Dissertation onPerformance Appraisal System at G.M. SHEETGRAH

Carried out at G.M. SHEETGRAH, Firozabad, under the guidance ofMr.AMIT AGARWAL, Director.Submitted for evaluation under Summer Internship Project.

To:By:The Faculty of Management, Etisha Agrawal

Authentication Certificate

To Whom It May Concern

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

Richa Agarwal

Executive Summary

People differ in their abilities and their aptitudes. There is always some difference between the quality and quantity of the same work on the same job being done by two different people. Performance appraisals of Employeesare necessary to understand each employees abilities, competencies and relative merit and worth for the organization.Performance appraisalrates the employees in terms of their performance.

Performance appraisal is the process of obtaining, analysing and recording information about the relative worth of an employee. The focus of the performance appraisal is measuring and improving the actual performance of the employee and also the future potential of the employee. Its aim is to measure what an employee does.

Performance Appraisal is necessary to measure the performance of the employees and the organization to check the progress towards the desired goals and aims.

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

The latest mantra being followed by organizations across the world being "get paid according to what you contribute" the focus of the organizations is turning to performance management and specifically to individual performance.

Performance appraisal rates the employee in the terms of their performance. Performance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee. The focus of the performance appraisal is measuring and improving the actual performance of the employee and also the future potential of the employee. Its aim is to measure what an employee does.

Tables of Contents

CHAPTER NO.TOPICPAGE NO.

1.INTRODUCTION

Industry Scenario10

Organisation Profile14

Problem Definition18

Objective Of The Study21

2.BODY OF THE DISSERTATION25

Research Methodology39

Data Analysis and Interpretation41

3.Weekly Activity Chart42

4.Findings and Suggestions 54

5.Summary and Conclusion55

6. References and Bibliography56

Introduction

Industry Overview

It was set up on 8 June 1903 as a storage and distribution business for frozen food and perishable products. It opened its first retail operation on 24 March 1905 at Orchard road with frozen meats, poultry and dairy products delivered from Queensland, Australia to Singapore. This first batch of cargo was stored in a 400-ton capacity refrigeration facility in a wharf at Keppel Harbour.

Cold Storage did not do well initially as the servant classes would boycott it and its fresh fruit and vegetable imports could not survive the sea journey. Its business improved only in 1909 when it expanded its operations under new management and built its own custom-made retail outlet with the Johor-bound railway passing right through.

In 1917, Cold Storage took over a building in Orchard Road which was later replaced by Centre point Shopping Centre.Even before mechanicalrefrigerationand modern daycold storagesystems were introduced, people needed a means of keeping their food at safe temperatures.

Snippets International Cold Storage was formed in the early 1950's by a pioneer.Cold Storage is considered the market leader in Singapore.The first cold storage set up in India in 1892 in Kolkata.

The cold chain industry is estimated to be as large as Rs. 10,000-15,000 crore, growing at 20-25 per cent and is expected to touch Rs. 40,000 crore by 2015.Cold Storage industry in India is a little over hundred years old.

A large percentage of cold storage facilities in India are under-utilized or completely unused for most of the year.The gap for stationary cold storage infrastructure is over 60% and a whopping 80% in mobile cold storage facilities like refrigerated trucks and rail wagons.

In the next three years, the cold chain industry expects to see a huge capacity addition with cold storage investment expected to increase manifold. Indiacold storage infrastructure was built way back in the mid '60s mainly for potatoes and potato seeds

Current Status of Cold Storages in India:(Facts and Figure)

The current inefficiencies in the supply of cold storage chain lead to wastage of fruits and vegetables worth Rs 1 lakh crore annually.

India has a total 5316 cold storages with a capacity of 23333694 MTs. Private sector cold storages in India account for 4820 with a capacity of 222343607MTs ,cooperative sector 363 numbers with 989445 MTs, Public sector account for 133 numbers worth a capacity of 100642 MTs.

The current cold chain capacity in the organised sector is around 60,000 tonnes and will grow almost 40 per cent by 2010.

