CHAPTER-1 INTRODUCTION
 

INTRODUCTION OF THE STUDY :

A major concern of every organization should be to contribute

p o s i t i v e l y towards the achievement of its objective. Organizational effectiveness is often
equated
withm a n a g e r i a l   e f f i c i e n c y .   A   m a n a g e r   c a n   e n s u r e   o r g a n i z a t i o n a l   e f f e c t i v
e n e s s   o n l y   b y guaranteeing the full utilization of human resource available through
individual employee sunder his guidance. Hence, it is always required for a manager to
monitor and measure the performance of
employees.   oreover,  since the organization e!ists to achieve the goals, the 
degree of success that individual employees have in reaching this individual goal
is
importantindetermining organizational effectiveness."he assessment of how succ
essful employee sh a v e b e e n a t m e e t i n g t h e i r i n d i v i d u a l g o a l t o c o m e s a
critical part of human r e s o u r c e management. "his
leadstoconceptofperformance appraisal. A performance appraisal system functions as definiti
ons of performance. #erformance appraisal is a method of evaluating the behaviour 
of employeesin the wor$ spot, including both qualitative and quantitative aspects
of job performanceindicates how an individual is fulfilling the job demands and it is
always intermsofresults.
%nder performance appraisal not only the performance of an employee 
b u t   a l s o   h i s  potential for development is evaluated.&#erformance Appraisal is a
systematic description of an employee's job relevant strengthsand
wea$nesses(. )n performance appraisal or merit rating refers to all the formal proceduresused
in wor$ing organizations to evaluate the personalities and contributions and potentialgroup
members. )n appraisal system the employee's merits li$e initiatives,
dependability, personality etc., are compared with others and ran$ed to rated.
Appraisals might be basedon the criteria of employee's s$ills, educational 
 

qualifications, $nowledge, abilities to delegate plans, supervise, assume responsi
bility,e!ercise leadership, personal qualities, creativity, decision ma$ing and interpersonal
skills. An appraisal motivates an employee into increased effort aimed at enhancing theoutco
me of the assessment. It tells an employee what set of activities or what qualities are
considered
desirablebytheorganization. )t is the systematic method of obtaining, analyzing + recording in
formation about an employee that is needed;

 For effective management of business.

 By the manager to help him improve the jobholders performance and plan
his career.

 By the jobholder to assist him to evaluate his own performance and

develop himself.

 In performance planning and review, the eporting manager is expected to settar gets or tasks

for the appraise in the beginning of the year. in the middle of the year, the appraise fills the
self appraisal form, indicating the extent which the target or task has been completed, the
difficulties faced and the suggestions for improvement. At the end of the year,
there is the annual review and targets and tasks set for the next year. Of the midyear review
and annual review, the self appraisal is supplemented by a performance review,
discussion, the problems are discussed and the appraiser is given feedback on
how he is doing.

 
The appraisal system is an instrument for the improving the work culture by
convincing employees that their career growth is linked with the performance of the
company.

Performance appraisal is an integral part of the HRM and HRM deals with personal is
people. People is the important and valuable resource the every organization or institution
has in the form of its employees. Performance appraisal is a systematic and periodic process
of evaluating the employees performance. It in work environment, including both qualitative
and quanititative aspects of job performance . it indicates how an individual is fulfilling the
job demands and is always in terms of results. Under performance appraisal, not only the
performance of an employee but also his potential for development is evaluated. It is a
description of an employee’s job relevant strengths and weakness.

In recent years, the contribution of the two wheelers to the automobile industry sector is
increasing and enjoying a dominant role. Automobile industry. Being one among the biggest
industry in Asia, has been witnessing spectacular growth throughtout the last 20 years. The
two wheelers industry is dominated by the companies like Hero, Honda, Yamaha, Bajaj, and
Tvs. Hero MotoCrop Ltd. (formerly Hero Honda Motors Ltd.) is the world’s largest
manufacturer of two wheelers, based India. Analysis of Hero MotoCrop ltd will help to
improve the productivity of employees by assessing their performances at regular intervals
 

and to take necessary actions to bridge gaps and improves the performances over a period of
time.
The main aim of the project is to analyze and improves the performance appraisal system of
the organization by using different method of performance appraisal.

