The most common challenges by any organization in these days related to talent retention, increasing productivity and profitability. An organization's survival greatly depends on its ability to efficiently manage the available resources and remain competitive in a continually changing business environment. In such a situation, employee performance and productivity have ceased to be mere administrative matters, but have now become essential elements of a broader key business strategy. At the core of this strategy lies the performance management System, which had become entrenched in a system of documenting and measuring employee performance rather than as a vehicle for developing better employees. These days’ organizations are looking for performance management system that links pay-for-performance with current best practices, focusing on improving employee performance and retention and also enhancing organizational effectiveness.

1. 629
Mrs. U. Priya and Dr. A. Peer Mohideen. “A Study on Attitude of Worker's towards Performance
Management System at Robinsons Cargo and Logistics Pvt. Ltd., Chennai”. - (ICAM 2016)
International Journal of Management (IJM)
A STUDY ON ATTITUDE OF WORKER'S TOWARDS PERFORMANCE
MANAGEMENT SYSTEM AT ROBINSONS CARGO AND LOGISTICS PVT.
LTD., CHENNAI
Mrs. U. Priya
Assistant Professor,
PG & Research Department of Commerce,
Bon Secours College for Women, Thanjavur.
Dr. A. Peer Mohideen
Research Advisor & Associate Professor
PG & Research Department of Commerce,
Khadir Mohideen College, Adirampattinam.
ABSTRACT
The most common challenges by any organization in these days related to talent
retention, increasing productivity and profitability. An organization's survival greatly depends
on its ability to efficiently manage the available resources and remain competitive in a
continually changing business environment. In such a situation, employee performance and
productivity have ceased to be mere administrative matters, but have now become essential
elements of a broader key business strategy.
At the core of this strategy lies the performance management System, which had become
entrenched in a system of documenting and measuring employee performance rather than as a
vehicle for developing better employees. These days’ organizations are looking for
performance management system that links pay-for-performance with current best practices,
focusing on improving employee performance and retention and also enhancing
organizational effectiveness.
Key words: Performance, Employee, Retention, Business.
Cite this Article: Mrs. U. Priya and Dr. A. Peer Mohideen. A Study on Attitude of Worker's
towards Performance Management System at Robinsons Cargo and Logistics Pvt. Ltd.,
Chennai. International Journal of Management, 7(2), 2016, pp. 629-635.
http://www.iaeme.com/ijm/index.asp
1. INTRODUCTION
Performance Management System is the process by which businesses evaluate performance, plan
employee development and align them with organizational goals. In spite of this, the performance
review happens to be one of the most uncomfortable routines that both manager and the employee have
to face. This systems mostly feels that mangers are not in a position to make solicitous evaluations
either because they are under trained or inexperienced or may find it difficult to give candid
performance feedback. At the same time, employees get denominated because they feel their
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Mrs. U. Priya and Dr. A. Peer Mohideen. “A Study on Attitude of Worker's towards Performance
Management System at Robinsons Cargo and Logistics Pvt. Ltd., Chennai”. - (ICAM 2016)
performance and contributions are not duly evaluated. The HR department merely oversees the whole
process instead of making any significant value-additions. However, now the businesses have
increasingly come to realize that their employees are their biggest assets and key to maintaining their
competitive advantage and performance. Businesses are consequently recognizing that, managing
employee performance uncompromisingly can help in identifying top performers and developing an
optimally performing workforce.
Performance management is considered as the heart of any "people management" issue in an
organization. It encompasses the entire relationship of the organization with its employees.
Performance management is the process of creating a work environment where people are encouraged
to perform to their fullest potential and rewarded for their effectiveness. It is a broader worker system,
when proper job description is clearly communicated to the employee and ends when he leaves the
company.
Performance management is a substitution for the traditional performance appraisal system as the
force shifts towards the entire spectrum of development issues in an organization. An effective
Performance management system comprises employee performance development, training, cross
training, provision of changing assignments and regular performance feedback.
STATEMENT OF THE PROBLEM
Performance management system has now started receiving unparalleled attention in the context of
Performance management system being seen as a strategic workforce tools towards achieving
competitive advantage. A new culture of frank and open communication is institutionalized, which
recognizes value of employees. For assisting in better workforce decision - making, software
automation is adopted for streamlining the process and reducing costs, as also for collection of data on
employee performance and analyzing it.
Not all Performance management system efficiently, i.e., they depend a lot, on other factors. Most
organizations often encounter "classic problem" in Performance management. Here, the most common
problem is found with the employee system. We often here manger complement in their working
processes is not motivating the employees. One of the first questions to be addressed in such a situation
is: what is the likelihood that the employee performance management system will yield the desire
change in an employee? In such a case, a company must re-examine the operation of its Performance
management system to ensure that the employee’s performance are based on their expectations.
OBJECTIVES OF THE STUDY
 To examine the opinions of the workers towards the functioning of Performance management
system
 To identify the problem faced by the workers in the functioning of the system
 To identify the performance gap
 To give suitable suggestions for the development of the system
IMPORTANCE OF THE STUDY
Performance management drives employee behavior to align with organizational goals and objectives.
This alignment happens because (1) job responsibilities and expectations are clear, resulting in
increased individual and group productivity (ii) better information is available to use for compensation
and promotion decisions.
Unfortunately performance management is seen as an unwelcome activity in many organizations.
Manager hesitates to provide candid feedback and have honest discussions with their employees and
often fail to discriminate in the rating they give. They fear reprisal or damaged relationship with the
very individuals they count on to get the work done. Employees feel that their managers are not good
at discussing their performance and are ineffective at coaching them on how they’re confused about
how the feedback affects future career prospects.
Overcoming these inherent challenges requires commitment from the top, a culture that says
feedback and development matter, and a well-designed process.

