PERFORMANCE MANAGEMENT:

The performance appraisal process within our organization occurs monthly. The
performance appraisal process within our organization is on an individual basis.
There are certain predefined goals for every employee to achieve on a daily basis
for every department. The format of performance management involves a
structured discussion addressing achievements,
areas for improvement, and career
development. It aims to foster employee
growth and align individual contributions with
organizational goals.

The key performance indicators (KPIs) for every

department in sapphire are different. The
different departments in sapphire include
stitching department, washing department, spinning department, sales and
marketing department, accounts and finance department,etc. Their KPIs are
different. They are required to reach a certain target every day or every month
(varies from department to department). In the textile industry, key performance
indicators (KPIs) often include production efficiency, quality control, adherence
to deadlines, and teamwork, on time delivery, safety compliance, machine
downtime, cost control, inventory management, etc.

Effective communication facilitates goal setting, clarifies expectations, and

collaborative work culture. Feedback is sometimes written but mostly what
matters the most is the word of mouth. We take feedback from employees and
managers about other employees, in order to do performance evaluation (360
degree feedback), open door policy, team meetings and sometimes employee
surveys.
In the textile industry, we typically reward high
performers with a combination of financial
incentives, recognition, trip to foreign countries,
incentives for employees with no absent during the
entire month(1500 rs) and 1000 for employees
having one off and career advancement
opportunities. We also provide loans to our
employees However, challenges in the textile
industry include margin pressures, global
competition, and seasonal demand fluctuations, which can impact the
sustainability of reward systems compared to more stable industries. Also the
strength in sapphire textile Mills limited is quite high (4000 per unit) and it is quite
a challenge to manage such high strength.

COMPARISON WITH BOOK:

 According to the book, performance management should be a transparent
and continuous feedback process, while in sapphire the performance
management process is not very transparent at times and might include
some biases which they try to minimize.
 Sapphire tries to choose the graphic rating scale method out of all the
methods mentioned in the book (individual ranking), because that fits the
best according to their work culture.
 According to the book, there may be a greater emphasis on direct
communication, while in sapphire, a more indirect or nuanced approach
might be preferred sometimes (informal capacity). Understanding and
adapting to these communication styles are crucial for effective
performance management.
 Sapphire tries their best to keep their employees motivated and committed
to work as mentioned in the book.