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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:


I M T kashipur (U.S.NAGAR) Uttarakhand

Submitted By:
HARVINDER SINGH Roll No: 94478 Enrl No:

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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

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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.

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CONTENTS
SERIAL NO.

HEADINGS

PAGE NO.

1. PROJECT INTRODUCTION 2. 3. 4. 5. 6.
OBJECTIVE OF THE STUDY SCOPE COMPANY HISTORY PERFORMANCE APPRAISAL RESEARCH METHODOLOGY A. RESEARCH B. TYPES C. FIELD WORK D. DATA COLLECTION

7.

HUMAN RESOURCE DEVELOPMENT:A. PERFORMANCE APPRAISAL B. APPRAISAL PERIOD C. METHOD OF APPRAISAL D. APPRAISAL FEEDBACK E. EMPLOYEE CO-OPERATION F. OVERVIEW OF TRAINING & DEVELOPMENT FINDINGS ANALYSIS AND INTERPRETATION CONCLUSION AND RECOMMENDATIONS

8. 9. 1 0. 1 1.

COMPANY PROFILE FACILITY PROVIDED BY THE COMPANY:A. B. C. D. PROMOTIONS INCREMENT TRANSPORT FACILITY UNIFORM

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1 2. 1 3. 1 4. 1 5.

CANTEEN HEALTH RETIREMENT BONUS SUPERNNUATION SALARY DISBURCEMENT CONFIDENTIALITY WHOLE TIME EMPLOYMENT CASE OF HOSPITALISATION EXPENSES IDENTITY CARD HEALTH SERVICE AND NETWORK SERVICE P.FAMILY DETAILS LIMITATIONS

E. F. G. H. I. J. K. L. M. N. O.

BIBLIOGRAPHY

ANNEXURE

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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.

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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 ScheduleM, 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.

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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 Philosophy Employee are our biggest asset Attrition is less than 3% while industry has more than 30% hence Stress free culture Employee should be profit partner Novel concept of E-change incentive where people have earned more than 5 Lac Incentive 360 Marketing support Sampling, CME, Conference

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Fast decision making Corona Value System Integrity & Honesty We do what we say & we say what is right Just in Time We value speed & quick decision. We believe in Just in Time concept We aspire to be on top by settling lofty goals for ourselves Customer Delight We 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

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Corona Tree

Therapeutic Coverage Gastro Paediatric intestinal Bile therapy Antiulcerant Anti-emetic Antidiarrhoeal Antacid Anti infective Nutraceutical Calcium supp. Anti-emetic Multivitaminminerals Iron supple. Cough & cold

Pain mgmt NSAIDs Analgesic AntiOsteoporotic Anti-infectives Anti-spasmodic Antihammorageic -

Respiratory Cough & cold Antiasthamatics Anti-allergic -

Hormone & supplements Hormone Inj Progesteron OCP Ovluation Induction Infertility supplement Iron & calcium supple -

State Coverage

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PLANT PROFILE
About Us Products exporting, distributing, manufacturing and supplying of capsules, liquids, pharma products, pain killers, analgesics, enzymatic syrups ...

Company Profile Exporter / Manufacturer / Wholesaler/Distributor / Supplier Year Established : 2005 Capsules, liquids, pharma products, pain killers, analgesics, Products Exporting, Distributing, : enzymatic syrups, cold, cough syrups, paracetamol tablets, Manufacturing and Supplying ibuprofen tablets Business Type : Contact Information Company Name Address Phone No Contact Person Mobile Corona Pharmaceuticals Pvt. Ltd. KHASRA NO. 402, 7 KM. MILE STONE, NH-74, JASPUR ROAD, Kashipur - 244713, Uttarakhand, India 91-5947-211314 Mr. Suraj Arora (Director) +919897648622

Last updated on : 23 July 2010 Related products/services from other companies Related Products

