PROJECT REPORT ON “PERFORMANCE APPRAISAL” For DABUR INDIA LIMITED (Sahibabad Unit) A report submitted By In partial fulfillment of the requirement of the Bachlor Degree in Business Administration, Ideal Institute of Management and Technology(GGSIP Univ.)Delhi Under the guidance of: Ms DEEPICA GUPTA
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PROJECT REPORT
ON
“PERFORMANCE APPRAISAL”
For
DABUR INDIA LIMITED(Sahibabad Unit)
A report submittedBy
In partial fulfillment of the requirement of the Bachlor Degree in Business Administration, Ideal Institute of Management and Technology(GGSIP Univ.)Delhi
Under the guidance of:
Ms DEEPICA GUPTA HR OfficerDabur India LimitedSahibabad (U.P)
CERTIFICATE OF ORIGIN
I hereby declare that the project titled “ PERFORMANCE APPRAISAL” at
Dabur India Limited is original and bona fide work carried out by me during the
year 20010-2011 under the able guidance of Mr. Pawan Ponia in partial fulfillment
of the requirement of Bachlor Degree in Business Administration at Ideal Institute
of Management and Technology(GGSIP Univ.).
I also declare that this project is a result of my effort and no part of this project has
been published earlier or been submitted as a project by me for any degree or
diploma for any institute or university.
Batch : 20010-2013Registration No : 04013401910Place : DELHI
IIMT(GGSIP Univ.)Delhi
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ACKNOWLEDGEMENT
I express my sincere gratitude to my industry guide Ms.DEEPICA GUPTA, HR
OFFICER, DABUR INDIA LIMITED SAHIBABAD(U.P). for his able guidance,
continuous support and cooperation throughout my project, without which the present
work would not have been possible.
I would also like to thank the entire team of DABUR INDIA LIMITED, for the constant
support and help in the successful completion of my project.
Also, I am thankful to my faculty guide MRS.ANJALI of my institute, for their
continued guidance and invaluable encouragement.
TABLE OF CONTENTS
Page nos
Section 1 EXECUTIVE SUMMARY 07
Section 2 Daburas FMCG 08
Section 3 Company Profile 09
Section 4 Company History 10
Section 4.1 Milestones to success 11-14
Section 4.2 Its Products Worldwide 14
Section 4.3 Corporate Governance 15
Section 4.4 IT initiatives 15
Section 4.5 Future Challenges 15
Section 4.6 Central Procurement & Planning Department 16
Section 4.7 Quality Objectives 16
Section 4.8 Organization Structure 17
Section 4.9 Dabur Products 18-20
Section 4.10 Vision and Mission 21
Section 4.11 Core Values 21
Section 4.12 Major Strategic Business Units 22
Section 5 Research and Methodology 23-25
Section 6 Human Resources at Dabur 26
Section 7 Introduction to Performance Appraisal 27
8. Merit raise when the employees meet the standard
9. Support of co-workers and superiors
10. Superiors responsible for the progress of DIL
X
1. EXECUTIVE SUMMARY
In today’s scenario, Human capital is acknowledged as one of the most potent sources in contributing directly and significantly in the growth of any organization.
This project attempts to explore the most effective “HR policies and practices” for smooth sailing of an organisation.
It was a research conducted to get the feedback of the employees from different departments about the existing performance appraisal system followed in the organization.The main research objective was to understand the relevance of wide variety of methods and techniques that can be explored towards performance of the organizational goals. In today’s competitive world every organization is geared towards maximum return with minimum investment. Human Resource Management plays a vital role towards planning & controlling cost effective manpower support. This is widely affected by planning and implementing “Effective Performance Appraisal System” which is the paramount part of this project
Channelising human energies in a predetermined desirable direction are not possible unless harmonious relations are maintained among team members involved in business development. Concept of employee retention was also understood through the project study. The ways adopted by companies to manage grievances and stress and thereby motivating the employees and reducing employee turnover were studied through the project.
2. DABUR AS AN FMCG COMPANY
Today, the FMCG is the fourth largest sector in the Indian economy and there are many
Founding Thought: “ What is that life worth which cannot bring comfort
to others.
Vision: “ Dedicated to the health and well being of every household”.
Mission: “ To become a leading nature-based health and family care
Products Company”.
4.11 Core Values
Ownership : Accept personal responsibility, and accountability
to meet business needs.
Passion for Winning : Leaders in the area of responsibility, with a deep
commitment to deliver results. Determined to be the
best at doing what matters most.
People Development : People are the most important asset. Add value
through result driven training, and we encourage &
reward excellence.
