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Performance Appraisal
STATEMENT OF THE PROBLEM
The performance appraisal of the employees in the organization should be an
effective tool for measuring the employees performance. If the performance notmeasured in a real manner it will be a critical issue. A study on impact of performance
appraisal was undertaken to study the reasons and ways to improve the condition.
Performance Appraisal helps the organization to keep the employees in a
Right position i.e, promoting and demoting the employees according to their
performance.
INTRODUCTION
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Human Resource Management
Human resource management is concerned with the human beings in an
organization. It reflects a new philosophy, a new outlook, approach and strategy
which views an organizations man power as its resources and assets.
Human resource management function that helps the managers to recruit,
select, train and develop the organizational members for the purpose of achieving the
stated organizational goals. Human resource management is used as synonym to
personal management and the personal department is called as human resource
department.
Performance Appraisal
Performance appraisal is the process of evaluating performance of the
employees for purposes of administration including Placement, Promotions and
Rewards and needs of development and other actions which require differential
treatment among the member of a group as distinguished from actions affecting all
members equally.
Performance appraisal has been considered as most significant and
indispensable tool for organizations for the function it provides is highly useful in
making decision regarding various personnel aspects. Through the process of
appraisal leader try to help the subordinate understand area of deficiency and strength,
so that future can be improved.
The appraisals of individuals in an employment has been labeled and
described by experts over the years in different ways; common descriptions include
performance appraisal, merit rating, behavioral assessment, employee evaluation,
personnel review, progress report, staff assignment, service rating and fitness report.
Performance evaluation is a systematic evaluation of the individual in respect of his or
her performance on the job and his/her potential for development.
The Function Of Performance Appraisal
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1. It seeks to provide an adequate feedback to each individual for his or her
performance.
2. It supports to serve as a basis for improving or changing behavior towards
some more effective working habits.
3. It aims at providing data managers with whom they may judge future job
assignments and compensation.
Approaches To Performance Appraisal
Generally speaking 2 approaches are used in making performance appraisal.
1. A casual, unsystematic and often haphazard appraisal main basis being
seniority or quantitative measures of quantity and quality of output for therank and file personnel.
2. The traditional and highly systematic measures of employee characteristics
and Employee contributions or both. It evaluates all the performances in the
same manner utilizing the same approach, so that the rating obtained of
separate personnel or comparable.
Uses Of Performance Appraisal
Performance appraisal system can be put to several uses covering the entire
spectrum of personnel, human resource functions in an organization. The illustrative
list of uses of performance appraisal to promote a variety of management includes.
Improve productivity.
Create a positive work environment.
INDUSTRY PROFILE
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Introduction to chocolate or confectionery
Candy bars, Milk shakes, cookies flavored coffee, even cereal and Medicine
chocolate is a key ingredient in many foods infact it ranks as the favorite flavor of
Most Americans and yet few of as know the unique origins of this popular treat.
The story of chocolate spans more than 2000 years and now circles the globe.
The tale began in the tropical rain forest of central and South America where cacao
(kah kow) first grew. Chocolate is made from the seeds of the cacao tree.
Chocolate History
The tasty secret of the cacao (kah khow) tree was discovered 2000 years agoin the tropical rain forests of the Americans. The pods of this tree contain seeds that
can be processed into chocolate. The story of how chocolate grew from a local
Mesoamerican beverage into a global sweet encompasses Many cultures and
continents.
The first people known to have made chocolates were the ancient cultures of
Mexico and Central America. These people including the Maya and Aztecs Mixed
ground cacao seeds with various seasoning to make a spicy, frothy drink.
Later, the Spanish conquistadors brought the seeds back home to Spain, where
new recipes were created. Eventually, the drinks popularity spread through out
Europe. Since then, new technologies and innovations have charged the texture and
taste of chocolate, but it still remains one of the worlds favorite flavors. Select which
part of chocolates long history youd like to explore first.
INTODUCTION: Chocolates History at a glance.
Chocolates roots in Ancient Mesoamerica
We tend to think of chocolate as a sweet candy created during modern times.
But actually, Chocolate dates back to the ancient peoples of Mesoamerica who drink
chocolates as a better beverage. For these people, chocolate wasnt just a favorite food
it also played an important role in their religious and social lives.
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The ancient Maya grew cacao and made it into a beverage
The first people clearly known to have discovered the secret of cacao were the
classic period Maya (250 900 C.E[A.D]). The Maya and their ancestors in
Mesoamerica took the tree from the rain forest and grew it in their own back up roll,
where they harvested, fermented, roasted and ground the seeds into a paste.
When Mixed with water, Chile peppers, corneal, and other ingredients, this
paste made a frothy, spicy chocolate drink.
The Aztecs adopted cacao
By 1400, the Aztec empire dominated a sizeable segment of Mesoamerica.The Aztecs traded with Maya & other peoples for cacao & often required that citizens
and conquered peoples pay their tribute on cacao seeds a form of Aztec Money.
Like the earlier Maya, the Aztecs also consumed their bitter chocolate drink
seasoned with spices sugar was an agricultural product unavailable to the ancient
Mesoamericans.
Drinking chocolate was on important part of Maya and Aztec lifeMany people on classic period Maya society could drink chocolate at least on
occasion although it was a particularly favored beverage for loayality. But in Aztec
society, primarily rules, priests, decorated soldiers, and honored Merchants could
partake of this sacred brew.
Chocolate also played a special role on both Maya and Aztec royal and
religious events priests represented cacao seeds on offering to the goods and served
chocolate drinks during sacred ceremonies.
Chocolate: A contemporary confection: For hundreds of years, the chocolate
making process remained relatively unaltered. But by the mid 1700s the blossoming
industrial revolution saw the emergence of innovations that changed the future of
chocolate.
