Performance Appraisal

CHAPTER – I

INTRODUCTION

1.1. INTRODUCTION

A project means a task involving research. The project involves something to be

analyzed or a problem to be solved. The heart of doing any project lies in solving open-ended

problems that require research, creativity and risk- taking. Team competition hands on

problem solving and relevance to real world application are an overwhelming student

motivator. This approach also allows the researcher to integrate research activities into the

curriculum.

Given the multidisciplinary nature of the projects, one will be able to gain the

Knowledge, skills, experience highly sought by global corporations.

A part from the above benefits, it helps the researcher to

Build and improve communication skills.

Obtain leadership experience.

Gain problem – solving skills.

Meet people from a variety of backgrounds.

Learn to work effectively in a team environment.

Gain practical experience.

Bridging theory & practice:

As I stated in the above paragraph theory and practice are two different things and the

gaps between these two has to be bridged projects are carried out as a part of MBA

curriculum and we are able to put theories into practice while doing the project and this helps

in bridging the gap between theory and practice.

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A Problem-solving tool:

A project server various functions, it helps in analyzing opportunities and exploiting

them, changes which can be implemented and also at times provides solutions to problem.

When ever we start a project we highlight a statement of problem and then we start working

on it meticulously and narrow down to the cause and suggest remedies which will ultimately

eliminate those problems. There by projects also serves as a problem-solving tool.

Over all organization Study:

A project also helps an MBA student to make over all organization study. During the

project period the student interacts with various people from different levels, within the

organization and also observes the functioning of the organization and thus it serves a dual

purpose that is enabling the student to gain first hand experience and a wealth of knowledge

in observing an organization function in reality

1.2. ABOUT THE TOPIC

The senior Human resource Team held discussion with the management team for

the selection of the topic on which to do the project. The management asked the Human

resource Faculties to “A STUDY ON PERFORMANCE APPRAISAL SYSTEM IN

T.V.SUNDARAM IYENGAR & SONS Ltd., MADURAI”

Introduction

The process of HRD helps the employees to acquire and /or develop technical,

managerial and behavioral knowledge, skills and abilities and moulds the values, beliefs and

attitudes necessary to perform present and future roles. The process of performance appraisal

helps the employee and the management to know the level of employee’s performance

compared to the standard/pre - determine level.

Performance appraisal is essential to understand and improve the employee’s

performance through HRD. In fact, performance appraisal is the basis for HRD. It was viewed

that performance appraisal was useful to decide upon employee promotion/transfer, salary

determination and the like. But the recent developments in human resources management

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indicate that performance appraisal is the basis for employee development. Performance

appraisal indicates the level of desired performance level, level of actual performance and the

gap between these two. This gap should be bridged through human resources development

techniques like training, executive development etc. now we shall discuss this chapter in the

following lines.

1.3. MEANING

Performance appraisal is a method of evaluating the behaviors of employees in

the work spot normally including both the quantitative aspects of jobs performance.

Performance here refers to the degree of accomplishment of the task that makes up an

individual’s job. It indicates how well an individual is fulfilling the job demands. Often

the term is confused with effort, but performance is always measured in terms of results

and not efforts. Some of the important features of performance appraisal may be captured

this:

Performance appraisal is the systematic description of an employee’s job-relevant

strengths and weaknesses.

The basic purpose is to find out how well the employee is performing the job and

establish a plan of improvement.

Appraisals are arranged periodically according to definite plan.

Performance appraisal is not job evaluation. It refers to how well someone is doing

the assigned job. Job evaluation determines how much a job is worth to the

organization and, therefore what range of pay should be assigned to the job.

Performance appraisal is a continuous processes every large scale organization.

1.4. NEED FOR PERFORMANCE APPRAISAL

Performance appraisal is needed in order to:

i. Provided information about the performance ranks. Decision regarding salary

fixation, confirmation, promotion, transfer and demotion are taken based on

performance in Indian rayon.

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ii. Provide feedback information about the level of achievement and behavior of the

subordinate. This information helps to reviews the performance of the

subordinate, rectifying performance deficiencies and to set new standards of

work, if necessary, as practiced in Raymond’s.

iii. Provide information which helps to counsel the subordinate.

iv. Provide information to diagnose deficiency in the employee regarding skill,

knowledge, determine training and developmental needs and to prescribe the

means for employee growth provides information for correcting placement.

v. To prevent grievances and in disciplinary activities as in the case of glaxo.

1.5. OBJECTIVES

i. To create and maintain a satisfactory level of performance.

ii. To contribute to the employee growth and development through training, self

and, management development programmers.

iii. To guide the job changes with the help to continuous ranking.

iv. To facilitate fair and equitable compensation based on performance.

