This action might not be possible to undo. Are you sure you want to continue?
INSTITUTE OF MANAGEMENT AND TECHNOLOGY,
Bazpur Road, Kashipur, U.S.NAGAR (UTTARAKHAND)
(Approved By AICTE: Affiliated to Uttarakhand Technical University, Dehradun) Institute of Management and Technology-Kashipur
External Supervisor Internal Supervisor:
………………… I M T kashipur (U.S.NAGAR) Uttarakhand
HARVINDER SINGH Roll No: 94478 Enrl No:
Institute of Management and Technology-Kashipur
I HARVINDER SINGH here by declare that the project report on entitled topic of “Performance Appriasial and Training and Development” written and submitted by me under the guidance of ………… is my original work.
The findings in the report are based on secondary data. While prepare this project I have copied any time of him any source on other submitted for the similar purpose.
Institute of Management and Technology-Kashipur
cooperation and support to make this project a success. I would give a special thanks to my parents and my friend for their proper guidance.ACKNOWLEDGMENT I am very thankful to so many people who have been helped me out in completion of this project. Ltd. It is with a deep since of gratitude that I acknowledge valuable guidance and timely suggestion offer to me by my project guidance (HR Manager) of CORONA PHARMACEUTICALS Mr ……………………. I am very highly grateful to the staff of the corona pharmaceuticals pvt. (post) of corona pharmaceuticals who gave me a sound platform to shape our carrier in better a way us to understand the feature of H. And lastly.R. Institute of Management and Technology-Kashipur . I very gladly take this opportunity of repressing my grateful thank to Mr. Thanks them for their guidance. On the completion of this project. ……….
HEADINGS PAGE NO. FIELD WORK D. APPRAISAL PERIOD C.CONTENTS SERIAL NO. 1 1. 9. PROMOTIONS INCREMENT TRANSPORT FACILITY UNIFORM Institute of Management and Technology-Kashipur . DATA COLLECTION 7. RESEARCH B. 5. HUMAN RESOURCE DEVELOPMENT:A. 4. B. 3. PROJECT INTRODUCTION 2. 1. TYPES C. PERFORMANCE APPRAISAL B. COMPANY PROFILE FACILITY PROVIDED BY THE COMPANY:A. METHOD OF APPRAISAL D. OBJECTIVE OF THE STUDY SCOPE COMPANY HISTORY PERFORMANCE APPRAISAL RESEARCH METHODOLOGY A. D. 6. C. 1 0. OVERVIEW OF TRAINING & DEVELOPMENT FINDINGS ANALYSIS AND INTERPRETATION CONCLUSION AND RECOMMENDATIONS 8. APPRAISAL FEEDBACK E. EMPLOYEE CO-OPERATION F.
L. F. 1 4.1 2. CANTEEN HEALTH RETIREMENT BONUS SUPERNNUATION SALARY DISBURCEMENT CONFIDENTIALITY WHOLE TIME EMPLOYMENT CASE OF HOSPITALISATION EXPENSES IDENTITY CARD HEALTH SERVICE AND NETWORK SERVICE P. 1 3.FAMILY DETAILS LIMITATIONS E. O. G. N. 1 5. M. BIBLIOGRAPHY ANNEXURE Institute of Management and Technology-Kashipur . J. K. I. H.
In the recent time it is being observed that the development of management personnel proves to the catalyst for the increased project. with changing scenario and increasing competition. Institute of Management and Technology-Kashipur . The management has realized that sound training programs are needed for the development of the people. not only for the future growth of the organization. which was calculated among retailer of few cities of Uttarakhand. Research methodology included in preparing a questionnaire. Finding and recommendation are based on data collected through the information. The main aim of the training programs must be such that it encourages learning.PREFACE The most significant resource of many organizations is its people. Such claim appears in the organization annual report and mission statement.
Ultimately all this hard-work.P guidelines are just a few factors that contributes to our success 'CORONA' has market exposure in more than 19 STATES in INDIA with wide product segment like Tablets.O-G.H. society or the nation as a whole. Transparent.A pharmaceutical company introduced by group of committed. manufactured under strict quality control and as per ScheduleM. and Vibrant organization with progressive outlook. availability within the affordable reach of the consumer. Capsule and syrup (Oral Liquid) Ointment. LTD. dedication and commitment boils down to just one selfish desire of ours Our Vision & Mission Good health is the primary goal of any individual.M. W. Spirited. continuous new product development. dedicated and experienced professional join hands with a "care" and "quality" as their guiding principals.CORPORATE PROFILE OF CORONA PHARMACEUTICALS PVT. Injectable (Liquid and Dry Powder) Pharma Profession which is considered may be only next to God. 'CORONA REMEDIES'. Gum Paints. It turned out into a force reckon with quality. Corona is an Ethical. Institute of Management and Technology-Kashipur .
At Corona.The dedicated approach of Corona has made available a range of innovative. in last five years Corona aroused from ground to sky and has hoisted our flag among top 100 pharma companies today. growth is essence of life. Corporate house. In next five years. value added. Today Corona is backed by a dedicated team of over 350 marketing professionals. These words sum up the efforts of Corona. Ahmedabad. We project that in next five year these efforts will take us to achieve our desired goal mentioned below. evidence based products for the ailing patients like patent filed hepatoprotective anticold & hepatoprotective pain healing medicines. our market position & new horizons in Indian & overseas markets. Gujarat by year 2011. we at Corona aim to be among the top 50 companies of India. The successful completion of this project will take us towards the peak of Pharma mountain. As a result. Our Belief Innovation & Novel concept Affordable prices Quality brands Attractive packaging Customer delight Wide spread product availability Medico-marketing Programme Our Philosophy Employee are our biggest asset Attrition is less than 3% while industry has more than 30% hence Stress free culture Employee should be profit partner Novel concept of “E-change incentive” where people have earned more than 5 Lac Incentive 360˚ Marketing support Sampling. Corona aim to be equipped with its dream project at Changodar. which integrates people. yards of land that has already been acquired for the project. Looking to last years growth. This figure will cross 500 just in 2011 as a part of our expansion plan. Therefore Corona's products have found immediate acceptance by practicing doctors. Conference Institute of Management and Technology-Kashipur . The project consist of new state of art manufacturing facility that will enable Corona to enter in niche segment like lyophilizes highly stable hormone & PPI injections. processes and potential towards the betterment of mankind. Warehouse & Dispatch department spreaded over 8000 sq. R & D center. CME.
Fast decision making Corona Value System Integrity & Honesty We do what we say & we say what is right Just in Time We value speed & quick decision. We believe in “Just in Time” concept We aspire to be on top by settling lofty goals for ourselves Customer Delight We believe It takes “1000 days to make customer but takes just 1 sec to lose” We strongly believe in customer creation & retention Man Power Expansion Vertical Growth Institute of Management and Technology-Kashipur .