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A steady stream of new inventions and advertising helped set stage for solid
chocolate candy to become the globally favored sweet it is today.
Take a more detailed look below at the different ways people obtained, Made
and used cacao in the recent past & present.
The creamy chronicle of chocolate
Did you know that chocolate was first cultivated and consumed by the Mayans
and Aztecs? By the year 1000 AD. The beans were being used as currency. The
Aztecs believed that drinking chocolate, which was the undiluted, on sweetened
liquor from the fermented cacao beans, would bring great wisdom understanding and
energy. Its use was reserved for the rating and priestly classes.
In 1492 Columbus was given some of the cacao beans and took then back to
Spain, but he didnt know how to process and ferment them. In 1519 Cortez
descended upon the Aztecs were convinced that Quetzalcoatl had returned as
prophesied and they tried to get him to leave by once again playing him with
chocolate.
The 100-years secretIt didnt work very well, as Cortez organized the area as a Spanish colony but
it did introduce Cortez to not only the consumption but the processing of chocolates.
They took the beans and the process back to Spain. The Spanish added sugar and
honey to the bitter liquid and then fell in love with it. As in the Americans, its use
was reserved for member of the court. Chocolate was kept a secret by the Spanish
court for almost a hundred years.
Bakers chocolate
In 1755 the processing of chocolate Moved back to the new world when john
Hanau and James baker opened a processing house in Massachusetts which was
beginning of the company now known as bakers chocolate.
Now for the science staff
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Cocoa batter as a trigly cevide which begins to soften at 75 f., and Melts at 97
f. It is a highly saturated fat which consists principally of the fatty acid stearic acid,
which is found in higher concentration in chocolate that in any other food. Stearic
acid is rapidly converted by the liver into oleic acid , a mono unsaturated that neither
raises nor lowers serum cholesterol oleic acid is also a present in olive and canola oils.
Chocolate does contain caffeine, but not much one ounce of milk chocolate
usually contains 5 Mg of caffeine, one ounce of semi-sweet usually has 5-long and a
six-ounce cup of cocoa usually has 10Mg. For comparison, a six-ounce cup of coffee
contains 100-150 Mg. Chocolate does not cause acne. It does obtain a protein that in
habits bacterial growth on teeth and since it meets at body temperature and melts off
ones teeth, the sugar in chocolate does not cling to ones teeth.
Why we love Chocolate
The loveliest thing about chocolate, the thing that makes us all so happy when
we eat it is that it contains the highest concentration in any food of phenyl ethylamine,
which is the chemical produced in the brain when a person is in love. Watch this
space for more information about chocolate from peter book chocolatier, where we
fall in love with chocolate a new every day.
How Phyllis invented chocolate covered popcorn
Phyllis Lockwood Geiger, owner of peter Brooke chocolatier says the
company is chocolate covered popcorn which she calls a pare gift from God was
created by accident. It was back in 1984 when I had my first little.
Chocolate shop on San macro square, that I inadvertently invented it. She
said: All the San macro merchants were giving away from samples at the annual
holiday magic celebration, and I had a shop fall of very expensive hand made items
that I couldnt afford to give away. I ran down to the theater, got some fresh popcorn
and sprinkled chocolate on it so we have something to give too. This past holiday
seasons peter Brooke sold more than 5tons of chocolate covered popcorn. Its turned
into our most popular item, laughs Geiger. A true holiday blessing!.
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Introduction to confectionery
In India confectionery industry is one among the earliest establishment
industries. It has a large market and potential to grow so many folds.
At the national companies that are in market are Nutrine. Parrys, ravalgon,
parley, perfetty, van Elle, Cadburys, National products etc.
Confectionery consumption is primarily confined to children. The
competition resulting in plenty of varieties. The consumer can choose whatever he
wants from the market.
Confectionery as a product is in early growth stage. But the demand has been
observed to be increasing gradually over a long period of time.
The word confectionery was derived from the Latin word confection
which means Preparation. In other words A place where the sweets are made is
called confectionery. It consists of both chocolates and biscuits.
Confectionery is of two types
Sugar Confectionery.
Flavors confectionery.
Sugar Confectionery
Sugar confectionery means sweets in which sugar is the main ingredient either
they consists of sugar in very fine crystal from dispersed in sugar maintained in a
solution of careful blend of different types as sugar i.e. boiled sweets, toffees or
caramels, fate, milk, nuts are employed to obtain a variety of flavors and textures.
Before the 9th century sweets candies were the monopoly of apothecaries who made
them to hide the taste of their drugs.
Flavors Confectionery
Flavors confectionery consists of parties and fancy cakes having flavours as
their basis sweetens and mixed with variety dairy products such as butter and eggs.
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Cocoa And Choudate
Chocolate was derived from cocoa been see of tree Theo bream Cocoa
originally wild in central America and is not cultivated in the tropical bet coca powder
contains cocoa butter added to compensate for increased bulk due to inclusion of
sugars.
Eating Chocolate can be derived into two types
Molded confectionary
Covertures
Confectionery covertures for converting fruits, nut biscuits, preserves and
other centers need high proportion of better than chocolate for molding into block.
The manufactures of sugar coated nuts etc., known as DRAGEES is said to have been
introduced by ROMAN, JULIUS, DRAGATUS, and BONSONS were first made in
the 13th century. Pastries in the 15th century and fondants in the 17th. The great present
day volume of manufactures is due to introduction of automatic and semi automatic
machines about the middle of the century.
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COMPANY PROFILE
Introduction
Nutrine confectionery company limited (NCCL) is the flags ship company of
nutrine group spanning diverse products and services like confectionery, fruit bars,
chewing gum, granite marketing and surface transport. The NCCL is the
manufacturing and Marketing of confectionery products since 1952. Market research
and product quality and range have been the key factors of success.
