Dev Bhoomi Institute of Technology

INTERIM REPORT

ON
FACULTY GUIDE: COMPANY GUIDE:

Mr. Bhuvnendra Chaudhry Mr. Mohit Saxena

SUBMITTED BY:

Sourabh Tripathi

II BATCH

PREFACE
Management training has gained rapid and tremendous importance over the
past few years. Management was previously considered as an
 inborn art or talent but in today’s fast developing world the view
has been modified.

I undertook about two months intensive summer training in CAVINCARE

PRIVATE LIMITED as an essential and obligatory part of the
Master of Business Administration curriculum of Dev Bhoomi
Institute of Technology (D.B.I.T.) Dehradun.

The report embodies the result of the project entitled HDFC life insurance
and its sales promotion by recruiting financial consultant . I deem it
as a matter of great fortune to get summer training at HDFC
Standard Life Insurance Co. which is a pioneer name in itself
spells out a saga of valued managerial traditions work culture and
professional cannons, can make anyone by eerie reason to be proud
of being its part in one way or another.

The summer training was quite interesting inspiring satisfying knowledge gaining
and academically rewarding.
 Acknowledgement
No work can complete successfully without willing of God’s, blessing of elders and
proper guidance. This project work has not been the product of mine exclusively
but several persons have contributed towards this. To all whose ideas have been
helpful in preparing this text, I express my sincere appreciation.

I am really grateful to Mr. Sanjay Sablok who gave me proper guidance by time to
.time.

I am also thankful to:

1. Mr. Sameer Singh Bhadauria (Factory Manager)

2. 4. Mr.Anil & Bhagat (Jr. Officers – Admin.)

3. Mr.Sandeep Chauhan (Asst. Jr. Officer), and

4. Mr. vivek chauhan (associate - hrd)

last but not the least i want to give me sincerely appreciation to my parents, my
family, and Mr.. Bhagat singh who provided me necessary help to complete this
project.

NAME
ANAMIKA RAWAT

DECLARATION
I Anamika rawat student of Master Of Business Administration (MBA)
of Dev Bhoomi Institute of Technology Dehradun feeling glad to present
my project report on “Performance Appraisal”.

Hereby declare that all information, facts and figure are my findings and
original in nature which are collected from various localities.
This information is true to the best of my knowledge.

DATE
ANAMIKA RAWAT
PLACE: DEHRADUN
 CONTENTS

 Introduction
 Company profile
 Organization Structure
 Production Overview
 Brand Analysis
 H.R.M {Activities at a glance}
 Employee Satisfaction
 Research Methodology
 Analysis and Interpretation
 Conclusion
 Recommendations
 Bibliography
 Annexure
 INTRODUCTION

Being a student of management education it become necessary for me to

check up learned concepts of management education by implementing
them in real life situation or we can say that it through this project. I got
a chance to use my theoretical knolwedge in practical area. It is an initial
part of our management with in which we undergo through summer
training program of six weeks so as a result i have taken this project
which proved fruitful to me.

Chapter Arrangement

First chapter is about the introduction highlights on the project and the
methodology on the study. The second chapter includes the company
profile in which the whole of the company is defined. The third chapter
is the data analysis in which project is done.

Objective of the study

 To understand the different aspect of the performance appraisal for

temprory employees in the company.
 To find our employees awareness and their openion regarding the
performance appraisal system used by Cavincare privateLtd.
 To find out the strengths and weakness of the performance
appraisal system.

Sample Size

The Data has collected of 30 respondents.

Period of Study
My vocational training in Cvinkare private Ltd. for duration of 2 month
has been quite successful.

A) PROBLEM DEFINITION:

 To find out that performance appraisal system in Hcl

 Infosystem Ltd.is implemented in realistic form or not.

 To find out satisfaction in employees regarding appraisal

System.
 To find out the advantages of performance appraisal system
of Cavinkare private limited
 To find out the shortcoming 7 the way to remove them.

B) DATA COLLECTION:

Data collected by administering w questionnaire at watch

shops.The data was collected by personally administering questions to
Respondent & elicit their responses.A due care was taken to ensure
That almost all shops are covered.

C)QUESTIONNAIRE DESIGN:

 The questionnaire was based upon multiple chiice question.

 The questionnaire was a misture of open & closed ended
queries.
 An extra space was provides for problem & suggestion.
  Responses were measured in percentrasge levels for multiple
choice questions.

D) SAMPLE DESIGN: out of 70 ps grade employees I have

taken the sample size of 30 employees. The sample so design
included all the watch shops present in the area given by
Cavinkare private limited.

LIMITATION OF STUDY:
1. As the period of the study was limited, the researcher could not collect
openion from all employees

2. I had an difficult time convencing some of the respondent to Answer

the questions put forward.

3. We were not given enough time to interect with trainees. Some of the
trainers were illiterate. Getting the feedback form evaluated by them was
not an easy task.

SCOPE OF THE STUDY

1 Existing performance appraisal within an organization

2 Latest tends of appraissng performance of employees

3 What performance appraisal, its advantages & disadvantages.

 COMPANY PROFILE

Success is a journey not a destination. CavinKare began with a young mind

Choosing the road less taken. In 1983 with a single product, CavinKare
started out as a small partnership firm. The Company that began its journey
as Chik India Ltd was renamed as CavinKare Pvt. Ltd (CKPL) in 1998. With
innovative Entrepreneur C.K. Ranganathan at the helm, CavinKare
emerged into a successful business enterprise. Cavinkare is having a
turnover of Rs.295 crores.

Smart marketing and clear product positioning not only ensured

CavinKare's growth but also helped the company broaden its product
portfolio extensively. The company now markets ten major brands. Over the
years, CavinKare has achieved a competitive edge with sound
understanding of mass marketing dynamics. The company offers quality
Personal care (hair care, skin care, home Care) and food products borne
out of a keen understanding of consumer needs and keeping up company’s
the values of innovation and customer satisfaction.

Today, CavinKare, having established a firm foothold in the national market,

is increasing its popularity in the international arena. And with backward
integration efforts to be self sufficient, Cavinkare, along with its Group
Companies manages its own advertising & media buying, product
packaging and research and development activities. The turnover of
Cavinkare, together with its Group Companies, account to over Rs.390.
A dedicated Research & Development centre, equipped with latest
equipment and technologies, constantly supports the various divisions in
their endeavour. The Company, which primarily relied on contract
manufacturing for many years. Has now set up its own world class plant at
LimiteHaridwar to cater to the demand of both domestic and international
market.

The other group companies of Cavinkare - Packaging India Private Limited

(PIPL), and Cavin Plastics and Chemicals Private d(CPL) have also
established a firm foothold in the market with their innovative packaging
products and turnkey services.