Customer Focus : Superior understanding of consumer needs and
develop products to fulfill them better.
Team Work : Work together on the principle of mutual trust &
transparency in a boundary-less organisation.
Intellectually honest in advocating proposals,
including recognizing risks.
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4.12 Major Strategic Business Units
In India, the Company’s business is carried out by three Strategic Business Units
(SBUs) namely:
Consumer Care Division, with a share of 82% in its total sales.
Consumer Healthcare Division, with a share of 8% in its total sales.
Dabur Foods Limited as a wholly owned subsidiary with a share of 10% in its total
sales.
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5. RESEARCH AND METHODOLOGY
Research is an organized inquiry designed and carried out to provide information to solve
the problem. The fact, search is an art of scientific investigation of a certain problem.
“Research is the process of systematically obtaining accurate answers to significant and
pertinent questions by the use of the scientific methods gathering and interpreting
information”.
a. Sample size:
Sample size is 50. Data was analyzed by surveying employees from different
departments.
b. Sample design:
This part is done through discussing and analyzing with my project guide and
referring to the subject regarding this topic. It was a random sampling.
c. Mode of analysis:
The methods used to analyze the data are as follows:
1) To study the importance of performance appraisal in the organization.
2) To find out whether the employees are satisfied with the present
performance appraisal system or not.
3) Interpret and analysis of the data and present it in a proper manner.
4) Uses of Microsoft excel for preparation of graph.
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Title of the study
The title of the study is ‘Performance Appraisal’ at Dabur India Limited, Ghaziabad
(U.P)
Objective of the study
1) To study the performance appraisal system in the organization.
2) To find out how the performance of employees is assessed.
3) To review how the performance appraisal system helps in placement, selection,
promotion and transfer of the employees.
4) To find out the problems faced by the staff in preparing their BBO’s (Business
Building Objective).
5) To offer suggestions and recommendation regarding the existing performance
appraisal system in the company.
Limitations of Performance Appraisal
1) The opinion of staff and manager are often in opposition, causing de-motivation.
2) The process is usually manager driven and the staff member is expected to be
compliant in the interview.
3) The process usually involves manager giving their opinion and the staff member
having to defend the position, rather than a positive discussion.
4) There is no room for remedial action during the year.
5) The process is usually done in a rushed manner to meet the budget development
process and therefore loses its relevance to performance.
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SOURCES OF DATA
Data Collection is the collection of necessary detail to gain further information. This
requires both primary and secondary data.
A. Secondary data:
My HR guide, Mr. Pawan Ponia in Dabur India Limited, helped me in secondary
data collection.
Field Work:
Fieldwork is done for the purpose of collection of data. The fieldwork involved here are:
Regular research to gather information on the relevant topic and have them
compiled according to the project specification.
For getting proper guidance for the project, often discussion with the guide.
]
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6. HUMAN RESOURCE AT DABUR
Dabur places great deal of confidence on its excellent pool of human resources, which it
realizes is the key to its further growth strategy. The company continued its efforts to
further align its HR policies, processes and initiatives to meet the business needs.
In line with its focus on international operations, Dabur implemented a uniform HR
structure across all the groups company’s operations. This will enable seamless
transaction s between domestic and overseas position. Also the integration of the
personnel of the erstwhile Family Products Division (F.P.D) & Healthcare Products
Division (H.C.P.D) was implemented efficiently to suit the requirements well within
time. Major initiatives taken were:
Dabur implements performance metrics for all key positions based on two aspects
of the Balanced Score Card Approach- Financial and Internal Business Process.
This approach clearly outlines the expectation from each position and will be
upgraded to include two more aspects for any key managerial positions in future.
The Company institutionalized the “Assessment and Development
Center”(A.D.C) approach to all positions from staff to officer cadre and also at the
senior levelsto objectively identify, develop and promote the talent from within,
and to provide individual feedback for development of the participating
employees.
To encourage learning, the Company is planning to set-up a learning center,
which will be equipped with a library, I.T & Web based sources of knowledge. It
is also in the process of setting up a knowledge management portal and a
leadership and capability development cell
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Dabur is committed to attract fresh talents. Towards this end, the company
required over 20 candidates from leading management and engineering institutes
in the country, who will be inducted.
7. INTRODUCTION TO PERFORMANCE APPRAISAL
This is a technique, not universally accepted, of assessing the performance of employees
against agreed targets. The personnel practitioners would be most likely to be involved in
designing the procedures, leaving the line managers normally to administer the process.
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.
