1. 1
A STUDY ON
“PERFORMACE APPRAISAL
HERITAGE FOODS PVT LTD”
K.Kalyani, Mrs.B. SIRISHA(Ph.d.,) 2, Dr. K. Veeraiah(Ph.d.,)3
1P.G. Scholar, 2Guide, Assistant Professor, 3Head of Department
1,2,3M.B. A., (HR)
1,2,3Department of Management Studies
1,2,3Marri Laxman Reddy Institute of Technology and Management
Email: 1
kalyanikumari68@gmail.com, 2hodmba@gmail.com
2. 2
ABSTRACT
Performance appraisal has extended as an notion or namely an association concerning
practices then as much solution ruler has developed towards turning into section concerning a more
key path in accordance with behave along coordinating HR exercises yet enterprise approaches.
Accordingly, the solution regarding the count number has raised past the restrained ground
concerning discernment troubles then directness concerning argument critiques or has began in
conformity with listen a higher total on associative yet motivational components concerning
examination. This thesis acknowledges and examines a range of subjects or patterns as collectively
redact above the creating lookup sketch because that field. It separates this so a long way namely the
notion concerning test or the placing into who that works. The previous is considered as like a long
way as like present day reason regarding the article over experiment (relevant execution, objective
preface then mindfulness) yet the system over comparison (appraiser– appraisee collaboration, and
multi-source criticism). The change of the putting of trial focuses of associative contrasts yet the
effect about instant innovation. In assessing these developing regions about research, the thesis tries
according to look into a section on the hints for evaluation rehearse[[ at both hierarchical or
unaccompanied levels. KEY WORDS: Performance appraisal, HR exercises, placing,
acknowledge.
3. 3
INTRODUCTIONOF THE STUDY
Torrington and Hall (1987) outline human resources management as:
"A series of activities that: first off empower operating individuals and their employers'
organizations to agree on the objectives and nature of their operating relationship and second
make sure that the agreement is honored"
A 360-degree assessment may be a quite worker performance assessment during which staff,
staff and managers rate the worker anonymously. This data can then be enclosed within the
performance assessment of this person.
A 360-degree assessment may be a quite worker performance assessment that discusses
associated criticizes an employee's work for a amount of your time (often a year). The 360-
degree method differs therein it receives feedback from staff and staff, not simply direct
supervisors. The goal of the method is to higher perceive the workings of the worker as a
part of the team and to boost collaboration among team members.
While Miller (1987) suggests that HRM refers to:
"... choices and actions that have an effect on the management of staff in the slightest degree
levels of the corporate which area unit associated with the implementation of methods to
make and maintain competitive advantage"
A major concern of any organization ought to be to form a positive contribution to achieving
its goal. structure potency is usually equated with management potency. A manager will
solely guarantee structure effectiveness by guaranteeing below his steering the total use of
the human resources created out there by individual staff. Therefore, it's invariably necessary
for a manager to watch and live worker performance.
In addition, as a result of the organization exists to attain the goals, the degree of success of
individual staff in achieving that individual goal is vital in determinative structure
effectiveness. Assessing however with success staff have achieved their individual goal of
changing into a crucial element of time unit management. This ends up in the idea of
performance appraisal.
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1.1 NEED FOR THE STUDY:
The need to review 360-degree performance assessment programs is to encourage workers to
line their own goals for future amount when reviewing their past performance. It allows
management to form effective choices / amendment choices supported the analysis of
existing plans, the knowledge system, job analysis, and internal and external environmental
factors that have an effect on worker performance.
Appropriately advise and develop employees' strengths and weaknesses, to acknowledge that
they're achieving their full potential in accordance with the Company's.
We can in brief say that performance assessment systems are necessary to sporadically
assess performance, to research enhancements and deviations, and to require corrective
action to shut gaps within the bride and improve performance over time.
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1.2OBJECTIVES:
1. The goal is to grasp however effective the 360 degree appraisal system is at
HERITAGE FOODS India Ltd., Hyderabad.
2. Establish people who perform their assigned task well, and people UN agency
don't and therefore the reason for this action.
3. Offer data on the performance categories that may create selections concerning
wage retention, conformation, promotion, change and transfer.
1.4 HYPOTHESIS:
The study includes the calculation of the null hypothesis and also the different hypothesis
by examination the end result variables and also the 360-degree performance analysis
system.
