Ambarish Final

8/3/2019 Ambarish Final

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ABSTRACT

It is a well-established fact the people differ in their abilities and

aptitudes. These differences are natural to a great extent and cannot be eliminated

completely by giving them education and training. There will always be some difference

in quality and quantity of work done by different employees. Therefore it is necessary for

the management to know these differences so that it may develop certain programs in the

organization for those employees who posses better potentials so that they may be

developed to accept the challenges of higher jobs or wrong placement of employees may

be rectified .The individual employee may also like to know his capability in terms of his

performance on his capability in terms of his performance on the job qualitatively and

quantitatively in comparison to his fellow employees so that he improve upon it.

No firm has a choice as to whether or not it should appraise its personnel

and their performance but the choice lies between the systematic and the unsystematic or

casual appraisal. The system of appraising the man is not new but the systematic

approach of evaluating the man is by any means a new development .The technique of

appraising the man by supervisors or others is widely known as Performance Appraisal

.It is also sometimes termed as Personnel Performance Evaluation, Merit Rating.

Thus main objective of the project is to study the Performance Appraisal

process being practiced in United Breweries Limited and evaluate its effectiveness. This

project aimed at finding out effectiveness in terms of familiarity, and satisfaction level of

performance appraisal among the employees United Breweries Limited. The project

also focuses on finding out how performance appraisal is matching in meeting the

companys goals and objectives.


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METHODOLOGY

The research methodology used in the project is the descriptive

approach and it is done among 200 employees .The main sources through which data is

collected are

1.Primary data

2.Secondary data

The data collected for this research is through primary data collection method.

The instrument used for collecting primary data isstructuredquestionnairefilled up

by the employees

Statistical tools were used to find inferences between the

variables and analyzing the results. The following are the tools used.

1) Kalmograv Smirnov Test2)

Chi Square test (

2

)3) Spearmans Rank correlation


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INTRODUCTION

An organizations goals can be achieved only when people put in

their best efforts .How to ascertain whether an employee has shown his or her best

performance on a given job?. The answer is Performance Appraisal. Employee

assessment is the fundamental job of HRM, but not easy one though.

Thus Performance Appraisal is the systematic evaluation of the

individual with respect to his or her performance on the job and his or her potential

for development .The performance is being measured against such factors as Job

Knowledge, quality, initiative, leadership abilities, supervision, co-operation, versatility

etc.

It is systematic in that it evaluates all performance in the same manner

utilizing the same approach so that the ratings obtained to separate personnel are

comparable. It is undertaken periodically according to plan .The essential purpose is the

accurate measurement of human performance It attempts to reduce, if not eliminate

human bias and prejudice, by means of a system that is subject to impartial review and

check.

Often such personnel performance appraisal are labeled as ratings wherean individual employee, after comparison with another, is rated or ranked as Excellent,

normal or average and are commonly used for determining an employees eligibility for

promotion or transfer and widely being used for the development of the individual.

Any appraisal program will involve time and money .The

wise manager should plan up a program with the minimum cost to give maximum benefit

.The rationale for using any particular method should be determined by the size ,financial

resources ,and philosophy of the organization .


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Appraisal can be made by one or more superiors or subordinates or

by the peers .There can also be committee of members from various related departments

to appraise an employee. There may even be a system of self appraisal in which each

employee evaluates his own performance and potential.


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STATEMENT OF THE PROBLEM

To evaluate is to assess the worth or value. In social life, we generally

evaluate or appraise the behavior of others in relations to our own needs or goals.

Appraisals are judgments of the characteristics ,traits and performance of others. On the

basis of these judgments, we assess the worth or value of others, and identify what is

good and bad.

In industry, performance appraisal is a systematic evaluation of personnel

by supervisors or others familiar with their performance because employers are interested

in knowing about employee performance. Employees also wish to know their position in

the organization. Appraisals are essential for making many administrative decisions:

selection, training ,promotion ,transfer ,wage and salary administration ,etc .Besides ,they

aid personnel research .Performance appraisal thus is a systematic and objective way of

judging the relative worth or ability of an employee in performing his task .Performance

appraisal helps to identify those who are performing their assigned tasks well and those

who are not and the reasons for such performance .

