This document summarizes a study conducted on the performance appraisal system of Krishak Bharti Cooperative Ltd. Key findings include: - Most employees are aware and satisfied with the current transparent system. - Productivity is measured based on outputs relative to inputs. - Promotions are based on both performance and experience. - The system could be improved by revising point allocations and shortening the process.

1. - IN THE SERVICE OF NATION
VIPUL SACHAN
M.B.A. 3 Sem.

2.  Section 1: Profile of Company
 Section 2: Profile of the department imparting training
 Section 3: Organizational Chart and details
 Section 4: Details of work completed

4. • KRIBHCO has setup a Fertilizer Complex to manufacture Urea,
Ammonia & Bio-fertilizers at Hazira in the State of Gujarat, on
the bank of river Tapti, 15 km from Surat city on
.
• Hazira Fertilizer Complex has 2 Streams of Ammonia plant and
4 Streams of Urea plant. Annual re-assessed capacity for urea
and Ammonia is 1.729 MT and 1.003 MT.

5. • The trail production commenced from November, 1985
and within a very short time of 3 months, the
commercial production commenced from March 01,
1986.
• Biofertilizer plant of 100 MT per year capacity was
commissioned at Hazira in August, 1995.
• KRIBHCO has also completed the installation of an
expansion of the Bio –Fertilizer plant with an additional
capacity of 150 MT and the same was commissioned in
December, 1998.
• Ten Seed processing Plants are also in various states.

8. • Help employee to Krishak Bharti Coperative Ltd.
improve his strengths, and thus enable him to improve
his performance and that of the department.
• Help identifying employees for the porpoise of
motivating, training and developing them.

9. • To become a world class organization that represents the
farmer community and maximizes their returns through
specialization in agricultural inputs, rural need based
products another diversified businesses that maximize
stakeholders value.

10. • To act as a catalyst to agricultural and rural development
by selecting, financing and managing projects that are
both socially desirable and commercially profitable.

11. • Performance appraisal can be an effective instrument for
helping people grow and develop in organizational setting
“Performance appraisal is a formal structured system of measuring
and evaluating an employee’s job, related behaviors and out comes
to discover how and why the employee is presently performing on
the job an how the employee can perform effectively in the future
so that the employee, organization and society all benefit.”

12. • To create and maintain a satisfactory level of
performance.
• To provide information making decision for rewardingly
of retrenchment etc.
• To help the superiors to have proper understanding
about there subordinates.

14. • SAMPLING TECHNIQUE USED:
We used simple random sampling in our
presentation as in it each item in the population has an
equal chance to be selected.
• UNIVERSE OF STUDY:
There are 6600 employees in KRISHAK BHARTI CO-
OPETATIVE LTD.

15. • SAMPLE SIZE:
We take 100 people in our sample size should be
neither so small nor so large.

16. • Questionnaire
1) Are you aware of the objective of the performance
appraisal system?
OPTIONS NO OF RESPONDENT PERCENTAGE
VERY MUCH 84 84%
SOME WHAT 14 14%
DON’T KNOW 2 2%
• INTERPRITATION- 84% Employees are aware of the
object of the performance appraisal system.

17. 2) Performance appraisal helps the organization in achieving
goal.
OPTIONS NOS OF RESPONDENT PERCENTAGE
YES 76 76%
NO 20 20%
DON’T KNOW 4 4%
• INTERPRITATION - 76% Employees say yes that
performance appraisal helps the organization in
achieving goal.

18. 3) Organization has to make a fixed duration for performance
appraisal.
OPTIONS NO OF RESPONDENT PERCENTAGE
YES 80 80%
NO 20 20%
INTERPRITATION-: 80% Employees agree with that is
organization should have to make a fixed duration for
performance appraisal. While the other 20% employees
do not agree with this statement.

19. 4) Promotion process in the organization is based on –
OPTIONS NO OF RESPONDENTS PERCENTAGE
PERFORMANCE 4 4%
EXPERIENCE 12 12%
BOTH 84 84%
INTERPRITATION-: 4% employees say that promotion
says that process in the organization is based on
performance, 12% employees say that based on
experience and 84% say both.

20. 5)The present performance appraisal system is
transparent & Free from bias.
OPTIONS NO OF ESPONDENT PERCENTAGE
YES 84 84%
NO 16 16%
INTERPRITATION-: 84% Employees agree with this
statement that the present performance appraisal
system is transparent and free from bias.

21. 6) Satisfied with the current performance appraisal system-
OPTIONS NO OF RESPONDENT PERCENTAGE
HIGHLY SATISFIED 54 54%
SATISFIED 36 36%
DISSATISFIED 2 2%
JUST SATISFIED 8 8%
INTERPRITATION-: 54% Employees are highly satisfied with
the current Performance appraisal system. While 36%
employees are satisfied with the current performance
appraisal system.

23. • Current appraisal system pursued there is transparent.
• Most of the employees are aware with the PA system.
• Appraisal and appraise participate jointly in appraisal
process
• Productivity measure through output related to input.
• Most of the employees are satisfied with the current PA
system.

24. • In current appraisal system weight age is given to each
every aspect according to its importance.
• There is very little chance for bias in current appraisal
system.
• Great importance is given to team.

25.  Based on the vast study and analysis I have get this
conclusion that most of the employees are think that
productivity can be raised through performance
appraisal. So I can say that the top role needs a
tremendous change towards the role of appraiser
 Every manager in the organization hierarchy at his own
position has the same role of appraisers. This system is
not only an appraisal tool but a strong instrument of
performance management.

26. • Most of the executive of KRISHAK BHARTI CO-
OPERATIVE LTD are satisfy with the current appraisal
system & they think that the current appraisal system is
transparent and free from bias. The current appraisal
system is able to achieve its laid to objective efficiency
and effectively

27. • The performance appraisal should take place twice in
year.
• The point awarded for the KRAs and managerial
dimension should be revised, in order to arouse the
satisfaction level of employees.
• Employees must be given proper knowledge and made
aware of PA system in KRISHAK CO- OPERATIVE
LTD.

28. • The performance appraisal process should be shortened.
• It is also recommended that no poet awarded at the
time of initial should be changed so that it can lead to
increase in accountability at in initial appraisal.
• It is strongly recommended to impart training session on
increasing the executives behavioral and strategic
competencies.

29. • The system covers only executive only executive cadre,
so it is limitation in scope.
• Scope of the study is confined to the areas of KRISHAK
BHARTI CO-CO- OPERATIVE LTD & that too with limited
sample size of 50.
• It was difficult for some executives to fill up the
questionnaire themselves. Thus the researcher has to
clear all the doubt about the questionnaire that
consumed most of the time.

30. • Some executive might have not answered the questions
currently because of the busy schedule. They tend to
hurry up the talk, which inhibits proper collection of
data.
• The higher level executives were unavailable for
response as they have a very busy schedule.