Identify skillful employees

 
 Impact of employees in an organization

 
 Applied techniques of appraisal for the employees

 
 Analysis of Methods used at different levels of employees

 
 Know the actual Performance Appraisal System for employees

 
 Know the relationship between Top Management and Executive
 
 

Hero Motorcorp Ltd. (Formerly Hero Honda Motors Ltd.) is the world’s largest
manufacturer of two - wheelers, based in India.In 2001, the company achieved the coveted
position of being the largest two-wheeler manufacturing company in India and also, the
'World No.1' two-wheeler company in terms of unit volume sales in a calendar year.
HeroMotorcorp Ltd. continues to maintain this position till date.The story of Hero Honda
began with a simple vision - the vision of a mobileand an empowered India, powered by its
two wheelers. Hero Motorcorp Ltd.,company's new identity, reflects its commitment towards
providing world classmobility solutions with renewed focus on expanding company's
footprint in theglobal arena
Hero MotoCorp’s mission is to become a global enterprise fulfilling its
customers' needs and aspirations for mobility, setting benchmarks intechnology, styling and
quality so that it converts its customers into its brandadvocates.The company will provide an
engaging environment for its people to performto their true potential. It will continue its
focus on value creation and enduringrelationships with its partners.
Hero MotoCorp’s key strategies are to build a robust product portfolio across
 

categories, explore growth opportunities globally, continuously improve itsoperational

efficiency, aggressively expand its reach to customers, continue toinvest in brand building
activities and ensure customer and shareholderdelight
.
The new Hero is rising and is poised to shine on the global arena. Company'snew identity
"Hero MotoCorp Ltd." is truly reflective of its vision to strengthenfocus on mobility and
technology and creating global footprint.Building and promoting new brand identity will be
central to all its initiatives,utilizing every opportunity and l  .

Horeover, since the organization exists to achieve the goals, the degree of succes
s that individual employees have in reaching this individual goal is important
indetermining organizational effectiveness.the assessment of how successful
employee sh a v e b e e n a t m e e t i n g t h e i r i n d i v i d u a l g o a l t o c o m e s a c r i t i c a l
p a r t o f h u m a n r e s o u r c e management. "his leads to concept of performance appraisal
 

OBJECTIVES:
Every organization has to achieve its organization goals . For this it is very
essential for an organization to know about the view of consumers and their
competitives products. This survey research may be also aimed as to estimate
potential buyers to the buyers for the products. This objectives of the study is as
under :
 He objective is to $now how effective is the e!ecution of appraisal system in Hyderabad
 He aim of most performance appraisal programming is to encourage theemployees to set
his own objective for the net time period following the review of his
past performance. )t enables the management to ma$e effective decisions to modify

earlier decisions based on the evaluation of the listing plans, information system, job

analysis, and internal and external environment factors influencing employee

performances
 He objectives is to identify the common goals of the organization, defineeach individuals
major areas of responsibility in terms results expected of him, review the individual
performance progress in a job and his potential for future improvement. it aimst
providing data to managers with whom they may judge future job
 To establish an objective basis for the different levels of performance and to identify
executives with potential to grow in the organization

 To determine the customer satisfaction

 To know the market share of Bajaj & Hero

 To know the perception of customers regarding bikes.

 To determine the factors influencing the choice of customers.

 

RESEARCH METHODOLOGY:

 
Research in common parlance refers to search for knowledge. Redman and
Mory define research as a “Systematized effort to gain new knowledge.
Research is an academic activity and such the term should be used in technicalsense.
According to Clifford Woody, Research comprises defining andredefining problem,
formulating hypothesis or suggested solutions; collecting,organizing and evaluating data;
making deductions and research conclusions;and at last carefully testing the conclusions to
determine whether they fit theformulating hypothesis. Research is thus an original
contribution to the existingstock of knowledge making for its advertisement. It is pursuit of
truth with thehelp of study, observation, comparison and experiment. In short the search for
knowledge through objective and systematic method of finding solution to problem is
research.

A Research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the Research purpose with economy in procedure.
In fact the Research design is the conceptual structure within which Research is conducted: it
constitutes the blueprint forthe collection measurement and analysis of data. It must be able
to defineclearly what they want to measure and must find adequate methods formeasuring it
along with a clear cut definition of population wants to study. Since the aim is to obtain
complete and accurate information in these studies, the procedure to be used must be
carefully planned. The research design must make enough provision for protection against
bias and must maximizereliability with due concern for the economical completion of the
search study
.
Research design is a conceptual structured within which research is conducted. It constitutes
the blue print for the collection, measurement and analysis of d

1.Questionnaire-

The questionnaire is structured in two different forms. Some are partly structured while some
are partly unstructured. Someare opening ended while some are close ended. Structured
Questionnaire is selected as the tool for data collection, which includeda set of various types
of Questions concerning different aspects of thesubject for the study. Several types of
Questions were included in theQuestionnaire such as Open Ended Questions, Dichotomous
andMultiple Choice questions
 

 
 
2. Interview-

Managers and Executives were interviewed by there searchers. With the help of above
questionnaire and through theiropinion about performance appraisal adopted by the
company and thetechnique for appraising employees. Following ideas are revealed
duringthe interview of Manager and Executive

Performance is measured according to the number of bikesales in a week. 