Differentiating between individuals is easy provided one knows what

aspects to take into account. Identifying performance measures is easy if job is clearlydefined but difficult if it is broad. At the lower levels of an organization, there are

specific jobs and certain tangible and objective standards of performance can be

identified. Further up in the hierarchy, jobs become more complex and clearcut, tangible

standards of performance are difficult to specify.

Irrespective of the level by and large, most companies use various

parameters for measuring the performance like quality of work, quantity of work, job

Knowledge, meeting the job requirements, initiative, team working, communicative etc.

And they would be rated in accordingly quarterly, half yearly or annually depending on

companys policies.


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Many companies would have a standard format for appraising the

performance. Ironically many of the employees would not know the norms of the

appraisal and to the surprise many of them may not be fully familiar with contents of the

appraisal form. This would be great hazel for the company as well as to the employeesbecause if the employee is not aware of what basis he is appraised, he may not put up all

his efforts for better improvement which indirectly effects the companies profits by not

meeting the companies objectives and targets.

Thus this project A Study On Effectiveness of Performance System

aims at complete study on performance appraisal system and finding out effectiveness of

the system in terms of familiarity and satisfaction level of the employees in UNITED

BREWERIES LIMITED,Bangalore.


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OBJECTIVES OF STUDY

To find out the effectiveness of PA system

To Know employee satisfaction on PA system

To suggest improve the employee satisfaction on PA system

To find the opinion of employees on various factors involved in PA system

To find out the openness of personal department in PA


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REVIEWOF LITERATURE

Once the employee has been selected, trained and motivated, he is then appraised for his

performance. Performance appraisal is the step where the management finds out how

effective it has been at hiring and placing employees .If any problems are identified steps

are taken to communicate with the employee and to remedy them. A Performance

Appraisal is a process of evaluating an employees performance of a job in terms of its

requirements.

It is the process of evaluating the performance and qualifications of the

employees in terms of the requirements of the job for which he is employed, for purposes

of administration including placement, selection for promotion, providing financial

rewards and other actions which require different treatment among the members of a

group as distinguished from actions affecting all members equally.

_ Heyel

Performance Appraisal seeks to provide an adequate feedback to each individual

for his or her performance. It purports to serve as a basis for improving or changing

behavior toward some more effective working habits .It also aims aat providing data tomanagers with which they may judge future job assignments and compensation

-Levinso

Performance Appraisal determines who shall receive merit increases; counsels employees

on their improvement ,determines training needs ,determines promo ability, identifies

those who should be transferred

-Ronald Benjamin


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PURPOSE OF APPRAISAL

y It can serve as a basis for job change or promotion

y By identifying the strengths and weakness of an employee it serves as a guide for

formulating a suitable training and development program

y It serves as a feedback to the employee

y It serves as an important incentive to all employees

y The existence of regular appraisal system tends to make the supervisors and

executives more observant of their subordinates

y Performance appraisal often provides the rational foundation for payment of

salaries and bonus


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ESSENTIALS OF GOOD APPRAISAL SYSTEM

It must be easily understandable An appraisal plan must be integrated into the

organization so as to have clear cut relationships between the appraisal plan and

organization policies relating to performance of the employees.

It must have the support of all line people who administer it The system should fit the

organizations operations and structure The system should be both valid and reliable

The system should have built in incentives that is a reward should follow satisfactory

performance

The system should periodically evaluated to be sure that it is continuing to meet its

goals

What should be Rated?