1.6. SCOPE OF THE STUDY

1. This study covers the workers who are employed in T.V.Sundaram Iyengar &

Sons Ltd., Madurai

2. The study of period is Jan- June 2008.

3. The best business approach to conducting performance appraisal System is based

on the identification of organization mission needs, critical, occupational and

individual performance requirements.

1.7. LIMITATION OF THE STUDY

1. The respondents were busy, therefore they found less time to Interact with the

researcher.

2. This collection of data is through questionnaire was carried out by direct interview

so it may have its own draw backs.

3. The sample may not represent the whole population accurately.

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1.8. METHODOLOGY OF STUDY

RESEARCH METHODOLOGY

Type of research design : Descriptive study

Data source : Primary data.

Method of sampling : Convenience simply

Sample size : 100

Research instrument used : Questionnaire

Statistical tool : Percentage analysis, table graphs.

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CHAPTER - II

COMPANY PROFILE

2.1. HISTORY OF FOUNDER

In the annuals of Indian History, the 1880’s is a landmark. This century saw the

birth of great souls and nation builders such as M.K.Gandhi, Tilak and Sri Aurobindo.

They were instrument in awakening the spirit of political freedom. The same century saw

the birth of great industrialists like JRD Tata, Kirloskar and in South, T.V. Sundaram

Iyengar. They were responsible for awakening the spirit of industrial and economic

growth of the country.

T.V.Sundaram Iyengar was born on 22nd March 1877 in Thrissur, Kerala. He was

the son of Sri A Vengarausamy Iyengar who was an advocate by profession having his

practice in Thrissur (Kerala) TVS’s parents belonged to Tirunelveli. He had his schooling

at Trichur and an early marriage at the age of eleven.

T.V.S always had a passion and a liking for industry, trade and commerce.

Initially, he was working for two to three private and government organizations but found

the jobs uninteresting. Later, he dediced to do a trading business with the little capital he

had. With the profit he earned out of this business, he wanted to venture into a new

business. This new venture was Bus Services. The first route was from Madurai to

Pudukottai. Later, he started procuring and distributing auto

parts.

The T.V.S trading stems from the personal philosophy of the group’s founder Sri

T.V.Sundaram Iyengar. A man of tremendous vision. he had the foresight to recognize

that progress in the transport industry was vital to the growth of the foundation of

customer satisfaction. Indeed, it is this dedication to service that has given T.V.S the

impetus to grow from the single unit of 1911 to the multi company enterprise, it is today.

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He had the support of his better-half Mrs. Lakshmiammal who was known for her

simplification and kind heart. It was 31 years of long dedicated and dynamic hard word

that made the man a legend and the name still lives in many hearts.

o 1911 – The organization has its origin in road transport when Sri

T.V.Sundaram Iyengar started the first ever rural bus service between Madurai

and Pudukottai, in the state of Tamil Nadu. This transport company grew to be

the largest of its kind in India.

o 1919 – T.V.Sundaram Iyengar started an automobile spare parts and service

unit in Madurai which diversified into a variety of trading and service lines. He

realized as early as in 1920 the importance of marketing spare parts, and

organized their distribution through every available channel. This firmly

established the domination of the company in the auto industry.

o 1929 – General Motors appointed T.V.S as their authorized agents which was a

major break through and an evolution of a new era. Also his trip to the US in

the year 1947 is worth mentioning. During his trip, he made a practical study of

the agriculture activities and implemented the same in his home town.

o 1946 – T.V.S merged transport companies acquired earlier to form Southern

Roadways, a road transport and parcel service company.

2.2. THE FORMATION

In 1911 organisation started its activities as road transport and one can with proud

say that Sri. T.V.Sundaram Iyengar was the first person to run rural bus service. This

transport grows into a big network. In 1919 TVS started an automobile spare parts and

service unit in Madurai. This diversified the religious city into a variety of trading and

service activity center. In 1929 General motors was able to recognize the greatness of

TVS group and appoint them as authorized agents. This was a major break through in the

evolution of automobile industry. Mr. Sundram Iyengar’s trip to U.S needs special

mention; In this trip he made practical studies on agricultural activities and implemented

them in hometown. This shows that he is not a mere mechanical minded person but also

lover of nature.

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The year 1946 is a milestone in the transport service in south India. During this

period TVS merged transport companies and formed Southern Road Ways, which

transported not only people but also commercial articles through their parcel service. Due

credit will always come to great people. In the year 1960 the greatness of TVS group

reached all the important cities of India and through the formation of Sundaram Finance,

thus TVS became an all India Organization.

