AYURVEDIC_ZEBA

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Project title

PERFORMANCE APPRAISAL SYSTEM&

ITS EFFECTIVENESS INAYURVEDIC AND HERBAL

INDUSTRY

PROJECT GUIDE:

SUBMITTED BY: MR.RAJESH SIR

ZEBA FATHIMARNO:08C41E0025IIYR (I-sem) MBA(JNTU )

Jayamukhi collegeNARSAMPET

year(2009-2010)

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CERTIFICATE

This is to certify the project work entitledstudy of performance appraisal systemand its effectiveness In an industry has

been carried out by Ms..bearingrollno.. under my supervisionguidance and submitted in partial fulfillmentof requirement for the award of project reporton Ayurvedic & herbal industry. Duringthe period of 02-11-2009 to 02-12-2009.

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CONTENTS

Acknowledgement Preface

Vision statement

Objectives of the industry

Introduction

Industrial profile

Objective and methodology

Performance appraisal-Theoretical review

Performance appraisal in ayurvedic & herbal

industry Analysis and Interpretation

Conclusions &suggestions

Annexure

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ACKNOWLEDGEMENT A work is never a work of an individual. I owe asense of gratitude to the Intelligence and co-

operation of those people who had been so easy tolet me Understand what i needed from time to timefor completion of this exclusive Project .

I want to express my gratitude towards Mr.RAJESH sir, Management Faculty, for giving me anopportunity to do this project.

Last but not the least, i would like toforward my gratitude to my friends & Other facultymembers who always endured me and stood byme and without Whom I could not have envisagedthe completion of my project.

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PREFACE

The performance appraisal outcome has tobe used frequently for the purpose of reward onperforming well together with the feedback on theperformance .Also when performance goes downemployee has to be motivated to do better.

I have tried to put my best effort to complete

this task on the basis of skill that I have achievedduring my studies in the institute.

I have tried to put my maximum effort toget the accurate statistical data .However I wouldappreciate if any mistakes are brought to me bythe reader.

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VISION : To be a part of our customers life by exploring

the remedies to the malfunctions and provide our

customers the purity and freshness of nature for curing

them and there by help them to lead an easy life byproviding cure to your problems in a natural way.

OBJECTIVES OF THE AYURVEDIC &HERBAL INDUSTRY:

1.Explore and provide the best possible natural

remedies to the diseases and the leading and herbal

industry for life style disease

2. Launch new products which help to improve the lifestyle

3.To increase the customer satisfaction through good

service and innovative products.

AYURVEDA- OVERVIEW

Ayurveda meaning 'science of life,' is a traditional branchof medicine belonging to India. The ayurvedic therapiesare so effective that it has become popular all over theworld as alternative medicine. According to Ayurveda, thefive great elements or Panchatatva- earth, water, fire,air and space- compose the Universe, not forgetting thehuman body. It says that human body is made of three

main constituents- Dosha Dhatu Mala. Doshas- vata orwind/spirit/air; pitta or bile; and kapha or phlegm- areprinciples that control all physical activities. Dhatus aremain physical constituents that maintains physicalcondition of human body. Mala, the waste products, areto be excreted out of the body.

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INTRODUCTION OF AYURVEDA

Welcome to the world of Ayurveda. This branch of

medicine has today achieved somewhat the same glory

that it had in ancient India and which defined its identity

as 'Ayurveda India.' This section gives you a glimpse into

the treasured knowledge of this very effective alternative

medicine system. Right from the definition, it contains the

basic concepts of ayurveda as well as the more complex

principles of ayurveda.

AYURVEDA SUMMARY

About Ayurveda : the origin of ayurveda, the wordconjugated by "ayu" meaning life and "Veda" meaning

knowledge can be traced back to the evolution ofcivilization. The Indian sages thousands of years ago

enscripted their knowledge about life and the

fundamentals of ayurveda in the oldest scriptures known

to mankind, namely the Rig Veda, Yajur Veda, Athrva

Veda and Sam Veda.

Ayurved is regarded as the Upaveda or sub-scripture of

the Yajurveda. This Veda contains abundance of

information on how to keep oneself healthy and to

combat diseases.