7.1 Aims of Performance Appraisal
The following aims might be considered when examining a performance appraisal
system:
Use reliable, fair and objective measures of performance, compare actual
with planned performance, and provide feedback to the appraisee.
Make provision for the allocation of both extrinsic rewards (performance
related pay) and intrinsic rewards (opportunity to enhance one’s skills)
following the assessment process.
Recognize that performance management is the heart of the general
management process.
7.2 Objectives of Performance Appraisal
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Data relating to performance assessment of employees are recorded, stored and
used for several purposes. The main purposes of employee assessment are:
To effect promotions based on competence and performance.
To confirm the services of probationary employees upon their completing the
probationary period satisfactorily.
To assess the training and development needs of employees.
To decide upon a pay raise where regular pay scales have not been fixed.
7.3 Appraisal Techniques
Certain techniques are available to evaluate the performance of the employee.
Written report : The appraiser writes about the strengths, weaknesses, previous
performance and potential of the appraisee, with suggestions for
improvement. It is important that the appraiser is perceptive with
reasonable writing skill.
Critical incidents : The appraiser highlights incidents or key events that show
the appraisee’s behavior as exceptionally good or bad in relation to
particular outcomes at work. This exercise would depict desirable
behaviors as well as behavior that signal a need for improvement.
Graphic Rating Scale : This is a popular appraisal technique and it lends itself
to quantitative analysis and comparison of data. A set of performance
factors id identified, including such characteristics as quality of work,
technical knowledge, cooperative spirit, integrity, punctuality and
initiative. The appraiser would go through the set of factors rating them,
for e.g., on a scale 1 to 5 where the highest number would denote the best
rating.
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Multi-person Comparison : This technique is relative rather than an absolute
measure, is used to assess one person’s performance against one or more
other individuals.
Multi-rater Comparative Evaluation : The total appraisal process consists of
interviews, psychometric testing, simulations of relevant work activities,
peer appraisals and appraisals by trained assessors.
Self-appraisal : Self-appraisal has introduced as a mean for empowering
employees, enhancing teamwork and raising awareness of quality. The
employees are given appraisal forms on which they evaluate themselves
against criteria such as attendance, productivity, quality, safety, teamwork
and commitment.
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7.4 Who are Raters?
Raters can be immediate supervisors, specialists from the HR department,
subordinates, peers, committees, clients, self-appraisals, or combinations of
several. Immediate supervisor is the most fit candidate to appraise the
performance of his or her subordinates as no one is more familiar with the
subordinate’s performance than his or her superior. Subordinates can assess the
performance of their superiors. This helps in assessing an employee’s ability to
communicate, delegate work, allocate resources, disseminate information and
resolve intra-personal conflict. Peers are in a better position to evaluate certain
facts of job performance, which the subordinates or superiors cannot do.
Where superiors, subordinates and clients, make the appraisal it is called 360-
degree system of appraisal.
7.5 What should be Rated?
Quality : The degree to which the process or result of carrying out an activity
approaches in terms of fulfilling the activity’s intended purpose.
Quantity: The amount produced, expressed in monetary terms, number of
units or number of completed activity cycles.
Timeliness : The degree to which an activity is completed or a result produced
at the earliest time desirable
Cost Effectiveness : The degree to which the use of organization’s resources is
maximized in the sense of getting the highest gain by minimizing the losses.
Need for Supervision : The degree to which a job performer can carry out a
job function.
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Interpersonal Impact : The degree to which a performer promotes feeling of
self-esteem, goodwill and cooperation among co-workers and subordinates.
7.6 Factors Determining Performance Evaluation
Halo Error : A halo error takes place when one aspect of an individual’s
performance influences the evaluation of the entire performance of the
individual. Rating employees separately on each of a number of performance
measures and encouraging raters to guard against the halo effect are the two
ways to reduce the halo effect.
Leniency : Every evaluator has his own value system, which acts as a standard
against which he makes his appraisals. Relative to the true or actual
performance an individual exhibits, some supervisors have a tendency to be
liberal in their ratings.
Central Tendency : This occurs when the evaluator assigns average or middle
ratings to the employees. The attitude of the rater is to play safe. This safe-
playing attitude stems from certain anxieties and doubts about the behavior of
employee. Such tendency distorts the evaluation.
Rater Effect : This includes favoritism, stereotyping and hostility. Excessively
high or low scores are given only to certain individuals or groups based on the
rater’s attitude towards the rate. Age, sex, race and friendship biases are
examples of this type of error.
