mohd zaffPERFORMANCE APPRAISAL & TRAINING AND DEVELOPMENT ar

8/13/2019 mohd zaffPERFORMANCE APPRAISAL & TRAINING AND DEVELOPMENT ar

1/75

Session: 2011-2012

Submitted To :

Mr. Amardeep Singh Negi Submitted By:

DET.!" BBA M!#D $A""A% A&' %o(( No: )*+2,

Enr( No: 0)10010)


2/75

DE&A%AT'!N

I M!#D $A""A% A&'hereby declare that the project report on entitled topic

of Performance Appriasial and Training and Development written and

submitted by me under the guidance of is my original wor!

The findings in the report are based on secondary data! "hile prepare

this project I have copied any time of him any source on other submitted for

the similar purpose!

M!#D $A""A% A&'


3/75

AN!/&EDMENT

I am very thanful to so many people who have been helped me out

in completion of this project! It is with a deep since of gratitude that I

acnowledge valuable guidance and timely suggestion offer to me by my

project guidance #$% &anager' of ()%)*A P$A%&A(+,TI(A-.

&r !

)n the completion of this project/ I very gladly tae this opportunity of

repressing my grateful than to &r! ! #post' of corona

pharmaceuticals who gave me a sound platform to shape our carrier in

better a way us to understand the feature of $!%!

I am very highly grateful to the staff of the corona pharmaceuticals

Pvt! -td! Thans them for their guidance/ cooperation and support to

mae this project a success!

And lastly/ I would give a special thans to my parents and my

friend for their proper guidance!


4/75

!NTENTS

SE%'A&N!.

#EAD'NS AEN!.

1. %!ET 'NT%!DT'!N

2. !BET'3E !" T#E STD4

5. S!E

*. !MAN4 #'ST!%4

+. E%"!%MANE A%A'SA&

6. %ESEA%# MET#!D!&!4A. %ESEA%#B. T4ES. "'E&D /!%D. DATA !&&ET'!N

,. #MAN %ES!%E DE3E&!MENT:-

A. E%"!%MANE A%A'SA&B. A%A'SA& E%'!D. MET#!D !" A%A'SA&D. A%A'SA& "EEDBAE. EM&!4EE !-!E%AT'!N". !3E%3'E/ !" T%A'N'N 7 DE3E&!MENT

8. "'ND'NS

). ANA&4S'S AND 'NTE%%ETAT'!N

10. !N&S'!N AND %E!MMENDAT'!NS

11. !MAN4 %!"'&E

"A'&'T4 %!3'DED B4 T#E !MAN4:-

A. %!M!T'!NSB. 'N%EMENT


5/75

. T%ANS!%T "A'&'T4D. N'"!%ME. ANTEEN". #EA&T#. %ET'%EMENT#. B!NS'. SE%NNAT'!N. SA&A%4 D'SB%EMENT. !N"'DENT'A&'T4&. /#!&E T'ME EM&!4MENTM. ASE !" #!S'TA&'SAT'!N

E9ENSESN. 'DENT'T4 A%D!. #EA&T# SE%3'E AND NET/!%

SE%3'E."AM'&4 DETA'&S

12. &'M'TAT'!NS

15. B'B&'!%A#4

1*. ANNE9%E

1+.


6/75

%E"AE

The most significant resource of many organi0ations is its people!

.uch claim appears in the organi0ation annual report and mission

statement/ with changing scenario and increasing competition! The

management has reali0ed that sound training programs are needed for the

development of the people/ not only for the future growth of the

organi0ation! In the recent time it is being observed that the development

of management personnel proves to the catalyst for the increased project!

The main aim of the training programs must be such that it

encourages learning!

%esearch methodology included in preparing a 1uestionnaire/ which

was calculated among retailer of few cities of ,ttarahand! 2inding and

recommendation are based on data collected through the information!


7/75

!%!%ATE %!"'&E !"

!%!NA #A%MAET'A&S3T. &TD.

3()%)*A %+&+DI+.3/A pharmaceutical company introduced by group of committed/ dedicated

and e4perienced professional join hands with a 5care5 and 51uality5 as their guiding principals!