H0: there's no significance distinction result variable and no 360 degree performance
analysis system
The null hypothesis is employed for testing - this can be a press release that there's no
distinction between the parameter to be compared and also the data point to be compared.
The alternative hypothesis is that the logical opposite of the null hypothesis
.
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1.4 METHODOLOGY & DATABASE:
The method of investigation could be a systematic manner of resolution the matter
and a crucial a part of the study, while not that researchers might not be ready to get the facts
and figures from the workers.
1.5 SOURCE OF DATA:
The study is based on primary as well as secondary data collected from different
sources:
A). Primary Data:
The primary knowledge is collected victimization questionnaires, every consisting
of twenty queries. The questionnaires are designated for his or her simplicity and
commitment. Researchers will expect clear answers to the queries. Respondents are abreast
of concerning the importance of the study and asked to relinquish their truthful opinions.
B). Secondary Data:
Secondary data is collected through the documents provided by the personnel
department. The documents include personnel manuals, books, reports, journal, etc.
Statistical tools used
Percentage method:
Percentage method is used in making comparison between two or more series of data. This
is used to describe relationship.
Percentage of respondents = No of respondents x 100
Total respondents
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The method of study followed in this project (in brief):
Sample size 100
Data collection method : Primary and Secondary.
Duration of study : 45 days.
Analysis : Through percentage method.
SAMPLING PROCESS:
A). Sample Unit:
The executives and staff of HERITAGE FOODS India Ltd., Hyderabad, kind the
"universe" of this study. a part of it'll be used as a sampling unit for the re-study. These
embody JGMS, AGMS, managers and alternative staff of HERITAGE FOODS India Ltd. in
Hyderabad.
B). Sample Size:
The sample size consists of a hundred respondents utilized by
HERITAGE FOODS Asian country Ltd., Hyderabad. of those thirty square measure
executives, twenty square measure senior executives and therefore the remaining fifty square
measure staff.
PERIOD OF STUDY:
For so a few years, HERITAGE FOODS Asian country Ltd. in Hyderabad a similar
assessment method for his or her managers and staff. For the investigation of my project, the
info from the last year (45-day study) were assessed for performance evaluations.
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LIMITATIONS
1. During this case, the supervisor solely judges the person regarding bound
positive traits. The negative properties aren't taken into consideration. Such an
assessment doesn't provides a true image of the worker. And in some cases,
staff un agency don't earn promotions might get them.
2. During this case, solely the negative characteristics of the worker area unit
taken into consideration and supported this assessment. Again, this may not
facilitate the organization, as such intrinsically per se in and of itself an
assessment might not convey a real image of the worker.
9. 9
THEORETICAL FRAMEWORK
PERFORMANCE APPRAISAL
Once the worker has been elite, trained and impelled, he's judged for his performance.
Performance appraisal is that the step by that the management finds out however effectively
it's recruited and placed workers. Once issues are known, action is taken to speak with and
resolve the worker. Performance appraisal typically provides the rational basis for the
payment of employment wages, bonuses, etc. Estimates of worker relative contributions
facilitate to rationalize rewards and privileges.
The performance assessment is a method of assessing the effectiveness of apparatus for the
choice and classification of employees. Performance appraisal has been thought-about to be
the foremost necessary and indispensable tool for a corporation, because the info it contains is
extremely helpful for creating choices on varied personal aspects, like promotions and
promotions.
According to Ronald Benjamin, "the performance appraisal determines WHO ought to receive
performance upgrades, the lawyer's employees, whether or not his improvement determines
the coaching desires, determines the transportability and determines the staff to be
transferred".
The 360 degree rating consists of 4 essential components:
1. Self-assessment
2. Assessment of the supervisor
3. Assessment of the subordinate
4. Assessment by peers.
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Self-assessment is an imperative a part of 360-degree appraisals, therefore 360-degree
performance appraisals have high worker engagement and therefore the greatest impact on
behavior and performance.
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Founded in 1992 by NARA Chandrababu Naidu, The Heritage Foods is one in every of the
quickest growing listed corporations in Republic of India. The company's flagship, Heritage
Foods restricted (formerly referred to as Heritage), consists of 2 business divisions: farm and
Renewable Foods (India) Limited).