Transportation of fruit and vegetables through cold chain is almost negligible in India compared with 80-85% in the US or 30-40% in Thailand.Commodity Wise Distribution of Major Cold Chains in India:

CommodityPercent of cold chains

Potato92.82

Multi-purpose7.63

Fruit & Vegetable1.07

Fish0.73

Meat0.15

Dairy & Milk0.68

Others0.36

Cold Storage in India:(Companies)Famous Ice & Cold Storage, OrissaPolfeost Aircon Private limited, MumbaiRrefcon Chiller, MumbaiDataref Industries, New DelhiOm Metals And Engineers. Pune

G.M SHEETGRAH

G.M SHEETGRAH was incorporated on 20february,2009 under the govt licensed in which potatoes are stored for a longer period of time .there are 2 rooms consisting of 6 chambers in each room ,10.000 potatoes can store in each chamber and approx. 1,00,000 potatoes storage capacities is there in the cold storage . Marine products are also being produced in large quantities due to large coastal areas. The present production level of fruits and vegetables is more than 100 million MT and keeping in view the growth rate of population and demand, he production of perishable commodities is increasing every year.

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

Beside the role of stabilizing market prices and evenly distributing both on demand basis and time basis, the cold storage industry renders other advantages and benefits to both the farmers and the consumers. The farmers get opportunity of producing cash crops to get remunerative prices. Performance appraisal takes into account the past performance of the employee and focuses on the improvement of the future performance of the employee.

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

Introduction Of The TopicPERFORMANCE APPRAISAL

The history of performance appraisal is quite brief. Its roots in the early 20th century can be traced to Taylors pioneering Time and Motion studies. In almost every company, every worker is subjected to periodic appraisal of his performance.

An effective performance appraisal system brings rationality in management. If it wants to maximize its effectiveness then the enterprise must have tool by which it can discriminate between an effective manager and a not-so-effective manager. A performance appraisal is a method by which the job performance of anemployeeis evaluated (generally in terms ofquality, quantity, time and cost) typically by the correspondingmanager orsupervisor.A performance appraisal is a part of guiding and managingcareer development. It is the process of obtaining, analysing, and recording information about the relative worth of an employee to the

Organization. Performance appraisal is an analysis of an employee's recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgment of an employee's performance in a job based on considerations other thanproductivityalone.

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

Definition

The evaluation of an individual's work performance in order to arrive at objective personnel decisions.

Bernardin

It is the process of evaluating the performance of employees, sharing that information with them and searching for ways to improve their performance. Newstrom

Performance appraisal is a method of acquiring and processing the information needed to improve an individual employees performance and accomplishments. Douglass

Features of performance appraisal

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

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

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

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

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

OBJECTIVES OF PERFORMANCE APPRAISAL

To provide an opportunity to the employee for introspection, self-evaluation and goal setting so that he remains on the path of development. To enable each employee to understand his role better and become more effective on the job. To understand his own strength and weakness with respect to his role in the organization. To identify the developmental needs of each employee. To improve relationship between the superior and the subordinate through the realization that each is dependent on the other for good performance and success. To serve as mechanisms for improving communication between the superior and his subordinates. To prepare employees for higher job by continuously reinforcing development of behaviour and qualities for these higher level positions.

BENEFITS OF PERFORMANCE APPRAISAL

It is sometimes fashionable in the modern age to dismiss traditional process such as Performance appraisals as being irrelevant or unhelpful for the people who cant conduct them very well. Appraisals in whatever form, and there are various have been a mainstay of management for decades, for good reasons. Think about everything that Performance appraisals can achieve and contribute to when they are property managed, for example: Performance measurement transparent, short, medium and long term. Clarifying, defining, redefining priorities and objectives. Motivation through agreeing helpful aims and targets. Motivation though achievement and feedback Training needs and learning desires assessment and agreement. Identification of personal strengths and direction including unused hidden strengths.

