A STUDY ON PERFORMANCE APPRAISAL AT ANKUR PLASTIC IN

BALASORE

Summer Internship Project

Submitted To The

Fakir Mohan University

Master of Business Administration

By

HARAPRIYA NAYAK

Roll No – 13201FM192018

Regd. No –

Under The Guidance Of

Ms. Pratima Burh

P.G. DEPARTMENT OF BUSINESS MANAGENT

FAKIR MOHAN UNIVERSITY, VYASA VIHAR, BALASORE, ODISHA,2020

 DECLARATION

I Miss HARAPRIYA NAYAK bearing Examination Roll No- 13201FM192018 do hereby

declare that this project report entitled “A STUDY ON PERFORMANCE APPRAISAL
AT ANKUR PLASTIC IN BALASORE” submitted to P.G Department of Business
Management, Fakir Mohan University in partial fulfillment for the award of the degree in
Master in business administration is an original piece of work done by me and this has not
been submitted for the award of any other degree or diploma elsewhere in part or full.

Place:
Date: HARAPRIYA NAYAK
Roll No. 13201FM192018
P.G. Dept. of Business Management
Fakir Mohan University, Balasore
 GUIDE CERTIFICATE

This is to certify that the project report entitled “A STUDY ON PERFORMANCE

APPRAISAL AT ANKUR PLASTIC IN BALASORE” is a record of bonafide research
work carried out by MISS HARAPRAPRIYA NAYAK under my guidance. The project has
reached the standard fulfilling the requirements of the regulation relating to the Degree of
Master in business administration and it has not been submitted earlier anywhere for the
award of any degree or diploma.

I wish her all success in future career.

Place:
Date: MS. PRATIMA BURH
Research Supervisor
P.G. Dept. of Business Management
Fakir Mohan University, Balasore
Signature of the Head of the Department

ACKNOWLEDGEMENT

“Acknowledgement is an art, one can write glib stanzas without meaning a word, and on the
other hand one can make a simple expression of gratitude”

First and foremost, I thank the almighty God for bestowing me with good health and
confidence to complete the project on time. A work is never work of an individual, so I
would like to express my gratitude to all those people who has been supported me for the
completion of this summer internship project report.

I extend my Special gratitude to Prof, Debiprasad Mishra sir, Head of Department

Business Management Department for giving me this opportunity.

I would like to thank Mr. Satya Narayan Dash “HR manager& Admin. at M/s.
Jagdamba Polymers (P) Ltd.,(ANKUR) Balasore” sir for giving me an opportunity to do
the summer internship program meet JAGDAMBA POLYMERS (P) LTD, and I would
also like to thank my faculty guide Ms. Pratima Burh mam who provided valuable
suggestions, physical and moral support to me to accomplish my project report.

I also acknowledge with a deep sense of reverence, my gratitude towards my parents and
member of my family, who have always supported me morally as well as economically.
At last but not least gratitude goes to all of my friends who directly or indirectly helped me
to complete this project report.

Place:
Date: (Miss Harapriya Nayak)
Roll No. 13201FM192018
P.G. Department of Business Management
Fakir Mohan University, Balasore
 INDEX

List of Tables
List of Figures
List of Abbreviation
Chapter 1
a. Introduction
b. Background of the study
c. Statement of the problem
d. Scope of the study
e. Sequence of the study
Chapter 2 - profile of the organisation
a. Introduction
b. History of the organisation
c. Vision and mission
d. Organisational activities
Chapter 3 – conceptual framework
a. Introduction
b. Theory
Chapter 4 – methodology
a. Introduction
b. Sources of the data
c. Methods of data collection
d. Period of the research
e. Tools and techniques used in this report
Chapter 5 – data analysis
a. Introduction
b. Qualitative data analysis
c. Quantitative data analysis
Chapter 6
a. introduction
b. Findings
c. Conclusion
d. Suggestion
e. Limitation
 CHAPTER-1
INTRODUCTION

1.1 Background of the study

1.2 Statement of the problem

1.3 Importance of study

1.4 Objective of the study

1.5 Needs of the study

1.6 Scope of the study

1.1 BACKGROUND STUDY OF PERFORMANCE APPRISAL

Institutionalization of performance appraisal started as far back as the industrial revolution

when it was used as a means of measuring organizational efficiency (Fandray, 2001). Wren
(1994) affirmed that performance appraisal was incepted when Robert Owen used wooden
colored block to measure the achievement of employees working in the cotton mills in
Scotland at the close of work hours. During that era, it was utilized as a disciplinary
mechanism for punishing poor performance ( Kennedy & Dresser 2001). This resulted in the
negative notation of the appraisal system which turned out to be despised by both the
appraiser & the appraise. As confirmed by Robert & Pregitzer (2007) “ performance
appraisal is a yearly rite of passage in organizations that triggers dread & apprehension in the
most experienced, battle hardened manager”. The above quote summarizes the extent to
which the appraisal process is disliked by the evaluators. Subsequently, organizations tried to
refine the methods linking it to other administrative matters including reward, promotion,
training and so forth, arguing that employees achievements should not only be measured but
evaluated and managed. Despite the historical perspective, appraisal is both inevitable &
universal. There has been several analysis & wide criticisms of the effectiveness & use of
performance appraisal within the organizational context but up to recent times the issue is
still being debated among scholars, academicians & professionals and NO system has been
successful in meeting & desired goals.
1.2 STATEMENT OF THE PROBLEM

Performance appraisal provides a good opportunity to formally recognize employees’

achievements and contributions to the organization, and to ensure that a clear link is

established and maintained between performance and reward. Thus one of the key

objectives of performance appraisal is to reward performance and address weaknesses. In

other words, it provides valuable feedback and instruction to employees and gives

managers and supervisors a useful framework from which to assess the employees’

staff’s performances.

1.3 IMPORTANCE OF THE STUDY

Performance appraisals provide employees and managers with opportunities to discuss areas
in which employees excel and those in which employees need improvement. Performance
appraisals should be conducted on a regular basis, and they need not be directly attached to
promotion opportunities.

Personal Attention

During a performance appraisal review, a supervisor and an employee discuss the

employee’s strengths and weakness. This gives the employee individual face time with the
supervisor and a chance to address personal concerns.

Feedback

Employees need to know when their job duties are being fulfilled and when there are issues
with their work performance. Managers should schedule this communication on a regular
basis.

Career Path

Performance appraisals allow employees and supervisors to discuss goals that must be met to
advance within the company. This can include identifying skills that must be acquired, areas
in which one must improve, and educational courses that must be completed.
Employee Accountability

When employees know there will be regularly scheduled evaluations, they realize that they
are accountable for their job performance.

Communicate Divisional and Company Goals

Besides communicating employees’ individual goals, employee appraisals provide the

opportunity for managers to explain organizational goals and the ways in which employees
can participate in the achievement of those goals.