Perceptual Set: This occurs when the rater’s assessment is influenced by
previously held beliefs. If supervisor, for example, has a belief that employees
hailing from one particular region are hard working, his subsequent rating of
an employee hailing from that region tends to be favorably high.
Spillover Effect : This refers to allowing past performance appraisal ratings to
unjustifiably influence current ratings. Past ratings, good or bad, result in
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similar rating for the current period although the demonstrated behavior does
not deserve the rating good or bad.
Status Effect : It refers to overrating of employees in higher level job or jobs
held in high esteem, and underrating employees in lower level job or jobs held
in low esteem.
7.7 Appraisal Methods
The last to be addressed in the process of designing an appraisal program is to
determine methods of evaluation. Numerous methods have been devised to
measure the quantity and quality of employee’s job performance. Broadly, all the
approaches of appraisal can be classified into:
Past oriented Methods, and
Future oriented Methods
Past Oriented Methods
Rating Scale : This is the simplest and most popular technique for
appraising employee performance. The typical rating scale consist of
several numerical scales, each representing a job related performance
criterion such as dependability, initiative, output, attendance, attitude, co-
operation, and the like. Each scale ranges from excellent to poor. The rater
checks the appropriate performance level on each criterion, and then
computes the employee’s total numerical score. The number of points
scored may be linked to salary increase. The disadvantages of this method
are several. The rater’s biases are likely to influence evaluation.
Checklist: Under this method, a checklist of statements on the traits of the
employee and his or her job is prepared in two columns i.e., a ‘Yes’ and a
‘No’ column. All that the rater should do is tick the ‘Yes’ column if the
answer to the statement is positive and in column ‘No’ if the answer is
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negative. After ticking off against each item, the rater forwards the list to
the HR department where the actual assessment of the employee takes
place. The advantages of a checklist are economy, ease of administration,
limited training of rater and standardization.
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Essay Method : In the essay method, the rater must describe the employee
within a number of broad categories, such as:
i) The rater’s overall impression of the employee’s performance,
ii) The promotability of the employee,
iii) The jobs that’s the employee is now able or qualified to perform,
iv) The strengths and weaknesses of the employee,
v) The training and the development assistance required by the employee
The strength of the Essay method depends on the writing skills and
analytical ability of the rater. A problem with this method is that the ratees
may be rated on the quality of the appraisals that they give.
Ranking Method : In this, superior ranks his or her subordinates in the
order of their merit, starting from the best to the worst. The HR
department knows that A is better than B. The ‘how’ and ‘why’ are neither
questioned nor answered. This method is subject to the halo effects. Its
advantage includes ease of administration and explanation.
Forced Distribution Method : One of the errors in rating is leniency-
clustering a large number of employees around a high point on a rating
scale. This method seeks to overcome the problem by compelling the rater
to distribute the ratees on all points on the rating scale. The method
operates under an assumption that the employee performance level
conforms to a normal statistical distribution. The major weakness of the
forced distribution method lies in assumption that employee performance
levels always conform to a normal distribution.
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Future Oriented Appraisal
Management by objective : I t was Peter Drucker who gave first the
concept of MBO to the world way back in 1954.. Application of MBO in
the field of performance appraisal is a recent thinking. One comment made
against the approach is that it is not applicable to all jobs an all
organization. Objectives are agreed and formulated at the beginning of the
period under review, and the appraisee is given the necessary assistance
and training to facilitate the achievement of those objectives.
Psychological Appraisal : Large organization employs full-time industrial
psychologists. When psychologists are used for evaluations, they assess an
individual’s future, potential and past performance. The appraisal
normally consists of in-depth interviews, psychological tests, discussions
with supervisors and a review of other evaluations. The psychologist then
writes an evaluation of the employee’s intellectual, emotional,
motivational and other related characteristics that suggest individual
potential and may predict future performance. From these evaluations,
placements and development decisions may be made to shape the person’s
career.
Assessment Centers : Mainly used for executive hiring. Assessment
centers are now being used for evaluating executive or supervisory
potential. An assessment center is a central location where managers may
come together to have their participation in job-related exercises evaluated
by trained observers. Assesses are requested to participate in in-basket
exercises, work groups, computer simulations, role playing and other
similar activities. After recording their observations of ratee's behaviors,
the raters meet to discuss these observations. Self-appraisal and peer
evaluation are also thrown in for final rating.