Enquiry maintenance is necessary for all employees becauseone enquiry means one customer
and one enquiry lapsemeans one customer lapse.
 
Employees are sent for campaign in city for promoting salefor enhancing the capability
of employee.

Top level checks the employees through pertaining theemployee confidence because if he has
a confidence he is liable to give higher output.
 

 
3. Survey-
 
The survey on the topic
“Performance Appraisal towards HeroMoto Corp Ltd. towards K.L Gupta employees”
was carried by personalinterview with Managers and Executives individually by our group
member.
 
Some of the Major points were asked in terms of getting the data areas follow:-
 
 Method uses to appraise employee.

 Techniques used for top level and middle level.

 
 No. of times Performance Appraisal conducted.

 Appraisal conducted in which hour.

 
 Responsible for conducting appraisal program.

 
 Inform their employee about appraisal program.

 Incentives are given on the basis of performance appraisal.

 
 Factors considered for appraising employee.
 

 
 Appraisal help in improving employees job performance.
 

4. Research Advantages :-

 Knowing about E-commerce which are uses for understanding the

customer about the product 
.

 
 Attendant gives the information about the product.

 
 V Lead techniques are used for appraising employees.
 
 Rapport Building through the Hero Good life.
 
 Make loyalty through gifts and better servicing.
 
 We have knowing beyond our own topic.

 
5.Research Limitation :-

 
 Limited Management technique
 

 
 Does not have Effective Time Management
 

 
 Lack of knowledge about performance appraisal program
 

 
 Distracted with the topic of performance appraisal.
 

LIMITATIONS:
 Due to time constraints the study was limited only for 45days.

 Random sampling method has been adopted and all limitations applicable to that
method are applicable here also.

 The authenticity of information provided by the New Entrant Manager cannot be

assured.

 Analysis of the data has been done based on the assumptions that the
information provided by the respondents is genuine.

 The sample size is small when compared to total universe, Hence the capability
of study to the whole universe is constraint.

 This study is only limited to hero MotoCrop Ltd.

 There may be bias on the part of employees while answering to the questions.

 The sample size of the study is limited to 200 note the entire employees to the
organization.
 

 
CHAPTER-III COMPANY PROFILE

COMPANY PROFILE:

Hero MotoCorp Ltd. (Formerly Hero Honda Motors Ltd.) is the world's largest

manufacturer of two - wheelers, based in India.In 2001, the company achieved the coveted

position of being the largest two-wheeler manufacturing company in India and also, the

'World No.1' two-wheeler company in terms of unit volume sales in a calendar year. Hero

MotoCorp Ltd. continues to maintain this position till date. Today, every second motorcycle

sold in the country is a Hero Honda bike. Every 30 seconds, someone in India buys Hero

Honda's top-selling motorcycle Splendor

Vision:

The Hero Honda story began with a simple vision  the vision of a mobile and an empowered

India, powered by Hero Honda. This vision was driven by Hero Honda’s commitment to

customer, quality and excellence, and while doing so, maintaining the highest standards of

ethics and societal responsibilities. Hero Honda believes that the fastest way to turn that

dream into a reality is by remaining focused on that vision.

 

Strategy :

Hero Honda’s key strategy has been driven by innovation in every sphere of activity

building a robust product portfolio across categories, exploring new markets, aggressively

expanding the network and continuing to invest in brand building activities.

Manufacturing:

Hero Honda bikes are manufactured across three globally benchmarked manufacturing

facilities . Two of these are based at Gurgaon and Dharuhera which are located

at Haridwar ,in the hill state of Uttrakhand.

Technology:

In the 1980’s Hero Honda pioneered the introduction of fuel efficient, environment friendly

four-stroke motorcycles in the country. Today, Hero Honda continues to be

technology pioneer. It became the first company to launch the Fuel Injection (FI) technology 

in Indianmotorcycles, with the launch of the Glamour FI in June 2006.

