SUMMER TRAINING REPORT

CONDUCTED AT

LPS BOSSARD PVT.LTD.

ON
“PERFORMANCE APPRAISAL SYSTEM”

Submitted in the partial fulfillment of the Requirement for the award of Degree

MASTER OF BUSINESS ADMINISTRATION

(Session 2022-2024)

SUBMITTED BY: RAHUL

ROLL NO: 22/MBA/35

VAISH COLLEGE OF ENGINEERING, ROHTAK

AFFILATED TO

MAHARISHI DAYANAND UNVIRSITY, ROHTAK

 LPS BOSSARD Pvt. Ltd Tel- 0091-1262-
305161-170N.H. 10, Delhi Road, Karhawar
bye pass Rohtak Fax: 0091-1262-305111-112.
Rohtak- 124001 (India)0091-1262-305133
F/HR/003 8.2/2019

TO WHOM SO EVER IT MAY CONCERN

This Certificate confirms that MR. RAHUL S/O MR. RAJENDER, student of MBA - 2 Year
from VAISH COLLEGE OF ENGINEERING, ROHTAK. Has successfully completed his 8
Weeks summer training w.e.f. 12/07/2023 to 10/09/2023 in our organization. At “HUMAN
RESOURCE DEPARTEMENT”. During a worked period on the PERFORMANCE
APPRAISAL, He was found to be very sincere, honest, hardworking employee with strong subject
knowledge we have no objection to allow her in any better position and have no liabilities. We are
pleased to have his service in his future in our firm. From LPS BOSSARD Pvt. Ltd.

We wish her good luck for her future endeavors.

For LPS BOSSARD Pvt. Ltd.

(Neha)

Dated: 15/09/2023

File No. A 9024

LPS BOSSARD Pvt. Ltd.
Regd. To ISO 9001
Regd. Office: A1/134, Safdarganj Enclave, Delhi-110029, INDIA

CIN: U72200DL 1997PTC090805

 DECLARATION
I RAHUL, Student of MBA 2year ,3rd Semester of VAISH COLLEGE OF
ENGINEERING, ROHTAK I hereby declared that the summer training report
entitled “Performance Appraisal System”. At LPS BOSSARD PVT LTD is
prepared by me under the guidance.This report has not submitted to any other
university. This project is towards the partial fulfillment of the requirement for
the degree of Master of Business Administration.

RAHUL
( SIGNATURE )

4
 ACKNOWLEDGEMENT

It is my proud privilege to put on record my gratitude to all those who have been the
source of guidance, cooperation & help during my summer training at LPS
BOSSARD PVT. LTD.

An undertaking of study like this is never the outcome of the efforts of a single person.
My project is not an exception to this. It was not possible to accomplish it without
the help of others. I would hereby take the opportunity to express my indebtedness
to people who have helped me to accomplish this task.

I wish to express my deep sense of gratitude to towards VCE for the keen interest,
inspiring guidance, continuous encouragement, valuable suggestions & constructive
criticism throughout the pursuance of his report.

Further words of thanks are expressed to all other staff members without whom help
it would not have been possible to collect information & idea. I am beholding to my
parents for their blessings & encouragement.

5
 PREFACE

Practical training constitutes an integral part of management studies. Training gives

an opportunity to the students to expose themselves to the industrial environment,
which is quite different from the classroom teachings. One cannot rely on theoretical
knowledge. It has to be coupled with practical to be fruitful. Training also enables
the management students to see themselves the working condition under which they
have to work in the future. It thus enables the students to undergone those
experiences, which will help them later when they join any organization.

After liberalization the Indian economic sense is changed. Industrial activity in India
has become a thing to watch & I really wanted to be a part of it &it is essential for me
being a finance student.

I underwent eight weeks of training at LPS BOSSARD PVT. LTD. I consider myself
lucky to get my summer training in such a big Company. It really helped me to get a
practical insight into actual business environment & provide me an opportunity to
make my financial management concepts more clear.

6
 TABLE OF CONTENTS

SR. PARTICULAR PAGE.

