“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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