The seven criteria for assessing performance are:

1. Quality

2. Quantity

3. Timeliness

4. Cost Effectiveness

5. Need for supervision

6. Interpersonal impact

7. Training


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Trends in employee Appraisal

ITEM FORMEREMPASIS PRESENT EMPHASIS

Terminology Merit Rating Performance Appraisal

PurposeDetermine qualifications for

wage increase, transfer,

promotion, lay- off

Development of the individual,

improved performance on the job,

and provide emotional security

Application For hourly paid workersFor technical, professional and

managerial employees

Factors RelatedHeavy emphasis on

personal traits

Results, accomplishments,

performance

TechniquesRating scales, Statistical

manipulation of data for

comparison purpose

Mutual goalsetting, critical

incidents, group appraisal,

performance standards, less

quantitative

Post Appraisal

Interview

Superior communication his

rating to employees and tries

to sell his evaluation to him;

seeks to have employee

conform to his view

Superior stimulates employee to

analyze himself and set own

objectives in line with job

requirements superior is helper

and councilor


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Approaches to Performance Appraisal:

1. A casual ,unsystematic and haphazard appraisal: This method was commonly used

in the past .The basis of this method are seniority or quantitative measures quantity andquality of output for the rank and file personnel

2. The traditional and highly systematic measurement: This measures the employees

characteristic and employee contributions or both. It evaluates all the performances in

the same manner ,utilizing the same approach so that the ratings obtained of separate

personnel are comparable

3. The behavioral approach ,emphasizing mutual goal setting: here emphasizes has

been laid upon providing mutual goal setting and appraisal of progress by both the

appraiser and the appraise .This approach is based on the behavioral value of

fundamental trust in the goodness ,capability and responsibility of human beings.

The Evaluating Process

The process of performance appraisal follows a set pattern viz, a mans performance is

periodically appraised by his superiors. Questions are raised .Is his potential the greatest as

a manager or as a staff specialist? What are his strengths and weakness? Where can he

make his great contribution? Next sometimes in consultation with the man himself,tentative decisions are made on what might be done to advance his development.


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Thus the process would involve following steps

ESTABLISH PERFORMANCE STANDARDS

COMMUNICATE PERFORMANCE EXPECTATIONS TO EMPLOYEES

MEASURE ACTUAL PERFORMANCE

COMPARE ACTUAL PERFORMANCE WITH STANDARDS

DISCUSS THE APPRAISAL WITH THE EMPLOYEE

IF NECESSARY, INITIATE CORRECTIVE ACTION


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TOOLS/METHODS FOR APPRAISING PERFORMANCE:

Several methods and techniques of appraisal are available for the measurement of theperformance of the employee .The methods and scales differ for obvious reasons

1. They differ in the sources of traits or qualities to be appraised.

2. The variations may be caused by the degree of precision attempted in an

evaluation.

3. They may differ because of the methods used to obtain weightings for various

traits.


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Methods of Performance appraisal

TraditionalMethods ModernMethod

Straight Ranking Assessment Centres

Man-to-man Comparison Behaviorally Anchored

Grading Rating Scale

Force choice Description

Graphic Rating Scales

Forced distribution Method

Check Lists

Free Form Essay Method

Critical Incidents

Group Appraisal

Field Review Method


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COMPONENTS OF APPRAISAL EVALUATION

Who of the Appraisal

What of Appraisal

The Why of Appraisal

The When of Appraisal

The where of Appreciation

Common Pitfalls in Appraisal:

There is often tendency to rate not only the employee but also the job

Errors are introduced in the appraisal because of a defect or bias in the person

conducting the appraisal

As Appraisal are in fact opinions ,it is difficult to remove from the subjective element

whilst making the judgment

Performance appraisal do require a lot from the supervisor as they require periodic

observation of subordinates performance by them which becomes difficult in case of a

first line superior have a large number of subordinates

There is often a large variations in the standards and ratings because some raters are

toughwhere as others are lenient

There is often lack of communicationwhere by the employee does not know how he

is rated

Often Superiors are reluctant to give a low rating to ineffective subordinate and gives

him an average rating

Sometimes communication of the rating of the employee if done properly would be

taken as criticism and may even result in his performing more poorly


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LIMITATIONS OF THE STUDY

The researcher has made efforts for an errorless study but the following limitations were

occurred

The survey was restricted to only in United Breweries Limited and the sample

size was 200

There may be some changes if the sample size and the geographical

segmentationwere increased

Time was a handicap for a detailed study

A few respondents might have been given biased information,which may affect

the reliability of the results

Unwillingness and inability of the respondent to provide information


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COMPANY PROFILE

History of UB & recent developments:

On March 5I1 9 5 Mr. Thomas Leishman purchased 5breweries in South India (the oldest of

which is Caste Breweries, dated back to 1857) to form United Breweries Ltd & its

registered office was at Chennai . Immediately the brew from UB became a favorite,

especially with the British troops around Madras, Bangalore and the Nilgiris. So began the

history of Beer in India and the history of Beer Division of United Breweries. The company

was bought by late Mr.Vittal Mallya in 1947, and since then has never looked back. In 1952

the Company shifted its registered office from Madras to Bangalore In 1988 the name of the

Company was changed from United Breweries Ltd. to UB Ltd. In 1989 a a measure ofdiversification, the Company started manufacture of bulk drug, and pharmaccuticals on a

priority basis. In 1992. II different breweries were amalgamated with the parent company.

Today each one of the 32,000 Beer outlets in India sells one brand or the other from United

Breweries.

UB is the market leader in the Indian beer market with a 40% market share. Its flagship

Kingfisher brand alone commands 25% market share. UB is in the process of strengthening its

core brands. UB has formed as new subsidiary. Millenium Alcobev, to develop strong

regional markets for its beer brands. It launched a new brand King Fisher Gold during the

year. The company has also tied up with some of the breweries of Mohan Meakins for beer

manufacturing. Recently it has also acquired 31% stake in Inertia industries manufactures of

Sandpiper beer.

Background & inception of the company:

KBIL as established in January 21st 1986 by acquiring a sick unit & an IMFL unit located in

9th

mile Peenya Industrial estate. It had a share capital of Rs 15 Cr divided into 5,00,000

equity shares. Its reiste1ed Head Office was located at 9 th mile Tumkur Road, by additional

funds it started manufacturing reputed brands like MC Dowell, DSP in the country. The

company set up a most modern brewery in the South Asia at 20th

mile ,Tumkur Road

Bangalore . Until 1994 the concern was restricted to hot drinks only In 1994 when UB group

took bottling Unit on lease for kingfisher beer the capacity ot the plant was 3,00,000-3,50,000

cases Imonth.


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Expansion occurred in three phases to become one of the largest Beer manufacturing unit in

India

In 2002 11cm 3,5O.OOO to 5,50,OOO cases / month

In 2003 from 5.5OOOO to 7,50,000 cases /month.

In 2006 From 7,50,000 to 9,5O,OOO cases Imonth.

UB group has taken over the K.B.D.L plant in January 2007 from Mr. Adikeshaw and after

amalgamation in the April 2007, Brewery section name is retained as Karnataka Breweries &

Distilleries Pvt Ltd., whereas IMFL section in called KBD Sugars & Distilleries Pvt Ltd.,

This acquisition of K.B.D.L funded from the each raised through the strategic alliance with

Scottish & New castle Ple., UK & City Bank.

Also approved unanimously was the special resolution on the issuance of 3,779,522 equity

shares of Rs. 10 each to Scottish & New castle India Limited (SNIL) constituting 17.5% of

the post issue equity share capital. In addition, the company was also authorised to issue

Warrants convertible into a maximum of

5,109.198 equity shares at Rs. 575 per share within a period of 18 months from the date of

issue. Pursuant to SNIL agreeing to subscribe to these equity shares. SNIL would make an

open offer to the public to acquire up to 20% of the total post issue, paid up equity share

capital.