Cavinkare has touched a turnover of over 5000 million INR in 2006-2007.

The company has employee strength of 576, an all India network of 1300
Stockist catering to about 25 lakh outlets nationally. Cavinkare’s astute
professionalism, Innovative products and consistent quality are results of its
significant corporate practice.
 COMPANY’S VISION

We shall achieve growth by continuously offering unique products and

services that would give customers utmost satisfaction and thereby be a
role model.

COMPANY’S GOAL

In fifteen years (2012), we will be hundred times (5200 crores) our current
turnover. (16th September 1997).
 COMPANY’S VALUES AND BELIEFS

Successful Organizations are founded on strong Value Systems. Cavinkare

has following 12 Values & Beliefs based on which all interaction within and
out side the Organization takes place.

EXCELLENCE- The Company values highly all efforts that that lead to high
standards in everyday work and results. We shall attempt to be the best-in-
class in anything we choose to work on. We shall encourage any individual
or collective efforts in promoting excellence.

INNOVATION- The Company values innovative thinking, innovative

approaches and innovative solutions in our regular work life. We will always
look for better ways of doing things; we will seek new ideas to solve
problems; we shall welcome ideas from everywhere.

OWNERSHIP- The Company values the individual belief of ownership

and accountability. All our employees are an integral part of the company
and have a high stake in its well-being as well as in shaping its destiny.
Individually and collectively we assume responsibility for all our actions and
their consequences.

CUSTOMER DELIGHT- Our customers and customers deserves the best

deal from us. We shall aim not just to satisfy them but deliver more that
their expectations to delight them.

ETHICAL BEHAVIOUR- Our company firmly believe in the work with

ethical behavior only.
 ABOUT CAVINKARE HARIDWAR

CavinKare manufactures its entire portfolio of products through in-house

Plant at haridwar (Uttaranchal) and as well through Contract Manufacturing
by outsourcing it to Third Party Manufacturing Units. The Third party units
are located across India in places like Pondicherry, Noida, Assam and
Faridabad. These units produce and pack various products under the
different CavinKare brands. CavinKare makes sure that quality and
consistency is maintained in all these units as per the R&D specifications
and manufacturing standards.
 Production Overview
Manuacturing at CavinKare

CavinKare manufactures its entire portfolio of products through in-house

Plant at haridwar (Uttaranchal) and as well through Contract Manufacturing
by outsourcing it to Third Party Manufacturing Units. The Third party units
are located across India in places like Pondicherry, Noida, Assam and
Faridabad. These units produce and pack various products under the
different CavinKare brands. CavinKare makes sure that quality and
consistency is maintained in all of these units as per the R&D specifications
and manufacturing standards
 CKPL Plant at Haridwar

CavinKare's own Manufacturing Plant which got commissioned in 2006, is

situated in picturesque state of Uttaranchal at Sidcul Industrial Estate,

Haridwar with an area of 8 acres with a built up area of around 1lakh
square feet. It is at a distance of 225 km from New Delhi and 52 km from
state capital Dehradun. The Plant capacity is around 5000 Metric Tons and
built with an investment of INR 70 crores. The Plant is environment friendly
with effective waste.

PRODUCTS MANUFACTURED IN CAVINKARE HARIDWAR

  SHAMPOOS
 CREAMS
 MOISTURISING LOTIONS
 TALCUM POWDER
 HAIR DYES
 HERBAL POWDERS

TIMINGS:
Cavinkare plant runs in three shifts:

Shift A - 7:00AM - 3:00PM

Shift B - 3:00PM – 11:00PM

Shift C - 11:00PM – 7:00AM

Shift G - 9:00AM -

"We shall achieve growth by continuously offering

unique products and services that would give
customers utmost satisfaction and thereby be a role
model”
 BRANDS

THE LEGENDARY “BRANDS” OF CKPL

1.CHIK SHAMPOO
 Just a mention of Chik Shampoo today gives rise to varied perceptions.
To the rural and semi urban population of India, it is the preferred daily
shampoo. To the market and its players, the second largest selling
shampoo in the country. To the competition, a case study in competitive
strategy.

In a highly competitive FMCG category that seemed impenetrable to most

marketers. Chik Shampoo identified a humongous opportunity in rural and
semi urban India and created waves with its entry into these markets.
Combining innovative sachet packing, strategic pricing (At Re.1 and 50p)
and a strong and motivated distribution network, Chik Shampoo
transformed the very nature of shampoo packaging and usage.
 2.Nyle Herbal Shampoo

Talk to any woman and you will hear common complaints like harsh
chemical shampoos, rough unmanageable hair and so on. Clearly, a herbal
shampoo, that nourishes hair from root to tip, is what woman want! After
extensive research, Nyle came up with 3 exciting variants.

Moisturizing shampoo with Aloevera, Tulsi & Green tea Nourishing

shampoo with Shikakai & Apricot Daily cleansing shampoo with Reetha,
Chamomile & Lemongrass. The brand communication was based on the
platform ‘Pure Shine’, and it highlighted the fact that these ingredients
nourished hair from within to make it extremely soft and shiny.

3.Meera Badam Shampoo

Meera Shampoo is enriched with the goodness of pure herbs that
strengthen the hair making it soft, lustrous and gleaming with health. The
shampoo is made using a combination of flowers and herbs like, Shikakai ,
Hibiscus , Kunkudukai and Badam which cleanse and nourish the hair from
the root to the tip. Meera Shampoo comes in two variants, namely Pure
Herbal Particles and Kunkudukai and Badam

Meera Shampoo with Pure Herbal Particles

Meera Shampoo with Pure Herbal Particles is rich with the natural
goodness of pure herbal particles and Badam that work towards
strengthening the hair strand by strand. Particles of pure herbs like
Shikakai, Tulsi and Hibiscus are visibly suspended in the shampoo and
they effectively cleanse and nourish the hair from the root to the tip,
making it shine with all its health. The shampoo has Badam which
strengthens the hair and leaves it thicker, stronger and more lustrous than
ever before. Meera Shampoo ensures that its users will enjoy strong

4.Meera Hair Wash Powder

Meera Hair Wash Powder is a healthy and traditional method of looking

after your hair. The Powder is made from natural ingredients which nurture
and protect the hair making it soft and healthy. Meera powder is a blend of
flowers and herbs such as shikakai, green gram, tulsi, vetiver and reetha
which cleanse the hair, leaving it fresh and shiny. The powder also contains
Hibiscus and Fenugreek which act deep conditioners and strengthen each
strand of hair from the root to the tip. Meera Herbal Hairwash Powder
promises its consumers “Healthy Hair for Years”.