Establishment
NCCL was established in 1952 by late B.V. Reddy a graduate from nationalUniversity, Adyar, (Madras). The chanedor of this university then was Sri.
Rabindranath Tagore, Noble laureate NCCL was started as a small Manufacturing
unit to produce different type of candies. After the demise of Sri. B. V. Reddy, his son
Sri V. Dwarakanath Reddy, M.Sc., Chemical Engineering, USA, took over reins of
the industry Sri. V. Dwarakanath Reddy gains in valuable insight into the
confectionery manufacturing and Marketing. He is a visionary bound by an obsessive
commitment to quality and uncompromising faith in business ethics.
The management of the Nutrine group & currently headed by Sri. V.
Dwarakanath Reddy nephew Sri. V. Vikram Reddy, Managing director, has been
given valuable guidance to the functional management. Crucial functional area are
being efficiently monitoring by directors Sri. V. Madhusudhan Reddy and Sri. V.
Dinesh Reddy.
Company Status : Indias highest selling sweets. The leader in the
confectionery industry in India as well as an
organized sector. Its holds 35% market share in
India.
Nutrine of the Business : Sugar Boiled Confectionery.
Year of Establishment : The NCCL was established on February 1953 by
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Late Sri. B. Venkatarama Reddy, a graduate
form national University, Adyar.
No. of workers : Around 482 workers on all over factory.
Annual Sales turnover : 225.3 Crores 2009 2010
Company Capital : 30 Crores in 2003.
Principal Export market : NCCL, Exports confectionery products to
Various international markets via., Australia, Middle
East Europe, south Africa and New Zealand. Every
effort is being made to establish Nutrine household
name as international player in order to establish the
brand strength in many international markets.
Manufactures Products : More than 20 varieties of candies, toffees,
Fruit bars and lozenges.
Production setup : NCCL produces its confectionery with a main
Factory at Chittoor
Production setup : 100 tonnes per day (rated capacity)
No. of workers : Grade I - 5
Grade II - 42
Grade III - 347
Grade IV - 80
Total - 474
Number of staff : Mangers - 17
Officer - 54
Trainers - 4
Total - 75
Total number of employees working is - 549
No. of verities in PDN : 25
Mahalacto
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Eclairs
Cookies
Assay
Deuble hit
Carmella
Nutrine Confectionery Company began as an idea around 1950 and became a
reality in 1953. Well meaning friends as also skeptics told him he had no chance
against the old brand name that had been for decades synonyms for confectionary in
India.
But, B.V. Reddy merely said, They must be room for one better brand in this
vast country.
Quality
Quality that was the key.
Never compromise
Profits will come in good time.
Put yours money into quality.
Maintain it at all cost
That was what B.V. Reddy thought us.
He would fight for his rights that were a matter of principles.
He would never knowingly trespass on anothers rights that too was a matter of
principle.
He left us in 1964. but the tradition has not left us it never will.
Location Factors
Nutrine Confectionery limited is situated in the border town of Chittoor on the
national Highway4 in AP. The company is established in an area when the basis raw
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materials milk, Sugar etc., are available in plenty and easily procurable. Chittoor lies
in an advantageous, horticultural belt where tropical fruits like mango, banana and
papaya are grown in abundance. Nutrine produce its confectionery with a main
factory at various centers.
Diversification
Since 1985 Nutrine has diversified into other food products like chewing
gums, instant feeds dehydrated fruit bars of mango, Banana, papaya, guava, fruit pulp,
processed fruits .Nutrine has a wide range of more than 72 varieties of candies,
toffees, lozenges etc. Being the leader in the industry for more than a decade.
Nutrine has always endeavored to satisfy the customers changing wants and
desires with its special emphasis on quality range and cost effectiveness.
Research and Development
Nutrine is the only company in India producing dehydrated fruit bars, using an
innovative technology. Nutrine has a well equipped research laboratory. Where
continuous product testing and product development is organized nutrine produces its
confectionery with a main factory at Chittoor and with packing arrangements at
various centers nutrine enjoy a high market share of 34% in confectionary in the
organized sector in china.
Exports
Nutrine exports confectionery gums and fruit bars to Canada, Djibouti,
Malaysia, Mauritius, Myanmar, Mozambique, New Zeland, Nepal, Hallway. Saudi
Arabia, Singapore, Bangladesh and Srilanka. While Nutrine does export some
products to Dubai, New Zealand and Africa. It is concentrating mainly on the
domestic market.
Company Growth & Performance
For a small scale unit, which manufactures only candies in the early 60s
Nutrine Confectionery (P) Ltd. Company has grown to multi market grains multi core,
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multi production and has been the single largest manufacturing company of
confectionery and toffees in India since 1982.
The production strength and the quality assurance given to the market the
company is due to the biz acumen of the bound members particularly chairman Sri. V.
Dwarkanath Reddy and M.D. Sri. V. Vikram Reddy who have added a number of
sophisticated machinery imported form many equipped R&D laboratory where
continuous research and development and production of dimensions to biz philosophy
by the nutrine corporate.
Manpower
Today Nutrine has more than 560 employee including worker on employment
rolls. Nutrine CCL has build in a reputation of excellent employee relationship
continuously reinforced by generous benefits offered which includes free uniform,
Apron, shoes, Washing & Medical allowances subsidized tiffin and meals, free tea
dresses intuits eve of the festival to the family school uniform, fees and stationery.
Current operations and future outlook
NCCL exports confectionery products to international market Via., Australia,
Middle east south Africa, Europe, New Zealand, with the advert of WTO, Nutrine has
international Marketing plans to reach the further markets.