It turned out into a force recon with 1uality/ availability within the affordable reach of the

consumer/ continuous new product development/ manufactured under strict 1uality control and as

per .chedule6&/ "!$!)67!&!P guidelines are just a few factors that contributes to our success

3()%)*A3 has maret e4posure in more than 89 .TAT+. in I*DIA with wide product segment

lie Tablets/ (apsule and syrup #)ral -i1uid' )intment/ 7um Paints/ Injectable #-i1uid and Dry

Powder'

Pharma Profession which is considered may be only ne4t to 7od/ ,ltimately all this hard6wor/

dedication and commitment boils down to just one selfish desire of ours

)ur :ision ; &ission

7ood health is the primary goal of any individual/ society or the nation as a whole! (orona is an+thical/ Transparent/ .pirited/ and :ibrant organi0ation with progressive outloo!


8/75

The dedicated approach of (orona has made available a range of innovative/ value added/

evidence based products for the ailing patients lie patent i(edhepatoprotective anticold ;hepatoprotective pain healing medicines! Therefore (orona3s products have found immediate

acceptance by practicing doctors!

As a result/ in last five years (orona aroused from ground to sy and has hoisted our flag among

top 8


9/75

"ast de=ision ma


10/75

(orona Tree

Therapeutic (overage

astrointestina(

aediatri= ain mgmt %espiratory #ormone 7supp(ements

ile therapy Anti infective *.AIDs (ough ; cold $ormone Inj

Anti6

ulcerant

*utraceutical Analgesic Anti6

asthamatics

Progesteron

Anti6emetic (alcium supp! Anti6

)steoporotic

Anti6allergic )(P

Anti6

diarrhoeal

Anti6emetic Anti6infectives 6 )vluation

Induction

Antacid &ultivitamin6

minerals

Anti6

spasmodic

6 Infertility

supplement

6 Iron supple! Anti6

hammorageic

6 Iron ; calcium

supple

6 (ough ; cold 6 6 6

.tate (overage


11/75


12/75

&ANT %!"'&EAbout ,s

Products e4porting/ distributing/ manufacturing and supplying of capsules/ li1uids/ pharma

products/ pain illers/ analgesics/ en0ymatic syrups !!!

(ompany Profile

usiness Type EE>porter ? Manua=turer ? /ho(esa(er?Distributor ?Supp(ier

Fear +stablished E >88@8H

onta=t erson &r! .uraj Arora #Director'

Mobi(e J989?9KH?K>>

-ast updated on E >@ uly >


13/75

rill D&% (ough

.yrup+4traclav +fstat68=< +4traclav (apsule

Getocona0ole Tablets

,.P >


14/75

"hat Technical ;

mechanical

operations

Theoretical/

conceptual ideas

"hy .pecific job related

purpose

7eneral nowledge

"here .hort term -ong term

Training is a process of learning in a se1uence of programmedbehavior! It is application of nowledge! It gives people an awareness of

the rules and procedures to guide their behaviour! It attempts to improve

their performance on the current job or prepare them for an intended job!

De@e(opment is a related process! It covers not only those activitieswhich improve job performance but also those which bring about growth

of personality help individuals in the progress towards maturity and

actuali0ation of their potential capacities so that they become not only

good employees but better man and women! In organi0ational terms/ it is

intended to e1uip person to earn promotions and hold greater

responsibility!

Emp(oyee Training ; Developmentare not on(y an a=ti@ity that anorganiation must =ome. 't resour=es to i it is to maintain


15/75

!BET'3ES !" T#E STD4

The organi0ational aims of management training are to secure the

following valuable resultsE

To import new imprint the basic nowledge ; sills they need for

nowledge ; intelligent performance!

To access employment function more effectively in their present

position e4posing them to the latest concept information ;

techni1ues ; developing the sills! They will need in their

particular field!

To build up a second line of competent person ; prepare them to

occupy more responsible position!

To import education for the purpose of meeting ; training needs of

co6operation which deals manly with the public!


16/75

S!E

Training is the corner stone of sound management/ for it maes

employees more effective it is actively and intimately connected with all

the personnel or managerial activities! It is an integral part of the whole

management program/ with all its many activities functionally

interrelated!

There is an ever present need for training man so that new and

changed techni1ues may be taen advantage of and improvements

affected in the old methods which are inefficient!

