EXECUTIVE SUMMARY

Today in every organization personnel planning as an activity is necessary. It is an important

part of organization. Human Resource Planning is a vital ingredient for the success of the
organization in the long run. There are certain ways that are to be followed by every
organization, which ensures that it has right number and kind of people, at right place and
right time, so that organization can achieve its planning objective. The objectives of Human
Resource Development are Human Resource Planning, Recruitment and Selection, Training
and Development, Career Planning, Transfer and promotion, Risk Management, Performance
Appraisal and so on. Each objective needs special attention and proper planning and
implementation. Performance Appraisal is a tool to live the performance of associate worker.
Performance Appraisal is especially want to confirm the salary increase, promotion, transfer
and layoffs, termination of services; the coaching and development to the staff in corporation.
It is a tool to see the long run of the organization and visualize the career growth of the staff.
Performance Appraisal is generally done by senior executives and therefore the senior
manager within the organization to appraiser faces the matter in rating the
subordinate/employee/peer and someday they will their subordinate incorrectly, which can
block the entire purpose of the appraisal system. From user testing, the standard appraisal
system found to be economical within the problems like it is facilitate to judge actuality
talents of workers, facilitate workers to grasp structure goals, and to produce quick and
effective feedback. The users found the system simple to grasp and use were a lot of happy
with effectiveness of the system.

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 AIM OF THE STUDY
To study Performance Appraisal process with special reference to JNPT.

OBJECTIVES OF THE STUDY

 To find out present present performance appraisal system used in the company.
 To find out the employees views for the system adopted by the company to appraise
their performance.
 To know about the working scheme of the company.
 To suggest some measures for improving the methods to appraise the performance of the
workers.

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 RESEARCH METHODOLOGY

RESEARCH:

Research refers to the search for knowledge. It can be also define as a scientific and
systematic search for information on specific topic. In simple terms, research means, ‘A
careful investigation especially through search for new facts in any branch of knowledge’.

RESEARCH METHODOLOGY:

The process used to collect information and data for the purpose of making business
decisions.The methodology may include publications research, interviews, surveys, and other
research techniques, and could include both present and historical information.

SOURCES OF DATA:

The sources of data are as follows:

 PRIMARY DATA:

There are several methods of collecting information primary data, particularly in survey and

descriptive research which are as follow :

Internal data about working of HR department gathered from organization.

 Interview.

Sufficient data collected through form by employees that is questionnaire.

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SECONDARY DATA:

Secondary data means that are already available that is they refer to the data which have been

collected and analysed by someone else. Secondary data analysis saves the time that would

otherwise be spent collecting data. Secondary data may either be published data or

unpublished data. Usually, published data are available in the following:

Magazines, journals.

Manuals of the company.

Website of the company.

Books.

Sampling Technique:

To study the project, a simple random sampling technique is used.

SAMPLE SIZE:

The sample size is taken is 20 employees from the Human Resource Department in JNPT.

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 SCOPE OF THE STUDY
Studying “Performance Appraisal” of the employees as specialized subject restricts a

trainee for not entering into the different parameters as well as views of the company. The

findings of the study can be referred as reference for entire organizational policies,

parameters and practices. The scope of research is very vast; however the total time period

available was very limited for the purpose of study, observations, analysis and conclusion.

 The scope of the study includes the following aspects of performance appraisal.
 The feedback of an employee.
 Proper utilization of human resource planning.
 Effectiveness of performance appraisal and techniques.
 Cost effectiveness.

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 LIMITATIONS OF THE STUDY
 Some of the respondents might hesitate to fill the questionnaires.
 Respondent may give biased answers to the question which affects the result of
study.
 There is some information which is confidential for collecting the data, so some data
could not have been collected for confidentially or secrecy of management.
 Because of small period of time only small sample had to be considered which
doesn’t actually reflect and accurate picture.
 In many cases, up to date information is not published.

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 INTRODUCTION TO COMPANY

The Jawaharlal Nehru Port Trust (JNPT) at Navi Mumbai (formerly known as the Nhava

Sheva Port) is India’s No. 1 container port handling more than half of the total container

cargo handled by across all major ports in India. Commissioned on 26th May 1989, JNPT

occupies a prominent place among the most modern ports in India. It is the second youngest

and one of the most modern major ports of the country. Initially, JN Port was planned to be a

‘satellite port’ to the Mumbai Port with a purpose to decongest traffic. In the pre- reform

days, Mumbai port faced a lot of issues like shallowness of the channel, congestion on roads

and railways through the Mumbai city linking the port to its hinterland, as well as labour

problems. The total land area in possession of JNPT measures to 2,987 hectares with enough

backup area for developing additional facilities for future maritime requirements of the

country. It was built with an investment of Rs.1, 109 crores, out of which Rs.956.97 crores

were obtained as loans from various funding agencies, with the World Bank being one of the

major contributors. The Port’s incapability of handling the expanding volume of modern

cargo directed to the west coast, eventually led to JN Port becoming an independent port in

