Dissertation on

Performance Appraisal System at G.M. SHEETGRAH

Carried out at G.M. SHEETGRAH, Firozabad, under the guidance

of
Mr.AMIT AGARWAL, Director.
Submitted for evaluation under Summer Internship Project.

To:

By:

The Faculty of Management,

Etisha Agrawal

Authentication Certificate

To Whom It May Concern

This is to certify that the Summer Internship Project, titled

Performance Appraisal System at G.M. SHEETGRAH is a
bonafide work carried out by me at G.M. SHEETGRAH,
Firozabad. The matter embodied in the dissertation report has
not been submitted earlier for award of any degree or diploma
to the best of my knowledge and belief. She has done
successful training under my guidance.

Richa Agarwal

Executive Summary

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. Performance appraisals of Employees are necessary
to understand each employees abilities, competencies and
relative merit and worth for the organization. Performance
appraisal rates the employees in terms of their performance.

Performance appraisal is the process of obtaining, analysing

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.

Performance

Appraisal

is

necessary

to

measure

the

performance of the employees and the organization to check

the progress towards the desired goals and aims.

It is a method by which the job performance of an employee I

evaluated typically by the corresponding manager or
supervisor. A performance appraisal is a part of guiding and
managing career development. It is the process of obtaining,
analysing, and recording information about the relative worth
of an employee to the organisation.
Performance appraisal is an analysis of an employees recent
successes and failures, personal strengths and weaknesses,
and suitability for promotion or further training. It is also the
judgement of an employees performance in a job based on
considerations other than productivity alone.

The latest mantra being followed by organizations across the

world being "get paid according to what you contribute" the
focus of the organizations is turning to performance
management and specifically to individual performance.

Performance appraisal rates the employee in the terms of their

performance. 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.

Tables of Contents

CHAPTER
NO.

TOPIC

1.

INTRODUCTION

2.

PAGE
NO.

Industry Scenario

10

Organisation Profile

14

Problem Definition

18

Objective Of The Study

21

BODY OF THE DISSERTATION

25

Research Methodology

39

Data Analysis and Interpretation

41

3.

Weekly Activity Chart

42

4.

Findings and Suggestions

54

5.

Summary and Conclusion

6.

References and Bibliography

Introduction
Industry Overview

55
56

It was set up on 8 June 1903 as a storage and distribution

business for frozen food and perishable products. It opened its
first retail operation on 24 March 1905 at Orchard road with
frozen meats, poultry and dairy products delivered from
Queensland, Australia to Singapore. This first batch of cargo
was stored in a 400-ton capacity refrigeration facility in a
wharf at Keppel Harbour.
Cold Storage did not do well initially as the servant classes
would boycott it and its fresh fruit and vegetable imports
could not survive the sea journey. Its business improved only
in 1909 when it expanded its operations under new
management and built its own custom-made retail outlet with
the Johor-bound railway passing right through.

In 1917, Cold Storage took over a building in Orchard Road

which was later replaced by Centre point Shopping
Centre.Even before mechanical refrigeration and modern
day cold storage systems were introduced, people needed a
means of keeping their food at safe temperatures.

Snippets

 International Cold Storage was formed in the early

1950's by a pioneer. Cold Storage is considered the
market leader in Singapore.The first cold storage set up
in India in 1892 in Kolkata.
The cold chain industry is estimated to be as large as Rs.
10,000-15,000 crore, growing at 20-25 per cent and is
expected to touch Rs. 40,000 crore by 2015.Cold Storage
industry in India is a little over hundred years old.
A large percentage of cold storage facilities in India are

under-utilized or completely unused for most of the

year.The gap for stationary cold storage infrastructure is
over 60% and a whopping 80% in mobile cold storage
facilities like refrigerated trucks and rail wagons.
In the next three years, the cold chain industry expects to

see a huge capacity addition with cold storage investment

expected to increase manifold. India cold storage
infrastructure was built way back in the mid '60s mainly
for potatoes and potato seeds

Current Status of Cold Storages in India:

(Facts and Figure)

 The current inefficiencies in the supply of cold storage

chain lead to wastage of fruits and vegetables worth Rs 1
lakh crore annually.
India has a total 5316 cold storages with a capacity of
23333694 MTs. Private sector cold storages in India
account for 4820 with a capacity of 222343607MTs
,cooperative sector 363 numbers with 989445 MTs,
Public sector account for 133 numbers worth a capacity
of

