mohd zaffperformance appraisal & training and development ar
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Session: 2011-2012
Submitted To :
Mr. Amardeep Singh Negi Submitted By:
DET.!" BBA M!#D $A""A% A&' %o(( No: )*+2,
Enr( No: 0)10010)
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DE&A%AT'!N
I M!#D $A""A% A&'hereby declare that the project report on entitled topic
of Performance Appriasial and Training and Development written and
submitted by me under the guidance of is my original wor!
The findings in the report are based on secondary data! "hile prepare
this project I have copied any time of him any source on other submitted for
the similar purpose!
M!#D $A""A% A&'
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AN!/&EDMENT
I am very thanful to so many people who have been helped me out
in completion of this project! It is with a deep since of gratitude that I
acnowledge valuable guidance and timely suggestion offer to me by my
project guidance #$% &anager' of ()%)*A P$A%&A(+,TI(A-.
&r !
)n the completion of this project/ I very gladly tae this opportunity of
repressing my grateful than to &r! ! #post' of corona
pharmaceuticals who gave me a sound platform to shape our carrier in
better a way us to understand the feature of $!%!
I am very highly grateful to the staff of the corona pharmaceuticals
Pvt! -td! Thans them for their guidance/ cooperation and support to
mae this project a success!
And lastly/ I would give a special thans to my parents and my
friend for their proper guidance!
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!NTENTS
SE%'A&N!.
#EAD'NS AEN!.
1. %!ET 'NT%!DT'!N
2. !BET'3E !" T#E STD4
5. S!E
*. !MAN4 #'ST!%4
+. E%"!%MANE A%A'SA&
6. %ESEA%# MET#!D!&!4A. %ESEA%#B. T4ES. "'E&D /!%D. DATA !&&ET'!N
,. #MAN %ES!%E DE3E&!MENT:-
A. E%"!%MANE A%A'SA&B. A%A'SA& E%'!D. MET#!D !" A%A'SA&D. A%A'SA& "EEDBAE. EM&!4EE !-!E%AT'!N". !3E%3'E/ !" T%A'N'N 7 DE3E&!MENT
8. "'ND'NS
). ANA&4S'S AND 'NTE%%ETAT'!N
10. !N&S'!N AND %E!MMENDAT'!NS
11. !MAN4 %!"'&E
"A'&'T4 %!3'DED B4 T#E !MAN4:-
A. %!M!T'!NSB. 'N%EMENT
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. T%ANS!%T "A'&'T4D. N'"!%ME. ANTEEN". #EA&T#. %ET'%EMENT#. B!NS'. SE%NNAT'!N. SA&A%4 D'SB%EMENT. !N"'DENT'A&'T4&. /#!&E T'ME EM&!4MENTM. ASE !" #!S'TA&'SAT'!N
E9ENSESN. 'DENT'T4 A%D!. #EA&T# SE%3'E AND NET/!%
SE%3'E."AM'&4 DETA'&S
12. &'M'TAT'!NS
15. B'B&'!%A#4
1*. ANNE9%E
1+.
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%E"AE
The most significant resource of many organi0ations is its people!
.uch claim appears in the organi0ation annual report and mission
statement/ with changing scenario and increasing competition! The
management has reali0ed that sound training programs are needed for the
development of the people/ not only for the future growth of the
organi0ation! In the recent time it is being observed that the development
of management personnel proves to the catalyst for the increased project!
The main aim of the training programs must be such that it
encourages learning!
%esearch methodology included in preparing a 1uestionnaire/ which
was calculated among retailer of few cities of ,ttarahand! 2inding and
recommendation are based on data collected through the information!
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!%!%ATE %!"'&E !"
!%!NA #A%MAET'A&S3T. &TD.
3()%)*A %+&+DI+.3/A pharmaceutical company introduced by group of committed/ dedicated
and e4perienced professional join hands with a 5care5 and 51uality5 as their guiding principals!