The company is the leading logistics solution provider specializing in the Auto

Vertical and has set up state-of-Art warehouses across the country for this purpose. The

Logistics Business Unit has created a special name for their excellence in the Inbound

Logistics. It has now extended providing the Supply Chain solutions across the globe for

the Indian Auto Component manufacturers which include a wide array of value added

services. Currently the Logistics Business Unit is the lead logistics provider for almost all

the leading Automobile Companies in India.

The company has diversified into Sales and Service of Service Station

Equipment for Two-Wheelers, Cars and Trucks. The range includes lifts, A/c

management system, paint booths, Engine analyzers and other workshop equipments.

Customers include all OEMs/ Dealers with service availability round the clock and

countrywide coverage this division is a One Stop Source for all service station needs.

The company has also diversified into Marketing & Providing support for

special products such as Construction and Material handling Equipments, Man lifts, Air

Compressors, Bus Air Conditioners representing leading names from India & Overseas.

The business provides unique solution under pioneering concept called “Own and

Operate”.

Recently, the company has launched ‘MyTVS’, a unique concept of providing

three services under single umbrella brand for car users viz., 24X7 Emergency Services,

All Car Service and Quality Used Cars. This integrated service covers expectations of car

customers over the entire life span and provides comfort of TVS Care, Speed & Value for

money under one roof.

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Corporate Mission:

“To remain in the prime position in the field of automobile distribution business

by extending dedicated service to its clientele.”

Objectives of the TVS group:

In enterprise and in business, as in life, it is the team spirit that succeeds. The set

out aims and objectives in words may limit the company’s targets.

First – To place at the service of the public all our technical equipment and

intelligence in automobile and allied industries at a truly national cost – a cost that

commensurate with the interest of the employees and share holders.

Second – To provide the greatest satisfaction possible to our employees within our

Competitive economy through proper personal practice.

Third – To be a good member of the community and the Nation.

Fourth – By implementing every one of the above three objectives to nurture the

moral fiber of the TVS organization.

Guideposts:

To convert every prospect into a customer and every customer into a client.

To train our personnel for the present job and develop them for future betterment on merit.

To serve each other section of the organization to enable the game to be won.

To facilitate peak and top performance in each department.

To take to self propelled, result oriented activity.

To systematically and continually reduce waste in all shape, form and degree.

To forget personalities and build up a spirit of belongingness and emphasize

loyalty to the organization for its betterment.

To observe the trends and take measures to adjust oneself to the changing

climate.

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Products and Services :

T.V.S & Sons distributes Heavy Duty Commercial Vehicles, Jeeps and Cars. It

represents various leading manufacturers like Ashok Leyland, Mahindra and Mahindra

Ltd., and Honda. The company has more than 100 outlets and is also the largest

distributor of spare parts in India, handling more than 70 suppliers and 25000 part lines.

T.V.S & Sons has grown to become a leading logistics solution provider and has

setup state-of-the-art warehouses across the country. The Logistics Division has tied up

with leading logistics consultants across the globe and provides logistics support to

almost all the leading automobile manufacturers in India. T.V.S & Sons has recently

diversified into distributing Garage Equipment ranging from paint booths to engine

analyzers and industrial equipment products. The strength of the company is the after-

sales-service it provides.

T.V.S & Sons:

T.V.S & Sons distribute heavy-duty commercial vehicles, jeeps and cars. It

represents premier automotive companies like Ashok Leyland, Mahindra & Mahindra

Ltd., and Honda. It also distributes automotive spare parts for several leading

manufacturers.

T.V.S & Sons has grown in to leading logistics solution provider and has set up a

state of art warehouse all over the country. It has also diversified into distribution garage

equipment that ranged from paint booths to engine analyzers and industrial equipment

products.

Sundaram Motors:

Sundaram Motors distributes Heavy Duty Commercial Vehicles and Cars. In

addition to being dealers for Ashok Leyland, Honda, Fiat, Ford and Mercedes Benz. This

division also distributes auto spare parts for several leading manufacturers.

2.3 STRATEGIC BUSINESS UNIT CLASSIFICATION

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Operational Departments

Ashok Leyland SBU

Mahindra & Mahindra SBU

Honda SBU

Distribution SBU

Tools & Garage SBU

Allied Departments

Accounts/ Finance Department

Human Resource Department

Systems Department

About the lines of businesses

Ashok leyland

Mahindra & Mahindra

Honda

Distribution Special Product

Tools & Garage Equipment

International Operation (INO)

24 x 7 Emergency Services

All Car Services

Crash Recovery Service

E – Comet

Value Trucks

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2.4 SUBSIDIARIES AND BUSINESS CARRIEDOUT BY TVS & SONS M/s southern Roadways: Operating goods Transport Service

M/s Sundaram Fasteners Ltd: Manufacture and sale of high tensile fasteners, cold

formed/ extruded automotive & other miscellaneous parts, powder metal parts,

automotive components and precision formed gears.

