A STUDY ON PERFORMANCE APPRAISAL PROCEDURES AT MAHA CEMENT

SIVA SIVANI INSTITUTE OF MANAGEMENTKOMPALLY, SECUNDERABAD

Structure of the organization chairman & managing director Board of directors Different department’s of HOD

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CMD

Board Of Directors

HODHOD HOD

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HOD 1) Chairman & board of directors2) Top management3) Senior management4) Middle management5) Junior management6) Staff management

Top Management Senior vice president All vice president’s

Senior management All G.M’s Deputy G.M Senior G.M Asst. G.M

Middle management All Managers’ Asst. manager Senior manager

Junior management

Junior officer senior officerStaff and Assistant Supervisor HR in Maha Cement

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HR (DGM) Deputy General Manager

Admin

HR Deputy Manager HR Manager

HR Officer Asst. Officer HR

Basic HR junction is followed in the organization &

The junctions are as follows:--Recruitment &Selection-Training & Development-Performance Appraisal-Employee Relations

B) Ranking –As far as production is concerned Maha cement is ranked 2nd in A.P C) Acquisition- 50% is acquired by global leader –CRH plc it’s a public limited company

D) Vision & Mission Statement

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Quality Policy:-We are committed to (MAHACEMENT)1) Maximize customer satisfaction through manufacture & supply of high quality cement at all times2) Excel by continual improvement of our processes & business practices by implementing quality management system 3) Promote harmonious work environment through motivation & development of HR 4) Safe, clean & green environment

E) No of employees-650 Kodar-350 Vizag grinding unit-45 12 marketing branches 130 staff strengthF) Recruitment-Getting CV from consultancy-Employee Referral scheme- Recruitment is done yearly whenever it is required they give the adds in paper

G) Clients:-L&T,RMC INDIA,IJM concrete products, Simplex infra, Hyderabad India limited , Vishaka India limited, Nayveli lignite corporation, Airport Authority of India, India Railway, MAYTAS, aparna constructions, My home constructions, IVRCL, A.P government, Jayabheri constructions

H) Production:-3.3million tonnes/annum. Per day 8000-10000 tones Subject to the requirement of machineryI) selection/screening of candidate There are 3 rounds1st round is taken by HR2nd round is taken by HOD & HR3rd round is taken by Respective directors HR, HOD

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Preference – Technical B-Tech (Diploma in electrical, Mechanical, civil, electronics, chemical, mines)

J) Process Flow Chart:- Grinding

When splinker is mixed with gypsum cement is manufactured

Splinker will be transferred from kodar to vizag There splinker is mixed with slag (chips)

Contract Labour:-Restrooms for women’s No CrèchesSoftware used:-ORACLE

In future pay roll system will be outsourced ESI scheme is applied for all the employees All the employees are the stakeholders Chairman is the founder of the company 9001-2000 ISO certification Turnover has increased by 10 folds

123cr. To 1200cr. The company come under shops& establishments act Food-33% paid by employee

67% paid by employer Subscribed food is given

Transport facility free Training Need Identification(measure the performance and

potential and if the employee is net meeting the point training is recommended)

Training calendarSoft skill

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Need basedTechnical training

Company Profile No change in machinery Only requirement of marketing people because of attrition

rate in the company By default the manpower will increase Manpower planning is not required No statistics

Hoshin KanriWith direction needle all the ship start from different places & reach the same destination (though you r working in different places your alignment is towards your company’s objective)

Health & Safety Policy My home industries limited organize all its activities in such a manner as to take foremost account of the safety of its operation. It is committed to health and safety of its employer, contractors and all those involved in the company’s activities. The company abides all legislation and associated codes of practice, guidelines pertaining to our business. Our aim is to eliminate all work related injuries and illness and shall provide all the reasonably practicable resources to achieve this aim.It is our policy to put in place the system to identify hazards and associated risk. To establish procedures for eliminating such a risk as well as ensuring that system for safe work and devised and enforced.My home industries ltd actively pursues this policy through:-

Strategies and action plan with quantitative target for improvement

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Health and safety management with commitment. Involvement of each individual in health and safety

management. A comprehensive training program. A continuous improvement by a regular review of safety

procedures and systems of work. My home industries limited is committed to assess the health

and safety commitments before entering in to any new activities.

An Introduction of performance appraisal

Performance appraisal is a process by which organizations evaluate employee performance based on present standards. The main purpose of appraisal is to help managers effectively staff companies & use human resources, and ultimately to improve productivity.P.A can be viewed as the process of assessing and recording staff performance for the purpose of making judgments about staff that lead to decisions. P.A should also be viewed as a system of highly interactive processes which involve personnel at all level differing degrees in determining job expectations, writing, job description, selecting relevant appraisal criteria, developing assessment tools and procedures, and collecting interpreting, and reporting results.P.A refers to all those procedures that are used to evaluate the personality, the performance and personality, the performance and the potential of its group members. Evaluation is different from judgment. The former being couridered with performance, the later with person. While education deals with achievement of goals, judgment has an under current of personal attack and is likely to evoke resistance.