Nutrine is actively planning to diversify into processed food processing units.
with superior technology for maintaining high quality standard and hygiene factors at
every stage of procurements, preservation, processing, canning and packaging. The
new plant which would go into commercial production in April 2002 planned and
commissioned on HACCP & ISO standards.
Corporate Image
Nutrine have built up an evitable corporate image among most consumers by
effective advertising strategy and promotional input while investing in brand
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promotion. Nutrine identifies itself with popular sports like cricket, hockey etc., in its
brand strategy in India.
IT Strategy
Nutrine is seriously perusing integrated IT strategy for Phased automation of
all its business processes while strategically evolving SCM
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Working conditions in NCCL are very good, the employee have been provided
good ventilation and good atmosphere at work place there are three shifts for
workmen.
They are
1st shift
2nd shift
3rd shift
General shift
Computerized attendance recording system:-
Attendance recording system is working on computer. The employee will be
given an identify card/punching card at the joining of company. The employee had to
record their attendance by inserting their punch card in the punching machine at their
entering and leaving the company at time office.
The employee should not leave the premises of the company without written
permission.
Leave particulars
Earn leave : As per factory act
Casual leave : 12 days
National and festival holidays : 10 days
Various Departments in the Confectionery
Nutrine Confectionery Company limited has 10 sectors as its various
departments like.
Raw Materials departments
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The company has a raw materials department, which takes care or provision of
raw materials required for the manufacture of products and also availability of raw
materials.
Production Department
In this department the company looks after the production process, which
further divided into three sub departments Viz.,
Confectionery department
Toffee department
Wrapping department
Confectionery department
In this department the company produces more than 45 varieties of hard body
confectioneries.
Toffee Department
In this Zone the company manufactures more than 75 varieties of toffees.
Wrapping Department
This department deals with the packing of the final products. The company
has automated the wrapping section.
Quality controlled Department
This department looks after the quality of the product, which has a well
equipped state of the art R&D laboratory to check the quality of the products.
Workshop
It has its own well-equipped workshop it deals with the machinery. This
department under takes the repairs and snags besides Maintenance.
Finance department
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This department looks after all the cost transactions & maintains looks of
accounts from all the department of the company.
Competitions
In the confectionery field the major competitors of the Nutrine are
Parle
Parrys
Rovalgon
Cadbury
Nestle
Vanmelle
ITC
Popular & leading brands of Nutrine are
Nutrine Mahalacto
Nutrine cookies
Honey fab
Assay
Chocolate clairs
NCCL has a well equipped research a development laboratory where
continuous product testing and product development is organized.
During the recently held AD ASIA conference at Jaipur, Nutrine was selected
as the BEST BRAND among fast moving consumer goods industry, become of its
inherent, innovative product development capabilities.
The company has modernized its plant by importing sophisticated card
manufacturing machinery from Robert Bosh of Germany for making hygienic
confectionery. The markets imported are the 5 or 6 markets of its kind in the world
with the use of these markets Nutrine sold to produce good quality confectionery with
exacting standards.
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17 with sustained supple from the valued stocked, Nutrine is growing stranger
in the markets & retaining its no 1 position with the facilities available & those to be
decided in the coming years, Nutrine will energy as one of the big food giants in the
country on the next few years.
The Government of Andhra Pradesh has conferred Best Management
Award. On 1st May, 2003 for then out standing performance in maintenance of
industrial relations & labor welfare.
PRODUCT PROFILE
Products of Nutrine Confectionery company limited
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Chocolate clairs
Nutrine Maha lacto
Wild coffee
Amras
Super star delite
Ginger caps
Chumma chumma
Naturo fruit bar
Espresso toffee
Nutrine royal (pista, badam, kajur, kesar)
Caramella (mango, coconut, chaco, kesar)
Nutrine gold
Nutrine white clairs
Soft heart
Pineapple toffee
Orange candy
Gulkand
Mango soft center
Pineapple toffee
Clubby
Milky caramel
Assay
Nutrine cookies (coconut, elachi) Maruel
Sunshine fruit
Nutrine lollipop
The Major Brands of Nutrine are
Maha Lacto
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Maha Lacto brings you the irresistibly rich, creamy & long-lasting flavor at
50p A taste India has grown up with.
Maha Khayega Toh Maha Karega.
Maha Coffee Eclairs
Maha Coffee Eclairs A unique combination of Coffee and Chocolate whichoffers you the best of both worlds at Re.1
Maha Khayega Toh Maha Karega.
Maha Choco
A rich chocolaty candy at 50p with a taste that no-one can resist.
Maha Khayega Toh Maha Karega.
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Nutrine Lollipops
Nutrine presents lollipops in 4 lip-smacking fruit flavors. These attractively
packaged candies are priced at just Re.1 each.
Nutrine One Two Three
Nutrine One Two Three brings to you the magic of 6 new and exciting fruit
flavors in this unique and attractive packaging at great value
3 fruit candies at Re. 1!
Nutrine Santra Goli
Delicious hard candy in tasty tangy orange flavour with soft juicy center. The
outer shell gives a long lasting taste experience while inner juicy center gives a
refreshing feeling of a tangy orange juice.
Nutrine Aamras
Exotic Indian mango pulp centre in an exquisite sugar candy. You'll unwrap a
lingering true mango experience.
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Nutrine Gulkand
Extract of sweet, delicate Indian roses processed in pure honey and encased in
sugar candy. A classic Indian delicacy.
Ethnic to the core !
Chocolate Eclairs
Ripples of delicious chocolate centre encased with rich creamy caramel will
make you relish every bite. Share your sweet moment with the complete chocolateeclairs.