Originated as a part of Vedic science, ayurveda is an

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integral spiritual science devised to give a comprehensive

understanding of the entire universe, which it sees as

working according to a single law. Ayurveda is the branch

of Vedic science, which deals with physical body besidesyoga, meditation, astrology, etc. Herbal medicine,

dietetics, physiology, surgery, psychology, spirituality etc.

are included in ayurveda under Ashtanga Ayurveda.

From the ancient enlightened sages and period, Vedic

culture ayurveda is the healing gift to mankind. It is

believed that the astronomical records in ancient Vedic

texts, the Vedic system, including ayurveda, was in

practice even before 4000 BC. Hence it is evident that

ayurveda was very mature and predominant in India

thousands of years ago.

Ayurvedic philosophy says that suffering is disease and

contentment is good health and no human being is

healthy if he does not posses a sound sharira (body), a

sound mana (mind) and a sound atma (soul). Ayurveda

advises for smallest things of personal hygiene and social

conduct and describe the whole way of life, narrates how

one should keep healthy.

The sages of ayurveda emphasized on the importance of

preventive medicine by developing individual's own

immune system to fight against all possible infections.

Ayurvedic healing has two levels:

One for the layman and self-care Second for the healer and his practice.

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The first ones outlines many common and home remedies for

different diseases and gives a general constitutional or life-styletreatment for health enhancement and disease prevention. It is

also believe that it is only when our lifestyle is out of harmony

that more severe disease arise and more specialized and

complicated health care becomes necessary.

The second level provides some of this specialized ayurvedic

medical knowledge and says that more is utilized by a health care

professional.

Most disease conditions involve physical and spiritual factors and

require treatment on both levels. Ayurveda traditionally involves

a holistic treatment of the entire human being and its full cosmic

nature.According to the Upanishads, the main spiritual teachings

of ancient India, disease is the highest form of asceticism (tapas),

whereby the truth of life and the truth of one's own self can be

revealed.

Disease may be a sign of wrong action in life, but it can also be an

indication that the soul is directing its energy within. Either way it

requires a spiritual re-examination of our lives, particularly if the

disease is severe. Hence, self-examination is the first step and

fundamental basis of understanding and resolving any disease.

Ayurvedic medicines consist of various natural herbs and mineralsand are rapidly gaining acceptance all over the world. Ayurveda

today is part of a new movement towards a globalmedicine that

includes the best developments from all lands.

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HISTORY OF AYURVEDA

Ayurveda in India has been a part of not only bodily

health but also of spiritual well being. The ayurveda

original scriptures that date back to Vedic era, written

about 5000 years ago, contain the treasure of knowledge

that is actually a blessing from ayurveda scholars. From

among the four vedas of ancient India, the Rig Veda talks

extensively about health, disease, pathogenesis and

principles of treatment. Many other original ayurveda

books like those written by Charak and Sushrut are totally

dedicated to dissemination of ayurveda knowledge. In

fact, Ayurveda today, is believed to be the only complete

medical system which still exists where as other forms of

ancient medicine have lost parts of their original

information. The glorified ayurvedic history has proved

that Ayurved is the true science of life, prevention and

longevity.

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HERBS

Herbs are more commonly called plants that have some

value with them. They are used because of their qualities

such as flavours, scent or some other properties. Each

herb is used in different ways. They are mainly used for

cooking and for making herbal products that are used fortreating various diseases. Indian herbs are a significant

part of the history of Ayurveda, the system of traditional

medicine which is now popularly called alternative

medicine. The herbs have been used by the Vaidyas-

the traditional Indian doctors for Ayurvedic treatment-

since ages. Different herbs are obtained from different

parts of a plant. They may come from roots, leaves,barks, seeds or flowers of a plant. However, the herbal

extracts obtained from plants are used in very small

quantities. Large amounts of herbs may result in

poisoning. This is particularly important fact to be

considered by those who use herbs as home remedies.

They should always use herbs with utmost caution.