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Mrs. U. Priya and Dr. A. Peer Mohideen. “A Study on Attitude of Worker's towards Performance
Management System at Robinsons Cargo and Logistics Pvt. Ltd., Chennai”. - (ICAM 2016)
RESEARCH DESIGN
In this study the researcher has made an attempt to describe various factors of performance
management system along with the key variable age, sex education, experience designation income
house the research design in descriptive.
SOURCES OF DATA
The data was collected from primary and secondary data.
PRIMARY DATA
Primary sources are original source from which the researcher directly collected the data. The tool
used for collecting the primary data is set prepared questionnaire.
SECONDARY DATA
The researcher collected the secondary data from various text books, magazines, journals, internet and
periodicals.
UNIVERSE OF THE STUDY
The universe for this study consisted of the total workforce of Robinsons Cargo and Logistics Pvt. Ltd,
Chennai. The whole population is 200 members.
SAMPLE SIZE
The researcher used simple random sampling techniques i.e., table method and selected 75 samples
from the universe
STATISTICAL TOOLS
The researcher converted the data into tables. To analyze the data using percentage analysis and chi –
square test.
HYPOTHESIS
The following hypothesis were formulated based on the objectives of the study.
NULL OF HYPOTHESIS (HO)
 There is no significant association between educational qualification and training programme
in this company.
 There is no significant association between job experience and promotion.
ALTERNATIVE HYPOTHESIS
 There is significant association between educational qualification and training programme in
this company.
 There is significance association between job experience and promotion.
SCOPE OF THE STUDY
The scope of the study including various aspect of the performance management system emphasis on
the socio – economic condition of the employee like designation, income, qualification, training
programme, important consideration for time of performance management system, worker’s
satisfaction, evaluation of performance by themselves and other factors have been studies to known the
level of performance management system in Robinson’s Cargo & Logistics Pvt. Ltd., Chennai

4. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 -
6510(Online), Volume 7, Issue 2, February (2016), pp. 629-635 © IAEME Publication
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Mrs. U. Priya and Dr. A. Peer Mohideen. “A Study on Attitude of Worker's towards Performance
Management System at Robinsons Cargo and Logistics Pvt. Ltd., Chennai”. - (ICAM 2016)
LIMITATIONS OF THE STUDY
 It is subjected only to Robinson Cargo and Logistics, Pvt Ltd, Chennai.
 Time was a major constraint for the study.
 The research is conducted only by considering small universe.
REVIEW OF LITERATURE
Performance management is the process of developing a work place where employees can carry out
their duties to the best their abilities. This process involves providing of effective training, developing
clear job descriptions and motivating employees.
Performance management is a system that increases efficiencies, decreases costs and boosts
performance of a given industry or in some specific applications employees.
SNAP (2011)
Performance management is an innovative approach to conducting performance reviews and ongoing
feedback in a way that clearly conveys to the employee the benefits that accrue to them when they
embrace workplace behavioural changes.
Marcus Buckingham (2013)
Performance management system must have the following five characteristics. They are
 It must be a real time system that helps managers give ‘in the moment coaching and course
correcting.
 It must be a system with a super light touch
 It must feel to the individual employee that it is a system “about me, designed for me’”.
 It must be a strengths based system and must be focused on the future
 At last, it must be a local system.
Current performance management systems are centralized. Their expenses purpose is to cascade
the defined company strategies and values down through all levels.
COMPANY PROFILE
Robinsons Cargo & Logistics Pvt. Ltd
Robinsons Cargo & Logistics Pvt. Ltd is a part of the Robinsons Group of Companies which started its
operation in 1954. Originally set up as a stevedoring company for handling import and export of break
bulk cargo; today the group is fueled by innovation, continuous improvement and adaption to the ever
changing markets.
Robinsons Cargo & Logistics obtained ISO 9001:2001 certification in 2007, and obtained ISO
9001:2008 certification in 2010. RCNL has also applied for ISO 14001 and ISO 18001 in 2011.
Robinsons Cargo & Logistics has been representing India in the WACO Network (World Air
Cargo Organization) since 1994. The WACO Network consists of over 90 logistics providers around
the world. The selection process for agents is extremely tough hence making sure there is a strong &
secure network. The WACO network is equivalent to the 2nd
largest Logistics provider in the world.
At Robinsons Cargo & Logistics, we endeavor to be your preferred choice of end to end logistics
provider making us a one stop shop for all your logistics requirements.