It turned out into a force recon with 1uality/ availability within the affordable reach of the
consumer/ continuous new product development/ manufactured under strict 1uality control and as
per .chedule6&/ "!$!)67!&!P guidelines are just a few factors that contributes to our success
3()%)*A3 has maret e4posure in more than 89 .TAT+. in I*DIA with wide product segment
lie Tablets/ (apsule and syrup #)ral -i1uid' )intment/ 7um Paints/ Injectable #-i1uid and Dry
Powder'
Pharma Profession which is considered may be only ne4t to 7od/ ,ltimately all this hard6wor/
dedication and commitment boils down to just one selfish desire of ours
)ur :ision ; &ission
7ood health is the primary goal of any individual/ society or the nation as a whole! (orona is an+thical/ Transparent/ .pirited/ and :ibrant organi0ation with progressive outloo!
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The dedicated approach of (orona has made available a range of innovative/ value added/
evidence based products for the ailing patients lie patent i(edhepatoprotective anticold ;hepatoprotective pain healing medicines! Therefore (orona3s products have found immediate
acceptance by practicing doctors!
As a result/ in last five years (orona aroused from ground to sy and has hoisted our flag among
top 8
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"ast de=ision ma
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(orona Tree
Therapeutic (overage
astrointestina(
aediatri= ain mgmt %espiratory #ormone 7supp(ements
ile therapy Anti infective *.AIDs (ough ; cold $ormone Inj
Anti6
ulcerant
*utraceutical Analgesic Anti6
asthamatics
Progesteron
Anti6emetic (alcium supp! Anti6
)steoporotic
Anti6allergic )(P
Anti6
diarrhoeal
Anti6emetic Anti6infectives 6 )vluation
Induction
Antacid &ultivitamin6
minerals
Anti6
spasmodic
6 Infertility
supplement
6 Iron supple! Anti6
hammorageic
6 Iron ; calcium
supple
6 (ough ; cold 6 6 6
.tate (overage
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&ANT %!"'&EAbout ,s
Products e4porting/ distributing/ manufacturing and supplying of capsules/ li1uids/ pharma
products/ pain illers/ analgesics/ en0ymatic syrups !!!
(ompany Profile
usiness Type EE>porter ? Manua=turer ? /ho(esa(er?Distributor ?Supp(ier
Fear +stablished E >88@8H
onta=t erson &r! .uraj Arora #Director'
Mobi(e J989?9KH?K>>
-ast updated on E >@ uly >
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rill D&% (ough
.yrup+4traclav +fstat68=< +4traclav (apsule
Getocona0ole Tablets
,.P >
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"hat Technical ;
mechanical
operations
Theoretical/
conceptual ideas
"hy .pecific job related
purpose
7eneral nowledge
"here .hort term -ong term
Training is a process of learning in a se1uence of programmedbehavior! It is application of nowledge! It gives people an awareness of
the rules and procedures to guide their behaviour! It attempts to improve
their performance on the current job or prepare them for an intended job!
De@e(opment is a related process! It covers not only those activitieswhich improve job performance but also those which bring about growth
of personality help individuals in the progress towards maturity and
actuali0ation of their potential capacities so that they become not only
good employees but better man and women! In organi0ational terms/ it is
intended to e1uip person to earn promotions and hold greater
responsibility!
Emp(oyee Training ; Developmentare not on(y an a=ti@ity that anorganiation must =ome. 't resour=es to i it is to maintain
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!BET'3ES !" T#E STD4
The organi0ational aims of management training are to secure the
following valuable resultsE
To import new imprint the basic nowledge ; sills they need for
nowledge ; intelligent performance!
To access employment function more effectively in their present
position e4posing them to the latest concept information ;
techni1ues ; developing the sills! They will need in their
particular field!
To build up a second line of competent person ; prepare them to
occupy more responsible position!
To import education for the purpose of meeting ; training needs of
co6operation which deals manly with the public!
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S!E
Training is the corner stone of sound management/ for it maes
employees more effective it is actively and intimately connected with all
the personnel or managerial activities! It is an integral part of the whole
management program/ with all its many activities functionally
interrelated!
There is an ever present need for training man so that new and
changed techni1ues may be taen advantage of and improvements
affected in the old methods which are inefficient!
Training is a practical and vital necessity because/ aspect from the
other advantages it enables employees to develop and rise within the
organi0ation/ and increase their maret value/ earning power and job
security it enables management to resolve sources of friction arising from
parochialism/ to bring home to the employees the fact that the
management is not divisible! It modules the employees attitudes and helps
them to achieve to better co6operation with the company and a great
loyalty to it! Training more over heightens the moral f the employees/ for
it/ helps in reducing dissatisfaction/ complaints/ therefore wastage and
spoilage are lessened/ and the need for constant supervision is reduced!
