases where team work is important. Peers can help to find
employees’ abilities to work in a team, co-operation and sensitivity towards others.
5. External Sources (Customers and Clients)

Customers can also evaluate the performance of the employees who interacts
with them. This evaluation is best because it is objective. It is also given a lot of
importance because the customers and clients.

SIX PARTIES IN 360 DEGREE PERFORMANCE APPRAISAL:

The six parties involved in 360 degree performance appraisal are:-
SIX PARTIES IN 360 DEGREE PERFORMANCE APPRAISAL.
1. Top Management:
The top management normally evaluates the middle level managers. However, in
a small organization, they also evaluate the performance of the lower level managers and
senior employees.
2. Immediate Superior:
The immediate superior is in a very good position to evaluate the performance of
his subordinates. This is because they have direct and accurate information about the
work performance of their subordinates.
3. Peers / Co-workers:
Peer or colleagues also evaluate each other's performance. They work
continuously with each other, and they know each other's performance. Peer evaluation
is used mostly in cases where team work is important.
4. Subordinates:
The Subordinates can also evaluate the performance of his superior. Now-a-days
students are asked to evaluate the performance of their teachers.

5. Self Appraisal:
In the self-appraisal, a person evaluates his own performance. He should be
honest while evaluating himself. This results in self-development.
6. customer:
Customers can also evaluate the performance of the employees who interacts
with them. This evaluation is best because it is objective. It is also given a lot of
importance because the customer is the most important person for the business.
Organisation use customer appraisals to improve the strengths and remove the
weaknesses of their employees.
In addition to these six parties, appraisal can also be done by an Appraisal Panel.
This panel consists of 5 to 6 different types of members. Outside Consultants are also
used for conducting appraisals. In some cases, Personnel Department also conducts an
appraisal of employees and managers.
1
.

CHAPTER –2
RESEARCH DESIGN
INTRODUCTION:
Research design is a purposeful scheme of action proposed to be carried out in a
sequence during the process of research.it defines the task of researchers from
identifying managerial problem and areas related. and presented in the form of report
writing with the help of collection, tabulation, and interpretation of data. the analysis of
design may be a logical presentation of the various steps in the process of research . the
following steps to be included.
• Title of the project.
• Statement of the problem.
• Objectives of the study.
• Scope of the study.
• Sampling and sampling size.
• Tools and Techniques of data collection.
• Plan of analysis.
• Limitation of the study.
• Overview of the chapter scheme.
All the above points have been discussed in this study and this study gives details about
the topic "A STUDY ON 360 DEGREE PERFORMANCE APPRAISAL ON
HUMAN RESOURCE AT MEDOPHARM,MALUR”.

LITERATURE REVIEW:
Manuel London, Edward M. Mone, John C. Scott (2004)
This paper deals with 360 degree performance appraisal in organizations and
evaluate how it follows the principles of good management supported by extensive
research in organizational psychology and human resource management. This paper
mainly focuses on two key elements of performance management systems such as rate
accuracy and goal setting.
Michael E. Gordon, Lea P. Stewart (2009)
In this paper author describes clearly about dissatisfaction level with 360 degree
performance appraisal methods and it is widespread with no consensus about an outcome
of the problem. The AI is a communicative act with situated outcomes, this
communication theory will offer to a reassessment of the AI process.
G Meenakshi (2012)
This paper focus on internal and external customers which emphasis on different
dimensions of performance (leadership, innovation, teamwork, initiative, emotional
intelligence, entrepreneurship, etc). This paper will evaluate the performance of any
individual based on their skills and often they include examples and evidence to support
this information system.
Powell T.C, Lovallo and Caringal C (2006)
This study deals with “causal ambiguity” it was first used in Lippmann and
Rumelts analysis to know uncertain immutability and interfirm profitability
differentiation. Lippman and Roomettes mathematical model deals with uncertainty in
self-assessed capacity to imitate the cost functions of incumbents.
Silva Karkoulian (2010)
This paper discuss deploying effective strategies and analyze how it support
knowledge sharing activities. This effective appraisal system acts as the primary concept
for the measurement of management change. Appraisal system occupies a major role in
human resource management in the organization.
Sara Rynes, Arthur Brief, and James Walsh (2008)
In this project, Friedman describes how American companies are hiring Indian to
various job sectors like x-rays, in a financial company, a computer experts in many other
sectors of their domestic services into international services.
Mostafa Jafari, AtiehBourouni, RoozbehHesam Amiri (2009)

The 360 degree performance appraisal is the most important method in
Performance appraisal because it has a great impact on both the financial and program
components for an organization. In this paper, author propose a new framework for the
selection of appraisal methods and in order to facilitate the selection process for
organizations.
Nystrom, David C.(2001)
This paper evaluate leadership development and performance appraisal. 360-
degree feedback is a powerful multi-dimensional leadership development tool which will
provide better output. Research in 360-degree feedback reveals effective conditions,
design and implementation considerations, and four categories of potential benefits.
Deanna Geddes, Alison M Konrad (2003)
The author reveals the effectiveness of similarity and dissimilarity on perceptions
of performance appraisal reactions to negative feedback. When organizational members
accept task-relevant feedback, then they must follow or modify their behavior in the way
of organization’s future growth.
Kuttner A, Achenbach S, Becker C (2005)
This paper presents a performance evaluation of employees who recently introduced
dual-source computed tomography system, which will be equipped with two X-ray tubes
and two corresponding detectors, mounted onto the rotating gantry with an angular
offset.
STATEMENT OF THE PROBLEM:

Much of literature dealing with Human Resource Management and its issues
recognize the importance of 360 degree performance appraisal system which occurs in
the organization. All organization faces the problem of directing the energies of their
staff to the task of achieving business goals and objectives.
The continuous evolution of organization towards the changes creates a great
impact in the life of the business still, the business leaders are relying on the capacity of
the people and their performance towards their job and roles in the organization.
However, there is a little attention given in enhancing the employee 360 degree
performance appraisal system. The present study was under taken to clarify certain
questions related to the care phase of 360 degree performance appraisal through regular

assessment of progress toward goals focuses the attention and efforts of an employee or
an team.
OBJECTIVE OF THE STUDY:

 To identify the actual performance of the employees and performance standards
used in performance appraisal program.
 To identify the awareness level of 360 degree performance appraisal technique

among the employees.
 To maintain records in order to determine compensation packages wage structure,

salaries raises etc.
 To identify the strength and weakness of employee to place right men on right
job.
 To review and retain the promotional and other training programmers.
SCOPE OF THE STUDY:

 The questionnaire will be distributed in the sample of size of 50 employees
(respondents).
 To improve employee work performance by helping them realize and use their
full potential in carrying out their firms mission.
 The main aim of the study is to find out the effectiveness of 360 degree
performance appraisal & development Programs conducted at “Medopharm private
limited”.
 This study helps to know the level of importance of appraisal system.