1.4 OBJECTIVES OF THE STUDY

1. To gain in-depth knowledge about performance appraisal.

2. To identify the performance appraisal system of the organization.
3. To determine compensation packages, wage structure & salaries etc.
4. To identify the strengths & weakness of employees.
5. To understand the employees attitude towards performance appraisal system.
6. To study the importance & benefits of performance appraisal general.
7. To study the role of performance appraisal in the organization.
1.5 NEEDS OF THE STUDY

People differ in their abilities and their aptitudes. There is always some difference between
the quality and quantity of the same work on the same job being done by two different
people. Therefore, performance appraisal is necessary to understand each employee’s
abilities, competencies and relative merit and worth for the organization. Performance
appraisal rates the employees in terms of their performance.

Performance appraisal helps to rate the performance of the employees and evaluate their
contribution towards the organizational goals. If the process of performance appraisals is
formal and

properly structured, it helps the employees to clearly understand their roles and
responsibilities and give direction to the individual’s performance. It helps to align the
individual performances with the organizational goals and also review their performance.

Performance appraisal takes into account the past performance of the employees and focuses
on the improvement of the future performance of the employees. Its aim is to measure what
an employee does. It is a power tool to calibrate, refine and reward the performance of the
employee. It helps to analyze his achievements and evaluate his contribution towards the
achievements of the overall organizational goals.
1.6 SCOPE OF PERFORMANCE APPRAISAL

The topic chosen performance appraisal was aimed for the betterment of organization in
terms of quality as well as quantity.

The scope of performance appraisal should include the following:

● Provide employees with a better understanding of their role and responsibilities.

● Increase confidence through recognizing strengths while identifying training
needs to improve weaknesses.
● Improve working relationships and communication between supervisors and
subordinates.
● Increase commitment to organizational goals; develop employees into future
supervisors.
● Assist in personal decisions such as promotions or allocating rewards.
● Allow time for self reflection, self appraisal and personal goal setting.
● Allow time for self reflection.
● Work satisfaction.
● To increase the productivity by increasing the level of performance.
● The programme will help the employee in their personal group by improving
their knowledge as well as skill.

●
 CHAPTER -2
COMPANY PROFILE OF ANKUR

2.1 Introduction
2.2 Organization background
2.3 Company profile
2.4 Vision and mission of company
2.5 Product description
2.6 Organizational structure
2.1 INTRODUCTION
Jagdamba Polymers Private Limited, made a modest beginning in 1999, is a pioneer and one
of the largest plastic injection molding facility in the region. The company is an ISO
9001:2008 certified, well known preparer for variety of plastic consumer products. The
products prepared include plastic household, plastic molded furniture products, plastic
plastic products, pet perform and products made to the specification of the customers. The
company’s brand enjoys high brand value among the consumers. We have the credit to be
the pioneer to prepare of these products for the first time in the state of odisha, situated in the
eastern part of India. The range of the products prepared by us and offered in the market are
the widest in its category catering to the need of wide segment of consumers.

The company is growing at a faster rate by expanding capacity, installing latest machinery
and equipment, introducing new products to become the largest facility in the region to
prepare wide variety of molded products. The products are prepared in our highly
productive, energy efficient & microprocessor controlled machines supported by highly
qualified technical team. We have a strong research and development support and testing
equipment. We can also prepare products as per customer’s specification and design. Our
experience for such products includes television cabinets, abs plastic bobbins for jelly filled
and optic fiber cable preparers of different sizes ranging from 400 to 630 mm dia,
components for coolers (air-conditioner) and many other such products.

Expansion of manufacturing capacity and development of range of products are an ongoing

process, whereby new products are introduced in attractive designs and colors on the basis of
market research and demand. In the near future, we have plans to prepare wide range of blow
molded and thermo-ware products. We are a developing and progressive company and strive
to grow faster. We believe in our mission and integrate them in our business practice. We
have been honored with national awards for outstanding entrepreneurship (twice) and for
energy conservation, which reflects our commitment towards our enterprise.
2.2 ORGANISATION BACKGROUND
Jagdamba Polymers (P) Limited, a leading preparer and reliable source for innovative, cost
effective and high quality plastic household, plastic molded furniture, plastic products, pet
perform and other plastic injection molded products. Established in 1999, the company has
most modern, microprocessor controlled plant & machinery backed by strong technical team
to deliver the best quality products. The company is an iso 9001:2008 certified company.

With our experience of over 15 years in the field, beside our standard range of products. We
are capable to developed, prepare and supply product of specific design or specification and
deliver on schedule at most competitive price. We aim to provide one stop solution to our
customers for their requirement of plastic household and furniture and other injection
molded products. We have wide experience to process varieties of plastic materials such as
abs, ps , pp, pe, etc We are practicing modern productivity tools such as 5s, kizen etc. And
are on our path to acquire tpm certification in the near future.

The brand enjoys strong value, confidence, support and recognition among our customers.
The large range of products is quite comprehensive, which normally meets the requirement
of most of the buyers in these segments. We have established a new factory to prepare pet
performs exclusively, for which most advanced husky machines have been installed. We are
located at Balasore, a city in the state of odisha in the eastern part of India. The nearest
international airport is Kolkata & Bhubaneswar & sea port is Kolkata &Haldia..

2.2.1Objective of the company

Jagdamba Polymers (P) Limited is Asia s largest plastic processor of moulded
products. We make products that have changed the very nature of the good transportation
and furniture industry in this region. The overall objective of the project is to reduce plastic
in waste streams saving non-renewable resources and enabling carbon neutral energy
production from waste.

More specifically, the project aims at:

• Identifying the main challenges and barriers for reducing plastic waste in mixed waste
and residual waste streams, hereby stimulating prevention and recycling of plastic waste

• Promoting recycling of plastic polymers as a substitute for virgin plastic

• Diverting waste plastic from the residual waste going to incineration (creating a
carbon neutral energy source) and landfill.

An important feature of the Plastic Zero project is to set up cooperative forums involving
public and private stakeholders, by bringing stakeholders together with shared responsibility.
The forums and networks will identify and analyses relevant interfaces between the partners
in the value chain, and provide the necessary production technology, infrastructure, physical
planning, information, waste services, and technologies for reprocessing. By involving all
stakeholders in the value chain there will be an opportunity to rethink product design through
cradle-to-cradle methods.

2.2.2 Consumer Phenomena

The manufacturing planners have been proved to be successful in understanding the

psychological needs of consumers. Thereby they have earned goodwill in the competitive
market. Ankur plastic brand products enjoy top priority in consumer preferences. The
manufacturing perfect ness coupled with the durability of finished products has made the
firm unequalled and peerless in the field of plastic product. From the market survey in the
various places in Orissa it is came to my notice that consumer prefer most Ankur plastic
brand product. Jagdamba Polymers (P) Ltd .is slightly more than other products in
comparison to quality, durability and service.

