Defines performance it's importance and provides an overview of factors that affect it. Analysis of various factors.

1. A Study on Factors Affecting
Employee Performance
at
Sujala pipes Pvt.Ltd
Under the Guidance of
Prof. M Srinivasa Reddy
By
Shaik Tahura Fatima

2. Performance
“Performance is completion of a task with
application of knowledge, skills and abilities.”
“Employee’s resultant behaviour on task which can
be observed and evaluated”

3. Importance of an Employees
performance in an organization
 To achieve goals.
 Effective team building.
 Optimum Productivity.
 Establishing a good Customer base…..

4. Factors that Affect Employee
Performance
Most importantly the factor that affects employee
performance is salary or incentives that are given to the
employee.
Apart from that there are other factors also
• Organizational culture
• Working Environment
• Training programs
• Motivation and work life balance

5. Industry Profile
PVC – Polyvinyl Chloride(synthetic polymer)
Third most used synthetic polymer after Polyethylene and
Polypropylene
“A Synthetic Polymer inert to most chemicals and very tough
with a durable nature.”

6. History:
• 1835- As a solid whose discovery was not yet understood.
• 1912- First industrial developments to utilize the PVC.
• 1932- First tubes were made using PVC.
• 1935- First production of PVC pipes.
• 1936 to 1949- Usage of PVC at residence started.
• 1950 to 1960- Decades of dramatic advancement in adopting
PVC at residences.

7. Sectors where
PVC pipes are used
Estimated market for different
PVC pipes

8. Company Profile
• Sujala Pipes Pvt Ltd. a flagship enterprise of Nandi group.
• Leading player in PVC, HDPE, CPVC, Suction and
Gardening ,Drip irrigation pipes.
• Founder – “S.P.Y.REDDY” (S. Pedda Yerikal Reddy)B.Tech mech.
• Established in 1984.
• Director - Sujala Sajjala

9. Quality policy
Achieving continual growth through innovations for total
customer satisfaction and meeting them by producing
quality products & on time delivery at optimum cost and
marketing with reasonable prices.

11. Objectives
• To identify the factors that affect the employee
performance.
• To identify the changes or improvements in the
factors that can improve the Employee
performance

12. Research Methodology
Research Design : Descriptive research design
Data Sources
• Secondary Data source : Organizational Behaviour – Jit s Chandan
Human Resource Management – Biswajeet Patnayak
• Primary Data Source : Employees of Sujala Pipes Pvt.Ltd
Research Approach : Direct Approach
Research Instrument : Questionnaire
Sampling Plan
• Sample Frame : Sujala Pipes Pvt.Ltd
• Sample Size : 45
• Sample Units : Employees of Sujala Pipes Pvt.Ltd
• Sampling Method : Sampling
• Statistical tool : ANOVA Test

13. Department distribution
Department No. of respondents %
HR 4 8.9
Maintenance 10 22.2
Accounting 4 8.9
Administration 3 6.7
Marketing 4 8.9
Quality control 10 22.2
Store outlets 10 22.2
Total 45 100
Interpretation:
From the above data it is clear that sample consists of
employees from different departments
Table No:1
HR Maintenance Accounting
Administration Marketing Quality control
Store Outlet

14. Age distribution
Age No. of
respondents
%
20-30 9 20
30-40 24 53.3
40 and above 12 26.7
Total 45 100
Interpretation:
From the above data it is clear that highest percentage of employees
(53.3%) are of the age group 30-40.
Table No:2
20%
53%
27%
20-30 30-40 40 and above

15. Qualification
Qualification No. of respondents %
SSC 10 22.2
Intermediate 8 17.8
Graduation 21 46.7
PG 6 13.3
Total 45 100
Interpretation:
From the above data it is clear that highest percentage (46.70%) of
Employees has finished their graduation.
Table No:3
22.20%
17.80%
46.70%
13.30%

16. Awareness regarding
Company policies
66.7
33.3
Yes No
No. of
respondents
%
Yes 30 66.7
No 15 33.3
Total 45 100
Interpretation:
From the above data it is clear that 66.7% of Employees have
awareness regarding the Company policies.
Table No:5

17. Management style
40
48.9
11.1
3*** 4**** 5*****
Rating No. of
respondents
%
3*** 18 40
4**** 22 48.9
5***** 5 11.1
Total 45 100
Interpretation:
From the above data it is clear that highest percentage(48.9%) of
Employees have given a 4**** rating for management style.
Table No:6

18. Employee Relations
Rating No. of
respondents
%
Very good 14 31.1
Good 24 53.3
Moderate 7 15.6
bad -
Very bad -
Total 45 100
Interpretation:
From the above data it is clear that the highest percentage of
Employees(53.3%) were found to have good relation with Superiors and
Subordinates.
Table No:7
31.1
53.3
15.6
Very Good Good Moderate

19. Culture
Rating No. of
respondents
%
3*** 10 22.2
4**** 16 35.6
5***** 19 42.2
Total 45 100
Interpretation:
From the above data it is clear that the highest percentage(42.2%) of
Employees has given 5***** rating for the Culture.
Table No:9
22.2
35.6
42.2
3*** 4**** 5*****