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Mrs. U. Priya and Dr. A. Peer Mohideen. “A Study on Attitude of Worker's towards Performance
Management System at Robinsons Cargo and Logistics Pvt. Ltd., Chennai”. - (ICAM 2016)
Data Analysis and Interpretation
S. No Factors
Opinion
(n=75)
Yes No
1 Training programme conducted by the organization 58 17
2 Management evaluates performance periodically 62 13
3 Performance management system helps people set and achieve meaning goals 51 24
4 Promotions are strictly based on performance management system 42 33
5 Workers satisfaction with the existing performance management system 41 34
 More than half (71%) of the respondents have shown positive response with regard to training
programme
 83% of the respondents shown positive response with regard to periodical evaluation of
performance by management
 More than half (68%) of the respondents opined that performance management system helps
people set and achieve meaningful goals
 56% of the respondents states that promotions are strictly based on performance management
system
 55% of the respondents are satisfied with the existing performance management system.
Distribution of the respondent consideration regarding time of performance management system
S. No Particulars No. of respondents %
1
2
3
4
Work done
Sincerity
Knowledge about the work
Seniority
14
24
31
06
19
32
41
08
Total 75 100
 41% of the respondents knowledge about the work in the performance management
system
Opinion based on reason for performance management system
S. No Particulars No. of respondents %
1
2
3
4
For determination of promotion
For increase of wages/ salary
For training & development
Any other
13
13
32
17
17
17
43
23
Total 75 100
 43% of the respondents states that training & development is the major reason for
performance management system

6. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 -
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Mrs. U. Priya and Dr. A. Peer Mohideen. “A Study on Attitude of Worker's towards Performance
Management System at Robinsons Cargo and Logistics Pvt. Ltd., Chennai”. - (ICAM 2016)
Test 1. To test the respondents on the basis of educational qualification and training programme
conducted in this company
Educational Qualification
Training Attended
Total Statistical inference
Yes No
HSC/ PUC
Diploma
UG Degree
PG Degree
Others
02
02
07
05
01
03
04
34
16
01
05
06
41
21
02
X2
= 2.485
D.f = 4
CV<TV
P>0.05
Not significant
Total 17 58 75
CONCLUSION
Since, calculated value of X2
is less than the table value. Hence, Null hypothesis is accepted. So, it
concludes that there is no significant association between the educational qualification and training
proramme conducted in this company.
Test 2. To test the respondents on the basis of job experience and promotion
Job experience
Basis of information
Total Statistical inference
Seniority Merit Performance
Upto 5 yrs
5-10yrs
10-15yrs
15-20yrs
Above 20yrs
07
05
01
02
01
10
07
03
03
01
15
10
04
05
01
32
22
08
10
03
X2
= 2.485
D. f = 4
CV<TV
P>0.05
Not significant
Total 16 24 35 75
CONCLUSION
Since, calculated value of X2
is less than the table value. Hence, Null hypothesis is accepted. So, it
concludes that there is no significant association between job experience and promotion.
SUGGESTIONS
 The organization should create a favorable attitude towards the performance management
system among the employees.
 The organization should ensure a change in rating of performance of workers.
 It is better to provide certain training to the employees to develop their technical and
communication skill.
 The promotion and salary fixation should be based on the performance.
 Suggested that management should give regular guidance to their workers.
CONCLUSION
Performance management is a vital aspect of the overall business system as it directly has impact on
the organization performance. It is a tool that is used by managers and supervisors but necessitates
active participation by employee. A good Performance Management System has an employee
development as the focal point. Businesses across the world are recognizing the fact that employees
are an organization’s invaluable assets. If the employees are looked after well, they will that directly
impacts a company’s bottom – line. Hence, a well – defined Performance Management System will

7. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 -
6510(Online), Volume 7, Issue 2, February (2016), pp. 629-635 © IAEME Publication
635
Mrs. U. Priya and Dr. A. Peer Mohideen. “A Study on Attitude of Worker's towards Performance
Management System at Robinsons Cargo and Logistics Pvt. Ltd., Chennai”. - (ICAM 2016)
enhance the image of employees, while improving its performance in terms of productivity and
profitability.
The Performance Management System in the Ashok Leyland India Limited, Chennai has been
implemented with some modifications of traditional performance appraisal. Thus efforts can be taken
by the organization to highlight the importance of PMS and keep the employees well informed about
the system.
REFERENCES
[1] L.M. Prasad, “Principles and Practices of Managtement”, Revised and enlarged edition,
2000, Reprint 2007, 2009, Delhi, Sultan Chand & Sons, Reprint 2009.
[2] Stephen P. Robbins, “Organizational Behaviour”, 9th
Edlition, New Delhi, Pearson
Education, 2003.
[3] V.S.P. Rao, P.S. Narayana, “Organizational Theory and Behaviour”, 2nd
revised Edition,
Delhi, Knonark Publlishers Pvt Ltd, 1987.
[4] S.Mohan, R.Elagovan, “Human Resource Management”, Regal Publication, New Delhi,
2011, (Paperback Edition) ISBN 978 – 81 – 8484 – 0902.
[5] Laurie. J.Mullins, “Management and Organizational Behaviour”, 5th
Edition, South Asia,
Pearson Education, 2007.