100642 MTs.

The current cold chain capacity in the organised sector is

around 60,000 tonnes and will grow almost 40 per cent
by 2010.
Transportation of fruit and vegetables through cold chain
is almost negligible in India compared with 80-85% in
the US or 30-40% in Thailand.
Commodity Wise Distribution of Major Cold Chains in India:

Commodity

Percent of cold chains

Potato
Multi-purpose
Fruit & Vegetable

92.82
7.63
1.07

Fish
Meat
Dairy & Milk
Others

0.73
0.15
0.68
0.36

Cold Storage in India:

(Companies)
Famous Ice & Cold Storage, Orissa
Polfeost Aircon Private limited, Mumbai
Rrefcon Chiller, Mumbai
Dataref Industries, New Delhi
Om Metals And Engineers. Pune

G.M SHEETGRAH

G.M SHEETGRAH was incorporated on 20february,2009

under the govt licensed in which potatoes are stored for a

10

longer period of time .there are 2 rooms consisting of 6

chambers in each room ,10.000 potatoes can store in each
chamber and approx. 1,00,000 potatoes storage capacities is
there in the cold storage . Marine products are also being
produced in large quantities due to large coastal areas. The
present production level of fruits and vegetables is more than
100 million MT and keeping in view the growth rate of
population and demand, he production of perishable
commodities is increasing every year.

Cold Storage is a special kind of room, the temperature of,

which is kept very low with the help of machines and
precision instruments. India is having a unique geographical
position and a wide range of soil thus producing variety of
fruits and vegetables like apples, grapes, oranges, potatoes,
chillies, ginger, etc.

Beside the role of stabilizing market prices and evenly

distributing both on demand basis and time basis, the cold
storage industry renders other advantages and benefits to both
the farmers and the consumers. The farmers get opportunity of
producing cash crops to get remunerative prices. Performance

11

appraisal takes into account the past performance of the

employee and focuses on the improvement of the future
performance of the employee.

An attempt has been made to study the current global trend in

performance appraisal. Theconsumer gets the supply of
perishable commodities with lower fluctuation of prices.
Commercially apples, potatoes, oranges are stored on large scale
in the cold storages. Other important costly raw materials like
dry fruits, chemicals, essence and processed foods like fruit
juice/pulp,the cold storage facilities are the prime infrastructural
component for such perishable commodities.

Introduction Of The Topic

PERFORMANCE APPRAISAL

The history of performance appraisal is quite brief. Its roots in

the early 20th century can be traced to Taylors pioneering

12

Time and Motion studies. In almost every company, every

worker is subjected to periodic appraisal of his performance.

An effective performance appraisal system brings rationality

in management. If it wants to maximize its effectiveness then
the enterprise must have tool by which it can discriminate
between an effective manager and a not-so-effective manager.
A performance appraisal is a method by which the job
performance of an employee is evaluated (generally in terms
of quality, quantity, time and cost) typically by the
corresponding manager

or supervisor. A

performance

appraisal is a part of guiding and managing career

development.
It is the process of obtaining, analysing, 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

13

training. It is also the judgment of an employee's performance

in a job based on considerations other than productivity alone.

If the process of performance appraisals is formal and properly

structured, it helps the employees to clearly understand their
roles and responsibility and gives direction to the individuals
performance. It helps to align the individual performance with
the organizational goals and also review their
performance.Performance appraisall may be defined as a
structured formal interaction between a subordinate and
supervisor, that usually takes the form of a periodic interview
(annual or semi-annual), in which the work performance of the
subordinate is examined and discussed, with a view to
identifying weaknesses and strengths as well as opportunities for
improvement and skills development.

Definition

14

The evaluation of an individual's work performance in order to

arrive at objective personnel decisions.
Bernardin

It is the process of evaluating the performance of employees,

sharing that information with them and searching for ways to
improve their performance.
Newstrom

Performance appraisal is a method of acquiring and

processing the information needed to improve an individual
employees performance and accomplishments.
Douglass

Features of performance appraisal

15

 Reliability and validity

Appraisal system should provide consistent, reliable and
valid information and data, which can be used to defend the
organization even in legal challenges measure. For
example, if appraisal is made for potential of an employee for
promotion, it should supply the information and data relating
to potentialities of the employee to take up higher
responsibilities and carry on activities at higher level.

Standardization
Appraisal forms, procedures, administration of techniques,
ratings, etc., should be standardized as appraisal decisions
affect all employees of the group.