The scope of training has been e4pressed in these wordsE Training
is widely e4pected problem solving device! In deed our national
superiority in man power productivity can be attributed in no small
measure to the success of our educational and industrial training
programs! This success has been achieved by a tendency in many 1uarters
to regard training as a panacea!
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%ESEA%# MAT#ED!&!4
It is a careful investigation or in1uires especially few searches for
new area in any part of nowledge!
%esearch as the manipulation of thans concepts or symbols for the
purpose of generali0ing to e4tend correct or verify! Gnowledge whether
that nowledge adds construction of theory or in the purchases of an art!
%esearch refer to the systematic method consisting of enunciating
the problem formulating hypothesis/ collecting the facts of data analy0ing
the facts reaching certain conclusion either in the form or solutionstowards to the concern problem in certain generali0ation for some
theoretical formulation!
%esearch methodology related withE6
2ield wor
Data collection
"ie(d /or
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'NT%!DT'!N
!"!%!NA #A%.3T &TD
AS#'% D#AM S'N# NAA%F
"ith an effort of corporate visionary
&r!!D!A77A%"A- along with &r! %!!P
A77A%"A-/ the company started in 89@ at
ahadurgarh as a manufactrurer of .T++-/PIP+. A*D
T,+. under the banner of P%AGA.$ -TD!
Through the constant e4pansion the companhy/ hasemerged as a finding manufacturer of blac ;
galvani0ed steel popes! Its manufactruring high tue
added could roll formed section and precision tubes!
"hich it a uni1ue product range in niehe areas!
Diversification in to lighting product in 89?H lead
to change in the name of company to .,%FA
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%).$*I -TD! "hen the company set up a most
modern lamp factory of fluorescent tube lampas on
revolutionary hydro based coating technology in
technical collaboration with 7+( -TD )2 ,!G!/ It as
spurred the growth of the company at a faster pace! The
lighting division of .,%FA %).$*I -TD!is second
largest company in the light source in industry in
I*DIA and among the top ten in the world of lighting
trade!
The lighting unit at GA.$IP,%/which started in
89?=6?K in the largest lighting factory in Indiaproducing 2-ourescent tube lamp/7-. lamp/ $igh
pressure sodium up gradation! The cashier factory also
AsiaMs largest drawing line!
The second lighting &alnpur/ &adhya Pradesh
which went on stream in 899@/manufacturers
2luorescent tube lamp/7-. lamp and also energy
efficient auto halogen lamp and is emerging as one of
the largest lighting factoriesd in India!
.,%FA product the highest 1uantity of tube light
in India/ which is around >K6lac unit per month as
capable of unloading 8
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Surya %oshni 7 %eGui(ar(y (arge =onsignment *2=ountries around the g(oba(.
rodu=t %ange 2luorescent Tube light!
Incandescent lamps
$igh pressure mercury vapors lamps!
886H Auto lamp
886@ Auto lamp
7-. lamp
Dichotic lamp
+nergy efficient lamps
7lass shell for fluorescent tube lamps!
7lass shell for 7-. lamps
+4haust tube
2ilament 2or 7-. lamps
Tungstem wire
2luorescent powder
&oly wire urner for mercury vapor lamps!
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ST%EN#S !" T#E S%4A %!S#N' &TD.
%eceived the I.) 9
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2rom Two plants6 GA.$IP,%and &A-A*P,%
Distributes 2rom @H branches throughout India
It has distribution networ of =
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also received other international approvals such as .AA
#.outh Africa ureau of standards ' and shri lanan ureau
of standardsN
%%ENT S%4A E9!%TS T! T#E "!&&!/
!%DAN.
!%EA
'%AN
S!T# A"%'A
E%MAN4 AE
#ANA
BAN&ADES#
"%ANE
/A'T N'E%'A
B!TS/ANA
#!N!N
'ND!NES'A
BA#%A'N #!&&AND
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&EBAN!N
!&MB'A
MA&TA
S#%' &ANA
E4T
#'NA
SAD' A%AB'A
AAN
S'NA!%E
BE&'M
M!NA!