FACTORS AFFECTING PERFORMANCE

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

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

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

And consequently higher levels of performance. There are other more detailed notes on motivation elsewhere, but remember Maslows Motivational theory: Basic needs food clothing Safety needs security, avoidance of risk/harm Social needs friendship, acceptance, group c Esteem needs responsibility, recognition Self-realization independence, creativity

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

Process of performance Appraisal

Establishing performance standardsThe first step in the process of performance appraisal is the setting up of the standards which will be used to as the base to compare the actual performance of the employees. This step requires setting the criteria to judge the performance of the employees as successful or unsuccessful and the degrees of their contribution to the organizational goals and objectives. The standards set should be clear, easily understandable and in measurable terms.

Communicating the standards and expectationsOnce set, it is responsibility of the management to communicate the standards to all the employees of the organization. The employees should be informed and the standards should be clearly explained to them. This will help them to understand their roles and to know what exactly is expected from them.

Measuring the actual performanceThe most difficult part of the performance appraisal process is measuring the actual performance of the employees that is the work done by the employees during the specified period of time. It is a continuous process which involves monitoring the performance throughout the year .this stage requires the careful selection of the appropriate techniques of measurement..

Comparing the standardsThe actual performance is compared with the desired or the standard performance. The comparison tells the deviations in the performance of the employees from the standards set. The result can show the actual performance being more than the desired performance or, the actual performance being less than the desired performance depicting a negative deviation in the organizational performance Discussing resultsThe result of the appraisal is communicated and discussed with the employees on one-to one bias .the focus of this discussion is on communication and listening, the results, the problems and the possible solutions are discuses with the aim of problem solving and reaching consensus. The feedback should be given with a positive attitude as this can have an effect on the employees future performance. Decision MakingThe last step of the process is to take decisions which can be taken either to improve the performance, take the required corrective actions, or the related decisions like rewards, promotions, demotions, transfers etc.

METHODS OF PERFORMANCE APPRAISAL

TRADITIONAL METHODSMODERN METHODS

Essay Appraisal Method

Management by objective

Straight Ranking Method

Psychological appraisal

Paired Comparison

Human resource accounting

Critical Incidents method

Assessment centers

Field Review

Checklist Method

Graphic Rating Scale

TRADITIONAL METHODS:

1.ESSAY APPRAISAL METHOD: This traditional form of appraisal, also known as Free Form method involves a description of the performance of an employee by his superior. The description is an evaluation of the performance of any individual based on the facts and often includes examples and evidences to support the information. 2.STRAIGHT RANKING METHOD: This is one of the oldest and simplest techniques of performance appraisal. In this method, the appraiser ranks the employees from the best to the poorest on the basis of their overall performance. It is quite useful for a comparative evaluation.3.PAIRED COMPARISON: A better technique of comparison than the straight ranking method, this method compares each employee with all others in the group, one at a time. After all the comparisons on the basis of the overall comparisons, the employees are given the final rankings.

4.CRITICAL INCIDENTS METHODS:In this method of Performance appraisal, the evaluator rates the employee on the basis of critical events and how the employee behaved during those incidents. It includes both negative and positive points. The drawback of this method is that the supervisor has to note down the critical incidents and the employee behaviour as and when they occur. 5.FIELD REVIEW:In this method, a senior member of the HR department or a training officer discusses and interviews the supervisors to evaluate and rate their respective subordinates. A major drawback of this method is that it is a very time consuming method. But this method helps to reduce the superiors personal bias.6. CHECKLIST METHOD:The rater is given a checklist of the descriptions of the behaviour of the employees on job. The checklist contains a list of statements on the basis of which the rater describes the on the job performance of the employees.

7.GRAPHIC RATING SCALE:In this method, an employees quality and quantity of work is assessed in a graphic scale indicating different degrees of a particular trait. The factors taken into consideration include both the personal characteristics and characteristics related to the on-the-job performance of the employees. For example a trait like Job Knowledge may be judged on the range of average, above average, outstanding or unsatisfactory.

MODERN METHODS

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

HUMAN RESOURCE ACCOUNTING:It deals with cost of & contribution of resource organization. Cost of the employee includes cost of manpower planning, recruitment, selection, induction, placement training, development, wages and benefits etc. Employees contribution is the money value of the employees service, which can be measured by Labour productivity or value added by human resources.