 The payroll and compensation decision, training and development needs,
promotion, demotions transfer including job analysis and providing superior support,
assistance and counseling.
 It considers both the job performance as well as the personal qualities of an

employee.
LIMITATION OF THE STUDY:

 This study is only limited to medopharm in Malur branch alone.
 Some of the respondents were afraid to give true information in some cases.
 There may be bias on the part of employees while answering to the questions.
 The sample size of the study is limited to 150 not the entire employees of the
organization.
 The Research will be conducted 45 days.
RESEARCH METHODOLOGY:
 It is a way to systematically solve the research problem.
 Visiting official website of the industry, institutions & other related websites.
 Referring to the secondary that is various reports prepared by industry.
 Questionnaire was prepared for survey.
SAMPLING SIZE:
The questionnaire will be distributed in the sample of size of 50 employees(respondents).

SAMPLING TECHNIQUEES:
1. RANDOM SAMPLING:-
It is way of selecting a sample of observations from a population in order to make
inferences about the population.
2. DESCRIPTIVE SAMPLING:-
Descriptive sampling aims to summarise a sample rather than use the data to learn about
the population that the sample of data is through to represent.
PLAN OF ANALYSIS:
The data has been analyzed by using tables, charts, graphs, and other statistical
methods in the study. The methods in particularly used to arrive at proper and an
accurate results which in turn helps in making decisions and in giving suggestion’s.
USED FOR DATA COLLECTIONS SOURCES:
The study is divided into two different parts. The various data is collected by adopting
two methods.
They are:-
 Primary data
 Secondary data
1. PRIMARY DATA:-
It is the original data which is collected directly from the original sources by
adopting different methods. The methods of collecting primary data are:
 Questionnaire
 Interviews
 Observation
2. SECOUNDARY DATA:
It is the reviewing of relevant information which is already collected and making
references based on the information collected. This includes information published in
manuals, newspaper, textbooks, and company websites.

CHAPTER SCHEME:
CHAPTER:-1 INTRODUCTION:-
It deals with theoretical background of the study.
CHAPTER:-2 COMPANY PROFILE:-

It deals with the company background and details.
CHAPTER:-3 RESEARCH DESIGN:-

It deals with design of the study. This includes
 Introduction
 Title of the study
 Statement of the problem
 Objectives of the study
 Scope of the study
 Research methodology
 Sources used for data collection
 Chapter scheme
CHAPTER:-4 DATA ANALYSIS AND INTERPRETATION:-

It deals with the analysis and interpretation of the collected from the company.
CHAPTER:-5SUMMARY O F FINDING,SUGGESTIONS, AND

CONCLUSION:-
It presents the summary of all findings , suggestion , conclusion.
BIBLIOGRAPHY
ANNEXURE

CHAPTER-3
COMPANY PROFILE
Medopharm was born in 1970 with its sights set on becoming a global leader in
the pharmaceutical industry. Today with operations spanning over 60 countries
worldwide, this forward looking company, one of the top contenders on the Indian
pharmaceutical scene, is on the right path to turning its vision into areality.
Medopharm’s values, management principles & business practices act as a
company to guide the company to success. Having won recognition for trustworthiness,
reliability & world class recognition for trustworthiness, reliability & world class
standards the company is poised for a major breakthrough in cross boundary sales.
To meet global standards, medopharm’s procurement, production, planning,
manufacturing, testing, dispatch, finance & human resource system are ERP focused.
HISTORY

Medopharm one of the leading manufacturers and exporters of pharmaceutical
products to over 60 countries, is a part of the US$100 million Chordia Group. It is
headquartered in Chennai, India. The group comprises 3 companies that deal with
automobile financing, pharmaceutical manufacturing and distribution, and real estate.
Medopharm was founded over 4 decades ago (15th January 1970) by the visionary Late
Shri Mohanmulji Chordia, an eminent social worker, educationist, philanthropist, and a
recipient of the Padma Shri Award, one of the country's highest civilian awards
conferred for distinguished service in anyfield.
His vision was to provide quality medicines at an affordable price. In the beginning, the
company manufactured Chloramphenicol and tetracycline capsules. Today, the company
manufactures over 100 products and has grown multifold with an annual turnover of
US$28 million, earning the trust to become one of the most respected pharmaceutical
companies in India and abroad. The company has 541 permanent employees throughout
India and abroad.
Medopharm's values, management principles and business practices act as a
compass to guide the company to success. Having won recognition for trustworthiness,
reliability and world- class standards, the company is poised for a major breakthrough in
cross-boundary sales. To meet global standards, Medopharm procurement, production,
planning, manufacturing, testing, despatch, finance and human resource systems are ERP
focused. It also places emphasis on TQM. Value building in human relations is a core
element of Medopharm. Our employees and associates are important to us and are
cherished as part of our ever-growingfamily.
THE MEDOPHARM TEAM

A team of dedicate, innovative & professional employees which forms the
backbone of the company is the secret of the company success. The medopharm team
successfully adapts to suit the needs of clients in different environments, cultures &
markets across the global.

MEDOPHARM COMPITETORS

VISION, MISSSION & GOALS
VISION:
1 To maintain company as a global player in the pharmaceutical industry & supply value-
added products at reasonable price.
2 Company will ensure that the organizations is states-of-art technology to satisfy market
needs & evolve with the times to stay competitive, adaptable &prompt.
3 Create a sound base for the manufacture of bulk drugs at international standards.
MISSION:
Innovative, automatic & R&D will be the nucleus of the company future business
endeavors. They will ensure the presences in regulated markets & strive to be amongst
the top five companies in the Co Amoxyclav segment.
1 Create a strong research in the field of bulkdrugs.
2 Earn a reasonable return on investment.
3 Provide prompt service and quality products at reasonable price to customer.