The factors that is responsible for the success of

Concern are as follows:-
(i) Good strategy.
(ii) Good marketing information system.
(iii) Dedicated workers.
(iv) Excellent implementation.
2.3 COMPANY PROFILE

A- INTRODUCTION:

Jagdamba Polymers Pvt. Ltd., a leading manufacturer and reliable source for innovation,
cost effective and high quality plastic household, plastic molded furniture, plastic products,
pet perform and other plastic injection molded products. Established in 1999,the company
has most modern, microprocessor controlled plant & machinery backed by strong technical
team to deliver the quality products . the company is an ISO 9001:2008 certified company.
Plastic molded household items, plastic molded household products, plastic buckets, plastic
mugs, plastic jugs, plastic tubs, plastic basins, buckets, mugs, tubs, basins, jugs, plastic
molded furniture, plastic molded furniture products, plastic molded kitchenware products,
injection molded.

Jagdamba Polymers Private Limited is a Private incorporated on 30 December 1992. It is

classified as Non-govtcompany and is registered at Registrar of Companies, Cuttack. Its
authorized share capital is Rs. 35,000,000 and its paid up capital is Rs. 32,786,200.It is
involved in Manufacture of basic chemicals.

Jagdamba Polymers Private Limited's Annual General Meeting (AGM) was last held on 30
September 2017 and as per records from Ministry of Corporate Affairs (MCA), its balance
sheet was last filed on 31 March 2017.

Directors of Jagdamba Polymers Private Limited are Chandra PrakashBhartia and Hitesh
Kumar Agarwal.

B-REGISTERED OFFICE:

JAGDAMBA POLYMERS PRIVATE LIMITED

25, Ganeshwarpur Industrial Estate, Balasore, Odisha, 756019, India
Mr. C. P. Bhartia
Mr. Dilip R. Mahapatra
Mr. S. N. Dwivedi
Mobile - +917259624093 Email ID: [email protected]

C-FACTORY LOCATION:

Factory is located at Balasore in the state of Orissa in Eastern India. It is about 200km away
from state capital Bhubaneswar, adjacent to NH-5 and on the Rail line connecting Chennai to
Howrah. Balasore is about 230km away from Kolkata towards North on Rail.

(figure no 2.1 , sources-

company website)

Ankur Polymers Private

Limited Profile

u25200or2011ptc013880

Corporate Identification

Number
Company name Ankur Polymers Private Limited

Year of Foundation 2011

Registrar of Companies RoC-Cuttack

Registration number
013880
Line of Business

Parent Line of Business Manufacture of plastic products

Top Line of Business Manufacture of plastic products

principal business activity Manufacturing (Metals & Chemicals, and

products thereof)

Company Category Company Limited by Shares

Company Sub Category Indian Non-Government Company

Class of Company Private

Office Address 25, GANESWARPUR INDUSTRIAL ESTATE

JANUGANJ BALASORE Orissa INDIA
756019

State Odisha
Authorized capital (in Rs.) 1000000

Paid up capital (in Rs.)

100000
Date of Incorporation

07/11/2011
Company Status (for e filing)

ACTIVE

(table no-2.1, sources-company website)

2.3 VISION AND MISSION OF COMPANY

To be amongst the most admired and most trusted integrated utility companies in the world,

delivering reliable and quality products and services to all customers at competitive costs,
with Inter-national standards of customer care – thereby creating superior value for all
stakeholders. expectations, make the company a respected household name.

▪ To work with vigor, dedication and innovation, towards achieving the ultimate
goal of total customer satisfaction.
▪ To consistently achieve high growth with the highest levels of productivity.
▪ To be a technology driven, efficient and financially sound organization.
▪ To be a responsible corporate citizen, nurturing human values and concern for
society the environment and above all, people.
▪ To contribute towards community development and nation building.
▪ interactions and dealing
▪ To promote a work culture that fosters in. overcome challenges and attains goals
individual growth, team spirit and creativity to the company.
▪ To encourage ideas, talent and value systems.
▪ To uphold the guiding principles of trust, integrity and transparency in all
aspects of
2.5- PRODUCT DESCRIPTION

● The leading manufacturer and supplier of superior quality designer moulded plastic
furniture.
● Ankur Furniture is considered the pioneer of lacquered and upholstered moulded
plastic furniture in India.
● With the widest range of products, Ankur is One of the most favoured moulded plastic
furniture Brand from India
● Ankur offers a large gamut of products in various categories eg upholstered, Premium
monoblock chairs, Monoblock chairs, Armless chairs, Centre tables & trolley, Dining
tables, Baby chairs, Stools etc.
● With superior technology & state of art manufacturing facility Supreme ensures
quality products for its users.
● Ankur Furniture is the most liked brand for home usage, office usage as well as
commercial usage like restaurants, hospitals parlours, shops, public places etc.
● Ankur Furniture uses 100% virgin polymers and computerized designer art moulds to
produce over one million pieces of modern plastic furniture every month.

Product details;

Plastic Chair
Being a client-centric organization, we are engaged in manufacturing, trading, exporting and
supplying a wide range of Plastic Chair. The chair provided by us is highly demanded in the
market due to its elegant look and light weight features. A team of our skilled professionals
designed and manufactured this chair using the high-grade plastic and the ultra modern
technology in conformity with the industry set norms. Additionally, it is suitable for indoor
and outdoor use.

Features:

● Portable
● Attractive design
● Crack resistance
 (figure no-2.2,sources-company website)

Plastic Shower Stools.

Our esteemed clients avail from us a quality tested range of Plastic Shower Stools.
These Plastic Shower Stools are highly demanded by the clients for their accurate
dimensions and reliability. A pool of skilled team manufactures these Plastic Shower
Stools under expert supervision in order to offer a quality approved range. Besides,
our Plastic Shower Stools are household products, available at industry leading prices.

Features:
● Reliable
● Various sizes
● Affordable price
 (fig no-2.3,sources-company website)

Ankur Plastic Bucket And Mug 

Overview
Ankur brings the best pair of blue coloured plastic bucket and mug which helps you during
bathing or loading water. The high-quality plastic prevents the cracking and seepage of water
even on prolonged exposure to the sun. The attractive coloured of pair of bucket and mug is
ideal for your funky bathroom. You can buy Ankur Combo of Blue Plastic Bucket and Mug
Set of 2 from market at a reasonable price.

Superior Quality
Ankur Combo of Blue Plastic Bucket and Mug Set of 2 is made up first class virgin plastic
which makes it durable and light-weight. The strong bucket does not break down or gets
disfigured when loaded with water.

Attractive Looks
The attractive combo of plastic bucket and mug will add charm to your bathroom. The
lightweight bucket can be easily lifted by anyone due to ergonomically designed handle.