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Purpose 1) Showing employees how to improve their performance.2) Setting goals for employees.3) Helping managers to assess subordinates effectiveness and take actions related to hiring, promotions, demotions, training, compensation, job design, transfers and termination.

MeaningP.A is the step where the management finds out how effective it has been at hiring and placing employee. If any problems are identified steps are taken to remedy them. P.A is the fact of life for many people. Some endure it stoically and others see it as a temporary. Yet others see it as a visit to dental surgeon involving a potentiality painful experience. Indeed, for many people it is an experience, which they would prefer to forego, given a chance? In the business world, investment is made in machinery equipment and services. Quite naturally time and money is spent ensuring that they provide what their supplies claim. In other words, the performance is constantly appraised against the results expected. One of the most experience resources in which companies invest in manpower.The job of appraising performance against result is not very often carried out with same objectivity, if indeed it is done at all.P.A, like other personnel function forms eventually a line responsibility, although involving the staff assistance and service. At the very outset it may be pointed out that P.A is a continuous function and merely an issue of forms and reports P.A is a systematic, periodic and so far as humanly possible an impartial rating of employees excellence in matters pertaining to his present job and to his potentialities job a better job. -Edwin.B.Flippo

Ace to modern terminology

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P.A is “Janus headed” process. Janus is the name of a Roman god who has 2 eyes. One in front and one at back i.e. P.A should not only evaluate the past performance of the employees, but also looks ahead for his potential to develop

Meaning:-

P.A can be used as a means of measuring performance in accordance with adage. P.A is a systematic review of the performance of the staff on a written basic at regular time intervals and holding of appraisal interview at which staff have the opportunity to discuss performance issues past, present, future and a one-to-one basic, usually with their immediate line manager.

Benefits

The benefits of a successful appraisal system can be summed up as follows:-

a) For the organization Improved performance throughout the organization due to

more effective communication of the organization’s objectives and values.

Increased sense of cohesiveness and loyalty. Improved relationship between managers and staff. Manager who are better equipped to use their leadership

skills and to motivate and develop their staff. Improved overview of the tasks performed by each member

of staff. Expectations and long term view can be developed. T&D needs identified more clearly.

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A culture of continuous improvement and success can be created and maintained people with potential can be identified and career development plans.

b) For the appraiser:- An opportunity to develop an overview of individual jobs Identifications of ideas for improvements Increased job satisfaction Increased sense of personal value The opportunity to link team and individual objectives and

targets with departments.To clarify exceptions of the contribution the manager expects from teams and individuals

The opportunity to re-priorities targets.

c) For the appraisee Increased motivation. Increased job satisfaction. Increased sense of personal value. A clean understanding of what is expected and what needs to

be done to meet exceptions. The opportunity to discuss work problem and how they can

be overcome. The opportunity to discuss aspirations and any guidance

support or training needed to fulfill these aspirations. Improved working relations with the managers.

Methods, Techniques or tools for appraising performance:-

Strauss and sayles have classified performance appraisal methods into traditional and newer or modern methods.

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Traditional methods:- There methods lay emphasis on the rating of the individual personality trails, such as initiative, dependabilityJudgment organizing ability etc…,The tradition methods are

Straight ranking method. Paired comparison technique Man-to-man comparison method. Grading method. Graphic or linear rating scale. Forced choice description method. Force distribution method. Checklist Free essay method. CIM Group appraisal method. Field review method.

Modern method

The modern methods place more emphasis on the evaluation of work results-job achievements than on personality trails. Results oriented appraisals lend to be more objective and worth while especially for counseling and development purpose. Modern methods are:-

Assessment center method. Appraisal by results or management by object. Human asset accounting method. Behaviorally anchored rating scale.

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IMPORTANT1. P.A increases moti ratio to perform effectively.2. It increases staff self-esteem.3. Gain new insight into staff and supervisors.4. Better clarify and define job functions and responsibilities.5. Develop valuable communications among appraisal

participants.6. Encourage increased self-understanding among staff as well

as insight into the kind of development activities that are of value.

7. Distribute rewards on a fair and credible basis.8. Clarify organizational goals so they can be more readily

accepted.9. Improve institutional/departmental manpower planning test

validation, and development of training programs.

Need For The Study:- In this fast changing business environment having excessive of competition, appraising the perform of employees assumes greater imp. Since, P.A provides some insights about the strengths and weakness of the employee, organization may use the evaluation in placing the right place at the right time to achieve the goals of the organization effectively and efficiently. A well designed P.M.S in indispensable to motivate the employees.

Scope

The scope of the study is limited to employees selected finance, HR, Marketing departments randomly from MAHACEMENT office at Hi tech city, Madhapur.

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Objective To study the existing P.A.S used by maha cement. To evaluate the success of P.A.S of maha cement. To suggest certain action to improve the P.A.S of the

company.