Training is a practical and vital necessity because/ aspect from the

other advantages it enables employees to develop and rise within the

organi0ation/ and increase their maret value/ earning power and job

security it enables management to resolve sources of friction arising from

parochialism/ to bring home to the employees the fact that the

management is not divisible! It modules the employees attitudes and helps

them to achieve to better co6operation with the company and a great

loyalty to it! Training more over heightens the moral f the employees/ for

it/ helps in reducing dissatisfaction/ complaints/ therefore wastage and

spoilage are lessened/ and the need for constant supervision is reduced!

The scope of training has been e4pressed in these wordsE Training

is widely e4pected problem solving device! In deed our national

superiority in man power productivity can be attributed in no small

measure to the success of our educational and industrial training

programs! This success has been achieved by a tendency in many 1uarters

to regard training as a panacea!


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%ESEA%# MAT#ED!&!4

It is a careful investigation or in1uires especially few searches for

new area in any part of nowledge!

%esearch as the manipulation of thans concepts or symbols for the

purpose of generali0ing to e4tend correct or verify! Gnowledge whether

that nowledge adds construction of theory or in the purchases of an art!

%esearch refer to the systematic method consisting of enunciating

the problem formulating hypothesis/ collecting the facts of data analy0ing

the facts reaching certain conclusion either in the form or solutionstowards to the concern problem in certain generali0ation for some

theoretical formulation!

%esearch methodology related withE6

2ield wor

Data collection

"ie(d /or


18/75

'NT%!DT'!N

!"!%!NA #A%.3T &TD

AS#'% D#AM S'N# NAA%F

"ith an effort of corporate visionary

&r!!D!A77A%"A- along with &r! %!!P

A77A%"A-/ the company started in 89@ at

ahadurgarh as a manufactrurer of .T++-/PIP+. A*D

T,+. under the banner of P%AGA.$ -TD!

Through the constant e4pansion the companhy/ hasemerged as a finding manufacturer of blac ;

galvani0ed steel popes! Its manufactruring high tue

added could roll formed section and precision tubes!

"hich it a uni1ue product range in niehe areas!

Diversification in to lighting product in 89?H lead

to change in the name of company to .,%FA


19/75

%).$*I -TD! "hen the company set up a most

modern lamp factory of fluorescent tube lampas on

revolutionary hydro based coating technology in

technical collaboration with 7+( -TD )2 ,!G!/ It as

spurred the growth of the company at a faster pace! The

lighting division of .,%FA %).$*I -TD!is second

largest company in the light source in industry in

I*DIA and among the top ten in the world of lighting

trade!

The lighting unit at GA.$IP,%/which started in

89?=6?K in the largest lighting factory in Indiaproducing 2-ourescent tube lamp/7-. lamp/ $igh

pressure sodium up gradation! The cashier factory also

AsiaMs largest drawing line!

The second lighting &alnpur/ &adhya Pradesh

which went on stream in 899@/manufacturers

2luorescent tube lamp/7-. lamp and also energy

efficient auto halogen lamp and is emerging as one of

the largest lighting factoriesd in India!

.,%FA product the highest 1uantity of tube light

in India/ which is around >K6lac unit per month as

capable of unloading 8


20/75

Surya %oshni 7 %eGui(ar(y (arge =onsignment *2=ountries around the g(oba(.

rodu=t %ange 2luorescent Tube light!

Incandescent lamps

$igh pressure mercury vapors lamps!

886H Auto lamp

886@ Auto lamp

7-. lamp

Dichotic lamp

+nergy efficient lamps

7lass shell for fluorescent tube lamps!

7lass shell for 7-. lamps

+4haust tube

2ilament 2or 7-. lamps

Tungstem wire

2luorescent powder

&oly wire urner for mercury vapor lamps!


21/75

ST%EN#S !" T#E S%4A %!S#N' &TD.

%eceived the I.) 9


22/75

2rom Two plants6 GA.$IP,%and &A-A*P,%

Distributes 2rom @H branches throughout India

It has distribution networ of =


23/75

also received other international approvals such as .AA

#.outh Africa ureau of standards ' and shri lanan ureau

of standardsN

%%ENT S%4A E9!%TS T! T#E "!&&!/

!%DAN.