Anti-emetic Multivitaminminerals Iron supple.Corona Tree Therapeutic Coverage Gastro Paediatric intestinal Bile therapy Antiulcerant Anti-emetic Antidiarrhoeal Antacid Anti infective Nutraceutical Calcium supp. Cough & cold Pain mgmt NSAIDs Analgesic AntiOsteoporotic Anti-infectives Anti-spasmodic Antihammorageic - Respiratory Cough & cold Antiasthamatics Anti-allergic - Hormone & supplements Hormone Inj Progesteron OCP Ovluation Induction Infertility supplement Iron & calcium supple - State Coverage Institute of Management and Technology-Kashipur .
Institute of Management and Technology-Kashipur .
pharma products. : enzymatic syrups. Company Profile Exporter / Manufacturer / Wholesaler/Distributor / Supplier Year Established : 2005 Capsules. Kashipur . paracetamol tablets. Products Exporting. Ltd. Distributing. cough syrups. KHASRA NO. Suraj Arora (Director) +919897648622 Last updated on : 23 July 2010 Related products/services from other companies Related Products Triocid Cefpodoxime Tablets Arizyme Triocid Cefpodoxime Tablets Arizyme Vincal Institute of Management and Technology-Kashipur . MILE STONE. Manufacturing and Supplying ibuprofen tablets Business Type : Contact Information Company Name Address Phone No Contact Person Mobile Corona Pharmaceuticals Pvt. cold. India 91-5947-211314 Mr. liquids.PLANT PROFILE About Us Products exporting.. enzymatic syrups . Uttarakhand. JASPUR ROAD. liquids. pharma products.244713. NH-74. distributing. analgesics. manufacturing and supplying of capsules. analgesics. pain killers. 402. pain killers.. 7 KM.
but this is not in the case. On the face of it. It is necessary to raise the skill levels and increase the versatility and adaptability of employees. Training & development is the most important part of every organization Every organization needs to have well trained & experienced people to perform the activities that have to be done. these might not appear any difference between them.tradeindia. If the current or potential job occupant-can meets this requirement. but when a deep thought is given.Brill DMR Cough Syrup Extraclav Efstat-150 Extraclav Capsule Ketoconazole Tablets USP 200 mg Ciprofloxacin and Tinidazole Tablets Alendronate and Vit D3 tablets Malegra(Sildenafil Citrate Tablets 100 mg) Calcium Carbonate & Cloxacilin Sodium Vitamin D3 Tablets Casules USP Cloxacillin Sodium Capsules USP Ciprofloxacin Tablets BP http://www. “Training and Development” are the two terms frequently used. The difference between Training and Development may be started thus:LEARNING DIMENSION Who TRAINING Non-managerial personnel DEVELOPMENT Management Personnel Institute of Management and Technology-Kashipur . training is not important. there appears some difference between them.com/Seller-1304201-Corona-Pharmaceuticals-Pvt-Ltd-/ PROJECT INTRODUCTION In every organization it becomes very important to provide training to all workers for the development of the organization.
It is application of knowledge. It resources to if it is to maintain knowledgeable and valuable workforce”. Development is a related process. it is intended to equip person to earn promotions and hold greater responsibility. It covers not only those activities which improve job performance but also those which bring about growth of personality help individuals in the progress towards maturity and actualization of their potential capacities so that they become not only good employees but better man and women. It attempts to improve their performance on the current job or prepare them for an intended job. “Employee Training & Development are not only an activity that an organization must come.What Why Where Technical & mechanical operations Specific job related purpose Short term Theoretical. It gives people an awareness of the rules and procedures to guide their behaviour. conceptual ideas General knowledge Long term Training is a process of learning in a sequence of programmed behavior. In organizational terms. Institute of Management and Technology-Kashipur .
• To build up a second line of competent person & prepare them to occupy more responsible position. • To access employment function more effectively in their present position exposing them to the latest concept information & techniques & developing the skills. They will need in their particular field. SCOPE Institute of Management and Technology-Kashipur . • To import education for the purpose of meeting & training needs of cooperation which deals manly with the public.OBJECTIVES OF THE STUDY The organizational aims of management training are to secure the following valuable results: • To import new imprint the basic knowledge & skills they need for knowledge & intelligent performance.
In deed our national superiority in man power productivity can be attributed in no small measure to the success of our educational and industrial training programs. to bring home to the employees the fact that the management is not divisible. This success has been achieved by a tendency in many quarters to regard training as a panacea. therefore wastage and spoilage are lessened. There is an ever present need for training man so that new and changed techniques may be taken advantage of and improvements affected in the old methods which are inefficient. with all its many activities functionally interrelated.” RESEARCH MATHEDOLOGY It is a careful investigation or inquires especially few searches for new area in any part of knowledge. for it makes employees more effective it is actively and intimately connected with all the personnel or managerial activities. earning power and job security it enables management to resolve sources of friction arising from parochialism. for it.Training is the corner stone of sound management. Institute of Management and Technology-Kashipur . and the need for constant supervision is reduced. aspect from the other advantages it enables employees to develop and rise within the organization. The scope of training has been expressed in these words: “Training is widely expected problem solving device. Training more over heightens the moral f the employees. helps in reducing dissatisfaction. and increase their market value. Training is a practical and vital necessity because. It is an integral part of the whole management program. It modules the employees attitudes and helps them to achieve to better cooperation with the company and a great loyalty to it. complaints.
INTRODUCTION OF Institute of Management and Technology-Kashipur .During my training period I was required the survey SURYA only. Secondary data collection is also used me but primary data collection is more beneficial for me in completing my summer training. Knowledge whether that knowledge adds construction of theory or in the purchases of an art. During my training information about training program is provided by training department and information about development of SURYA ROSHANI Ltd. Research methodology related with: Field work Data collection Field Work: . Research refer to the systematic method consisting of enunciating the problem formulating hypothesis. Data Collection: .Research as the manipulation of thanks concepts or symbols for the purpose of generalizing to extend correct or verify. . collecting the facts of data analyzing the facts reaching certain conclusion either in the form or solutions towards to the concern problem in certain generalization for some theoretical formulation. To do my work I have used primary data collection.Data is a research tool. if provided by different departments of SURYA ROSHANI Ltd. which is used for research work.
Diversification in to lighting product in 1984 lead to change in the name of company to “SURYA ROSHNI LTD.B. Its manufactruring high tue added could roll formed section and precision tubes.CORONA PHAR. Through the constant expansion the companhy. the company started in 1973 at Bahadurgarh as a manufactrurer of STEEL. R.J.AGGARWAL along with Mr.PIPES AND TUBES under the banner of PRAKASH LTD. PVT LTD KASHIPUR (UDHAM SINGH NAGAR) With an effort of corporate visionary Mr. Which it a unique product range in niehe areas.” When the company set up a most modern lamp factory of fluorescent tube lampas on revolutionary hydro Institute of Management and Technology-Kashipur . has emerged as a finding manufacturer of black & galvanized steel popes.P AGGARWAL.D.