NO. NO.
CHAPTER INTRODUCTION 07-09
1
CHAPTER COMPANY 10-27
2 PROFILE
CHAPTER PERFORMANCE APPRAISAL 28-34
SYSTEM
3
CHAPTER RESEARCH METHODLOGY 35-36
4

CHAPTER DATA ANAYSIS 37-49

5 AND
INTERPRETAION
CHAPTER FINDING 50-51
6 SUGGETION 52-53
CONCLUSION 54
 ANNEXURE 55

 BIBLIOGRAPHY 56

7
 1. INTRODUCTION: -

At Lakshmi Precision Screws BOSSARD PVT. Ltd. fastening

technology is their core business and customer services their guiding principle. Head quartered at
Rohtak (Haryana), the LPS workscomprises of two manufacturing units spread across an area of
100,000 square meters, just60 km from New Delhi, the capital of India. With total assets of 2380
million INR supported by 1145 highly dedicated professionals which are driven with a zeal to make
a world class product under the leadership of dynamic management team, today we are 3136
million INR company with 17%contribution coming from exports.

The Company is a pioneer in providing fastening technology globally having Joint Ventures,
License Agreements, and Alliances with different fastening companies globally. The endeavor of
the Company is to provide high level customer satisfaction.

The Company is one of the largest exporters of fasteners in India. Whereas 35% of the total sales
is contributed from the products exported to a range of countries such as The United States of
America (USA), Australia, Canada, Denmark, Dubai, France, Germany, Hong-Kong, Indonesia,
Japan, Malaysia, Singapore, South Africa, Switzerland, Sweden etc. The Company is a partner of
the Global Fastener Alliance (GFA).

8
The Company is constantly researching to enhance its quality of the products keeping in mind the
increasing expectations of the customers and the Company’s brand. The Company is delighted and
thankful to all its customers for regular support and its guidance

2.RESEARCH METOHDLOGY
The procedure adopted for conducting the research requires a lot of attention as it has direct bearing
on accuracy, reliability and adequacy of results obtained. It is due to this reason that the research
methodology, which I used at the time of conducting the research, needs to be elaborated upon.
Research methodology is a way to systematically study & solve the research problems.
Research problem here was to analyses the financial data of LPS BOSSARD Ltd. to come out with
some underlying facts behind the financial statements of the company.

 Research Design:
The research design implemented in this research is descriptive in nature, as it seeks to
discover facts, ideas, insight & to bring out new relationship among the data items already
existing. Research design is Hexble enough to provide opportunity for considering different
aspects of problems under study.

 Sample Universe:
Of the study is LPS BOSSARD Ltd

 Sample Population:
Is the financial statement of LPS BOSSARD Ltd.?

 Sample:
Taken for the purpose of my study is the financial statement of last 3 years.

9
  Information Collection:
For the purpose of analysis, I have gone for the secondary information. As this is the base
of the study so the data which is reliable has been taken. And also annual reports of the
company & information through internet are taken

3.Significance of the Study

The significance of this study lies in the thing that it reveals some of the hidden information from
the accounts of the LPS Ltd. and also it contains the Recommendations which if taken into
considerations by the management could prove useful for the company.

Apart from the organization point of view this study is also significant for me as it gives me a
chance to under and the corporate environment & increases my analytical abilities to draw
references

4.Review of the Existing Literature

To go before the analysis of LPS Ltd. It was necessary to go through the existing literature of
finance as well as other analytical studies which could prove useful for me.
So lot of books, and reports already prepared were consulted for this purpose and
adequate help is taken from them to do this study.

5.Objectives
 The main objective of the study was to analyze the financial statements prepared
by LPS Ltd and also to understand and analyze the cash flow statement.
 Another objective was to identify the deficiencies or the weak points of the
company, if found during the analysis phase

10
 2.COMPANY PROFILE: -
2023

1. Company profile: -

LAKSHMI PRECISION SCREWS BOSSARD PVT.

LTD is one of the leading manufacturers and suppliers of High Tensile Fasteners such as

Bolts, Screws, Nuts and similar parts for Automobile and other Industrial Sectors.
I take this opportunity to introduce themselves as a joint venture between M/s Lakshmi Precision
Screws Ltd., Rohtak and Bossard AG, Switzerland. Incorporated in November 97, this joint
venture has been christened as LPS BOSSARD PVT LTD.

