kribhco

- IN THE SERVICE OF NATION

VIPUL SACHANM.B.A. 3 Sem.

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

Content

Section 1Company Profile IntroductionOrg. Structure

• 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 Surat – Hazira State Highway.

• Late Smt. Indira Gandhi, former Prime Minister of India laid the Foundation Stone on February 5, 1982.

• 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.

Introduction

• 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.

Organizational Structure

Section 2 Profile of the

Department

ObjectiveVision MissionPerformance appraisal

Objectives of Department• 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.

Vision

• 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.

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

Mission

• 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.”

Performance Appraisal

• 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.

Section 3 Organizational

Chart and details

Research methodologyData analysis

Research Methodology

• 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.

• SAMPLE SIZE:

We take 100 people in our sample size should be neither so small nor so large.

Data Analysis• Questionnaire1)Are you aware of the objective of the

performance appraisal system?

• INTERPRITATION- 84% Employees are aware of the object of the performance appraisal system.

OPTIONS NO OF RESPONDENT PERCENTAGE

VERY MUCH 84 84%

SOME WHAT 14 14%

DON’T KNOW 2 2%

• INTERPRITATION - 76% Employees say yes that performance appraisal helps the organization in achieving goal.

OPTIONS NOS OF RESPONDENT PERCENTAGE

YES 76 76%

NO 20 20%

DON’T KNOW 4 4%

2) Performance appraisal helps the organization in achieving goal.

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.

OPTIONS NO OF RESPONDENT PERCENTAGE

YES 80 80%

NO 20 20%

3) Organization has to make a fixed duration for performance appraisal.

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.

OPTIONS NO OF RESPONDENTS PERCENTAGE

PERFORMANCE 4 4%

EXPERIENCE 12 12%

BOTH 84 84%

4) Promotion process in the organization is based on –

INTERPRITATION-: 84% Employees agree with this statement that the present performance appraisal system is transparent and free from bias.

OPTIONS NO OF ESPONDENT PERCENTAGE

YES 84 84%

NO 16 16%

5)The present performance appraisal system is transparent & Free from bias.

INTERPRITATION-: 54% Employees are highly satisfied with the current Performance appraisal system. While 36% employees are 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%

6) Satisfied with the current performance appraisal system-

Section 4 Details of work

completedFindingSuggestionLimitation

Findings

• 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.

• 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.

Conclusion

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.

• 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

Suggestions

• 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.

• 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.

Limitation

• 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.

• 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.

Thank you…