The lighting division of “SURYA ROSHNI LTD.GLS lamp. SURYA product the highest quantity of tube light in India.manufacturers Fluorescent tube lamp. The lighting unit at KASHIPUR.”is second largest company in the light source in industry in INDIA and among the top ten in the world of lighting trade. The cashier factory also Asia’s largest drawing line.GLS lamp per month in the market place.K.GLS lamp and also energy efficient auto halogen lamp and is emerging as one of the largest lighting factoriesd in India. Madhya Pradesh which went on stream in 1993. Institute of Management and Technology-Kashipur . The second lighting Malnpur. It as spurred the growth of the company at a faster pace.which started in 1985-86 in the largest lighting factory in India producing FLourescent tube lamp. Each and prodct it delivers in the market place is product in the factory is ISO 9002 14001 &OHSAS 18001 certified. which is around 26-lac unit per month as capable of unloading 100 lack ubnit per mo nth and is capable of unloading 100 lack unit.based coating technology in technical collaboration with GEC LTD OF U... High pressure sodium up gradation.
• Incandescent lamps • High pressure mercury vapors lamps. • Glass shell for GLS lamps • Exhaust tube • Filament For GLS lamps • Tungstem wire • Fluorescent powder • Moly wire Burner for mercury vapor lamps.Surya Roshni & Requilarly large consignment 42 countries around the global. Institute of Management and Technology-Kashipur . Product Range • Fluorescent Tube light. • 11-4 Auto lamp • 11-3 Auto lamp • GLS lamp • Dichotic lamp • Energy efficient lamps • Glass shell for fluorescent tube lamps.
KASHIPUR and MALANPUR Distributes From 34 branches throughout India It has distribution network of 5000 dealers Institute of Management and Technology-Kashipur . • Largest export of slim lite tube lamps • Large range of Product • Goodwill of the company • High brand value • World class technology • High motivivated personal • Nation wide dealer netork • Constant monitoring of consumer need sand change in their preference Last the vision of grownt with made “surya” a market kneader in the lighting industry in India. • The largest manufacturer of flurescent Tube in the country. • The laboratory of the kashipur plant is the only laboratory in India by the Deptt of science and technology Govt of India.STRENGHS OF THE SURYA ROSHNI LTD. From Two plants. • Received the ISO 9002 international certification from the bureau of Indian standards for the kashipur lighting factory in Dec 1993. • Recipient of the “Safety Award” from seven years.
Handover to the housewives-Shopping basket brom near 65000 retail shop at every cornet of India. Surya sales Revenue growing at 100% every 3 year too. The tempo of active is rising from year to within a period of 20 years from the inception of the lighting division in 1984. SURYA ROSHNI LTD. Has established itself as a complete company with a market share of 25%. It FTL (Fluorescent tube lamp) 10% in GLS lamp 15% in critical components namely glass shell for both GLS & FTI and Fluorescent powder. GLOBLE PRESENCE: The hallmark in today’s competitive market is globle presence. Today surya finds itself in 46 countries and is in direct competition with world famous manufacturers. It’s brands name is available at some of the world best outlets. Surya is the only lighting company to get the prestigious CE mar on its GLS cate gory for meeting EQS (European Quality standerds).The CE mark is mandatory for companies to enter the European market. The company has also received other international approvals such as SABA (South Africa Bureau of standards ) and shri lankan Bureau of standards;
CURRENT SURYA EXPORTS TO THE FOLLOW
• • • • • JORDAN. KOREA IRAN SOUTH AFRICA GERMANY
Institute of Management and Technology-Kashipur
• • • • • • • • • • •
UAE GHANA BANGLADESH FRANCE KUWAIT NIGERIA BOTSWANA HONGKONG INDONESIA BAHRAIN HOLLAND
• • • • • • • • • • • • • • • • • • • • • • • • •
UK LEBANON COLUMBIA MALTA SHRI LANKA EGYPT CHINA SAUDI ARABIA JAPAN SINGAPORE BELGIUM MONACO KENYA AUSTRALIA IVARY COAST MALAYSIA NEPAL MAURITIUS THAILAND ALGERIA PARAGUAY MYANMAR NEW ZEALAND DENMARK LUXEMBORG
Institute of Management and Technology-Kashipur
Institute of Management and Technology-Kashipur
STRUCTURE OF THE COMPANY CMD EXUCATIVE DIRECTOR PRESIDENT SENIOR VICE PRESIDENT ASSISTANT VICE PRESIDENT GENERAL MANAGER DEPUTY GENERAL MANAGER SENIOR MANAGER MANAGER DEPUTY MANAGER ASSISTANT MANAGER SHIFT INCHARGE SUPERVISOR WORKMAN Institute of Management and Technology-Kashipur .
training). It is the systematic evaluation of the individual with respect to his performance for development. Why Performance Appraisal? Performance Appraisal is a vehicle to: • Validate and refine organisational actions (e. Institute of Management and Technology-Kashipur . What is Performance Appraisal? Performance is an expressions that describe “the level of effectiveness used to perform a job exactly as closely as described”.HUMAN RESOURCE DEVELOPMENT PERFORMANCE APPRAISAL Performance Appraisal is a process of assessing summarizing and developing the work performance of an employee. • Provide feedback to employee with anon improving future performance. Appraisal “is a method for measuring and assessing performance of people on a specific time”. selection.g.
OBJECTIVE OF THE PERFORMANCE APPRAISAL Performance Appraisal system can serve the following purposes: • To enable each employee to understand his role better and become more effective on the job. To assess employee’s performance based on personal attributes. Performance appraisal seeks to achieve the following: To set realistic and challenging targets/key Performance Area on annual basis for the individual. In line with this surya roshni ltd. job performed targets achieved/specific achievement. • To serve as mechanisms for improving communication between the superior and his subordinates. Company considers its Human Resource as the most valuable resource for its growth. weaknesses and potential oF the Employee. 3. Performance based reward in terms of increment and Promotion etc. 1. 4. To identify the development needs of each • To improve relationship between the superior and the subordinate through the realization that each is dependent on the other for good performance and success. • To understand his own strengths and weakness with respect to his role in the organization. • employee. One of the instruments used to achieve the above objective is performance appraisal. 2. To assess the strengths.is committed to provide opportunities to its employees for their personal development. self evaluation and goal setting so that he remains on the path of development. Institute of Management and Technology-Kashipur . • To provide an opportunity to the employee for introspection.