They became operational in 1998 with specializing in Industrial Assembly Technology and within
a short span we are now a 120-member family serving to our customers all over India with sales
over Rs. 900 million (2009-10) with a steady growth.

11
We have a range of more than 75,000 of fasteners in Stainless steel, High tensile steel,
MS, Brass, Copper, Aluminum, Titanium Alloy, Inconel and Plastics. Our range
includes standard items (as per DIN, ISO, JIS, NFE, and other National &
International Std.) and Multifunctional fasteners like, Self-drilling screw, Thread
cutting, Thread Forming screws, EchoSign, Eco Fix and many more.

We are headquartered in Rohtak, Haryana and have formed regional offices at New
Delhi, Bangalore & Pune. In an effort to be closer to our customers we also have
offices in Bangalore, Chennai, and Hyderabad & Mumbai etc.

12
13
2. Company Organization: -

Board of Directors

Chairman & Managing Director

Quality Management
Corporate Strategy

M arting & Planning Prod tion Ge e l

ke

D S D L CP P P P P H
E A E A ER L L L U R
V L V B NO A A A R N D
E E E O TD N N N C A
L S L R RU N T T H N
O O A AC I A C
P P T L T N I I S E

M M O I G E
E E R O
N N Y N

T T

14
3. Chronological History: -

1959 Established Nav Bharat Industries as small parts Manufacturer

1972 Established Lakshmi Precision Screws Pvt Ltd as Socket Head Screws

1973 Technical tie-up with the German firm M/s Richard Bergner

1977 Acknowledged quality source of fastener.

1984 Declared Public Limited Company

1986 Secured self-certification status from M/s Lakshmi Machine Works.

1988 Established as manufacturer-exporter

1992 Received Regional Export Award from EEPC for the second Consecutive year.

1993 Established Plant - II.

1994 Received Employment Generation Award from Director of Industries, Haryana

State.

1995 Accredited in Mechanical & Chemical Testing by A2LA, USA to meet

Fastener Quality Act of US.

1995 Accredited in Mechanical Measurement, Mechanical & chemical Testing by

National Accreditation Board for Calibration & testing
Laboratories (NABL). Government of India.

15
1996 Certified to ISO-9002.

1999 manufacturers of TORX Screw from Cancer Co. –USA.

2000 certification.

2001 ISO/TS-16949 Certification.

- ISO-14001 Certification.

2005 DOL (Direct On Line) Certificate

- Hero Honda Motors.

2006 Udyog Ratna Award

- Haryana Govt.

2008 Achieved export excellence award from EEPC India

2012 Purchase land in Karhawar for Rs. 70 crore

16
4. Certificates & Achievements: -
 Certificates

 NABL

 ISO / TS 16949: 2002 certified organization for product design and development.

 ISO 14001: 1996 certified organization for environment management system.

 An ISO 9001: 2000 certified organization for quality management.

 Volvo Global Supplier Certificate

 OHSAS

17
  Achievements
 Extended business to new horizon of the world.
 Getting order from Maruti and Suzuki in this financial year.
 The equity share of LPS is listed in Delhi and Mumbai Stock Exchange.
 The turnover of company has increased by 25% with export sales charting an
increase of 30%. The net profit and earnings per share has increased by amazing
95% in the current year.

5. Vision & Mission Statement: -

 Vision: -
 Be a Growth orientated professional organization promoting high standards of
business ethics.

 Establish strong R&D Facility and innovate continuously.

 Make each member of the organization feel proud and empowered.

 Strive to achieve 6σ (Six Sigma) Quality levels.

 Maximize shareholder’s wealth.

 Mission: -
 Continue to retain market leadership in Indian marketplace and
established LPS as a Global brand by creating value for customer
through Technology, Quality, Cost Competitiveness and innovation.

 Be recognized by our customers as their best and preferred supplier of

fasteners and components.

 Exceeding customer expectations and striving for excellence.

18
6. DEPARTMENTS: -
 The company has following different departments

Human resource development-Personnel and administration

Design

Research and development

Laboratory

Tool room and CNC (Computerized Numerically Controlled)

Quality Assurance(Q.A.)