Cost Effective
The cheap combo of plastic bucket and mug is cost effective. You can buy this beautiful pair
of bucket and mug from the market or different shopping sites.

(fig no-2.4, sources-company website)

Ankur water bottle

A versatile and virtually liquid-tight KennPlus PP Bottle that makes storing cold beverages
at home or outdoors easy. Ergonomically-designed, lightweight and compact. Ideal to carry
to office, gym, and school with its stunning looks, this fridge bottles from the house of
'Ankur'.

Key Features

● Narrow mouth elegant design makes it easy pour

● Easy to hold and carry
● Leaf Proof, Break Proof and Odourless
● Crystal Clear
● Freezer Safe, Hygienic
● Ideal size for Fridge
● Fits in Side of Bag Pocket
● Colour : Pink, Orange, Blue and Green
 ● Cap. : 1000 ml

(fig no-2.5,sources-
company website)

Cross leg dining table

We are specialized in offering our valued clients a qualitative range of Cross Leg Dining
Table that is widely demanded in both residential and commercial sectors. This Plastic
Folding Dining Table is fabricated as per the latest market trends by skilled team of
professionals using high grade base material by our reliable vendor. Available in different
colours, designs and prints, clients can also avail this table in various specifications.

Features:

● Compact design

● Sturdy construction

● Rust resistance
`
 (fig no-2.6,sources-company website)

Ankurdecora

Strong and Durable Ankur Plastic Multipurpose Tray Decora, Multipurpose storage shelves
organizer and stores household, kitchen and bathroom items.

Key Features

● Made from virgin plastic, durable and long lasting.

● Light weight and compact.
● Washable, portable 3 rack trolley.
● Simple join the connecting plastic parts and set up.
● Easy to set and easy to dismantle.

(fig no- 2.7,sources-company website)

List of other ankur plastic product

Furniture Chair, kid range, stool, central table, dining table,

fridge stand
House ware Home utility, bottles, drum, kidsware, kitcken(jog,
container, decora), waste management(dustbin) ,
gardenware(planter), clothes hanger, crates, bathware
PET perform Mineral Water Bottles, Juice Bottles, and Carbonated
Soft drink bottles
insulated thermo ware Insulated casserole(SOVARY), insulated bottle(FLOW
PLUS 750,EEVA, FLOW750), insulated
jug(GLACIER,LAVISH750/1200/1500)

(table no- 2.2,sources-company website)

(fig no- 2.8,sources-company website)

2.6 ORGANISATIONAL STRUCTURE

Organizational structure, which is paramedical in nature, is not static. It is subject to change

from time to time in the light of the environment obtaining within or without the situation of
the change in the enterprise and growth as well.
According to organizational effectiveness Jagdamba Polymers (P) Ltd .has its own
organizational structures as depicted below in the form of chart:

G
N
I
T
E
C
K
R
A
F
M &
&
C
A
O
I
R
E
M L
N
E
M
T
R
A
P
D T
C
A
O
T
N
U S
 CHAPTER-3
INTRODUCTION OF PERFORMANCE APPRAISAL

3.1 HRM

3.2 T&D

3.3 DIFFERENCE BETWEEN T&D

3.4 MEANING OF PERFORMANCE APPRAISAL

3.5 BENEFITS

3.6 PROCESS

3.7 METHODS
3.1 Human Resource Management

Human resource management is concerned with human beings, who are energetic elements
of management. The success of an enterprise will depend upon the ability, strength, and
motivation of persons working in it. Human resource management refers to systematic
approach to problems in any organization. It is concerned with all aspects of managing the
human resources of an organization.
Human resources are most important assets of an organization. Its objective is the
maintenance of better human relations in the organization by the development, application
and evaluation of policies and procedures etc. It is concerned with getting better results with
the collaboration of people.

3.2 Training and development

Meaning of Training and Development

Training and development involves improving the effectiveness of organizations and the
individuals and teams within them. Training may be viewed as related to immediate changes
in organizational effectiveness via organized instruction, while development is related to the
progress of longer-term organizational and employee goals. While training and development
technically have differing definitions, the two are oftentimes used interchangeably and/or
together. Training and development has historically been a topic within applied psychology
but has within the last two decades become closely associated with human resources
management, talent management, human resources development, instructional design,
human factors, and knowledge management.
3.3 Difference between training and development

TRAINING DEVELOPMENT

1- Training means learning skills & 1- Development means growth of

knowledge for doing specific job. employees in all respects.

2- It is concerned with maintaining & 2- It seeks to develop competence &

improving current job performance. skills for future performance. Thus it
Thus it has short term perspective. has long term perspective.

3- It is job centered in nature. 3- It is career centered in nature.

4- Role of trainer is very important. 4- The executives have to be

motivated internally for self
development.

The need of training & development determined by employee’s performance deficiency,

T&D NEED = STANDARD PERFORMANCE – ACTUAL

PERFORMANCE

Training is an organized activity for increasing the knowledge & skills of people for a define
purpose. It involves systematic procedure for transferring technical knowhow to employees
so as to increase their knowledge & skills for doing specific jobs with proficiency.
3.4 INTRODUCTION OF PERFORMANCE APPRAISAL
To survive and to succeed in the market, the business organizations should produce quality
goods, offer services that delight the customers and operate at minimal costs. For making all
these possible an organization should possess human resources that could function efficiently
and effectively. Human resources are valuable resources for any enterprise. They are vital as
they possess the required intelligence to make material, physical and financial resources
productive and effective. The human potential is the crux of organizational effectiveness.
Appraising human potential in a scientific and systematic manner paves way for enhanced
corporate performance. Hence, after an employee has been selected, trained and motivated
he is apprised of his performance. The performance appraisal is a process of evaluating an
employee performance on a job. It is estimating an employee’s value in terms of qualities
and status.

MEANING & DEFINITION

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

performance. Performance Appraisal is the step where the Management finds out how

effective it has been at hiring and placing employees. If any problems are identified, steps

are taken to communicate with the employee and remedy them.

“Performance Appraisal is a process of evaluating an employee s performance in terms

of its requirements.”

Performance Appraisal can also be defined as “the process of evaluating the

performance and qualifications of the employees in terms of the requirements of the

job for which he is employed, for purposes of administration including placement,

selection for promotions, providing financial rewards and other actions which

require differential treatment among the members of a group as distinguished from

actions affecting all members equally.”

According to Martin Fisher performance appraisal is a process for establishing shared
understanding about what is to be achieved, and an approach for managing and developing
people in a way which increases the probability that it will be achieved in the short or long-
term.

Performance appraisal is a method of evaluating the behavior of employees in the work spot,
normally including both the quantitative and qualitative aspects of job performances. In
order to find out whether an employee is worthy of continued employment or not, and if so,
whether he should receive a bonus, a pay rise or a promotion, his performance needs to be
evaluated from time to time. The object of performance appraisal is to improve the efficiency
of an enterprise by attempting to mobilize the best possible efforts from individuals
employed in it.