4 Ensure prompt dealings with integrating impartiality to thesupplier.
5 Creating an image of a leading health care company inIndia.
GOALS OF THE COMPANY:

1 To be punctual to work to reduce absents not wasting time.
2 To be punctual artwork.
3 Sorting tools and documents at right place in clean way.
4 Work effectively.
5 Think constructively.
6 Judge wisely.
7 Maintaining cleanliness inword.
PRODUCTS:
Company has an extensive rangeofproducts to suit needs:
Division: RADIANT
Sl BrandName Composition
1 BETSONE Betamethasone 4mg Injection 1ml Amp
2 BETSONE Betamethasone 0.5mg Tablet 10's Strip
3 CLEDOMOX Amoxicillin+Potassium Clavulanate30ml

228.5mg/457mg DS
4 CLEDOMOX Amoxicillin+Potassium Clavulanate 375mg/625mg6's Tropack
Tablet
5 CLEDOMOX Amoxicillin 1gm+Clavulnic acid 200mg Injection 1 Vial
6 CLEDOMOX Amoxicillin+Potassium Clavulanate6's Strip

DT 228.5mg/312.5mg
Dispersible Tablet
7 CANEFO Aceclofenac 100mg+Paracetamol 500mg Tablet 10's Blister
PLUS
8 CETRITE Levocetrizine 5mg Tablet 10's Blister
9 CETRITE Montelukast Levocetrizine (10mg+5mg) /10's Alu

PLUS (4mg+2.5mg) Tablet
10 COLGIN Paracetamol 125mg+Phenyl Ephrine 5mg+CPM60ml

2mg
Division: CARDIAC
Sl BrandName Composition
1 COMBET Amoxicillin+Potassium Clavulanate 375mg/625mg6's Tropack
Tablet
2 EMVOSE-M Voglibose 0.2mg+Metformin SR 500mg Tablet 10's Alu
3 EMVOSE-TRIOGlimepiride 2mg+Voglibose 0.2mg+Metformin SR10's Alu
500mg
Tablet
4 GLUREG-SR Metformin SR 500mg Tablet 10's Alu
5 GLYLIM Glimepiride 2mg+Metformin SR 500mg Tablet 10's Alu
FORTE
6 PEDWIN Pregabalin 75mg+Methylcobalamin10's Alu
750mcg+Benfotiamine
7.5mg+Folic Acid 1mg+Vitamin B6 1.5mg Tablet
7 SULTATIN Rosuvastatin 5mg/10mg/20mg Tablet 10's Alu
8 TELMIPHARM Telmisartan 20mg/40mg 10's Alu
9 TELMIPHARM Telmisartan 40mg+Hydrochlorothiazide 12.5mg Tablet 10's Alu
-
H
10 TELMIPHARM Telmisartan 40mg+Amlodipine (AM) 5mg Tablet 10's Alu
AM
11 TELMIPHARM Telmisartan 40mg+Amlodipine (AM)10's Alu
AMH 5mg+Hydrochlorothiazide
(H) 12.5mg Tablet
12 ZOROTAB Rabeprazole Tablet 20mg Tablet 10's Alu
Division: CNS

Sl Brand Composition Packing
Name
1 AMISTRIDE Amisulpride 50mg/100mg Tablet 10's Blister
2 ESCIPTAL Escitalopram 10mg/20mg Tablet 10's Blister
3 ESCIPTAL Escitalopram 10mg+Clonazepam 0.5mg Tablet 10's Alu
PLUS
4 PARONET CR Paroxetin CR 12.5mg/25mg Tablet 10's Alu
5 ANXOLEP Clonazepam 0.5mg/1mg Tablet 10's Blister
6 RISTAB Risperidone 1mg/2mg/3mg/4mg Tablet 10's Blister
7 RISTAB Risperidone 4mg+Trihexyphenidyl 2mg Tablet 10's Blister
FORTE
8 RISTAB LS Risperidone 2mg+Trihexyphenidyl 2mg Tablet 10's Blister
9 RISTAB PLUS Risperidone 3mg+Trihexyphenidyl 2mg Tablet 10's Blister
10 PEGAWIN Pregabalin 75mg+Methylcobalamin 750mcg+ 10's Alu
Benfotiamine
7.5mg+Folic Acid 1mg+ Vitamin B6 1.5mg Tablet
11 WINCOB Methylcobalamin1000mcg+ALA 200mg+ Vitamin 10's Alu
AL B6 3mg+Folic Acid
FORTE 1.5mg+Inositol 100mg+Benfotiamin 100mg Capsule
12 WINCOB Methylcobalamin1000mcg+ALA 200mg+ Vitamin 2ml amp
AL B6 3mg+Folic Acid
FORTE 1.5mg+Inositol 100mg+Benfotiamin 100mg
Injection
13 GABARIDE Gabapentin 400mg+Nortriptyline Hcl.10mg Tablet 10's Blister
NT
14 FLUTHIMED Flupentixol 0.5mg + Melitracen 10mg Tablet 10's Blister
15 M-TOIN Phenytoin Sodium 50mg /100mg Tablet 10's Blister
16 BARBITOIN Phenytoin sodium 100mg + Phenobarbitone 30mg 10x10
Tablet Blister
PRODUCTSPROFILE


RECENT PRODUCTS
ESOPEL 20 mg ESOPEL 40 mg

CLEDOMOX 37mg CLEDMOX TABLO OZ DRY SYRUP
ORAGANISATION STRUCTURE

MANAGING
DIRECTOR
GENERAL GENERAL HR DEPARTMENT FINANCE DEPARTMENT MARKETING DEPARTMENT

MANAGER MANAGER
ADMINISTRATION ACCOUNTANT
MANAGER QUALITY MARKETING EXECUTIVES
QA CONTROL
STAFFS ASSISTANTS ASSISTANTS

QA EXECUTIVES QC CHEMIST
PRODUCTIONS MANAGERS MANAGERS PURCHASE MAINTENANCE SUOPERVISORS

HOUSE KEEPING SUPERVISORS
MANAGERS
OFFICERS TRINEE ENGIN & HELPER

EXECUTIVES WORKERS
JUNIOUR
ASSISTANT OPERATORS
EXECUTIVES & OPERATORS
WORKERS
WORKERS
MEDOPHARM BRANCH WORKING CONDITION GALLERY.

BOARD OF DIRECTORS

Shri.Sardarmul Mr.Gambhir
Mr.UdhanKumar
Chordia Chordia
Chordia. CEO
Founder, Chairmen Director operations
Mr.Surendar Chordia Mr.SanjayDarmohapatra Mr.Abdul Hameed

Director operations President Tec. operations E.D. Technical
Mr.Sabapathy Mr.N.Narasiman Kannan Mr.Anand V

Executive Director V.P.International Business V.P Emerging international
Markets
THE MAINSTAY OF COMPANY SUCCESS

Quality Assurance remains Medopharm’s number one priority for our clients.
Thus, every stage of manufacturing-form procurement of raw materials to the finished

product-follows strict quality control measures in keeping with international norms &
standard operating procedures. These quality control procedures were developed by
Medopharm’s experienced & qualified persons manning the QCdepartment.
Being awarded with ISO 9001-2000 status, all the systems are validated to meet
international standards. With an outstanding track record for maintain quality.
Medopharm continue to operate one of India’s top-notch quality control & Analytical
Research Laboratories. The Quality control Laboratory has also met the approval of the
drug control Authority of India.
This has paved the way for the company to carry out tests & conduct research for
Medopharm& the professional inhouse team takes the appropriate to file
DMFS/Technical dossiers with the ministry of Health & other regulatory bodies.
DOMESTIC PRESENCE
A strong player in the international Market
Medopharm is today a key player in the Indian pharmaceutical market, with a
wide range of products in various segments such as anti-epileptis, anti-inflammatory,
antibiotic & hypoglycemic agents.
Medopharm enjoys a strong rapport with the medical profession including
specialists, who have accepted Medopharm’s products for their high quality, efficacy &
affordability. Medopharm has built up a strong equity with a vast & efficient dealer
network.
Keeping in line with the expansion plans, the company is poised to launch new
divisions in Nutraceuticals & OTC segments.