Materials and purchases

Finance, accounts and secretarial

19
7. List of Major Plant & Machinery

SN PROCESS PLANT & MACHINERY SPECIFICATION Nos.

1 Drawing Pointing Machine Dia 5 - Dia 30 2

Wire Drawing Machine Dia 8 x 55 2
Wire Phosphating Plant 1
2 Heading 2D - 2B
2D - 3B Dia 8 x 70 1
3D - 3B Dia 6 x 55 - Dia 12 x 250 6
4D - 4B Dia 6 x 40 Dia 25 x 200 11
5D - 5B Large Stroke Bolt Former 1
5D - 6B Parts Former 1
3 Nut Forming 4D 6 - 12 mm 1
5D 4 - 10 mm 3
4 Rolling Roller Type Dia 6 - Dia 25 13
4 Rolling Rotary Type Dia 8 x 55 1
Flat Type Dia 3 x 10 - Dia 25 x 200 17
5 Washer Assembly 1
6 Heat Treatment Series Type 2
Batch Type 10
Dihydrogen HT 1
Pit Heating 5

20
8. Main Markets: -
Domestic (User Industries) International (Countries)

Automotive Australia

Aviation Germany

Heavy & Light Machinery Holland

Hydraulic/Pneumatic Pumps Hong Kong

Machine Tools, Jigs & Fixtures Japan

Railways Singapore

21
9. Main Products: -
A wide range of standard cold forged high tensile fasteners over 7,000 varieties
covering the diameter range of M1.3 to m30 and the
length range of 6mm to 300mm.

Standard products cover most of international standards ISO, ANSI/ASME, BS,

JIS, DIN etc. and engineered as per respective standards.

These standard products covers a very wide range of industries viz. Automobile
sectors, standard/special m/c building sectors, textile sectors, printing machineries
etc.

 Categories of products

Standard Products

Bolts & Screws Pins Nuts Allen key

22
Special Products

Wind Energy Automotive Defence Electronic & Communication

Construction Agriculture
Tool & Die Oil n gas

 Major Products: -

Division Products
Precision Cold Forming parts for Automobile
Engine Parts ( Con Rod, Cylinder Studs,
Counter Weights, Cylinder Head, Rocker Arm,
Bolts & Nuts Engine Mounting, Main Bearing etc.)
for Chassis Parts (Wheel Bolts, Wheel Hub Bolts &
Automobiles Nuts, Axle Bolts/Pin, Flanged Bolts, Collar Bolt,
Shock Absorber Mounting Pins etc.)

Washer Assemblies Bolts

23
 The other critical & safety parts bolts
Construction parts (Friction Grip)

FASTENERS Bolts & Nuts for Agriculture Industry

Bolts & Nuts for Industrial Machinery
Cold formed parts for Automobile (Piston Pins, Switch Body,
Ball Joints, Gear Blanks, Rocket Shaft, Ball Pins, Plunger etc.)
Pins for Hydraulics & Pumps
Bolt for Refrigeration Compressor
Friction Grip Bolts & Nuts for Construction Industry
Socket Head Cap Screw
Low Head Socket Bolt
Shoulder Bolt
Button Head
CSK
Standard Set Screws
Fasteners Hex Wrench Keys
Hex Head Bolt
Dowel Pin
Nuts
Friction Grip Bolts
Track Shoe Bolts
Stainless Steel Hex Head
Stainless Steel Socket Head Cap Screws

24
10. Major Clients: -

Heavy Commercial Vehicles

Light Commercial Vehicles

Tractors

Cars

25
Two Wheelers

Textile Machinery

Machine Tools

26
OBJECTIVE OF THE STUDY: -

Main Objective: -
To know how the Performance Appraisal system carried
out in company
Sub Objective: -

1. To know the employee attitude towards Performance

Appraisal their company.
2. To know the techniques and methods of Performance
Appraisal system followed in the company.

3. To provide the suggestions and recommendation from

the study conducted.
4. To determine the various ratios for analyzing the
Performance Appraisal of the company.