Employees joining during appraisal period are appraised on completion of their one year service and employees joining after March are appraised in next appraisal.Checklist Method .APPRAISAL PERIOD: Appraisal period is from April to March.Paired Comparison Method . Every employee is appraised at the end of the appraisal period.Essay Appraisal . Finally the appraisal is reviewed and approved by the review committee to ensure uniformity and objectivity.Forced Distribution Method .Behavior Rating Scales . METHOD OF APPRAISAL: The employees performance is appraised by the Department & Sectional heads in consultation with his immediate supervisor on personal attributes job performed targets achieved/specific achievement.Ranking Method .Critical Method .Annual Confidential Report TRADITIONAL METHODS Institute of Management and Technology-Kashipur . PERFORMANCE APPRAISAL METHOD │ __________________________________ │ │ TRDITIONAL METHOD MODERN METHOD -Graphic Rating Scales .Management by Objectives .
one at a time this method results in each employee being given a positive comparison total and a certain percentage of the total positive evaluation. In this method. Checklist Methods Institute of Management and Technology-Kashipur . 3. The rater first finds the employees with the highest performance and the employees with the lowest performance in that particular job category and rates the former as the best and latter as the poores. Ranking Method Under this method the employee are ranked from best to worst on some characteristics. Under this method. 4. Graphic Rating Scales Graphic rating scales compare individual performance to an absolute standard. Paired Comparison Method Under this method. 1.Then the rater selects the next highest and next lowest and so on until he rates all the employees in that group. This method is also known as liner rating scale or simple rating scale.1. This is the oldest and widely used technique. the rater after assigning the points to the performance of each employee has to distribute his ratings in a pattern to conform to normal frequency distribution. judgments about performance are recorded on a scale. 2. the appraiser ranks the employees by comparing one employee with all other employees in the group. Forced Distribution Method Forced distribution method is developed to prevent the raters form rating too high or too low.
rather then specific job dimensions. judgements and institutions. There are three types of checklist methods. 7. The supervisor does not allow the employee to know the report and his performance.The checklist is a simple rating technique in which the supervisor is given a list of statement or words and asked to check statements representing the characteristics and performance of each employee. The supervisor rates the performance of his subordinates on the basis of the notes taken by him. simple checklist. the supervisor continuously records the critical incidents of the employee performance or behavior relating to all characteristics (both positive and negative) in a specially designed note book. 2. Critical Method Under this method. Behaviorally Rating Scales (BSR) Institute of Management and Technology-Kashipur .. This format emphasis evaluation of overall performance based on the strength/weakness of the employees’’ performance. Essay of Free From Appraisal The method requires the manager to write essay describing each employee’s performance during the rating period. 8. weighted checklist and forced checklist choice method. Under this method. Annual Confidential Reports (ACR) Assessing the employees’ performance confidentially is a method of performance appraisal. supervisor appraises the performance of his subordinates based on his observations. viz. MODERN METHOD 1.
2. job behaviors from critical incidents. • During the appraisal periods the subordinates update and alter goals as necessary due to changes in the business environment. Generally. Management by Objectives The concept of management by objectives was advanced by Peter F. the MBO process is undertaken along the following lines: • The subordinate and superior jointly determine goals to be accomplished during the appraisal period and what level of performance is necessary for the subordinate to satisfactory achieve specific goals. They then rank and validate specifics behaviors for each if the components.The Behaviorally Rating Scales (BSR) method combines elements of the traditional rating scale and critical incidents methods.effective and ineffective behaviors are described more objectively. Drunker way back in 1954. Using BRS. Institute of Management and Technology-Kashipur . The method employees individual who are familiar with a particular job to identify its major components.
peers. • Reinforcement of other change management efforts and organisation directed interventions. • Identification of development needs and preparing development plans more objectively. • Basis performances rewards. subordinates.360 DEGREE APPRAISALS 360 Degree Appraisal is basically Multi-Rater Appraisal and Feedback System. where an individual is assessed by a number of assesses including superior. • Data generation to serves as a more objectives for rewards and other personal decisions. Basis of 360 Degree Assessment Helps in Culture Building • • Leadership Development Potential Appraisal and Development Institute of Management and Technology-Kashipur . for performance linked pay or • Alignments of individual and group goals with organizational vision. internal customer and external customers. In this system a candidate is assessed periodically normal once a year but some times even half yearly. values and goals. Objectives of 360 Degree Feedback It is possible to aim at the following through 360 degree:• Insights into the strong and weak areas of the candidate in terms of effective performance of roles.
• It has the potential of pointing out the supervisory biases in the traditional appraisal system. reward managements. styles and ideas and enhances the acceptability of the individual. • It adds objectivity and supplements the traditional appraisal system. • It can serve all the purpose served by the traditional appraisal system like identifying the developments needs.• • Career Planning and Development Team Building • Planning Internal customer satisfaction improvement measures • Role clarify and increased accountabilities Advantages of 360 Degree Feedback • It is more objective then a one person assessment of traits and qualities. • It helps focus or internal customer satisfaction. • It is a good tools for enhancing customer services and quality inputs and services to internal customers’ . Institute of Management and Technology-Kashipur . • It provides normally more acceptable feedback to employees. performance developments etc. • It provides scope for the candidate to get multiple inputs to improve his role performance. • It is participative and enhance the quality of HR decisions.
APPRAISAL FEEDBACK: The appraisal is being discussed with the employee by the appraisal to give the employee feedback about his performance. Employee is also suggested area of consolidation and improvement. ON THE JOB TRAINING Institute of Management and Technology-Kashipur . but it influence appreciably the growth progress profits and share values than any other corporate assets. EMPLOYEE COOPERATION: The appraisal is being discussed with the employee by the appraisal to give the employee feedback about his performance. Employee is also suggested area of consolidation and improvement. Overview of training & development Executive talent in the most important assets of the organization it is not shown on the corporate balance sheet . Top management should give more thought and care to the acquisition maintenance and growth of men and women who possess managerial talent and caliber than the thought and care given to planning and development of plant or a product. strength and weakness. It is due to the unbelievably rapid expansion of technology demanding numerous specialized and qualified employees to manage complex sophisticated and dynamic business. Managerial assets are not costly to acquire. No modern business can continue be successful without planned attention to the growth and development of its managerial staff. strength and weakness. It is a low cost resource with a high profit potential.
a management trainee is made to move from job to job at certain intervals. Under coaching or understudy method (which is also known as ‘internship’ and ‘apprenticeship’ method) the employee is trained on the job by his immediate superior. by the special training instructors. by supervisors. In job rotation. from the clerk to company president. or an “assistant to” type of position. when he joins a firm. crafts and other technical fields.Virtually every employee. OFF THE JOB TRAINING Institute of Management and Technology-Kashipur . and special assignments. ‘Internship’ is usually applied to managerial personnel and provides wide variety of job experience. There are a variety of OJT methods. gets some “on –the-job-training”. They learn the job by personal observation and practice as well as occasionally handling it. often involving job rotation. such as “coaching” or “understudy”. The jobs vary in content. job rotation. Employee are coached and instructed by skilled co-workers. ‘Apprenticeship’ is generally used to impact skills requiring long periods of practice as found in trade. and it is most useful for jobs that are either difficult to stimulate or can be learned quickly by watching and doing. It is learning by doing.