Open communication
Most employees want to know how well they are performing
the job. A good appraisal system provides the needed
feedback on a continuing basis

16

 Training to appraisers
Because appraisal is important and sometimes difficult, it
would be useful to provide training to appraisers viz., some
insights and ideas on rating, documenting appraisals and
conducting appraisal interviews.

Practical viability
The techniques should be practically viable to administer,
possible to implement and economical to undertake
continuously.

OBJECTIVES OF PERFORMANCE APPRAISAL

To provide an opportunity to the employee for

introspection, self-evaluation and goal setting so that he
remains on the path of development.

17

 To enable each employee to understand his role better

and become more effective on the job.
To understand his own strength and weakness with
respect to his role in the organization.
To identify the developmental needs of each employee.
To improve relationship between the superior and the
subordinate through the realization that each is
dependent on the other for good performance and
success.
To serve as mechanisms for improving communication
between the superior and his subordinates.
To prepare employees for higher job by continuously
reinforcing development of behaviour and qualities for
these higher level positions.

BENEFITS OF PERFORMANCE APPRAISAL

It is sometimes fashionable in the modern age to dismiss

traditional process such as Performance appraisals as being
irrelevant or unhelpful for the people who cant conduct them
very well. Appraisals in whatever form, and there are

18

various have been a mainstay of management for decades, for

good reasons.
Think about everything that Performance appraisals can
achieve and contribute to when they are property managed,
for example:
Performance measurement transparent, short, medium and
long term.
Clarifying, defining, redefining priorities and objectives.
Motivation through agreeing helpful aims and targets.
Motivation though achievement and feedback
Training needs and learning desires assessment and
agreement.
Identification of personal strengths and direction
including unused hidden strengths.
FACTORS AFFECTING PERFORMANCE

Ability:
Character traits, skills and knowledge, which are used in the
performance. It is always present and will not vary widely
over short periods of time.

19

Effort:
The amount of manual or mental energy that a person is
prepared to expend on a job to reach a certain level of
performance. Can vary according to incentive and motivation.

Motivation:
Many people who are not motivated keep their performance to
an acceptable level by expending only 20-30% of their ability
Managers who know how to motivate their employees can
achieve 80-90% ability levels.

And consequently higher levels of performance. There are

other more detailed notes on motivation elsewhere, but
remember Maslows Motivational theory:
Basic needs food clothing
Safety needs security, avoidance of risk/harm
Social needs friendship, acceptance, group c

20

 Esteem needs responsibility, recognition

Self-realization independence, creativity

Equity & Expectation:

Basically, people expect to be treated equally, within the
company and as others are in similar companies: they expect
to get a certain reward for a certain efforts: and they expect to
get promoted if they undergo training. All these factors are
inter-related and affect the amount of effort people are
prepared to put in.

Process of performance Appraisal

Establishing performance standards

The first step in the process of performance appraisal is the
setting up of the standards which will be used to as the base to

21

compare the actual performance of the employees. This step

requires setting the criteria to judge the performance of the
employees as successful or unsuccessful and the degrees of
their contribution to the organizational goals and objectives.
The standards set should be clear, easily understandable and in
measurable terms.

Communicating the standards and expectations

Once set, it is 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 will help
them to understand their roles and to know what exactly is
expected from them.

Measuring the actual performance

The most difficult part of the performance appraisal process 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

22

performance throughout the year .this stage requires the

careful selection of the appropriate techniques of
measurement..

Comparing the standards

The actual performance is compared with the desired or the
standard performance. The comparison tells 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

23

than the desired performance depicting a negative deviation in

the organizational performance
Discussing results
The result of the appraisal is communicated and discussed
with the employees on one-to one bias .the focus of this
discussion is on communication and listening, the results, the
problems and the possible solutions are discuses 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.
Decision Making
The last step of the process is to take decisions which can be
taken either to improve the performance, take the required
corrective actions, or the related decisions like rewards,
promotions, demotions, transfers etc.

METHODS OF PERFORMANCE APPRAISAL

24

TRADITIONAL

MODERN METHODS

METHODS
Essay Appraisal Method

Management by objective

Straight Ranking Method Psychological appraisal

Paired Comparison

Human

resource

accounting
Critical Incidents method Assessment centers
Field Review
Checklist Method
Graphic Rating Scale

TRADITIONAL METHODS:

1.ESSAY APPRAISAL METHOD:

This traditional form of appraisal, also known as Free Form
method involves a description of the performance of an
employee by his superior. The description is an evaluation of

25

the performance of any individual based on the facts and often

includes examples and evidences to support the information.
2.STRAIGHT RANKING METHOD:
This is one of the oldest and simplest techniques of
performance appraisal. In this method, the appraiser ranks the
employees from the best to the poorest on the basis of their
overall performance. It is quite useful for a comparative
evaluation.
3.PAIRED COMPARISON:
A better technique of comparison than the straight ranking
method, this method compares each employee with all others
in the group, one at a time. After all the comparisons on the
basis of the overall comparisons, the employees are given the
final rankings.