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360-Degree Feedback : Where multiple raters are involved in evaluating
performance, the technique is called 360-degree appraisal. The 360-degree
technique is understood as systematic collection of performance data on an
individual or group, derived from a number of stakeholders- the
stakeholders being the immediate supervisors, team members, customers,
peers and self. The 360-degree appraisal provides a broader perspective
about an employee’s performance. However, there are drawbacks
associated with the 360-degree feedback. Receiving feedback on
performance from multiple sources can be unapproachable. It is essential
that the organization create a non-threatening environment by emphasizing
positive impact of the technique on an employee’s performance and
development. More and more number of firms are using 360-degree
appraisal technique to assess the performance of their employees.
7.8 Appraisal Process
The figure outlines the performance appraisal process. Each step in the process is
crucial and is arranged logically.
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Objectives ofPerformance Appraisal
Establish JobExpectations
Design anAppraisal Program
Appraise Performance
PerformanceInterview
Use Appraisal Data forAppropriate Purpose
8. PERFORMANCE APPRAISAL AT DABUR
8.1 The System
Performance Appraisal of Grade VI and below in Dabur is carried out through
‘RATING METHOD’. Their immediate superior does performance appraisal and
HR department reviews it. Performance Evaluation is done by Contribution
Enhancement Plan (CEP) at the end of the year. CEP forms the core of
Performance Appraisal system of employees (Grade VI and below in Dabur)
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The performance appraisal of executives in Dabur is carried out through rating
system of performance appraisal by their immediate supervisor and then reviewed
by latter’s boss. The performance appraisal system followed at Dabur is ‘Rating
Method’ and ‘Action by Objectives Method’.
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The broad structure of the system can be laid down as:
Evaluation of individual onAssessment parameters
Assessment of rating by appraiser through5-point Rating Scale
Discussion of rating with reviewer
Computation of overall final rating by theUse of Rating scale table
Assessment of training DevelopmentNeeds of individual
Constructive feedback given by AppraiserTo Appraisee
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The performance appraisal of executives in Dabur is carried out through rating system of
performance appraisal by their immediate supervisor and then reviewed by latter’s boss.
The performance appraisal system followed at Dabur is ‘Rating Method’ and ‘Action by
Objectives Method’.
The broad structure of the system can be laid down as:
8.2 Mechanism
The evaluation under CEP consist of following steps:
i. Appraiser does the rating after considering individual assessment parameters
of every employee.
ii. Scores are given against each assessment parameter of an individual in the
rating column on the basis of 5-point rating.
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iii. Rating is reviewed with the reviewer.
iv. Total score is computed by adding all the scores.
v. The rating category corresponding to the appropriate range of total scores is
selected as overall final performance rating of employees from rating scale
table.
vi. The individual development form is filled by the Appraisee, which is further
utilized for training and development needs of employees, besides giving a
direction to his/her career growth in the organization.
vii. After completing the appraisal, a constructive feedback should be given to
the Appraisee by the Appraiser in presence of reviewer.
Finally, Contribution Enhancement Plan discusses rating for deciding upon the
performance rewards in the form of:
Annual Rewards
Promotions
8.3 Contribution Enhancement Plan
Contribution Enhancement Plan or CEP is a process, which will enable Dabur to
improve organizational contribution through enhanced contribution of individual.
It aims to establish formal individual objectives and to review subsequent
contribution in order to reinforce successful behaviors, to correct shortfalls and to
plan training and development activities. The system will ensure that all
management staff employees are aware as to what is expected from them. This is
a developmental plan for the improvement in contribution of executives towards
organization’s or SBU’S achievement of objectives and its development. It is
categorized into 2 parts:
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Contribution Enhancement Plan {(CEP)A}
Contribution Enhancement Plan {(CEP)B}
Contribution Enhancement Plan (A) evaluates the contribution of an individual and
decides revision in fixed pay and Contribution Enhancement Plan (B) is concerned
with variable pay.
8.4 Objectives of CEP
i) To establish formal contribution standards.
ii) To establish a system that is fact based and minimizes subjectivity in the
assessment of an individual’s contribution.
iii) It should provide constructive feedback for development of an employee.
iv) Enable the individual to evaluate his/her own areas of strengths and areas
of improvement for being a better manager.
8.5 Applicability of CEP
i) The system is applicable to Grade V and above employees of the
company.
ii) Setting of 3 to 5 BBO’s, which are measurable.
iii) Related to area/position in which employees operates.
iv) Evaluation of contribution and focus on employee development.
8.6 Business Building Objective (BBO’s) Process
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Business Building Objectives (BBO’s) are mutually agreed objectives between an
employee and his/her superior. These are tangible business targets, which are
measurable.
The first stage is for the person initiating the review cycleto understand the
business plan so that there is clarity about the direction and priorities of the
organization. This will help ensure that individual BBO’s support the overall
business plan.