The annual sales of Heritage Foods within the fiscal year 2017/18 were quite Rs. 324.01.
Currently, Heritage is delineate within the market with milk and farm product in state,
Telangana, Karnataka, Kerala, Tamil Nadu, geographic area, Odisha, Democratic People's
Republic of Korea, Delhi, Haryana, Rajasthan, geographic area and Uttarakhand.
In 1994, the HFL went public and was fifty four times sold. HFL shares are listed on bovine
spongiform encephalitis (stock code: 519552) and NSE (stock code: HERITGFOOD).
THE FOUNDER
Mr. National Archives and Records Administration Chandrababu Naidu is one in every
of the twenty first century's most dynamic, pragmatic, progressive and visionary leaders.
and colleagues, taking advantage of the chance of commercial policy, in 1991, of the Indian
government been fortunate.
Currently, Heritage is pictured within the states of Andhra Pradesh, Telangana, Karnataka,
Kerala, Tamil Nadu, geographic region, Odisha, North Korea-Delhi, Haryana, Rajasthan,
geographic area and Uttarakhand. quite 3 thousand villages and 3 large integer farmers profit
in these states.
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Percentage
% of respondents
DATAANALYSIS
The data analysis was performed by transcription the information during a straightforward
tabular kind and conniving percentages. The quantitative knowledge were bestowed by
drawing the diagrams where necessary.
1.Do you think performance appraisal is needed in a company?
(a ) YES (b) NO
s.no Options No. of Responses Percentage
1 YES 100 100
2 NO 0 0
TOTAL 100 100
Interpretation:
From the higher than analysis No. of respondents square measure interviewed
Think that a performance assessment is needed during a company is affirmative (100%), NO
(00) of workers
Therefore, the higher than analysis unconcealed that almost all of the answers were answered
with the best worth of affirmative 100%.
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2. Performance appraisal rating is used to
(a) Identify areas of improvement
(b) Identifying quality for unit of work
(c) Set performance target
(d) All the above
s.no Options
No. of
Responses Percentage
1 Identify areas of improvement 28 28
2
Identify areas of training &
development 48 48
3 Set performance target 8 8
4 All the above 16 16
Total 100 100
Interpretation:
The on top of analysis shows that respondents' response to the performance
appraisal analysis system was twenty eighth. The scoring system helped them to spot areas
for improvement. forty eighth was the identification of coaching and development wants.
At 8%, the scoring system helped set performance targets and helped up to 16 PF
altogether of the on top of areas.
15. 50
Therefore, the on top of analysis showed that almost all responses meet the very best forty
eighth coaching and development wants.
3. In your experience the outstanding Performance of an employee is due to:
(a) Actual Performance (b) Qualification
(c) Experience (d) All the above
s.no Options
No. of
Responses Percentage
1
Actual
Performance 28 28
2 Qualification 0 0
3 Experience 52 52
4 All the above 20 20
total 100 100
Interpretation:
The higher than analysis shows that the amount of respondents is all the way down to
twenty eighth of respondents on the idea of actual performance and to twenty of respondents
because of the expertise of actual performance and knowledge
For this reason, the higher than analysis showed that the majority answers were rated highest
at fifty two supported expertise.
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4. Do you think that a good workman gets motivated with frequent Performance
Appraisal? Is conducted?
(a) YES (b) NO
s.no Options
No. of
Responses Percentage
1 YES 88 88
2 NO 12 12
TOTAL 100 100
Interpretation:
The higher than analysis shows that the amount of respondents is that the answer
Do you suppose that an honest employee is motivated by frequent benefits?
Rating? Is carried out? half of 1 mile of the staff have in agreement and 12-tone system of the
staff don't seem to be happy
The higher than analysis so showed that almost all responses were highest at half of 1 mile.
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% of respondents
5. What are the factors taken into consideration while appraising an individual?
(a) Interpersonal effectiveness (b) Team building skills
(c) Self motivate skills (d) leadership
s.no Options No. of Responses Percentage
1
Interpersonal
effectiveness 20 20
2 Teambuilding skills 24 24
3 Self motivate skills 44 44
4 Leadership 8 8
Total 100 100
Interpretation:
The higher than analysis shows that the quantity of respondents is that the answer to
What factors area unit taken under consideration once assessing a person? two hundredth of
workers thought of social effectiveness, pure gold team building skills, twenty second self-
motivation skills and eight leadership skills.