UB Limited would also allot Preference Shares of Rs.100 each to SNIL as follows:

a) 17.283.000.3% Cumulative Redeemable Preference Shares- Series A of Rs. 100 eachat a price of Rs. 100 each and.

b) 7,407.000.3% Cumulative Redeemable Preference Shares- Series B of Rs. 100 each at

Rs.1000 each.


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Nature of business carried out

Business description

U.B Holdings (UBH) the holding company of the Rs 45bn Group,

UB Networks (Bangalore)

The Asian Age (South) Ltd

UB Global Corporation Ltd

M.C.F Agro Chemicals Mangalore.

UB Information & Consultancy Services

UB Transit Systems Ltd

UB General Investments Ltd

UB Pharmaceutici1s Ltd. MWP Ltd

UB Publications Ltd

Low cost Kingfisher Airline

The Company is accredited with following internationally acclaimed

standards

UB Ltd., is a ISO 9001-2000 ISO 1400 OSHAS 18001 certified company. . It is one of the

largest plant is India which has further capacity for expansion up to 10.11 kh cases/ month.

The Groups principal activity is the production & sale of Beer.

Continual improvement in Environmental Management Systems to protect our natural

environmental and control pollution.

Promotion of activities of conservation of resources by Environmental Management

Enhancement of Environmental awareness amongst our employees, customers and

suppliers.


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Assist and co-operate with concerned Government agencies I Regulatory bodies

engaged in environmental activities offering BHELs capabilities to the field

QHSAS 18001 :

Occupational Health and Safety Policy

UB Ltd., is committed to provide safe and healthy working environment to all

employees as an integral part of business performance through setting objectives and

targets to eliminate! control! minimize risks due to occupational and safety hazards

VisionMission & Quality policy

Vision

To create 1 FORCE Ic.. to build a integrated , committed, competent team of work force to

perform and there by retain the leadership position iii the business by meeting the

consumer expectations.

Mission

We are a large, international group based in India. We operate a broad spectrum of

business in association with world leaders.

We will be the recognized leader in our target markets.

We will be the preferred employer wherever we operate.

We recognize that people are our most valuable asset.

We will he the partners of choice for customers, suppliers, and other creators of

innovative concepts

We will be a major contributor to our National Economy and take full advantage of

the strong resource base that we have.

We will continually increase the long-term value of our group for the benefit of our

shareholders.


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We will operate in a decentralized manner, allowing each business to develop

within our values.

We commit ourselves to the ongoing mission of achieving scientific Excellence.

Quality policy

Quality leadership is vital to the long-term success of the UB group in an

increasingly competitive market place.

Building Quality into our work place, products and services is essential to a

successful future for our customers, suppliers, communities, and shareholders.

The UB Group will work to provide products and services that always meet or

exceed expectation.

Management will commit resources and create environment in which each

employee can contribute skills. talents and ideas to a never-ending of improvement

and investment in all aspects of our business.

Philosophy

United Breweries Ltd. believes in the Japanese 5s Philosophy. They are

SEIRI SORTING

SEITON SYSTEMATIZING

SEISO CLEANING

SEIKETSU STANDARDISING

SITSHUKE SELF DISCIPLINE


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Product profile

1 King fisher 650 ml Brown

2 London Pilsner (S) 330 ml

3 KFPL 330 ml Brown

4 KF (S) 330 ml

5 KF (S) Brown 650 ml

6 Sand Piper 650 ml

7 KF (S) Super 330 ml

8 Jaguar 330 ml

9 UBEL 650 ml

10 Charger 650 ml

11 KBL (S) 650 ml

12 KF (P) 650 ml diet

13 KBL (P) 650 ml

14 Ice Premium -

15 Zingaro -

Competitors information

South African Breweries India Ltd (5th

largest in world)- Knock-Out, Continental and

Three Lions

Shaw Wallace- Royal Challenge Premium Lager, Lal Toofan, Hi- Five, Haywards

2000 Premium Lager Haywards 5000 Super Strong.

Australian- Fosters Beer.