M/s Sundaram Industries Ltd: Manufacture of bodies for buses, vans, bus body

kits & cabs and general fabrication; manufacture of Automobile Rubber Products and

Retreading / Distribution of Tyres.

M/s Sundaram Textiles: Manufacture of cotton of blended yarn.

M/s Sundaram Fasteners Investments Ltd; Investment Company.

M/s Aplomb Investments Ltd: Investment Company.

M/s TVS Infotech Ltd: Development of Computer Software for Numeric Systems.

M/s Sundaram Textiles Overseas Inc. USA : Trading in Cotton Yarn, etc.

M/s TVS Lanka (private) Ltd, Srilanka: Trading in Automobile Spare parts.

M/s TVS Interconnect Systems Ltd: Manufacture of Fibre Optic and connector

products lines.

M/s Autolec Industries Ltd: Manufacture & Sale of water pumps & Fuel Pumps.

M/s TVS international Inc, USA: Development & Marketing of software and

Marketing of high tensile fasteners and cold extruded automotive parts, precision formed

gears, powder metal parts, iron powder, gear shifters and radiator caps, in USA.

M/s TVS Lean Logistics Ltd: Logistics services.

M/s TVS Automotive Europe Ltd: whole sale distribution of commercial vehicle

spare parts.

M/s Lucas – TVS Ltd: Manufacture of auto electrical products.

M/s Lucas Indian Service Ltd: Manufacture of Ignition Coils and Trading of auto

electrical components. M/s Sundaram Non-Conventional Energy Systems Ltd:

Generation of power through windmills.

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TVS & Sons- Quality Policy

“We are committed to achieve and sustain excellence in service and retain the

customers through continual improvement”.

Quality Objectives

Enchancing the satisfaction level of customers by meeting or exceeding their

needs and expectations on quality of servicing, delivery and cost.

Continuous improvement of the performance and sills of employees through

active training Programmes.

Implementing atleast one continual improvement project per quarter.

To improve responsiveness to address customer needs.

Achieving enhanced Business target

Policy on “Safety”

TVS strongly believes that the safety of the employees and the public is of

paramount importance and declares that the safety will take precedence over the

expediency, every effort will be made to involve all Managers, Supervisors and

employees in the development and implementation of safety procedure and towards this,

systems and procedure will be developed besides disseminating knowledge on the need to

adherence to the safety practices. It believes in the value of human life and strives hard to

have a safe environment activities.

2.5 TVS GROUP COMPANIES

The TVS Group is India’s leading supplier of automotive components and one

of the country’s most respected business conglomerates. Originating as a transport

company in 1911, it now comprises over 29 companies that operate in diverse fields like

automotive component manufacturing, automotive dealerships and electronics.

Underlying the success of the group is an ethos of commitment to the values of

Quality, Service and Reliability. Continuous innovation and close customer interaction

have enabled the Group to consolidate its position at the leading edge of the automotive

industry.

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Axel India Limited

Brakes India BRAKES INDIA LIMITED

DELPHI – TVS( DIESEL SYSTEM LIMITED)

India Japan Lighting Private Limited

India Motor Parts and Accessories Limited

India Nippon Electricals Limited

Lucas Indian Service Limited

Lucas- TVS

Sundaram Auto components Limited Plastics division

Sundaram Auto components Limited Plastics Division (SACL)

Southern Roadways Limited

Sundaram – clayton Limited die casting division

Sundaram dynacast private Limited

Sundaram Fasteners Limited

Sundaram Industries Limited

Sundaram Textiles Limited

TVS Automotive Europe Limited

TVS Auto Parts Private Limited

Turbo Energy Limited

TVS Electronics Limited

TVS Finance & Services Ltd

TVS Interconnect Systems Limited

TVS Logistics Iberia S.L

TVS Lean Logistics Private Limited

TVS Logistics SIAM Limited

TVS Motor Company Limited

TVS Sewing Needles Limited

TVS Srichakra Limited

T V Sundaram Iyengar & Sons Limited

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CHAPTER – III

RESEARCH METHODOLOGY

Research connotes a systematic and objective investigation of a subject or

problem in order to discover relevant information or principles. Marketing research is the

function which links the consumer, and public to the market through information used to

identify and define, marketing opportunities and problem, generate, refine and evaluate.

Marketing action monitors performance and improves marketing research process.