FACILITIES
Medopharm currently has two manufacturing facilities at Chennai and Malur for
finished formulations of generics and branded generic products. We also have a new
manufacturing facility coming up adjacent to Chennai plant. This facility will augment
our manufacturing capability substantially.
As medopharm is an environmentally-conscious company, we are continuously

keeping close tabs on all our production lines to ensure that our operations and by
products do not damage the fragile ecosystem.
All of medopharm facilities are engineered to handle waste and minimize

pollution as well as environmental contamination. The cleanliness and safety of the
environment are amongst our toppriorities.
MALUR PLANT
Medopharm manufacturing unit located in Bangalore is spread over 2 acres with
a total production area of 2,100 square meters. The unit manufactures finished dosage
forms (tablets, capsules and dry powder) for its own marketing as generics and branded
generics, contract manufacturing for third parties and co-marketing. The state-of-the art
manufacturing facility in Bangalore is WHO cGMP-certified and is also approved by
several reputed pharmaceutical companies/clients in India and abroad. The annual
production capacity is 6000 million units of tablets, 200 million units of capsules on 2
shift basis. It was upgraded in 2000 and 2005.
Manufacturing / primary packaging areas maintained under Class 100,000
environment, with terminally mounted HEPA filters. It also uses other hi-tech machines
that are Programmable Logic Controller (PLC) controlled, i.e., a digital computer used
for automation of electromechanical processes, such as control of machinery on factory
assembly lines.
Some machinery have inbuilt camera systems to detect any capsules that are
unfilled with the drug, yet others have inbuilt metal detectors to eliminate any possibility
of contamination from any equipment/tool. The company ensures that the products
manufactured are of the highest quality.
AWARDS:
SilverJubileeAward (2004) Export award bychemexcil(1983-84)

OUTSTANDING EXPORTSAWARDBYAWARD BY CHEMEXCIL
FOR BEST PHARMEXCILTRISHUL (2009-2010)EXPORT(2000-01)
Gold star awardforquality Certificate of paris (2003)

(1982- 83)& (1995-96)
NIRAYATSHREE AWARD FOR GOOD EXPORT PERFORMANCE (1997-98)

SWOTANALYSIS
A scan of the internal and external environment is an important part of the

strategic planning process. Internal factors to the firm usually can be classified as
strength (S) or weaknesses (W), and that external factors to the firm can be classified as
opportunity (O) or threats (T) such analysis is referred as SWOT analysis.
The SWOT analysis provides information that is helpful in matching the firm’s
resources and capabilities to the competitive environment in which it operate. As such it
is instrumental in strategy formulation and selection.
GREEN POLICY
As Medopharm is an environmentally-conscious company, they are continuously
keeping close tabs on all our production lines to ensure that their operations and by
products do not damage the fragile ecosystem. All of Medopharm's facilities are
engineered to handle waste and minimize pollution as well as environmental
contamination. The cleanliness and safety of the environment are amongst our top
priorities.

STRENGTHS
 It has goodwill in the market.
 Good quality raw materials availabilities.
 It is maintaining a good in fracture facilities.
 Company concentrates on product quality.
 Modern machines as well as equipments.
 High production efficiency.
 Easy raw material availability.
 Power generation.
 Good industrial relations.
 Support from the state government.
WEAKNESSES
 Old technology.
 No specific department for training.
 Rigid promotion procedure in the organization.
 No schemes offered.
OPPORTUNITIES
 Cost of production can be minimized by computerization of all the departments.
 As per sufficient power is not supplied by the KPTCL, there is no opportunity for the
factory to produce electricity by its wastages.
 The employees-employer relation is good.
 They are having good and excellent infrastructure facilities.
 Borrowing of loan at low interstate.
 Company can explore export opportunities.
THREATS
 Changing of the government rules.
 Cost of production is higher when compared to other neighboring factories as it has old
and traditional machines and equipments for manufacturing process.
 The company is not interested more in advertisement.
 Same competitors have introduced some highly technical aspects like global viewed.

CHAPTER -4
DATA ANALYSIS AND INTERPRETETION
DATA ANALYSIS
It is the process of placing the data in an ordered form, combining them with
existing information and extracting the meaning from them. In other words analysis is an
answer to the question what message is conveyed by each group of the data which are
otherwise raw facts are unable to give meaningful information.
The term “analysis” means methodically classifying data given in the statements
into a simplified form. The interpretation involves the explanation of the facts in a
simplified manner. It involves the comparison of similar figures at different points of
time and different figures at same point of time.
INTERPRETATION
It refers to the comparison of various components and definite conclusion may be
drawn about the earning capacity, efficiency, profitability, liquidity, solvency trend etc.
comparison is very much essential for interpretation.
And the interpretation is the process of making in the sense of numerical data that
has been collected, analyzed and presented.
It is a process of relating various bits of information. It attempts to answer well
and what relation exists between the findings to research objectives and hypothesis
framed for the study in the beginning.

TABLE NO-4.1
TABLE SHOWING 360 DEGREE PERFORMANCE APPRAISAL IS
ADOPTED IN YOUR ORGANIZATION
Opinions No of respondents Percentage
Yes 30 60%
No 20 40%
Total 50 100%
ANALYSIS
From the above table it is analysis that 360 degree performance appraisal is adopted in
medopharm company 60% respondents are given Yes and 40% respondents are given
No.
GRAPH NO-4.1

GRAPH SHOWING 360 DEGREE PERFORMANCE APPRAISAL IS

ADOPTED IN YOUR ORGANIZATION
60%
40%
30
20
0 0
1 2
INTERPRETETION:
From the above graph we can be interpret that 60% percent of the respondents
given the opinion that organization has adopted 360 degree performance appraisal in
organization. Therefore the majority of respondents that is 60% of respondents opinioned
that organization has adopted 360 degree performance appraisal in organization.
TABLE NO-4.2

TABLE SHOWING DOES 360 DEGREE PERFORMANCE

APPRAISAL HELPS TO REACH THE OBJECTIVES OF THE
ORGANIZATION.
opinions No of Respondents Percentage
Yes 40 80%
No 10 20%
Total 50 100%
ANALYSIS
From the above table it is analysis the majority respondents that 360 degree
performance appraisal helps to reach the objective of the medopharm company 80%
respondents are given Yes and 20% respondents are given No.
GRAPH NO-4.2
GRAPH SHOWING DOES 360 DEGREE PERFORMANCE
APPRAISAL HELPS TO REACH THE OBJECTIVES OF THE
ORGANIZATION.