5. To spot out strengths & weaknesses of business.

27
 LIMITATION OF THE STUDY: -

 The sample size selected resulting in biased results.

 Respondents were least interested in filling the

questionnaire.

 As the questionnaire contains information related to

their income, people hesitate in giving this information.

 Some data provided by respondents are not reliable and

vary from

facts.

 Further research could not be made possible due to

liabilities of time.

28
 3. PERFORMANCE APPRAISAL: -

Performance Appraisal is the process of obtaining, analyzing and recording

information about the relative worth of an employee. The focus of the
performance appraisal is measuring and improving the actual performance of
the employee and also the future potential of the employee. Its aim is to measure
what an employee does at his job or does not at his job. "Performance appraisal
is the systematic, periodic and an impartial rating of an employee’s excellence
in the matters pertaining to his present job and his potential for a better job."
Performance appraisal is a systematic way of reviewing and assessing the
performance of an employee during a given period of time and planning for his
future.

 It is a powerful 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.

 It is the process of obtaining, analyzing, and recording information

about the relative worth of an employee to the organization.
Performance appraisal is an analysis of an employee's recent successes
and failures, personal strengths and weaknesses, and suitability for
promotion or further training. It is also the judgment of an employee's
performance in a job based on considerations other than productivity
alone.

29
 OBJECTIVES: -

 To review for the performance of the employees over a given period

oftime.
 To judge the gap between the actual and the desired performance.
Helps to strengthen the relationship and communication between
superior – subordinates and management – employees.
 To diagnose the strengths and weaknesses of the individuals so as to
identify the training and development needs of the future.
 To provide feedback to the employees regarding their past
performance.
 Provide information to assist in the other personal decisions in the
organization. 
 Provide clarity of the expectations and responsibilities of the functions to
be performed by the employees.
 To judge the effectiveness of the other human resource functions of the
organization such as recruitment, selection, training and development.

30
Process of Performance Appraisal: -

Specify organizational objectives

Identify dimensions of job performance

Define and communicate performance standards

Determine who will conduct appraisal

Choose appropriate methods of performance appraisal

Communicate appraisals to employees

31
DEVELOPMENT OF PERFORMANCE
APPRAISAL: -
1. Team or work group Appraisal: -

A team consists of individuals who work collaboratively and take the

responsibility for the performance of the team rather than just their
own individual performance. Members of the team are assigned a
specific role depending on their skills for the benefit of the team
performance. A team has following distinctive characteristics.
 Teams have a common purpose.
 They have agreed norms and values that regulate behavior.
 Team members have interdependent functions.
 Each member has a team identity.
 Members possess complementary skills.

There are different types of teams like temporary or permanent team,

intact or virtual team, team on the basis of type of skills required of
members. Different types of teams possess different characteristics. It
is important to ensure that the performance appraisal characteristics
built into the performance management system are appropriate to the
specific type of team. Designing effective performance appraisal
systems for teams requires careful consideration of differences in
team characteristics such as team membership configuration, team
task complexity and the nature of the interdependencies among the
team and external groups.

Dimensions of team characteristics

 Membership configuration
It refers expected tenure of a team, stability of its membership and
allocation of work team of team members. It varies from static to
dynamic. Static teams have full time team members, constant
membership throughout the existence of a team. Dynamic teams
have shorter tenure and floating membership since memberscome
and go depending on the task demands.

32
  Task complexity
It refers to the fact that organizational teams engage in a wide
variety of work that varies from the routine to the non routine.
Routine tasks are those that are well defined, the required time
needed to finish one complete unit of work are specified in
advance. Non routine tasks are not well defined. The outcome and
the means to accomplish these are not defined in advance.

 External interdependencies
Interdependencies exist when a team is dependent on contributions
and nonmembers to complete tasks and goals. It may range from
high to low. High interdependencies exist when teams are
dependent on several outsiders for information and support. Low
interdependencies imply that teams are dependent on only a few
outsiders.

2.Assessment Centers: -

It is an independent approach designed for exclusively assessing employee

potential. It requires the participants to complete a range of tests and exercise
which stimulate the activities they might encounter in the target job. Each
assessment center consists of approximately six to twelve participants.
Participants engage in a combination of group and individual exercises over a
period of two or three days spent awayfrom the job. These exercises may include
case discussions, in-basket exercises, group discussions, psychological tests,
management games, role play, etc.

