performance appraisal

SUMMER TRAINING

INSTITUTE OF MANAGEMENT AND TECHNOLOGY,Bazpur Road, Kashipur, U.S.NAGAR (UTTARAKHAND)

(Approved By AICTE: Affiliated to Uttarakhand Technical University,

Dehradun)

Institute of Management and Technology-Kashipur

Session: 2009-2012

Training Supervisor:

External Supervisor

Internal Supervisor: Submitted By:

………………… HARVINDER SINGHI M T kashipur Roll No: 94478(U.S.NAGAR) Enrl No:


Uttarakhand

DECLARATION

I HARVINDER SINGH here by declare that the project report on entitled topic

of “Performance Appriasial and Training and Development” written and

submitted by me under the guidance of ………… is my original work.

The findings in the report are based on secondary data. While prepare this

project I have copied any time of him any source on other submitted for the

similar purpose.

Counter signature HARVINDER SINGH


ACKNOWLEDGMENT

I am very thankful to so many people who have been helped me out in

completion of this project. It is with a deep since of gratitude that I

acknowledge valuable guidance and timely suggestion offer to me by my

project guidance (HR Manager) of CORONA PHARMACEUTICALS Mr

…………………….

On the completion of this project, I very gladly take this opportunity of

repressing my grateful thank to Mr. ………. (post) of corona

pharmaceuticals who gave me a sound platform to shape our carrier in

better a way us to understand the feature of H.R.

I am very highly grateful to the staff of the corona pharmaceuticals

pvt. Ltd. Thanks them for their guidance, cooperation and support to make

this project a success.

And lastly, I would give a special thanks to my parents and my friend

for their proper guidance.


CONTENTS

SERIAL NO.

HEADINGS PAGE NO.

1. PROJECT INTRODUCTION

2. OBJECTIVE OF THE STUDY

3. SCOPE

4. COMPANY HISTORY

5. PERFORMANCE APPRAISAL

6. RESEARCH METHODOLOGYA. RESEARCH B. TYPES C. FIELD WORK D. DATA COLLECTION

7. HUMAN RESOURCE DEVELOPMENT:-

A. PERFORMANCE APPRAISALB. APPRAISAL PERIODC. METHOD OF APPRAISALD. APPRAISAL FEEDBACKE. EMPLOYEE CO-OPERATIONF. OVERVIEW OF TRAINING & DEVELOPMENT

8. FINDINGS

9. ANALYSIS AND INTERPRETATION

10. CONCLUSION AND RECOMMENDATIONS

11. COMPANY PROFILE

FACILITY PROVIDED BY THE COMPANY:-

A. PROMOTIONSB. INCREMENTC. TRANSPORT FACILITYD. UNIFORME. CANTEENF. HEALTHG. RETIREMENT H. BONUS


I. SUPERNNUATIONJ. SALARY DISBURCEMENTK. CONFIDENTIALITYL. WHOLE TIME EMPLOYMENTM. CASE OF HOSPITALISATION

EXPENSESN. IDENTITY CARDO. HEALTH SERVICE AND NETWORK

SERVICEP.FAMILY DETAILS

12. LIMITATIONS

13. BIBLIOGRAPHY

14. ANNEXURE

15.


PREFACE

The most significant resource of many organizations is its people.

Such claim appears in the organization annual report and mission

statement, with changing scenario and increasing competition. The

management has realized that sound training programs are needed for the

development of the people, not only for the future growth of the

organization. In the recent time it is being observed that the development of

management personnel proves to the catalyst for the increased project.

The main aim of the training programs must be such that it

encourages learning.

Research methodology included in preparing a questionnaire, which

was calculated among retailer of few cities of Uttarakhand. Finding and

recommendation are based on data collected through the information.


CORPORATE PROFILE OF CORONA

PHARMACEUTICALS PVT. LTD.

'CORONA REMEDIES',A pharmaceutical company introduced by group of committed, dedicated and experienced professional join hands with a "care" and "quality" as their guiding principals.

It turned out into a force reckon with quality, availability within the affordable reach of the consumer, continuous new product development, manufactured under strict quality control and as per Schedule-M, W.H.O-G.M.P guidelines are just a few factors that contributes to our success

'CORONA' has market exposure in more than 19 STATES in INDIA with wide product segment like Tablets, Capsule and syrup (Oral Liquid) Ointment, Gum Paints, Injectable (Liquid and Dry Powder)

Pharma Profession which is considered may be only next to God, Ultimately all this hard-work, dedication and commitment boils down to just one selfish desire of ours

Our Vision & Mission

Good health is the primary goal of any individual, society or the nation as a whole. Corona is an Ethical, Transparent, Spirited, and Vibrant organization with progressive outlook.

The dedicated approach of Corona has made available a range of innovative, value added, evidence based products for the ailing patients like patent filed hepatoprotective anticold & hepatoprotective pain healing medicines. Therefore Corona's products have found immediate acceptance by practicing doctors.

As a result, in last five years Corona aroused from ground to sky and has hoisted our flag among top 100 pharma companies today. In next five years, we at Corona aim to be among the top 50


companies of India.

At Corona, growth is essence of life. Looking to last years growth, our market position & new horizons in Indian & overseas markets, Corona aim to be equipped with its dream project at Changodar, Ahmedabad, Gujarat by year 2011. The project consist of new state of art manufacturing facility that will enable Corona to enter in niche segment like lyophilizes highly stable hormone & PPI injections, R & D center, Corporate house, Warehouse & Dispatch department spreaded over 8000 sq. yards of land that has already been acquired for the project. The successful completion of this project will take us towards the peak of Pharma mountain.

Today Corona is backed by a dedicated team of over 350 marketing professionals. This figure will cross 500 just in 2011 as a part of our expansion plan.

These words sum up the efforts of Corona, which integrates people, processes and potential towards the betterment of mankind. We project that in next five year these efforts will take us to achieve our desired goal mentioned below.

