evaluating performance appraisal
TRANSCRIPT
“EVALUATING PERFORMANCE APPRAISALOFVERKA MILK PLANT, AMRITSAR ”
Presented byShruti Thakur
2069MBA III (A)
Various units of Verka Milk Plant
INTRODUCTION TO VERKA MILK PLANT, AMRITSAR
VISION
Implementation of clean milk production programme to produce good quality milk right from udder to dairy dock.
Various sections in plant
• Marketing section• Procurement section• Engineering section • Production section• Security section• Storage section• Administration section• Accounts section• Quality control section• HRD section• Financial section• Audit section
Cadre of the organization
There are two cadre in the organization-•Common cadre•Non- common cadre
PRODUCTS OF VERKA
Introduction to Performance Appraisal
“It is the systematic evaluation of the individual with respect to his or her performance on the job and his or her potential for development.”
Methods of Performance Appraisal
Traditional methods
• Confidential Reports • Ranking Method• Grading Method• Graphic Rating Scales• Checklist Method• Forced Choice Rating
Method• Critical Incident Method• Essay Method• Group Appraisal• Field Review Method
Modern methods
• Human Resource Accounting
Method• Appraisal by Results or Management by
Objectives• 360 Degree appraisal• BARS
Process of Performance Appraisal
Purpose of performance appraisal system in organization
Administrative
purposesSelf-
improvement/Self-
development of employees.
Reviews of literature
AUTHOR FINDINGS
Barney (1991)
Organization’s culture can be a competitive advantage if it meets the prescribed criteria of performance appraisal.
Roslyn and Shirmeyer (1996)
Total quality management (TQM) and the use of work teams, raise new questions regarding the use of performance appraisal
Folger and Cropanzano (1998)
Justice theory to the performance evaluation process.
Schwartz (2003)
For many managers, performance appraisals are nothing more than a tedious chore.
McNamara (2006)
Performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner
NEED
OBJECTIVESCOPE
Need of the study
The need of the study arose because the
studies that were conducted earlier were based on evaluation of performance appraisal as whole but none of them is about evaluating performance appraisal in particular organization
Scope of the study
Scope of the study was limited to the Verka Milk Plant, Amritsar. This study was conducted in 10th June, 2010 to 25th July, 2010.
Objectives of the studyPRIMARY OBJECTIVE • To evaluate performance appraisal in Verka milk plant, Amritsar. SECONDARY OBJECTIVE
• To describe the use of performance appraisal in organization
• To know how often performance appraisal is done in organization • To know what type of performance appraisal is followed by
organization.
• To know whether performance appraisal effects job performance of employees.
Research Methodology
RESEARCH DESIGNDescriptiveConclusion oriented
SAMPLE DESIGNSample unit : employees of Verka Milk Plant, Amritsar.Sample size : 100 employees.Sampling techniques : convenience and simple random sampling
DATA COLLECTIONSecondary sourcesPrimary sources
TOOLS OF ANALYSISLikert scaleTablesPercentages & Pie ChartsChi square
Findings of the study
Awareness of employees about performance appraisal
100%
%age of Respondents
Yes No
Use of performance appraisals in Verka Milk Plant
12%
12%
24%
52%
%age of Respondents
Does not exist Exist but never ends Discretion of specific manager Required for all employees
Frequency of Performance Appraisal in organisation
20%
30%
40%
10%
%age of Respondents
Quarterly Semi- annually Yearly Other
Types of performance appraisal used in Verka Milk Plant,
27%
35%
12%
27%
%age of Respondents
Graphic Rating Scale Management by objectives BARS Others
Requirement of performance appraisal review and feed back
84%
16%
%age of RespondentsYes No
Satisfaction Level of Respondents
The performance appraisal helps to win co- operation and team work.
245
The performance rating is helpful for themanagement to provide employee counselling
170
The desired target of the organization isachieved through the performanceappraisal
110
Promotion is purely based on performance appraisal.
90
Performance appraisal system is needed in Organization
67
Importance of performance appraisal in the organisation
18%
24%
28%
30%
%age of Respondents
Motivating employees Job descriptionDevelopment of employees Promotion
Chi-Square Tests
Value dfAsymp. Sig. (2-
sided)
Pearson Chi-Square 15.894(a) 9 .069
Likelihood Ratio
18.811 9 .027
Linear-by-Linear Association
4.343 1 .037
N of Valid Cases 47
Recommendations
• The performance appraisal should be done more effectively.
• Performance appraisal in the organization should be conducted more often, say thrice in year.
• Much employee involvement should be there.• The act of performance appraisal should be
checked by special audit.• There should be post- appraisal interview. • Time to time effectiveness should be checked for
these programs.• Performance appraisal should be properly
designed by considering all the needs of the employees.
Monday, April 10, 2023
McDonalds Data bases
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