4.CRITICAL INCIDENTS METHODS:

In this method of Performance appraisal, the evaluator rates
the employee on the basis of critical events and how the
employee behaved during those incidents. It includes both
negative and positive points. The drawback of this method is

26

that the supervisor has to note down the critical incidents and
the employee behaviour as and when they occur.
5.FIELD REVIEW:
In this method, a senior member of the HR department or a
training officer discusses and interviews the supervisors to
evaluate and rate their respective subordinates. A major
drawback of this method is that it is a very time consuming
method. But this method helps to reduce the superiors
personal bias.
6. CHECKLIST METHOD:
The rater is given a checklist of the descriptions of the
behaviour of the employees on job. The checklist contains a
list of statements on the basis of which the rater describes the
on the job performance of the employees.

7.GRAPHIC RATING SCALE:

In this method, an employees quality and quantity of work is
assessed in a graphic scale indicating different degrees of a
particular trait. The factors taken into consideration include
both the personal characteristics and characteristics related to

27

the on-the-job performance of the employees. For example a

trait like Job Knowledge may be judged on the range of
average, above average, outstanding or unsatisfactory.

MODERN METHODS

PSYCHOLOGICAL APPRAISAL:
It is conducted to assess the employee potential.
Psychological appraisal consists of (a) Psychological tests, (b)
consultations and discussions with the employee, (c) in-depth
interviews, (d) discussion with superiors, subordinates &
peers, and (e) reviews of other evaluation etc., to evaluate
employees

intellectual

abilities,

emotional

stability,

sociability, reasoning and analytical abilities and the abilities

to foresee the future.

HUMAN RESOURCE ACCOUNTING:

It deals with cost of & contribution of resource
organization. Cost of the employee includes cost of manpower
planning,

recruitment,

selection,

induction,

placement

training, development, wages and benefits etc. Employees

28

contribution is the money value of the employees service,

which can be measured by Labour productivity or value added
by human resources.

MANAGEMENT BY OBJECTIVE:
The concept of Management by Objectives (MBO) was
first given by Peter Drucker in 1954. It can be defined as a
process whereby the employees and the superiors come
together to identify common goals, the employees set their
goals to be achieved, the standards to be taken as the criteria
for measurement of their performance and contribution and
deciding the course of action to be followed.
The essence of MBO is participative goal setting, choosing
course of actions and decision making. An important part of
the MBO is the measurement and the comparison of the
employees actual performance with the standards set.
Ideally, when employees themselves have been involved
with the goal setting and the choosing the course of action to
be followed by them, they are more likely to fulfil their
responsibilities.

29

 ASSESSMENT CENTRES
Assessment centre refers to a method to objectively observe
and assess the people in action by experts or HR professionals
with the help of various assessment tools and instruments.
Assessment centers simulate the employees on-the-job
environment and facilitate the assessment of their on-the-job
performance.
An assessment centre typically involves the use of methods
like social/informal events, tests and exercises, assignments
being given to a group of employees to assess their
competencies and on-the-job behaviour and potential to take
higher responsibilities in the future. Generally, employees are
given an assignment similar to the job they would be expected
to perform if promoted. The trained evaluators observe and
evaluate employees as they perform the assigned jobs and are
evaluated on job related characteristics.
An assessment centre for Performance appraisal of an
employee typically includes:
Social/Informal Events An assessment centre has a
group of participants and also a few assessors which
gives a chance to the employees to socialize with a

30

variety of people and also to share information and know

more about the organization.
Information Sessions Information sessions are also a
part of the assessment centre. They provide information
to the employees about the organization, their roles and
responsibilities, the activities and the procedures etc.
Assignments- Assignments in assessment centre include
various tests and exercises which are specially designed
to assess the competencies and the potential of the
employees.

These

include

various

interviews,

psychometric tests, management games etc. all these

assignments are focused at the target job.