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Indian Herbs

Aloe Vera

Ashwagandha

AsparagusRacemos

us

AzadirachtaIndica

Bacopa Monniera

Basil Herb

Boswellia Serrata

Calamus

CassiaAngustifolia

Cassia Fistula

Cassia Tora

Centella Asiatica

CinchonaOfficinalis

Datura

Stramonium

Emblica Officinalis

EphedraVulgaris

Guggul

GymnemaSylvestre

Hyocyamus Niger

Hedychium

Henna

Liquorice

Moringa Oleifera

Mucuna Pruriens

PapaverSomniferum

Pudina

Psyllium Husk

PterocarpusMarsupiu

m Punica Granatum

Quince

Rhubarb

Safed Musli

Sarsaparilla

Sida Cordifolia

Syzygium Cumin

Juglans Regia

Terminalia

Arjuna

TerminaliBeleric

TerminaliaChebu

a

TinosporaCordifo

a

TribulusTerrestr

ValerianaWallichii

Vinca Rosea

ZingiberOfficinal

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emedy.com/indian-herbs/guggul.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/gymnema-sylvestre.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/hyocyamus-niger.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/hedychium.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/henna.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/liquorice.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/moringa-oleifera.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/mucuna-pruriens.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/papaver-somniferum.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/podina.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/psyllium-husk.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/pterocarpus-marsupium.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/pterocarpus-marsupium.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/punica-granatum.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/quince.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/rhubarb.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/safed-musli.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/sarsaparilla.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/sida-cordifolia.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/syzygium-cumini.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/juglans-regia.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/terminalia-arjuna.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/terminalia-arjuna.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/terminalia-belerica.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/terminalia-chebula.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/terminalia-chebula.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/tinospora-cordifolia.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/tinospora-cordifolia.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/tribulus-terrestris.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/valeriana-wallichi.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/vinca-rosea.htmlhttp://www.ayurveda-herbal-remedy.com/indian-herbs/zingiber-officinalis.html


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HERBAL PRODUCTS

Ayurveda believes in natural treatment of diseases. As

such, all its medicines are obtained from plants or herbs

and can be designated as herbal products. These

products come in a variety of forms- essential oils, herbal

extracts, flavours, natural fragrance etc. Herbal extract is

a liquid solution prepared from herbs and alcohol. They

are alternative medicine popularly called tinctures by the

ayurveda professionals. The aromatic oils are used in

perfumery, cosmetics, flavoring of food, and in

aromatherapy to look beautiful, the natural way. They are

also used for massage, which is considered to be of

therapeutic effect by Ayurveda. Essential oils are the oils

extracted from the plants, used in perfumes, cosmetics

and bath products, for flavoring food and drink, and for

scenting incense and household cleaning products. Many

of the herbal products are obtained from commonly found

herbs like pudina and basil herb (tulsi) and are used as

home remedies for minor diseases.

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AYURVEDIC HOME REMEDIES:-Ayurvedic home remedies are a blend of commonly usedherbs and spices to cure common symptomsand diseases. To cure or prevent any ailment naturalherbs are taken in ayurveda as juices, paste, powder,infusion and decoctions etc. ayurveda also prescribessome exercises, massaging techniques, colors, aromas,gems and cleansing therapies as home remedies.

According to Ayurveda all the home remedies comprise of

mostly the things that have their usage in homes and

have multifarious medicinal usage also. Few such

substances are clove, cinnamon, black pepper, cumin,

fennel, rock salt, turmeric, coriander, ginger, honey,

licorice, garlic, onion, basil and mint.

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SWOT ANALYSIS OF AYURVEDIC AND HERBAL INDUSTRY.

STRENGTHS

1.Low cost of production

2. Large pool of installed capacities.

3. Efficient technologies for large no. of generics.

4. Large pool of skilled technical man power.

5. Increasing liberalization of government policies.

WEAKNESS

1. Fragmentation of installed capacities.

2. Low technology level of capital goods of this section.

3. Non -availability of major intermediaries for bulk

drugs.

4. Lack of experience to exploit efficiently the new

patent regime.

5.Very low key of R&D.

6. Low share of Indian in world pharmaceuticals

Production[1.2% of world production but having 16.1%

of worlds population.

7. Very low level of biotechnology in India and also for

new drug discovery system.