`
 5. Meera Herbal Hair Oil

Using Meera Herbal Hair Oil is a completely natural and healthy approach
to hair care. The oil is prepared entirely from wholesome herbal
ingredients, which keep your hair soft and strong, while preventing it from
falling. This exceptional product has five herbs that are filled in a perforated
cylinder which is soaked in oil. Unique packaging allows consumers to see
these herbs continually nourishing the oil that will later give them soft, thick
and healthy hair.
 6. Karthika Hair Wash Powder

Enriched with essential natural ingredients, Karthika Herbal Harwich

Powder is a perfect grooming products, one that guarantees to make your
hair soft, lustrous and healthy. Karthika Herbal Hair wash Powder is
available in two variants, Karthika Shikakai, and Karthika Chigare.

Karthika Herbal Hairwash Powder appeals to all rural and urban women
between the age groups of 18 and 35

Karthika Herbal Hairwash Powder

with Shikakai
Karthika Herbal Hairwash Powder with Shikakai, available in Tamilnadu, is
prepared from key ingredients like Shikakai and Hibiscus which together
clean and condition your hair, giving it a mesmerizing shine while keeping
it as smooth as ever. A combination that has been known to cause
insurmountable envy.

7. Indica Hair Colorant

Indica Herbal Hair Colour

The word ‘Youth’ has a lot of positive social connotations. Naturally, moving out of this
phase puts lots of pressure on an adult. Though dyes cover grey, they contain
chemicals which are harmful for the skin and hair. Besides, dyeing hair to look young is
not considered ‘cool’. Indica Herbal Hari colour has given this process a whole new
perspective by making it more youthful, friendly and safe. With the call ”Baalon ko de
dil ki umar” (Hair that spells youth), Indica has gone down very well with people who
want their hair to reflect the youthfulness of their heart.

Target Audience

Indica’s primary target is the young-at-heart consumer in his late twenties

to mid thirties. It has a huge fan base in the South and West.
 SKIN CARE

1.Fairever
Natural Fairever is one of the most successful fairness creams in the
country. Its unique blend of saffron and milk is the beauty secret of many of
India’s beautiful women. Natural Fairever has the world’s best saffron-
Kashmir Saffron, blended with the purest milk. It works from within to
provide you with a distinctly fairer, glowing complexion much like that of
Kashmiri beauties in just 4 weeks Triple sunscreens also retain your
fairness and reduce the harmful effects of UV rays .

Evolution:

Fariver was initially launched in A.P. in 1998, following its success in

South a national launch was made in 1999.

Our Consumer:
The Fairever woman is the young and contemporary woman of today.
She has strong values and believes in using a natural product that will help
bring out her natural beauty from within.

2.Spinz Talc
Introduction

The Cricket World Cup in 1996 was every guy’s ultimate idea of fun and
enjoyment unlimited .And we thought., shouldn’t it be ever girl’s idea of
non-stop of fun as well? And thus, SPINZ was born in1997

A spin-off of the cricketing term ‘spin’, Spinz quickly bowled over minds
and imaginations and scored as a brand that stands for superior and long
lasting international fragrances that keep you feeling fresh and active all
day long. With refreshing fragrances that lift your sprits and keep the fun
going on and on. Spinz stepped up to the next level with its latest
ambassador. South Indian film actress Asin. Her bubbly energy, endless
enthusiasm and mischievous laughter perfectly embody the youthfulness
and spirit of Spinz talc as brand. Spinz Talc is packed in sizes of 20 g, 50 g,
100 g and 400 g and comes in three mesmerizing fragrances: Exotic-a mild
yet long lasting fragrance. Exchante-a refreshing fragrance that goes on all
day.

3.Spinz perfumed Deodorant

Introduction
Spinz perfumed Deodorant. Just the words stir up an image of unlimited
fun, superior and long lasting international fragrance and non-stop
enjoyment. Spinz Perfumed Deodorants are formulated exclusively for
the woman of today,keeping her feeling fresh and active all through
her hectic day. A product that is safe for use on skin and which does
not leave stains on mesmerizing and suitable for everyone to use.

Variants

Exotic and Enchante. These two perfumed deodorants breeze into your life
with an international fragrance that lasts for a long time. Keeping you fresh
all day long.Our new Hip-Hop variant brings you a sporty fragrance infusing
your life with active energy. Salsa, our other new variant, melts you with a
romantic sweet fragrance.Spinz Deos give you the confidence to handle
everything the day brings your way, because you know your deodorant
won’t let you down. Spinz deodorants are all set to become a vital
and enjoyable part of your life, through four irresisitible variants-Exotic,
Enchante, Hip-Hop and Salsa. Packed in 75% and 150 ml.
 4.Nyle Cold cream and lotion
Nyle Cold cream and Winter lotion come with the goodness of Red Apples
and pure Olive Oil, Red Apples nourish the skin from deep within and pure
Olive Oil helps reduce winter dryness, leaving the skin smooth, flexible and
glowing even in the harshest of winter

Our Consumers:

Nyle Cold cream and Winter lotion appeal to women of all age group and

socio-economic class.
 HOME CARE
1. Tex
Tex has revolutionized the toilet cleaner category it is India’s first toilet
cleaner to come in an easy-to-use sachet. All the housewife has to do is
cut, pour and clean. Positioned on the platform ‘Extra thick, complete clean
‘, Tex has a unique formulation that is many times thicker than acid and
other toilet cleaners. Which means:-

 It does not run down the toilet bowl, stays longer, cleans better
 There is less wastage
 It cleans even the most stubborn yellow scales and organic deposits

It leaves behind a pleasant fragrance.

Tex is also available in ‘monthly budget’ bottles(500ml and 100ml).

The white bottles are differentiated from the category norm of ‘blue bottles’.

FOODS
1.RUCHI PICKLES
Ruchi Pickles is the undisputed leader of pickle brands in south India. The
brand has always shown an unfailing dedication to providing the highest
level of taste and quality to its consumers and is hence established as the
most loved and preferred pickle product in Tamilnadu.
The brand was brought into the CavinKare family in 2003 and continuous to
provide its consumers with a premium range of pickles that are superior
quality and made with the best ingredients. The brand has expanded its
range to provide its consumers with other delicious and nourishing high
quality food products as well.Ruchi Pickles are renowned for their
incomparable quality flours and variety made using the highest grade of
pure gingerly oil, the brand has become synonymous with true south Indian
tradition. The pickle range offers a mouth-watering variety of 16 different
flavours to choose from and are conveniently packaged in 300g & 500g
Bottles and 200g & 100G Pouches. Click for variants here

2. Chinni's Pickles

A brand name that is synonymous with Pickles and masalas all across the
Southern region of India. Chinni’s stands for quality, nutrition, value-for-
money and convenience. The brand has expanded its range from just
pickles and masalas to many more mouth-watering varieties of snacks and
savouries. The Chinni’s journey to the top of the ‘food chain’ is one of
innovation and novelty, where every step has been an effort to provide its
consumers with healthier, tastier and more conveniently packed traditional
foods.