3.360 Degree Appraisal: -

It is a process that implies that an employee is appraised and receives
feedback from supervisors, subordinates, peers or customers. One of

33
the main purposes served by the 360-degree appraisal system is to obtain
information about an employees’ performance in multiple rolesand from different
perspectives.

The 360-degree feedback approach seeks to provide employees with

as accurate a view of their performance as possible by obtaining
feedback from all angles- supervisors, subordinates, peers or
customers. Feedback from multiple sources may reinforce and
support the feedback provided from the supervisor, thus making it
harder to discount negative feedback from the supervisor as one
person’s feedback that is perhaps biased.

4.Effective 360 degree appraisals: -

 Provide orientation to all employees about the implementation of the

360-degree appraisal process.

 Assess degree of organizational cynicism among employees prior to

implementing 360-degree appraisal. Take steps to reduce cynicism to
make employees more inclined to embrace feedback and personal
change.

 Follow-up negative feedback with encouragement and coaching.

 Integrate 360-degree feedback with other training and development

efforts. Providing feedback to suggest changes, without providing
training or assistance, will result in lower motivation on the part of
recipients of feedback.

34
 Sources of performance appraisal: -



 Customer Appraisal: - Internal and external customer appraisals
are used as a source of performance appraisal information. In
internal customer appraisals managers establish performance
measures related to customer service and specify goals for the
employee. These individual goals are linked with company goals.
For example, one performance dimension is to treat customers with
courtesy and promptness. A questionnaire survey is conducted on
customers. The survey items reflect various performance measures
related to customer service. The feedback obtained from customers
becomes part of employee effectiveness and organizational
performance. Internal customers are employees within the
organization who depend on the work output of the employee being
evaluated. For instance, for the human resource department of a
firm, employees belonging to other departments are its internal
customers. These employees depend on the HR department for their
training and therefore evaluate the training services provided by the
HR department.

 Subordinate appraisal: - It involves performance appraisal of a

superior by his/her subordinate. Performance dimensions that are
considered most appropriate for subordinate appraisals include
leadership, oral communication, delegation of authority, etc. These
appraisals serve the purpose of giving feedback to managers on how
they are perceived by their subordinates. These are, therefore,
appropriate for development purposes rather than for administrative
purposes.


 Team appraisal: - Such an appraisal is an extension of peer

appraisal. While peers are individuals in the same rank, they may
not be working together very closely. A team consists of employees
who work together in pursuit of a specific task or project assigned
to the team. In a team it is difficult to isolate the individual
contribution of an employee. Team

35
 4. RESEARCH METOHDLOGY: -

1.RESEARCH DESIGN: -The research design is descriptive because

the research focus on: -

Describing the characteristics of a particular individual or agroup

 Formulating the objective of study
 Designing the methods of data collection.
 Selecting the sample
 Collecting the data
 Processing and analyzing the data
 Reporting the findings

(2) Survey Universe: -

Survey universe is LPS Bossard.

(3) Survey Population: -

Survey population is employees of the company. We have selected 50
respondents from them.

36
(4) SOURCE OF DATA: -

Primary Data-
In this research the primary data collected through questionnaire.
We have been filled questionnaire from respondents.

Secondary Data: -
In this research secondary data collected from.
 Books
 Internet
 Records

(5) Sample of the study: -

Sample of the study is Non-probity because the items for the sample
selected deliberately and the elements have not specifiable chance of
included.
Under Non-probability sampling the sample is Convenience Sample
because the respondents or the sampling units are contracted on the
convenience of researcher, keeping in view the general representative
ness of the population in question.

(6) Analysis Pattern: -

For analysis the data Pie charts have been made on the basis of
responses given by respondents.

37
 5. ANALYSIS & INTERPERATION: -
(1) Performance appraisal system is needed in organization.