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

ASSESSMENT CENTRES Assessment centre refers to a method to objectively observe and assess the people in action by experts or HR professionals with the help of various assessment tools and instruments. Assessment centers simulate the employees on-the-job environment and facilitate the assessment of their on-the-job performance.An assessment centre typically involves the use of methods like social/informal events, tests and exercises, assignments being given to a group of employees to assess their competencies and on-the-job behaviour and potential to take higher responsibilities in the future. Generally, employees are given an assignment similar to the job they would be expected to perform if promoted. The trained evaluators observe and evaluate employees as they perform the assigned jobs and are evaluated on job related characteristics.An assessment centre for Performance appraisal of an employee typically includes: Social/Informal Events An assessment centre has a group of participants and also a few assessors which gives a chance to the employees to socialize with a variety of people and also to share information and know more about the organization. Information Sessions Information sessions are also a part of the assessment centre. They provide information to the employees about the organization, their roles and responsibilities, the activities and the procedures etc. Assignments- Assignments in assessment centre include various tests and exercises which are specially designed to assess the competencies and the potential of the employees. These include various interviews, psychometric tests, management games etc. all these assignments are focused at the target job.

FOCUS OF THE STUDY

The main job of HRM is to manage the performance of employees in a company. To manage the performance of employees it is necessary to measure the performance or in other words appraise the performance of the employees. So the research problem is Performance Appraisal atG.M SHEETGRAH.The Project is concerned with the evaluation & analysis of the performance & appraisal system being followed on the employees ofG.M SHEETGRAH. As how they are rewarded and praised for their performance. It is concerned with each & every department of G.M SHEETGRAH, which is directly or indirectly related with personnel.

SIGNIFICANCE OF THE STUDY

According toG.M SHEETGRAH, HRM is committed to using innovative ideas and technology to provide the customer base skills, technology tools and access to information they need to meet the goals and objectives. Therefore the role of HR is of utmost importance.Its the focal point for technological change and improvement for the human resources business process. HRM is responsible for the Personnel as well as the other departments. For the improvement and motivation of the employees efforts and expresses their confidence so that they will continuously strive to give their best to create a better work culture to meet the future challenges.Carrying out the process of performance appraisal which is the most important activity for any organization because manpower is the basic requirement for carrying out any process.

OBJECTIVES OF THE STUDY To give feedback on performance to employees. To identify employee training needs. To make document criterias used to allocate organizational rewards. To form a basis for personnel decisions-salary (merit) increases, promotions, disciplinary actions etc. To provide the opportunity for organizational diagnosis and development. To facilitate communication between employee and administrator. To validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements. For establishing discipline guidelines and providing advice to department to check employees performance. Providing budgetary, financial and facilities management for performance appraisal of the employees.

LIMITATIONS OF THE STUDY

Time is the real factor, which affects the project work to conduct effective study. Employees need, expectations, performance and behaviour vary from one person to another. During study some employees show keen interest in the topic and give their view and on the other hand some employees dont show any interest & someone helped whole heartedly in my study. All the employees and executives were found very busy in their working hours. There are some members who were not interested in co-operating my project.

RESEARCH METHODOLOGY

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

RESEARCH DESIGN

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

The Data can be collected in Two Sources:

PRIMARY SOURCES: By Personal visits Through Questionnaire Through Schedules

SECONARY SOURCES: Performance Calendar made by HR Department Annual Journal & Reports Magazines Website

DATA ANALYSIS: By using Different types Charts

QUESTIONNAIRE ANALYSIS

Ques 1. For performance appraisal some factors required to be discussed, because these factors will affect the performance of the employee as well as the other people working in an organization. So how these factors will affect their performance.

Factors Like Relationship with superiors, peers, subordinates etc. Environment factors. Organizational factors. Personal/Individual factors.

Strongly DisagreeAgreeStrongly AgreeDisagree

425138

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

Ques 2. Do the personal abilities affect the performance of an employee while working in an organization? The qualities like: Winning Capability Ability control Efforts Decision Making

Strongly DisagreeAgreeStrongly AgreeDisagree

319217

Personal abilities are considered as an important aspect during the evolution of the performance of any employee as it affects the performance and most of the employees are agreed with this statement.