Triocid

Cefpodoxime Tablets Arizyme

Triocid

Cefpodoxime Tablets

Arizyme

Vincal

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Brill DMR Cough Syrup

Extraclav

Efstat-150

Extraclav Capsule

Ketoconazole Tablets USP 200 mg

Ciprofloxacin and Tinidazole Tablets

Alendronate and Vit D3 tablets

Malegra(Sildenafil Citrate Tablets 100 mg)

Calcium Carbonate & Cloxacilin Sodium Vitamin D3 Tablets Casules USP

Cloxacillin Sodium Capsules USP

Ciprofloxacin Tablets BP

http://www.tradeindia.com/Seller-1304201-Corona-Pharmaceuticals-Pvt-Ltd-/

PROJECT INTRODUCTION In every organization it becomes very important to provide training to all workers for the development of the organization. Training & development is the most important part of every organization Every organization needs to have well trained & experienced people to perform the activities that have to be done. If the current or potential job occupant-can meets this requirement, training is not important, but this is not in the case. It is necessary to raise the skill levels and increase the versatility and adaptability of employees. 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 Who TRAINING Non-managerial personnel DEVELOPMENT Management Personnel

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What Why Where

Technical & mechanical operations Specific job related purpose Short term

Theoretical, conceptual ideas General knowledge 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.

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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 position 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 occupy more responsible position. To import education for the purpose of meeting & training needs of cooperation which deals manly with the public.

SCOPE
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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 cooperation 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.
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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.

INTRODUCTION

OF
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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
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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 Asias 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.

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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.

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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 laboratory in India by the Deptt of science and technology 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
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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 todays competitive market is globle presence. Today surya finds itself in 46 countries and is in direct competition with world famous manufacturers. Its 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
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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
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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

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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.

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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. employee. To identify the development needs of each

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: To set realistic and challenging targets/key Performance Area on annual basis for the individual. 2. To assess employees 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.
1.

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APPRAISAL PERIOD:
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
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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

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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 employees 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)
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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.

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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 performances rewards, for performance linked pay or

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
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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.

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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


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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


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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 individuals managerial effectiveness through a planned & deliberate process of learning.
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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. ii. iii. iv. v. Knowledge change Attitude change Behaviour change Performance change End operational results

The success of development efforts upon the following imputes: Trainees 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 individuals weakness. Attracting good men; Facilitating sound. Ensuring that the qualifications of key personnel become better known. i.

Creating reserve in management ranks. Making an organizational more flexible by an increased versatility of its members. Improving organizational structure. Keeping the company at least of technical & economic condition. Broadening key men in the middle case.
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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 assignments; 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:
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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 interdepartmental 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.

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COMPANY PROFILE

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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
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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 ones in a year on 1st 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 companys doctor. Employees are expected to take all preventive steps to maintain a good health.
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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
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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
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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
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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 7th 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:


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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.
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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.

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For the development of the organization each & every department plays a very important role. Different department in the Surya Roshni ltd. like human resource, fianc, 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 information 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:Institute of Management and Technology-Kashipur

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 materiel 10)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.
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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
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Education impact of society, Training & Development.

DEVELOPMENT

Physical

Mental Decline the attitude Decline in value of life Decline in union leadership

Spiritual

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ANAYSIS & INTERPRETATION


ANAYSIS & INTERPRETATION Question 1 - Performance Appraisal is an important tools for Promotion and development of employees in CORONA PHARMACEUTICALS PVT LTD.
Response Agree Agree to Some Extent Disagree No. of Response 44 19 % of Response 67.69 29.23

3.07

80 70 60 50 40 30 20 10 0 Agree Agree to Disagree Some Extent

Series1 Series2

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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 Agree Agree to Some Extent Disagree


50 40 30 20 10 0

No. of Response 29 27

% of Response 44.61 41.53

9
44.61 29

13.84

41.53 27 9 13.84 Series1 Series2

Agree

Agree to Some Extent

Disagree

Interpretation Institute of Management and Technology-Kashipur

It was fund out that employees 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 Agree Agree to Some Extent Disagree

No.of Response 21 30

% of Response 32.30 46.15

14

21.53

50 40 30 20 10 0 Agree 32.3 21

46.15 30 21.53 14
Series1 Series2

Agree to Some Extent

Disagree

Interpretation By transparent, fair & well communicated it means that the Performance Appraisal System is through with the
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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.