20. Infrastructure
Rating No. of
respondents
%
2** 11 24.4
3*** 30 66.7
4**** 4 8.9
Total 45 100
Interpretation:
From the above data it is clear that the highest percentage(66.7%) of
Employees has given 3*** rating for the Infrastructure.
Table No:10
24.4
66.7
8.9
2** 3*** 4****

21. Technology
Rating No. of
respondents
%
2** 16 22.2
3*** 19 35.6
4**** 10 42.2
Total 45 100
Interpretation:
From the above data it is clear that the highest percentage(42.2%) of
Employees has given 4**** rating for the technology used.
Table No:11
22.2
35.6
8.9
2** 3*** 4****

22. Health Facilities
Rating No. of
respondents
%
3*** 18 40
4**** 23 51.1
5***** 4 8.9
Total 45 100
Interpretation:
From the above data it is clear that the highest percentage(51.1%) of
Employees has given 4**** rating for the health facilities provided.
Table No:12
22.2
51.1
8.9
3*** 4**** 5*****

23. Hygiene
Rating No. of
respondents
%
2** 10 22.2
3*** 24 53.4
4**** 11 24.4
Total 45 100
Interpretation:
From the above data it is clear that the highest percentage(53.4%) of
Employees has given 3*** rating for the hygiene maintenance.
Table No:13
22.2
53.4
24.4
3*** 4**** 5*****

24. Overall rating of the
Working Environment
Interpretation:
From the above data it is clear that the highest percentage(60%) of
Employees have given a 3*** rating for the Working environment.
Rating No. of
respondents
%
2** 10 22.2
3*** 27 60
4**** 8 17.8
Total 45 100
Table No:14
22.2
60
17.8
3*** 4**** 5*****

25. Frequency of
Training Programs
11.1
26.7
6
55.6
Once in 3
Mnths
Once in 6
Mnths
Once a
Year
Rarely
Time period No. of
respondents
%
Once in 3 mnths 5 11.1
Once in 6 mnths 12 26.7
Once a year 3 6
Rarely 25 55.6
Total 45 100
Interpretation:
From the above data it is clear that the percentage of employees receiving
Training rarely(55.6%) is the highest.
Table No:15

26. Types of
Training Programs
49%
25%
13%
13%
On the Job Off the job
Technical Skill management
Type No. of
respondents
%
On the Job 22 48.9
Off the Job 11 24.5
Technical 6 13.3
Skill
management
6 13.3
Total 45 100
Interpretation:
From the above data it is clear that the percentage of Employees that
Want to have a on the job training(48.9%) are the highest.
Table No:16

27. Effectiveness of
Training Programs
Rating No. of
respondents
%
2** 14 31.1
3*** 17 37.8
4**** 8 17.8
5***** 6 13.3
Total 45 100
Interpretation:
From the above data it is clear that the percentage of Employees(37.8)
has given a 3*** rating for the effectiveness of the training programs conducted.
Table No:17
31.1
37.8
17.8
13.3
2** 3*** 4**** 5*****

28. Satisfaction level of
Training Programs
Rating No. of
respondents
%
2** 10 22.2
3*** 19 42.2
4**** 11 24.5
5***** 5 11.1
Total 45 100
Interpretation:
From the above data it is clear that Highest percentage of Employees(42.2)
has given 3***rating for the training programs conducted.
Table No:18
22.2
42.2
24.5
11.1
2** 3*** 4**** 5*****

29. Feeling
Work Stress
No. of
respondents
%
Yes 23 51.1
No 22 48.9
Total 45 100
Interpretation:
From the above data it is clear that the percentage of employees feeling
Stress(51.1%) is slightly greater than the percentage of Employees with no
stress(48.9%) .
Table No:19
51.1
48.9
yes no

30. Motivational programs
No. of
respondents
%
Yes 0 0
No 45 100
Total 45 100
Interpretation:
From the above data it is clear that, no special motivational
programs are Conducted.
Table No:20

31. HO : There is no significant difference between the ratings of Organizational Culture
and Working Environment.
ANOVA TEST
Df = (r-1)(c-1)
= (3-1)(3-1)
=2*2
= 4
Rating 3*** 4**** 5***** Total
2** 1 5 4 10
3*** 9 8 10 27
4**** 0 3 5 8
Total 10 16 19 45

32. Source Value Df Mean value F-ratio
SSBC 7 3-1=2 3.50 0.2360
SSWC 89 9-3=6 14.83
TSS 96 9-1=8
Inference:
The F(calculated)=0.2360 is less than the table value
F(2,2) 19.000 at 5% level of significance.
we reject the null hypothesis.
Hence, we conclude that the there is significant difference between the
ratings of the Culture and Working environment.

33. Findings
• Most of the employees were found to be graduates.
• Employees were found to maintain Good relations
with their peers.
• Among the four factors considered employees were
satisfied with the company culture comparatively.

34. Suggestions
• Training programs needed to be implemented for
achieving a better employee performance.
• Motivational programs if conducted can improve the
employee morale.
• Infrastructure needs to be improved for better
employee performance.

35. Conclusion
The performance of the Employees is considered
to be the most important part in the Organization’s
functioning. But when observed it can be seen that
the performance of employees fluctuated which can
be due to many factors. Some of that can be
controlled while others can’t be.

36. Thank you