Upload
mohd-maroof
View
233
Download
0
Embed Size (px)
Citation preview
8/4/2019 Tanzeem Fatimah Ppt
1/13
STUDY OF PERFORMANCE
APPRAISAL
Project Guide(s)
Mr. Imran Siddiqui, Super Tannery
Ms. Monika Bharadwaj, KIBM
1
Super Tannery Ltd, Kanpur
By:
Tanzeem Fatimah
PGDM (Marketing/Human Resource)
Roll no. (0911008),Batch 2009-11
Kanpur Institute of Management Studies
8/4/2019 Tanzeem Fatimah Ppt
2/13
BRIEF COMPANY PROFILE
SUPER TANNERY LIMITED established in 1953 started operationsby processing 50 buffalo hides per day, converting them in tovegetable tanned leather for shoe soles. Since then company wellguided by a professional approach , has marked important name forit self in the world leather map , making it one of the oldest and wellreputed business and houses of Northern India. Super Tannery
Limited operates 5 independent manufacturing facilities , producingarticle of the highest quality for leading European and Americanbrands .Employing more than 2000 people , with annual sales of overUSD 55million, the company has it customer in more than 40countries It has offices and ware houses in the UNITED KINGDOM,UNITED ARAB EMIRATES, MALAYSIA AND CHINA.
2
8/4/2019 Tanzeem Fatimah Ppt
3/13
PRODUCTS
LEATHER FOR Safety and Casual Wear
Upholstery
Lining
Shoe soles
Equestrian equipment
FOOTWEAR
Military
Safety
Casual and Formal
Kids
ACCESSORIES Bags
Belts
Jackets
Jeweler3
8/4/2019 Tanzeem Fatimah Ppt
4/13
SWOT ANALYSIS OF THE COMPANY
STRENGTH
Strong corporate brand image
High quality producer
Sound financial resources
Less employee turnover ratio Eco friendly image
Pleasant and conducive working environment
WEAKNESS
Lack of innovation Expensive products
Improper logistics management4
8/4/2019 Tanzeem Fatimah Ppt
5/13
SWOT ANALYSIS OF THE COMPANY
OPPORTUNITIES
Strengthening operational excellence
More usage of E-commerce
More innovative and technology driven products
THREATS Mirza Tanners remains the biggest competitor to their
dominance in leather industry
Eco friendly era will reduce the volume of sales of leathers
More political restrictions are likely to affect their businessin near future
5
8/4/2019 Tanzeem Fatimah Ppt
6/13
OBJECTIVES
To gain an overall idea about the organization.
To study the composition of employer and employee relation
existing in the organization.
To know the facilities provided to the employees as well as the
public by the organization.
To study the statutory and non-statutory welfare practices adoptedby organization.
The study of the HRD practices training and development
performance appraisal schemes adopted by the organization.
To study organizational culture and style.
6
8/4/2019 Tanzeem Fatimah Ppt
7/13
RESEARCH METHODOLOGY
Type of Research: Descriptive Research
Method of Research: Field Research
Data type: Primary Data- Survey
Secondary data- Internet, Company records and
magazines and articles
Data collection tool: Questionnaire
Sampling Plan:
Sampling Unit: Super house Mgmt and employeesSampling size: 50
Sampling method: Convenience Sampling7
8/4/2019 Tanzeem Fatimah Ppt
8/13
LIMITATIONS
Many employees gave guarded answers to some crucial
questions. Some of them did not feel the questionnaire due to lack of
time.
Response could not be collected from the total sample
selected. Some of the questionnaire could not be collected due to reason
other than time factor.
The confidentiality of the system created some problem in
getting information. The accuracy of the data could depend on factors like sincerity
of the employees feeling the questionnaires.
8
8/4/2019 Tanzeem Fatimah Ppt
9/13
CONCLUSIONS
The promotion rules though defined need to be
communicated to every employees before appraisal processis done and also justifies the promotion as a result of theappraisal. That the promotion policy followed differs atdifferent position and category. Uniformity has to be there inthe implementation of promotion policy at all levels
The process of performance appraisal followed in Supertannery Ltd. at the supervisory level is not well but ofsatisfactory level. The employees do not rate it very good
The appraisal outcome has to be used frequently for the
purpose of reward on performing well together with thefeedback on the performance. Also when performance goesdown employee has to be given feedback and motivated to dobetter.
9
8/4/2019 Tanzeem Fatimah Ppt
10/13
CONCLUSIONS
The organization at present doesn't lay career planning and
career suggestion plans. In Super tannery Ltd. feedback is being provided to the
employee though on a few occasion
Performance appraisal in Super tannery Ltd 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 in practice at the organization in strictterm. During the course of study suggestion came from the
employee side for the need of counseling.
10
8/4/2019 Tanzeem Fatimah Ppt
11/13
RECOMMENDATIONS
Training the Appraiser
Factors/traits of evaluation Greater clarity has to be has to there in terms of job
responsibility
In the organization, performance appraisal is done on an
annual basis which should be done Quarterly to make itmore effective
Consistency is demanded in the promotional policy. Itshould not change every year
Monetary difference between two grades should not belarge, it should be motivating in nature
Performance appraisal system should be made moretransparent and rationale
Performance feedback 11
8/4/2019 Tanzeem Fatimah Ppt
12/13
RECOMMENDATIONS
Make sure the employee understands the consequences of
the problem behaviors Assistance should be provided to improve poor performance
To make sure to review performance time to time
12
8/4/2019 Tanzeem Fatimah Ppt
13/13
THANK YOU
13