Products:

Hero Honda's product range includes variety of motorcycles that have set the industry

standards across all the market segments. The company also started manufacturing scooter

in2006. Hero Honda offers large no. of products and caters to wide variety of requirements

across all the segments.

 

Distribution:

The company's growth in the two wheeler market in India is the result of an intrinsic ability

to increase reach in new geographies and growth markets. Hero Honda's extensive sales and

service network now spans close to 4500 customer touch points. These comprise a mix of

authorized dealerships, Service & Spare Parts outlets, and dealer-appointed outlets across the

Country.

Brand:

The company has been continuously investing in brand building utilizing not only the

new product launch and new campaign launch opportunities but also through initiatives

revolving around cricket, entertainment and ground- level activation .Hero Honda has been

actively promoting various sports such as hockey, cricket and golf.

Hero Honda was the title sponsor of the Hero Honda FIH Hockey World Cup that was played

in Delhi during Feb-March 2010. Hero Honda also partners the Commonwealth Games

Delhi2019.

2019-18 Performance:
 

Total unit sales of 54,02,444 two-wheelers, growth of 17.44 percent

Total net operating income of Rs. 19401.15 Crores, growth of 22.32 per cent Net profit after

tax at Rs. 1927.90 Crores

Total dividend of 5250% or Rs. 105 per share including Integrin Dividend of Rs. 70 per share

on face value of each share of Rs. 2 each

EBIDTA margin for the year 13.49 percent

EPS of Rs. 96.54

2017-16 Performance:

Total unit sales of 46,00,130 two-wheelers, growth of 23.6 percent

Total net operating income of Rs. 15860.51 Crores, growth of 28.1 per cent Net profit after

tax at Rs. 2231.83 Crores, growth of 74.1 percent

Final dividend of 1500% or Rs. 30 per share on face value of each share of Rs. 2EBIDTA

margin for the year 17.4 percent

EPS of Rs. 111.77, growth of 74.1 per cent

HERO HONDA`S MISSION :

 

Hero Honda's mission is to strive for synergy between technology, systems and human

resources, to produce products and services that meet the quality, performance and price

aspirations of its customers. At the same time maintain the highest standards of ethics and

social responsibilities ."his mission is what drives Hero Honda to new heights in excellence

and helps the organization forge a unique and mutually beneficial relationship with all its

state holders.

HERO HONDAS MANDATE:

Hero Honda is a world leader because of its excellent manpower, proven management ,

extensive dealer network, efficient supply chain and world0class products with cutting edge

technology from Honda motor company, japan. "he teamwork and commitment are

manifested in the highest level of customer satisfaction, and this goes a long way towards

reinforcing its leadership status.

HISTORY OF HERO HONDA:

The success of the Hero Group lies in the determination and foresight

o f t h e Munjal brothers, who shared their vision with their workers and led the Group to

a position where its name has become synonymous with top-quality two wheelers. The flame

kindled by the Munjal brothers in 1956 with the flagship company HeroCycles; Mr.

Satyanand Munjal, Mr. Brijmohan Lall Munjal and Mr. O. P. Munjal continue to carry

the torch and are actively involved in the day-to-day operations of the Hero

Group .The saga is being continued with the same zeal by the second and third generations o f

the family and by the large working force of the Hero Group. The spirit

o f   enterprise which dominates the progress of the Group is characteristic of the land where it
 

all began - the City of Ludhiana, in Punjab - home to some of lndia's finest workers and

entrepreneurs. The Hero Group is a thriving example of three generations of a family

working and striving together to ensure quality, satisfaction and extensive growth.

Hero's success saga contains an element of spirit and enterprise; of achievement

through grit and determination, coupled with vision and meticulous planning

The success of the Hero Group lies in the determination and foresight

o f t h e Munjal brothers, who shared their vision with their workers and led the Group to

a position where its name has become synonymous with top-quality two wheelers .The flame

kindled by the Munjal brothers in 1956 with the flagship company HeroCycles; Mr. Satyan

and Munjal, Mr. Brijmohan Lall Munjal and Mr. O. P. Munjal continue to carry the torch

and are actively involved in the day-to-day operations of the Hero Group. The saga

is being continued with the same zeal by the second and third generations

of the family and by the large working force of the Hero Group. The

s p i r i t o f   enterprise which dominates the progress of the Group is characteristic of the land

where it all began - the City of Ludhiana, in Punjab - home to some of lndia's finest workers

and entrepreneus .The Hero Group is a thriving example of three generations of a family

working and striving together to ensure quality, satisfaction and extensive growth.