8. Lack of experience in international trade.

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OPPURTINITIES

1. Aging of the world population.2.Growing incomes.

3. Growing attention for health.

4. New diagnoses and new social diseases.

5. Spreading prophylactic approaches.

6. Saturation point of market is fat away.

7. New therapy approaches.

8. New delivery systems.

9. Spreading attitude for soft medication.

10. Globalization.

11. Easier international trading.

12. New markets are opening.

THREATS

1. Containment of using health care cost.

2. High cost of discovering new products and fewer

discoveries.3. Stricter registration procedure.

4. High entry cost in newer markets.

5. High cost of sales and marketing.

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6. Competition, particularly from generic products.

7. More potential new drugs and more efficient

therapies.

8. Switching over form process patent to product

patent.

GROWTH DRIVERS

1. Around 67 million Indians are expected to be above67 years of age by 2011.This age group spend

around 3 to 4 times more on days than those in

younger age groups

2. The changing lifestyles of the people will fuel the

growth of life style related diseases.

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MAJOR PLAYERS IN THE INDUSTRY

The big names in the ayurvedic drug industry are as follows

1. Himalaya and drug company

2. Dabur pharmaceuticals

3. Emami drug

4. Baidyanath Herbal

5. Pankajkasturi pharmaceuticals

6. Zandu pharmaceuticals

7. Amrutanjan chemicals

8. Bajaj consumer care etc

Some of the most commonly known Indian herbal brands are as

follows

1. Himalay

2. Dabur

3. Baijanaths

4. Zandu

5. Vicco

6. Colgate

7. Medimix

8. Bajaj

9. Emami

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OBJECTIVE AND METHODOLOGY

1. Objective of the study

This project aims at studying the system of performance appraisal

and its effectiveness in an organization. Performance appraisal is

the most significant and indispensable tool for the management

as it provide useful information for decision making in area of

promotion and compensation reviews.

Thus broad objectives of the study includes :

To know the present system of performance appraisal.

To know the extent of effectiveness of the appraisal system.

To identify and know the area for improvement system.

2. Methodology of the project

The project work has been carried out in three stages a structured

questionnaire with objective and question was communicated

tested and finalize. During the second stage, the questionnaire

was administered to the employees by contacting them. The work

related to data entry compilation, data analysis and report writing

constituted at the third stage. Interview index was also used at

some places to get the information on the project subject.

The details of the methodology adopted are presented below:

The Questionnaire

Keeping in view the objective of the study questionnaire was

designed and tested on few employees. After getting the proper

response and sanction from the concerned department the

questionnaire was finalized.

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Response to Questionnaire

In all 96 questionnaires were given to employees falling in the

category of supervisors and above. Out of which 48 could becollected back duly completed. The researcher individually

contacted the employees to get response on the questionnaire.

Data entry and analysis

It has been an uphill task to enter the enormous data received

through the questionnaire which consisted nearly 20 questions.

Response to the descriptive questions though which few but was

valuable for the purpose of study. Hence these were furtherstructured in time with system adopted for compilation and data

analysis.

Limitations

Many employees gave guarded answers to some crucial

questions.

Some of them did not fill the questionnaire due to lack of time.

Response could not be collected from the total sample selected.

Some of the questionnaire could not be completed due to reasons

other than time factor.

The confidentiality of the system created some problems in

getting information.

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PERFORMANCE APPRAISAL

Since organization exists to achieve goals, the degree of success

that individual employees have in reaching their individual goals

is important in determining industrial effectiveness. The

assessment of how success employees have been at meeting

their individual goals, therefore, becomes a critical path of HRM.

This leads as the topic of performance appraisal.

PURPOSE

There are basically three purposes to which performance

appraisal can be put.

First, it can be used as a basis for reward allocations.

Decisions as to who get salary increases, promotions, and

the other rewards are determine by their performanceevaluations.

Second, this appraisal can be used for identifying areas

where developments are needed. Management needed to

spot those individuals who have specific skill or knowledge

deficiencies. The performance appraisals is a major tool for

identifying these deficiencies.

Finally performance appraisal can be used as a criterionagainst which selection devices and development programs

are validated. It is one thing to say, for example, that our

selection process is successful in differentiating satisfactory

performers from unsatisfactory performers.