EN4A
AST%A&'A
'3A%4 !AST
MA&A4S'A
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NEA&
MA%'T'S
T#A'&AND
A&E%'A
A%AA4
M4ANMA%
NE/ $EA&AND
DENMA%
&9EMB!%
ST%T%E !" T#E !MAN4MD
E9AT'3E D'%ET!%
%ES'DENT
SEN'!% 3'E %ES'DENT
ASS'STANT 3'E %ES'DENT
ENE%A& MANAE%
DET4 ENE%A& MANAE%
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HUMAN RESOURCE
DEVELOPMENT
E%"!%MANE A%A'SA&
erorman=e Appraisa( is a pro=ess o assessing summariing andde@e(oping the Cor< perorman=e o an emp(oyee. 't is the systemati=e@a(uation o the indi@idua( Cith respe=t to his perorman=e or
de@e(opment.
/hat is erorman=e Appraisa(H
erorman=e is an e>pressions that des=ribe the (e@e( o ee=ti@enessused to perorm a Iob e>a=t(y as =(ose(y as des=ribed.
Appraisa( is a method or measuring and assessing perorman=e opeop(e on a spe=ii= time.
SEN'!% MANAE%
MANAE%
DET4 MANAE%
ASS'STANT MANAE%
S#'"T 'N#A%E
SE%3'S!%
/!%MAN
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/hy erorman=e Appraisa(H
erorman=e Appraisa( is a @ehi=(e to:
3a(idate and reine organisationa( a=tions e.g. se(e=tionJtrainingF.
ro@ide eedba=< to emp(oyee Cith anon impro@ing utureperorman=e.
!BET'3E !" T#E E%"!%MANEA%A'SA&erorman=e Appraisa( system =an ser@e the o((oCing purposes:
To enab(e ea=h emp(oyee to understand his ro(e better andbe=ome more ee=ti@e on the Iob.
To understand his oCn strengths and Cea
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To pro@ide an opportunity to the emp(oyee or introspe=tionJse( e@a(uation and goa( setting so that he remains on the path ode@e(opment.
ompany =onsiders its #uman %esour=e as the most @a(uab(eresour=e or its groCth. 'n (ine Cith this surya roshni (td.is =ommittedto pro@ide opportunities to its emp(oyees or their persona(de@e(opment. !ne o the instruments used to a=hie@e the abo@eobIe=ti@e is perorman=e appraisa(. erorman=e appraisa( see
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E%"!%MANE A%A'SA& MET#!DL
L LT%D'T'!NA& MET#!D M!DE%N MET#!D-raphi= %ating S=a(es - Beha@ior %ating S=a(es
- %an
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in that parti=u(ar Iob =ategory and rates the ormer as the best and(atter as the poores.Then the rater se(e=ts the ne>t highest and ne>t(oCest and so on unti( he rates a(( the emp(oyees in that group.
5. aired omparison Method
nder this methodJ the appraiser ran
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=hara=teristi=s both positi@e and negati@eF in a spe=ia((y designednote boo
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2. Management by !bIe=ti@es
The =on=ept o management by obIe=ti@es Cas ad@an=ed by eter ".Drun
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560 DE%EE A%A'SA&S
560 Degree Appraisa( is basi=a((y Mu(ti-%ater Appraisa( and "eedba=terna(=ustomers. 'n this system a =andidate is assessed periodi=a((y norma(on=e a year but some times e@en ha( year(y.
!bIe=ti@es o 560 Degree "eedba= completed forms! All the data is
to be filled up clearly in capital letters!
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'DENT'T4 A%D:
Identity card shall be provided to every beneficiary which will give
access to the hospitals of %oyal .undram Alliance Insurance co! -td!
#EA&T# SE%3'E AND NET/!% SE%3'E:
It is created access to a networ of provides consisting of reputed
$ospital during homes etc! networ hospital nursing home etc! the
advantage of cashless service has been processed!
"AM'&4 DETA'&S
Information of any change in particular of family members must be
informed immediately by employee to personal department so as to
update the employee family under the policy pension and death insurance
respectively under the scheme!