Performance Appraisal is a procedure to establish a clear understanding of what the

organization strives to achieve and streamline the combined efforts of all the employees so
that the company improves its effectiveness and competitiveness in the market place. It is a
systematic alignment of employee objectives, skills, abilities, efforts with the organization’s
strategic objectives to create a high-performance culture. The emphasis is on improving,
learning and developing the career potential of employees to achieve the overall business
objectives. It aims at analyzing the performance against the set standards, both quantitative
and qualitative.

Performance appraisal is a measure of performance of an employee in accomplishing goals

and plans of an organization within a specific period of time. It gives a picture about how an
employee is working in his present job and what are the strong and weak points.
Performance appraisal system provides feedback to the employees on their performance and
helps him to take utmost care and attention, where it deserves.

The process of performance appraisal helps in linking information gathering and decision
making process which provides a basis for judging the effectiveness of personnel
subdivisions such as coming as rightly observed that the overall objective of performance
appraisal is to improve efficiency of an enterprise by attempting to mobilize the best possible
efforts from the individuals employed in it.
The performance appraisal system has assumed a new shape and nature in the form of a two-
way communication link between the employees and the employers. Proper communication
between the assessing authority and the employee under appraisal is essential for gathering
all the required information from the employee. A performance appraisal system that is
based on a free and unrestrained approach would generate the preferred data and help
organizational productivity. To achieve the desired objectives performance appraisal system
should be realistic and impartial, with a positive orientation towards remedial steps.
Therefore it requires skilful handling.

3.5 Benefits of Appraisal

Appraisal offers a valuable opportunity to focus on work activities and goals, to identify and
correct existing problems, and to encourage better future performance. Thus the performance
of the whole organization is enhanced. However benefits of performance appraisal can be
summarized as follows.

❖ Motivation and Satisfaction: Performance appraisal can have a profound effect on

levels of employee motivation and satisfaction - for better as well as for worse.
Performance appraisal provides employees with recognition for their work efforts. The
existence of an appraisal program indicates to an employee that the organization is
genuinely interested in their individual performance and development, which can have
a positive influence on the individual's sense of worth, commitment and belonging.
❖ Training & development: Performance appraisal offers an excellent opportunity -
perhaps the best that will ever occur - for a supervisor and subordinate to recognize
and agree upon individual training and development needs. Performance appraisal can
make the need for training by an employee's work performance, the presence or
absence of work skills, by linking it clearly to performance outcomes and future career
aspirations.
❖ Recruitment and Induction: Appraisal data can be used to monitor the success of the
organization's recruitment and induction practices. Appraisal data can also be used to
monitor the effectiveness of changes in recruitment strategies.
 ❖ Employee Evaluation: Evaluation is a major objective of performance appraisal.
Performance appraisal is the process of examining and evaluating the performance of
an individual. The need to evaluate employees is to encourage and develop them.
❖ Career planning and Development: Performance feedback guides career decisions
about specific paths one should investigate.
❖ Compensation adjustments: Performance evaluations help decision makers determine
who should receive pay raises and who should not. Many firms grant part or all of
their pay increases and bonuses based upon merit, which is determined mostly through
performance appraisals.
❖ Placement decisions: Promotions, transfers, and demotions are usually based on past
or anticipated performance.

3.6 Process of Performance Appraisal

Performance Appraisal process consists of the following stages.

❖ Establishing Performance Standards: The first step in the process of performance

appraisal is setting up of the standards which will be used as the base to compare the
actual performance of the employees. The standards set should be clear, easily
understandable and in measurable terms.
❖ Communicating the Standards: Once the standards are set, it is the responsibility of
the management to communicate the standards to all the employees of the
organization. The employees should be informed and the standards should be clearly
explained to them. This helps them in understanding their roles and to know what
exactly is expected from them. The standards should also be communicated to the
appraisers or the evaluators.
❖ Measuring the Actual Performance: The next step in the process of performance
appraisal is measuring the actual performance of the employees that is the work done
by the employees during the specified period of time. It is a continuous process which
involves monitoring the performance throughout the year. This stage requires the
careful selection of the appropriate techniques of measurement, taking care that
personal bias does not affect the outcome of the process.
 ❖ Comparing the Actual with the Desired Performance: The actual performance is
compared with the desired or the standard performance. The comparison helps to
know the deviations in the performance of the employees from the standards set. The
result can show the actual performance being more than the desired performance or,
the actual performance being less than the desired performance depicting a negative
deviation in the organizational performance.
❖ Discussing Results: The results of the appraisal are to be communicated and
discussed with the employees on one-to-one basis. The results, the problems and the
possible solutions are discussed with the aim of problem solving and reaching
consensus. The feedback should be given with a positive attitude as this can have an
effect on the employees’ future performance. The purpose of the meeting should be to
solve the problems faced and motivate the employees to perform better.
❖ Decision Making: The last step of the process is to take decisions which can be taken
either to improve the performance of the employees, take the required corrective
actions, or the related HR decisions like rewards, promotions, demotions, transfers etc.

Organizational Performance and Performance Appraisal

Performance appraisal process is one of the central pillars of the performance management
which is directly related to the organizational performance and has a direct impact on it.
Employee performance ultimately affects the organizational performance and objectives.
Apart from the direct benefits to the organization, appraisals contribute to employee
satisfaction, which in turn leads to improved performance.
For an organization to be effective, the goals, the standards and the action plans need to be
planned well in advance. Thus, performance appraisal facilitates the achievement of
organizational goals. It also facilitates the optimal use of the organizational resources.
Performance appraisal is the strength of performance management, which in turn affects the
organizational performance. It helps to identify and overcome the problems faced by the
employees in their work.

3.7 Methods of Performance Appraisal

Time – honoured methods

For a long time, the following methods were used:

✔ Ranking method
✔ Paired comparison
✔ Grading
✔ Forced distribution method
✔ Forced choice method
✔ Checklist method
✔ Critical incidents methods
✔ Graphic scale method
✔ Essay method
✔ Field Review Method

In recent times the additional methods used are

i. Appraisal by results or objectives

ii. Behaviorally anchored rating scales (BARS)

iii. Assessment centers

iv. 360-degree appraisal

Ranking Method

Ranking is the oldest and simple method of appraisal in which a person is ranked against
others on the basis of certain traits or characteristics. This is very simple method when the
number of persons to be ranked is small because ranking has to be given on the basis of traits
which are not easily determinable, unlike marks in an examination. The method has limited
value for performance appraisal as the difference in ranks do not indicate absolute or equal
differences of ability between individuals.
Paired comparison

Paired comparison method is a slight variation of ranking system. This method is adopted
for use in the large groups. In this method, each person is compared with other persons
taking only one at a time. Usually only trait, overall suitability to perform the job, is
considered. The rater puts a tick mark against the person whom he considered the better of
the two, and final ranking is determined by the number of times that person is judged better
than others.