3. Chinni's Masala

The launch of Chinni’s Masalas in 2005 gave consumers a delicious new

option in branded masala powders. Chinni’s commitment of using only the
highest quality of ingredients that have been sourced from prime locations
across the country like Chilli from Guntur and Turmeric from Erode ensures
that every sachet that reaches the consumers carries the Chinni’s seal of
Excellence.
 4.Chinni's Vermicell
One of the recent additions to the Chinni’s food family, Chinni’s Vermicelli
also happens to be one of the fastest growing products under Chinni’s
brand name. It gave consumers, an affordable and convenient option to the
tiresome process of making vermicelli at
home. With unmatched quality, hygienic
packaging and a competitive price, Chinni’s
with its vermicelli, has another sure-fire
winner on its hands

5.Ruchi Gulabjamuns

Ruchi Gulab Jamuns are one of the highest selling brands in its
category available in the market today. The smooth texture of the mix
creates irresistible gulab jamuns which are rich in flavour and full of
wholesome goodness. No festival celebrations in tamilnadu can ever be
complete without Ruchi’s delicious gulab jamuns.

6.Health Plus Dates

Health Plus
The health plus category at CavinKare is dedicated to developing edible
products that stand for health and energy. These products are wholesome,
i.e. nutritious and tasty snacks that are hygienically packed and can be
eaten whenever, wherever. The Health Plus brand has two product
offerings.

Health Plus Dates

Health Plus Dates and launched in june 2004 and was endorsed by the
spearhead of the Indian Cricket team, Irfan Pathan. Arabian dates of the
highest quality are imported and processed to create a snack that gives
four times the energy given by milk.(100g of dates give energy equivalent
to 400ml of milk) Health Plus Dates is one of the fastest growing categories
at Cavin
 CKPL Plant at Haridwar

CavinKare's own Manufacturing Plant which got commissioned in

2006 is situated in picturesque state of Uttaranchal at Sidcul
Industrial Estate,Haridwar with an area of 8 acres with a built up area
of around 1 lakh square feet. It is at a distance of 225 kms from New
Delhi and 52 kms from state capital Dehradun. The Plant capacity is
around 5000 Metric Tons and built with an investment of INR 70
crores. The Plant is environment friendly with effective waste
management systems in place. Currently, shampoos, creams,
moisturising lotions,talcum powder, hair dyes & herbal powders are
being manufactured here in various sizes and variants.The Cavinkare
plant has two units. The entire machinery in the Plant is imported in
order to have the best output, conforming to international
manufacturing standards.

The Strategic decision of the Company to get into manufacturing

for the first time after nearly 23 years of its existence was to have
better control over quality and produce consistent supplies. This also
helps enhance capacity of production to cater to next three years of
Company growth, time management as well as to reduce freight cost.
The Plant has vertically integrated manufacturing (manufacturing to
 packaging) with very minimal human intervention during the process.

The Plant has a lean organizational structure consisting of Plant

Head, Resource Leaders and Associates. Close to 199 associates
are currently employed in the Plant. Most of the associates are locals
and freshly passed out students from high school.

They undergo CavinKare sponsored course in manufacturing from

Dehradun Institute of Technology for 1 month for concept
development. The students have an in-Plant on job training for 1 year
before they get finally absorbed in Company rolls.

HUMAN RESOURCES

The main functions of the department are:

1. To create smooth people functioning.

2. To provide environment filled with ease, liberty for people to work.
 3. To create equal & suitable beneficial policies.

HRD is the backbone oh the any organization. HRD provides the right
person with the right job or vice-versa, as an ongoing process in itself. It
creates a conductive environment having constant learning opportunities. It
also initiates, monitors & manages the process of “Appraisal”, its feedback
and resulting key factors, after which any action (training, correction or

motivational methodologies in references to the same is taken note of by

HRD). It provides and ensures a cozy feeling environment of participation,
team spirit and a projection of a close-knit family. HRD ensures quality
behavior of all, thereby maintaining a disciplined & professional
environment. It also ensures the effectiveness and efficiency of all team
members in their respective functions and guides the heads in achieving
the goals & objectives, through motivational training sessions which are
held frequently, internally as well externally, so as to boost the morale of
individual performers. HRD makes “Cavinkare”---

A group to join in

A group to work in

A group to grow with

 RESPONSIBILITIES OF HRD

1. To Provide the Right Person at Right Job

2. To create opportunities for employee training and development

continuously in the areas of Behavior, Skills and knowledge.

3. To facilitate the process of Performance Management.

4. To ensure timely availability of Welfare Measures/ Salaries/ Perks/

Allowances.

5. To facilitate harmonious relationship and ensure implementation of

healthy HR practices.
6. To initiate and undertake special projects to enhance effectiveness of
people and work processes.

ACTIVITIES

1.RECRUITMENT -Candidates are sourced through

consultants, advertisements and by utilizing in-house

SELECTION- All selections are based on interviews. Sale

Representatives and Sales Officers are selected at the Regions using
selection instruments while selection of all others is done at the Corporate
Office. HRD involves in the entire process.

2. INDUCTION- the induction program introduces the new

entrants to various aspects of the business. Vision, Values &
Beliefs, Goal of the company, the role of various functions
and group companies, through interactions with
 departmental heads and other senior employees of the
organization.

3. TRAINING- Our main focus is on in-house training. Training

Needs are identified through Appraisals, recommendations
by superiors and functional heads. We also sponsor
employees for external programmes. Efforts are also taken

to develop internal trainer. On the job training is our prime

priority.

4. PERFORMANCE MANAGEMENT- Employee performances

are reviewed once in every quarter using the Performance
Tracking System (PTS). The PTS is used to list down the
Key Result Activities (KRAs) of an employee after mutual
agreement between the superior and subordinate.
Performance is evaluated against the KRAs agreed upon. At
the end of the year the overall performance scores are
consolidated for the purpose of rewards and development.

5. COMPENSATION MANAGEMENT- Salaries fixed based

One Qualification, experience and is much competitive
when compared to Similar industry.
 6. PERSONNEL POLICY- The personnel policy and
consolidation of various policies pertaining to employee
welfare, transfers, service awards, leave, and discipline and
travel regulations. This policy is available at all Regional
Offices and Corporate office.