8.7 BBO’s Identification and Review Processes
BBO’s needed to be established the light of the annual business plan. The set
objectives must be relevant in context with each individual role.
The employees must prepare in advance his/her draft objectives for the next year
and contribution against objectives set for the past year. The same need to be
carried by the appraisee for discussion with the appraiser. The appraiser will also
come prepared with BBO’s (both past and future) for the employee. At the
meeting they will discuss the year ahead and seek agreement on various
objectives. During the same meeting they will also discuss the contribution
against the past year’s BBO’s. Once the objectives for the next year are set and
agreed upon the same need to be communicated to the employee in writing. The
employee shall be evaluated against BBO during mid-year at the end of
assessment year.
BBO’s identification, assessment and review of contribution, assessment of traits
and skills, training and development needs and plans will be joint responsibility if
the appraisee and the appraiser. The reviewer needs to be satisfied that the key
elements of the process have done correctly.
8.8 Conduct the Interim Contribution Review/s
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In the mid of the assessment year the appraiser and the appraisee should meet to
review the progress against the set BBO’s. This should include a discussion of an
assessment of whether any BBO’s should be amended, deleted or introduced. The
Interim Contribution Review is a formal opportunity to reinforce effective
behaviors, identify and correct any problems, give general feedback/advice, and to
ensure the annual assessment will be fair. This should be recorded in writing and a
copy is given to the individual.
8.9 Category of Contribution
The Contribution rating is to be done on a 5-point scale for each set BBO. Their ratings are
as follows:
Rating Qualitative Description Score
Outstanding (OS)
Consistently exceed job expectations and standards.
Employee contribution has been exemplary and has displayed good grasp of the job and handles additional responsibilities with confidence and ease, while overcoming exceptional challenges or applying unique solutions.
5
Strong (ST)Very good contribution and often exceeds job expectations. A good learner who can handle the job with minimum supervision.
4
Good (GD)Meet expectation on most of the set objectives. Requires occasional supervision and has adequate knowledge of the job.
3
Satisfactory (ST)
Inconsistent in meeting the set objectives. Needs regular guidance. Has knowledge about the job however the same needs to be brushed up
2
Below Expectations (BE) Contribution is much below the set targets. 1
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Constantly needs supervision and guidance. Processes low level of job knowledge and skills
8.10 Contribution Grid
The contribution grid for arriving at final rating is as follows:
Final Rating Total Score Range
Outstanding 4.26-5.00
Strong 3.51-4.25
Good 2.51-3.50
Satisfactory 1.51-2.50
Below Expectation <1.50
8.11 Assessment of Managerial Effectiveness
CEP forms pertains to evaluation of managerial competencies. Performing each job requires
application of certain behavior traits/skills. Therefore, it is desirable to assess the appraise
on traits/skills. The appraiser will pick the relevant traits/skills applicable to the job/function.
Minimum of 6 and maximum of 8 traits/skills must be chosen after careful thought and
thereafter rated on 5-point scale as mentioned below:
Skills/Traits Ratings
Strongly Demonstrated 5
Fairly Demonstrated 4
Present but not constantly demonstrated 3
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Require significant development 2
Not up to the expectation 1
8.12 Contribution Review Discussion
The Contribution Review Discussion is intended to be an enriching process both
for Appraise and Appraiser. This is a critical and final stage of the entire CEP and
therefore has to be handled with utmost sensitivity, so that maximum value
addition is derived from this interaction between Appraise and Appraiser.
8.13 Contribution Enhancement Plan B (CEP B)
After evaluation under Contribution Enhancement Plan (B), variable for each
executive is compared through (CEP B). Variable pay is a lump sum amount to be
paid to appraise once a year on the basis of the performance.
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The assessment of variable pay is done using the following table:
Criterion% of fixed amount if
criterion is 100 fulfilled
Company’s performance 33%
Unit/SBU’s performance 33%
Individual performance 34%
If the company’s performance meets the targeted performance then it will be
calculated as: (company’s actual performance/company’s targeted performance)*
100%.
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9. TRAINING AND DEVELOPMENT
Dabur should hire professionals from outside to head key positions to become a player of
repute. In 1998, business was not big and being a family-owned company, there were
issues in hiring. Dabur was hiring literally at the rate of 20-30%. They started hiring from
campuses only in 1996-97. They went to the campuses and carried out serious brand
building exercise. Today their lateral hiring has come down to around 10-15%. Dabur
expanded their business and went to IIM for hiring. They also evolved new strategies and
a more structured hiring process. This was a huge success and they hired close 100
people in the last two years. The attrition rate at management level is 10% while at the
field staff level its 16%. Dabur has also introduced Esops for freshers to address the
retention issue right at the entry level. Currently, the annual training spend is around
Rs 1.5 crore.