Our Belief Innovation & Novel concept Affordable prices Quality brands Attractive packaging Customer delight Wide spread product availability Medico-marketing Programme

Our PhilosophyEmployee are our biggest assetAttrition is less than 3% while industry has more than 30% hence Stress free cultureEmployee should be profit partnerNovel concept of “E-change incentive” where people have earned more than 5 Lac Incentive360˚ Marketing supportSampling, CME, ConferenceFast decision making

Corona Value SystemIntegrity & HonestyWe do what we say & we say what is rightJust in TimeWe value speed & quick decision. We believe in “Just in Time” concept


We aspire to be on top by settling lofty goals for ourselvesCustomer DelightWe believe It takes “1000 days to make customer but takes just 1 sec to lose” We strongly believe in customer creation & retention

Man Power Expansion

Vertical Growth

Corona Tree


Therapeutic CoverageGastro

intestinal Paediatric Pain mgmt Respiratory Hormone &

supplements

Bile therapy Anti infective NSAIDs Cough & cold Hormone Inj

Anti-ulcerant

Nutraceutical Analgesic Anti-asthamatics

Progesteron

Anti-emetic Calcium supp. Anti-Osteoporotic

Anti-allergic OCP

Anti-diarrhoeal

Anti-emetic Anti-infectives - Ovluation Induction

Antacid Multivitamin-minerals

Anti-spasmodic

- Infertility supplement

- Iron supple. Anti-hammorageic

- Iron & calcium supple

- Cough & cold - - -

State Coverage


PLANT PROFILEAbout Us

Products exporting, distributing, manufacturing and supplying of capsules, liquids, pharma produc


ts, pain killers, analgesics, enzymatic syrups ...

Company Profile

Business Type :Exporter / Manufacturer / Wholesaler/Distributor / Supplier

Year Established : 2005

Products Exporting, Distributing, Manufacturing and Supplying

:Capsules, liquids, pharma products, pain killers, analgesics, enzymatic syrups, cold, cough syrups, paracetamol tablets, ibuprofen tablets

Contact Information

Company Name Corona Pharmaceuticals Pvt. Ltd.

Address KHASRA NO. 402, 7 KM. MILE STONE, NH-74, JASPUR ROAD, Kashipur - 244713, Uttarakhand, India

Phone No 91-5947-211314

Contact Person Mr. Suraj Arora (Director)

Mobile +919897648622

Last updated on : 23 July 2010

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PROJECT INTRODUCTION

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“Training and Development” are the two terms frequently used. On the face of it, these might not appear any difference between them, but when a deep thought is given, there appears some difference between them.

The difference between Training and Development may be started thus:-

LEARNING DIMENSION

TRAINING DEVELOPMENT

Who Non-managerial personnel

Management Personnel

What Technical & mechanical operations

Theoretical, conceptual ideas

Why Specific job related purpose

General knowledge

Where Short term Long term

Training is a process of learning in a sequence of programmed behavior. It is application of knowledge. It gives people an awareness of the rules and procedures to guide their behaviour. It attempts to improve their performance on the current job or prepare them for an intended job.

Development is a related process. It covers not only those activities which improve job performance but also those which bring about growth of personality help individuals in the progress towards maturity and actualization of their potential capacities so that they become not only good employees but better man and women. In organizational terms, it is intended to equip person to earn promotions and hold greater responsibility.

“Employee Training & Development are not only an activity that an organization must come. It resources to if it is to maintain knowledgeable and valuable workforce”.


OBJECTIVES OF THE STUDY

The organizational aims of management training are to secure the following valuable results:

To import new imprint the basic knowledge & skills they need for knowledge & intelligent performance.

To access employment function more effectively in their present posi-tion exposing them to the latest concept information & techniques & developing the skills. They will need in their particular field.

To build up a second line of competent person & prepare them to oc-cupy more responsible position.

To import education for the purpose of meeting & training needs of co-operation which deals manly with the public.


SCOPE

Training is the corner stone of sound management, for it makes employees more effective it is actively and intimately connected with all the personnel or managerial activities. It is an integral part of the whole management program, with all its many activities functionally interrelated.

There is an ever present need for training man so that new and changed techniques may be taken advantage of and improvements affected in the old methods which are inefficient.

Training is a practical and vital necessity because, aspect from the other advantages it enables employees to develop and rise within the organization, and increase their market value, earning power and job security it enables management to resolve sources of friction arising from parochialism, to bring home to the employees the fact that the management is not divisible. It modules the employees attitudes and helps them to achieve to better co-operation with the company and a great loyalty to it. Training more over heightens the moral f the employees, for it, helps in reducing dissatisfaction, complaints, therefore wastage and spoilage are lessened, and the need for constant supervision is reduced.

The scope of training has been expressed in these words: “Training is widely expected problem solving device. In deed our national superiority in man power productivity can be attributed in no small measure to the success of our educational and industrial training programs. This success has been achieved by a tendency in many quarters to regard training as a panacea.”


RESEARCH MATHEDOLOGY

It is a careful investigation or inquires especially few searches for new area in any part of knowledge.

Research as the manipulation of thanks concepts or symbols for the purpose of generalizing to extend correct or verify. Knowledge whether that knowledge adds construction of theory or in the purchases of an art.

Research refer to the systematic method consisting of enunciating the problem formulating hypothesis, collecting the facts of data analyzing the facts reaching certain conclusion either in the form or solutions towards to the concern problem in certain generalization for some theoretical formulation.

Research methodology related with:- Field work Data collection

Field Work: - During my training period I was required the survey SURYA only. During my training information about training program is provided by training department and information about development of SURYA ROSHANI Ltd. if provided by different departments of SURYA ROSHANI Ltd. .

Data Collection: - Data is a research tool, which is used for research work. To do my work I have used primary data collection. Secondary data collection is also used me but primary data collection is more beneficial for me in completing my summer training.


INTRODUCTIONOF

CORONA PHAR. PVT

LTD

KASHIPUR (UDHAM SINGH NAGAR)

With an effort of corporate visionary Mr.B.D.AGGARWAL along with Mr. R.J.P AGGARWAL, the company started in 1973 at Bahadurgarh as a manufactrurer of STEEL,PIPES AND TUBES under the banner of PRAKASH LTD. Through


the constant expansion the companhy, has emerged as a finding manufacturer of black & galvanized steel popes. Its manufactruring high tue added could roll formed section and precision tubes. Which it a unique product range in niehe areas.