Agree 12
Strongly Agree 30
Disagree 6
Strongly Disagree 2

Interpretation: - It shows that most of the respondents say 60% strongly

agree with the need of Performance appraisal system in their organization.
24% of respondents agree, 12% disagree and 4% of respondents are strongly
disagreeing with the need of Performance appraisal system in their
organization.

(2) Performance appraisal leads to identification of hidden

potential.

38
 Agree 16
Strongly Agree 28
Disagree 4
Strongly Disagree 2

Interpretation: - Most of the respondents say 56% are strongly agree, 32%
are agree, 8% are disagree and 4% are strongly Disagree that Performance
Appraisal leads to identification of hidden potential.

3. Performance appraisal is helpful in reducing grievances among

employees.

Agree 30
Strongly Agree 15
Disagree 3
Strongly Disagree 2

39
 Interpretation: - It shows that 60% respondents agree that Performance
Appraisal is helpful in reducing grievances among employees. Only 30% are
strongly with it. It means that most of the respondents are not believe that
Performance Appraisal is helpful in reducing grievances among employees.

(4) Performance appraisal is helpful for employees’ personal

improvement.
Agree 30
Strongly Agree 15
Disagree 3
Strongly Disagree 2

Strongly Disagree

40
 agree 8
strongly 56
disagree 30
Strongly dis 6

Interpretation: - It shows that most of the respondents say 56% believe that
Performance appraisal is helpful for employees’ personal improvement. 30%
agree with it and other respondents not much believe in it. 8% Disagree and
6% strongly disagree with it.

(5) Performance appraisal helps to identify strength

and weaknesses of employee.

Agree 12
Strongly Agree 35
Disagree 2
Strongly Disagree 1

Interpretation: - 70% respondents strongly agree that Performance appraisal

helps to identify strengths and weaknesses of employees. It means that most
of the respondents believe in it and 24% only agree with it. Only few
respondents not agree with it.

41
(6) Promotion is purely based on Performance Appraisal

Agree 30
Strongly Agree 12
Disagree 6
Strongly Disagree 2

Agree

Disagree

Interpretation: - It shows that 60%respondents only agree that Promotion is

purely based on Performance appraisal. It means that most employees don’t
much believe in it. Only 24% respondents strongly agree with it. 12%Disagree
and 4% strongly disagree with it.

(7) Performance appraisal data helps in identifying employees’

career planning and development

42
 Agree 12
Strongly Agree 32
Disagree 3
Strongly Disagree 3

Agree

Disagree

Interpretation: - Most of the respondents say 64% strongly agree that

performance ratings should do periodically. 24% respondents only agree with
it. Other respondents don’t agree with it.

(8) Management fixes salary through Performance ratings.

Agree 25
Strongly Agree 15
Disagree 8
Strongly Disagree 2

43
 4%
16% .

Agree Stongly
agreeDisagree
50% Strongly Disagree
30%

Interpretation: - It shows that half of the respondents agree that management

fixes salary through Performance rating. Only 30% respondents strongly agree
with it. 16% disagree and 4% strongly disagree with it.

Part B

(9) Performance ratings help to fix increment.

44
 Agree 28
Strongly Agree 18
Disagree 3
Strongly Disagree 1

6% 2%
Agree
Stongly agree
36% Disagree
56%
Strongly Disagree

Interpretation: - Most respondents say 56% agree that Performance ratings

help to fix increment. Only 36% strongly agree with it. 6% disagree and 2%
strongly disagree with it. It means that nearly half of the respondents believe
in that Performance ratings help to fix increment.

(10) Performance rating is helpful for management to provide

employee counseling.

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 Agree 27
Strongly Agree 15
Disagree 5
Strongly Disagree 3

10% 6%

Agree
Stongly agree

54% Disagree
30% Strongly Disagree

Interpretation: - It shows that nearly half of the respondents say 54% agree
that Performance rating is helpful for management to provide employee
counseling. Only few employees say 30% strongly agree with it. 10% disagree
and 6% strongly disagree with it.

Part-C
(1) What should be the method of Performance Appraisal?