60
50 50
40 40
30
20
10 10
0 80% 20% 100%

0 1 2 3 4 5 6 7
No of Respondents Percentage
INTERPRETATION:
From the above graph it can be interpreted that 80% of the respondents given
opinion that, 360 degree performance appraisal helps to reach organizational objectives.
But some of respondents given the opinion that 360 degree performance appraisal does
not help to reach organizational objectives. Therefore the majority of respondents that is
80% of respondents opinioned that 360 degree performance appraisal helps to reach the
objectives of the organization.
TABLE NO-4.3
REQUIRED FOR YOUR ORGANIZATION

Yes 30 60%
No 20 40%
Sometimes 0 0%
Total 50 100%
ANALYSIS
From the above table it is analysis that 360 degree performance appraisal is
required for medopharm company 60% respondents are given Yes and 40% respondents
are given No.
GRAPH NO-4.3
REQUIRED FOR YOUR ORGANIZATION

35
30 60%
30
25
20
40%
20
15
10
00%
0
1 0%
0
2 0%
0
3
0%
0
0%
0
INTERPRETATION:
From the above graph it indicates that 60% of the respondents given the opinion
that organization requires 360 degree performance appraisal other 40%stated that 360
degree performance appraisal is not required. Therefore majority of respondents that is
60% are satisfied with organization effective 360 degree performance appraisal in an
organization.
TABLE NO-4.4
TABLE SHOWING PURPOSE OF EFFECTIVE 360 DEGREE
PERFORMANCE APPRAISAL IN YOUR ORGANIZATION

opinions No of respondents Percentage

Identification of areas
required for
20 40%
T&D
Salary/incentives 10 20%
Promotion 10 20%
Personal Carrier 10 20%
Other 0 0%
Total 50 100%
ANALYSIS
From the above table showing 40% respondents are given response required for training
development and then 20%, 20% and 20% respondents are response for salary ,
promotion and personal carrier respectively.
GRAPH NO-4.4
GRAPH SHOWING PURPOSE OF EFFECTIVE 360 DEGREE
PERFORMANCE APPRAISAL IN YOUR ORGANIZATION

50
50
40
30 20
20 10 10 10
10 40% 20% 20% 20% 0 0% 100%
0
No of respondents Percentage
INTERPRETATION:
From the above graph it can be interpreted that 40% of the respondents given
opinion that, identification of areas required for training and development is the purpose
of effective 360 degree performance appraisal in organization other 20% of respondent
opinion that incentives and 20% respondent opinion that promotions and other 20% of
respondents opinion that personal carrier therefore majority of respondent satisfied
identification of areas required for training and development is the purpose of effective
360 degree performance appraisal in organization.
TABLE NO-4.5
A TRAINING FACTOR OF PRODUCTIVITY

Agree 30 60%
Strongly agree 10 20%
Disagree 10 20%
Neutral 0 0%
Total 50 100%
ANALYSIS
From the above table showing 60% respondents are given response agree and
then 20%,and 20% respondents are response for strongly agree and disagree respectively.
GRAPH NO-4.5
A TRAINING FACTOR OF PRODUCTIVITY

Agree
30%
Total
50%
Strongly agree
10%
Disagree
10%
INTERPRETATION:
From the above graph it can be interpreted that 60 percent of the respondents said
that 360 degree performance appraisal is a training factor of productivity agreed and 20%
of respondents strongly agreed and other 20% disagreed that 360 degree performance
appraisal is a training factor of productivity there fore majority of the respondents that is
60% agreed 360 degree performance appraisal is a training factor of productivity.
TABLE NO-4.6

TABLE SHOWING IS 360 DEGREE PERFORMANCE APPRAISAL

TECHNIQUES REALLY HELPED TO ASSESS STRENGTH &
WEAKNESS OF EMPLOYEES
Yes 40 80%
No 10 20%
Total 50 100%
ANALYSIS:
From the above table it is analysis that 360 degree performance appraisal
techniques really helped to assess strength and weakness of employees of the
medopharm company 80% respondents are given Yes and 20% respondents are given
No.
GRAPH NO-4.6

GRAPH SHOWING IS 360 DEGREE PERFORMANCE APPRAISAL

TECHNIQUES REALLY HELPED TO ASSESS STRENGTH &
WEAKNESS OF EMPLOYEES.
60
50 100%
40 80%
30
50
20 40
10 20%
10
0
1 2 3
INTERPRETATION:
The above graph shows that 80% of the respondents are interpreted that effective
360 performance appraisal techniques really helped to assess strengths and weakness of
employees. Remaining 20 percent of the respondents feel that these 360 degree
performance appraisal techniques will not help to assess strengths and weakness of
employees in an organization. Therefore the majority of respondent opinion that
effective 360 degree performance appraisal techniques really helped to assess strengths
and weakness of employees.
TABLE NO-4.7

TABLE SHOWING WHICH OF THESE IS THE

RECOMMENDATION GIVEN BY THE APPRAISER TO
INCREASE EMPLOYEE’S PERFORMANCE.
Guidance for self 20 40%

developmnt
Counseling 10 20%
Training 10 20%
Any other specify 10 20%
Total 50 100%
ANALYSIS
From the above table showing 40% respondents are given response guidance for
self development and then 20%,20%,and 20% respondents are response for counseling,
training and any other specify respectively.
GRAPH NO-4.7

GRAPH SHOWING WHICH OF THESE IS THE

RECOMMENDATION GIVEN BY THE APPRAISER TO
INCREASE EMPLOYEE’S 360 DEGREE PERFORMANCE.
60
50 50
40
30
20 20
10 10 10 10
0 40% 20% 20% 20% 100%

0.5 1 1.5 2 2.5 3 3.5 4 4.5 5 5.5
INTERPRETATION:
From the above graph we can be interpreted that 40% of the respondents said that
guidance for self development is the recommendation given by the appraiser to increase
employees 360 degree performance in organization. and 20% of the respondents tell that
counseling and other 20% of respondents said that training , remaining 20% of
respondents satisfied any other specify, there fore the majority of respondents satisfied
that guidance for self development is the recommendation given by the appraiser to
increase employees 360 degree performance in organization.
TABLE NO-4.8


A USEFUL TOOL FOR MANPOWER UTILIZATION CONTROLS
OF PRODUCTION AND PRODUCTIVITY IN AN ORGANIZATION.

yes 40 80%
No 10 20%
Total 50 100%
ANALYSIS
From the above table it is analysis that 360 degree performance appraisal is a
useful tool for manpower utilization controls of productivity in medopharm company
80% respondents are given Yes and 20% respondents are given No.
GRAPH NO-4.8