It is so tasty-tasty!
Nutrine Aasay
A luscious vanilla-milk toffee, the heart-throb of kids and teenagers.
Lacto Bon Bon
This ageless mouth watering sweet treat is a classic combination of Milk,
Caramel and Ghee.
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Kokanaka Cookies
Coconut
The crunchiest tasty treat with real coconuts, rich milk cream and glucose. A
marvelous blend that sets the cookies trend.
Enjoy the real taste of coconut!
Kokanaka Cookies
Milk Cream
This all-rich, all-creamy Kokanaka with coconut desiccates is a hot favourite
of many for its extra - rich flavour of milk-cream.
Enjoy the creamy Treat!
Honey Fab
Rich honey center-filled premium candy. Only one of its kind in the country.
Just bite into and feel the excitement.
Real Honey... pure Trill!
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VARIOUS TYPES OF CONFECTIONEIES MANUFACTURED BY NUTRINE
Type of confectionery Brand Name:
Kokanaka Cookies
elachi chocolate
chocolate clairs
Flavor
Coconut
Elachi
Chocolate Centre
Covered with
Geamy caramel
Haud Boiled Mahalacto Nutrine,
Amras Nutrins Gold,
Gulkland coconut crunch
Milk, Butter, Mall Mango,
Vanilla, Rose, Coconut
Toffee Wild keffy,
Assay,
super Assortment,
Dishum ,
Carmella
Coffee
Vanilla
Twin treat top delite cream
coconut pineapple,
Orange grape coconut balck
current mango.
Lollipops Nutrine Lollipops Lollipop
Lozenges Coolers Ginger, Gingermint,
Eucalyptus (OLE)
The company is looking at introducing nut based chocolates, eclairs and
candies with ethnic taste, Mango & Tamarind in the Rs.1/- soft for the organized
sugar boiled confectionary industry, Rs.1/- currently is the highest price point and less
than 10% of its market estimated at Rs.750/- crore, canes from it Nutrine is trying to
increase the revenue share of its Rs.1/- category and 15% from the present 7%.
The company is planning to gradually face out the 25 paisa category which
accounts for around 35% of its product portfolio in the next 2 or 3 years. This
category results in maximum loses for the company as it does not enable it to pass on
the excise duty it increase to the customer.
REVIEW OF LITERATURE
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PERFORMANCE APPRAISAL SYSTEM OF HRD
Human Resource department has gained increased attention in the last
decade from human resource specialists, training and development professionals,
chief executives and line managers. Many discussions of HRD have been integrated
in to research, training, organizational design and change in the next decade, there is
likely to be a knowledge explosion in HRD.
Concept of HRD in the organizational context is a process by which the
employee of organization are helped in a continuous, planned way to
Acquire or sharpen capabilities required to perform various functions
associated with them present or expected further roles.
Develop their general capabilities as individuals and discover and exploit
their own and organizational development purpose.
HRD MECHANISMSHRD systems may include the following process mechanisms:
Performance Appraisal
Potential appraisal and development
Feedback and performance coaching
Career planning
Training
Organization development
Rewards
Employee welfare and quality of work life
Human Resource Management
DEFENITIONS
Performance appraisal is a method of evaluating the behavior of employee
in the works spot, normally including both the quantitative and qualitative aspects of
job performance.
-MICHAEL.R.CARREL AND
FARNK.E.KUZMITS
Performance appraisal is a process of evaluating an employees
performance of a job in terms of its requirements.
-DR.C.B.MEMORIA
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Performance appraisals identify performance gaps. As such, they provide an
excellent opportunity for a supervisor and subordinate to recognize and agree upon
individual training and development needs.
-J.M.FINES
A formal definition of performance appraisal is It is the systematic evaluation
of the individual with respect to his or her performance on the job & his or her
potential for development.
-DALE.S.BEACH
Performance appraisal is a formal, structured system of measuring and
evaluating an employees job related behaviors and out comes to discover how and
why the employee is presently performing on the job and the employee can performed
more effectively in the feature so that the employee, organization , society and all
benefits.
-RANDALL.S.SCHULER
Performance appraisal to all formal procedures aimed working organization
to evaluate personalities and contributions of one potential group members.-DALE YODER
The firm, on the other hand, needs a performance appraisal system in order to
establish principles of managerial accountability. Where the employees are given
responsibilities and duties. One of the functions of performance appraisal is ensure
that the people or accountable for their organizational responsibilities
-Z.YUHONG
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SCOPE OF THE STUDY
The Performance Appraisal System will be used to assess the performance of
employee and to plan for their development. As is apparent from what has been
stated above, the investigator has confined the study to performance Appraisal System
of Nutrine Confectionery Company Limited only. Although appraisal as a vital tool
covers all employees of the organization, for the purpose of this study, the area has
been confined to a limited no. of executives as well as non-executives.
This is more or less of the nature of a subjective evaluation of the personality
traits of the employees by their superiors.
Again, within the area of Performance Appraisal, the study is confined to the
existing system and the manner in which the system is operating so as to identify
howfar it has been effective for promoting personal development and effectiveness of
managerial personnel in Nutrine Confectionery Company Limited.
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OBJECTIVES OF THE STUDY
To study the current performance appraisal system.
To find out the opinion of the employees regarding the current
appraisal system.
To evaluate the effectiveness of performance appraisal system in
nutrine confectionary company Ltd.
To know how frequently the review is done.
To know whether the management is showing much interest to
performance for rewards as well as carrier development. To design the suitable performance appraisal to the organization so
that it can yield better results than the existing system.
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LIMITATIONS OF THE STUDY
Since names are mentioned in the questionnaire, most of the employees
answered favorable to the company. This might have lead to wrong
findings in the study.