3.1. RESEARCH DESIGN

The research design is purely and simply the frame work or plan for a study that

grids the collection or analysis of data research design has been considered a highly

specialized tool for success of a research programmed. Research is a plan, structure and

strategy of investigation conceived so as to obtain answer to research question and

control variance.

3.2. DESCRIPTIVE STUDY

Descriptive study includes survey and facts finding enquiry of different kinds.

The major purpose of descriptive of the state pf affairs as it is at present. It begins with a

research with a research about past form of the problem. The main objective of the

descriptive design is to acquire knowledge.

3.3. PRIMARY DATA

The data collected directly from the respondent is referred as primary data. Data

was collected through primary sources. The primary data was collected through personal

interview with consumer respondents.

3.4. DATA ANALYSIS

Extracting meaningful information from the data collected and analyzing the

information from the data collected and analyzing. The information statistically. Analysis

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of the collected data was done with the help of tables, graphs and statistical analysis tools

like weighted average method, chi square.

3.5. REPORT PREPARATION

The final step is to prepare a report, present major findings in a manner amenable

to managerial decision taking. There may be some follow up and revalidation required.

3.6. RESEARCH INSTRUMENT USED

The questionnaire has been drowsed as the research instrument for acquiring

information from the respondents. Closed end questions persecuting all a possible

answers has been made use of and multiple choice questions has been put forth to avoid

ubiquity in response front the respondents.

3.7. SAMPLE SIZE

SAMPLE SIZE = 100

The size of the sample is an important problem to be decided in case of sampling,

this is because the size has a direct barring upon accuracy, time, cost and administration

of the survey. An optimum sample in survey is one which fulfills the requirements of

efficiency, representativeness, reliability and flexibility.

3.8. SAMPLING PROCEDURE

Area: M/s. T.V.Sundaram Iyengar & Sons Limited, Madurai

Sample Size: 50 employees

Sampling Method: Convenience Sampling

3.9. SAMPLE UNIT

Drawing a sample we have to decide the unit of sample. The unit of sample

should be suitable for the problems understanding the sampling unit was also called as

geographical unit.

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Statistical tool used for analyzing the data are:

Percentage method.

Graph method.

3.10. PERCENTAGE METHOD

Research use percentage (%) in data analysis, as it is simple tool for analysis. It

reduces data into zero to hundred ranges. The data reduced in the standard from with base

equal to hundred which facilitate relative comparison.

3.11. GRAPH METHOD

Graphs are used, as they give a bird’s eye view of the entire data and the

information presented is easily understood.

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CHAPTER – IV

DATA ANALYSIS AND INTERPRETATION

TABLE – 4.1

AGE

In this table the researcher has made an attempt to find out the age category.

Interpretation:

In above table 20%of respondent belongs to 21-30yrs age category 40% of person

belongs to 31-40yrs and 41-50yrs age category.

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S.NO AGE NO OF RESPONDENTS% OF

RESPONDENTS

1 21-30 20 20

2 31-40 40 40

3 41-50 40 40

TOTAL 100 100

FIGURE – 4.1

AGE

Interpretation:

In above figure shows that 20% of respondent belongs to 21-30 yrs age category

40% of person belongs to 31-40 yrs and 41-50 yrs age category.

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TABLE - 4.2

QUALIFICATION

In this table the researcher has made an attempt to find out the qualification of the

respondents.

S.NO QUALIFICATIONNO OF

RESPONDENTS%OF

RESPONDENTS

1 HSC 40 40

2 Degree 20 20

3 PG 20 20

4 Technical 20 20

TOTAL 100 100

Interpretation:

In the above table HSC respondents are 40% and 20% of respondents are degree

and 20% of respondents are P.G and 20% of respondents are Technical.

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FIGURE – 4.2

QUALIFICATION

Interpretation:

In the above figure shows that the HSC respondents are 40% and 20% of

respondents are degree and 20% of respondents are P.G and 20% of respondents are

Technical.

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TABLE – 4.3

GENDER

In this table the researcher has made an attempt to find out the Gender.

SI.NO GENDERNO OF

RESPONDENTS% OF

RESPONDENTS

1 Male 70 70

2 Female 30 30

TOTAL 100 100

Interpretation:

In the above table 70% of respondent belongs to male category and 30% of

respondents belong to female category.

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FIGURE – 4.3

GENDER

Interpretation:

In the above figure shows that 70% of respondent belongs to male category and

30% of respondents belong to female category.

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TABLE – 4.4

MARITAL STATUS

In this table the researcher has made an attempt to find out the Marital Status of

the respondents.

Interpretation:

In the above table 40% of respondent belongs to Married and 60% of respondents

belong to Unmarried.