Response Agree Agree to Some Extent Disagree No. of Response 29 24 12 % of Response 44.61 36.61 18.46

50 40 30 20 10 0

44.61 36.61 29 24 18.46 12 Series1 Series2

Agree

Agree to Some Extent

Disagree

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
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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.

Response Agree Agree to Some Extent Disagree

No. of Response 10 18

% of Response 15.38 27.69

37
56.92 37 15.38 10 27.69 18 Series1 Series2

56.92

60 50 40 30 20 10 0

Agree

Agree to Some Extent

Disagree

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

Response Agree Agree to Some Extent Disagree

No. of Response 34 16

% of Response 52.30 24.61

15

23.07

60 50 40 30 20 10 0

52.3 34 24.61 16 23.07 15 Series1 Series2

Agree

Agree to Some Extent

Disagree

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.

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Question 7 The present Performance Appraisal System creates motivation to improve performance.
Response Agree Agree to Some Extent Disagree No. of Response 34 18 % of Response 52.30 27.69

13

20

60 50 40 30 20 10 0 34

52.3

27.69 18 20 13

Series1 Series2

Agree

Agree to Some Extent

Disagree

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

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Question 8 -

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

Response Yes No

No. of Response 59 6

% of Response 90.76 9.23

10 8 6 4 2 0 1 2 6 Yes

9.23 No

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

CONCLUSION & RECOMMENDATION


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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.
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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 SURYAs need to have more skilled workers instead of semiskilled 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 interdependents 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.

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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.

LIMITATIONS
There 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 employees 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.

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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.

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BIBLIOGRAPHY
BIBLIOGRAPHY
C.R.Kothari, Research Methodology, 2005. New Age International Publishers, New Delhi. David A. Decenzo & Stephen P.Robbin; Personnel Human Resource Management, 2005. PrenticeHall of India, New Delhi. PRASAD L.M. H.R.M.(Human Resource Management)

-:Websites Used

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ANNEXURE QUESTIONNAIRS
PERFORMANCE APPRIASAL NAME: ---------AGE: -----------GENDER: -------DESIGNATION: --------DEPARTMENT: -------

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 ( )


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

1.Agree( ) 2. Agree to Some Extent ( 3. Disagree ( )

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

1.Agree( ) 2. Agree to Some Extent (

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3. Disagree ( )
Question 4 - Performance Appraisal System work process quantitatively and qualitatively.

1.Agree( ) 2. Agree to Some Extent ( 3. Disagree ( )

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

1.Agree( ) 2. Agree to Some Extent ( 3. Disagree ( )

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

1.Agree( ) 2. Agree to Some Extent ( 3. Disagree ( )

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

1.Agree( ) 2. Agree to Some Extent ( 3. Disagree ( )

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

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1. Yes (

2. No (

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.

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To help the management of the company to know about the actions to be taken to increase the level of satisfaction of the employees. To help the management to ratify the present philosophy and principles of the personnel 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:
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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.

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

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valuable information about the behavior of the employees viz. attitude, motive and options etc. In survey method most commonly used is the questionnaire, another one is interview. Questionnaire yields the most satisfactory results. I have also used questionnaire to find out the employees attitude with respect to the various benefits provided to them. But the questionnaire was not shown directly to the employees but direct interviews were carried out to judge their view point. However since research process involves the collection of data and facts building up and analysis of data then checking the data and data remarks it is obvious that a study takes a considerable time for completion.HR research studies the employees attitudes and behavior so there is no guarantee that these will not change in time.

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