!%EA

'%AN

S!T# A"%'A

E%MAN4 AE

#ANA

BAN&ADES#

"%ANE

/A'T N'E%'A

B!TS/ANA

#!N!N

'ND!NES'A

BA#%A'N #!&&AND


24/75

&EBAN!N

!&MB'A

MA&TA

S#%' &ANA

E4T

#'NA

SAD' A%AB'A

AAN

S'NA!%E

BE&'M

M!NA!

EN4A

AST%A&'A

'3A%4 !AST

MA&A4S'A


25/75

NEA&

MA%'T'S

T#A'&AND

A&E%'A

A%AA4

M4ANMA%

NE/ $EA&AND

DENMA%

&9EMB!%

ST%T%E !" T#E !MAN4MD

E9AT'3E D'%ET!%

%ES'DENT

SEN'!% 3'E %ES'DENT

ASS'STANT 3'E %ES'DENT

ENE%A& MANAE%

DET4 ENE%A& MANAE%


26/75

HUMAN RESOURCE

DEVELOPMENT

E%"!%MANE A%A'SA&

erorman=e Appraisa( is a pro=ess o assessing summariing andde@e(oping the Cor< perorman=e o an emp(oyee. 't is the systemati=e@a(uation o the indi@idua( Cith respe=t to his perorman=e or

de@e(opment.

/hat is erorman=e Appraisa(H

erorman=e is an e>pressions that des=ribe the (e@e( o ee=ti@enessused to perorm a Iob e>a=t(y as =(ose(y as des=ribed.

Appraisa( is a method or measuring and assessing perorman=e opeop(e on a spe=ii= time.

SEN'!% MANAE%

MANAE%

DET4 MANAE%

ASS'STANT MANAE%

S#'"T 'N#A%E

SE%3'S!%

/!%MAN


27/75

/hy erorman=e Appraisa(H

erorman=e Appraisa( is a @ehi=(e to:

3a(idate and reine organisationa( a=tions e.g. se(e=tionJtrainingF.

ro@ide eedba=< to emp(oyee Cith anon impro@ing utureperorman=e.

!BET'3E !" T#E E%"!%MANEA%A'SA&erorman=e Appraisa( system =an ser@e the o((oCing purposes:

To enab(e ea=h emp(oyee to understand his ro(e better andbe=ome more ee=ti@e on the Iob.

To understand his oCn strengths and Cea


28/75

To pro@ide an opportunity to the emp(oyee or introspe=tionJse( e@a(uation and goa( setting so that he remains on the path ode@e(opment.

ompany =onsiders its #uman %esour=e as the most @a(uab(eresour=e or its groCth. 'n (ine Cith this surya roshni (td.is =ommittedto pro@ide opportunities to its emp(oyees or their persona(de@e(opment. !ne o the instruments used to a=hie@e the abo@eobIe=ti@e is perorman=e appraisa(. erorman=e appraisa( see


29/75

E%"!%MANE A%A'SA& MET#!DL

L LT%D'T'!NA& MET#!D M!DE%N MET#!D-raphi= %ating S=a(es - Beha@ior %ating S=a(es

- %an


30/75

in that parti=u(ar Iob =ategory and rates the ormer as the best and(atter as the poores.Then the rater se(e=ts the ne>t highest and ne>t(oCest and so on unti( he rates a(( the emp(oyees in that group.

5. aired omparison Method

nder this methodJ the appraiser ran


31/75

=hara=teristi=s both positi@e and negati@eF in a spe=ia((y designednote boo


32/75

2. Management by !bIe=ti@es

The =on=ept o management by obIe=ti@es Cas ad@an=ed by eter ".Drun


33/75

560 DE%EE A%A'SA&S

560 Degree Appraisa( is basi=a((y Mu(ti-%ater Appraisa( and "eedba=terna(=ustomers. 'n this system a =andidate is assessed periodi=a((y norma(on=e a year but some times e@en ha( year(y.

!bIe=ti@es o 560 Degree "eedba= completed forms! All the data is

to be filled up clearly in capital letters!


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'DENT'T4 A%D:

Identity card shall be provided to every beneficiary which will give

access to the hospitals of %oyal .undram Alliance Insurance co! -td!

#EA&T# SE%3'E AND NET/!% SE%3'E:

It is created access to a networ of provides consisting of reputed

$ospital during homes etc! networ hospital nursing home etc! the

advantage of cashless service has been processed!