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THE APPRAISAL PROCESS

Established performance standard

Communicate performance expectations to employees

Measures actual performance

Compare actual performance with standards

Discuss the appraisals with the employees

If necessary, initiate the corrective action.

The appraisal process begins with the establishment of

performance standards. These should have evolved out of job

analysis and job descriptions discussed under the human resource

planning. These performance standards should also be clear and

objective enough to understood and measured. Too often, thesestandards are articulated in some such phrases as a full days

work or a good job. communication only takes place when the

transference has taken place and has been received and

understood by the subordinate.

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Therefore feedback is necessary from subordinate to the

manager. Satisfactory feedback censures that the information

communicated by the manager has been received and

understood in the way it was intended.

The third step in the appraisal in the measurement of

performance. To determine What actual performance is, it is

necessary to acquire information about it. We should be concern

with how we measure and what we measure.

What we measure is more critical to the evaluation process

than how we measure, since the selection of wrong criteria can

result in serious dysfunctional consequences. And what we

measures determines, to a great extent, what people in theorganization will attempt to excel at.

One of the most challenging facing manager is to present an

accurate appraisal to the subordinate and then have the

subordinate accept the appraisal in the constructive manner.

Appraising performance touches one of the most emotionally

charged activities the assessment of the other individuals

contribution and ability. The impression that sub coordinates

receive about there assessment has a strong impact on there self

esteem and, very important, on there subsequent performance.

The final step in the appraisal in the initiation of corrective action

when necessary . Corrective action can, be of two types. One is

immediate and deals predominantly with symptoms. The other is

basic and delves into causes. Immediate corrective action often

described as putting out fires where as basic corrective action

gets to the source of deviation and seeks to adjust the differencepermanently.

Immediate action corrects something right now and gets things

back on track.

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PERFORMANCE APPRAISAL IN AYURVEDIC AND HERBAL

INDUSTRY

Outcome of performance appraisal

a)Outstanding :- If the performance evaluated by the management turns

out to be outstanding. If the employee performs in such away as to

collect 3 consecutives outstanding performance in to his/her credit)

he/she gets promoted.

b) Excellent :- If the performance evaluated by the management

turns out to be excellent. If the employee performs in such away as to

collect 3 consecutives excellent performance in to his/her credit,

he/she gets promoted.

c) Good :- If the performance evaluated by the management turns out to

be good. The management sends the employee to the training

program to improve his/her skill to perform form.

d)Below average:- If the performance evaluated by the management

turns out to be below average. And, if the employee collect 3 below

average to his/her credit, he/she gets dismissed.

Duration Of Appraisal System

The time constraints enables the employee to show or project his/her

capabilities in turn of performance as per the duration allowed. In

ayurvedic and herbal industry performance appraisal system is carried

out annually.

Feedback

The industries provides the annual feedback to its employees and

thus, in term bring out the highlight of the self assessment program.

This enables the better communication between the management and

employees and thus helps in promoting the business future.

Response

There are mixed responses from the feedback by the employees. It

has helped some of the employees in motivating themselves while

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those who felt bad were thoroughly communicated and all the

confusion and failure part were discussed with employees.

ANALYSIS AND INTERPRETATION OF DATA

After collecting the data on performance appraisal system

data was analyzed and interpreted. The various topics

covered for analysis and interpretation of data are:-

1. promotions

A promotion may be defined as an upward advancement of

an employee in an organization to another job, whichcommands better pay/wages, better status/prestige and

higher opportunities and challenges and responsibility, and

better working environment, hours of work and facilities etc.

Promoters have a salutary effect on the satisfaction of the

promoted persons need for esteem, belonging and security.

They also afford an opportunity for greater self actualizing

action through more varied and challenging assignments.

The promotion policies differ from an organization to

another.

The guidelines for departmental promotion in are same for

male and female employees. The period of experience

required for filling a higher post departmentally varies from

3-5 years. 5 years experience from promotion to managerial

staff and 3 years experience for promotion to junior

management is needed.Respondents were asked whether the promotion is well

defined in the organizations. The responses are given

below:

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From the table it can

be see that 30% agree that promotion are well defined in the

organization. However 54% were not able to say it as there is lack of

information about the performance policy. Every employee need to be

communicated about the existing promotion policy.