The period of study, have been very short. The reach though tried in vain
to make personal contacts with the top executives of Nutrine
Confectionery pvt.ltd, Chittoor, who were otherwise busy in multifarious
activities.
The information provided by the respondents in the survey may be biased
or may not be viewed as seriously to provide with accurate information.
Response from inexperienced workforce or relatively new workforce in
the survey may temper some validity of information.
Employees are belongs to various shifts and it is difficult to gather
information.
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RESEARCH METHODOLOGY
Meaning Of Research Methodology
Research methodology is a way of solving a problem systematically. It may be
understand as a science of studying how analysis is done scientifically from the nature
of data.
Research
Research is a careful investigation or enquiry especially through search for
new facts in any branch of knowledge. Research is an original contribution to the
existing stock of knowledge making for its advancement. The systematic approach
concerning generalization and the formulation of a theory is a research.
Sampling
Sampling may be defined as the selection of some part of an aggregate on the
basis of which judgment or inference about the aggregate is made. Any aggregate
from which data is collected is called Population or Universe. Sampling should be
truly representative of population characteristics without any bias so that it may result
invalid and reliable conclusion.
Sampling Method
Sampling method used here is Simple Random Sampling.
Type Of Universe
The type of universe to be studied is definite, as it is easy to identify the
number of items in the universe.
Sampling Size : 50 respondents
Sampling Unit: Nutrine Confectionary Company Limited, Chittoor.
Methods Of Data Collection
Both primary and secondary data were used in the research.
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Primary Data
The primary data were collected directly from the employees of nutrine
confectionary company limited.
Secondary Data
The secondary data were collected from library publications of various
researchers and from internet.
Tools For Data Collection
Data Collection
The research adopted a neatly prepared English structured
questionnaire for collecting primary data from respondents, which is
more economical, simple and easy to administer among educated
respondents.
A questionnaire has five points like scale with strongly agree, agree,
neither agree nor disagree, disagree and strongly disagree .
The researcher visited the organization during officers hours to
distribute questionnaire to the employees with the request to fill up the
questionnaire, which is meant for researchers academy purpose.
Statistical Method
The role of statistical in research is to function as a tool is designing research,
analyzing its data drawing conclusion there from. An every individual clearly knows
that the science of statistic cannot be ignored by research workers.
Graphical Representation
Graph is a statistical method of presenting of a statistical results or data in a
graphical form.
Advantages Of Graphical Representation
The information presented in a graph is clearly understandable.
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It has a great memorizing effect.
It helps to make quick and accurate comparison data.
Percentage Method
Percentage is used in processing data to charts and pie diagram were used to
explain the tabulation clearly.
Bar Diagram
Bar diagram are the most common types of diagrams used in practice. A bar is
thick line whose width is shown merely for attention they are called one dimensional
because it is only the length of the bar that matters and not the width. When number
of observations is large, lines may be drawn instead of bar to economics space.
Pie Diagram
This type of diagram enables to show the portioning of total into component
parts. A very common use of the pie charts is to represent the division of a sum of
money into its components.
Research Instrument
The research instrument used for the purpose of structured questionnaires.
Structural Questionnaire
The questionnaire is standardized in this questionnaire that is the questions
presented in exactly in the same manner to all the respondents.
Type Of Questions There are two types of questions:
Close ended questions and
Open ended questions.
ResearchMethod
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The research method adopted was survey method among the employees in
Nutrine Confectionery Company Ltd.
Types Of Survey
Sample survey was adopted.
Population
Population is defined in terms of constituent parts namely Elements,
Sampling, Sampling units, Extents time. The population of study was limited.
Type Of Sampling
The respondents are to be surveyed, the sampling unit must be supervised by
Nutrine Confectionery Company Ltd.
Sample Size
A sample size of 50 respondents out of 549 employees in Nutrine
Confectionery Company Ltd.
Analytical Tools
The collected data was analyzed with the help of simple percentages and the
charts to analyze the data from the responses.
Tools Of Analysis
The tools used for analysis includes:
Percentage analysis
Chi-square analysis
Chi-Square Test
Chi- square test is a statistical measure used in the context of sampling
analysis for comparing variance to theoretical variance. The test is in fact, a technique
through the use of which it is possible for all researchers to
Test the goodness of fit
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Test the significance of allocation between two attributes
Test the homogeneity or the significance of popular variances.
DATA ANALYSIS AND INTERPRETATION
1. Since how long you are working in this organization?
Table:-1
Opinion
Respondent
s Percentage (%)
5 to 10 years 7 14
11 to 15 years 12 24
16 to 18 years 11 22
Above 20 years 20 40
Total 50 100
Chart:-1
Interpretation:
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From the above Chart 14% of the Respondents are 5 to 10 Years, 24% of
Respondents are 11 to 15 Years, 22% of Respondents are 16 to 18 years and the remaining
40% of Respondents are Above 20 years Experienced.
2. Are you aware of the importance of PA?
Table:-2
Opinion Respondents Percentage (%)
Fully aware 30 60
Partly aware 20 40
not Aware 0 0
Total 50 100
Chart:-2
Interpretation:
From the above Chart 60% of the Respondents are fully aware, 40% of Respondents
are partly aware in improtance of performance appraisal.
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3. Are you information before your appraisal?
Table:-3
Opinion Respondents Percentage (%)
Yes 44 88
No 6 12
Total 50 100
Chart:-3
Interpretation:
From the above Chart 88% of the Respondents are saying agree about their Appraisal,
and the remaining 12% of Respondents are are saying disagree about the Appraisal.
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4. In your opinion PA is a tool for?