Milestones:

Hero's success saga contains an element of spirit and enterprise; of achievement

through grit and determination, coupled with vision and meticulous planning.

 1956 Hero Cycles Limited is established.

 

 1961 Rockman Cycles Industries Limited established, which is today the largest manufacturer of

bicycle chains and hubs.

 1963 It pioneered bicycle exports from India - a foray in to the international market.

 1971 Highway Cycles was set up to meet the demands of Hero Cycles. It is today

the largest manufacturer of single speed and multi-speed freewheels.

 1975 Hero Cycles Limited became the largest manufacturer of bicycles in India.

 1978 Majestic Auto Limited was formed and the Hero Majestic Moped was

introduced.

 1981 Munjal Castings established

 1984 Hero Honda Motors Limited established in joint venture with Honda Motors of

Japan, to manufacture motorcycles.

 1985 Munjal Showa Limited established to manufacture shock absorbers and struts

and is today among the top two shock absorber manufacturing companies in India.

 1985 The 100 cc Hero Honda Motorcycle arrived and by1988 was the No. 1 among

all motorcycles in India.

 

 1986 Hero Cycles Limited entered the Guinness Book of Records as the largest

bicycle manufacturer in the World.

 1987 Hero Motors, a division of Majestic Auto Limited set upin collaboration with

Steyr Daimler Puch of Austria. Gujarat Cycles Limited, now known as Munjal Auto

Industries Limited was established to manufacture and export state-of-the-art bicycles

and allied products in its fully automated plant at Waghodia.

Sunbeam Auto Limited, earlier a unit of Highway Cycles Limited, established as an ancillary

to HeroHonda. It is the largest die casting plant in India.

 1988 Introduced "Hero Puch" from Hero Motors Limited. This revolutionary

machine immediately set new records of petrol efficiency and usable power in 50 -

65cc machines.

 1990 Hero Cold Rolling Division established and is one of the most modern steel

cold rolling plants.

 1991 Hero Honda receives National Productivity Council's Award. And Hero Honda

receives the Economic Times – Harvard Business School Association Award against

200contenders.

 1992 Munjal Showa Limited receives National Safety Award.

 1993 Hero Exports established as the International Trading Division for Group and

non-Group products. Hero Motors becomes Indias largest exporter of two wheelers.
 

 1995 Hero Corporate Services Limited as the service segment for the Hero Group

Companies, ancillaries,  suppliers, dealers and other associates.

 1996 Hero Winner, a large-wheeled scooter was introduced by Hero Motors

Limited with a choice of 50 cc and 75cc engines.

 1996 Munjal Showa Limited receives British Council's National Safety Award.

 1998 Hero Briggs and Stratton Auto Private Limited was set up to produce 4-stroke

two-wheeler engines in various cubic capacities.

 1998 Munjal Auto Components established to manufacture gear shafts and gear

blanks for motorcycles.

 2000 The Hero Group diversifies into IT and IT enabled services through its

service segment - Hero Corporate Services Limited.

 2000-2001 Hero Honda emerges as the market leader in motorcycles with sales of

over a million motorcycles and a strong market share of 47%.

 2001 Hero Global Design established to offer engineering services in

CAD/CAM/CAE related to New Product Development, Design, Engineering and

Manufacturing.

 2002 Hero Cycles ties up with National Bicycle Industries, part of Matsushita

Group to manufacture high-end bicycles.

 

 2002 Fastener World Established.

 2002 Easy Bill Established to offer utility bill collection & retail services.

 2003 Tie up with Live bridge Inc., USA.

 2004 Tie up with Bombardier - Rotax GmbH for scooter engines.

 2004 Tie up with Aprilia Scooters, Italy.

 2004 Hero Honda continues as the World's largest manufacturer of two-wheelers

with annual sales volume of 2.07 million motorcycles and a market share of 48%.

 2004 Retail Insurance business established.

 2004 Hero ITES, a division of Hero Corporate Service Limited hived off as a

division of new company Hero Management Service Limited.

 2005 HeroITES strengthens its relationship with ACS,USA,USD 5.0 billion market

cap and Fortune 500company.

 2006 Hero Honda enters the scooter segment, launches100cc "Pleasure"

 2006 Hero Honda crosses a unit sales threshold of 3.0million motorcycles

 

 2006 Hero Group celebrates Golden Jubilee year since inception .It was

commemorated by sales of over 15million motorcycles & over 100 million bicycles.