Diversification in to lighting product in 1984 lead to change in the name of company to “SURYA ROSHNI LTD.” When the company set up a most modern lamp factory of fluorescent tube lampas on revolutionary hydro based coating technology in technical collaboration with GEC LTD OF U.K., It as spurred the growth of the company at a faster pace. The lighting division of “SURYA ROSHNI LTD.”is second largest company in the light source in industry in INDIA and among the top ten in the world of lighting trade.

The lighting unit at KASHIPUR,which started in 1985-86 in the largest lighting factory in India producing FLourescent tube lamp,GLS lamp, High pressure sodium up gradation. The cashier factory also Asia’s largest drawing line.

The second lighting Malnpur, Madhya Pradesh which went on stream in 1993,manufacturers Fluorescent tube lamp,GLS lamp and also energy efficient auto halogen lamp and is emerging as one of the largest lighting factoriesd in India.


SURYA product the highest quantity of tube light in India, which is around 26-lac unit per month as capable of unloading 100 lack ubnit per mo nth and is capable of unloading 100 lack unit..GLS lamp per month in the market place. Each and prodct it delivers in the market place is product in the factory is ISO 9002 14001 &OHSAS 18001 certified.

Surya Roshni & Requilarly large consignment 42 countries around the global.

Product Range Fluorescent Tube light. Incandescent lamps High pressure mercury vapors lamps. 11-4 Auto lamp 11-3 Auto lamp GLS lamp Dichotic lamp Energy efficient lamps Glass shell for fluorescent tube lamps. Glass shell for GLS lamps Exhaust tube Filament For GLS lamps Tungstem wire Fluorescent powder Moly wire Burner for mercury vapor lamps.


STRENGHS OF THE SURYA ROSHNI LTD.

Received the ISO 9002 international certification from the bureau of Indian standards for the kashipur lighting factory in Dec 1993.

Recipient of the “Safety Award” from seven years. The laboratory of the kashipur plant is the only labo-

ratory in India by the Deptt of science and technol-ogy Govt of India.

The largest manufacturer of flurescent Tube in the country.

Largest export of slim lite tube lamps Large range of Product Goodwill of the company High brand value World class technology High motivivated personal Nation wide dealer netork Constant monitoring of consumer need sand change

in their preference

Last the vision of grownt with made “surya” a market kneader in the lighting industry in India.


From Two plants- KASHIPUR and MALANPUR

Distributes From 34 branches throughout India

It has distribution network of 5000 dealers

Handover to the housewives-Shopping basket brom near 65000 retail shop at every cornet of India.

Surya sales Revenue growing at 100% every 3 year too.

The tempo of active is rising from year to within a period of 20 years from the inception of the lighting division in 1984. SURYA ROSHNI LTD. Has established itself as a complete company with a market share of 25%. It FTL (Fluorescent tube lamp) 10% in GLS lamp 15% in critical components namely glass shell for both GLS & FTI and Fluorescent powder.

GLOBLE PRESENCE:

The hallmark in today’s competitive market is globle presence. Today surya finds itself in 46 countries and is in direct competition with world famous manufacturers. It’s brands name is available at some of the world best outlets.

Surya is the only lighting company to get the prestigious CE mar on its GLS cate gory for meeting EQS (European Quality standerds).The CE mark is mandatory for companies to enter the European market. The company has also received


other international approvals such as SABA (South Africa Bureau of standards ) and shri lankan Bureau of standards;

CURRENT SURYA EXPORTS TO THE FOLLOW

JORDAN. KOREA IRAN SOUTH AFRICA GERMANY UAE GHANA BANGLADESH FRANCE KUWAIT NIGERIA BOTSWANA HONGKONG INDONESIA BAHRAIN HOLLAND

UK LEBANON COLUMBIA MALTA SHRI LANKA EGYPT CHINA SAUDI ARABIA JAPAN SINGAPORE BELGIUM MONACO KENYA AUSTRALIA IVARY COAST MALAYSIA NEPAL


MAURITIUS THAILAND ALGERIA PARAGUAY MYANMAR NEW ZEALAND DENMARK LUXEMBORG


STRUCTURE OF THE COMPANY


CMD

EXUCATIVE DIRECTOR

PRESIDENT

SENIOR VICE PRESIDENT

ASSISTANT VICE PRESIDENT

GENERAL MANAGER

DEPUTY GENERAL MANAGER

SENIOR MANAGER

MANAGER

DEPUTY MANAGER

ASSISTANT MANAGER

SHIFT INCHARGE

SUPERVISOR

WORKMAN

HUMAN RESOURCE DEVELOPMENT

PERFORMANCE APPRAISAL

Performance Appraisal is a process of assessing summarizing and developing the work performance of an employee. It is the systematic evaluation of the individual with respect to his performance for development.

What is Performance Appraisal?

Performance is an expressions that describe “the level of effectiveness used to perform a job exactly as closely as described”.

Appraisal “is a method for measuring and assessing performance of people on a specific time”.

Why Performance Appraisal?

Performance Appraisal is a vehicle to:

Validate and refine organisational actions (e.g. selection, training).

Provide feedback to employee with anon improving future performance.


OBJECTIVE OF THE PERFORMANCE APPRAISAL

Performance Appraisal system can serve the following purposes:

To enable each employee to understand his role better and become more effective on the job.

To understand his own strengths and weakness with respect to his role in the organization.

To identify the development needs of each employee.

To improve relationship between the superior and the subordinate through the realization that each is dependent on the other for good performance and success.

To serve as mechanisms for improving communication between the superior and his subordinates.

To provide an opportunity to the employee for introspection, self evaluation and goal setting so that he remains on the path of development.

Company considers its Human Resource as the most valuable resource for its growth. In line with this surya roshni ltd.is committed to provide opportunities to its employees for their personal development. One of the instruments used to achieve the above objective is performance appraisal. Performance appraisal seeks to achieve the following:

1. To set realistic and challenging targets/key Performance Area on annual basis for the individual.

2. To assess employee’s performance based on personal attributes, job performed targets achieved/specific

achievement.3. To assess the strengths, weaknesses and potential oF the Employee.4. Performance based reward in terms of increment and

Promotion etc.

APPRAISAL PERIOD:Institute of Management and Technology-Kashipur

Appraisal period is from April to March. Every employee is appraised at the end of the appraisal period. Employees joining during appraisal period are appraised on completion of their one year service and employees joining after March are appraised in next appraisal.

