Performance Appraisal at UFLEX Ltd.

SUMMER TRAINING PROJECT ON“ PERFORMANCE APPRAISAL”

ATUFLEX LIMITED

PRESENTED BY:- MEENAKSHI BABBAR MBA 3rd SEM 107-MBA-10 MIET

INDUSTRY GUIDE :- MR. MOHIT BANSALFACULITY GUIDE:- MRS.MEENAKSHI

Introduction to UFLEX .

•UFLEX Ltd has risen to be the largest Flexible Packaging Company in India with an annual

turnover of more than US$ 150 million.

•The company's client list includes the Godrej, Heinz, Henkel, ITC (BAT Subsidiary), Nestle, Pepsi, Perfetti, Smith line-Beecham, Tata Chemicals, Tata

Tea and Unilever Group,Cadbury,p&g.

GROUP STRUCTURE

THE UFLEX LIMITED GROUP• UFLEX ENGINEERING DIVISION• UFLEX CHEMICAL DIVISION• UFLEX CONVERTING DIVISION • FLEX FOODS DIVISION

OBJECTIVE OF THE STUDY

•TO study the Performance Appraisal System in the Organization.

•TO offer suggestions and recommendation regarding the existing performance

appraisal system in the company.

ABOUT THE PROJECT

• Performance appraisal is planned activity, which is systematically performed without any bias. Performance appraisal is an objective activity i.e. it should be carried on honesty, sincerely and free from human bias and deliberate error. Performance appraisal identified the poor, average, good, and excellent workers

Characteristics of performance appraisal:

• Performance appraisal is the systematic examination of an employee’s strengths & weaknesses in terms of the job.

• Performance appraisal is a objective study. • It is an ongoing or continuous process where in the

evaluations are arranged periodically according to a definite plan.

Confidential report

• It is a descriptive report prepared, generally at the end of every year, by the employee's immediate superior.

• The report highlights the strengths and weaknesses of the subordinate.

• The report is generally not made public and hence no feedback is available.

Research Methodology

• Research Design: Descriptive Study• Data Type: Primary Data/ Secondary Data• Research Instrument: Questionnaire• Sample: Factory campus• Sample Size: 100• Sample Procedure: Judgement Sampling• Sampling Method: Personal survey method through preparation of

questionnaire

Process of Performance Appraisal

Corporate Head

Unit Head

HRP

HOD

DATA ANALYSIS

1. Does your company go for performance appraisal program?

80%

10% 10%

YES UNAWARENO

2. Which Method of performance appraisal does your company adopts?

85%

15%

Confidential Method Critical Incident

3. Are you satisfied with the method used?

28%

20%

52%

Partially Satisfied Not satisfied Satisfied

4. Why your company is doing performance appraisal?

30%

30%

17%

23%

TO GIVE INCENTIVETO RATE OVERALL PERFORMANCETO INCREASE OVERALL OUTPUTTO DEVELOP SKILLS

5. Who are performance raters?

10%15%

60%

15%

UNIT HEADHR PERSONNELHODSUPERVISORS

6. Do you get any kind of benefit?

70%

30%

YESNO

7. What are the criteria for measuring the performance?

14%

62%

24%

Company Policy & Return Employee Work Time Spent in Factory

8. According to you how often should the performance review take place?

90%

4%6%

ANNUALYHALFYEARLYQUARTERLY

.9. Were you informed about the performance appraisal model , used in the organization ,during

your induction?

100%

YESNO

10. How important do you think performance appraisal to your performance?

75%

15%10%

MOST IMPORTANTLESS IMPORTANTNOT IMPORTANT

11. What are the areas that should be improved upon?

40%

35%

15%10%

STANDARDSMONEYTARY INCENTIVESFREQUENCY OF APPRAISALAPPRAISER

12. In your opinion ,does the performance appraisal system give a proper assessment of your contribution to the

organization?

45%

55% YESNO

13. Can you suggest any new method, which can be used for performance appraisal?

80%

10% 10%

360 DEGREECRITICAL INCIDENTRATING SCALE

14. Do you think new method will be beneficial for the company?

70%

20%

10%

YESNONO COMMENTS

FINDINGS

•The method, which is been used by the company, is “confidential report”. •Employees want the method to be replaced by 360-degree performance appraisal as it is very new method. •Under this method the peers, managers etc. have to rate the employees performance. There is least chance for the biasness to occur.• 60% of the raters are the HOD of the company .

• The basic criteria kept in mind while doing the performance appraisal is the output, which is been given by the employee and the overall work done by him during the period.

• After the performance is been rated the various kind of benefits are given to the employees as 70% said yes.

• 30% employees are partially satisfied and 20% are not satisfied by the present performance appraisal method used they want to go for a change and 70% said that the new method will definitely be beneficial for the company.

CONCLUSION

• In Uflex , they are using the “CONFIDENTIAL METHOD” mostly to grade the performance of the employees.

• This method is very convenient to be used. But the drawback associated with the method is that it has now become an out dated method to be used because there are chances of biasness to occur for a particular employee by the raters.

• The results are not discussed with the employees.

Suggestions & Recommendations

• The company should go for the 360degree performance appraisal. • The method of the company should be changed so that the employees have no chance to

complain for the method.

• For the top management of the company ,appraise performance by recognizing their work in meetings etc. this will help to raise their moral and they can work better. They don’t want financial help as they earn enough to maintain their status. They want their work recognition.

• The results are to be discussed with the employees.

• The employee should be aware of the performance appraisal technique at the time of induction.

THANK YOU