Training and Development plays a vital role in CEP, which pertains to identification of
training needs through a joint process of discussion between Appraise and Appraiser. The
employee himself does this through guidance, feedback counseling and task force
assignment including self-development initiatives.
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10. ANALYSIS AND INTERPRETATION
Q1. Do you think that Performance Appraisal is essential for the employees of the
company?
a) Fully
b) Partially
c) Not at all
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Analysis and Interpretation:
It shows 80% of the employees agree that performance appraisal is essential for the
employees of the company and 20% of the employees partially agree.
Currently annual appraisal system in Dabur India Limited is carried out for the employees
at executive levels and above only. The target set may be reviewed quarterly so that
strengths and weaknesses, if any, can be assesses and remedial measures suggested
accordingly.
Q2: Performance appraisal has been described as the responsibility, which is not liked
by the superiors. Do you think so?
a) Yes
b) Partially
c) Not at all
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Analysis and Interpretation:
46% executives say that they consider performance appraisal as the responsibility they
liked the least. 27% executives agree that it is a responsibility not liked by them and
remaining 27% denies about any such probability.
Considerable amount of time is spent for getting the appraisals done as per the existing
system. The company should improve the existing system by designing and
implementing departmental performance review system on a quarterly basis.
Q3: Do you agree that self-appraisal prior to performance appraisal facilitates you to
get high ratings?
a) Completely
b) Partially
c) Not at all
*
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Analysis and Interpretation:
45.5% of the employees say partially self-appraisal facilitates to get high ratings, 27.3%
employees agree completely and other 27.2% say self-appraisal does not help in high
ratings in performance appraisal.
Many FMCG companies (eg. Britannia) have implemented the self-appraisal system.
This has proved helpful in identifying the needs for in-house group
discussions/counseling methods/training and development programs.
Q4: Does your supervisor give you effective feedback on a regular basis?
a) Yes
b) Depends on the employees
c) Not at all
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Analysis and Interpretation:
It is clear in the graph that 100% of the employees say that the superior gives them
effective feedback on a regular basis.
Any company should give feedback to the employees periodically. They can also extend
proper diagnostic tips/ counseling methods at the required level.
Q5: Do you think that performance appraisal is the tool that improves employees’
performance level?
a) To a great extent
b) To some extent
c) Not at all
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Analysis and Interpretation:
The graph shows 74% employees agree that up to a great extent, 18% say that to some
extent and 8% of the employees believe performance appraisal not at all improves
performance appraisal.
Currently the company’s existing appraisal system is on annual basis. This may be
reviewed on a quarterly basis, which will help in assessing the strengths and weaknesses
of executives and role modifications can be suggested accordingly.
Q6: Are you capable of achieving goals set for you?
a) Consistently
b) Occasionally
c) Never
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Analysis and Interpretation:
The graph shows 100% of the employees are consistently capable of attaining their set
goals.
The target achieved by the employees may be vis-à-vis the target achieved last year. The
company should endorse proper diagnostic mapping for role modifications/ training and
development needs.
Q7: To what extent is the Dabur India Limited making progress towards its mission
and goals?
a) To a great extent
b) To some extent
c) No opinion
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Analysis and Interpretation:
In this graph 82% of the employees say that Dabur India Limited is making progress
towards its mission and goals to a great extent and 18% employees say that only to some
extent company is making progress towards mission and goals.
For the further progress of company’s mission and goals organizational planning and
development department should be involved for quarterly analysis of the feedback
received.
Q8: Do you get merit raise when the performance evaluation indicates that you are
meeting the set standard on the job?
a) To a great extent
b) To some extent
c) Not at all
Analysis and Interpretation:
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70% of the employees say up to a great extent they get merit raise, 20% employees say
that up to some extent they get merit raise and minority of 10% employees agree they do
not get any merit raise.
Apart from the merits awarded based on the performance indicators, HR should introduce
system for proper recognition rewards to such employees.
Q9: Do your co-workers and superiors help you to cope up with your poor
performance?
a) To a great extent
b) To some extent
c) Not at all
Analysis and Interpretation:
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The graph shows 53% of the employees say up to great extent their co-workers and
superiors help them to cope up with their poor performance and 47% say to some extent.
Dabur India Limited can also concentrate on designing and implementing proper in-house
counseling program through group discussions/ personal interaction.