Table:-4
Opinion Respondents Percentage (%)
Performance review over a period 9 18
Salary increment 17 34
Improvement of performance 20 40
Training need 4 8
Total 50 100
Chart:-4
Interpretation:
From the above Chart 18% of the Respondents considered performance appraisal is a
tool for performance review over a period, 34% of Respondents are sales increment, 40% of
Respondents are improvement of performance, and the remaining 8% of Respondents are
training need for tool appraisal.
5. In your opinion PA is essential for the benefit of?
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Table:-5
Opinion Respondents Percentage (%)
Employees 4 8
Organization 29 58Both 17 34
None of these 0 0
Total 50 100
Chart:-5
Interpretation:
From the above Chart 8% of the Respondents considered the performance appraisal
as benefit for the employees, 58%, of Respondents considered PA is benefit for
organization, and remaining 34% of Respondents considered as PA is benefit for both.
6. PAS provide opportunities to learn, grow and make full use of employee
potential?
Table:-6
Opinion Respondents Percentage (%)
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Yes 44 88
No 6 12
Total 50 100
Chart:-6
Interpretation:
From the above Chart 88% of the Respondents feels they look towards performance
appraisal system as platform for growth where as 12% of Respondents are Not able to gain
any sort of growth benefits each performance appraisal system.
7. Do you feel counseling is required after PA review?
Table:-7
Opinion Respondents Percentage (%)
Yes 42 84
No 8 16
Total 50 100
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Chart:-7
Interpretation:
From the above Chart 84% of the Respondents are feel counseling is required
they performance appraisal, 16% of Respondents are feel counseling is required their
performance appraisal.
8. How do you rate the existing PAS?
Table:-8
Opinion Respondents Percentage (%)
Very Good 7 14
Good 14 28
Average 25 50
Bad 4 8
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Very Bad 0 0
Total 50 100
Chart:-8
Interpretation:
From the above Chart 14% of the Respondents are rate the existing PAS is
very good, 28% of Respondents are rate the existing PAS is good,50% of
Respondents are existing PAS is average, and the remaining 8% of Respondents are
bad in existing appraisal.
9. Do you feel your past performance should also be considered during
appraisal?
Table:-9
Opinion Respondents Percentage (%)
Strongly Agree 15 30
Agree 19 38
Con't say 3 6
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Disagree 3 6
Strongly Disagree 10 20
Total 50 100
Chart:-9
Interpretation:
From the above Chart 30% of the Respondents feel past performance is
considered appraisal as stongly agree, 38% of Respondents are agree,6% of
Respondents are cant say, and the remaining 6% of respsondents are disagree in
during apprisal.
10. Do you agree that promotion is strictly based on performance % rather than
rewarding individuals?
Table:-10
Opinion Respondents Percentage (%)
Strongly disagree 12 24
Disagree 14 28
Can't say 15 30
Agree 6 12
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Strongly agree 3 6
Total 50 100
Chart:-10
Interpretation:
From the above Chart 24% of the Respondents are strongly disagree , 28% of
Respondents are disagree,30% of Respondents are cant say, and the remaining 12% of
Respondents are agree in performance % rather than rewarding individuals.
11. The training program conducted for?
Table:-11
Opinion Respondents Percentage (%)Strongly helps in enhancing your job
knowledge a individual skill 27 54
Does not help in any way 15 30
To know the organizational environment 8 16
Total 50 100
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Chart:-11
Interpretation:
From the above Chart 54% of the Respondents are strongly helps in enhancing your
jobknowledge and individual skills, 30% of Respondents are doesnot help in anyway, and the
remaining 16% of Respondents are to know the organizational environment in conducted for
training programme.
12. PA is able to identify the training needs?
Table:-12
Opinion Respondents Percentage (%)
Strongly agree 13 26
Agree 9 18Neutral 22 44
Disagree 3 6
Strongly Disagree 3 6
Total 50 100
Chart:-12
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Interpretation:
From the above Chart 26% of the Respondents are strongly agree , 18% of
Respondents are agree,44% of Respondents are neutral, and the remaining 6% of
Respondents are disagree in training needs are identified.
13. Is the organization fulfilling the training needs as identified during the
appraisal?
Table:-13
Opinion Respondents Percentage (%)
Completely 18 36
Moderate 29 58
Not at all 3 6Total 50 100
Chart:-13
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Interpretation:
From the above Chart 36% of the Respondents are completely fulfilling their
training needs, 58% ofRespondents are moderate their traing needs, and the remaining 6%
of Respondents are not at all in organization fullfilling training needs are identified.
14. Does your supervisor give you regular feedback on your performance?
Table:-14
Opinion Respondents Percentage (%)
Yes 36 72
No 14 28
Total 50 100
Chart:-14
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Interpretation:
From the above Chart 72% of the Respondents are feel agree for performance
appraisal is regular feedback for performance,28% of Respondents are disagree in regular
feedback of performance.
15. Is PA is essential for every organization?
Table:-15
Opinion Respondents Percentage (%)
Yes 47 94
No 3 6
Total 50 100
Chart:-15
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Interpretation:
From the above Chart 72% of the Respondents are feel agree for performance is
essential for every organization, 6% of Respondents disagree PA is essential for every
organization performance.
16. Help & guidance provided to you by your reporting/reviewing officers is?
Table:-16
Opinion Respondents Percentage (%)Highly Sufficient 5 10
Sufficient 27 54
In Sufficient 9 18
Highly Insufficient 9 18
Total 50 100
Chart:-16
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Interpretation:
From the above Chart 10% of the Respondents are highly sufficient , 54% of
Respondents are sufficient,18% of Respondents are insufficient, and remaining 18% of
Respondents are highly insufficient are providing help and guidance.
