PROJECT TITTLEPERFORMANCE APRAISAL OF THE

EMPLOYEES OFTHE MICRO

TURNERS PVT. LTD.

BY : JAY SUMAN

BUSINESS ADMINISTRATION Reg no: CUJ/1/2009/IMBA/8

About the Organization Micro Turners is now in process to obtain TS-

16949:2009 certification was established in 1969.

Since the Group has its specialization for manufacturing of precision machined and Forged components (Cold, Warm & Hot Forged).

Specifically Precision Engine Components for Two-Wheelers.

Micro Turners Rohtak and Gurgaon get TS-16949:2002 Certification.

Micro turners is a currently Rs.450 cr (turn over) group company.

Group has its eight manufacturing units all over India.

 Vision

Cost Effective Solutions

World Class quality

Value added products to customers

MISSION

Team Work

Continual  Improvement

Zero Defects

TPM

To provide best solutions at competitive price

Products

Kick Shaft  and  Kick Shaft  Assembly Sprocket Cam Chain Bearing Races Front & Rear Wheel  Axles and Shafts

Swing Arm Brake Cams Spacer &Bushes Other precision machine components

Valued Customers

   

 

 

     

       

OBJECTIVE OF MY SURVEY

“The main aim of my survey is to know about the performance of the employee of the Micro Turner PVT. LTD.

PERFORMANCE APPRAISAL

It is defined as evaluating an employees current or past performance relative to his or her performance standards

PERFORMANCE SHOULD BE GEARED TO

Improving the ability of the jobholder; Identifying obstacles which are restricting

performance Agreeing a plan of action, that will lead to

improved performance

THE APPRAISAL PROCESS

Established performance standard Communicate performance

expectations to employee Measure actual performance Compare actual performance with

standards Discuss the appraisal with the

employees. If necessary, initiate the corrective

action

PURPOSE

There are basically three purposes to which

performance appraisal can be put.

First, it can be used as a basis for reward allocations. Second, these appraisals can be used for identifying

areas where development efforts are needed.

Finally the performance appraisal can be used as a criterion against which selection devices and development programs are validated.

RESEARCH METHODOLOGY

1. The data source: Primary as well as Secondary.

2. Data collection instrument: Questionnaire.3. The respondents: The Head and Employees

of the organization.4. The primary data was collected with the

help of questionnaire. A concise questionnaire was prepared keeping in mind the research objectives.

5. Sample size: 100.

I have distributed 100 questionnaire Out of which I received 72 questionnaire.

On the basis of my observation, superiors & supervisor advice ,recommended authority & secondary data like attendance sheet.

The analysis and interpretation of data on study of performance appraisal and its effectiveness in an organization led to the following conclusions:

FindingsChart Title

Good Performer52%

Average Performer 40%

Bad Performer 8%

Satisfaction level of Employee

7%15%

33%23%

22%

Fully Dissatisfied Partially Dissatisfiedsatisfied partially SatisfiedFully Satisfied

CONCLUSIONS The promotion rule though defined need to be

communicated to every employee before appraisal process is done and also justify the promotion as a result of the appraisal.

That the promotion policy followed differs at different position and category. A uniformity has to be there in the implementation of promotion policy at all levels.

  The process of performance appraisal followed in

Micro Turners Pvt. Ltd. at the supervisory and above level is to say not good but of satisfactory level. The employees do not rate it very good

 

The appraisal outcome has to be used frequently for the purpose of reward on performing well together with the feedback on the performance. Also when performance goes down employee has to be given feedback and motivated to do better.

The organization at present doesn't lay career planning and career suggestion plans.

   In Micro Turners Pvt. Ltd. feedback is being provided to the

employee though on a few occasion.  Performance appraisal in Micro Turners Pvt. Ltd is done on

an annual basis.   More emphasis on training and job rotation as remedial

measures. 

Suggestions The study undertaken bring some interesting result.

Training the Appraiser: It is proposed that appraiser be trained for clear understanding of the system and its objective and also counseled to be honest, fair, just, unbiased in appraising the appraisal.

Factors/traits of evaluation: It is proposed that appraisal evaluated on above factors/traits be given suitable remark or justification for being given different quantitative grade.

In the organization, performance appraisal is done on an annual basis which should be done Quarterly to make it more effective.

Consistency is demanded in the promotional policy. It should not change every year.

Monetary difference between two grades should not be large, it should be motivating in nature.

Performance appraisal system should be made more transparent and rationale.

Performance feedback: The performance feedback sessions should be improved which would results in increasing employee motivation to improve performance. The following could be incorporated.

• Pin point the problem behaviors and make sure the employee is aware of it,

• Make sure the employee understands the consequences of the problem behaviors. Get employee's commitment to change and make sure he cares about the change

• Assistance should be provided to improve poor performance. Make a realistic plan appropriate to the behavior and set a time frame for improvement.

• To make sure to review performance time to time.

The other change which has to be incorporated at the supervisor and the level above are:

• In some areas of performance there should be self appraisal and more and more counseling so that employee improve upon weak area and understand what is expected of him/her at the organization level.

• Based on the above an open appraisal system is suggested.