This is very necessary method of training employees in the skills essential for acceptable for job performance.“Off the job training” simply means that training is not a part of everyday job activity. Off the job training may be based on seminar or team discussion or programmed discussion. Institute of Management and Technology-Kashipur . company provides a training program to the employee according to this program. The actual location may be in the company or in place which are owned by the company or in the company or in placed which are owned by the company or in universities or associations which have no connection with the company. CORONA also provides on the job training. During their working. For this. In CORONA PHARMACEUTICALS mostly off the job training is provided. PURPOSE & OBECTIVES OF MENAGEMENT DEVELOPMENT Executive development is an attempt at improving an individual’s managerial effectiveness through a planned & deliberate process of learning. they work.
• Creating reserve in management ranks. Improvement in international departmental co-operation. It must be generated with in the man himself. v. The change in the individuals must take place in those crucial areas which can be considered as output variables: i. His actual learning efforts. Any activity to design to improve the performance of existing managers to meet future organizational needs is management development. Knowledge change Attitude change Behaviour change Performance change End operational results The success of development efforts upon the following imputes: Trainee’s personal characteristics. ii. Improvement in supervision & leadership as each level. ii. • Keeping the company at least of technical & economic condition. • Making an organizational more flexible by an increased versatility of it’s members.All development is self development. Attracting good men. • Improving organizational structure. Ensuring that the qualifications of key personnel become better known. iv. such as his intelligence & motivation to learn. The organizational aims to management development are to secure the following valuables results: • • • • • • • Improvement in technical performance. i. iii. Institute of Management and Technology-Kashipur . Highlighting an individual’s weakness. • Broadening key men in the middle case. Facilitating sound.
2. 3. To enable candidates to understand the problem of business. 2. To create an understanding of the methods & problems of management. On the another basis the objectives of management development are: 1. management development aims at securing management improved in the short run. 4. (A) TOP MANAGEMENT: 1. 5. Nothing. To help them grow fast. 3. 2. to prepare them for higher assignment. 3. To prevent obsolescence of managers. Organization is so far as they arise out of this policies and system of control. To border the outlook of the executive in regard to his position and responsibilities in the organization and outside. To think through problems which may come front the organization now or in the future. Delhi is of the view that management objectives should be: 1. To improve thought processes and of analytical ability in order to uncover and examine problems and take decisions in the best interests of the country. A. which contribute to the growth process.A. To replace elderly executives. by highly competent & academically qualified processionals & to create conditions.In sum. Prof. to prepare them for higher assignment. To indicate how to apply to practical problems the knowledge of the physical and social aspects of business problems and management. To develop managers to perform better on their present assignments. To provide a steady source of competent persons at all level to meet future organizational needs. The department of Industry Administration & Business management. (B) MIDDLE LEVEL MANAGEMENT: Institute of Management and Technology-Kashipur .Das Gupta has given the level wise objectives of the management development this. the practices in the U. Delhi University.S. who have risen from the ranks.
To bring out an awareness of the broad aspect of management problem and an acquaintance of inter-departmental relations. To establish a clear picture of executive function and responsibilities. To inculcate knowledge of human motivation and human relationship. To inculcate knowledge of human motivation and human relationships. 6. To develop the ability to analyze problems and to take appropriate action. To develop responsible leadership. 4. To develop familiarity with the managerial uses of financial accounting. finance. production. Institute of Management and Technology-Kashipur . personnel. 4.2. business law and business statistics. To increase knowledge of business functions & operations in specified fields in marketing. (C) MIDDLE FUNCTIONAL & SPECIALISTIC: 3. To develop responsible leadership. psychology. 6. To develop familiarity with the managerial uses of financial accounting psychology. 3. 7. business law and business statistics. 7. 5. To bring about an awareness of the broad aspects of management problems and an acquaintance with and appreciation of interdepartmental relations. 5.
COMPANY PROFILE Institute of Management and Technology-Kashipur .
His performance is good or better and he meets the Requirements of higher position. provided. • • • • His current job content has increased. He is doing job of a higher level. he may be considered for promotion. The employees joining between 1st July to 30th june are given their first increment from next Institute of Management and Technology-Kashipur . INCREMENT: Normal increment date is 1st July new employees joining between 1st July to 31st March are given their first increment on completion of one year and next increment is given from July on prorate basis. There are vacant positions in the organizations.FACILITY PROVIDED BY THE COMPANY PROMOTIONS: If an employee has shown the abilities.
Booking of lunch & Dinner is required to be done by 10:30 am and 7:00 pm respectively in General shift. Even appointment of employee is subject to his being found and remaining medically fit. Medical check up is being carried out by company’s doctor.per month. Tea and Snacks are sold at specified time and points in plant through the persons. Employee is required to buy coupon in advance from canteen to avoid of change at distribution points.e. TRANSPORT FACILITY: The company employees are staying in the city which is about 12 km. meal etc. The amount of increment depends on the performance of individual in his grade/category and department. CANTEEN: The company has made a provision of canteen for providing tea. to the employees at subsidized rates. 2 shifts and one pair of safety shoes one’s in a year on 1st January and they are supposed to come in uniform. 30/. UNIFORM: The employee up to Level-5(Workers) are being provided uniforms i. Employees are expected to take all preventive steps to maintain a good health.1st July. HEALTH: Health is very important not only for employee but for company as well. employees are served lunch in canteen during 01:00 to 10:00 pm. Institute of Management and Technology-Kashipur . Lunch and Dinner is served at work place to shift employees. from the company. Although it is expected that the employees report for duty in time on their own welfare measures the company has made arrangement of buses from Kashipur and vice-versa in ‘G’ shift and other shifts at the nominal changes which are Rs. snacks. The employees who are doing field job are also provided rain coats and gum boots once in five year.
and selecting qualified people for a job at an organization or firm. The aims of recruitment The overall aim is “to obtain at minimum cost the number and quality of employees required to satisfy the human resource needs of the company” Institute of Management and Technology-Kashipur . or for a vacancy in a volunteer-based organization or community group. mid. While generalist managers or administrators can undertake some components of the recruitment process.and large-size organizations and companies often retain professional recruiters or outsource some of the process to recruitment agencies.Recruitment Recruitment refers to the process of screening. External recruitment is the process of attracting and selecting employees from outside the organization.