Grading

This is a method where certain categories of abilities of performance are defined well in
advance. Persons are put in particular category depending on their traits and characteristics.
The categories may be outstanding, good, average, poor, very poor or may be in terms of
letter like A,B,C,D etc., with A indicating the best and D indicating the worst. The actual
performance of the employees is measured against these grades. This method is generally
useful for promotion based on performance.

Forced Distribution Method

As there is a tendency to rank high many of the employees, forced distribution method has
been adopted. In this method, the appraiser is forced to appraise the appraisers according to
the pattern of a normal curve. The basic assumption in this method is that the employee’s
performance. Conforms to a normal statistical distribution. For example 10 percent of
employees may be rated as excellent, 20 percent as above average, 40 per cent as average 20
percent below average and 10 percent as poor. The basic advantage of this method is that it

overcomes the problem of adopting a central tendency of rating most of the employees to a
point, particularly high or near high to appeaser them.

Forced – Choice Method

The forced – choice rating method contains a series of group statements and the rater checks
how effectively the statement describes each individual under evaluation. Though both of
them describe the characteristics of an employee, the rater is forced to tick only one which
appears to be more descriptive of the employee. Out of these two statements, only one
statement is considered for final analysis of rating. For example, a rater may be given the
following two statements.

i. The employee is hard working

ii. The employee gives clear instructions to his subordinates.

Both these statements are positive but the rater is asked to rate only one which is more
descriptive of his subordinate’s behaviour. This is done to avoid subjectivity in rating. Out
of the above two statements, only one statement is to be considered for final ranking. The
final rating is done on the basis of all sets of statements. This method is more objective but
it involves lot of problems is constructing such sets of statements.

Check – List Method

Under this method HR department prepares series of questions. Each question has
alternative answers ‘Yes’ or ‘No’. The rater concerned has to tick appropriate answers
relevant to the appraises.
Some of the same questions are:
Is he / she interested in the job Yes/No
Is he / she regular on the job Yes / No
Does he / she show uniform behavior to all Yes /No
Is he / she willing to help other employers Yes / No
Does he / she maintain discipline Yes / No
Fifty to hundred questions including many bearing efficiency and concentration
may be asked. Different questions may have different weightage of scores. After filling
the questionnaire by the rater who observes the employees will be sent to HR department,
which will compute total score and evaluate.

Critical Incidence Method

In this method, only critical incidents and behavior associated with these
incidents are taken for evaluation. This method involves three steps. A test of noteworthy
on the job behaviour (good or bad) is prepared. A group of experts then assigns scale
values depending on the degree of desirability for the job. Finally, a check list of incidents
which define good and bad employees is prepared. The rater is given this checklist for
rating. The basic idea behind this rating is to appraise the people who can do well in
critical situations because in normal situation most employees work alike. This method is
useful to find potential employees who can be useful in critical situation.

Graphic Scale Method

Graphic scale is also known as linear rating scale. This is most commonly used
method of performance appraisal. In this method, a printed appraisal form is used for each
appraises. The form contains various employee characteristics and his job performance.
Various characteristics are, leadership, dependability, cooperativeness, enthusiasm,
creativity, analytical ability, decisiveness, emotional maturity etc., depending on the level
of the employee. Job performance includes quantity and quality of work performance,
specific targets achieved, regularity of attendance etc. The degree of quality may be
measured on three point or five point scale. On five point scale, ‘excellent, very good,
average, poor or very poor’ may be grading.

Essay Method
Instead of using structured forms for performance appraisal, some companies use
free essay method. In essay method rater assesses the employees on certain parameters in
his own word. Such parameters may be
1. Work performance in terms of quality, quantity and costs.
2. Knowledge about the job
3. Knowledge about organizational policies, procedures and rules,
4. Employee’s characteristics and behaviour
5. Employee’s strength and weakness
6. Overall suitability of the employee;
7. Employee’s potentiality
8. Training and development needs of the employee
The essay method is useful in providing fruitful information about an employee on
the basis of which he can be appraised. The difficulty in free essay method is each rater
may use his own style and perception, which may give rise to difficulty in analysis.

Field Review Method

In the field review method, an employee is not appraised by his direct superior but
by another person, usually from HR department. The reason is that such a person may
take more objective view in appraisal as he is not under pressure as the superior of the
employee may be. The rater, in this case, appraises the employee based on his records of
output and other quantitative information such as absenteeism, late coming etc. the rater
also conducts interviews of the employees and his superior to ascertain qualitative aspects
of job performance. This method is more suitable for promotion purpose.

1-Appraisal by Results or Objectives

Appraisal by results draws its root from management by objective (MBO). The
various steps involved in appraisal by results are as follows.
1. Appraisal by result is a joint process between superior and his subordinates.
2. The subordinate prepares his plan for specific period usually for one year in the
light of the overall plan provided by his superior. The final plan is prepared
through mutual consultation.
3. Through mutual consultation, both of them decide the evaluation criteria, that
is what factor will be taken for evaluation of subordinate’s performance.
4. At the end of specific period, normally one year, the superior makes a
performance evaluation of subordinate on the basis of mutually agreed criteria.
5. Superior discusses the results of his evaluation with the subordinate, corrective
actions, if necessary and mutually agreed targets for the next period would be
fixed.
Evaluation of appraisal by results springs from forces that have generated a
popular philosophy of management, known as ‘management by objectives’ or
‘management by results’. MBO is not merely a technique of managing but it reflects
about the entire philosophy of management. Appraisal by results under MBO is more
conducive than appraisal based on traits.

2- BARS
Behaviorally anchored rating scales (BARS) approach gets away from measuring
subjective personal traits and instead measures observable, critical behaviors that are
related to specific job dimensions. The various steps under BARS are.
i. Identification of Performance Measures
The first step is the identification of performance measures, that is, the outcome of
an effective job performance. These measures could be identified by knowledgeable
relevant people who may be usually superiors, jobholders and HR personnel or a
combination of all of them. They are asked to identify the important dimensions of the
job.
ii. Identification of Critical behaviors

Critical behaviors are those which are essential for the performance of the job
effectively. These behaviors are generated from different dimensional of the job and are
related to various critical incidents of the job. These may be stated in a few short
sentences or phrases using the terminology of the job in question.
iii. Retranslation of Critical Behaviors
Various critical behaviors as identified in step ii. are retranslated, usually by a
different group of personnel. In the retranslation process, various critical incidents are
classified into clusters with each cluster having similar critical incidents. Those
behaviours which are approved by majority of personnel are kept for further development
and others discarded. The basic idea of this step is to keep the number of behaviors to a
manageable limit and which are more descriptive of the job. The translation process
assures the reliability of the critical behaviors consistent with the job dimensions.
iv. Scaling of Critical Behaviors
Those critical behaviors which are included for the performance apprise during
the process of retranslation are given scales usually in numbers with their description. The
scales may range from 1 to 7 or from 1 to 9, with each point of a scale demonstrating
perceived level of performance. The scale value will be determined on the basis of
estimates provided by various persons in the retranslation process.
v. Development of the BARS instrument
The result of arranging various scales for different dimensions of the job (Known
as behavior anchors) produces a vertical scale for each dimension. Then scale is used for
performance appraisal.