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 360 Degree Appraisal 8
Rating Method 32
Team Appraisal 4
Assessment Centres 6

12% 16%
8% 360 Degree Appraisal
Rating Method
Team Appraisal
Assessment Centres
64%

Interpretation: - Most of the respondents say 64% prefer the Rating method.
They believe that only this method is suitable for their appraisals. Some
respondents prefer 360-degree appraisal, some prefer team appraisal and other
prefer assessment centres.

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(2) How Performance appraisal affects the productivity of
employees?

Motivated 15
Indifferent 25
Demotivated 8
Can’t say 2

Interpretation: - It shows that half of the respondents say that Performance

appraisal is indifferent with the employees. 30% say that Performance
appraisal motivated them. 16% believe that Performance appraisal
demotivated them.

(3) Who should do the Performance appraisal?

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 Immediate Superior 30
Subordinate 15
Self Appraisal 3
Consultant 2

Subordinate

Consultant

Interpretation: - It shows that half of the respondents say that subordinate

should do the Performance appraisal. 30% prefer immediate superior. 16%
prefer self-appraisal and 4% prefer consultant.

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(4) The time period of conducting Performance appraisal should be

Yearly 32
Half Yearly 12
Quarterly 3
Monthly 3

Interpretation: - Most respondents say 64% prefer that the time period of
conducting Performance appraisal should be yearly. 24% prefer half yearly,
6% prefer quarterly and 6% prefer monthly.

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 6.FINDINGS: -

 Performance appraisal system carried out in the company improves the

productivity and personal improvements of employees.

 The company adopts Rating method of Performance appraisal which is

a good method for the employee’s appraisal.

 The performance data in the company diagnose the strengths and

weaknesses of the individuals that identify their training and
development needs of the future.

 The time period of conducting appraisal in the company is annually.

 All the staffs of LPS are dedicated towards the works.

 LPS industry has sufficient working capital for its day to day
operations.

 Its ratio analysis shows that it has still sufficient ratio.

 LPS is one biggest fasteners producing industry and in export of

fasteners.

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 It has captured the big share of domestic market and also have
sufficient share in the foreign market.

 LPS provides welfare activates to its employees

 LPS has a huge capacity of manufacturing and designing

 Its provide to insurance facility to its employees.

 Decision making is smooth in LPS industry.

 It has square HRM section for maintaining its man power

resources.

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 6. SUGGESTIONS: -

 Employees’ salary and their increment should be purely based on their

performance ratings.

 Sometimes employees should give the chance of self-appraisal so that

the employee will encourage thinking about his/her strengths and
weaknesses as well as the barriers to effective performance.

 The time period of Performance appraisal should be on a continuous

basis like monthly or quarterly so that the employees can improve
themselves continuously.

 Management should try to maintain internal employees’ relations

through their performance data.

 Management should also provide feedback and communicate the

appraisal data to their employees on a regular basis.

 The company should further lay more emphasis on HRM control

management .

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 The company should have an be effective planning.

 Company should do more innovative to its R & D development.

 The company should try to get orders from new entrants in the
automobile industry in INDIA.

 As in the last few year various multinational companies like Hunyadi

motors. Toyota motors etc. company should be approach them to get
orders.

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 6. CONCLUSIONS: -

 Company have a very good human resources management but because of

luck proper control it increases its expenses.

 Company should have to improve its medical facilities for its employees.

 Company should be provided time to time learn training to its workers

that decrease a number of accidents.

 Company should be provided to insurance its employees.

 Company should be provided to better environment in organization

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  ANNEXURE: -

ANNEXURE OF THE STUDY: -

1. Performance appraisal has a various aspect to study all the aspects of

performance in details in such a short duration is almost impossible.

2.figures do not speak by themselves and the conclusions obtained from

these figures are affected to a great extent by the personal ability and
knowledge of the researchers so human bias is another aspect of limitation of
the study.

3.lack of proper material of the study is also a limitation of my study.

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  BIBILOGRAPHY: -

Report by the company: -

 Agarwal, Jain, Strategic Human Resource Management, Oxford
University Press, New Delhi, pp 443-487.

 Kothari, C.R., Research Methodology, New Delhi, New Age

International Pvt. Ltd., Publishers, 2005

Web site: -

 <http:// www.lps.google.co.in/>

 <http:// www.lps.bossard.com/>

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