METHOD OF APPRAISAL:

The employees performance is appraised by the Department & Sectional heads in consultation with his immediate supervisor on personal attributes job performed targets achieved/specific achievement. Finally the appraisal is reviewed and approved by the review committee to ensure uniformity and objectivity.

PERFORMANCE APPRAISAL METHOD│

__________________________________│ │

TRDITIONAL METHOD MODERN METHOD-Graphic Rating Scales - Behavior Rating Scales

- Ranking Method - Management by Objectives- Paired Comparison Method- Forced Distribution Method- Checklist Method- Critical Method- Essay Appraisal- Annual Confidential Report

TRADITIONAL METHODS

1. Graphic Rating Scales


Graphic rating scales compare individual performance to an absolute standard. In this method, judgments about performance are recorded on a scale. This is the oldest and widely used technique. This method is also known as liner rating scale or simple rating scale.

2. Ranking Method

Under this method the employee are ranked from best to worst on some characteristics. The rater first finds the employees with the highest performance and the employees with the lowest performance in that particular job category and rates the former as the best and latter as the poores.Then the rater selects the next highest and next lowest and so on until he rates all the employees in that group.

3. Paired Comparison Method

Under this method, the appraiser ranks the employees by comparing one employee with all other employees in the group, one at a time this method results in each employee being given a positive comparison total and a certain percentage of the total positive evaluation.

4. Forced Distribution Method

Forced distribution method is developed to prevent the raters form rating too high or too low. Under this method, the rater after assigning the points to the performance of each employee has to distribute his ratings in a pattern to conform to normal frequency distribution.

1. Checklist Methods

The checklist is a simple rating technique in which the supervisor is given a list of statement or words and asked to check statements representing the characteristics and performance of each employee.


There are three types of checklist methods, viz., simple checklist, weighted checklist and forced checklist choice method.

2. Critical Method

Under this method, the supervisor continuously records the critical incidents of the employee performance or behavior relating to all characteristics (both positive and negative) in a specially designed note book. The supervisor rates the performance of his subordinates on the basis of the notes taken by him.

7. Essay of Free From Appraisal

The method requires the manager to write essay describing each employee’s performance during the rating period. This format emphasis evaluation of overall performance based on the strength/weakness of the employees’’ performance, rather then specific job dimensions.

8. Annual Confidential Reports (ACR)

Assessing the employees’ performance confidentially is a method of performance appraisal. Under this method, supervisor appraises the performance of his subordinates based on his observations, judgements and institutions. The supervisor does not allow the employee to know the report and his performance.

MODERN METHOD

1. Behaviorally Rating Scales (BSR)

The Behaviorally Rating Scales (BSR) method combines elements of the traditional rating scale and critical incidents methods. Using BRS, job


behaviors from critical incidents- effective and ineffective behaviors are described more objectively. The method employees individual who are familiar with a particular job to identify its major components. They then rank and validate specifics behaviors for each if the components.

2. Management by Objectives

The concept of management by objectives was advanced by Peter F. Drunker way back in 1954. Generally, the MBO process is undertaken along the following lines:

The subordinate and superior jointly determine goals to be accomplished during the appraisal period and what level of performance is necessary for the subordinate to satisfactory achieve specific goals.

During the appraisal periods the subordinates update and alter goals as necessary due to changes in the business environment.


360 DEGREE APPRAISALS

360 Degree Appraisal is basically Multi-Rater Appraisal and Feedback System, where an individual is assessed by a number of assesses including superior, subordinates, peers, internal customer and external customers. In this system a candidate is assessed periodically normal once a year but some times even half yearly.

Objectives of 360 Degree Feedback

It is possible to aim at the following through 360 degree:-

Insights into the strong and weak areas of the candidate in terms of effective performance of roles.

Identification of development needs and preparing development

plans more objectively. Data generation to serves as a more objectives for rewards and

other personal decisions.

Reinforcement of other change management efforts and organisation directed interventions.

Basis for performance linked pay or performances rewards,

Alignments of individual and group goals with organizational vision, values and goals.

Basis of 360 Degree Assessment Helps in

Culture Building

Leadership Development

Potential Appraisal and Development

Career Planning and Development


Team Building

Planning Internal customer satisfaction improvement measures

Role clarify and increased accountabilities

Advantages of 360 Degree Feedback

It is more objective then a one person assessment of traits and qualities.

It adds objectivity and supplements the traditional appraisal system.

It provides normally more acceptable feedback to employees.

It can serve all the purpose served by the traditional appraisal system like identifying the developments needs, reward managements, performance developments etc.

It helps focus or internal customer satisfaction.

It has the potential of pointing out the supervisory biases in the traditional appraisal system.

It is a good tools for enhancing customer services and quality inputs and services to internal customers’

. It provides scope for the candidate to get multiple inputs to improve

his role performance, styles and ideas and enhances the acceptability of the individual.

It is participative and enhance the quality of HR decisions.

APPRAISAL FEEDBACK:


The appraisal is being discussed with the employee by the appraisal to give the employee feedback about his performance, strength and weakness. Employee is also suggested area of consolidation and improvement.

EMPLOYEE COOPERATION:

The appraisal is being discussed with the employee by the appraisal to give the employee feedback about his performance, strength and weakness. Employee is also suggested area of consolidation and improvement.

Overview of training & development

Executive talent in the most important assets of the organization it is not shown on the corporate balance sheet , but it influence appreciably the growth progress profits and share values than any other corporate assets. Managerial assets are not costly to acquire. It is a low cost resource with a high profit potential. Top management should give more thought and care to the acquisition maintenance and growth of men and women who possess managerial talent and caliber than the thought and care given to planning and development of plant or a product.

No modern business can continue be successful without planned attention to the growth and development of its managerial staff. It is due to the unbelievably rapid expansion of technology demanding numerous specialized and qualified employees to manage complex sophisticated and dynamic business.

ON THE JOB TRAINING


Virtually every employee, from the clerk to company president, gets some “on –the-job-training”, when he joins a firm.

Employee are coached and instructed by skilled co-workers, by supervisors, by the special training instructors. They learn the job by personal observation and practice as well as occasionally handling it. It is learning by doing, and it is most useful for jobs that are either difficult to stimulate or can be learned quickly by watching and doing.