Respondent were also asked to suggest any change in the policy. The

responses were as given below:

ResponseNumber

Percentage

Merit not recognized 20 20.83

Does not define career plan 26 16.66

not integrated with business 0 0heterogeneity within policy fordifferentposition 56 58.83

26

respons

e number

percentag

eyes 16 16.66

no 52 54.16cant'say 28 29.16


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Majority suggested for no change in the policy. It seems they are

satisfied with the current policy.

CAREER PROGRESS

Career progress is something which is continuous, with the input from

organization in terms of training, feedback and counseling. In todays

changing scenario this has to be followed in every organization so that

an individual make progress in the career adding value to himself andorganization. Respondent were asked about the current system

helping in there career progress.

Career advancement is the most motivating factor when employee

aspires for the advancement for his career for better opportunities to

use his/ her talents. From the organizations point of view, it is

necessary to develop in manager. Some expectations of opportunities

for the future in order to keep there motivation high. Career planning

means helping the employee plans his career in terms of his

capabilities with the context or organizational needs. Individual, afterbecoming aware of his/her capabilities and career development

opportunities choose to develop himself / herself in a direction that

improves his/her chances of being able to handle new responsibilities.

It is also the responsibility of the employer to help him/her to identify

the career opportunity, make choices and develop his/her career and

provide opportunities for career planning and succession planning.

Questions asked were as follows:

Are the issues like career planning and succession planning a part of

industrys policy?

The responses to the above are as given below:

Response

number

percentage

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yes 16 16.66

no 44 45.83can'tsay 36 37.5

Here only 46% of the respondent gave response that it does not while

38% gave response that there is no career development plan at all.

Feedback

Providing feedback plays a constructive role. It helps the employee to

know his/her weakness and strengths. Feedback provides for the area

of improvement.

Respondent were asked about the frequency of feedback based on

there performance. The responses were given as below:

Response NumberPercentage

Rarely 24 25On a fewoccasion 40 41.66

Sometimes 24 25

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Often 8 8.34

Almost always 0 0

41% responded that feedback is provided through on a few occasion.

The frequency has to increase both from the individual andorganization point of view to keep the individual motivated for work in

line with the organizational expectation.

Remedial measure

Based on the performance the remedial measures are taken to do away withweakness if any and build on the strength and add to the existing capability

Response on the remedial measure was as given below:

ResponseNumber

Percentage

Job rotation 44 45.83sending totraining program 40 41.66

Counseled 12 12.5

Any other 0 0None 0 0

Here the responses were both for job rotation and training program. During

the course it was felt that more training input is provided to the employee to

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overcome the weakness and improve upon the existing capability of the

employee.

PROMOTIONAL POLICY AND PERFORMANCE APRAISAL

APPRAISAL SYSTEM

Respondent were asked whether the promotional policy is linked with the

performance appraisal system.

The responses were as given below:

Respo

nse

Numb

er

Percent

age Yes 54 56.25

No 28 29.15Can'tsay 14 14.58

Majority response were that promotional policy is linked with the

performance appraisal system.

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CONCLUSIONS AND SUGESSIONS

Conclusions

The analysis and interpretations on data of study and performance

appraisal and its effectiveness in an industry led to the followingconclusions:

The promotion rule through defined need to be communicated to

every employee before appraisal process is done and also

justifies the promotion as a result of the appraisal. That the

promotion policy followed differs at different position and

category. Uniformity has to be there in the implementation of the

promotion policy at all levels.

The appraisal outcome has to be used frequently for the purpose

of reward on performing well together with the feedback on the

performance. Also when performance goes down the employee

has to be given feedback and motivated to do better.

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The industry at present doesnt lie career planning and career

suggestion plans.

Performance appraisal in ayurvedic & herbal industry is done on

an annual basis.

More emphasis on training and job rotation as remedial

measures.

The mechanism of counseling pre performance and post

performance is not at practice at the industry in strict term.

During the course of study suggestion came from the employee

side for the need of counseling.

Suggestions

The study under taken brings some interesting result.

Training the appraiser: It is proposed the appraiser be trained for clear

understanding of the system and its objective and also counseled to be

honest, fair, just, unbiased in appraising the appraisal.