FOCUS OF THE STUDY

The main job of HRM is to manage the performance of

employees in a company. To manage the performance of
employees it is necessary to measure the performance or in
other words appraise the performance of the employees. So

31

the research problem is Performance Appraisal atG.M

SHEETGRAH.
The Project is concerned with the evaluation & analysis of the
performance & appraisal system being followed on the
employees ofG.M SHEETGRAH. As how they are rewarded
and praised for their performance. It is concerned with each &
every department of G.M SHEETGRAH, which is directly or
indirectly related with personnel.

SIGNIFICANCE OF THE STUDY

According toG.M SHEETGRAH, HRM is committed to using

innovative ideas and technology to provide the customer base
skills, technology tools and access to information they need to

32

meet the goals and objectives. Therefore the role of HR is of

utmost importance.
Its the focal point for technological change and improvement
for the human resources business process. HRM is responsible
for the Personnel as well as the other departments. For the
improvement and motivation of the employees efforts and
expresses their confidence so that they will continuously
strive to give their best to create a better work culture to meet
the future challenges.
Carrying out the process of performance appraisal which
is the most important activity for any organization because
manpower is the basic requirement for carrying out any
process.

OBJECTIVES OF THE STUDY

To give feedback on performance to employees.
To identify employee training needs.
To

make

document

criterias

organizational rewards.

33

used

to

allocate

 To form a basis for personnel decisions-salary (merit)

increases, promotions, disciplinary actions etc.
To provide the opportunity for organizational diagnosis
and development.
To facilitate communication between employee and
administrator.
To validate selection techniques and human resource
policies to meet federal Equal Employment Opportunity
requirements.
For establishing discipline guidelines and providing
advice to department to check employees performance.
Providing budgetary, financial and facilities management
for performance appraisal of the employees.

LIMITATIONS OF THE STUDY

Time is the real factor, which affects the project work to

conduct effective study.

34

 Employees

need,

expectations,

performance

and

behaviour vary from one person to another. During study

some employees show keen interest in the topic and give
their view and on the other hand some employees dont
show any interest & someone helped whole heartedly in
my study.
All the employees and executives were found very busy
in their working hours.
There are some members who were not interested in cooperating my project.

RESEARCH METHODOLOGY

35

Research Methodology is a way to systematically solve the

problem. It may be understand as a science of studying
research problem. In it, we study the various steps that are
generally adapted by a researcher in studying his research
problem along with the logic behind them. It is a carefully
investigation or inquiry especially through search for new
facts in any branch of knowledge.
My purpose for research is to know about the organizational
climate and its policies regarding PERFORMANCE
APPRAISAL of the employees, being done within the
company. There is a Performa already been made by the HR
MANAGER for this purpose, to know about the performance
of the employees department wise, even then a Questionnaire
is made & distributed to the employees of all the departments
and the data is collected through survey.

RESEARCH DESIGN

36

 NATURE OF STUDY:
The nature of the study descriptive, so it is Descriptive
Research that studies the performances and opinions of
individuals and their behaviour pattern at work place. It
describes the human ability & work efficiency of the
employees.
SAMPLING DESIGN:
The sampling design is basically the selection of any
small unit from the whole available universe. So Area of
study The universe of study is the Employee Associates,
Supervisors, Line managers, Trainee engineers of various
departments of GHELTD.
DATA COLLECTIONS:
It is the process of collecting data from various sources
within as well as outside the company.

37

The Data can be collected in Two Sources:

PRIMARY SOURCES:
By Personal visits
Through Questionnaire
Through Schedules
SECONARY SOURCES:
Performance Calendar made by HR Department
Annual Journal & Reports
Magazines
Website
DATA ANALYSIS:
By using Different types Charts

QUESTIONNAIRE ANALYSIS

38

Ques 1. For performance appraisal some factors required

to be discussed, because these factors will affect the
performance of the employee as well as the other people
working in an organization. So how these factors will
affect their performance.

Factors Like

Relationship with superiors, peers, subordinates etc.

Environment factors.
Organizational factors.
Personal/Individual factors.

Strongly
Disagree

Agree

25

Strongly

Disagree

Agree
13

39

Almost employees are agreed with the statement that factors like:
interpersonal relations, environment & organizational factors
matters a lot and have a great impact on performance.

Ques 2. Do the personal abilities affect the performance of an

employee while working in an organization?
The qualities like:
Winning Capability
Ability control
Efforts
Decision Making

40

Strongly
Disagree

Agree

19

Strongly

Disagree

Agree
21

Personal abilities are considered as an important aspect during

the evolution of the performance of any employee as it affects
the performance and most of the employees are agreed with
this statement.