"AM'&4 DETA'&S

Information of any change in particular of family members must be

informed immediately by employee to personal department so as to

update the employee family under the policy pension and death insurance

respectively under the scheme!

"'ND'NS


51/75

"'ND'NS

Training plays a very important role in the organi0ation! It results in thebetter production which really helpful in providing a good output to the

customer!

.urya %oshni -td! is producing lighting/ which is used various

material tangaste flament/niohen etc!

They are providing training to their employee how handle a customer it

is very important to satisfied to the customer because customer is thebacbone of the organi0ation!

.o we can say training is very important for the development of the

organi0ation!

2or the development of the organi0ation each ; every department plays a

very important role!

Different department in the .urya %oshni ltd! lie human resource/ fiancR/mareting these all department plays a vital role in organi0ation!

Thus role of training ; development is a very important part for the

development of the .urya %oshni -td!!!

"ritten test of training programme is ey factor but before training

programme these are some which a discipline wor is selected!

Training should be at least 8? ; minimum age >K!

+ducation should be at least ?thpass then heSshe can understand all

information can also!

All information about family should be taen! *o problem should

be come in future! )nly unemployed person should be selected!

)ther mill can has to face a big loss!


52/75

Information about source of worer ; checing is necessary!

"orers of some family should not be selected otherwise chances

of live can tae place!

Buestion about his family can be ased ; 1uestion his school day

can be ased!

"orers should be physically checed! "ea body are not suitable

hard woring!

During selection his figure/ hand should be checed! $e should be

fit for the wor physically!

Buestion about different colour should be ased!

(olour blindness should be checed other wise he can

mi4 different material in department!

D%'N T%A'N'NE6

8' Time of coming is before @< minutes of shift by which chances of loss

can decreased!>' 2ull information about department should be provided behaviour with

top level members this information is also given

@' Permission for toilet / water ; as on should be taen from seniors

H' Information about all member should given ; their name ;

department etc! should also be provided

=' 2or which department / worer is selected / name of that department itsmachine / part ; its wor; other information should be provided

After hisSher information of training room should be given practically

K' Information about good 1uality of telephone service

' "hat are the advantage of good 1uality

?' Age of machinery can be increased by cleaning

9' &achine of materiel

DE3E&!MENT !" !MAN4


53/75

2or the development of a company! +ach ; every department is

responsible! All departments play a ey role in the development of a

organi0ation

TFP+ D+PA%T&+*T )2 DI22%+*T D+:+-)P&+*T )2 A

()&PA*F

8! ADM'N'ST%'!N

Administration department comes under two levels! In this

department all Directors and all chairman comes

All important decision is taen in the company n this department! To

burden the outloo of the e4ecutive!

To thin through problems which may come front the organi0ation

now or in the future!

>! "'NANE DEA%TMENT E

In the finance department finance manger plays a very ey role

$e manage all the financing activates of the company

@E SA&ES MA%ET'N DEA%TMENT:

.ales and mareting department with the sales and mareting of

production!

(hecing of raw materiel ; which output is done under this

department! .ales manager ; mareting manager plays a veryimportant role

*:ST!%EENE%A&F

.tore related with 1uantity of raw materiel stored ; according to

which how much product should be done


54/75

+:E%S!NA&T'ME !""'E

Personal management related withE

&anagement principle

)rgani0ational behaviour

-abouer welfare

Industrial relation ; legislation!

-abour legislation!

6:/!% &T%E:

Attitude ; behaviour woring style of employee depend on woring

and thining

Traditions

2amily bacground

Edu=ation impa=t o so=ietyJ Training 7 De@e(opment.

DE3E&!MENT

Physical &ental .piritual

Decline the attitude

Decline in value of life

Decline in union leadership


55/75

ANA4S'S7 'NTE%%ETAT'!NANA4S'S 7 'NTE%%ETAT'!N

Ouestion 1 - erorman=e Appraisa( is an importanttoo(s or romotion and de@e(opment o emp(oyeesin !%!NA #A%MAET'A&S 3T &TD.