"'ND'NS
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"'ND'NS
Training plays a very important role in the organi0ation! It results in thebetter production which really helpful in providing a good output to the
customer!
.urya %oshni -td! is producing lighting/ which is used various
material tangaste flament/niohen etc!
They are providing training to their employee how handle a customer it
is very important to satisfied to the customer because customer is thebacbone of the organi0ation!
.o we can say training is very important for the development of the
organi0ation!
2or the development of the organi0ation each ; every department plays a
very important role!
Different department in the .urya %oshni ltd! lie human resource/ fiancR/mareting these all department plays a vital role in organi0ation!
Thus role of training ; development is a very important part for the
development of the .urya %oshni -td!!!
"ritten test of training programme is ey factor but before training
programme these are some which a discipline wor is selected!
Training should be at least 8? ; minimum age >K!
+ducation should be at least ?thpass then heSshe can understand all
information can also!
All information about family should be taen! *o problem should
be come in future! )nly unemployed person should be selected!
)ther mill can has to face a big loss!
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Information about source of worer ; checing is necessary!
"orers of some family should not be selected otherwise chances
of live can tae place!
Buestion about his family can be ased ; 1uestion his school day
can be ased!
"orers should be physically checed! "ea body are not suitable
hard woring!
During selection his figure/ hand should be checed! $e should be
fit for the wor physically!
Buestion about different colour should be ased!
(olour blindness should be checed other wise he can
mi4 different material in department!
D%'N T%A'N'NE6
8' Time of coming is before @< minutes of shift by which chances of loss
can decreased!>' 2ull information about department should be provided behaviour with
top level members this information is also given
@' Permission for toilet / water ; as on should be taen from seniors
H' Information about all member should given ; their name ;
department etc! should also be provided
=' 2or which department / worer is selected / name of that department itsmachine / part ; its wor; other information should be provided
After hisSher information of training room should be given practically
K' Information about good 1uality of telephone service
' "hat are the advantage of good 1uality
?' Age of machinery can be increased by cleaning
9' &achine of materiel
DE3E&!MENT !" !MAN4
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2or the development of a company! +ach ; every department is
responsible! All departments play a ey role in the development of a
organi0ation
TFP+ D+PA%T&+*T )2 DI22%+*T D+:+-)P&+*T )2 A
()&PA*F
8! ADM'N'ST%'!N
Administration department comes under two levels! In this
department all Directors and all chairman comes
All important decision is taen in the company n this department! To
burden the outloo of the e4ecutive!
To thin through problems which may come front the organi0ation
now or in the future!
>! "'NANE DEA%TMENT E
In the finance department finance manger plays a very ey role
$e manage all the financing activates of the company
@E SA&ES MA%ET'N DEA%TMENT:
.ales and mareting department with the sales and mareting of
production!
(hecing of raw materiel ; which output is done under this
department! .ales manager ; mareting manager plays a veryimportant role
*:ST!%EENE%A&F
.tore related with 1uantity of raw materiel stored ; according to
which how much product should be done
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+:E%S!NA&T'ME !""'E
Personal management related withE
&anagement principle
)rgani0ational behaviour
-abouer welfare
Industrial relation ; legislation!
-abour legislation!
6:/!% &T%E:
Attitude ; behaviour woring style of employee depend on woring
and thining
Traditions
2amily bacground
Edu=ation impa=t o so=ietyJ Training 7 De@e(opment.
DE3E&!MENT
Physical &ental .piritual
Decline the attitude
Decline in value of life
Decline in union leadership
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ANA4S'S7 'NTE%%ETAT'!NANA4S'S 7 'NTE%%ETAT'!N
Ouestion 1 - erorman=e Appraisa( is an importanttoo(s or romotion and de@e(opment o emp(oyeesin !%!NA #A%MAET'A&S 3T &TD.
%esponse No. o %esponse P o%esponse
Agree ** 6,.6)
Agree toSomeE>tent
1) 2).25
Disagree 2 5.0,
0
1020
30
40
50
60
70
80
Agree Agree to
Some
Extent
Disagree
Series1
Series2
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'nterpretation Q
2rom the graph/ it is clear that Performance Appraisal meetsits )bjective of assessment for job promotion and development
of employees!