1989. It crossed the 5 Million TEUs milestone for container handling in the financial year

ending March '19. JNP is ranked 28th among the top 100 container ports in the world. It has

long-term goal of achieving 10 million TEUs by the year 2020-2021, through addition of two

more terminals, viz. the 330M stand-alone container terminal (DP World) and the 4th

container terminal (Port of Singapore Authority) and a satellite Port at Vadhvan Point. JNP

throws open an array of worthwhile opportunities for the maritime trade, including the

shipping lines and shippers, to ferry their cargo to various sectors across the globe. It has

connectivity to 52 inland container depot across the country.

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The hinterland connectivity both by rail and road is being further strengthened by

ongoing projects like Dedicated Freight Corridor (DFC), which will increase the existing

train capacity of 27 to 100 trains per day; Multi-Modal Logistics Park (MMLP) and widening

of the Port road connectivity. Its proximity to the cities of Mumbai, Navi Mumbai and Pune;

Airports; Hotels, Exhibition centres, etc. gives the port an extra edge to address the shipper’s

needs, efficiently and promptly. JNPT accounts for more than half total container volumes

handled at India’s 12 public ports and around 40 percent of the nation’s overall containerized

ocean trade.

Major exports from JNPT are textiles, importing goods, carpets, boneless meat, chemicals

and pharmaceuticals.

The main imports are machinery, chemicals, plastics, vegetable oils and aluminium and

other non-ferrous metals. The port handles cargo traffic mostly originating from or destined

for Maharashtra, Madhya Pradesh, Gujarat, Karnataka, as well as most of North India.

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WHAT IS WELFARE AT WORK?

Health, safety and welfare are basic requirement at work, and can be divided into four broad

categories: the working environment, welfare facilities, workplace safety and housekeeping.

The intern also had taken note of the working condition in the Jawaharlal Nehru Port Trust.

The intern was satisfied by the working condition in the organization and therefore describes

his observations and explanations below.

WORKING ENVIRONMENT:

Ventilation:

The Jawaharlal Nehru Port Trust had an adequate supply of fresh air. In many cases suitable

ventilation can be achieved by opening windows and doors, but where necessary, mechanical

ventilation systems were provided and maintained to an appropriate standard.

Temperature-indoors:

Indoor temperatures provided reasonable comfort during working hours. Where work

requires less physical effort, such as in an office, temperatures were set at least 25ºC. Where

work requires more physical effort, the minimum temperatures were reduced to 18ºC, subject

to other conditions such as humidity, ventilation, etc.

Temperature-hot or cold environments:

Where temperatures move from what is regarded as comfortable, the risk to the health of

those individuals exposed increases. Heat or Cold Stress may occur depending on the

environment; as a result, there is a requirement to assess the risk to health. Consideration

were given to personal and environmental factors, such as duration of exposure, clothing,

body activity, ambient temperatures, radiant heat, humidity and air velocity.

Lighting:

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Lighting was sufficient to enable people to work and move about safely. Natural light was

preferable, although artificial lighting is acceptable and is often used to boost light

levels. Where necessary, local or task lighting were also be used. Where loss of lighting

could pose a risk, independently powered automatic emergency lighting were provided.

Cleanliness and waste disposal:

Cleaning work and disposal of waste were carried out routinely in order to maintain

good standards of cleanliness and hygiene in the workplace.

Room dimensions and space:

Workrooms provided enough free space to allow people to freely access work areas and
move within the workplace, free from the risk of tripping or striking objects, etc.

Work stations and seating:

Work stations and seating were suitable for the work and the individuals using them.

Where work had to be done seated, suitable seats were used. All seating were provide with

adequate support particularly for the lower back. Footrest were provided for individuals that

cannot place their feet on the floor to provide support. Work stations had facilities for

individuals to leave them quickly in an emergency.

WELFARE FACILITY

Drinking water:

An adequate supply of clean drinking was available. This was normally obtained from a

tap directly from a rising main, but drinking water were provided from a tap supplied by a

storage cistern, providing cleaned and disinfected water regularly. Suitable drinking cups

were provided where required. If it was not possible to provide a piped supply of water,
bottled water or water dispensing systems were provided as an alternative source of drinking

water. Containers were refilled at least daily.

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Sanitary facilities:

An appropriate number of sanitary conveniences were provided, and had an

adequately ventilation which was lit and kept clean. Separate facilities for male and females

were provided.

The recommended minimum is:

● Up to 5 workers: 1 water closet, 1 wash station

● 6 to 25 workers: 2 water closets, 2 wash stations

● 26 to 50 workers: 3 water closets, 3 wash stations

● 51 to 75 workers: 4 water closets, 4 wash stations

● 76 to 100 workers: 5 water closets, 5 wash stations

After the number of people exceeds 100, an additional wash station is required for every

25 people.