Methodology (Intro):- After an a.s is implemented in an organization it should be evaluated to ensure that it meets its intended purposes effectively for this purpose research has been conducted.

Study area.

Research design The research design here used is exploratory design/descrip as it simply describes the characteristics of the employees working in the organization and the organization itself describes the frequency with which views of different employees are same or different with regard to effectiveness of P.A.

Sampling:-

For the purpose of the study 50 employees were taken into couriduals on for the analysis

Sample tool:-

Lamination The study has been conducted only for 2months which is very short period for covering all the branches present in Hyderabad.

Data collection

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Data source:- Primary Questionnaire

Secondary

Documents Reports

COMPANY PROFILE

MY HOME GROUP: Promote by a dynamic visionary, my home group is diversified into construction, power sectors and cement.

MY HOME CONSTRUCTIONS LIMITED:This is leading construction company in Andhra Pradesh having built several residential and industrial complexes in Hyderabad city. As on date it has built 14 residential industrial complexes with total constructed area of 2.5 million sft. My home tycoon, my home jupally, my home nawadweepa and my home pearl are

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among its major creations. Among these my home pearl in miyapur takes the cake with 2016 flats and a conducted area of 3 million sft.The company has on its drawing board several plants which are set to change the skyline of Hyderabad shortly.

MY HOME POWER LIMITED:

This is a bio-mass power unit with a capacity to generate 9 mw of power per annum. For the year 2006-2007, the company turned in good performance with a sales turnover of Rs. 167.50 million. It has a strong reserve base of over Rs. 80 million.

MY HOME CEMENT LIMITED:

My home industries limited was established in 1998 at Hyderabad in the state of Andhra Pradesh, India as a public limited company. The cement factory is located in Nalgonda district of Andhra Pradesh 200 kilometers away from Hyderabad which is the limestone zone. The original capacity was 200000 tones per annum in 1998 and since then the company has made rapid progress by increasing its capacity very fast. It has now three units with total capacity to produce 3.2 million tones of cement of all kinds i.e. Opc/ppc/43 and 53 grades. Over the last 10 years, it has established a very good brand name under “MAHA CEMENT” in all the southern states many of the areas in Andhra Pradesh and Tamilnadu. It has established 2000 dealer network all over south India which is one of the highest dealer network among large cement companies.

The company has high credit worthiness and good reputation with banks and financial institutions in India. During the last year, 50% of shares of India promoters were sold to CRH.plc; an Irish based industrial conglomerate group and one of the highly reputed multi-

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national companies with a turnover of euro 21 billion. CRH is providing necessary management expertise and other cooperation to MAHA CEMENT. MAHA CEMENT being managed at a high professional level is considered to be one of the most successful companies in the cement industry in India. It has the direct employment of 10000 people.

It presently has a turnover of rs.10 billions and the company has the objective of increasing the capacity to 10 million tones within a period of 5 years and reach a turnover of 40 billion rupees and become one of the top cement companies in India.

ABOUT THE MANAGEMENT

Dr. Rameswar Rao.J is the chairman of the company of the My home group of companies. A dynamic visionary with abundant business experience. Dr. Rao is the guiding spirit the group supported by highly professional boards and skilled manpower in all areas of operation.

BRANCH OFFICES

Local area at ameerpet, Hyderabad. Regional offices at Bangalore, Bhuvaneshwar, Chennai,

Visakhapatnam. Area offices Visakhapatnam, Vijaywada, Thirupati, Sholapur

at Maharastra, Rajamandry, Kurnool, Kerala, Dadhepally, Guntur dist.

HISTORY

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10 years ago in Nalgonda district of Andhra Pradesh, it was started for any ordinary opc (ordinary Portland cement) and Portland ppc (Portland pozzalona cement) with a capacity of a million tones p.a at present the capacity is 3 millions tones per annum.

COMPANY QUALITY POLICY

The company is committed to: Maximize customer satisfaction through manufacture and

supply of high quality cement at all times. Excel by continual improvement of our process and business

practices by implementing quality management system. Promote harmonious work environment through motivation

and development of human resources. Safe, clean and green environment.

HEALTH AND SAFETY POLICY

My home industries limited organizes all its activities in such a manner as to take foremost account of the safety of its operation. It is committed to health and safety of its employer, contractors and all those involved in the company’s activities. The company abides all legislation and associated codes of practice, guidelines pertaining to our business. Our aim is to eliminate all work related injuries and illnesses and shall provide all the reasonably practicable resources to achieve this aim.It is our policy to put in place the system to identify hazards and associated risk. To establish procedures for eliminating such risks

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as well as ensuring that system for safe work are devised and enforced

MY HOME INDUSTRIES LIMITED ACTIVELY PURSUES THIS POLICY THROUGH

Strategies and action plan with quantitative target for improvement.

Health and safety management with commitment. Involvement of each individual in health and safety

management. A comprehensive training program. A continuous improvement by a regular review of safety

procedures and systems of work.

My home industries limited is committed to assess the health and safety commitments before entering into any new activities.

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