Q10: In your opinion to what extent are the superiors responsible for the progress of
Dabur India Limited?
a) To a great extent
b) To some extent
c) Not at all
Analysis and Interpretation:
The graph shows 37% of the employees believe to a great extent superiors are responsible
for the progress, 28% are responsible to some extent and 35% say the superiors are not at
all responsible for the progress of the company.
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For the progress of the company the performance appraisal of the top-level management
are also to be carried on a quarterly basis. Competency skills are to be assessed and
effective role modification areas are to be suggested.
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10.1 QUESTIONNAIRE ON PERFORMANCE APPRAISAL
Name:
Age:
Gender:
Qualification:
Experience:
Department:
Q1: Do you think that Performance Appraisal is essential for the employees of
the company?
a) Fully
b) Partially
c) Not at all
Q2: Performance appraisal has been described as the responsibility, which is
not liked by the superiors. Do you think so?
a) Yes
b) Partially
c) Not at all
Q3: Do you agree that self-appraisal prior to performance appraisal facilitates
you to get high ratings
a) Completely
b) Partially
c) Not at all
Q4: Does your supervisor give you effective feedback on a regular basis?
a) Yes
b) Depend on the employees
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c) Not at all
Q5: Do you think that performance appraisal is the tool that improves
employees’ performance level?
a) To a great extent
b) To some extent
c) Not at all
Q6: Are you capable of achieving the goals set for you?
a) Consistently
b) Occasionally
c) Never
Q7: To what extent is the Dabur India Limited making progress towards its
mission and goals?
a) To a great extent
b) To some extent
c) No opinion
Q8: Do you get merit raise when the performance evaluation indicates that you
are meeting the set standard on the job?
a) To a great extent
b) To some extent
c) Not at all
Q9: Do your co-workers and superiors help you to cope up from your poor
performance?
a) To a great extent
b) To some extent
c) Not at all
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Q10: In your opinion to what extent the superiors responsible for the progress of
Dabur India Limited?
a) To a great extent
b) To some extent
c) Not at all
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11. SUMMARY OF FINDING
Presently, Dabur India Limited is following annual appraisal system for employees at the executive and the above level only. The target may be reviewed on a quarterly basis.
Time is a crucial factor. Company can delegate the responsibility to employees by designing and implementing performance review system on a quarterly basis.
The self-appraisal system is widely adopted by other FMCG companies, which is helpful in identifying need for in-house group discussions/ counseling methods.
Superiors should give feedback to employees periodically. They can also provide proper diagnostic tips/ counseling methods at required level.
Dabur has an existing system on annual basis. They can review on quarterly basis.
Dabur India Limited can endorse proper diagnostic mapping for role modifications/ training and development needs.
Company can also involve organizational planning and development department to achieve its mission and goals.
For the merit raise, HR should introduce system for proper recognition rewards to such employees.
Company should mainly concentrate on in-house counseling program through group discussions/ personal interaction for the better performance of employees.
Competency skills should be assessed and effective role modification areas can be suggested for the better progress of the company.
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12. RECOMMENDATION
In order to have a better liaison within the co-workers and their superiors the
company should have a well-planned communication system and employees’
views should be taken into consideration.
While working under pressure the employees performance is affected so it
becomes necessary that the management should try to analyze the strengths and
weaknesses of the employees.
Teamwork should be assigned to employees, which will be helpful in establishing
leadership qualities and also becoming aware of other’s problems.
Employees should be given proper training and development programs to learn
new concepts and technologies as to expand their capabilities, knowledge, skills
etc.
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13. CONCLUSION
In the new millennium when the corporate world is designing newer techniques for
developing employees and retaining them, Dabur India Limited is no way behind and the
organizational structure is such that people works hand in hand to align the organizational
goals with the individuals’ goals.
Evaluation of employees’ performance is helpful as to strengthen the employees’
productivity, their promotion, transfer, training and development needs etc. The
organization has implemented the evaluation process not only to evaluate the
performance of employees but also for their increment and promotion. The company
follows a transparent performance appraisal system with no personal bias because it is
wholly based on individuals’ contribution towards the organization. But there are some
loopholes in the system that should be analyzed and corrective measures should be taken.
To sum it up, this project has provided me with opportunities to learn different areas of
the HR function and has given me stepping-stones to climb up to reach the summit of HR
at the end of my career.
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14. BIBLIOGRAPHY
For the purpose of this study, some broad sources of literature were referred to:
Textbooks
i) Human Resource and Personnel Management- By K.Ashwathappa
ii) The essence of Human Resource Management- By Eugene Mc Kenna