A USEFUL TOOL FOR MANPOWER UTILIZATION CONTROLS
OF PRODUCTION AND PRODUCTIVITY IN AN ORGANIZATION.
50
50
45 40
40
35
30
25
20
15 10
10
5 80% 20% 100%
0
1 2 3
INTERPRETATION:
From the above graph it can be indicate that 80% of the respondents given
opinion that, effective 360 degree performance appraisal is a useful tool for manpower
utilization controls of production and productivity in an organization. but some
respondents not satisfied that effective 360 degree performance appraisal is not useful
tool for manpower utilization controls of production and productivity in an organization.
Therefore the majority of respondents opinioned that its useful tool for manpower
utilization controls of production and productivity in an organization.
TABLE NO-4.9

TABLE SHOWING HOW FREQUENTLY THE 360 DEGREE

PERFORMANCE APPRAISAL TAKEN PLACE IN YOUR
ORGANIZATION.
Half yearly 10 20%
Yearly 10 20%
Quarterly 20 40%
When ever required 10 20%
Total 50 100%
ANALYSIS
From the above table showing 40% respondents are given response quarterly and
then 20%,20% and 20% respondents are response for half yearly, yearly, whenever
required respectively.
GRAPH NO-4.9

GRAPH SHOWING HOW FREQUENTLY THE 360 DEGREE

PERFORMANCE APPRAISAL TAKEN PLACE IN YOUR
ORGANIZATION
INTERPRETATION:
From the above graph it can be interpreted that 40% of the respondents given the
opinion that, quarterly effective 360 degree performance appraisal should be taken
place . But some of the respondents given the opinion that, half yearly, yearly, 360
degree performance appraisal should be taken place. Therefore the majority of
respondents said that , quarterly effective 360 degree performance appraisal should be
taken place in an organization.
TABLE NO-4.10

TABLE SHOWING 360 DEGREE PERFORMANCE APPRAISAL

HAS MOTIVATED EMPLOYEES TO WORK BETTER.
Yes 40 80%
No 10 20%
Can’t tell 0 0%
Total 50 100%
ANALYSIS
From the above table it is analysis that 360 degree performance appraisal has
motivated employees to work better in medopharm company 80% respondents are given
Yes and 20% respondents are given No.
GRAPH NO-4.10
GRAPH SHOWING 360 DEGREE PERFORMANCE APPRAISAL
HAS MOTIVATED EMPLOYEES TO WORK BETTER.

INTERPRETATION:
From the above graph it indicates that 80% of the respondents given opinion that,
effective 360 degree performance appraisal has motivated employees to work better. But
some of the respondents opinion that, effective 360 degree performance appraisal doesn’t
motivated the employees to work better. Hence the majority of respondents are satisfied
that effective 360 degree performance appraisal has motivated employees to work better.
TABLE NO-4.11
TABLE SHOWING EMPLOYEES ARE BEING REWARDED WITH
REGARD TO THEIR 360 DEGREE PERFORMANCE ALWAYS.
Opinions No of respondents Percent
age

Agree 30 60%
Neutral 10 20%
Disagree 0% 0%
Strongly disagree 0% 0%
Total 50 100%
ANALYSIS
then 20%,and 20% respondents are response for strongly agree and neutral respectively.
GRAPH NO-4.11
GRAPH SHOWING EMPLOYEES ARE BEING REWARDED WITH
REGARD TO THEIR 360 DEGREE PERFORMANCE ALWAYS.

No of respondents Percent age 50

50
45
40
35 30
30
25
20
15 10 10
10
5 60% 20% 20% 0 0% 0 0% 100%
0
Agree Strongly Neutral Disagree Strongly Total
agree disagree
INTERPRETATION:
From the above graph it can be indicated that 60% of the respondents given
opinion that, employees are being rewarded with regard to their 360 degree performance
always. but some respondents given the opinion that employees are not being rewarded
with regard to their 360 degree performance always. Therefore the majority of
respondents are satisfied with, employees are being rewarded with regard to their 360
degree performance always.
TABLE NO-4.12
TABLE SHOWING 360 DEGREE PERFORMANCE APPRAISAL
HELPS TO CHANGE BEHAVIOR OF EMPLOYEE.

Agree 3 60%
Stronglyagree 1 20%
Neutral 1 20%
Disagree 0 0%
Strongly disagree 0 0%
Total 5 100%
ANALYSIS
then 20%,and 20% respondents are response for strongly agree and neutral respectively.
GRAPH NO-4.12
GRAPH SHOWING 360 DEGREE PERFORMANCE APPRAISAL
HELPS TO CHANGE BEHAVIOR OF EMPLOYEE.

30%
50%
10%
10%
Agree Strongly agree Neutral

Disagree Strongly disagree Total
INTERPRETATION:
From the above graph shows that 60% of the respondents agreed that 360 degree
performance helps to change the behavior of employees, and 20% of the respondents are
strongly agreed ,and other 20% of the respondents neutral ,are opinion that 360 degree
performance appraisal helps to change behavior of employee.
TABLE NO-4.13
TABLE SHOWING EMPLOYEES ARE RECEIVE FEEDBACK ON
THEIR 360 DEGREE PERFORMANCE.

Yes 30 60%
No 10 20%
Sometimes 10 20%
Total 50 100%
ANALYSIS
From the above table it is analysis that employees are receive feedback on their
360 degree performance appraisal in medopharm company 60% respondents are giving
Yes, 20% respondents are given No and 20% respondents are given sometimes.
GRAPH NO-4.13

GRAPH SHOWING EMPLOYEES ARE RECEIVE FEEDBACK ON

THEIR 360 DEGREE PERFORMANCE
100%
90% 0.89
80%
70% 0.83
60% 0.66
50%
0.58
40%
30%
20%
10%
0 0
0%
0
1 2 0
3 4 0
5 0
INTERPRETATION:
From the above graph indicates that 60 % of the respondents are given the
opinion that employees are receive feedback on their 360 degree performance. Some
respondents are not satisfied to employees are receive feedback on their 360 degree
performance so we conclude that the majority of employees are satisfied that receive
feedback on their 360 degree performance in an organization.

TABLE NO-4.14
A KEY FACTOR FOR BETTER REMUNERATION.
Agree 10 20%
Neutral 10 20%
Disagree 6 12%
Total 50 100%
ANALYSIS
From the above table showing 48% respondents are given response strongly
agree and then 20% and 20% respondents are response for strongly agree and disagree
respectively and 12% respondents are response for disagree.