Merits of BARS method

1. Employees’ behaviors and not their unobservable traits, are measured
which gives better description of employees.
2. BARS approach is aimed at specific dimensions of job performance
3. The people who are actually involved with the job, participate in
determining the job dimensions.
4. As the evaluation is done in terms of specific behaviors, the rater can
give objective feedback on how the person performed and on what
specific behavior the concerned person should improve.

3-Assessment Centers
The concept of assessment centers was started in Germany in 1930s by the War
office selection Board for military situation. The object being to test candidates in a social
situation, using number of assessors and a variety of procedures. Gradually this concept
crept in to industries and companies. An assessment centre is a central location where
mangers come together and participate in a number of simulated exercises, on the basis of
raters. The task Force on Development of Assessment centre standards, has recommended
the following requirements.
a) Multiple assessment techniques should be used. One of these techniques
should be simulation.
b) Multiple trained assessors should be used.
c) Judgment should be based on pooled information from all assessors.
d) Evaluation should be made at a time different from the observation of
behavior.
e) Simulation exercise should be tested for their reliability, validity and
objectivity.
f) The dimensions, attributes, characteristics or qualities evaluated by the
programme shall be determined by an analysis of relevant job behavior.

4-360 Degree appraisal

Yet another method which could be used to appraise the performance of an

employee is to use 360 degree appraisal. To start with, this method was used in 1992 by

the General Electric Company, USA. Now in India Wipro Corporation, Infosys

Technologies, Thermax, Thomas Cook etc. are adopting.

In 360 –degree appraisal, appraisal of an employee is done by his superior, his

peers, his subordinates clients and outsiders with whom he interacts in the course of his

job performance. In this appraisal, besides appraising the performance of the assesses, his

other attributes such as talents, behavior, values, and technical considerations are also

subjected to appraisal.

The role of HR department in 360 – degree appraisal is that of facilitator. The

department consolidates the appraisal inputs, identifies the point of consensus, and provides

feedback to the appraised so as to overcome weaknesses as pointed out in the appraisal.

 CHAPTER-4
RESEARCH
METHODOLOGY
4.1- INTRODUCTION
4.2- SOURCES OF DATA
4.3- METHODS OF DATA COLLECTION
4.4- PERIOD OF THE RESEARCH
4.5- TOOLS AND TECHNIQUES USED IN THIS
REPORT
 METHODOLOGY

It refers to the body of the methods with the help of which investigation was carried on to
arrive at the final conclusionof the study, in fact, the main aim of any kind of study, whether
science or otherwise, is to acquire knowledge, to know the truth and the reality behind a
phemonenon. So, maximum care has been taken to make this study systematic and scientific.

SOURCES OF DATA

1. Primary
2. Second
CHAPTER-5
PERFORMANCE APPRAISAL
AT
ANKUR PLASTIC
 PERFORMANCE APPRAISAL AT ANKUR PLASTIC

Performance appraisal in ANKUR PLASTIC, Balasore, is done annually. For appraisal in

ANKUR PLASTIC, Balasore, a SELF APPRAISAL form is given to the staff members and
they fill it up. And then after according to their self observation and through the appraisal
form filled by the staff members rating is given to the members. Accordingly, incentives and
promotions are granted. In ANKUR PLASTIC, the majority of the staff members submit all
the information timely to their superiors head of ANKUR PLASTIC start with the following
objectives of.

⮚ Evaluating performance of employees.

⮚ For making decision regarding promotion of employees.
⮚ Identifying the needs of training and development.
⮚ To evaluate the morals of the employees.
⮚ For the promotion of employees.

The appraisal takes place once in a year in the month of March-April the appraisal
report must be completed in all respects before the 30th of April of every yeas of the
preceding assessment year.

The performance should be rated with reference to the task or activities assigned
and/or undertaken and the results achieved thereof., during the period under review,
as can be identified and described as follows:

⮚ Outstanding- Consistently exceptional performance despite constraints.

⮚ Very good- High level performance.

⮚ Fair- Generally meets expectations.

⮚ Poor- Doesn’t meet expectations, requirement of job.

Rating of attributes characterizing effectiveness of the appraise should be, as far as possible,
based on sufficient evidence that can be adduced during the period under review and
not on isolated recent occasions; for imparting objectivity to the assessment, the same
should be based on facts and relevant or significant instances, both positive or
negative. Each attribute should be taken independently of the other ones.

⮚ Attributes of performance-

⮚ Job knowledge

⮚ Job performance

⮚ Dependability

⮚ Behavior and Discipline

⮚ Safety

⮚ Initiatives

⮚ Computer Knowlege
CHAPTER-6

DATA ANALYSIS

AND

INTERPRETATION
 DATA ANALYSIS PERFORMANCE APPRAISAL QUESTIONNAIRE

The following diagram deals with the analysis and interpretation of data collected from
Ankur polymer pvt.ltd.

Q-1. . Is performance appraisal system an effective tool for the growth of an appraiser and
his training needs?

 stron 25 83.33333
●      Agree 5 16.66667
●      Strongly
gree 0 0
●      Disagree 0 0
●      Neutral 0 0
total 30 100

FIGURE-1

strongly agree agree strongly disagree

disagree neutral
17%

83%

INTERPRETATION
From the figure the 83% employee are strongly agree while 17% employee are agree for
performance appraisal system an effective tool for the growth of an appraiser and his training
needs.

Q-2. . Performance appraisal is useful in career planning and forecasting?

● Strongly agree-18
● Agree -12
● Strongly disagree-0
● Disagree-0
● Neutral-0
Q-3. . Performance appraisal serves in bringing out the right work of attitude in employee?

● Strongly agree-20
● Agree -5
● Strongly disagree-0
● Disagree -0
● Neutral-5

FIGURE-3

strongly agree agree

21%

79%

INTERPRETATION
From the figure 67% employees were strongly agree, 16% employees were agree and
17% employees were neutral.
Q-4. Do you think that there are any rating errors in the performance appraisal system?

● Strongly agree-0
● Agree -0
● Strongly disagree-30
● Disagree -0
● Neutral-0

FIGURE-4

strongly agree agree

21%

79%

INTERPRETATION

From the above pie chart we found that the 100% employees were satisfied with the
performance appraisal system.
Q-5. . Performance appraisal system in the organization often matches to your expectations?

