DATA ANALYSIS AND INTERPRETATION
S. No Rating Scale No of Respondents In%
1 Yes 11 27.5
2 No 29 72.5
Graph-4.15
Analysis:
From the above table-4.15 it is found that, 72.5% of respondents are aware of 360-degree appraisal and 27.5% of die respondents are not known of 360-360-degree appraisal.
So majority of the respondents i.e.. 72.5 % of the respondents have agreed that they were aware of 360 degree appraisal
Interpretation:
Here from the above study it is known that, the employees are not completely aware of 360-degrees appraisal system
.
SUMMARY
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.
Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
Performance appraisal refers to all the formal procedures used to evaluate an individual, his contributions and potential. In other words, it is to plan and measure the performance of an individual in terms of the requirement of the job or it is a process of finding out how effective the organization has been at hiring and placing an employee.
Performance appraisal is a formal system of review and evaluation of individual or team task performance. While evaluation of team performance is critical when teams exist in an organization, the focus of performance appraisal in most firms remains on the individual employees. Regardless of the emphasis, an effective appraisal evaluates accomplishments and initiates plans for development, goals and objectives.
The mill initially started 1975 by SRI B.H VIJAYA KUMAR RAJU garu and had tone into commercial production in 1978
The Krishna, Godavari delta known as the rice- bowl of Indian and more particularly W.G.Dist comes under the well known networks of canal from the Godavari Anacut. Almost all parts of the district have wet land. Cultivation with to paddy, crops per year since paddy straw can be used to the 60% of the total raw material of delta paper mills and as it also is the most economical of all the available inputs, one could not have asked suitable location.
Other raw materials such as gunny waste , cotton lintels and waste paper are produced easily from Rajahmundry, Vizag, Eluru, Vijayawada and Hyderabad in A.P. Since the company as well connected by broad gauge railway lines, the factory as not in the past experienced any problem in producing these raw material.
The Delta Paper Mills Limited was established as a public limited company on 23r may 1975. Late Sri BH.Vijay Kumar Raju and Andhra Pradesh Industrial development corporation (APIDC) on 18th September 1975 promoted the Delta Paper Mills Limited; the company started its commercial production on 7th April
1977.
The plant is located at Vendra, a village of Palakoderu mandal, in Andhra Pradesh.
The following reasons will explain for selecting the location.
• For bringing reputation to the native place of the founder.
• For creating employment to the rural youth.
• The availability of raw material is surrounding areas, water facilities, drainage for disposal of effluents and its proximity to the broad gage railway line connecting Chennai and Kolkata.
• The companies' main activity is to produce all varieties writing and printing paper. It is mainly an agro-based industry. Its main raw material is paddy straw.
In 1976 ICICI along with IDBI, IFCI, LIC and UTI assisted the company for selling up the product DELTA PAPER MILLS LIMITED commissioned the paper machine for commercial production from July 1978 and pulp mill by November 1973. It earned its profits in the second and third year of operations.
Hence by the above analysis, we can conclude that employees responded according to their own perception and were expecting additional benefits which management has to concentrate and take into consideration such that employees can be retained and can excel in their profile.
FINDINGS
More than half of the employees (72.5%) agree that Performance Appraisal is the assessment of individual potential.
Some of the employees (30%) neutral that Performance Appraisal system followed in the organization is rational and fair.
Some of the employees (25%) neutral that Job expectations are informed and the superiors set the tasks.
Most of the employees (67.5%) agree that Performance Appraisal followed in the Organization helps to the Training and development needs of employee.
Some of the employees (5%) disagrees that The Performance appraisal in the organization helps to recognize the competence and potential of an individual
Less than half of the employees (35%) disagrees that they are happy with the assessment of performance followed in the organization.
most of the employees (32.5%) neutral that they have been appraised fairly according to the company's policies.
Most of the employees (30%) disagrees that Advises and suggestions are given to the employees during the appraisal process.
Most of the employees (37.5%) uninterestingly accept the appraisal feedback.