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S.NOMARITAL STATUS

NO OF RESPONDENTS

% OF RESPONDENTS

1 Married 40 40

2 Unmarried 60 60

TOTAL 100 100

FIGURE – 4.4

MARITAL STATUS

Interpretation:

In the above figure shows that 40% of respondent belongs to Married and 60% of

respondents belong to Unmarried.

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TABLE- 4.5

EXPERIENCE

In this table the researcher has made an attempt to find out the experience of the

respondents.

S. NO EXPERIENCENO OF

RESPONDENTS% OF

RESPONDENTS

1 Below 5 years 58 58

2 5-10 years 16 16

3 11-20 years 12 12

4 21 years & above 14 14

TOTAL 100 100

Interpretation:

In the above table 58%of respondents have below 5 years experience and 16% of

respondents have 5-10 years experience and 12% of respondents have 11-20 years

experience and 14% of respondents have 21 years & above experience.

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FIGURE – 4.5

EXPERIENCE

Interpretation:

In the above figure shows that 58%of respondents have below 5 years experience

and 16% of respondents have 5-10 years experience and 12% of respondents have 11-20

years experience and 14% of respondents have 21 years & above experience.

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TABLE – 4.6

OPINION ABOUT THE PRESENT PERFORMANCE APPRAISAL SYSTEM

PERIODICALLY

In this table the researcher has made an attempt to find out the opinion about the

present performance appraisal system.

S.NO OPINIONNO OF

RESPONDENTS% OF

RESPONDENTS

1 Strongly agree 30 30

2 Agree 30 30

3 No opinion 20 20

4 Disagree 10 10

5 Strongly Disagree 10 10

TOTAL 100 100

Interpretation:

In the above table 30%of respondents are strongly agree and 30% of respondents

are agree and 20% of respondents are no opinion and 10% of respondents are disagree

and 10% of respondents are strongly disagree.

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FIGURE – 4.6

OPINION ABOUT THE PRESENT PERFORMANCE APPRAISAL SYSTEM

PERIODICALLY

Interpretation:

In the above figure shows that 30%of respondents are strongly agree and 30% of

respondents are agree and 20% of respondents are no opinion and 10% of respondents

are disagree and 10% of respondents are strongly disagree.

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TABLE – 4.7

OPINION ABOUT GROWTH AND LEARNING

In this table the researcher has made an attempt to find out the opinion about the

growth and learning

S.NO OPINIONNO OF

RESPONDENTS% OF

RESPONDENTS


2 Agree 30 30

3 No opinion 20 20

4 Disagree 30 30


TOTAL 100 100

Interpretation:

In the above table 10% of respondents are strongly agree and 30% of respondents


and 10% of respondents are strongly disagree

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FIGURE – 4.7

OPINION ABOUT GROWTH AND LEARNING

Interpretation:

In the above figure shows that 10% of respondents are strongly agree and 30% of


are disagree and 10% of respondents are strongly disagree

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TABLE – 4.8

COMPLETION OF THE TARGETS SET BY THE ORGANIZATION

In this table the researcher has made an attempt to find out the completion of the

targets set by the organization.

S.NO OPINION NO OF RESPONDENTS % OF RESPONDENTS


2 Agree 30 30

3 No opinion 20 20

4 Disagree 10 10

5 Strongly disagree 10 10

TOTAL 100 100

Interpretation:




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FIGURE – 4.8

COMPLETION OF THE TARGETS SET BY THE ORGANIZATION

Interpretation:




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TABLE – 4.9

IDENTIFICATION OF TRAINING NEEDS

In this table the researcher has made an attempt to find out the identification of

training needs.

S.NO OPINIONNO OF

RESPONDENTS% OF RESPONDENTS


2 Agree 30 30

3 No opinion 20 20

4 Disagree 10 20


TOTAL 100 100

Interpretation:




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FIGURE – 4.9

IDENTIFICATION OF TRAINING NEEDS

Interpretation:




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TABLE – 4.10

IS PERFORMANCE APPRAISAL ALONE THE FACTOR IN DECIDING

PROMOTION

In this table the researcher has made an attempt to find out performance appraisal

alone the factor in deciding promotion.

S.NO OPINIONNO OF



2 Agree 30 30

3 No opinion 20 20

4 Disagree 10 10


TOTAL 100 100

Interpretation:




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FIGURE – 4.10

IS PERFORMANCE APPRAISAL ALONE THE FACTOR IN DECIDING

PROMOTION

Interpretation:




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TABLE – 4.11

IS THAT YOUR SENIORITY ALSO HAVE BEEN CONSIDERED FOR

PROMOTION

In this table the researcher has made an attempt to find out that your seniority also

have been considered for promotion.