Ouestion 2 - erorman=e Appraisa( strengthen there(ationship betCeen super@isor and sub-ordinates.
%esponse No. o%esponse
P o%esponse
Agree 2) **.61
Agree to
SomeE>tent
2, *1.+5
Disagree ) 15.8*
29 27
9
44.6141.53
13.84
0
10
20
30
40
50
Agree Agree to
Some
Extent
Disagree
Series1
Series2
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'nterpretation-
It was fund out that employeeMs feel that
Performance Appraisal system helps in improving the relation
between supervisors ; subordinates!
Ouestion 5 - erorman=e Appraisa( system in!%!NA #A%MAET'A&S 3T &TD. istransparentJ air and Ce(( =ommuni=ated.
%esponse No.o%esponse
P o%esponse
Agree 21 52.50
Agree to
SomeE>tent
50 *6.1+
Disagree 1* 21.+5
'nterpretation -
21
30
14
32.3
46.15
21.53
0
10
20
30
40
50
Agree Agree to
Some
Extent
Disagree
Series1
Series2
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y transparent/ fair ; well
communicated it means that the Performance Appraisal .ystem
is through with the employees ; they get to now the feedbac
from time to time in a fair ; well transparent manner! The
responses show that employees are agree to e4tent!
Ouestion * - erorman=e Appraisa( System Cortent
2* 56.61
Disagree 12 18.*6
'nterpretationQ
2924
12
44.61
36.61
18.46
0
10
20
30
40
50
Agree Agree to
Some
Extent
Disagree
Series1
Series2
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According to this it suggests that the
subjective as well as the objective both the factors are taen
into consideration! The performance of any employee cannot
be measured merely in terms of number as a 1ualitative
judgments is also re1uired fro this! $ere almost all the
employees are agree that performance monitors most
1uantitatively ; 1ualitatively!
Ouestion +Q/age remuneration shou(d made on basis oerorman=e Appraisa(.
%esponse No. o%esponse
P o%esponse
Agree 10 1+.58
Agree toSomeE>tent
18 2,.6)
Disagree 5, +6.)2
1018
37
15.38
27.69
56.92
0
10
20
30
40
50
60
Agree Agree to
Some
Extent
Disagree
Series1
Series2
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'nterpretation Q
7reat variation has seen in this part! 8=!@?C employees agreed upon this while =K!9> C employees
disagreed upon that wage decision should be made on basis of
Performance Appraisal!
Ouestion 6 - %ather than e@a(uation by =ontro((ingoi=erJ it shou(d be 560 Degree Appraisa( System.
%esponse No. o%esponse
P o%esponse
Agree 5* +2.50
Agree toSomeE>tent
16 2*.61
Disagree 1+ 25.0,
34
16 15
52.3
24.61 23.07
0
10
20
30
40
50
60
Agree Agree to
SomeExtent
Disagree
Series1
Series2
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'nterpretation Q
There is very strong demand towards the
need for an appraisal system that uses @K< degree approach!
&ore then =>C people feel that @K< degree should be present
there to judge the performance!
Ouestion , - The present erorman=e Appraisa(System =reates moti@ation to impro@e perorman=e.
%esponse No. o%esponse
P o%esponse
Agree 5* +2.50
Agree toSomeE>tent
18 2,.6)
Disagree 15 20
34
1813
52.3
27.69
20
0
10
20
30
40
50
60
Agree Agree to
Some Extent
Disagree
Series1
Series2
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'nterpretation Q
&ost of the respondents to the fact that PA. creates
motivation to improve performance!
Buestion ? 6 Is there any necessary of Performance Appraisal system in ()%)*AP$A%&A(+,TI(A-. P:T -TD!
%esponse No. o%esponse
P o%esponse
4es +) )0.,6
No 6 ).25
'nterpretationQ
Yes
6
9.23
0
2
4
6
8
10
1 2 3
No
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A large no! of respondents feels that PA. should be there in
.,%FA %).$*I -TD!
!N&S'!N 7 %E!MMENDAT'!N
!N&S'!NS
In conclusion/ it may be said that training ; development of
organi0ation plays a vital role in the organi0ation! "ithout trained staff ;
training employees development of .,%FA %).$*I -TD! may not be
happen! A systematic training programme is provided to employees ;
every department is doing hard wor for the development of .,%FFA
%).$*I -TD!hard woring employees are available in .,%FA
%).$*I -TD! This is another cause of development of .,%FA
%).$*I -TD!