GRAPH NO-4.14
A KEY FACTOR FOR BETTER REMUNERATION.
100%
12%
Percentage 20%
20%
48%
5000%
600%
No of respondents 1000%
1000%
2400%
0 10 20 30 40 50 60
INTERPRETATION:
The above graph show that ,48% of the employees have strongly agreed, 20% of
them have agreed that and 20% of the employees are being neutral with regard to 360
degree performance appraisal is a key factor for better remuneration. But some
respondents are not satisfied. So that we can interpret that majority of the respondents are
agree with employees are being suitably rewarded with regard to their 360 degree
performance.

TABLE NO-4.15
TABLE SHOWING WHAT IS YOUR OPINION ABOUT PRESENT
EFFECTIVE 360 DEGREE PERFORMANCE APPRAISAL.
Very good 20 40%
Good 10 20%
Average 10 20%
Bad 4 8%
Need improvement 6 12%
Total 50 100%
ANALYSIS
From the above table showing 40% respondents are given response very good
and then 20% and 20% respondents are response for good and average respectively and
8% and 12% respondents are response for bad and need improvement respectively.

GRAPH NO-4.15
GRAPH SHOWING WHAT IS YOUR OPINION ABOUT PRESENT
EFFECTIVE 360 DEGREE PERFORMANCE APPRAISAL.
2020
18
16
14
12
10
8 10
10
6
4
2 40%
20% 6
0 20% 4
8%
Very good Percentage
12%
Good No of respondents
Average
Bad
Need improvement
INTERPRETATION:
From the above graph it can be interpreted that 40 % of the respondents are given
opinion that, very good about present effective 360 degree performance appraisal. 20%
of respondents are satisfied that good ,and 20% of the respondents are opinion that
average , but some respondents are not satisfied, that present 360 degree performance
appraisal is not good and some respondents are need to improvement . so we conclude
that majority of the respondents are satisfied very good about present effective 360
degree performance appraisal.

TABLE NO-4.16
IS THE TOP LEVEL MANAGEMENT EFFICIENT IN 360 DEGREE
PERFORMANCE APPRAISAL.
Yes 38 76%
No 12 24%
Total 50 100%
ANALYSIS
From the above table it is analysis that top level management efficient in 360
degree performance appraisal in medopharm company 76% respondents are given Yes
and 24% respondents are given No.
GRAPH NO-4.16

GRAPH SHOWING TOP LEVEL MANAGEMENT EFFICIENT IN

360 DEGREE PERFORMANCE APPRAISAL
Yes No Total
38%
50%
12%
INTERPRETATION:
From the above graph shows that 76% of the respondents are given that opinion
that, top level management efficient in effective 360 degree performance appraisal but
some respondents are not satisfied top level management is not efficient in effective 360
degree performance appraisal. finally we conclude that, top level management efficient
in effective 360 degree performance in an organization.
TABLE NO-4.17

TABLE SHOWING 360 DEGREE PERFORMANCE TARGET ARE

FIXED AT THE BEGINNING OF THE PERFORMANCE
Yes 40 80%
No 10 20%
Total 50 100%
ANALYSIS
From the above table it is analysis that 360 degree performance target are fixed at
the beginning of the performance in medopharm company 80% respondents are given
Yes and 20% respondents are given No.
GRAPH NO-4.17
GRAPH SHOWING 360 DEGREE PERFORMANCE TARGET ARE
FIXED AT THE BEGINNING OF THE PERFORMANCE

45
40 80%
40
35
30
25
20
15
10
5 20%
10
00%
0
1 0%
0
2
0%
0
INTERPRETATION:
From the above graph shows that 80% of the employees are satisfied with regard
to the 360 degree performance appraisal targets fixed at the beginning of the
performance. but some respondents are not satisfied .so we conclude that majority of the
respondents are opinioned that 360 degree performance target are fixed at the beginning
of the performance.
TABLE NO-4.18
TABLE SHOWING DIRECT COMMUNICATION PROCEDURE
ALLOWS IMPROVING ORGANIZATION WORK

Yes 40 80%
No 10 20%
Total 50 100%
ANALYSIS
From the above table it is analysis that direct communication procedure allows
improving in medopharm company work 80% respondents are giving Yes and 20%
respondents are giving No.
GRAPH NO-4.18
GRAPH SHOWING DIRECT COMMUNICATION PROCEDURE
ALLOWS IMPROVING ORGANIZATION WORK

45
40 80%
35
30
25
20 40
15
10 20%
5 10
0
1 2
INTERPRETATION:
From the above graph it can be interpreted that 80 % of the respondents given
opinion that, direct communication procedure allows improving organization work but
some respondents are given opinion that direct communication procedure does not help
to reach the organizational work.
TABLE NO-4.19
TABLE SHOWING COMPANY BELIEVES IN 360 DEGREE
PERFORMANCE DRIVEN CULTURE


Agree 18 72%
Neutral 0 0%
Disagree 0 0%
Strongly disagree 0 0%
total 25 100%
ANALYSIS
then 28% respondents are response for strongly agree.
GRAPH NO-4.19
GRAPH SHOWING COMPANY BELIEVES IN 360 DEGREE
PERFORMANCE DRIVEN CULTURE.
20
18 18
16
14
12
10
8
7
6
4
2
28% 72%
0 0%
0 0%
0 0%
0
0.5 1 1.5 2 2.5 3 3.5 4 4.5 5 5.5
INTERPRETATION:
The above graph shows that, 28% of the employees have strongly agreed, 72% of
them have agreed in believing about the company’s 360 degree performance driven
culture.
CHAPTER-5
SUMMARY OF FINDINGS SUGGESTIONS & CONCLUSION
5.1 FINDINGS:

 The majority of respondents are satisfied that effective performance appraisal system
adopted in their organizations.
 Most of the employees are clear about the objective of effective performance appraisal
system.
 60% of the respondents are satisfied that effective performance appraisal is required for
your organization.
 The majority of respondents are given opinion that identification of areas required for
training & development is the purpose of performance appraisal in organization.
 The majority of respondents agreed that performance appraisal system is a training factor
of productivity.
 80% of the respondents are given opinion that, effective performance appraisal methods
or techniques really helped to asses strength & weakness of employees.
 40% of the respondents given opinion that , guidance for self development is the
recommendation given by the appraiser to increase employees performance.
 80% of the respondents are clearly said that effective performance appraisal is a useful
tool for manpower utilization controls of production & productivity in an organization.
 Majority of respondents given opinion that quarterly effective performance appraisal

should be taken place.
 It is found that 80% of the respondents are satisfied effective performance appraisal has
motivated employees to work better.
 Majority of respondents that is 60% agreed employees are being rewarded with regard to
their performance always.