%esponse No. o %esponse P o%esponse

Agree ** 6,.6)

Agree toSomeE>tent

1) 2).25

Disagree 2 5.0,

0

1020

30

40

50

60

70

80

Agree Agree to

Some

Extent

Disagree

Series1

Series2


56/75

'nterpretation Q

2rom the graph/ it is clear that Performance Appraisal meetsits )bjective of assessment for job promotion and development

of employees!

Ouestion 2 - erorman=e Appraisa( strengthen there(ationship betCeen super@isor and sub-ordinates.

%esponse No. o%esponse

P o%esponse

Agree 2) **.61

Agree to

SomeE>tent

2, *1.+5

Disagree ) 15.8*

29 27

9

44.6141.53

13.84

0

10

20

30

40

50

Agree Agree to

Some

Extent

Disagree

Series1

Series2


57/75

'nterpretation-

It was fund out that employeeMs feel that

Performance Appraisal system helps in improving the relation

between supervisors ; subordinates!

Ouestion 5 - erorman=e Appraisa( system in!%!NA #A%MAET'A&S 3T &TD. istransparentJ air and Ce(( =ommuni=ated.

%esponse No.o%esponse

P o%esponse

Agree 21 52.50

Agree to

SomeE>tent

50 *6.1+

Disagree 1* 21.+5

'nterpretation -

21

30

14

32.3

46.15

21.53

0

10

20

30

40

50

Agree Agree to

Some

Extent

Disagree

Series1

Series2


58/75

y transparent/ fair ; well

communicated it means that the Performance Appraisal .ystem

is through with the employees ; they get to now the feedbac

from time to time in a fair ; well transparent manner! The

responses show that employees are agree to e4tent!

Ouestion * - erorman=e Appraisa( System Cortent

2* 56.61

Disagree 12 18.*6

'nterpretationQ

2924

12

44.61

36.61

18.46

0

10

20

30

40

50

Agree Agree to

Some

Extent

Disagree

Series1

Series2


59/75

According to this it suggests that the

subjective as well as the objective both the factors are taen

into consideration! The performance of any employee cannot

be measured merely in terms of number as a 1ualitative

judgments is also re1uired fro this! $ere almost all the

employees are agree that performance monitors most

1uantitatively ; 1ualitatively!

Ouestion +Q/age remuneration shou(d made on basis oerorman=e Appraisa(.


P o%esponse

Agree 10 1+.58

Agree toSomeE>tent

18 2,.6)

Disagree 5, +6.)2

1018

37

15.38

27.69

56.92

0

10

20

30

40

50

60

Agree Agree to

Some

Extent

Disagree

Series1

Series2


60/75

'nterpretation Q

7reat variation has seen in this part! 8=!@?C employees agreed upon this while =K!9> C employees

disagreed upon that wage decision should be made on basis of

Performance Appraisal!

Ouestion 6 - %ather than e@a(uation by =ontro((ingoi=erJ it shou(d be 560 Degree Appraisa( System.


P o%esponse

Agree 5* +2.50

Agree toSomeE>tent

16 2*.61

Disagree 1+ 25.0,

34

16 15

52.3

24.61 23.07

0

10

20

30

40

50

60

Agree Agree to

SomeExtent

Disagree

Series1

Series2


61/75

'nterpretation Q

There is very strong demand towards the

need for an appraisal system that uses @K< degree approach!

&ore then =>C people feel that @K< degree should be present

there to judge the performance!

Ouestion , - The present erorman=e Appraisa(System =reates moti@ation to impro@e perorman=e.


P o%esponse

Agree 5* +2.50

Agree toSomeE>tent

18 2,.6)

Disagree 15 20

34

1813

52.3

27.69

20

0

10

20

30

40

50

60

Agree Agree to

Some Extent

Disagree

Series1

Series2


62/75

'nterpretation Q

&ost of the respondents to the fact that PA. creates

motivation to improve performance!

Buestion ? 6 Is there any necessary of Performance Appraisal system in ()%)*AP$A%&A(+,TI(A-. P:T -TD!


P o%esponse

4es +) )0.,6

No 6 ).25

'nterpretationQ

Yes

6

9.23

0

2

4

6

8

10

1 2 3

No


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A large no! of respondents feels that PA. should be there in

.,%FA %).$*I -TD!