17. The PAS helps in?
Table:-17
Opinion Respondents Percentage (%)
Promotion 8 16
Salary 25 50Relation/Termination 9 18
Identification of poor performance 8 16
Total 50 100
Chart:-17
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Interpretation:
From the above Chart 16% of the Respondents are promotion, 50% of
Respondents are salary,18% of Respondents are retention\termination, and the remaining 16%
of Respondents are identification of poor performance in performance appraisal system.
18. The PAS motivate the employee to perform better in your job?
Table:-18
Opinion Respondents Percentage (%)
Strongly Agree 10 20
Agree 9 18
Neutral 27 54
Disagree 0 0
Strongly Disagree 4 8
Total 50 100
Chart:-18
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Interpretation:
From the above Chart 2o% of the Respondents are strongly agree , 18% of
Respondents are agree,54% of Respondents are neutral, 0% of Respondents are disagree, and
the remaining 8% are strongly disagree in employee performing better in job.
19. Does the management spend considerable amount of time & attention for the
performance appraisal process?
Table:-19
Opinion Respondents Percentage (%)
Considerable time 33 66
Not much Time 9 18
Don't know 8 16
Total 50 100
Chart:-19
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Interpretation:
From the above Chart 66% of the Respondents are considerable time, 18% of
Respondents are not much time, and the remaining 16% of Respondents are dont know in
performance appraisal process.
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FINDINGS
Performance appraisal helps in motivating the employees.
Employees are not fully aware about the relation between profit maximization
and performance appraisal system, but they are concerned about salary
increments.
Superiors listen to the employee opinions.
The employees gives more importance to performance appraisal system
Superiors give regular feedback on the employee performance.
It should still be used as a proper yardstick and tool for measurement of
performances.
The present technique must need more practical approach.
.
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SUGGESTIONS
Make the employee aware of performance standards, objectives, expectations and
specific areas of accountability
Review actual work performance in relation to the performance plan, objectives
and outcomes.
Conduct performance appraisal regularly\half yearly basis feedback is an
consultancy for their employees.
Allow the employee to engage in self evaluation.
Provide positive feedback as well as negative feedback (but make sure that it will
be in constructive way).
As soon as a performance is declined or affected, openly discuss with the
employees to try to determine the cause affecting the performance.
Ask probing questions to seek clarification of misunderstandings or views that
differ. This gives the employee an opportunity to discuss items of interest or
concern.
The employees opinions are to improve the production and salary basis.
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CONCLUSION
` Performance Appraisal is a significant element of the information and control
system in organization. It provides valuable information for personnel decisions such
as pay increases, promotions transfers and terminations. Performance appraisal is
mostly based on objective setting, many of the respondents wants to identify the
training needs to improve the performance.
Self Appraisal is necessary for organization. Performance Appraisal can be
used to improve performance through appropriate feedback, working and counseling
to develop confidence among employees. Employee grievance can be reduced.
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QUESTIONNAIRE
Put Tick On Your Mark Preferred Answer
Employee Information
1. Name:
2. Sex:
3. Age:
4. Marital Status:
5. Department:
STUDY-FACTORS
1. Since how long you are working in this organization
[ ]
a) 5 to 10 years b) 11 to 15 years c) 16 to 18 years d) Above 20 Years
2. Are you aware of the importance of performance appraisal [ ]
a) Fully Aware b) Partly Aware c) Not Aware
3. Are you informed before your appraisal
[ ]
a) Yes b) No
4. In your opinion performance appraisal is a tool for
[ ]
a) Performance Review Over a Period
b) Salary Increment
c) Improvement of Performance d) Training Need
5. In your opinion performance appraisal is essential for the benefit of
[ ]
a) Employees b) Organization c) Both d) None of These
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6. Performance appraisal system provide opportunities to learn, grow and make
full use of employee potential [ ]
a) Yes b) No
7. Do you feel counseling is required after performance appraisal review
[ ]
a) Yes b) No
8. How do you rate the existing performance appraisal system
[ ]a) Very Good b) Good c) Average d) Bad
9. Do you feel your past performance should also be considered during Appraisal
[ ]
a) Strongly Agree b) Agree c) Cant Say d) Disagree e) Strongly Disagree
10. Do you agree that promotion are strictly based on performance% Rather than
rewarding individuals [ ]a) Strongly Disagree b) Disagree c) Agree d) Strongly Agree
11. The training program conducted for [ ]
a) Strongly helps in enhancing your job knowledge and individual skills
b) Does not help in any way
c) To know the organization environment
12. Performance appraisal is able to identify the training needs[ ]
a) Strongly Disagree b) Disagree c) Agree d) Strongly Agree
13. Is the organization fulfilling the training needs as identified during the
appraisal
a) Yes b) No [ ]
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14. Does your supervisor give you regular feedback on your performance
[ ]
a) Yes b) No
15. Is performance appraisal is essential for every organization
[ ]
a) Yes b) No
16. Help and guidance provided to you by your reporting/reviewing officers is
[ ]
a) Highly sufficient b) Sufficient c) Insufficient d) Highly Insufficient
17. The performance appraisal system helps in
[ ]
a) Promotion b) Salary c) Retention/Termination
d) Identification of poor performance
18. The performance appraisal system motivate the employee to perform better in
your job [ ]
a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree
19. Does the management spend considerable amount of time and attention For
the performance appraisal process
[ ]
a) Considerable Time b) Not Much Time c) None of These
20. Any other opinions on performance appraisal system in your
organization______________________
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BIBLIOCHARTY
1. Human Resource Management: Philip Kotler
2. Research Methodology
: Kothari
3. Business Magazines
: Business Today
4. Business News Papers
: Business Line
Websites
1. www.hersheys.com
2. www.google.com
3. www.scribd.com
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