There are a variety of OJT methods, such as “coaching” or “understudy”; job rotation; and special assignments. Under coaching or understudy method (which is also known as ‘internship’ and ‘apprenticeship’ method) the employee is trained on the job by his immediate superior. ‘Internship’ is usually applied to managerial personnel and provides wide variety of job experience, often involving job rotation, or an “assistant to” type of position. ‘Apprenticeship’ is generally used to impact skills requiring long periods of practice as found in trade, crafts and other technical fields.

In job rotation, a management trainee is made to move from job to job at certain intervals. The jobs vary in content.

OFF THE JOB TRAINING


“Off the job training” simply means that training is not a part of everyday job activity. The actual location may be in the company or in place which are owned by the company or in the company or in placed which are owned by the company or in universities or associations which have no connection with the company.

Off the job training may be based on seminar or team discussion or programmed discussion.

In CORONA PHARMACEUTICALS mostly off the job training is provided. For this, company provides a training program to the employee according to this program, they work. During their working, CORONA also provides on the job training. This is very necessary method of training employees in the skills essential for acceptable for job performance.

PURPOSE & OBECTIVES OF MENAGEMENT DEVELOPMENT


Executive development is an attempt at improving an individual’s managerial effectiveness through a planned & deliberate process of learning.

All development is self development. It must be generated with in the man himself. Any activity to design to improve the performance of existing managers to meet future organizational needs is management development.

The change in the individuals must take place in those crucial areas which can be considered as output variables:

i. Knowledge changeii. Attitude change

iii. Behaviour changeiv. Performance changev. End operational results

The success of development efforts upon the following imputes:

i. Trainee’s personal characteristics, such as his intelligence & motivation to learn.

ii. His actual learning efforts.The organizational aims to management development are to secure the following valuables results:

Improvement in technical performance. Improvement in supervision & leadership as each level. Improvement in international departmental co-operation. Highlighting an individual’s weakness. Attracting good men; Facilitating sound. Ensuring that the qualifications of key personnel become better

known.

Creating reserve in management ranks. Making an organizational more flexible by an increased versatility of

it’s members. Improving organizational structure.


Keeping the company at least of technical & economic condition.

Broadening key men in the middle case.

In sum, management development aims at securing management improved in the short run.The department of Industry Administration & Business management, Delhi University. Delhi is of the view that management objectives should be:

1. To create an understanding of the methods & problems of management.

2. To enable candidates to understand the problem of business. Organization is so far as they arise out of this policies and system of control.

3. To indicate how to apply to practical problems the knowledge of the physical and social aspects of business problems and management.

On the another basis the objectives of management development are:

1. To develop managers to perform better on their present assign-ments; to prepare them for higher assignment; to prepare them for higher assignment.

2. To provide a steady source of competent persons at all level to meet future organizational needs.

3. To help them grow fast.4. To prevent obsolescence of managers.5. To replace elderly executives, who have risen from the ranks, by

highly competent & academically qualified processionals & to create conditions, which contribute to the growth process.

Nothing, the practices in the U.S.A. Prof. A.Das Gupta has given the level wise objectives of the management development this.

(A) TOP MANAGEMENT: 1. To improve thought processes and of analytical ability in order

to uncover and examine problems and take decisions in the best interests of the country.

2. To border the outlook of the executive in regard to his position and responsibilities in the organization and outside.


3. To think through problems which may come front the organization now or in the future.

(B) MIDDLE LEVEL MANAGEMENT:

2. To establish a clear picture of executive function and responsibilities.

3. To bring out an awareness of the broad aspect of management problem and an acquaintance of inter-departmental relations.

4. To develop the ability to analyze problems and to take appropriate action.

5. To develop familiarity with the managerial uses of financial accounting psychology, business law and business statistics.

6. To inculcate knowledge of human motivation and human relationship.

7. To develop responsible leadership.

(C) MIDDLE FUNCTIONAL & SPECIALISTIC:

3. To increase knowledge of business functions & operations in specified fields in marketing, production, finance, personnel.

4. To bring about an awareness of the broad aspects of management problems and an acquaintance with and appreciation of inter-departmental relations.

5. To develop familiarity with the managerial uses of financial accounting, psychology, business law and business statistics.

6. To inculcate knowledge of human motivation and human relationships.

7. To develop responsible leadership.


COMPANY PROFILE


FACILITY PROVIDED BY THE COMPANY

PROMOTIONS:

If an employee has shown the abilities, he may be considered for promotion, provided;

His current job content has increased. His performance is good or better and he meets the

Requirements of higher position. He is doing job of a higher level. There are vacant positions in the organizations.

INCREMENT:

Normal increment date is 1st July new employees joining between 1st

July to 31st March are given their first increment on completion of one year and next increment is given from July on prorate basis. The employees joining between 1st July to 30th june are given their first increment from


next 1st July. The amount of increment depends on the performance of individual in his grade/category and department.

TRANSPORT FACILITY:

The company employees are staying in the city which is about 12 km. from the company. Although it is expected that the employees report for duty in time on their own welfare measures the company has made arrangement of buses from Kashipur and vice-versa in ‘G’ shift and other shifts at the nominal changes which are Rs. 30/- per month.

UNIFORM:

The employee up to Level-5(Workers) are being provided uniforms i.e. 2 shifts and one pair of safety shoes one’s in a year on 1 st January and they are supposed to come in uniform. The employees who are doing field job are also provided rain coats and gum boots once in five year.

CANTEEN:

The company has made a provision of canteen for providing tea, snacks, meal etc. to the employees at subsidized rates. Lunch and Dinner is served at work place to shift employees. Booking of lunch & Dinner is required to be done by 10:30 am and 7:00 pm respectively in General shift, employees are served lunch in canteen during 01:00 to 10:00 pm. Tea and Snacks are sold at specified time and points in plant through the persons. Employee is required to buy coupon in advance from canteen to avoid of change at distribution points.

HEALTH:

Health is very important not only for employee but for company as well. Even appointment of employee is subject to his being found and remaining medically fit. Medical check up is being carried out by company’s doctor. Employees are expected to take all preventive steps to maintain a good health.


Recruitment

Recruitment refers to the process of screening, and selecting qualified

people for a job at an organization or firm, or for a vacancy in a

volunteer-based organization or community group. While generalist

managers or administrators can undertake some components of the

recruitment process, mid- and large-size organizations and companies

often retain professional recruiters or outsource some of the process to

recruitment agencies. External recruitment is the process of attracting

and selecting employees from outside the organization.

