INTRODUCTION

Human resource management is a process of bringing people and organization together so that
the goals of each are met. It tries to secure the best from the people by winning their whole hearted
co-operation. In short,it may be defined as the art of procuring, developing and maintaining
competent work force to achieve the goals of an organisation in an effective and efficient manner.

Introduction of Performance Appraisal

The history of performance appraisal is quite brief. Its roots in the early 20th century can
be traced to Taylor's pioneering Time and Motion studies. But this is not very helpful, for the
same may be said about almost everything in the field of modem human resources
management. As a distinct and formal management procedure used in the evaluation of
work performance, appraisal really dates from the time of the Second World War - not more
than 60 years ago.
Performance appraisal systems began as simple methods of income justification.
That is, appraisal was used to decide whether or not the salary or wage of an individual
employee was justified.

Objectives of Performance appraisal:

 To review the performance of the employees over a given period of time.
 To judge the gap between the actual and the desired performance.
 To help the management in exercising organizational control.
 Helps to strengthen the relationship and communication between superior -
subordinates and management - employees.
 To diagnose the strengths and weaknesses of the individuals so as to identify the
training and development needs of the future.
 To provide feedback to the employees regarding their past performance.
 Provide information to assist in the other personal decisions in the
organization,
 Provide clarity of the expectations and responsibilities of the functions to
be performed by the employees.
 To judge the effectiveness of the other human resource functions of the
organization such as recruitment, selection, training and development.
 To reduce the grievances of the employees.

Importance of performance appraisal

• Performance appraisals are also essential for career and succession planning –
for individuals, crucial jobs, and for the organization as a whole.
• Performance appraisals are important for staff motivation, attitude and
behavior development, communicating and aligning individual and organizational aims,
and fostering positive relationships between management and staff.
• Performance appraisals provide a formal, recorded, regular review of an
individuals performance, and a plan for future development.
• Job performance appraisals - in whatever form they take - are therefore vital
for
managing the performance of people and organizations. Managers and appraises
commonly dislike appraisals and try to avoid them. To these people the appraisal
u daunting and time consuming. The process is seen as a difficult administrative
chore and emotionally challenging. The annual appraisal is maybe the only time since
lost year that the two people have sat down together for a meaningful one-to-one
discussion. No wonder then that appraisals are stressful - which then defeats the
whole purpose.

PURPOSE OF PERFORMANCE APPRAISAL

To create and maintain a satisfactory level of performance.
To contribute to the employee growth and development through Training self and
management development programs,
To help the superiors to have a proper understanding about their Subordinates,
To guide the job change with the help to continuous ranking,
To facilitate fair and equitable compensation based on Performance,
To provide information for making decisions regarding lay off, Retrenchment
To ensure organizational effectiveness through correcting employee for standard
and employee performance.
 METHODS OF APPRAISAL
Over the year the business had adapted various performance appraisal
tools. Some companies use traditional appraisal methods where as some use modem
methods. Following are different methods used to measure the performance of an
employee in an organization.
There are two types of methods
1. traditional methods
2. Modern methods
• Graphic rating scale.
• Ranking method.
• Paired comparison method.
• Forced distribution.
• Group appraisal method.
• Free Essay method.
• Critical incident method.

MODERN METHODS:
• Management by Objectives.
• 360-Degree Appraisal.
• Behaviorally anchored Rating Scale (BARS).
• Balanced Scorecard method.

BENEFITS OF APPRAISAL
Benefits of Individual
• gaining a better understanding of the role.
Understanding more clearly how and where they fit within the wider picture.
A better understanding of how performance is assessed and monitored
Getting an insight into hoe their performance is perceived
Improving understanding of their strength and weakness and developmental needs
Identifying ways in which they can improve performance
Providing an opportunity to discuss and clarify developmental and training needs
An opportunity to discuss career direction and prospectus
 COMPANY PROFILE
LINERS INDIA LIMITED is an ISO: /16949:2002 certified
companies established in 1974, at Vijayawada India. The company is currently
one of the largest international manufacturers of centrifugally cast cylinder liner
with asset bases of 200 million and annual turnover of $9.72 million (408,634,387)
for fiscal year 2006-07.LINERS INDIA LIMITED is a leader in manufacturing
cast cylinders liners for diesel automotive enmesh. It produces 80 + models of
cylinders in grey and Ductile iron ranging from 50mm to 150mm diameter bore
size and length ranging from 150mm-300mm.LINERS INDIA LIMITED is
suppliers to manufacturers of heavy vehicles, agriculture tractors and diesel engines
worldwide. The policy of the LINERS INDIA LIMITED is to ensure customer
satisfaction by providing quality products competitive prices on time and to foster
continuous improvements in process control.

MAJOR CUSTOMERS;
The major customers in the LINERS INDIA LIMITED are listed below
• TATA MOTERS-HEAVY VEHICLES
• TATA MOTORS-MEDIUM VEHICLES
• TATA CUMMINS
• KIRLOSKAR
• MAHINDRA
• SAME
• ROYAL ENFIELD
• MAHLE
• TRIUMPH
• SIMPSON CO.LTD
• FEDERAL MOGUL
• JOHN DEERE

LINERS INDIA LIMITED FOCUS ON

• Planning and implementing ways and means for improving functional efficiency of
our products.
• Developing new products every year to achieve complete customer
 satisfaction.
• Improving work processes and practices followed in our organization.
• Organizing manpower and their developments.

VISION STATEMENT
• To be the best auto component manufacturer meeting international standards.
• To be global player in auto component business catering to leading
automobile manufacturers.
• To create wealth for all the stake holders.

MISSION STATEMENT
• A green field foundry project
• Strategic location of multiple machining plants for forgings and casting with strategic
partners. Establishing manufacturing facility in utrakhand, India to avail tax benefits.
•Steel liners-JV with a British company. .
• Acquisition of automotive component Distribution Company in India.
• Exploring strategic alliance for growth.

BOARD OF DIRECTOR
1. Mr. S. Ganesh Chairman and managing
director
2. Mr Kosoka Hosokawa Director
3. Mr K.Meenatchi S undram Director
4. Mr Vinesh Rashmikanth Shah Director

INFRASTUCTURE AND MANPOWER

• 6500 Sq .meters of built -in area, with state of the art production facilities, located
at Vijay Wada ,Andhra Pradesh
• 200KVA stand-by generators
• Dedicated ancillaries
• Good marketing network
MANPOWER
About 495 skilled personnel on the job

Management and 6
staff 0
Production 37
5
Engineers 10

Diploma holders
4
Skilled workers 35
0
Trainees 20
Others 60
TOTAL 495