Other Local brands in the country- Golden Eagle, Carling Black Label, and Maharaja

Premium Lager etc

Infrastructure facilities

Head Office (Marketing & Finance Departments) in Bangalore

Plant is located neat Highway (NH- 4 )

Layout total area measurement 42 acres

Well maintained Tenp1e, Garden & Plantation

High speed intranet facility called Navision ( Microsoft )


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R & D facility.

State of art automated Plant

Capacity plant 9.6 lakh cases /month

Highly automated Bottling & Packing unit.

Large Ware house facility.

Utilities -Boiler -16 T/hr . Refrigeration unit-600 TR, WTP-60m3

/hr, D.M.P-25m3/hr.

Achievements

The largest selling Beer in India & Commands a 30% market share in the country.

Availablein 52 countries across the globe.

6 bottles of Kingfisher arc sold every second in India

The first among Indian brands to lunch its own range of designer wear.

The only Beer in India that can be purchased online.

First to launch ready todrink low alcoholic beverages.

AWARDS

Won the Worlds best Lite Lager Award at the Stockholm Beer Festival in 1994.

Won the Worlds best Lite Lager Award at the Stockholm Beer Festival in 1995.

Won the Gold medal at the World Beer Championship held in Chicago in 1997.

Won the first prize for the label work category at the Asian Grand Prix Cyrel 2000

Label award.

Won Prize in the International Beer Awards organised by the New Zealand Hop

Marketing Board.

Won the Bronze award at the Australian International Beer Awards in the

International Packaged Beer Section for the year 2000.

Future growth & progress

There is a proposal [or the expansion by the end of the year from the existing 9.5 lakh

cases /month to 1 0. 1 lakh cases month. There is ample of opportunity to adapt new

technology which will increase the efficiency of the plant & helps to manufacture quality

product to meet the future market trend. They are also into R & D work to increase the

shelf life of the Beer ,so that it could be easier to store for a I anger period & able to

market it properly in different places


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RESEARCH METHODOLOGY

The following points are considered in carrying out the research.

A. RESEARCHMETHODOLOGY:

A research design is purely ad simply the framework a plan for a study

that guides the collection and analysis of the data.

Descriptive Research

Here the research is been done on 200 members through a media of

questionnaire

B. DATACOLLECTIONMETHOD:

The main sources through which data is collected are

1.Primary data

2.Secondary data

The data collected for this research is through primary data collection method.

The instrument used for collecting primary data is questionnaire from the

employees.


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E.SAMPLINGTECHNIQUE

Non probability (non random ) sampling method is used in this project.

F. STATISTICAL TOOLS USED:

Statistical tools were used to find inferences between the variables and

analyzing the results. The following are the tools used.

1)spearmans rankCorrelation 2)

Kalmograv Smirnov Test 3) Chi

Square test (2)


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DATA ANALYSIS&

INTERPRETATION


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TOOLS USED FOR ANALYSIS

KALMOGROV SMIRNOV TEST

The Kalmogrov Smirnov Test (KS Test) tries to determine if two data sets

significantly. The KS test has the advantage of making no assumption

about the distribution of data. (Technically speaking it is non-parametric and

distribution free).

It is a goodness of fit used to examine the distribution function of the random

variable (X).

Test statistics T = Sup | F (x) S (x) |

= Supremum of the absolute value of the difference between

F (x) and S (X)

H0 is rejected if T exceeds the 1 quantile (W1 - ) of the Kalmogrov Smirnovs

Statistic.