!N&S'!N 7 %E!MMENDAT'!N

!N&S'!NS

In conclusion/ it may be said that training ; development of

organi0ation plays a vital role in the organi0ation! "ithout trained staff ;

training employees development of .,%FA %).$*I -TD! may not be

happen! A systematic training programme is provided to employees ;

every department is doing hard wor for the development of .,%FFA

%).$*I -TD!hard woring employees are available in .,%FA

%).$*I -TD! This is another cause of development of .,%FA

%).$*I -TD!

Training is the responsibi(ity o main groups:-

The top management frames the training groups!

The personnel department/ which plans/ establishes ;

evaluates in instructional programmes!

.upervisors/ who implement ; apply development procedure

+mployee/ who provide feedbac/ revision ; suggestion for

corporate educational endeavours!

The training department assumes the primary responsibility for the

instruction of trainers in the method of teachingN for normal orientation/

for the training of supervisors in human relationN for the development of

e4ecutives/ for co6operative education ; for the general education of

employees!

)n the job instruction of employees/ instruction in the technical ;

professional aspects of businessN daily development of supervisors ;e4ecutives through counselingN departmental communication ; staff

meeting


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as part an overall training program! Top line e4ecutive has the

responsibility forE6

8!Authori0ed basic training policies!

>!%eviewing ; approving the broad outline Programs!

@!Approving training budgets!

Training program shou(d be re(ated Cith:-

Discovery or identifying the training needs!

7etting ready for the job!

Preparation of learner!

Presentation of operation ; programme!

Performance tries out!

2ollow6up ; evaluation of programme!

%e6training program is generally arranged for employees who have

long been in the service of an organi0ation!

)nce the program of organi0ational development has begun/

organi0ational members become highly active in investing their ownattitudes ; habits of others!

Armed with nowledge of how people learn the strength ;

weaness of the different management development programmes ; the

latest concepts available/ training ; supervisors can devise programmes

that can effectively result in interpersonal behaviour modification!

concentraion on support programmes involving records/ feedbac ; the

re6shaping of organi0ational climate will further enhance theprobabilities of success of training ; development programmes

improvement in inter6personal relations!

%E!MMENDAT'!N

.,%FAMs need to have more silled worers instead of semi6silled orunsilled worers!


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+ducation programme should be providing to unsilled worers! "hile

.urya has a very few number of unsilled worers/ but education

programme should be provided to them!

The goal of organi0ational development should be related to move

towards high collaboration ; low competition between inter6dependents

units!

.urya should assist managers in setting challenging but realistic goal for

themselves!

To mae people aware about the product of company should give T:!

Advertisement ; advertisement on newspapers!

Personal approach should be made!

*o one have time to read hoardings ; banners/ therefore more money

should not be wasted on it/ instead of this company can tae a big

welcome gate on the starting of each city in India!

&'M'TAT'!NSThere are some limitations in the on job training which are asE

The principal disadvantages of on6the6job training are that

instruction is often highly disorgani0ed and hapha0ard and not properly

supervised! This is due to such reason as the inability of the e4perienced

employee to impart sills to the trainee/ the breadown of the job for the

purpose of instructions/ and the lac of motivation on the part of the

trainee to receive training! &oreover/ learners are often subjected to

distractions of a noisy shop or office! 2urther/ the other drawbac is thelow productivity/ especially when the employee is unable to fully develop

his sills!

$owever/ this training is generally given in a large number of

organi0ations/ and is situation for all levels of operatives/ superlatives and

e4ecutives/ for it needs no schools/ and the employeeMs contribution adds

to the total output of the enterprise!

There are some limitations in the off the job training which are asE


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The impersonality of instructional setting!

An advanced study is not possible until preliminary information has

been ac1uired!

)nly factual subject matters can be programmed!

Philosophical and attitudinal concepts and motor sills cannot be

taught by this method! The cost of creating any such program is very high!

&imitations o training are as:-

The benefits of training are not clear to the top management

The top management hardly rewards supervisors for carrying out

effective training!

The top management rarely plans and budgets systematically for

training!

The middle management/ without proper incentives from topmanagement/ does not account for training in production scheduling!

"ithout proper scheduling from above/ first line supervisors have

difficult in production norms if employees are attending training

programs!

ehavioral objectives are often imprecise!

Training e4ternal to the employing unit sometimes teaches techni1ues

on methods contrary to practices of the participant organi0ation! Timely information about e4ternal programs may be difficult to obtain!