S.NO OPINIONNO OF



2 Agree 20 20

3 No opinion 10 10

4 Disagree 20 20


TOTAL 100 100

Interpretation:




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FIGURE – 4.11

IS THAT YOUR SENIORITY ALSO HAVE BEEN CONSIDERED FOR

PROMOTION

Interpretation:




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TABLE – 4.12

IS THAT PERFORMANCE APPRAISAL RESULTS SOME BENEFITS

In this table the researcher has made an attempt to find out that your performance

appraisal results some benefits.

S.NO OPINIONNO OF



2 Agree 20 20

3 No opinion 10 10

4 Disagree 20 20


TOTAL 100 100

Interpretation:




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FIGURE– 4.12

IS THAT PERFORMANCE APPRAISAL RESULTS SOME BENEFITS

Interpretation:




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TABLE – 4.13

REQUIREMENT OF AN EFFECTIVE APPRAISAL SYSTEM

In this table the researcher has made an attempt to find out that requirement of an

effective appraisal system.

S.NO OPINIONNO OF



2 Agree 30 30

3 No opinion 20 20

4 Disagree 10 10


TOTAL 100 100

Interpretation:




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FIGURE – 4.13

REQUIREMENT OF AN EFFECTIVE APPRAISAL SYSTEM

Interpretation:




43

TABLE – 4.14

IMPROVEMENT OF EMPLOYEES WITH THE HELP OF PERFORMANCE

APPRAISAL SYSTEM

In this table the researcher has made an attempt to find out that improvement of

employees with the help of performance appraisal system.

S.NO OPINIONNO OF



2 Agree 20 20

3 No opinion Nil Nil

4 Disagree 20 20


TOTAL 100 100

Interpretation:

In the above table 50% respondents have strongly agree and 20% of respondents

have agree and nil % of respondents have no opinion and 20 % of respondent have

disagree and 10% of respondent are have strongly disagree.

44

FIGURE – 4.14

IMPROVEMENT OF EMPLOYEES WITH THE HELP OF PERFORMANCE

APPRAISAL SYSTEM

Interpretation:

In the figure shows that 50% respondents have strongly agree and 20% of

respondents have agree and nil % of respondents have no opinion and 20 % of

respondent have disagree and 10% of respondent are have strongly disagree.

45

TABLE – 4.15

THE PERFORMANCE APPRAISAL SYSTEM AIMS AT STRENGTHENING

THE APPRAISER AND APPRAISE RELATIONSHIP

In this table the researcher has made an attempt to find out the performance

appraisal system aims at strengthening the appraiser and appraise relationship.

S.NO OPINIONNO OF



2 Agree 30 30

3 No opinion 12 12

4 Disagree 8 8


TOTAL 100 100

Interpretation:

In the above table 30% respondents have strongly agree and 30% of respondents

have agree and 12 % of respondents have no opinion and 8% of respondent have


46

FIGURE – 4.15

THE PERFORMANCE APPRAISAL SYSTEM AIMS AT STRENGTHENING

THE APPRAISER AND APPRAISE RELATIONSHIP

Interpretation:

In the above figure shows that 30% respondents have strongly agree and 30% of

respondents have agree and 12 % of respondents have no opinion and 8% of respondent

have disagree and 10% of respondent are have strongly disagree.

47

TABLE – 4.16

IS APPRAISER GENERALLY SPENDS TIME AND DISCUSS WITH APPRAISE

ABOUT THEIR PERFORMANCE

In this table the researcher has made an attempt to find out the appraiser generally

spends time and discuss with appraise about their performance.

S.NO OPINIONNO OF



2 Agree 60 60

3 No opinion Nil Nil

4 Disagree 10 10


TOTAL 100 100

Interpretation:

In the above chart 20% respondents have strongly agree and 60% of respondents

have agree and nil % of respondents have no opinion and 10% of respondent have


48

FIGURE – 4.16

IS APPRAISER GENERALLY SPENDS TIME AND DISCUSS WITH APPRAISE

ABOUT THEIR PERFORMANCE

Interpretation:

In the above chart 20% respondents have strongly agree and 60% of respondents

have agree and nil % of respondents have no opinion and 10% of respondent have


49

TABLE – 4.17

FEEL ABOUT THE OBJECTIVITY OF THE PERFORMANCE APPRAISAL

SYSTEM

In this table the researcher has made an attempt to find out the feel about the

objective of the performance appraisal system.