Therefore, respondents indicate that these area unit the factors that area unit taken under
consideration once assessing someone.
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4.2 HYPOTHESIS TESTING:
Chi -square test to find out the comparison between outcome variable
and 360-degree performance appraisal system.
Outcome variable
Performance
appraisal
A B C Total
BOTH GROUP
AND
INDIVIDUAL
170 30 80 280
INDIVIDUAL 50 25 60 135
GROUP 20 10 55 85
Total 240 65 195 500
Null Hypothesis:
There is no relationship between outcome variable and 360-degree
performance appraisal system.
Alternate Hypothesis:
There is a relationship between outcome variable and 360-degree performance appraisal
system.
Level of significance:
5% level of significance
Test Statistics:
X2 = (oi – Ei)2
Ei
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Calculation:
Oi Ei ( Oi – Ei)2 (Oi – Ei)2 /E
170 134 1267.26 9.429
30 36.4 0040.96 1.125
80 109.2 852.64 7.8081
50 64.8 219.04 3.4
25 17.5 56.25 3.214
60 52.65 54.022 1.026
20 40.8 432.64 10.603
10 11.05 1.1025 0.099
55 33.15 477.422 14.40
51.1
(3- 1) ff for 5% level of significance is 9.49 .thus calculated value is greater than the tabulated
value. The null hypothesis is rejected and the alternative hypothesis i.e.. there is relationship
between 360-degree performance and outcome
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FINDING
In the lightweight of the on top of discussion, the subsequent findings and conclusions ar
created.
1. It shows that the leader receives feedback on their performance that enables them
to review their performance. type the issues and you'll overcome the difficulties.
2. Management includes a clear understanding of the matter that employees ar the
simplest and strives to unravel workers' issues as they arise.
3. Management has trained employees within the areas wherever they're weak.
4. The results additionally indicate that the appraiser has no info concerning high
management plans and business goals. The reviewers, however, believe that the
goals and plans were clearly communicated to the evaluators.
5. Communication is important for the economical functioning of a system.
Therefore, the evaluators ought to explore this matter and make sure that the goals
and plans ar effectively communicated.
21. 56
SUGGESTIONS
Based on the study's findings and private conversations with varied executives and
workers of HERITAGE FOODS India Ltd. There square measure potential suggestions
and proposals in Hyderabad:
• It's counseled to tell the workers right away.
• The results of the analysis, particularly if they're negative.
• It's counseled that the supervisor try {and} analyze the strengths and
weaknesses of an worker and advise him on correcting the weaknesses.
CONCLUSIONS
The awareness of the workers for the actual fact that the assessment is one among the
factors for the promotion was cent p.c. The performance appraisal system is seen as a
method of distinguishing areas of improvement, distinguishing coaching and
development areas and setting performance goals for the longer term.
The management wishes a cordial relationship with the add order to own mutual
discussions.
.
22. 57
QUESTIONNAIRE
PERSONAL DATA
NAME :
DESIGNATION :
DEPARTMENT :
EXPERIENCE :
1. Do you think Performance appraisal is needed in a Company?
(a) YES (b) NO
2. Performance appraisal rating is used to
(a) Identify areas of improvement
(b) Identify areas of training and development
(c) Set performance target
(d) All the above
3. In your experience the outstanding Performance of an employee is due to :
(a) Actual Performance (b) Qualification
(c) Experience (d) All the above
4. Do you think that a good workmen gets motivated with frequent Performance appraisal is
conducted?
(a) YES (b) NO
5. What are the factors taken into consideration while appraising an individual?
(a) Interpersonal effectiveness (b) Teambuilding skills
(c) Self motivate skills (d) Leadership
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BIBLIOGRAPHY
S.N O AUTHOR NAME OF THE BOOK
1. SUBBA RAO.P, Personnel/Human resource Management, Himalaya publishing House
2/e ,2010.
2. ASWATAPPA ,Human Resource Management McGraw-Hill Education(India) 2/e 2010
3. ANLALI GHANEKAR , Essential of performance management ,Everest Publishing
Housing ,2/e 2010.
WEBSITES:
1.WWW.hrindia.com
2.www.heritage.com
3.www.retailindia.com
4.www.hrcouncil.org