The aims of recruitment

The overall aim is “to obtain at minimum cost the number and quality

of employees required to satisfy the human resource needs of the

company”


The aims of recruitment are:

To obtain a pool of suitable candidates for vacant posts

To use and be seen to use a fair process

To ensure that all recruitment activities contribute to company

goals and a desirable company image

To conduct recruitment activities in an efficient and cost-effective

manner

Undesirable consequences of poor recruitment

Poor recruitment choices (i.e., poor person-job fi t) can have a range of

undesirable consequences for the organisation and the worker

including:

Higher rates of turnover


Reduced performance effectiveness

Lowered job satisfaction

Reduced work motivation.

RETIREMENT:Retirement age of an employee is 58 years.

BONUS

The employee including trainees whose salary (Basic and DA ) is Rs. 3500/- or eligible payment of bonus @ 20% under payments of bonus act the maximum amount is calculated at Rs. 2500/- the employee who drawing above Rs. 2500/- shall be paid bonus at Rs. 2500/- the employee of level 7 and below whose salary is above 3500/- pm and are covered under superannuation scheme are also paid excreta subject to maximum amount being paid/payable under bonus act to the eligible employees .

SUPERNNUATION

The employees of level 8 and above whose salary is above Rs. 3500/- pm and covered under the payment of Bonus Act are covered under the superannuation scheme. Under the scheme the company contributes @10% of basic salary for the employees in level 8-10 and @15 % for the employees in Level 11-14. The account is being deposited with Surya Superannuation fund turn has taken from LIC. Under the scheme the employees is eligible for the monthly pension after employee death for unsaved period (date of death of retirement) subject to minimum of Rs. 3.000 Lacs.


SALARY DISBURCEMENT

The salary of employee is being deposited in the bank account of the employees i.e. state bank of India, Kashipur and bank of Baroda by 7 th in the month accordingly the employee is advised to open the bank account in any of these Banks the employers who are not able to open account due to some circumstances are being paid their salary in cash by accounts department on the 7th month or earlier day if the 7th holiday.

Term of employment specially agreed in case of an individual before or after joining shall supersede the above terms of employment.

On joining trainees and apprentices are given their syllabus and training schedule. Every apprentice or trainee is attached to one guide/tutor. Trainee and apprentices are required to maintain a dairy. Performance and progress of trainees and apprentice is reviewed quarterly by their immediate supervisor/guide and deptt. / section head by way of personal interview. During the interview, trainees and apprentices are being appraised about their performance. On successful completion of training and subject to availability of vacancy the trainees/ apprentices may be offered regular employment.

CONFIDENTIALITY

Besides the employees, SURYA ROSHNI LTD.other assets are known how / process/ technologies being hired on indigenously developed confidential business data and the physical assets therefore , it is not expected from the employee to disclose any information in any authorized person.

WHOLE TIME EMPLOYMENT

Being a full time employee of the company , employee is not permitted to take either part time or full time employment or engage in any other trade/ business/profession during the employment including the period of leave.


ASE OF HOSPITALISATION EXPENSES:

Employee immediately on hospitalization with the following information :

Name of employee Employee code name Name of the patient Partnership with the employee Name & address of the hospital Name of doctor Date of admission Expected date of discharge Approximate expenses

Photocopy of all the documents before sending the same for processing. Send all the documents with in 30 days of discharge from the hospital (Delay if any should be informed with in 30 days to get prior section from the insurance company). Documents should be properly numbered tagged or staple. All documents along with the 2 completed forms. All the data is to be filled up clearly in capital letters.

IDENTITY CARD:

Identity card shall be provided to every beneficiary which will give access to the hospitals of Royal Sundram Alliance Insurance co. Ltd.

HEALTH SERVICE AND NETWORK SERVICE:

It is created access to a network of provides consisting of reputed Hospital during homes etc. network hospital nursing home etc. the advantage of cashless service has been processed.

FAMILY DETAILS


Information of any change in particular of family members must be informed immediately by employee to personal department so as to update the employee family under the policy pension and death insurance respectively under the scheme.

FINDINGS

FINDINGS

Training plays a very important role in the organization. It results in the better production which really helpful in providing a good output to the customer.

Surya Roshni Ltd. is producing lighting, which is used various material tangaste flament,niohen etc.

They are providing training to their employee how handle a customer it is very important to satisfied to the customer because customer is the backbone of the organization.


So we can say training is very important for the development of the organization.

For the development of the organization each & every department plays a very important role.

Different department in the Surya Roshni ltd. like human resource, fiancé, marketing these all department plays a vital role in organization.

Thus role of training & development is a very important part for the development of the Surya Roshni Ltd...

Written test of training programme is key factor but before training programme these are some which a discipline work is selected.

Training should be at least 18 & minimum age 26.

Education should be at least 8th pass then he\she can understand all in-formation can also.

All information about family should be taken. No problem should be come in future. Only unemployed person should be selected. Other mill can has to face a big loss.

Information about source of worker & checking is necessary. Workers of some family should not be selected otherwise chances of live can take place.

Question about his family can be asked & question his school day can be asked.

Workers should be physically checked. Weak body are not suitable hard working.

During selection his figure, hand should be checked. He should be fit for the work physically.

Question about different colour should be asked. Colour blindness should be checked other wise he can


mix different material in department.

DURING TRAINING :-

1) Time of coming is before 30 minutes of shift by which chances of loss can decreased.

2) Full information about department should be provided behaviour with top level members this information is also given

3) Permission for toilet , water & as on should be taken from seniors

4) Information about all member should given & their name & department etc. should also be provided

5) For which department , worker is selected , name of that department its machine , part & its work& other information should be provided After his\her information of training room should be given practically

6) Information about good quality of telephone service 7) What are the advantage of good quality 8) Age of machinery can be increased by cleaning 9) Machine of materiel10)Detail about machine, 11)Permission before training live

DEVELOPMENT OF COMPANY

For the development of a company. Each & every department is responsible. All departments play a key role in the development of a organization

TYPE DEPARTMENT OF DIFFRENT DEVELOPMENT OF A COMPANY

1. ADMINISTRION

Administration department comes under two levels. In this department all Directors and all chairman comes


All important decision is taken in the company n this department. To burden the outlook of the executive. To think through problems which may come front the organization now or in the future.