S.NO OPINIONNO OF



2 Agree 20 20

3 No opinion 10 10

4 Disagree 20 20


TOTAL 100 100

Interpretation:




50

FIGURE – 4.17

FEEL ABOUT THE OBJECTIVITY OF THE PERFORMANCE APPRAISAL

SYSTEM

Interpretation:




51

TABLE – 4.18

IS THE PERFORMANCE APPRAISAL SYSTEM COMMUNICATED TO

PEOPLE IN ADVANCE

In this table the researcher has made an attempt to find out the performance

appraisal system communicated to people in advance.

S.NO OPINIONNO OF



2 Agree 30 30

3 No opinion 10 10

4 Disagree 20 20


TOTAL 100 100

Interpretation:

In the above chart 20% of respondents are strongly agree and 30% of respondents



52

FIGURE – 4.18

IS THE PERFORMANCE APPRAISAL SYSTEM COMMUNICATED TO

PEOPLE IN ADVANCE

Interpretation:

In the above chart 10% of respondents are strongly agree and 20% of respondents



53

CHAPTER – V

SUMMARY OF FINDINGS, SUGGESTIONS AND CONCLUSIONS

5.1. FINDINGS

1. 60% of the employees are satisfied with the Performance Appraisal should be

followed periodically.

2. 40% of the employees are satisfied with the appraisal system facilitates growth

and learning.

3. 60% of the employees are satisfied with the performance appraisal system is

helpful to complete the target set by the organization.

4. 50% of the employees are satisfied with the identification of training needs.

5. 60% of the employees are agree with the performance appraisal is the deciding

promotion.

6. 50% of the employees are agree with the seniority is also have been considered

for promotion.

7. 50% of the employees are satisfied with that performance appraisal results some

benefits.

8. 60% of the employees are satisfied with the requirement of an effective appraisal

system.

9. 70% of the employees are satisfied with the improvement with the help of

performance appraisal system.

10. 60% of the employees are agree with the performance appraisal aims at

strengthening the appraiser and appraise relationship.

11. 80% of the employees are agree the appraiser spends time and disguss with the

appraise about their relationship.

12. 50% of the employees are agree with the feel about the objectivity of the

performance appraisal system.

13. 50% of the employees are satisfied with the performance appraisal system

communicated to people in advance.

54

5.2. SUGGESTION

1. Give extra training for the each employee in every day.

2. 20% of employees are not satisfied with their current performance. So improve

their training program.

3. Give training for each and every base of skills, such as knowledge Base, attitude

base and other skill base.

5.3. CONCLUSION

Performance appraisal is essential to understand and improve the employee’s

performance through HRD. In fact, performance appraisal is the basis for HRD. It was viewed

that performance appraisal was useful to decide upon employee promotion/transfer, salary

determination and the like. But the recent developments in human resources management

indicate that performance appraisal is the basis for employee development. Performance

appraisal indicates the level of desired performance level, level of actual performance and the

gap between these two. This gap should be bridged through human resources development

techniques like training, executive development etc. now we shall discuss this chapter in the

following lines.

55

BIBLIOGRAPHY

C.R.KOTHARI, Research Methodology, Wishva Prakashan, Second Edition,

2002

STEPHEN P. ROBBINS, Organizational Behaviour

www.google.com

www.answers.com

www.tvsiyengar.com

56

APPENDICES

QUESTIONNAIRE

A STUDY ON PERFORMANCE APPRAISAL SYSTEM IN T.V.SUNDARAM

IYENGAR & SONS Ltd., MADURAI

1) Name:

2) Age :

21-30 31-40 41-50

3) Educational Qualification

HSC UG PG Technical

4) Gender

Male Female

5) Marital Status

Married Unmarried

6) Experience

Upto 5 years 5 to 10 years 10 to 15 years above 15 years

7) Performances appraisal system should be followed periodically in an organization

Strongly agree Agree No opinion

Disagree Strongly Disagree

8) The appraisal system facilitates growth and learning in this organization ………



57

9) Is the performance appraisal system is helpful to completion of the target in the

organization?



10) What is your opinion about the objectives of the performance appraisal system

followed in the organization?



11) Is the feed back on performance appraisal alone be the factor is deciding your

promotion



12) Is that your seniority also have been considered for yours promotion



13) Is that your performance appraisal result has some benefits



14) Is the requirement of an effective appraisal system in order of your importance



15) I am able to improve myself with the help of performance appraisal system

Strongly agree Agree No opinion Disagree

58

Strongly disagree

16) The performance appraisal system aims at strengthening the appraiser and

appraise relationship through mutual understanding and trust


Disagree Strongly disagree

17) The appraiser generally spends time and discuss with appraise their about their performance ………..


Disagree Strongly disagrees

18) What do you feel about the objectivity of the pas conducted in your organization?



19) Is the type of appraisal system communicated to people in advance?



59

Documents

Performance Appraisal