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Trainers provide limited counseling and consulting services to the rest

of the organi0ation!

BIBLIOGRAPHY

BIBLIOGRAPHY

C.R.Kothari, Research Methodology, 2005. New Age

International Publishers, New elhi.

a!id A. ecen"o # $te%hen P.Robbin& Personnel 'u(anResource Manage(ent, 2005. Prentice)'all o* India, Newelhi.

PRA$A +.M. '.R.M.'u(an Resource Manage(ent-


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ANNE9%EOEST'!NNA'%S

E%"!%MANE A%'ASA&

NAME: ---------- DES'NAT'!N: ---------AE: ------------ DEA%TMENT:-------

ENDE%: --------


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Ouestion 1 - erorman=e Appraisa( is an important too(sor romotion and de@e(opment o emp(oyees in!%!NA #A%MAET'A&S 3T &TD.

1.Agree F

2.Agree to Some E>tent F

5.Disagree F

Ouestion 2 - erorman=e Appraisa( strengthen there(ationship betCeen super@isor and sub-ordinates.

1.Agree F


5.Disagree F


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Ouestion 5 - erorman=e Appraisa( system in!%!NA #A%MAET'A&S 3T &TD. istransparentJ air and Ce(( =ommuni=ated.

1.Agree F


5.Disagree F

Ouestion * - erorman=e Appraisa( System Cortent F

5.Disagree F

Ouestion +Q/age remuneration shou(d made on basis oerorman=e Appraisa(.

1.Agree F


5.Disagree F


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Ouestion 6 - %ather than e@a(uation by =ontro((ingoi=erJ it shou(d be 560 Degree Appraisa( System.

1.Agree F


5.Disagree F

Ouestion , - The present erorman=e Appraisa( System

=reates moti@ation to impro@e perorman=e.

1.Agree F


5.Disagree F

Ouestion 8 - 's there any ne=essary o erorman=eAppraisa( system in !%!NA #A%MAET'A&S3T &TD.H

8! Fes # ' >! *o # '

%ESEA%# MET#!D!&!4


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NEED "!% T#E STD4:

$uman %esource research is the tas of searching for and analy0ing facts to find out

certain guidelines to solve the human resource problems! This research is mainly

concerned with the study of human behavior ;prepares guidelines for their future

guidance! Personnel or $% research is the investigation and analysis of personnel and

human behavior with the view to set the guidelines for the future!

Personnel research is the tas of searching for and analy0ing facts relating to the end that

personnel problems may be solved or guidelines governing to their solution derived!

!bIe=ti@e o the %esear=h:

To bring about the small and trivial problems of the employees in the limelight of

the management!

To help the management of the company to now about the actions to be taen to

increase the level of satisfaction of the employees!

To help the management to ratify the present philosophy and principles of the

personnel management!

To discover the ways to maintain abilities and attitudes of personnel at good or high

levels or on continuing basis!

%ESEA%# %!ESS

Different steps are to be followed in the research process and they are e4plained as

belowE

%!B&EM S!&3'N:


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This is the basic step in the research process! It is well said that a problem

well defined is half solved!

$ere the problem is to analy0e the attitudes of the employees regarding the

various benefits provided to them by $+-!

%ESEA%# DES'N:

)nce the problem is defined the ne4t step is the research design!

%esearch design is the basic frame wor which provides guidelines for the

rest of the research process!

The research design for this project is descriptive research design asdescriptive studies attempt to obtain a complete and accurate description of

this situation! .o in this study full description of the attitudes of the

employees regarding the benefits provided to them will be nown so it is a

descriptive study!

SAM&'N DES'N:

The sampling design used in this project is B,)TA/ .A&P-I*7/ as the

sample of employees for the survey were selected from the organi0ation

from different 1uotas as some managers were intervened/ some e4ecutives

and few operators!

!&AT'!N:

The total elements of the universe from which the sample is to be selected to

be studied is nown as population! The population of my research is the

employees of $+-!

SAM&E S'$E:


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The sample si0es for my project are 8


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studies the employeeMs attitudes and behavior so there is no guarantee that

these will not change in time!

mohd zaffPERFORMANCE APPRAISAL & TRAINING AND DEVELOPMENT ar

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