Training is the responsibi(ity o main groups:-
The top management frames the training groups!
The personnel department/ which plans/ establishes ;
evaluates in instructional programmes!
.upervisors/ who implement ; apply development procedure
+mployee/ who provide feedbac/ revision ; suggestion for
corporate educational endeavours!
The training department assumes the primary responsibility for the
instruction of trainers in the method of teachingN for normal orientation/
for the training of supervisors in human relationN for the development of
e4ecutives/ for co6operative education ; for the general education of
employees!
)n the job instruction of employees/ instruction in the technical ;
professional aspects of businessN daily development of supervisors ;e4ecutives through counselingN departmental communication ; staff
meeting
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as part an overall training program! Top line e4ecutive has the
responsibility forE6
8!Authori0ed basic training policies!
>!%eviewing ; approving the broad outline Programs!
@!Approving training budgets!
Training program shou(d be re(ated Cith:-
Discovery or identifying the training needs!
7etting ready for the job!
Preparation of learner!
Presentation of operation ; programme!
Performance tries out!
2ollow6up ; evaluation of programme!
%e6training program is generally arranged for employees who have
long been in the service of an organi0ation!
)nce the program of organi0ational development has begun/
organi0ational members become highly active in investing their ownattitudes ; habits of others!
Armed with nowledge of how people learn the strength ;
weaness of the different management development programmes ; the
latest concepts available/ training ; supervisors can devise programmes
that can effectively result in interpersonal behaviour modification!
concentraion on support programmes involving records/ feedbac ; the
re6shaping of organi0ational climate will further enhance theprobabilities of success of training ; development programmes
improvement in inter6personal relations!
%E!MMENDAT'!N
.,%FAMs need to have more silled worers instead of semi6silled orunsilled worers!
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+ducation programme should be providing to unsilled worers! "hile
.urya has a very few number of unsilled worers/ but education
programme should be provided to them!
The goal of organi0ational development should be related to move
towards high collaboration ; low competition between inter6dependents
units!
.urya should assist managers in setting challenging but realistic goal for
themselves!
To mae people aware about the product of company should give T:!
Advertisement ; advertisement on newspapers!
Personal approach should be made!
*o one have time to read hoardings ; banners/ therefore more money
should not be wasted on it/ instead of this company can tae a big
welcome gate on the starting of each city in India!
&'M'TAT'!NSThere are some limitations in the on job training which are asE
The principal disadvantages of on6the6job training are that
instruction is often highly disorgani0ed and hapha0ard and not properly
supervised! This is due to such reason as the inability of the e4perienced
employee to impart sills to the trainee/ the breadown of the job for the
purpose of instructions/ and the lac of motivation on the part of the
trainee to receive training! &oreover/ learners are often subjected to
distractions of a noisy shop or office! 2urther/ the other drawbac is thelow productivity/ especially when the employee is unable to fully develop
his sills!
$owever/ this training is generally given in a large number of
organi0ations/ and is situation for all levels of operatives/ superlatives and
e4ecutives/ for it needs no schools/ and the employeeMs contribution adds
to the total output of the enterprise!
There are some limitations in the off the job training which are asE
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The impersonality of instructional setting!
An advanced study is not possible until preliminary information has
been ac1uired!
)nly factual subject matters can be programmed!
Philosophical and attitudinal concepts and motor sills cannot be
taught by this method! The cost of creating any such program is very high!
&imitations o training are as:-
The benefits of training are not clear to the top management
The top management hardly rewards supervisors for carrying out
effective training!
The top management rarely plans and budgets systematically for
training!
The middle management/ without proper incentives from topmanagement/ does not account for training in production scheduling!
"ithout proper scheduling from above/ first line supervisors have
difficult in production norms if employees are attending training
programs!
ehavioral objectives are often imprecise!
Training e4ternal to the employing unit sometimes teaches techni1ues
on methods contrary to practices of the participant organi0ation! Timely information about e4ternal programs may be difficult to obtain!
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Trainers provide limited counseling and consulting services to the rest
of the organi0ation!