.The aims of recruitment are: To obtain a pool of suitable candidates for vacant posts To use and be seen to use a fair process To ensure that all recruitment activities contribute to company goals and a desirable company image To conduct recruitment activities in an efficient and cost-effective manner Undesirable consequences of poor recruitment Poor recruitment choices (i. poor person-job fi t) can have a range of undesirable consequences for the organisation and the worker including: Higher rates of turnover Institute of Management and Technology-Kashipur .e.
pm and are covered under superannuation scheme are also paid excreta subject to maximum amount being paid/payable under bonus act to the eligible employees . SUPERNNUATION The employees of level 8 and above whose salary is above Rs. 3500/. BONUS The employee including trainees whose salary (Basic and DA ) is Rs. 3.or eligible payment of bonus @ 20% under payments of bonus act the maximum amount is calculated at Rs. Reduced performance effectiveness Lowered job satisfaction Reduced work motivation. Under the scheme the company contributes @10% of basic salary for the employees in level 8-10 and @15 % for the employees in Level 11-14.000 Lacs. 2500/.the employee of level 7 and below whose salary is above 3500/. 3500/pm and covered under the payment of Bonus Act are covered under the superannuation scheme. SALARY DISBURCEMENT Institute of Management and Technology-Kashipur . 2500/. 2500/. Under the scheme the employees is eligible for the monthly pension after employee death for unsaved period (date of death of retirement) subject to minimum of Rs.the employee who drawing above Rs. The account is being deposited with Surya Superannuation fund turn has taken from LIC. RETIREMENT: Retirement age of an employee is 58 years.shall be paid bonus at Rs.
WHOLE TIME EMPLOYMENT Being a full time employee of the company . state bank of India. Trainee and apprentices are required to maintain a dairy. On successful completion of training and subject to availability of vacancy the trainees/ apprentices may be offered regular employment. Performance and progress of trainees and apprentice is reviewed quarterly by their immediate supervisor/guide and deptt. SURYA ROSHNI LTD. employee is not permitted to take either part time or full time employment or engage in any other trade/ business/profession during the employment including the period of leave. CONFIDENTIALITY Besides the employees. During the interview. Every apprentice or trainee is attached to one guide/tutor.other assets are known how / process/ technologies being hired on indigenously developed confidential business data and the physical assets therefore . Kashipur and bank of Baroda by 7th in the month accordingly the employee is advised to open the bank account in any of these Banks the employers who are not able to open account due to some circumstances are being paid their salary in cash by accounts department on the 7th month or earlier day if the 7th holiday. trainees and apprentices are being appraised about their performance. ASE OF HOSPITALISATION EXPENSES: Institute of Management and Technology-Kashipur . On joining trainees and apprentices are given their syllabus and training schedule. / section head by way of personal interview. it is not expected from the employee to disclose any information in any authorized person. Term of employment specially agreed in case of an individual before or after joining shall supersede the above terms of employment.e.The salary of employee is being deposited in the bank account of the employees i.
All the data is to be filled up clearly in capital letters. All documents along with the 2 completed forms. the advantage of cashless service has been processed. FAMILY DETAILS Information of any change in particular of family members must be informed immediately by employee to personal department so as to update the employee family under the policy pension and death insurance respectively under the scheme. Documents should be properly numbered tagged or staple. HEALTH SERVICE AND NETWORK SERVICE: It is created access to a network of provides consisting of reputed Hospital during homes etc. Ltd. IDENTITY CARD: Identity card shall be provided to every beneficiary which will give access to the hospitals of Royal Sundram Alliance Insurance co. Institute of Management and Technology-Kashipur . Send all the documents with in 30 days of discharge from the hospital (Delay if any should be informed with in 30 days to get prior section from the insurance company). network hospital nursing home etc.Employee immediately on hospitalization with the following information : • • • • • • • • • Name of employee Employee code name Name of the patient Partnership with the employee Name & address of the hospital Name of doctor Date of admission Expected date of discharge Approximate expenses Photocopy of all the documents before sending the same for processing.
Surya Roshni Ltd. So we can say training is very important for the development of the organization. It results in the better production which really helpful in providing a good output to the customer.FINDINGS FINDINGS Training plays a very important role in the organization. is producing lighting.niohen etc. They are providing training to their employee how handle a customer it is very important to satisfied to the customer because customer is the backbone of the organization. Institute of Management and Technology-Kashipur . which is used various material tangaste flament.
For the development of the organization each & every department plays a very important role. hand should be checked. • Workers should be physically checked. • During selection his figure. He should be fit for the work physically. • Information about source of worker & checking is necessary. • Question about different colour should be asked. • Education should be at least 8th pass then he\she can understand all information can also.. No problem should be come in future. Different department in the Surya Roshni ltd. • Question about his family can be asked & question his school day can be asked. fiancé. like human resource. DURING TRAINING:Institute of Management and Technology-Kashipur . • All information about family should be taken.. Weak body are not suitable hard working. Written test of training programme is key factor but before training programme these are some which a discipline work is selected. Only unemployed person should be selected. Colour blindness should be checked other wise he can mix different material in department. marketing these all department plays a vital role in organization. Thus role of training & development is a very important part for the development of the Surya Roshni Ltd. Workers of some family should not be selected otherwise chances of live can take place. • Training should be at least 18 & minimum age 26. Other mill can has to face a big loss.
Each & every department is responsible. water & as on should be taken from seniors 4) Information about all member should given & their name & department etc. To think through problems which may come front the organization now or in the future. Institute of Management and Technology-Kashipur . 11)Permission before training live DEVELOPMENT OF COMPANY For the development of a company. All departments play a key role in the development of a organization TYPE DEPARTMENT OF DIFFRENT DEVELOPMENT OF A COMPANY 1. worker is selected . In this department all Directors and all chairman comes All important decision is taken in the company n this department.1) Time of coming is before 30 minutes of shift by which chances of loss can decreased. To burden the outlook of the executive. ADMINISTRION Administration department comes under two levels. should also be provided 5) For which department . 2) Full information about department should be provided behaviour with top level members this information is also given 3) Permission for toilet . part & its work& other information should be provided After his\her information of training room should be given practically 6) Information about good quality of telephone service 7) What are the advantage of good quality 8) Age of machinery can be increased by cleaning 9) Machine of materiel 10)Detail about machine. name of that department its machine .
6:WORK CULTURE: Attitude & behaviour working style of employee depend on working and thinking • Traditions • Family background Institute of Management and Technology-Kashipur . Checking of raw materiel & which output is done under this department. FINANCE DEPARTMENT: In the finance department finance manger plays a very key role He manage all the financing activates of the company 3: SALES MARKETING DEPARTMENT: Sales and marketing department with the sales and marketing of production.2. Sales manager & marketing manager plays a very important role 4:STORE(GENERAL) Store related with quantity of raw materiel stored & according to which how much product should be done 5:PERSONAL\TIME OFFICE Personal management related with: • Management principle • Organizational behaviour • Labouer welfare • Industrial relation & legislation. • Labour legislation.