Most of the employees (62.7%) feel that appraisal should be given by HOD.
Most of the employees (52.5%) that they need to be assessed as once in a year.
All most of the employees (95%) feels that the performance appraisal followed in the organization makes the employees Motivated.
Most of the employees (40%) think that attitude have impact on performance rating in the Organization.
Most of the employees (52.5%) do not agree that Performance is communicated after assessment of the Performance.
SUGGESTIONS
As per the study the following are the suggestions:
The Performance Appraisal in the organization should be in a full fledge way so that the others will be accepting this.
As the Performance Appraisal is helpful to the employees by the assignment of superiors task by training & development which should be more effective so that the other employees will also be attracted.
The Performance Appraisal should be assist effectively to the employees as it recognizes the competence and potential of an individual.
Employee’s appraisal should be fairly done according to the companies policies so that it will assist the performance of the employees.
The company should give some advises and suggestions to the employees during the process and should get there feedbacks about the process.
The employees should assess and appraised by their HOD once in a year.
The employees should be aware of 360 degrees appraisal and the organization should follow this to motivate the employees.
CONCLUSION
■ The options required strong motivation to face the challenges.
■ Proper training and satisfaction at all levels will be the strongest foundation to launch an assault on the challenges and convert the challenges to opportunities through effective performance appraisal measures in the organization.
Industry most response like wise
In future performance appraisal measures will have to be planned in relation to the changes taking place.
The performance measures leads exist both at fresh entry level as well as to continuing education level for working personnel.
An effective safety measures based on emerging trends suggests model for achieving the targets which will make paper industry in India truly competitive.
BIBLIOGRAPHY
Books:
• Donald L. Kirkpatrick, 2006, Improving Employee Performance through Appraisal and Coaching.
• Richard Rudman, 2003, Performance Planning and Review.
• Roger E. Herman, 1997, The Process of excelling, oak Hill press.
• P. Subba Rao, 2006, Essentials of Human Resource Management and Industrial Relations, Himalaya Publishing House.
Journals:
• Gitam Journal of Management.
• Journal of Occupational and Environmental medicine.
• Indian Journal of Social Work.
• Indian Journal of Human Resource.
• www.deltapapermills.com
• www.google.com
ANNEXURE
1. Is Performance Appraisal helps in the assessment of individual potential?
Strongly Agree Agree
Neutral Disagree
Strongly Disagree
2. Does the Performance Appraisal system followed in the organization is rational and fair?
Strongly Agree Agree
Neutral Disagree
Strongly Disagree
3. Whether the Job expectations are informed and the superiors set the tasks?
Strongly Agree Agree
Neutral Disagree
Strongly Disagree
4. Does the performance Appraisal followed in the organization helps to assess the training and development needs of employee?
Strongly Agree Agree
Neutral Disagree
Strongly Disagree
5. Does the Performance appraisal in the organization helps to recognize the competence and potential of an individual?
Strongly Agree Agree
Neutral Disagree
Strongly Disagree
6. Whether the employees happy with the assessment of Performance followed in the organization?
Strongly Agree Agree
Neutral Disagree
Strongly Disagree
7. Does the Employees appraised fairly according to the company’s policies?
Neutral Disagree Strongly Disagree
8. Does the Advises and suggestions are given to the employees during the appraisal process?
Strongly Agree Agree
Neutral Disagree
Strongly Disagree
9. How do the employees accept the appraisal feedback?
Positive way Negative way
Uninteresting Neutral
10.Who should be the appraiser?
Superior Subordinate
HOD Peer group
11.How often should an employee be assessed?
Once in 3months Once in 6months Once in a year
12. How the performance appraisal followed in the organization?
Motivate Denominative
13.What types of errors / problems have impact on performance rating in the organization?
Influence Biased Subjectivity Status Effect Attitude Personal Grudge
14. Whether the Feedback on performance communicated after assessment of the Performance?
Y es No
15. Are you aware of 360-degree appraisal?
Y es No