During the year 2008-09, the company increased the installed capacity of Motorised2

wheelers upto350CC engine by 1800000 Nosto 5200000 Nos. Also, they launched eight

models: Passion Pro (100cubic capacity-4 Stroke), CBZ-Extreme (150 cubic capacity -4

Stroke), Pleasure New Aesthetics,Splendor NXG (Self Start), CD Deluxe (Self Start),

Glamour FI, Glamour (Carb) and HUNKSpecial Edition. Also, they launched new

motorcycle model, Karizma-ZMR in the market. During the year 2009-10, the

company increased the installed capacity of Motorised2 wheelers upto350CC engine by

200000 Nosto 5400000 Nos. The company launched nine new models during theyear.During

the year 2010-11, the company launched six new models including variants of existingmodels

successfully. They refreshed Glamour and Glamour FI. They introduced the New Hunk,Super

Splendor and Splendor Pro. The company launched the new upgraded versions of

CBZXtremeand Karizma. Also, they breached the landmark 5 million figure cumulative sales

in a singleyear. During the year, the Indian Promoter Group of the company, which comprised

of Hero Investments PvtLtd (HIPL), BahadurChand Investment  PvtLtd (BCIPL) and

Hero Cycles Limited (HeroCycles) re-aligned the shareholding in the company, following

a family agreement. As a result, HeroCycles transferred its shareholding in the company to

HIPL on May 28, 2010. As a result of thesetransactions, the Indian Promoter Group of the

company now comprises of HIPL and BCIPL ownedand controlled entirely by the

Munjal Family headed by BrijmohanLallMunjal. Also, during the year, the Indian

Promoter Group and Honda Motor Co Ltd, Japan (Honda) enteredinto a Share Transfer

Agreement (the Agreement) on January 22, 2011. As per the terms of theAgreement, Honda
 

had agreed to transfer its entire shareholding of 26% in the Company to theIndian Promoter

Group, bringing an end to the joint venture between the two promoter groups of thecompany.

The acquisition was completed on March 22, 2011 and the shares held by Honda

weretransferred to the Indian joint venture partner. In addition to the Agreement, the Indian

Promoter Group and Honda also entered into a License Agreement on

January 1, 2011. As per this agreement, Honda has given to the company, the right and license to manufacture,

assemble, sell and distribute certain products and their service parts under their Intellectual

Property Rights.In July 2011, the company changed their name from Hero Honda Motors Ltd

to Hero MotoCorp Ltd.In February 2012, the company entered into a strategic partnership

with Erik Buell Racing (EBR) of USA forcontemporary technology and design inputs to

enable the company to launch high end bikes for the domestic andinternational markets.

In 2013, Hero Motocorp commenced construction of its new plant & Global Parts Centre. The company

Commences Construction of Its 'GAME-CHANGING' Centre of Global Innovation And

Research & Design.In 2014, Hero Motocorp Heralds A New Era Of Technology Leadership.

The company Sets New Benchmark ForThe Global Two Wheeler Industry. The company

Launches Splendor IsmartWith Game Changing I3s Technology.The company also rides Into A

Greener Tomorrow With 'GARDENFactory‘

In 2015, Hero MotoCorp launched a new entry level commuter, the HF Dawn. During the

year, the company hasbeen allocated a 592-acre site to facilitate development of its Rs 1600-

crore Greenfield manufacturing unit inAndhra Pradesh. HMCL Americas INC enters into

'Settlement Agreement' to Acquire EBR's Consulting Business.The company commences

operation in their first ever plant outside India established in Villa Rica, Colombia.On 29

September 2015, Hero MotoCorp launched two scooters under the brands Maestro Edge and

Duet.In February 2016, Hero MotoCorp showcased three new bikes Splendor iSmart110, the

Xtreme200 S, the XF3Rand an electric scooter the Duet E at Auto Expo, a trade show in New
 

Delhi. On 10 March 2016, Hero MotoCorpformally inaugurated its world-class Global Centre

of Innovation and Technology' (CIT) in Jaipur, Rajasthan. Builtwith an investment of Rs 850

crore, the CIT will design and develop world-class products for global markets.In April 2016,

Hero MotoCorp launched a drive against unscrupulous traders selling counterfeit Hero spare

parts.On 14 July 2016, Hero MotoCorp launched the new Splendor iSmart110, the first

motorcycle to be developedcompletely in-house with Hero's own technology. To

commemorate the landmark 70 million in cumulativeproduction of two-wheelers, Hero

MotoCorp on 26 September 2016 launched a Limited Edition of a new premiummotorcycle

Achiever 150.