2. FINANCE DEPARTMENT : In the finance department finance manger plays a very key role He manage all the financing activates of the company

3: SALES MARKETING DEPARTMENT:

Sales and marketing department with the sales and marketing of production. Checking of raw materiel & which output is done under this department. Sales manager & marketing manager plays a very important role

4:STORE(GENERAL)

Store related with quantity of raw materiel stored & according to which how much product should be done

5:PERSONAL\TIME OFFICE

Personal management related with: Management principle Organizational behaviour Labouer welfare Industrial relation & legislation. Labour legislation.

6:WORK CULTURE:


Attitude & behaviour working style of employee depend on working and thinking

Traditions Family background

Education impact of society, Training & Development.

DEVELOPMENT

Physical Mental Spiritual

Decline the attitude

Decline in value of life

Decline in union leadership


ANAYSIS& INTERPRETATION

ANAYSIS & INTERPRETATION

Question 1 - Performance Appraisal is an important tools for Promotion and development of employees in CORONA PHARMACEUTICALS PVT LTD.


Response No. of Response % of Response

Agree 44 67.69

Agree to Some Extent

19 29.23

Disagree 2 3.07

Interpretation –

From the graph, it is clear that Performance Appraisal meets its Objective of assessment for job promotion and development of employees.

Question 2 - Performance Appraisal strengthen the relationship between supervisor and sub-ordinates.

Response No. of Response

% of Response

Agree 29 44.61


27 41.53

Disagree 9 13.84


Interpretation -

It was fund out that employee’s feel that Performance Appraisal system helps in improving the relation between supervisors & subordinates.

Question 3 - Performance Appraisal system in CORONA PHARMACEUTICALS PVT LTD. is transparent, fair and well communicated.

Response No.of Response

% of Response

Agree 21 32.30


30 46.15

Disagree 14 21.53


Interpretation -

By transparent, fair & well communicated it means that the Performance Appraisal System is through with the employees & they get to know the feedback from time to time in a fair & well transparent manner. The responses show that employees are agree to extent.

Question 4 - Performance Appraisal System work process quantitatively and qualitatively.


% of Response

Agree 29 44.61


24 36.61

Disagree 12 18.46


Interpretation –

According to this it suggests that the subjective as well as the objective both the factors are taken into consideration. The performance of any employee cannot be measured merely in terms of number as a qualitative judgments is also required fro this. Here almost all the employees are agree that performance monitors most quantitatively & qualitatively.

Question 5 – Wage remuneration should made on basis of Performance Appraisal.


% of Response

Agree 10 15.38


18 27.69

Disagree 37 56.92

Interpretation –


Great variation has seen in this part. 15.38 % employees agreed upon this while 56.92 % employees disagreed upon that wage decision should be made on basis of Performance Appraisal.

Question 6 - Rather than evaluation by controlling officer, it should be 360 Degree Appraisal System.


% of Response

Agree 34 52.30


16 24.61

Disagree 15 23.07

Interpretation –


There is very strong demand towards the need for an appraisal system that uses 360 degree approach. More then 52% people feel that 360 degree should be present there to judge the performance.

Question 7 - The present Performance Appraisal System creates motivation to improve performance.


% of Response

Agree 34 52.30


18 27.69

Disagree 13 20

Interpretation –


Most of the respondents to the fact that PAS creates motivation to improve performance.

Question 8 - Is there any necessary of Performance Appraisal system in CORONA PHARMACEUTICALS PVT LTD.?


% of Response

Yes 59 90.76

No 6 9.23

Interpretation –

A large no. of respondents feels that PAS should be there in SURYA ROSHNI LTD.


CONCLUSION & RECOMMENDATION

CONCLUSIONS

In conclusion, it may be said that training & development of organization plays a vital role in the organization. Without trained staff & training employees development of SURYA ROSHNI LTD. may not be happen. A systematic training programme is provided to employees & every department is doing hard work for the development of SURYYA ROSHNI LTD.hard working employees are available in SURYA ROSHNI LTD. This is another cause of development of SURYA ROSHNI LTD.

Training is the responsibility of main groups:-

The top management frames the training groups. The personnel department, which plans, establishes & evaluates

in instructional programmes. Supervisors, who implement & apply development procedure Employee, who provide feedback, revision & suggestion for

corporate educational endeavours.

The training department assumes the primary responsibility for the instruction of trainers in the method of teaching; for normal orientation, for the training of supervisors in human relation; for the development of executives, for co-operative education & for the general education of employees.

On the job instruction of employees, instruction in the technical & professional aspects of business; daily development of supervisors & executives through counseling; departmental communication & staff meeting

as part an overall training program. Top line executive has the responsibility for:-

1.Authorized basic training policies.2.Reviewing & approving the broad outline Programs.


3.Approving training budgets.

Training program should be related with:-

Discovery or identifying the training needs. Getting ready for the job. Preparation of learner. Presentation of operation & programme. Performance tries out. Follow-up & evaluation of programme.

Re-training program is generally arranged for employees who have long been in the service of an organization.

Once the program of organizational development has begun, organizational members become highly active in investing their own attitudes & habits of others.

Armed with knowledge of how people learn the strength & weakness of the different management development programmes & the latest concepts available, training & supervisors can devise programmes that can effectively result in interpersonal behaviour modification. concentraion on support programmes involving records, feedback & the re-shaping of organizational climate will further enhance the probabilities of success of training & development programmes improvement in inter-personal relations.

RECOMMENDATION

SURYA’s need to have more skilled workers instead of semi-skilled or unskilled workers.

Education programme should be providing to unskilled workers. While “Surya” has a very few number of unskilled workers, but education programme should be provided to them.

The goal of organizational development should be related to move towards high collaboration & low competition between inter-dependents units.


Surya should assist managers in setting challenging but realistic goal for themselves.

To make people aware about the product of company should give TV. Advertisement & advertisement on newspapers.

Personal approach should be made. No one have time to read hoardings & banners, therefore more money

should not be wasted on it, instead of this company can take a big welcome gate on the starting of each city in India.

