Performance Appraisal System in Shre bhaidyanath pvt.ltd. Allahabad.

1. PERFORMANCE APPRAISAL
JYOTI SINGH
Performance Appraisal by Jyoti Singh is under a Creative Commons Attribution-NonCommercial-
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2. OBJECTIVE OF RESEARCH
 To study the pattern performance appraisal system and
employed in the organization.
 To obtain the opinion of executives about the appraisal and
to interpret and analyze the employee point of view.
 To find out the relationship between the employee and the
employers and evaluate the human resources of the
company.
 To analyze and interpret the HR statement of the company
and give a proper suggestion for its improvement

3. A BRIEF OVERVIEW OF COMPANY
 More than 5000 years ago, in India a science
stream was by the name Ayurveda.
 A Private Limited Company, we “Shree Baidynath Ayurveda
Bhawan,” are one of leading producers, exporters and suppliers
of largest range of Ayurveda products.
 which include ayurvedic formulation, pain relief medicine, stress
relief medicine.
 The company was established in the year 1918 by late pandit
ramnarayan Sharma for encouraging and boosting research
activities in ayurvedic field.

4. VISION & MISSION
VISION
 It have 5 modern factories
where scientific methods are used
and hygienic conditions are
observed to maintain quality
 Baidynath publishes a number of
books on ayurveda, some of
which are used as text books in
ayurvedic colleges “Ayurveda
Sar Sangrah”
 We also run an ayurvedic college,
charitable hospitals and
dispensaries throughout India.
MISSION
 The global numerous in
AYURVEDA and its related
spheres by leveraging on
our brand equity, vast
experience, core
knowledge and
competence, procurement
expertise, modern
manufacturing and
research capability.

5. PRODUCT OF BAIDYNATH

6. RESEARCH METHEDOLOGY
Research design
 Research design is the overall framework of the project that
stipulates what information is collected from which source and
what procedures.
 The proposed research is applied, descriptive, experimental
and longitudinal.
 The proposed research is developed from quantitative point of
view.

7. DATA COLLECTION SOURCES
 During the course of the
study can be through
observations or direct
communication.
 I have collected primary
data by the means of a
questionnaire.
SECONDARY DATA
 Data that has been already
available .
 It involves information from
various books, periodicals,
magazines etc.
PRIMARY DATA

8. SAMPLEING METHELOGY
The population represents a sample of possible anomalies that
could be appearing in the algorithms evaluation process.
Sample method: non probability sampling(convenience
sampling)
Sample size: 50
Sample unit: employees who do not hold a supervisory position.

9. RESEARCH LIMITATION
 Employees of the night shift were not considered for the
purpose of study.
 Limited time span for carrying out study also restricted the
research work.
 Research was to be conducted maintain the decorum of the
company.
 If company is too large, as per their tactics and guideline
principal employees were not ready to disclosure confidential
facts.

10. DATAANALYSIS
 For easy interference, data tables of effectiveness of training
and development chart is used, pie charts have also been used.
Periods of study:
 This study has been carried out for a period of 4 weeks.
 Research problem, refers to some difficulty which a researcher
experiences In the context of either a theoretical or practical
situation and wants to obtain a solution for the same.

11. DATAANALYSIS
For how long have you been working for this
organization.
Sales
1st Qtr
2nd Qtr
3rd Qtr
4th Qtr
No. of
respo
ndent
s
Less
than 1
year
1-5
year
5-10
year
More
than
15
year
50 5 5 15 25

12. INTERPRETATION
 50% employee say, they were working for more than 15 year.
 30% employee say, they were working for 5-10 year.
 10% employee say, they were working for 1-5 year.
 10% employee say, they were working for less than one year.

13. DATAANALYSIS
• How often your performance assessment match to your
expectation.
Sales
1st Qtr
2nd Qtr
3rd Qtr
4th Qtr
Every
time
Someti
me
Rarely Never
40 30 20 10

14. INTERPRETATION
 40% employee say, that they were satisfied with the result
every time.
 30% employee say, that they were satisfied with the result
sometimes.
 20% employee say, that they rarely satisfied with their result.
 10% employee say, that they never satisfied with their result.

15. FINDINGS
 Through my research, I have tried to study the kind of
appraisal system used in organization.
 How much satisfy the employee regarding the performance
appraisal.
 The appraisal system is conceived by the management but
does not considerate the opinion of employees.
 This can lead to a adverse effect so, we need to put appraisal
system transparently in front of everyone.

16. SUGGESTION
 Management attitude towards the labor force and labor
attitudes towards management should be changed.
 Effective communication should be required at all levels
from top to bottom.
 There should not be outsider or political intervention in the
organization.
 There should not be a feeling of superiority and inferiority.
 Union should realize there responsibilities towards
organization schemes.

17. CONCLUSION’S
 The conclusion derived from this particular this; objectively
one manager’s idea of “self-starting ability” can be quite
different then another's idea.
 Effective communication one function of performance
appraisal is to help employee develop.
 To make a promote growth, far more information must be
added to the appraisal process and the should be
transparently shared with the employee.
 A good manager can make an average appraisal system work
and done properly.

18. REFRENCE AND BIBLIOGRAPHY
 from the website of the organization: “baithynath.org”
 Fisher, Martin, 1997, Performance Appraisals.
 http://en.wikipedia.org/wiki/Performance_appraisal
 http://www.cipd.co.uk/hr-topics/performance
management.aspx

19. LEARING EXPERIENCE
 New and improved skills and how to apply them.
 Professional communications.
 Networking is important.
 Taking constructive criticism well.
 Work hard no matter what you are doing.