7. PERSONNEL ADMINISTRATION- To coordinate and

ensure that the day to day operations are attended too and
running smoothly.

8. INDUSTRIAL RELATIONS- This function ensures congenial

working atmosphere, adherence to policies and procedures,
and also to ensure discipline. Efforts are taken to facilitate
dialogue with workman representatives for smooth
functioning.

9. LIBRARY- A library is maintained by HRD, which has

books on various subjects. The main objective of the Library
is to make learning a continuous process in the organization.

11. SPECIAL PROJECTS- Special Studies bring in new

systems and processes and also periodically to review existing
systems and to receive feedback and suggestions. Some of the
Special Projects are as follows:
  Employee Satisfaction Survey- It is carried out to diagnose
employees satisfaction and opinion and work related areas.
Based on the outcome of the survey, actions are initiated to
rectify deviations. The outcome of the exercise is
communicated to all the employees. This exercise is
undertaken every year.

12. WELFARE MEASURES- The companies welfare facilities are

as follow-

 Group Mediclaim Policy

 Group Personal Accident Policy
 Group Insurance Scheme
 Group Superannuation Scheme
 Group EDLI Scheme
 Salary Advance/ Loans
 Leave

OPERATIONAL DEFINITION OF THE CONCEPT

According to FLIPPO-“performance appraisal is the systematic period & an

impartial rating of an employees excellences in matters pertaining to his
present job & his potential for better job”.

According to CUMMINGS-‘The overall objective of performance appraisal

is to improve the efficiency of an enterprises by attempting to mobilize the
best possible efforts from individual employed in it.such appraisal achieve
four objectives including the salary review, the rotation and assistance
promotion.

THEROTICAL BACKGROUND

OBJECTIVES OF PERFORMANCE APPRAISAL

The objective of performance appraisal could be either for evalution
(judgement) or development (helpings)

The evaluation objective includes:

 Provision of feedback to subordinated to know where they stand

 Developing valid data for personal decisions concerning placement,

pay promotion etc

The development objective includes:

 Diagnosing individual and organisational strength and

weakness.

 Counselling, coaching, career planning

 Developing positive superior-subordinate relations.

PERFOMANCE APPRAISAL

Performance appraisal is an important component of the

information and control system.performance appraisal may be
understood as the assessment of as individual’s performance in
a systematic way the performance being measured against such
factors as dependability, co-operation judgement, versatility,
health and the like. Assessment should not be confind to past
performance alone. Potential of the enployees for future
performance must also be assessed

A formal definition of performance appraisal is: it is the

systematic evaluation of the individual with respect to his or her
performance on the job and his or her potential for
development.

A more comprehensive definition is; performance apprasisal is

formal, structure system of measuring and evaluating an
employee’s job rated beheaviour and outcomes to discover how
and why the employee is presently performing in the job and
 how the employee can perform more effectively in the future so
that the employee, organisation and society all benefit.

People are selected and recruited for effective job performance

in the organisation. Therefore it is nessesary for organisation to
develop performance analysis and system which:

 Define the specific job criteria which performance will be

measured

 Objectively and accurately measure past job performance

 Determine rewards based on performance.

 Development prograammers9including feedback and job

contexts) to enheance performance in the current job and
realise the potential for the future responsibilities.

USES OF PERFORMANCE APPRAISAL

Performance appraisal syatem can be put to several uses covering

the entire spectrum of personal/human resource function in an
organisation. The illustrastive list uses of performance, appraisal to
permote a veriety of management objective includes

 Syatematic efforts to tone up performance based result

appropriate feedback & corrective actions.

 Input for an array of personal decision such as placement,

transfer, promotion and reward

 To identify individuals with high potential.

 To develop career and succession planning

 Human resource planning

 For diagnosing selection and organisation problems

 Improve productivity
  To validate selection and recruitment tests and procedures.
By making effective use of the performance appraisal
system, an organisation may seek to.
 Promote internal control though timely detection and
feedback on actual performance.
 Create a positive work environment
 Stimulate, reorganise and reward achievements
 Provide objective of performance
 Furnish information for other human resource sub-systems

PERFORMANCE APPRISAL SYSTEM

performance appreisal system in any organisation depends
substantially on five factors-concept , cfriteria, context, culture
and contingency
CONCEPT: The performance dimention is several. The duties
responsibility beheaviuor and traits. Performance appraisal
involves at least two person/parties; the appraiser (who does
the appraisal) and the appraise 9whose performance is being
appraised

Apraise expect Appraiser should

To know what his duties and
responsibility
To know what is expected of
him and whether the
expectation
Are reasonable enough
To know how he is doing
To have appraiser’s help if
need be
Rewards to be commensurate
with performance
Prepare job description
Facilities appraisal to set
goals/targets
Analyze results with appraise
Advice, guide coach and
counsel
Rewards for good results

Criteria: several performance measure such as output.

Punctionality, cost control, job knowledge, discretion intiative,
team work, resourse fullness honestly, and leadershipqualities
are usually reckoned as some of the criteria which performance
is assessed
Contest; the top management philosophy values and belief
system in organisation and th typer of control motivation and
communication.
Culture: the culture of people in general seem to effect
appraisal system. Studies and commentaries on indiam
organisation seem to point to a pattern where the loyalities of
employees is more to the people than to the or to organisation.
Contimgency: there is a systematic effort to link performance
appraisal to other subsystems of human resourses management
such input, it becomes difficult to impart seriousness into the
system. The result would be apathy on the point appraiser and
the appraise to mthe entire process that all personal decision
use the performance appraisal data as critical

APPPRAISAL TECHNIQUES
Different techniques are used for performance appraisal
include:-
METHOD
Part oriented
Oriented
Appraisal by objective management by
Objective
Confidential report
Trait appraisal
Rating scales
Ranking techiniques
Simple or straight ranking
appraisal
Paired comparison
Narrative & descriptive method
The easy method
The critically incident method
Assessment centres
Beheaviour anchored rating
360-degree feedback

centres
Beheaviour anchored rating
360-degree feedback.