History Of Hero Honda :

Hero Honda started its operations in 1984 as a joint venture between Hero Cycles of India

and Honda of Japan. In June 2012, Hero MotoCorp approved a proposal to merge the

investment arm of its parent Hero Investment Pvt. Ltd. with the automaker.

This decision came 18 months after its split from Hero Honda. "Hero" is the brand name used

by the Munjal brothers for their flagship company, Hero Cycles Ltd. A joint venture between

the Hero Group and Honda Motor Company was established in 1984 as the Hero Honda

Motors Limited at Dharuhera, India. Munjal family and the Honda group both owned a 26%

stake in the company.

During the 1980s, the company introduced motorcycles that were popular in India for their

fuel economy and low cost. A popular advertising campaign based on the slogan 'Fill it –

Shut it – Forget it' that emphasized the motorcycle's fuel efficiency helped the company grow

at a double-digit pace since its inception. In 2001, the company became the largest two-

wheeler manufacturing company in India and globally. It maintains global industry leaders to
 

date. The technology in the bikes of Hero Motocorp (earlier Hero Honda) for almost 26 years

(1984–2010) has come from the Japanese counterpart Honda. Ludhiana, Punjab is where

everything came alive. In 1956 a still renowned brand “Hero Cycles” came into power. Soon

after Munjal

brothers founded the cycle company in 1975 it became the largest manufacturer of bicycles in

the entire nation.

Nobody could stop the attention of international automakers “Hero Cycles” grabbed. After

that came the Honda of Japan in 1983. Both of the brands were class-leading in their nations.

Hero and Honda had to come to a conclusion and contracts where they collaborated. Soon

after their alliance the very next year, in 1984 Hero Honda was born.

First motorcycle (CD100) bike :

 

The Joint venture of Hero and Honda produces some iconic motorcycles. One such

motorcycle was the CD100 which also the fist motorcycle manufactured by the brand.

Formation of the new company:

The name of the company was changed from Hero Honda Motors Limited to
Hero MotoCorp Limited on 29 July 2011. The new brand identity and logo of Hero
MotoCorp were developed by the British firm Wolff Olins. The logo was revealed on 9
August 2011 in London, to coincide with the third test match between England and India.
Hero MotoCorp can now export to Latin America, Africa, and West Asia. Hero is free to use
any vendor for its components instead of just Honda-approved vendors. On 21 April 2014,
Hero MotoCorp announced its plan on a ₹254 crore (equivalent to ₹345 crore or
US$43 million in 2020) joint venture with Bangladesh's Nitol-Niloy Group in the next five
years to set up a manufacturing plant in Bangladesh. The plant started production in 2017
under the name "HMCL Niloy Bangladesh Limited". Hero MotoCorp owns 55% of the
manufacturing company and the rest 45% is owned by Niloy Motors (A subsidiary of Nitol-
Niloy Group). Hero also updated its 100cc engine range in 2014 for 110cc bikes except for
Hero Dawn.

CD100 had the Honda’s tried and tested 97cc four-stroke engine. The motorcycle was

capable of achieving a top speed of 87km/h. The engine produced 7.5hp@8,000rpm of power

and 7.3Nm@5,000rpm of torque driving the rear wheels via a 4-speed transmission. Hero

Honda CD100 had the class-leading efficiency of 80km/l

Starting of Hero Honda’s Golden age | Hero MotoCorp journey

After launching the CD100, Hero Honda set the benchmark for other motorcycle

manufacturers. As Hero Honda CD100 offered the balance between the fuel economy, price,

and the built quality.

 

The research and development of the company never stopped. Hero along with Honda

brought many motorcycles in the Indian two-wheeler market and created a buzz till the year

2000

In 1989 the motorcycle Hero Honda Sleek was way ahead of its time and boasted a simple

yet elegant design. The motorcycle came with a 97.2cc engine which produced 7hp of power

and 7.5Nm of torque from a 4-speed transmission. The USP of the motorcycles was not just

the looks but also it weighs just over 100kg.

From the start of the 1900s, the company introduced many motorcycles that became popular

amongst every age group. Low cost and high fuel economy along with high refinement are

what made the company what it is now.On 29th July 2011, the name changed from Hero

Honda to Hero MotoCorp. The Hero got its new identity form then and a British firm Wolff

Olins designed the new logo of the company which is still in use. The logo was showcased on

the 9th of April in London to harmonize with the third test cricket match between England

and India.