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TO FIND OUT THEDISTRIBUTION OF RESPONDENTS

RATING PATTERN ABOUT WHETHER PRESENT PA

SYSTEMIS TO BEIMPROVED

H0: Response Pattern obtained is uniformly

distributed

H1: Response Pattern is not uniformly

distributed

Opinion F (x)Cumulative

Percentage

Null

Hypothesis S(x)

Cumulative

Percentage

Differe

F(x) S

STRONGLY AGREE 0.18 0.18 1/5 0.2 -0.02

AGREE 0.34 0.52 2/5 0.4 0.12

NEITHER 0.24 0.76 3/5 0.6 0.16

DISAGREE 0.16 0.92 4/5 0.8 0.12

STRONGLY DISAGREE 0.08 1 5/5 1 -

TEST OF UNIFORM DISTRIBUTION

Calculated Value is:

T (F (x) S (x)) = 0.16

Tabulated Value is

T (tab) = 1.22 / "n for 5 % significance level.

When n = 5, T (tab) = 0.5456

Calculated value is less than tabulated value. H0 is accepted.

INFERENCE: Response pattern obtained is uniformly distributed.


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CHI SQUARE TEST

Chi Square is an importance non parametric test and as such no test are

necessary in respect of the type of population. We require only the degree of freedom(implicity of course the size of the sample) for using this test. As a non parametric test,

Chi square can be used (i) as a test of goodness of fit and (ii) as a test of independence.

Since the researcher used test of independence only the details about test of

independence is given below.

TEST OF INDEPENDENCE

2

test enables us to explain whether or not two attributes are associated. In order

that we may apply the chi square test either as a test to judge the significance of

association between attributes, it is necessary that the observed as well as theoretical or

expected frequencies must be grouped in the same way and theoretical distribution must

be adjusted to give the same total frequency as we find in case of observed distribution.

Karl Pearson developed a test for testing the significance of discrepancy between

experimental values and the theoretical values obtained under some theory or hypothesis.

This test is known as 2

test of goodness of fit. Karl Pearson proved that the statistic

2

= (O E)2

/ E

O Observed Frequency

E Expected Frequency

2

is used to test whether difference between observed & expected frequencies are

frequent.


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To find 2

table value degree of freedom should be calculated. Degree of freedom

is calculated using the formula (r 1)(c 1). The table value for this degree of freedom is

seen using 5% or 1% of significant level. If 2

table value is greater than 2

calculated

value, Null Hypothesis is accepted or Null Hypothesis is rejected.

To determine whether there is significant difference between gender & whether PA

is inherently unfair

Ho: There is no significant difference between gender & whether PA is inherently unfair

H1: There is significant difference between gender & whether PA is inherently unfair

GENDER

CHOICE

MALE

FEMALE

TOTAL

NO OF RESPONDENTS

YES NO

28 104

20 48

48 152

TOTAL

132

68

200

Expected Frequencies are:

(48 * 132) / 200 = 31.68 (152 * 132) / 200 = 100.32

(48* 68) / 200 = 16.32 (152 * 68) / 200 = 51.61


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SUMMARY

&

CONCLUSION

FINDINGS OF THE STUDY.


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y All the respondents feel that PA is conducted every year in the company.

y Majority of the respondents feel that job increments and promotions are strictly

based on PA and whereas few of them feel that it is not strictly based on PA.

y Majority of the respondents feel that PA objectives are partially informed, some of

them feel it is clearly informed and whereas few of them feel that it is not informed at

all.

y Majority of the respondents feel that purpose ofPA is for promotion, some of them

feel it is for salary increase and whereas few of them feel it is for training and

development.

y From the table it is seen that the ranking of methods employed in PA is give below:

FACTORS RANK

GRADING II

RANKING METHOD I

CHECKLIST METHOD III

FORCED CHOICE METHOD IV

y 58% of the respondent feel that feedback on PA is not collected and whereas

some of them feel that feedback on PA is collected.

y Majority of the respondents opinion regarding present PA system in the company

is good, some of the respondents opinion is average and whereas few of the

respondents opinion is poor. ! Majority of the respondents opinion regarding the

factors covered in PA is good, some of them feel it is average andwhereas few of

them feel it is poor.

y M

ajority of the respondents agree that improvements has to be made inP

A,some of them neither agree nor disagree ad whereas few of them disagree that

improvements has to be made in PA.

y Majority% of the respondents prefers PA by the HR department, some of them

prefer by third party and whereas few of them prefer through top level

management.

y Majority of the respondents agree that present PA system is to improved, some

of them neither agree nor disagree ad whereas few of them disagree.