Part-oriented method
Appraisal by objective:
The objective for the evalution period (usually 12 month) are
determined through joint discussion and negotiation between
the superior and subordinate. This system is followed even in
organisation which do not have a formal programmes of
management, by objective’.invariably, in many organisation
where the objective arealso decidedin advance through joint
effort.
Confidential report; a confidential report is a report on the
subordinate by the immediate superior and covers a limited
range of aspects like the candidate’s strengths weakness, major
achievement and failure and information on some personality
traits nad beheaviour aspects. The confidential reports system
isusually a descriptive one and permits a lot of subjectivity.
Traits appraisal: commonly 4used individual traits include
several distinguishing characteristics firmly anchored in human
beheaviour that manifest themselves on job and influence
performance.
These characteristicas includes the following listed below:
Abaility for sustained hardwork
drive
Acceptancd of responsibility effort
Adaptability
esseciency
Appearance honesty
Attendance
industriousness
Attitude toward criticism initiative
Capacity to train intelligence
Commitment to task judge
Communication
leadership
Conduct loyality
Confidence motivation

Rating scale; these are techiniques where performance is

measures through assigning numbers (0 to 4.1 to 5, or 1 to 9),
(A to D or E) or words which ar descfiptive adjective (e.g.,
outstanding, very, good, poor, fair) to item or events to describe
differences
In al rating scales most organisation is finding it usefull to have
an extra column to records N.A (not applicable) or N.O (not
oserved) or other comment as appropriate.
RANKING TCHNIQUES; ranking techniques encourage superior
or peer to rank order al their subordinates or peer as the case
may be. This is a fiorm of comparative measurement.
Simple or straight rankig : this techiniques provides for an
ordinalscoring, first, third and so an.
Forced distribution ranking; this is ranking techniques where
rates are required to allocated a certain percentage of rates to
certain categories(e.g., superior, above average, etc) or
percentiles(e.g., top10%, bottom 20% etc) both the numbers of
categories and percentage og employees to be allocated to
each categories are a function of the performance
appraisaldesign and formate.
Paired comparission; the techiniques required the rater to
appraise which of the two employees is superior , instead of
having to order all the employees in same work unit doing the
same job. This is widely used when one is comparing a small
number of people.
The final ranking is determined by the times that an individual is
judge better than the others.
Narrative or descriptive methods: th ongoing search for
newerand better techiniques of appraisingemployeesled to
several methods these includes the essay and the critical
incident methods among others.
The critical incident method; this method requiresthe rater to
maintain a record of major observations of what he feels are
work beheavior critical to the differences, between success and
faliuree. It providew information based on systematic
observation of actual job performance.
Beheaviourlly anchored ration: these are description of various
degree of beheavior relating to an aspect of performance
ranging form the most negative positive.
Future oriented appraisal:
Management by objective: it was peter F ducker who foirst gave
the concept of MBO to the world way back in 1954 when his
the practices of management was first published.
Application of MBO in the field of performance appraisal is
recent thinking.
MBO works can be described in four steps:-
 Is to establish the goals each subordinates is to attain
 Involve setting the performance standard for the
subordinates in a previously arranged time period
  The ac tuall level of goal attainment compared with goalsn
agreed upon
 Involves establishing new goals and possibly, new
atrategies for goals not previously attained

Psychological appraisal; large organisation employ full-time

Industrial phychologists, when pshchologist asr used for
evalution, they assess an individual’s future potentioal and not
past performance. Th appraisal normal consists of in depth
interviews psychological test, discussion with superiors and a
reviewof others evalutios the psychologist them writes an
vealution of the employees intellectual emotional, motivational
and other related charasctristic that suggest individual
potential and ma predict future decisionds may be made to
shape the career.
Assessment centres; an assessment centre is a central
locationwhere managers may come together to have their
participation in job related exercise evaluated managed over a
period of time, say one to three days, by observing( and later
evaluating) their beheaviour across asimulation, role paying
ands other similar activities which require the same attributes
for successful performance as in the actual job. After according
their observations of rates beheaviour the rates meet to across
these observations self-appraisal and peer evaluatoim are to
thrown in for final raring.
360-degree feedback:as started earlier,where multiple reters
are invilvedin evalutiomg performance the techniques is called
360-degree appraisal. The 360-degree technique is understood
as systematic collection of performance data on an individual or
group derived from a nmber of stakeholder the stakeholder
being the fact. Anyone who has usefull infomaion on how an
employees does the job may be one of the apprassisors.
The 360-dehree appraisal provides a border perspective about
an employees performance. Besides the 360-degree appraisal
provides formalisedd communication link between an
emplopyee and his or her customers. The techniques is
particularly helpful in assessing soft is effective in identifying
and measuring interpersonal skills customer sastisfaction and
team-0 building skill.
However, there are drawback associated with the 360-degree
feedback. Receiving feedback on performance from multiplem
sourses can be intimating.it is essential that the techniques on
an employees performance and development . further, firms
that use the techiniquesmake a long time on selecting the
raters are less adept at providing a balanced and objective
feedback than the superviser who r sougth to be replaces rater
can have enormous problems separating honest observations
from personal differences and biases
THE APPRAISAL PROCESS
Establish performance standard
Communication performance excepting to employee
Measure actual performance
Compare actual performance with standards
Discuss the appraisal with employees if necessary. Initiate
corrective action
1) The appraisal process begins with the establishment of
performance standards. These should have evolved out of
job description discussed under human resources planning.
This performance standard also be clear and objective
enough to be understood and measured too often, these
standard are artculated are in some such phases as “a full
days work” or ‘good job”. Once performance standard are
established, it is necessary to communicate these
expxtation.
2) Communication only takes place when the transference of
information has taken paces and has been received by the
subo understood by the subordinates. Therefore feesback
 is necessary from the subordinates to the manager has
been received and understood in the way it was intended
3) The third step in the appraisal process is the measurement
of performance. To determines what actual performance
is, it is necessary measure. Four common source of
information are frequently used actual to measure
performance; personal observation, statistical report, oral
report, and written report. Each has its streanght and
weakness: however, a combination of them increases both
the number of input sourses and probability of receiving
reliable information.
4) The fourth step ill the appraisal process is the comparison
of actuall performance. In thins context, the discussion of
the appraisal can have negative as well as positive
motivational consequences
5) The final step in the appraisal is the initiation of corrective
action when necessary. Corrective action can be two types,
one is immediate anmd deal predominantly with
symptoms.
The other is basic and delves into causes. Immediate corrective
action is often described as “putting out fires ‘where as basic
corrective action gets to the sourse of derivation and seek
adjust the differences permanently.
PERFORMANCD APPRAISAL PROCESS
 HR to prepare the appraisal form of individual
employees to be appraisal an d sent it to concerned
reviewing officer/HOD
 Reviewing authority/HOD will arrange distribution of
the form to individual employees through appraisal
officer/HOD
 Employees shall fill his part in the appraisal form and
shall hand over same to receiving officer/HOD
 Reviewing officer shall fill his part in the appraisal
form and hand over the same to HR
 HR shall tabulate the rating and present before the
review committee along wioth other required details
 Review committee shall make overall review and
recommend for increment and promotion.
NOTE: performance appraisal form of employees up to
level-7 to be filled by appraising officer in consultion with
the immediate supervisor of the employees, if any and is to
be received by the reviewing officer.
 STRENGTH & WEAKNESS
STRENGTH
 Acts as a formal review of employees performance
 Identities current job performance levels
 Identities individual employees strength &
weaknesses
 Motivates individual turnover by putting the right
person at right job
 Improves performance & productivity