Hero MotoCorp manufacturing Units:

There are many manufacturing units spread across India and few out of India.

 Dharuhera, Haryana- This was the first manufacturing unit set up in 1984.

 Gurgaon, Haryana- The second manufacturing unit in India and one of the

biggest.
 

 Neemrana, Rajasthan- The Green and environment-friendly manufacturing

unit.

 Halol, Gujarat- Another big manufacturing plants.

Chittoor, AndraPradesh- The latest manufacturing unit to be set up.

Hero MotoCorp produces nearly 9,500 two-wheelers in a day. For instance, nearly 7

motorcycles roll down the production line every minute. Indeed Lt. Brijmohan Lall Munjal

established a big firm and neo has a name worldwide.

BOARD OF DIRECTORS:
 

PERFORMANCE APPRAISAL:

Once the employee has been selected, trained and motivated,he is then appraised

for his performance. #erformance appraisal is the step where the m a n a g e m e n t

finds out how effective it has been hiring and placing employees. )f

a n y  problems are identified, steps are ta$en to communicate with the employee and remedyt

hem. #erformance appraisal or merit rating is one of the oldest andmost universal practices of

management. performance appraisal often provides the rational foundation for the

payment of piecework wages, bonus etc. the estimates of the relative contributions

of employees help to determine the rewards and privileges

 

rationally. performance appraisal serves as means for evaluating the effectiveness

classificationworkers.p e r f o r m a n c e   a p p r a i s a l   h a s   b e e n   c o n s i d e r e d   a

s   a   m o s t significant and indispensable tool for an organization, for the

information it provides ishighly useful in ma$ing decisions regarding various

personal aspects such as promotions and

increases. According to /onald   enjamin,  &performance appraisaldetermines who

shall receive merit increases, counsel's employee's ob their

improvementd e t e r m i n e s   t r a i n i n g   n e e d s ,   d e t e r m i n e s   p r o m o t a b i l i t y ,   i d e n t i f i

e s   t h o s e   w h o   s h o u l d   b e transferred.

METHODS TECHNIQUES FOR APPRAISING PERFORMANCE:

several methods and techniques of appraisal are available for measuring the performance of

an employee. They are:

 st r a i g h t   r a n k   m e t h o d .

 man to man comparison method.

 Graphic rating method

 Forced choice description method

 Checklists

 Free from easy method

 

 Critical appraisal

 Field review method

MODERN METHODS:

1. Assessment center

2. Appraisal by results or management by objectives

3. Human asset acounting method

4. Behaviourally anchored rating sales

TRADITIONAL METHODS:

1. Straight Rank Method:

It is the oldest & simplest method of performance appraisal, by which the man and his perfor

mance are considered as an entity by the rater. Then ranking of a man in work group is

done against may also do that of another member of a competitive group by

placing him as one or two or three in total group, i.e. persons are tested in order of

merit and place in a simple grouping.

 

2. Man To Man Comparison Method:

The USA army during the FIRST WORLD WAR used this technique. By this

method, certain factors are selected for the purpose of analysis and a scale is

designed by the rater for each factor. A scale of man is also created for each selected factor.

the each man to be rated is compared with in the scale, and certain scores for each factor are

awarded to him. This method is used in job evaluation, and is known as the factor comparison

method

3.Grading Method:

under this system, the rater considers certain features and

marks them accordingly to a scale.the selected features may be

a n a l y t i c a l   a b i l i t y , cooperativeness, dependability, selfexpression, job knowledge,

judgment, leadership and organizing ability, etc. they may be

A - Outstanding, 

B -  Very good, 

C - Good or average, 

D - Fair, 

E - Poor, 

-B(orB-) very poor or hopeless
 

The actual performance of an employee is then compared with these grade definitions N
such type of grading is done in semester examinations and also in the selection of candidates
by the public service commissions

4.Graphic or linear Rating Scale:

This is most commonly used method of performance appraisal. Under it, a printed forms one
of each person to be rated. According to juices, these factors are employee characteristics ad
employee contribution. )n employee characteristics are included such qualities and initiative,
leadership, cooperativeness, dependability, industry, attitude, enthusiasm, loyalty, creative
ability, decisiveness, analytical ability, emotionalability and co0ordination. )n the employee
contribution are quantity and quality of work the responsibility assumed specific goals
achieved regularity of attendance, leadership offered, attitude towards supervisors and
associates, versatility etc The rating scale method is easy to understand and easy to use,and
permits a statistical tabulation of scores. A ready comparison of scores among
the employees is possible.