41

Ques 3. In an organization the motivational factor matters

a lot for improving the performance of the employees and
top management has to consider this factor seriously and
should invest a reasonable time on this factor

Strongly
Disagree

Agree

28

Strongly

Disagree

Agree
11

It plays an important role in improving the performance of an

employee as it has a positive impact on the performance to get
more rewards and top management is considering this factor

42

Seriously in this organization & most of respondents are

agreed with this statement.
Ques 4. Performance appraisal is well planned and given
adequate importance in the organization is to improve the
performance and output of the employees.Do you agree
with this statement?

Respondents

Response

Yes

38

No

12

43

In the organization performance appraisal is given adequate

importance and it is well planned and almost 80% employees
are agreed with this statement.

Ques 5. Are you satisfied by the services provided by the

company?
(A) Fully Satisfied

(B) Partial Satisfied

(c) Not Satisfied

(
(

Respondents

Response

Fully Satisfied

28

Partial Satisfied

14

Not Satisfied

According to this 38 Respondent are fully satisfied, 14

respondents are partial satisfied and other are not satisfied by
the services provided by the company.

44

Ques 6. In which field companys R & D Department

should take more concern?
(A) Computerized Equipments ( )
(B) Quality of Products ( )
(C) Expansion in Product

( )

(D) Other Category ( )

Respondents

Response

Computerized Equipments

25

Quality of Products

20

Expansion in product Category

45

More concern in two sides one computerized products and

another is to improve the quality of the products only few
wants expansion in product category.

Ques 7. Organization has a clear, unambiguous and

transparent process of performance appraisal.
Respondents

Response

Strongly Disagree

12

Agree

10

Strongly Agree

15

Disagree

13

The appraisal process followed in this organization is

transparent, clear & unambiguous, and most of employees are
satisfied with this statement.

46

Ques. 9 Members in the organization have a high sense of

responsibility and accountability towards organization.
Respondents

Response

Strongly Disagree

Agree

22

Strongly Agree

15

Disagree

10

In this organization members have a high sense of

responsibility and accountability and most of the total
employees are satisfied with this statement.

47

Ques. 10 Performance Appraisal system is periodically

evaluated and improved in this organization.
Respondents

Response

Strongly Disagree

Agree

20

Strongly Agree

12

Disagree

12

According to the employees the periodically evaluation and

improvement of the appraisal system is not so good, it must be

48

improved in coming days according to the needs of

employees.

FINDINGS AND SUGGESTIONS

Training needs should be identified through appraisal.

There should be some motivational thoughts to be
displayed specially in the HR departments notice board.
The employees with full interest & cooperation should
take suggestion policy seriously.
There should be counselling at the end of the
performance appraisal.

49

 Future directions of the company must be clarified to the

employees.
Employees should be provided with the regular
constructive feedback concerning their performance
during training and after completing program.
At last but not the least is that performance appraisal
process should be cost effective and convenient in other
respects and should be an expensive process for the
organization.

CONCLUSION

To conclude the topic of my project I would like to say the

PERFORMANCE APPRAISAL is an important aspect to be
discussed and followed in every organization, because neither
any company would get success without appraising the
performance of its employees, not it can survive in the market
without retaining its work force.. The performance appraisal
process is effective;the policy of selecting the Best Employee

50

of the month & employee of the Year is the best one among all
other policies that are followed in G.M SHEETGRAH.
So it was very good experience for me to learn so many new
things in actual working environment of an organization.
From the findings of the study, related issue to be resolved
through prompt action in accordance of the organizational
goal, so as to minimize weakness and reinforce strength
observed during the process.

BIBLIOGRAPHY

BOOKS:
Human Resource Management : By N.K.Chadda, Himalaya
Publishing House
Research Methodology : By C.R. Kothari

Human Resource Management in a Business Context by

Alan Price, 3rd edition (April 2007)

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 Empowering Employees by Kenneth L. Murrell, Mimi

Meredith
Human Resource Management by Robert L. Mathis, John H.
Jackson,11th edition
Rose, M., Good deal, bad deal? Job satisfaction in
occupations, Work Employment and Society, Vol. 17, No. 3,
2003, pp. 503-530.
Organizational Behavior by Stephen P. Robbins
Research Methodology by C.R.Kothari
WEBSITES:
www.organizationexpert..com
http://appraisals.naukrihub.com/modern-method.html

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