WEAKNESSES
 No sound techniques to define standard of performance
 Not only the employees but also the supervisor do not like
performance appraisal
 Costs to the company are increased
 Politics in the system is also a drawback

ROLE OF HR IN PERFORMANCE APPRISAL

HRD as a function consist of activities related to
performance apprise. All other aspects of appraisal play a
significant role in achieving individual growth &
development so that they can grow & realize their
potential.
HR department facilities the process of performance
appraisal. Iot act like between top management & lower
management, since it improves & fastens communication
between the both. HRM is proactive & supportive i.e.
always looking forward to what needs to be done. It
participates in planning 7 organisation performance
appraisal. The apprial form inventory resides with the HR
department.
It circulates these forms to different department as &
when requird. It provides necessarydata regarding
employees to the top & lower management.
FACILITIES PROVIDED TO EMPLOYEES AT
CAVINKARE

1. SAFETY MEASURES

As this is the manufacturing plant so various safety measures are

require in the plant. For this the company is providing necessary
safety measures. Company provides:

 Masks
 Caps
 Gloves
 Helmets
 Ear plugs, and
 Necessary safety is provided near machines.

2. WORKING CONDITIONS

The working conditions in Cavinkare are good. There are:

 Separate canteens for CL’s and company employees

 Sufficient number of toilets.
 Proper arrangements for drinking water
 Proper sitting arrangements
 Rest rooms for CL’s.
 Fully AC environment
 Lightning, noise, office space, resources etc are as per
the act.
 * The company is planning to provide crèche facilities in plant.

3. LEAVE ALLOWANCES

The company provides leave allowances to employees which is added

in

their salary at end of the month. The allowances are accordingly:

 No leave , no absent = Rs. 500

 1 leave , no absent = Rs. 400
 2 leave , no absent = Rs. 300

4. TRAINING AND DEVELOPMENT

Regular training programs are conducted in the company for

employees.

Each employee is given training for at least 6-7 days in a year. For
this purpose company has hired the trainers, who visit company at
the weekends to impart training. Resource Leaders get increments
after completion of the special projects assigned to them after
training.
5. CAREER SUCCESSION

In the company there are associates which have only passed

intermediate. So in future company is planning to absorb the
associates on the designation of junior officer for those who has
completed their graduation.

6. OTHER BENEFITS

Apart from the above benefits and facilities provided. Company gives
other benefits like:

 Group mediclaim is given to employees

 Conveyance facility is provided to all employees in every
shift.
 Once in a year company organizes a trip for employees
 ESI and PF benefits are given.
CAVINKARE PRIVATE LIMITED (HARIDWAR)
DATA INTERPRETATION AND ANALYSIS

Question 1 :-Time office Functions Like attendance, Salary, leave

management etc

Low Avg Good Very Good

Nil 3 21 11
8.57% 60 % 31%
INTERPRETATION:- According to questionnaire results 8.57% employee
says that time office function is avg, 60% employee thinks that its good, &
only 31% employee says it is very good

QUESTION 2:- Canteen services

Low Avg Good Very Good

3 3 21 7
8.57 8.57 60 20
INTERPRETATION:-

According to the result of questionnaire, 8.57% employees say that canteen

services are not good so they put it into low category , 8.57% says that its avg,
60% says that its good & 20% says it is very good.

QUESTION3:- Transport services (bus cab etc)

Low Avg Good Very Good

Nil 4 20 11
11.4 57.14 31.42
INTERPRETATION:-

According to questionnaire results 11.4% employee says its avg, 57.14%

employee says its Good, & 31.42% employee says it is very good.

QUESTION 4:-Recreation Facilities

Low Avg Good Very Good

1 7 19 7
2.85 20 54.28 20
INTERPRETATION:-

According to above study 2.85% employee thinks recreation facilities are low,
20% says it is avg, 54.285 says it is good & 20% says it is very good.

QUESTION 5:-Grievance Redressal process related to

canteen, transport, Guest House, Labour & Contractor

Low Avg Good Very Good

3 7 20 5
8.57 20 57.14 14.28
INTERPRETATION:-

According to questionnaire results 8.57% employee kept it into low category 20%
employee says it is avg, 57.14% employee says it is good & 14.28% employee says
it is very good.

QUESTION 6:-First Aid services in Plant

Low Avg Good Very Good

1 6 19 9
2.85 17.14 54.28 25.75
INTERPRETATION:-

According to questionnaire result 2.85% employee says first aid services are
low categorised in, company ,17.14% employee says it is avg, 54.28% says it is
good, & 25.75% says it is very good.

QUESTION 7:-Timely Response to IR issue

Low Avg Good Very Good

1 9 18 7
2.85 25.75 51.42 20
INTERPRETATION:-

According to questionnaire result 2.85% employee says that timely response

to IR issue is low categorised, 25.75% employee says it is low, 51.42%
employee says it is good, & 20% employee says it is very good.

QUESTION 8:-Security & Housekeeping

Low Avg Good Very Good

1 14 14 6
2.85 40 40 17.14

INTERPRETATION:-

According to questionnaire result 2.85 % employee says it is low categorised,

40 %employee says it is avg,40 % employee says it is good, & 17.14 .%
employee says it is very good
 QUESTION 9:-Performance Mgmt. System (Appraisal,
Promotion etc)

Low Avg Good Very Good

3 6 16 10
8.57 17.14 45.71 28.57

INTERPRETATION:-

According to questionnaire result 8.57% employee says that it is low

categorised, 17.14 % employee says that it is avg, 45.71% employee says that
it is good & 28.57% employee says it is very good.
 QUESTION 10 :- Facilities ( Tea ,Coffee, Space, Sitting
arrangements & related infrastructure during training
arranged at plant)

Low Avg Good very Good

1 3 21 10
2.85 8.57 60 28.57

INTERPRETATION:-

According to questionnaire result 2.85% employee says that its low

categorised, 8.57% says it is avg, 60% employee says it is good & 28.57 %
employee says it is very good.
 QUESTION 11:-People involvement activities: a)Factory
celebrations in plant b)Cavin ville magazine

Low Avg Good Very good

Nil 6 18 11
17.14 51.42 31.42

INTERPRETATION:-

According to questionnaire result 17.14% employee says it is avg, 51.42 %

employee says it is good, & 31.42 % employee says it is very good.
 QUESTION 12:-Communication of rules, policies,
systems (through circular, mails, notice etc)

Low Avg Good Very good

Nil 6 23 6
17.14 65.71 17.14

INTERPRETATION:-

According to questionnaire result 17.14% employee says it is avg, 51.42 %

employee says it is good, & 31.42 % employee says it is very good.
 QUESTION 13:- Employee Motivation & Morale
Enhancement

Low Avg Good Very good

Nil 8 19 8
22.85 54.28 22.85

INTERPRETATION:-

According to questionnaire result 22.85% employee says it is avg, 54.28 %

employee says it is good, & 22.85 % employee says it is very good.