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y Majority of the respondents suggest 360 degree appraisal for PA, some of them

suggest appraisal by result and whereas few of them suggest essay method.


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SUGGESTIONS

The top management should take up periodic programs to explain the objectives and the

related issues to the executives and queries should be thoroughly cleared

It is necessary to improve the performance analysis and review system in following areas

y There should be clear definition of rewards basing performance

y PAS should have direct bearing in promotions

y PA should be incident specific & productivity linked & not as per personal linking.

y Self-appraisal discussion with the assessing officer & then the officer recording his

appraisal will be ideal. Awareness is less in catering department

y Employees to work hard to achieve & a panel of officers withwhich interaction

happens during the course of your job should be appraising officer

y Every year a appraisal letter should be given to employee because that can make a

employee to show great affection to their job ascertained ! Subordinate & peers also

should have a role in individuals assessment

y Before or during PA, the reporting officer may discuss with the employee about his

plus or minus points in order to educate & improved the employees performance in

future

y Most of the assessment is based on personal interaction with evaluating officer

y Instead of giving overall rating in the paper good workers should be appreciated by

the way of given extra perks or increment

y The decision obtained at performance analysis should be implemented.


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CONCLUSION

The effectiveness of a system is to be determined by the people in it, the

system cannot become effective automatically. Simply by basing upon few

assumptions about the people involved in it. The same is the case with the executive

appraisal system of United Breweries LImited a considerable number of them have

come under Halo effect and stereotyping

Objectives of the appraisal system are not clear to most of the employees and

behavioral dimensions are not clearly understood

Unsatisfactory opinion in respect of existing system and self-assessment

Wide gap between formal appraisal system and self-assessment

Training needs are not met by the organisation inspite of doing serious

exercise in identifying them

There is lot of paper work in this system of appraisal by which the appraisal

is time consuming

The analysis has shown that most of the executives are in favour of a better

appraisal system, which is more transparent and has provisions for unbiased

assessment of performance


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BIBLIOGRAPHY


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BIBLIOGRAPHY

PERSONNEL MANAGEMENT - C.B.MAMORLA, S.V.GANKAR

STATISTICAL METHODS - S.P.GUPTHA

MANAGING HUMAN RESOURCES - BOHLANDER

HUMAN RESORCE MANAGEMENT - ASHWATHAPPA


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QUESTIONNAIRE

1. Gender : Male Female

2. Employee Category:

3. Age Group:

4. Experience:

5. Is every year PA is conducted by the company?

Yes No

6. Job increments and promotions are strictly based on PA?

Yes No

7. PA objectives are

Clearly informed

Partially informed

Not informed at all

8. Is PA inherently unfair


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Yes No

9. PA serves the purpose

of

Salary increase

Promotion

Training anddevelopment

Feedback

10. What methods are employed in PA

Grading

Ranking method

Checklist method

Forced choice method

11. PA forms/proceduresare

Management oriented

Employee oriented


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12. After PA, Feedback on PA is collected

Yes No

13. The opinion on

Very good

Good

Average

Poor

present PA system in the company?

14. Your opinion on the following factors covered in PA?

FACTORSVERY

GOOD

GOOD AVERAGE POORVERY

POOR

Job knowledge

Quality of work

Quantity of work

Ability of work

Hard work

Manner & obedience


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15. What is to be improved in PA?

FACTORSStrongly

agree

AgreeNeither

Agree nor

disagree

DisagreeStrongly

disagree

Appraisal by result

Confidentiality

Critical attributes

Role related attributes

Post appraisal actions

Feedback on PA

16. Among the following which one

PA by the HR department

PA by the third party

PA by top level management

Assessment center

do you prefer?

Ambarish Final

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