Factors/traits of evaluation: It is proposed that appraisal evaluated on

above factors/traits be given suitable remark or justification for being

given different quantitative grade.

Greater clarity has to be has to there in terms of job responsibility. This

is possible when the appraisal is done on the basis of description.

In the industry performance appraisal is done on an annual basis which

should be done quarterly to make it more effective.

Consistency is demanded in the promotional policy. It should not

change every year.

Monetary deference between two grades should not be large it should

be motivating in nature.

Performance appraisal system should be made more transparent and

rationale.

Performance feedback: The performance feedback sessions should be

improved which would result in increasing employee motivation to

improve performance. The following could be incorporated.

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Pin point the problem behaviors and make sure the employee is

aware of it.

Make sure the employee understands the consequences of the

problem behaviors. Get employee commitment to change and

make sure he cares about the change.

Assistance should be provided to improve poor performance.

Make a realistic plan appropriate to the behavior and set a time

frame for improvement.

To make sure to review performance time to time.

The other change which has to be incorporated at the supervisor

and the level above are:

These should be listing down of task undertaken during the last one

year and the result achieved.

In some areas of performance there should be self appraisal and more

and more counseling so that employee improves upon weak area and

understands what is expected of him/her at the industrial level.

Based on the above an open appraisal system is suggested.

In an open appraisal the employee would come together to set the targets,

to understand the mutual expectations and support to be provided by theappraiser to the employee for achieving mutual accepted goals/targets.

Through this process of setting targets the interpersonal relationship

between the appraiser and employee would improve.

The open appraisal system reduces the whims and fancies of the appraiser.

It promotes result orientation as it is based on performance rather than on

personality based appraisal.

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An nexure

a)Questionnaire

b)Bibliography

QUESTIONNAIRE

TO STUDY PERFORMANCE APPRAISAL SYSTEM

Q1. Is the promotional policy well defined in your industry?

a. Yes b. No c. Cant say

Q2. Do you know the objectives of the performance appraisal system .if

yes kindly specify?

Q3. How often the performance appraisal form is filled or performance

appraisal is done

a. Fortnightly b. monthly c. six-monthly d. annually e. not

fixed

Q4. On what basis is the performance appraisal done.

a. merit cum seniority b. seniority cum merit c. merit only

d. seniority only

Q5. Who appraises you ?

a. appraisal committee b. Your immediate supervisor c. self

appraisal d.360 degree appraisal e. any other please

specify

Q6. What methods or used for performance appraisal

a. forced choice distribution method b. essay method c.

ranking method

d. critical incident method e. any other please specify

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Q7. In your opinion does it identify the training needs

a. to a large extent b. to some extent c. cant say d.

not at all

Q8. If the promotional policy linked with the performance appraisal

system

a. yes b. no c. cant say

Q9. Are the issues the carrier planning and succession planning a part of

industrys policy?


Q10. Does the system help you in aligning your goals with that of the

industry?


Q11. Are you a part of the appraisal committee


Q12. Do the employees get the feed back of the performance appraisal

a. yes, every time b. often but not always c. only when

required d. rarely e. never

Q13. Does the industry provide counseling after the appraisal.

a. always b. often c. rarely d. never e.

cant say

Q14. Who does the counseling

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a. trained professionals b. un trained counselors c. cant

say

Q15. What kind of remedial measure are taken

a. job rotation b. sent to trained programs c.

counseled

d. any other please specify

Q16. How do you date overall assessment of performance appraisal.

a. Outstanding b. Very good c. Good d. Satisfactory e.

Poor

Q17. What do you feel are the positives in the performance appraisal

system in your industry, kindly mention?

Q18. What do you feel are the short comings of the performance appraisal

system being follow in your industry, kindly mention

Q19. For how long have you been working in the industry?

Q20. Suggestions towards improving the performance appraisal in your

industry

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BIBLIOGRAPHY

WEBSITES- SURFED

www.google.com

www.indiatimes.com

www.msn.com
http://www.google.com/http://www.indiatimes.com/http://www.msn.com/http://www.google.com/http://www.indiatimes.com/http://www.msn.com/

Documents

AYURVEDIC_ZEBA