 The majority of respondents that is 60% agreed performance appraisal helps to change
behaviour of employees.
 The majority of the respondents are clearly said that employees are receive feedback on
their performance in on organization.
 Majority of respondents agreed that effective performance appraisal is a key factor for
better remuneration.
 40% of the respondents opinion that very good about present effective performance
appraisal system.
 Maximum of respondents clearly said that, the top level management efficient in
effective performance appraisal.
 Most of the employees’ targets are fixed at the beginning stage.
 Majority of respondent opinion that direct communication procedure allows improving

organization work.
 72% of respondents are clearly tell that company believes in performance driven culture.
5.2 SUGGESTIONS:-
The company should effectively introduce 360-Degee appraisal to overall view of

the appraiser.

As the 360 degree performance appraisal is compulsory, all the employees will
participate. The organizers make clear the advantage of this process and endue
the active participation of the Appraiser.
Reward and recognition are to be linked more effectively to appraisal.
The Introduction of the PPM in medopharm will help in assessing the 360 degree
performance of the individual employee in order to achieve the goal of the
company. Appraisal also helps the employees to improving his/her skills through
the guidance of his/her superior to overcome the difficulties.
The company should adopt the modern techniques of 360 degree performance
appraisal.
Company should adopt co-ordinate 360 degree performance appraisal.
5.3 CONCLUSION:-
The study conducted in medhopharm company regarding 360 degree performance
appraisal on human resourcesin performance appraisal the employer need to be more
open for giving proper feedback.

Appraisal should be an integral part of a system of managing because it is
important to employee development, if the employee’s strengths and weakness are not
known it would be difficult to determine whether development efforts are aimed in the
right direction.
369 degree performance appraisal is an effective system for evaluating the
efficiency and effectives of the employees and to bring on the surface. The deficiencies
and shortcoming to take developmental or corrective actions accordingly.
The system should be transparent and unbiased and there should be provision of
giving timely feedback to employees to enable them to understand their strong and weak
areas and corrective action immediately.
As per the study made at medopharm Company the 360 degree performance
appraisal level is satisfactory. Employees have a positive impact and opinion on the
system where their 360 degree performance has been recognized and based on that the
training need will be given and developed in order to excel.
The employees are well aware of the knowledge of 360 degree performance
appraisal, its methods and techniques, how to follow the method and its culture. And
everybody follows 360 degree performance driven culture and they are also happy about
the rewarding them based on their 360 degree performance

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“A STUDY ON 360 DEGREE PERFORMANCE APPRAISAL ON

HUMAN RESOURCE AT MEDOPHARM, MALUR”.

HUMAN RESOURCE MANAGEMENT

Modern organizational setting is characterized by constant changes relating to

We find changes in the operating organizational structure, the networking

DEPT. OF COMMERCE, BENGALURU NORTH UNIVERSITY P.G.CENTRE-KOLAR PAGE 1

IMPORTANCE OF HUMAN RESOURCE MANAGEMENT

2. Professional significance: by providing healthy working environment it promotes

 Marinating the dignity of the employees as a human being.

 Providing maximum opportunities for personal dept.

DEPT. OF COMMERCE, BENGALURU NORTH UNIVERSITY P.G.CENTRE-KOLAR PAGE 2

INTRODUCTION TO 360 DEGREE PERFORMANCE APPRAISAL

HRM aim at constantly the competency requirements of different individual to

DEPT. OF COMMERCE, BENGALURU NORTH UNIVERSITY P.G.CENTRE-KOLAR PAGE 3

DEPT. OF COMMERCE, BENGALURU NORTH UNIVERSITY P.G.CENTRE-KOLAR PAGE 4

 360 Degree performance appraisal is the systematic description of an employee’s job

 Appraisals are arranged periodically according to a definite plan.

 360 Degree performance appraisal is a continuous process in every large scale

DEPT. OF COMMERCE, BENGALURU NORTH UNIVERSITY P.G.CENTRE-KOLAR PAGE 5

 Growth potential of employees.

 Capabilities for their placement in higher posts.

 Conduct of disciplines of the employees.

 Corresponding training needs for the employee.

DEPT. OF COMMERCE, BENGALURU NORTH UNIVERSITY P.G.CENTRE-KOLAR PAGE 6

360 Degree performance appraisal is a system or process in which employees

OVERVIEW OF THE 360 DEGREE PERFORMANCE APPRAISAL:

 Extent of co-operation with colleagues and superiors.

DEPT. OF COMMERCE, BENGALURU NORTH UNIVERSITY P.G.CENTRE-KOLAR PAGE 7

 Crisis management, etc.

360 DEGREE PERFORMANCE APPRAISALS TO PERFORMANCE

PURPOSE OF 360 DEGREE PERFORMANCE APPRAISAL:

DEPT. OF COMMERCE, BENGALURU NORTH UNIVERSITY P.G.CENTRE-KOLAR PAGE 8

OBJECTIVES OF 360 DEGREE PERFORMANCE APPRAISAL:

• Establish performance requirements for various job positions.

• Specify the steps for completing a performance review.

• Conduct the performance review discussion.

ADVANTAGES OF 360 DEGREE PERFORMANCE APPRAISAL:

Offer a more comprehensive view towards the performance of employees.

DEPT. OF COMMERCE, BENGALURU NORTH UNIVERSITY P.G.CENTRE-KOLAR PAGE 9

 Such colleague’s feedback will help strengthen self-development.

 Increases responsibilities of employees to their customers.

 The mix of ideas can give a more accurate assessment.

 Opinions gathered from lots of staff are sure to be more persuasive.

DIS-ADVANTAGES OF 360 DEGREE PERFORMANCE APPRAISAL:

 Taking a lot of time, and being complex in administration.

IMPROVE OF 360 DEGREE PERFORMANCE APPRAISAL:

DEPT. OF COMMERCE, BENGALURU NORTH UNIVERSITY P.G.CENTRE-KOLAR PAGE 10

BENEFITS OF 360 DEGREE PERFORMANCE APPRAISAL:

 Have periodic supervisor/employee performance discussions.

 Objectively document employee performance.

 Inform employees of any performance strengths and/or weaknesses.

 Bring about constructive changes in work performance.

 Serve as a consideration in making promotion decisions.

PRINCIPLES OF THE 360 DEGREE PERFORMANCE APPRAISAL

 Increase mutual involvement in goal-setting and definition of 360 degree performance

DEPT. OF COMMERCE, BENGALURU NORTH UNIVERSITY P.G.CENTRE-KOLAR PAGE 11

 Increase employee responsibility for their career planning.

IMPORTANCES OF THE 360 DEGREE PERFORMANCE

 Motivation Superior 360 degree Performance:

 Determining Individual Training and Development Needs:

DEPT. OF COMMERCE, BENGALURU NORTH UNIVERSITY P.G.CENTRE-KOLAR PAGE 12

SEVERAL WAYS OF 360 DEGREE PERFORMANCE APPRAISAL:

 Determining organizational training and development needs.