DEVELOPMENT Physical Mental Decline the attitude Decline in value of life Decline in union leadership Spiritual Institute of Management and Technology-Kashipur . Training & Development.Education impact of society.
23 2 3.07 80 70 60 50 40 30 20 10 0 Agree Agree to Disagree Some Extent Series1 Series2 Institute of Management and Technology-Kashipur . Response Agree Agree to Some Extent Disagree No. of Response 44 19 % of Response 67.ANAYSIS & INTERPRETATION ANAYSIS & INTERPRETATION Question 1 .Performance Appraisal is an important tools for Promotion and development of employees in CORONA PHARMACEUTICALS PVT LTD.69 29.
Question 2 .53 9 44.84 Series1 Series2 Agree Agree to Some Extent Disagree Interpretation Institute of Management and Technology-Kashipur . Response Agree Agree to Some Extent Disagree 50 40 30 20 10 0 No.84 41.Interpretation – From the graph.Performance Appraisal strengthen the relationship between supervisor and sub-ordinates.53 27 9 13.61 41. it is clear that Performance Appraisal meets its Objective of assessment for job promotion and development of employees. of Response 29 27 % of Response 44.61 29 13.
3 21 46.53 14 Series1 Series2 Agree to Some Extent Disagree Interpretation By transparent.15 30 21. Question 3 . is transparent. fair & well communicated it means that the Performance Appraisal System is through with the Institute of Management and Technology-Kashipur .15 14 21. Response Agree Agree to Some Extent Disagree No.53 50 40 30 20 10 0 Agree 32.It was fund out that employee’s feel that Performance Appraisal system helps in improving the relation between supervisors & subordinates.Performance Appraisal system in CORONA PHARMACEUTICALS PVT LTD.of Response 21 30 % of Response 32. fair and well communicated.30 46.
46 50 40 30 20 10 0 44.employees & they get to know the feedback from time to time in a fair & well transparent manner.61 36. Question 4 . The responses show that employees are agree to extent.61 36. of Response 29 24 12 % of Response 44. Response Agree Agree to Some Extent Disagree No.Performance Appraisal System work process quantitatively and qualitatively. The performance of any employee cannot be measured merely in terms of number as a qualitative judgments is Institute of Management and Technology-Kashipur .61 29 24 18.46 12 Series1 Series2 Agree Agree to Some Extent Disagree Interpretation – According to this it suggests that the subjective as well as the objective both the factors are taken into consideration.61 18.
38 27. Here almost all the employees are agree that performance monitors most quantitatively & qualitatively.92 37 15. Question 5 – Wage remuneration should made on basis of Performance Appraisal.92 % employees disagreed upon that wage decision should be made on basis of Performance Appraisal.92 60 50 40 30 20 10 0 Agree Agree to Some Extent Disagree Interpretation – Great variation has seen in this part.also required fro this.38 10 27.69 18 Series1 Series2 56. 15.69 37 56. Response Agree Agree to Some Extent Disagree No. of Response 10 18 % of Response 15. Institute of Management and Technology-Kashipur .38 % employees agreed upon this while 56.
07 15 Series1 Series2 Agree Agree to Some Extent Disagree Interpretation – There is very strong demand towards the need for an appraisal system that uses 360 degree approach.07 60 50 40 30 20 10 0 52. it should be 360 Degree Appraisal System.3 34 24.30 24. Institute of Management and Technology-Kashipur . More then 52% people feel that 360 degree should be present there to judge the performance.61 16 23.Rather than evaluation by controlling officer.Question 6 . of Response 34 16 % of Response 52.61 15 23. Response Agree Agree to Some Extent Disagree No.
30 27.3 27.Question 7 The present Performance Appraisal System creates motivation to improve performance. Response Agree Agree to Some Extent Disagree No.69 18 20 13 Series1 Series2 Agree Agree to Some Extent Disagree Interpretation – Most of the respondents to the fact that PAS creates motivation to improve performance.69 13 20 60 50 40 30 20 10 0 34 52. of Response 34 18 % of Response 52. Institute of Management and Technology-Kashipur .
Question 8 - Is there any necessary of Performance Appraisal system in CORONA PHARMACEUTICALS PVT LTD. CONCLUSION & RECOMMENDATION Institute of Management and Technology-Kashipur . of respondents feels that PAS should be there in SURYA ROSHNI LTD.? Response Yes No No.23 10 8 6 4 2 0 1 2 6 Yes 9. of Response 59 6 % of Response 90.76 9.23 No 3 Interpretation – A large no.
who implement & apply development procedure Employee. 3. which plans.hard working employees are available in SURYA ROSHNI LTD. for the training of supervisors in human relation. for the development of executives. On the job instruction of employees. Institute of Management and Technology-Kashipur . Supervisors.Approving training budgets. instruction in the technical & professional aspects of business. The personnel department. may not be happen. establishes & evaluates in instructional programmes. Without trained staff & training employees development of SURYA ROSHNI LTD. daily development of supervisors & executives through counseling. 2. Top line executive has the responsibility for:1. The training department assumes the primary responsibility for the instruction of trainers in the method of teaching.Reviewing & approving the broad outline Programs. who provide feedback. departmental communication & staff meeting as part an overall training program.Authorized basic training policies. it may be said that training & development of organization plays a vital role in the organization. This is another cause of development of SURYA ROSHNI LTD. revision & suggestion for corporate educational endeavours. Training program should be related with: Discovery or identifying the training needs. Training is the responsibility of main groups: The top management frames the training groups. Getting ready for the job. for normal orientation.CONCLUSIONS In conclusion. for co-operative education & for the general education of employees. A systematic training programme is provided to employees & every department is doing hard work for the development of SURYYA ROSHNI LTD.
Education programme should be providing to unskilled workers. Personal approach should be made. To make people aware about the product of company should give TV. but education programme should be provided to them. Follow-up & evaluation of programme. Presentation of operation & programme. Advertisement & advertisement on newspapers. Institute of Management and Technology-Kashipur . Re-training program is generally arranged for employees who have long been in the service of an organization. Once the program of organizational development has begun. RECOMMENDATION SURYA’s need to have more skilled workers instead of semiskilled or unskilled workers. The goal of organizational development should be related to move towards high collaboration & low competition between interdependents units. concentraion on support programmes involving records. Armed with knowledge of how people learn the strength & weakness of the different management development programmes & the latest concepts available. While “Surya” has a very few number of unskilled workers. feedback & the re-shaping of organizational climate will further enhance the probabilities of success of training & development programmes improvement in inter-personal relations. Preparation of learner. training & supervisors can devise programmes that can effectively result in interpersonal behaviour modification. Surya should assist managers in setting challenging but realistic goal for themselves. organizational members become highly active in investing their own attitudes & habits of others. Performance tries out.