BIBLIOGRAPHY
BIBLIOGRAPHY
C.R.Kothari, Research Methodology, 2005. New Age
International Publishers, New elhi.
a!id A. ecen"o # $te%hen P.Robbin& Personnel 'u(anResource Manage(ent, 2005. Prentice)'all o* India, Newelhi.
PRA$A +.M. '.R.M.'u(an Resource Manage(ent-
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ANNE9%EOEST'!NNA'%S
E%"!%MANE A%'ASA&
NAME: ---------- DES'NAT'!N: ---------AE: ------------ DEA%TMENT:-------
ENDE%: --------
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Ouestion 1 - erorman=e Appraisa( is an important too(sor romotion and de@e(opment o emp(oyees in!%!NA #A%MAET'A&S 3T &TD.
1.Agree F
2.Agree to Some E>tent F
5.Disagree F
Ouestion 2 - erorman=e Appraisa( strengthen there(ationship betCeen super@isor and sub-ordinates.
1.Agree F
2.Agree to Some E>tent F
5.Disagree F
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Ouestion 5 - erorman=e Appraisa( system in!%!NA #A%MAET'A&S 3T &TD. istransparentJ air and Ce(( =ommuni=ated.
1.Agree F
2.Agree to Some E>tent F
5.Disagree F
Ouestion * - erorman=e Appraisa( System Cortent F
5.Disagree F
Ouestion +Q/age remuneration shou(d made on basis oerorman=e Appraisa(.
1.Agree F
2.Agree to Some E>tent F
5.Disagree F
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Ouestion 6 - %ather than e@a(uation by =ontro((ingoi=erJ it shou(d be 560 Degree Appraisa( System.
1.Agree F
2.Agree to Some E>tent F
5.Disagree F
Ouestion , - The present erorman=e Appraisa( System
=reates moti@ation to impro@e perorman=e.
1.Agree F
2.Agree to Some E>tent F
5.Disagree F
Ouestion 8 - 's there any ne=essary o erorman=eAppraisa( system in !%!NA #A%MAET'A&S3T &TD.H
8! Fes # ' >! *o # '
%ESEA%# MET#!D!&!4
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NEED "!% T#E STD4:
$uman %esource research is the tas of searching for and analy0ing facts to find out
certain guidelines to solve the human resource problems! This research is mainly
concerned with the study of human behavior ;prepares guidelines for their future
guidance! Personnel or $% research is the investigation and analysis of personnel and
human behavior with the view to set the guidelines for the future!
Personnel research is the tas of searching for and analy0ing facts relating to the end that
personnel problems may be solved or guidelines governing to their solution derived!
!bIe=ti@e o the %esear=h:
To bring about the small and trivial problems of the employees in the limelight of
the management!
To help the management of the company to now about the actions to be taen to
increase the level of satisfaction of the employees!
To help the management to ratify the present philosophy and principles of the
personnel management!
To discover the ways to maintain abilities and attitudes of personnel at good or high
levels or on continuing basis!
%ESEA%# %!ESS
Different steps are to be followed in the research process and they are e4plained as
belowE
%!B&EM S!&3'N:
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This is the basic step in the research process! It is well said that a problem
well defined is half solved!
$ere the problem is to analy0e the attitudes of the employees regarding the
various benefits provided to them by $+-!
%ESEA%# DES'N:
)nce the problem is defined the ne4t step is the research design!
%esearch design is the basic frame wor which provides guidelines for the
rest of the research process!
The research design for this project is descriptive research design asdescriptive studies attempt to obtain a complete and accurate description of
this situation! .o in this study full description of the attitudes of the
employees regarding the benefits provided to them will be nown so it is a
descriptive study!
SAM&'N DES'N:
The sampling design used in this project is B,)TA/ .A&P-I*7/ as the
sample of employees for the survey were selected from the organi0ation
from different 1uotas as some managers were intervened/ some e4ecutives
and few operators!
!&AT'!N:
The total elements of the universe from which the sample is to be selected to
be studied is nown as population! The population of my research is the
employees of $+-!
SAM&E S'$E:
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The sample si0es for my project are 8
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studies the employeeMs attitudes and behavior so there is no guarantee that
these will not change in time!
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