1868 – John Wesley Hyatt injection molds celluloid billiard balls.

1872 – John and Isaiah Hyatt patent the injection molding machine.

1937 – Society of the plastic industry founded. 1938 – Dow invents polystyrene. 1940 – World War II created huge demand for plastic

products. 1941 – Society of plastic engineering founded. 1942 – Detrout Mold Engineering Inc (DME). 1955 – General electric began marketing Polycarbonate.

1959 – Du pont introduces actual homopolymer. 1969 – Plastic land on the moon. 1972 – The first part removal robot is installed on a

molding machine. 1980 – Apple uses Acrylonitrite Butadiene styrene

(ABS) in Apple IIe computer. 1982 – The JARVIK-7 plastic hearts keeps Barney Clark

alive. 1985 – Japanese firm introduces all electric molding

machines. 1988 – Recycle of plastic comes to age. 1990 – Aluminium molds introduces for production

injection molding. 1992 – Melallocene Calalysts gave impressive

properties to polyolefines. 1994 – Cicinnate milacro sells first electronic machine

in US.

Nypro is a plastics company. They operate 49 separate businesses in 16 countries that design plastics products, build moulds used to mold plastics, perform the plastics injection molding.

Globally situated. In the North America there are 18 companies, 5 companies in Latin America, 6 companies in Europe, 20 companies in Asia.

Vision To become world class cost effective product

manufacture nylon and plastic product.

Mission To serve our customers with integrated,

innovative and environmentally sound manufacturing solutions.

Committed to satisfy of their customer Establishing, documenting and maintaining a

quality management system in accordance with the requirement of international standards.

environmentally friendly manner creating value for customer

Prevention of pollution and minimization of accidents by adopting appropriate and safe manufacturing practices.

Comply with all applicable local/ regional and national legal requirements.

Conserve natural resources by waste minimization, reusing and recycling.

Continually improving the effectiveness of environment and occupational health and safety management system by revisiting objectives and targets and review its continued suitability.

Communicate the policy to the interested parties, work with them to promote/ educate on EHS.

Electronic Manufacturing Services (EMS) Original Design Manufacturers (ODM) Original Equipment Manufacturers (OEM) Design Firms Sub-Assemblers

Nypro Forbes is collaborated business enterprise, Nypro is an employed owned based company, Forbes is TATA sister consultant. They are undertaking the business through joint venture, 60% of the business activities are of Nypro and 40% of the business activities are of Forbes.

ISO 9001: 2000 – design and manufacturer of plastic injection moulds press tools and jugs and fixtures.

ISO/Ts 16949: 2002- manufacture of plastic injection moulded components for automotive application

ISO14001: 2004 – manufacturing and supply of plastic injection moulded components, painted components and related assemblies.

OHAS 18001:2007 (occupational health and safety management system) – manufacturing and supply of plastic injection moulded components and related assemblies.

NTTF Mother son group

“TQCDSM”

T- Timely performance Q- Quality at desired level C-Cost effective D-Delivery performance S- Safety adherence M- Managerial effectiveness.

Hard Elements Strategy Structure Systems

Soft Elements Shared Values Skills Style Staff

Strategy Nypro's strategy is focused on providing integrated

and innovative plastics solutions to the world's leading companies, implemented by the premier global team of employees.

They are targeting strong, long-term growth by being the supplier of choice to the best companies in the Healthcare, Electronics, Telecommunications, Industrial, Automotive, Packaging and Consumer markets.

Shared Values & Core Beliefs Believe in individual worth and integrity. Team members deserve respect Believe in respect and civility. Ethical behaviour is at the root of all Nypro

decisions and actions.

System recruitment system performance appraisal system information system Program management Product design and development Mould design and fabrication Metal fabrication Injection moulding Decoration and finishing technologies Contract manufacturing Assembly Automation

Staff Total staff of Nypro Forbes is 208. Style co-operative behaviour Skillo Precision Molding o Tool making o Multi-shot molding o Stack molding o Insert molding o Injection blow molding o Broad press range 50-750 tons o Decorative painting o High cavitations, fast cycle molding o In-mold decoration o Value added assembly o Automated assembly o Lean manufacturing philosophy o Metal fabrication

Strength TQCDSM Weakness lack of training Opportunity market expansion Threat competitor, supplier

According to Edwin B. Flippo “Performance appraisal is a systematic excellence in matters pertaining to his present job and his potentialities for the better job”.

Individual evaluation method Confidential report Essay evaluation Checklist Graphical rating scale Management by objective Behaviourally anchored rating scale Forced choice method

Multi- person evaluation method Ranking method Paired comparison Forced distribution

Other evaluation method Group appraisal HRA Assessment centre Field review 360 degree appraisal

According to Encyclopaedia of management, “motivation refer to the degree of readiness of an organization to pursue some designated goals and implies the determination of the nature and forces, including the degree of readiness.”

Positive motivation Negative motivation

Inaccurate performance review+ increase in salary-------decrease motivation

Performance review+ no increase in salary----------------decrease motivation

Accurate performance review+ increase in salary--------increase motivation

To analyze the ongoing performance appraisal system in Nypro Forbes.

To assess the performance appraisal methods in Nypro Forbes.

To evaluate the performance appraisal system to Nypro Forbes towards selection, training, promotion, transfer etc.

To evaluate the motivational aspect of performance appraisal.

To suggest and recommend possible alternative, to improve the performance appraisal system, if any.

From the survey it is found out that they are following rating system for evaluating the performance of their employees.

From the survey it is found out that 44% of the employees in the company feel that performance appraisal system as participatory.

It is also found out that 48% of the employees of Nypro Forbes feel that performance appraisal system is reliable.

It is found out that 88% of the employees of Nypro Forbes actively participate in performance appraisal procedure.

Through the survey it is found out that Nypro Forbes conduct performance appraisal annually.

Survey also reveals that 77% of the employees of Nypro Forbes think that performance appraisal is free from bias.

Survey also indicated that 92% of the employees of Nypro Forbes are ready to accept both positive and negative feedback of performance appraisal.

Survey has also recognised that 23% of the employees of Nypro Forbes are de-motivated through performance appraisal.

Survey has found out that 46% of the employees of Nypro Forbes are good in taking initiatives at their work place.

46% of the employees of Nypro Forbes feel that the level of motivation through performance appraisal is high.

71% of the employees of Nypro Forbes feel that they would be motivated only when they are appreciated and give proper compensation package for better performance.

56% of the employees of Nypro Forbes feel like bringing change in performance appraisal system.

Performance appraisal should be carried on half yearly to evaluate the employee’s performance regularly and to correct them if any deviation.

Company should use 360 degree performance appraisal system since it helps to take entire organization’s opinion in evaluating employee’s performance.

Since only 88% of the employees are participative in nature, the remaining 12% of them should be given any task which would bring out their participative nature in their work.

The company should conduct counselling to know their problems which are preventing their performance; this will help them to perform better in the work place.

The company to recognise the better performance of the employees by appreciating and providing monetary benefits like incentives, and compensation package.

The company to give more freedom to the employees to express their opinion. Only 46% of the employees are good in taking initiatives at their work place.

The remaining 54% of the employees should be given with appropriate opportunities to take initiatives and risk at their work place.