QUESTION 14:- Employee Sales Scheme (Subsidised Co.

Products)
 Low Avg Good Very good
1 3 23 8
2.85 8.57 65.71 22.85

INTERPRETATION:-

According to questionnaire result 2.85% employee says that its low

categorised, 8.57% says it is avg, 65.71% employee says it is good & 22.85 %
employee says it is very good.

QUESTION 15:-Uniform / Safety Shoes

 Low Avg Good Very good
1 4 15 15
2.85 11.42 42.85 42.85

INTERPRETATION:-

According to questionnaire result 2.85% employee says that its low

categorised, 11.42% says it is avg, 42.85% employee says it is good & 28.57 %
employee says it is very good.
Your Company

My company is one of the best

1. companies to work for. (1) (2) (3) (4) (5)
2. My company treats me well. (1) (2) (3) (4) (5)

3. I am proud to tell people I work for this

company
(1) (2) (3) (4) (5)

4. Considering everything, I am satisfied (1) (2) (3) (4) (5)

working for my company at the present
time.

1 - very disagre, 2 – disagree, 3 – neutral, 4 – agree, 5 – very agree

Your Job

1. I am satisfied with my job and the kind (1) (2) (3) (4) (5)
of work I do.
2. My job are challenging and interesting.

(1) (2) (3) (4) (5)

3. I am getting enough relevant training (1) (2) (3) (4) (5)

for my present job.

4. I understand what is expected of me in (1) (2) (3) (4) (5)

my work.

5. I have the material/equipment and (1) (2) (3) (4) (5)

tools I need to do my job well

6. I am satisfied with my working (1) (2) (3) (4) (5)

conditions.
7. Over all I m satisfied with my present (1) (2) (3) (4) (5)
job.

Career and Development

1. The company makes every effort to fill (1) (2) (3) (4) (5)
vacancies from within before recruiting
from outside.

2. I am satisfied with the job (1) (2) (3) (4) (5)

opportunities in the company.

3. Promotion goes to those who most (1) (2) (3) (4) (5)
deserve it.
4. I was given enough feedback on my (1) (2) (3) (4) (5)
performance.

5. I am satisfied with the opportunities for (1) (2) (3) (4) (5)
training.

My Work Group

1. Work is fairly distributed in my work (1) (2) (3) (4) (5)

group.

2. I am satisfied with how members of my (1) (2) (3) (4) (5)

work group solve problems.
3. My work group works well together. (1) (2) (3) (4) (5)

4. I feel free to talk openly and honestly (1) (2) (3) (4) (5)
with members of my work group.

Employee Benefit

1. I am satisfied with the company’s (1) (2) (3) (4) (5)

employee welfare programs such as
rewards, incentives, food coupons,
insurance and health care, etc.
2. I am satisfied with the recreational (1) (2) (3) (4) (5)
activities provided by the company, e.g.
picnics and annual dinner.

3. I am satisfied with the company’s (1) (2) (3) (4) (5)

people programs, such as birthday
announcements, valuable employee of
the month, bulletins and newsletter,
etc.

4. I wants improve food quality &Menu (1) (2) (3) (4) (5)
should be selected according to
employees.

5. There should be A.C. in canteen. (1) (2) (3) (4) (5)

Spread Sheet (Summary of Answers given by employees)

 CONCLUSION

On the basis of data analysis and its interpretation we may conclude that
Cavinkare tries to give their employees a good quality of work life. But as
this is the first production plant of Cavinkare so continuous steps are being
taken to improve the QWL in the company.
The things which make Cavinkare a palce and organization to work with it
is the relation between management and employees, the employees can
easily approach to the management for their problems and get immediate
feedback. Cavinkare also provides continuous training to employees for
acquiring skills and knowledge, which helps in their career succession also.
To maintain good quality of work life Cavinkare provides good and safe
working conditions, it has canteen, rest rooms, conveyance facility, proper
number of toilets and drinking water arrangements. Crèche facility will be
also provided in near future. Here employees are free to give their ideas
and these are taken into concern by management. All these things makes
employees comfortable at work place and keep them motivated to perform
well.

As Cavinkare has its first production plant at Haridwar so there is a

excessive workload on employees which effects the quality they want to
maintain in work and it effects their performance.

The other areas which need attention to improve quality of work life and in
turn effects performance are the kind of benefit plans given to employees,
the companys attitude towards educational and professional development,
job security, recognition of accomplishments, opportunities for acquiring
higher skills and about organization values and policies..

So all these things should be improved to maintain good quality of work life
which

Helps employees to perform well.

Recommendation and findings

 all the employees of the factory are aware about the
performance appraisal system

 most of the employees are in favours of problem analysis

and decision making

 majority of employees think that more weightier should be

given to cost per time control

 maximum number of employees agreed with the

assessment made by authority

 most of the employees for their performance in the form

of salary incentive, bonus, frienge benefits etc.

 Majority of the employees prefer to be evaluated on yearly

basis.

 Most of the employees believe that the system is not

influenced by hallo effect

 Employees admit that theyparticipate in present

performance appraisal syatem.
  Proper induction is not given to all the employees. Ot
reserve to only a few levels

 Salary fixation has a hallo effect

There should be feedback fixed for workers and executives in

cavinkare.

BIBLIOGRAPHY

BOOKS REFFERED
 1. Publishing co., New Delhi, 2005, pp. 202-215.

2. Mamoria.Dr.C.B, Personnel Management.

3. Rao.Dr. Aswathappa.K. Human Resource and Personnel

Management, Tata McGraw-Hill P. Subba; Human Resource
Management and Industrial Relations, Himalaya Publishing Housing.

4. Saunders Mark, Lewis Philip, and Thorn hill Adrian, Research

Methods For Business Students.

5. Kothari, C.R., Research Methodology, Wishwa Prakashan.

WEBSITES
www.mycavinkare.com
www.hrmguide.com
www.hrtools.com

www.hrtools.com