● Strongly agree-15
● Agree -10
● Strongly disagree-0
● Disagree -0
● Neutral -5

FIGURE-5

agree

strongly agree

0 2 4 6 8 10 12 14 16

INTERPRETATION
Q-6. . Do you think that performance appraisal helps to provide an atmosphere where all are
encouraged to help others burden?

● Strongly agree-15
● Agree-15
● Strongly disagree-0
● Disagree -0
● Neutral-0

FIGURE-6

15

strongly agree agree

INTERPRETATION

From the above diagram 50% employees were strongly agree and 50% employees were
agree that PA helps to provide an atmosphere where all are encouraged to help others
burden.
Q-7. . Do you think that performance appraisal improves employee’s motivation and job
satisfaction?

● Strongly agree-20
● Agree -10
● Strongly disagree-0
● Disagree -0
● Neutral-0

FIGURE-7

agree

strongly agree

0 2 4 6 8 10 12 14 16

INTERPRETATION
Q-8. . Ankur plastic provides opportunity to employee for growth?

● Strongly agree-30
● Agree -0
● Strongly disagree-0
● Disagree -0
● Neutral-0

FIGURE-8

strongly agree agree

21%

79%

INTERPRETATION

From above pie chart we found that 100% employees were strongly agree that ankur plastic
provides opportunity to employee for growth.
Q-9. Promotion process in the organization is based on?

● Performance-15
● Experience-5
● Education -5
● Knowledge-5

FIGURE-9

strongly agree agree strongly disagree disagree

21%

79%

INTERPRETATION

From the above figure we found that the promotion process in the organisation is based on
50% performance, 16% experience, 17% education and 17% knowledge.
Q-10. . Does your organization conduct meeting in the beginning to explain and clarify
activity, task and goals to be achieved?

● Strongly agree-21
● Agree-9
● Strongly disagree-0
● Disagree-0
● Neutral-0

FIGURE-10

strongly agree agree strongly disagree

disagree neutral

37%

50%

13%

INTERPRETATION

From above diagram, 70% employees were strongly agree and 30% employees were agree.
Q-11. . Whether performance appraisal system contributes in identifying and achieves the
goal?

● Strongly agree-15
● Agree-4
● Strongly disagree-0
● Disagree-0
● Neutral-11

FIGURE-11

strongly agree agree strongly disagree

disagree neutral

37%

50%

13%

INTERPRETATION

From the pie chart we found that 50% employees were strongly agree, 13% employees were
agree and 37% employees were neutral in PA system contributes in identifying and achieves
the goal.
CHAPTER-7

FINDINGS
Findings

From the above interpretation I find that in the ANKUR PLASTIC PVT. LTD. The
organization climate –

● Well analyzed goals are set.

● Good and effective performance appraisal strategies applied.
● All the strategies are fair and objective.
● Proper feedback is given to the management staff.
● Training and development programs are very effective and helpful.
● The purpose of performance appraisal system followed in the company
is fulfilled.
CHAPTER-8
CONCLUSION
AND
SUGGESTIONS
 CONCLUSION

At ANKUR PLASTIC, performance appraisal is conducted annually. The immediate boss

who has been observing the immediate subordinate throughout the year rates him according
to the self appraisal form filled and also through personal observation under following
factors:

✔ Quality of work
✔ Quantity of work
✔ Job knowledge
✔ Dependability.
✔ Innovation and creativity
✔ Ability to learn
✔ Attendance
✔ Reaction to criticism
✔ Discipline
✔ Customer relations

Subordinate development

❖ The rating given is confidential and out of the knowledge of their subordinates.
Accordingly, promotions and incentives are granted to the deserving ones.
❖ Rating given to the senior production officers is done confidentially and whatever
information is filled in the self-appraisal form is not cross questioned.
❖ The sole objective for taking part in performance appraisal of senior officer sat
ANKUR PLASTIC is to get awarded with promotions and incentives but the basic
reason why performance appraisal is conducted is to develop the performance and
attitude.
❖ Senior officers of ANKUR PLASTIC follow the procedure of performance appraisal
given by the senior managers because they have monotony in their work and they have
no time for any innovation or creativity.
 SUGGESTIONS

As per the study the following are the suggestions:

⮚ The Performance Appraisal in the organization should be in a full fledge way so that

the others will be accepting this.

⮚ As the Performance Appraisal is helpful to the employees by the assignment of

superiors task by training & development which should be more effective so that the

other employees will also be attracted.

⮚ The Performance Appraisal should be assist effectively to the employees as it

recognizes the competence and potential of an individual.

⮚ Employee’s appraisal should be fairly done according to the companies policies so

that it will assist the performance of the employees.

⮚ The company should give some advises and suggestions to the employees during the

process and should get there feedbacks about the process.

⮚ The employees should be aware of 360 degrees appraisal and the organization should

follow this to motivate the employees.

CHAPTER-9

ANNEXURE
 ANNEXURE

Performance appraisal questionnaire

Q-1. . Is performance appraisal system an effective tool for the growth of an appraiser and
his training needs?

● Strongly agree
● Agree
● Strongly disagree
● Disagree
● Neutral

Q-2. . Performance appraisal is useful in career planning and forecasting?

● Strongly agree
● Agree
● Strongly disagree
● Disagree
● Neutral

Q-3. . Performance appraisal serves in bringing out the right work of attitude in employee?

● Strongly agree
● Agree
● Strongly disagree
● Disagree
● Neutral

Q-4. Do you think that there are any rating errors in the performance appraisal system?

● Strongly agree
● Agree
● Strongly disagree
● Disagree
● Neutral
Q-5. . Performance appraisal system in the organization often matches to your expectations?

● Strongly agree
● Agree
● Strongly disagree
● Disagree
● Neutral

Q-6. . Do you think that performance appraisal helps to provide an atmosphere where all are
encouraged to help others burden?

● Strongly agree
● Agree
● Strongly disagree
● Disagree
● Neutral

Q-7. . Do you think that performance appraisal improves employee’s motivation and job
satisfaction?

● Strongly agree
● Agree
● Strongly disagree
● Disagree
● Neutral

Q-8. . Ankur plastic provides opportunity to employee for growth?

● Strongly agree
● Agree
● Strongly disagree
● Disagree
● Neutral

Q-9. Promotion process in the organization is based on?

 ● Performance
● Experience
● Education
● Knowledge

Q-10. . Does your organization conduct meeting in the beginning to explain and clarify
activity, task and goals to be achieved?

● Strongly agree
● Agree
● Strongly disagree
● Disagree
● Neutral

Q-11. . Whether performance appraisal system contributes in identifying and achieves the
goal?

● Strongly agree
● Agree
● Strongly disagree
● Disagree
● Neutral