Ques 3. In an organization the motivational factor matters a lot for improving the performance of the employees and top management has to consider this factor seriously and should invest a reasonable time on this factor

Strongly DisagreeAgreeStrongly AgreeDisagree

628115

It plays an important role in improving the performance of an employee as it has a positive impact on the performance to get more rewards and top management is considering this factor

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

RespondentsResponse

Yes38

No12

In the organization performance appraisal is given adequate importance and it is well planned and almost 80% employees are agreed with this statement.

Ques 5. Are you satisfied by the services provided by the company?(A) Fully Satisfied ( )(B) Partial Satisfied ( )(c) Not Satisfied ( )

RespondentsResponse

Fully Satisfied28

Partial Satisfied14

Not Satisfied8

According to this 38 Respondent are fully satisfied, 14 respondents are partial satisfied and other are not satisfied by the services provided by the company.

Ques 6. In which field companys R & D Department should take more concern?(A) Computerized Equipments ( ) (B) Quality of Products ( )(C) Expansion in Product ( ) (D) Other Category ( )

RespondentsResponse

Computerized Equipments25

Quality of Products20

Expansion in product Category5

More concern in two sides one computerized products and another is to improve the quality of the products only few wants expansion in product category.

Ques 7. Organization has a clear, unambiguous and transparent process of performance appraisal. RespondentsResponse

Strongly Disagree12

Agree10

Strongly Agree15

Disagree13

The appraisal process followed in this organization is transparent, clear & unambiguous, and most of employees are satisfied with this statement.

Ques. 9 Members in the organization have a high sense of responsibility and accountability towards organization. RespondentsResponse

Strongly Disagree3

Agree22

Strongly Agree15

Disagree10

In this organization members have a high sense of responsibility and accountability and most of the total employees are satisfied with this statement.

Ques. 10 Performance Appraisal system is periodically evaluated and improved in this organization. RespondentsResponse

Strongly Disagree6

Agree20

Strongly Agree12

Disagree12

According to the employees the periodically evaluation and improvement of the appraisal system is not so good, it must be improved in coming days according to the needs of employees.

FINDINGS AND SUGGESTIONS

Training needs should be identified through appraisal. There should be some motivational thoughts to be displayed specially in the HR departments notice board. The employees with full interest & cooperation should take suggestion policy seriously. There should be counselling at the end of the performance appraisal. Future directions of the company must be clarified to the employees. Employees should be provided with the regular constructive feedback concerning their performance during training and after completing program. At last but not the least is that performance appraisal process should be cost effective and convenient in other respects and should be an expensive process for the organization.

CONCLUSION

To conclude the topic of my project I would like to say the PERFORMANCE APPRAISAL is an important aspect to be discussed and followed in every organization, because neither any company would get success without appraising the performance of its employees, not it can survive in the market without retaining its work force.. The performance appraisal process is effective;the policy of selecting the Best Employee of the month & employee of the Year is the best one among all other policies that are followed in G.M SHEETGRAH.So it was very good experience for me to learn so many new things in actual working environment of an organization. From the findings of the study, related issue to be resolved through prompt action in accordance of the organizational goal, so as to minimize weakness and reinforce strength observed during the process.

BIBLIOGRAPHY

BOOKS: Human Resource Management : By N.K.Chadda, Himalaya Publishing House Research Methodology : By C.R. Kothari Human Resource Management in a Business Context by Alan Price, 3rd edition (April 2007) Empowering Employees by Kenneth L. Murrell, Mimi Meredith Human Resource Management by Robert L. Mathis, John H. Jackson,11th edition Rose, M., Good deal, bad deal? Job satisfaction in occupations, Work Employment and Society, Vol. 17, No. 3, 2003, pp. 503-530. Organizational Behavior by Stephen P. Robbins Research Methodology by C.R.Kothari

WEBSITES: www.organizationexpert..com http://appraisals.naukrihub.com/modern-method.html