TITLE OF THE PROJECT  

STUDY OF PERFORMANCE APPRAISAL SYSTEM AT DABUR INDIA LTD

INTRODUCTION
Regular performance appraisals provide a useful opportunity to conduct a “check-up” on various
workforce development issues that may impact on workers‟ effectiveness and wellbeing.
Performance appraisals used to:
• Recognize, reward and support effective performance
• Develop and reward effective teamwork
• Identify and manage issues likely to impact on retention
• Monitor and support workers‟ wellbeing.

OBJECTIVE
1. To create and maintain a satisfactory level of performance.
2. To identify the awareness level of performance appraisal technique among the employees.
3. To maintain records in order to determine compensation packages wage structure, salaries
raises etc.
4. To identify the strength and weakness of employee to place right men on right job.
5. To maintain and assess the potential present in a person for further growth and development.

LITERATURE REVIEW
Arvind sudarshan in his paper entitled “Performance Appraisal System, A Survey of
Organizational views” The ICFAI University Journal of Organizational Behavior” aimed to
study the reason behind the dissatisfaction towards Performance Management System. It
suggests that the most common problem is biasing. It is a big issue in the organisation. When
organisations is surveyed and asked about the problem behind dissatisfaction, they give mix
answers. The study suggested reconsidering proper communication, feedback and transparency
to resolve the issue.

Ms. Leena Toppo, Dr. (Mrs.) Twinkle Prusty in their paper entitled “From Performance
Appraisal to Performance Management” stated that organizations have shifted from performance
appraisal to Performance Management. The aim of the study is to differentiate between two
systems. Performance Management removes the errors of Performance appraisal. Performance
appraisal assesses the performance of individual only whereas it should evaluate plans for
development also. Performance Management is a process of performance planning, performance
managing, performance appraisal, performance feedback and performance counseling.
Performance Management System ultimately aims to develop employees and teams which help
to achieve organizational objectives.

PROBLEM STATEMENT

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Much of literature dealing with Human Resource Management and its issues recognize the
importance of 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. In doing so, organization need to devise means to influence and channel the
behaviors‟ of their employees so as to optimize their contributions. Performance appraisals
constitute one of the major management tools employed in this process.

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. Whether, a profitable or non –
profitable organization the people has been essential resources in the organization. Various
strategies had been effectively used for the employee according to their different needs and areas
that needs to sustain. However, there is a little attention given in enhancing the employee
performance appraisal system.

The present study will undertake to clarify certain questions related to the care phase of
performance appraisal through regular assessment of progress toward goals focuses the attention
and efforts of an employee or a team.

RESEARCH METHODOLOGY:
The project work will be carried out in three stages, a structured questionnaire
with objective and question will be communicated, tested and finalise. During
the second stage, the questionnaire will be administered to the employees at
Dabur India Ltd. by contacting them. The work relating to data entry
compilation, data analysis and report writing constituted the third stage.
Interview index will also use at some places to get information on the project
subject. The details of the methodology which will be adopted are presented
below:

RESEARCH DESIGN: The study will be for measuring effectiveness of the training program
through performance appraisal system provided by the employees Dabur India Ltd. Although
this research will be highly accurate, it does not gather the causes behind situation. Descriptive
research will be mainly done. Descriptive research answer the questions who, what, where, when
and how.

DATA COLLECTION METHOD:

PRIMARY DATA: Primary data is known as data collected for the first time through field
survey. Such data will be collected through questionnaire and observation.
SECONDARY DATA: Secondary data refers to the information or facts already collected. Such
data will be collected from:
 Magazine

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  Books
 Journals
 Records maintained by HR department
 Company websites.

SAMPLING DESIGN: Stratified Random Sampling will be use.

SAMPLE SIZE: Due to time and resource constraint the sample size will 30 employees.

THE QUESTIONNAIRE: Keeping in view the objective of the study,

questionnaire will be designed and tested on few employees. After getting the
proper response and sanction from the concerned department the questionnaire
will finalised.

RESPONSE TO QUESTIONNAIRE: In all 25 questionnaires will be given to

employees falling in the category of supervisors and above. Out of which 25
could be collected back duly completed. The researcher will be individually
contacted the employees to get response on the questionnaire.

RESEARCH PLAN:
Data source: Primary Data & Secondary Data
Research approach: Survey
Research Instrument: Questionnaire
Method of contact: personal
Sample size: 30 respondents

TOOLS FOR ANALYSIS:

1. Chi-square Analysis
2. Rank correlation method
3. ANOVA

DATA ENTRY AND ANALYSIS:

It has been an uphill task to enter the enormous data received through the
questionnaire which will be consisted nearly 20 questions. Response to the
descriptive questions though very few, but will be valuable for the purpose of
study. Hence these will be further structured in time with the system adopted for
compilation and data analysis.

REFERENCES
BOOKS:

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 1) Flippo EdwinB., Personnel management, Edition sixth, Tata Mc Graw Hills, 1984, p.g.
225-230
2) Gupta, C.B., Human Resource Management, Edition Fifth (Reprint), Sultan Chand and
Sons, New Delhi 2006, P.G. 5.3-5.10
3) Rao, P. Subba, Essentials of Human Resource Management and Industrial Relations;
Edition Second, Himalaya Publishing House, New Delhi 2005, p.g.206-210
4) Performance Management and Appraisal System by T.V. Rao
5) HR tools for global competitiveness by T.V. Rao
6) Human Resource Management by Dr. C.B. Gupta

WEBSITES
 www.dabur.com
 www.google.com
 www.indiatimes.com
 www.msn.com
 www.hr_survey.com
 https://en.wikipedia.org

MAGAZINES, NEWS PAPERS & MANUALS

1) HR Manuals of Dabur India Ltd.
2) Times of India
3) Hindustan Times
4) Business world
5) Business today, etc.

LIMITATIONS:
 Many employees may give guarded answers to some crucial questions.
 Some of them may not fill the questionnaire due to lack of time
 Response may not be collected from the total samples.
 Some of the questionnaire may not be completed due to reasons other than
time factor. The confidentiality of the system may create some problem in
getting information.