The cost of creating any such program is very high. There are some limitations in the off the job training which are as: The impersonality of instructional setting. learners are often subjected to distractions of a noisy shop or office. Moreover. for it needs no schools. and the employee’s contribution adds to the total output of the enterprise. Only factual subject matters can be programmed. instead of this company can take a big welcome gate on the starting of each city in India. LIMITATIONS There are some limitations in the on job training which are as: The principal disadvantages of on-the-job training are that instruction is often highly disorganized and haphazard and not properly supervised. Institute of Management and Technology-Kashipur . No one have time to read hoardings & banners. However. superlatives and executives. This is due to such reason as the inability of the experienced employee to impart skills to the trainee. Further. and is situation for all levels of operatives. the breakdown of the job for the purpose of instructions. Philosophical and attitudinal concepts and motor skills cannot be taught by this method. therefore more money should not be wasted on it. the other drawback is the low productivity. this training is generally given in a large number of organizations. and the lack of motivation on the part of the trainee to receive training. especially when the employee is unable to fully develop his skills. An advanced study is not possible until preliminary information has been acquired.
Without proper scheduling from above. The top management rarely plans and budgets systematically for training. Behavioral objectives are often imprecise. without proper incentives from top management. Training external to the employing unit sometimes teaches techniques on methods contrary to practices of the participant organization. does not account for training in production scheduling. The middle management. first line supervisors have difficult in production norms if employees are attending training programs.Limitations of training are as: The benefits of training are not clear to the top management The top management hardly rewards supervisors for carrying out effective training. Trainers provide limited counseling and consulting services to the rest of the organization. Institute of Management and Technology-Kashipur . Timely information about external programs may be difficult to obtain.
M.R. Decenzo & Stephen P.(Human Resource Management) -:Websites Used Institute of Management and Technology-Kashipur .BIBLIOGRAPHY BIBLIOGRAPHY C. Personnel Human Resource Management. New Delhi. New Age International Publishers.Kothari. Research Methodology. PRASAD L. 2005.R. PrenticeHall of India.M.Robbin. H. New Delhi. David A. 2005.
Performance Appraisal is an important tools for Promotion and development of employees in CORONA PHARMACEUTICALS PVT LTD. Agree to Some Extent ( 3.Agree( ) 2. Disagree ( ) Institute of Management and Technology-Kashipur ) . 1.ANNEXURE QUESTIONNAIRS PERFORMANCE APPRIASAL NAME: ---------AGE: -----------GENDER: -------DESIGNATION: --------DEPARTMENT: ------- Question 1 .
Agree( ) 2. 1.Question 2 . Agree to Some Extent ( 3. 1.Performance Appraisal strengthen the relationship between supervisor and sub-ordinates. Disagree ( ) ) Question 3 Performance Appraisal system in CORONA PHARMACEUTICALS PVT LTD.Agree( ) 2. is transparent. Agree to Some Extent ( ) Institute of Management and Technology-Kashipur . fair and well communicated.
Agree to Some Extent ( 3. Agree to Some Extent ( 3. Disagree ( ) ) Question 5 – Wage remuneration should made on basis of Performance Appraisal.3. Disagree ( ) ) Institute of Management and Technology-Kashipur . Disagree ( ) Question 4 .Agree( ) 2.Performance Appraisal System work process quantitatively and qualitatively.Agree( ) 2. 1. 1.
Rather than evaluation by controlling officer. Agree to Some Extent ( 3. Agree to Some Extent ( 3.Agree( ) 2. 1.The present Performance Appraisal System creates motivation to improve performance.? Institute of Management and Technology-Kashipur . 1. Disagree ( ) ) Question 8 Is there any necessary of Performance Appraisal system in CORONA PHARMACEUTICALS PVT LTD. Disagree ( ) ) Question 7 .Agree( ) 2. it should be 360 Degree Appraisal System.Question 6 .
Personnel research is the task of searching for and analyzing facts relating to the end that personnel problems may be solved or guidelines governing to their solution derived. Personnel or HR research is the investigation and analysis of personnel and human behavior with the view to set the guidelines for the future. This research is mainly concerned with the study of human behavior &prepares guidelines for their future guidance.1. Yes ( ) 2. Institute of Management and Technology-Kashipur . Objective of the Research: • To bring about the small and trivial problems of the employees in the limelight of the management. No ( ) RESEARCH METHODOLOGY NEED FOR THE STUDY: Human Resource research is the task of searching for and analyzing facts to find out certain guidelines to solve the human resource problems.
• To help the management to ratify the present philosophy and principles of the personnel management. RESEARCH PROCESS Different steps are to be followed in the research process and they are explained as below: • PROBLEM SOLVING: This is the basic step in the research process. Research design is the basic frame work which provides guidelines for the rest of the research process. Here the problem is “to analyze the attitudes of the employees regarding the various benefits provided to them by BHEL”. So in this study full description of the attitudes of the employees regarding the benefits provided to them will be known so it is a descriptive study. • SAMPLING DESIGN: Institute of Management and Technology-Kashipur . • RESEARCH DESIGN: Once the problem is defined the next step is the research design. • To discover the ways to maintain abilities and attitudes of personnel at good or high levels or on continuing basis.• To help the management of the company to know about the actions to be taken to increase the level of satisfaction of the employees. It is well said that “a problem well defined is half solved”. The research design for this project is descriptive research design as descriptive studies attempt to obtain a complete and accurate description of this situation.
• Observation • Experimentation • Survey • Direct interview method I have selected survey method of data collection. • POPULATION: The total elements of the universe from which the sample is to be selected to be studied is known as population. The population of my research is the employees of BHEL. as the sample of employees for the survey were selected from the organization from different quotas as some managers were intervened. This is one of the common and widely used methods for primary data collection. We can gather wide range of Institute of Management and Technology-Kashipur . SAMPLING.The sampling design used in this project is QUOTA. • SAMPLE SIZE: The sample sizes for my project are 100 employees working in the organization. • DATA COLLECTION: Following are the sources of the collection of data. some executives and few operators. • Primary sources • Secondary sources • DATA COLLECTION METHODS: There are three main methods of data collection.
But the questionnaire was not shown directly to the employees but direct interviews were carried out to judge their view point.HR research studies the employee’s attitudes and behavior so there is no guarantee that these will not change in time. attitude. Institute of Management and Technology-Kashipur . However since research process involves the collection of data and facts building up and analysis of data then checking the data and data remarks it is obvious that a study takes a considerable time for completion.valuable information about the behavior of the employee’s viz. In survey method most commonly used is the questionnaire. another one is interview. I have also used questionnaire to find out the employees attitude with respect to the various benefits provided to them. motive and options etc. Questionnaire yields the most satisfactory results.
Institute of Management and Technology-Kashipur .
This action might not be possible to undo. Are you sure you want to continue?
We've moved you to where you read on your other device.
Get the full title to continue reading from where you left off, or restart the preview.