LIMITATIONSThere are some limitations in the on job training which are as:

The principal disadvantages of on-the-job training are that instruction is often highly disorganized and haphazard and not properly supervised. This is due to such reason as the inability of the experienced employee to impart skills to the trainee, the breakdown of the job for the purpose of instructions, and the lack of motivation on the part of the trainee to receive training. Moreover, learners are often subjected to distractions of a noisy shop or office. Further, the other drawback is the low productivity, especially when the employee is unable to fully develop his skills.

However, this training is generally given in a large number of organizations, and is situation for all levels of operatives, superlatives and executives, for it needs no schools, and the employee’s contribution adds to the total output of the enterprise.

There are some limitations in the off the job training which are as: The impersonality of instructional setting. An advanced study is not possible until preliminary information has been

acquired. Only factual subject matters can be programmed. Philosophical and attitudinal concepts and motor skills cannot be taught

by this method. The cost of creating any such program is very high.


Limitations of training are as:-

The benefits of training are not clear to the top management The top management hardly rewards supervisors for carrying out

effective training. The top management rarely plans and budgets systematically for

training. The middle management, without proper incentives from top

management, does not account for training in production scheduling. Without proper scheduling from above, first line supervisors have

difficult in production norms if employees are attending training programs.

Behavioral objectives are often imprecise. Training external to the employing unit sometimes teaches techniques on

methods contrary to practices of the participant organization. Timely information about external programs may be difficult to obtain. Trainers provide limited counseling and consulting services to the rest of

the organization.


BIBLIOGRAPHYBIBLIOGRAPHY

C.R.Kothari, Research Methodology, 2005. New Age International Publishers, New Delhi.

David A. Decenzo & Stephen P.Robbin; Personnel Human Resource Management, 2005. Prentice-Hall of India, New Delhi.

PRASAD L.M. H.R.M.(Human Resource Management)

-:Websites Used


ANNEXUREQUESTIONNAIRS

PERFORMANCE APPRIASAL

NAME: ---------- DESIGNATION: --------- AGE: ------------ DEPARTMENT: -------

GENDER: --------

Question 1 - Performance Appraisal is an important tools for Promotion and development of employees in CORONA PHARMACEUTICALS PVT LTD.

1.Agree ( )

2. Agree to Some Extent ( )

3. Disagree ( )


Question 2 - Performance Appraisal strengthen the relationship between supervisor and sub-ordinates.

1.Agree ( )


3. Disagree ( )

Question 3 - Performance Appraisal system in CORONA PHARMACEUTICALS PVT LTD. is transparent, fair and well communicated.

1.Agree ( )


3. Disagree ( )


Question 4 - Performance Appraisal System work process quantitatively and qualitatively.

1.Agree ( )


3. Disagree ( )

Question 5 – Wage remuneration should made on basis of Performance Appraisal.

1.Agree ( )


3. Disagree ( )


Question 6 - Rather than evaluation by controlling officer, it should be 360 Degree Appraisal System.

1.Agree ( )


3. Disagree ( )

Question 7 - The present Performance Appraisal System creates motivation to improve performance.

1.Agree ( )


3. Disagree ( )

Question 8 - Is there any necessary of Performance Appraisal system in CORONA PHARMACEUTICALS PVT LTD.?

1. Yes ( ) 2. No ( )Institute of Management and Technology-Kashipur

RESEARCH METHODOLOGY

NEED FOR THE STUDY:

Human Resource research is the task of searching for and analyzing facts to find out certain

guidelines to solve the human resource problems. This research is mainly concerned with the

study of human behavior &prepares guidelines for their future guidance. Personnel or HR

research is the investigation and analysis of personnel and human behavior with the view to

set the guidelines for the future.

Personnel research is the task of searching for and analyzing facts relating to the end that

personnel problems may be solved or guidelines governing to their solution derived.

Objective of the Research:

To bring about the small and trivial problems of the employees in the limelight of the

management.

To help the management of the company to know about the actions to be taken to in-

crease the level of satisfaction of the employees.


To help the management to ratify the present philosophy and principles of the person-

nel management.

To discover the ways to maintain abilities and attitudes of personnel at good or high

levels or on continuing basis.

RESEARCH PROCESS

Different steps are to be followed in the research process and they are explained as

below:

PROBLEM SOLVING:

This is the basic step in the research process. It is well said that “a problem

well defined is half solved”.

Here the problem is “to analyze the attitudes of the employees regarding the

various benefits provided to them by BHEL”.

RESEARCH DESIGN:

Once the problem is defined the next step is the research design.

Research design is the basic frame work which provides guidelines for the rest

of the research process.

The research design for this project is descriptive research design as descriptive

studies attempt to obtain a complete and accurate description of this situation.

So in this study full description of the attitudes of the employees regarding the

benefits provided to them will be known so it is a descriptive study.

SAMPLING DESIGN:

The sampling design used in this project is QUOTA, SAMPLING, as the

sample of employees for the survey were selected from the organization from

different quotas as some managers were intervened, some executives and few

operators.Institute of Management and Technology-Kashipur

POPULATION:

The total elements of the universe from which the sample is to be selected to be

studied is known as population. The population of my research is the

employees of BHEL.

SAMPLE SIZE:

The sample sizes for my project are 100 employees working in the

organization.

DATA COLLECTION:

Following are the sources of the collection of data.

Primary sources

Secondary sources

DATA COLLECTION METHODS:

There are three main methods of data collection.

Observation

Experimentation

Survey

Direct interview method

I have selected survey method of data collection. This is one of the common

and widely used methods for primary data collection. We can gather wide

range of valuable information about the behavior of the employee’s viz. atti-

tude, motive and options etc.

In survey method most commonly used is the questionnaire, another one is in-

terview. Questionnaire yields the most satisfactory results. I have also used


questionnaire to find out the employees attitude with respect to the various ben-

efits provided to them. But the questionnaire was not shown directly to the em-

ployees but direct interviews were carried out to judge their view point.

However since research process involves the collection of data and facts build-

ing up and analysis of data then checking the data and data remarks it is obvi-

ous that a study takes a considerable time for completion.HR research studies

the employee’s attitudes and behavior so there is no guarantee that these will

not change in time.


performance appraisal

Documents

graphic rating

behaviorally

paired comparison

corona pharmaceuticals

traditional

meet future

performance

primary data