For workplaces with only male workers, the minimum recommendations are:

● Up to 15 workers: 1 water closet, 1 urinal

● 16 to 30 workers: 2 water closets, 1 urinal

● 31 to 45 workers: 2 water closets, 2 urinals

● 46 to 60 workers: 3 water closets, 2 urinals

● 61 to 75 workers: 3 water closets, 3 urinals

● 76 to 90 workers: 4 water closets, 3 urinals

● 91 to 100 workers: 4 water closets, 4 urinals

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 WORKPLACE SAFETY:

Maintenance:

Any part of the workplace or equipment that could pose a risk to the health, safety, or welfare
of staff or others, were maintained in a safe condition.

Floors and traffic routes:

Floors was of sound construction and in good condition, free from hazards that could

cause slips, trips or falls. The organization considered the loads they take, and any vehicles

using them. Open-sided staircases were protected with upper and lower rails, etc.

Falls and falling objects:

The organization has an alternate to reduce the risks of falling from a height and injuries

from falling objects. Hazardous substances contained in tanks, pits and other structures,

were securely fenced or covered to prevent individuals falling into them.

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JOB PROFILE OF HR DEVELOPER

Human Resource Development includes such opportunities as employee training, employee

career development, performance management and development, coaching, mentoring,

succession planning, key employee identification, tuition assistance, and organization

development. Human resources specialists are responsible for recruiting, screening,

interviewing and placing workers. They may also handle employee relations, payroll,
benefits, and training. Human resource managers plan, direct and coordinate the
administrative functions of an organization.

HR JOB EXPERIENCE

Implement effective HR policies to ensure all practices are in compliance with my fellow

colleagues.Conducted several seminars and workshops related to HR policies.

Skilled in Microsoft office suite.Increased proficiency in typing skills.

LEARNING AND CHALLENGES

In this job I learned how the recruitment and selection takes place in the company. What
qualification is required to join a job rules and regulations to perform a particular job. How
many total post are there in various department of the organization. The employees are
classified into four post i.e.:

Class 1 post for chief manager.

Class 2 post for assistant manager, assistant engineer, etc.

Class 3 post for Office superintendent, clerks, etc.

Class 4 post for peons, fireman, etc.

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 OVERCOMING THE CHALLENGES

 There are regulation on everything from hiring practices, to wage payment,to

workplace safety.
 Business owners should focus on communicating the benefits of the change for
everyone.
 Accomplishing goals will motivate them and give chance to develop their skills.
 Training and development doesn’t have to take lot of time or money.
 Set clear for adoption of initiatives, and provide employees with training they need to
get comfort.
 Put strategic organizational change into practice to enhance quality,productivity and
employee satisfaction.
 Devise an effective training program.
 Create and establish a reward system that keeps employees motivated.
 Design benefit packages and evaluate their values.
 Managing a Diverse Workforce.
 In the past, much of the workforce that was employed on a daily basis were,to put it
plainly, White men. However, the mantra has shifted, and businesses must employ a
more diverse workforce for many reasons.
 Increase Employee Productivity Through Technology.
 In HR, often we get bogged down with the little details instead of focusing on the big
ones. One of the largest issue in HR is how to increase employee productivity so that
they get more done in less time, and really maximize their time at work. However,
often inefficient or outdated practices account for much wasted time on the job. They
are ways to make your systems more efficient.

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 VISION

To become the premier container port of South Asia.

OBJECTIVES

The port was created to relive pressure on Mumbai port, then the pre-eminent port of
India.This port on the Arabian Sea is accessed via thane creek. JNPT is connected to railway
network through JNPT-Panvel rail link of central railway. Panvel is gateway for south bounds
train from Mumbai and also well connected with western railway route through Panvel-Diva-
Vasai line.

HR DEPARTMENT SCOPE

· Allotment of plots to JNP PAPs under 12.5% allotment scheme.

· Rehabilitation of Project Affected Persons (PAPs)

· Providing residential units.

· Providing education.

· Welfare fund.

· Canteens

· Training centre.

· Hospitals.

SERIVES OF THE COMPANY

JNPT accounts for more than half of total container volumes handled at India’s 12 public
ports and around 40 percent of the nation’s overall containerized ocean trade. Major exports
from Jawaharlal Nehru Port are textiles, sporting goods, carpets, textile machinery,boneless
meat, chemicals and pharmaceuticals. The main imports are chemicals,machinery, plastics,
electrical machinery, vegetable oils and other non-ferrous metals. The port handles cargo
traffic mostly originating from or destinated from Maharashtra, Madhya Pradesh, Gujarat and
Karnataka.Maharashtra, Madhya Pradesh.

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.

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