Appraisal First Review

8/7/2019 Appraisal First Review

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INTRODUCTION

About PRUMA TECH SERVICES PVT LTD

Bringing more to your everyday life, PRUMA TECH SERVICES PVT LTD touches in

numerous ways. Be it the dress you wear, the cosmetics you use, the medicines you take, the

paints you decorate your home with or the utility plastic products, our products are there.

Eco-friendly & socially committed, it is the only integrated Titanium Dioxide facility having

mining, Mineral Separation, Synthetic Rutile and Pigment-Production Plants. Apart from

producing Rutile grade Titanium Dioxide pigment for various types of industries, it also

produces other products like Ilmenite, Rutile, Zircon, Sillimenite, Synthetic rutile etc.

Manufacturing Titanium Dioxide through the chloride route, PRUMA TECH SERVICES

PVT LTD produces very pure rutile grade Titanium dioxide pigment. The different grades

churned out by PRUMA TECH SERVICES PVT LTD under brand name KEMOX has a

ready market which asks for more. The commendable work in research by the R&D

department has also helped PRUMA TECH SERVICES PVT LTD to add more colours to its

portfolio.

With continued growth and demand in the economy and industry, the products of PRUMA

TECH SERVICES PVT LTD are being lapped up by the eager market. This has in turn set

the wheels turning for PRUMA TECH SERVICES PVT LTDs expansion. PRUMA TECH

SERVICES PVT LTD has always been responsive to social and environmental causes. Some

of the initiatives taken by PRUMA TECH SERVICES PVT LTD have made a significant

change to the area and its people.Performance Appraisal is the systematic, periodic and an impartial rating of an employees

excellence in the matter pertaining to the present job and the potential for a better job.

Performance Appraisal System began as simple methods of income justification i.e., appraisal

was used to decide whether or not the salary or wage of an individual employee was justified.

But gradually the potential usefulness of appraisal as tool for motivation and development

was recognized.


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To make judgments about those one is working with, as well as about oneself is a basic

human tendency. Appraisal, it seems is both inevitable and universal. In the absence of a

carefully structured system of appraisal, people will tend to judge the work performance of

others, including subordinates, naturally, informally and arbitrarily. The human inclination tojudge can create serious motivational, ethical and legal problems in the workplace. Without a

structured appraisal system, there is little chance of ensuring that the judgments made will be

lawful, fair, defensible and accurate. So performance appraisal is very important from the

organizational point of view.

For my study I have chosen PRUMA TECH SERVICES PVT LTD a fully owned Chennai

Government enterprise and a topic for my study is Effectiveness of Performance Appraisal

System at PRUMA TECH SERVICES PVT LTD.

By focusing the attention of performance, performance appraisal goes to the heart of

personnel management and reflects the management interest in the progress of the

employees.


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RESEARCH METHODOLOGY

Scope of the Study

The study deals with the performance appraisal of the PRUMA TECH SERVICES PVT

LTD. The focus of the study is on the need of an effective performance appraisal in the

company. Performance Appraisal is an important factor which derives human beings to strive

for achieving the desired objectives. For the development of the employees it is necessary for

an organization to study the performance appraisal system.

Objectives of the Study

yTo understand the prevailing environment under which various projects are executedin PRUMA TECH SERVICES PVT LTD.

yTo scrutinize the current issues of project management in PRUMA TECH SERVICESPVT LTD.

yTo study the method of performance appraisal thus how it helps in identifying thestrength and weakness of the employee.

yHow performance appraisal serves as means for evaluating the effectiveness ofdevices used for selection and classification of workers.

yTo find whether the employees are given promotion based on their performance.yTo find whether the employees are satisfied with current performance appraisal

system.

yTo plan career development, human resource planning based on potentialities.

Methodology

The need for an effective performance appraisal system in project management is emphasized

based on the objectives assessment of the project activities in PRUMA TECH SERVICES

PVT LTD. The data collected through a structured questionnaire have been used for their

purpose.


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Selection of this Sample

For getting accurate information, graphic rating scale method was used. The reason for using

this method was to get fair representation for all the respondents who formed different types.

This method helps us to give a pictorial view of the study and can make a comparative study

for future use.

Sources of Data

1.Primary Data Collection

Primary data is a source from which the researchers collect the data. It is a first hand data

which is used directly for the analysis purposes. In the present study primary data has been

collected using questionnaires.

2.Secondary Data Collection

Secondary data is collected from the records of PRUMA TECH SERVICES PVT LTD,

information available at the website, journals, magazines, newspapers, education books, etc.

Sampling Method

The method used in convenient sampling method. Here, the list of employees are taken based

on the convenience, they are short listed 12 officers and 8 non officers. And their opinion of

about performance appraisal system is studied.

Sample Size

The sample size is 60.


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Tools used for Analysis

Percentage analysis and weighted average method are the tools used or the analysis of data.

Limitations of the Study

yTime allotment was a constraint, making the study confined to a small sample size.yEmployees were busy with their day to day affairs and it was very difficult to collect

information from them.

yThe study may not be devoid of sampling errors.yAny error or bias in the response may also affect the validity of findings.

LITERATURE REVIEW

Performance Appraisal

Performance Appraisal is the process of evaluating how well the employees perform their

jobs when compared to a set of standards, and then communicating that information to those

employees.

Stages in Performance Appraisal

Performance Appraisal can occur in two stages:

1)Informally: the day to day working relationship between a manager and an employeeoffers an opportunity for employees performance to be evaluated. Frequent informal

feedback to employees also can prevent surprises during a formal evaluation.

2)A Systematic Appraisal: It is used when the contact between manager and employeeis formal, and a system is in place to report managerial impressions and observation

on employee performance.


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It is important for a manager to understand appraisal as their responsibility. Performance

Appraisal is not simply an Human Resource requirement; it must also be a management

processes, because guiding employees performance is probably the most important

responsibility of managers.

Who conduct the Appraisal?

Any one familiar with the performance of individual employees such as:

ySupervisors who rate their employees;yEmployees who rate their supervisors;yTeam member who rate each other;yOutside sources;yEmployees self appraisal;yMulti source appraisal.

Methods in Performance Appraisal

1)Graphic Rating Method: It allows the rater to mark an employees performance on acontinuum. There are two types of graphic ratings. The first and common type listsjob criteria such as quantity of work, attendance, etc. the second assesses behavioural

aspects, such as decision making, developing employees, etc. with the specific

behaviours listed and effectiveness of each rated. Some obvious drawback can be

noted. Often separate traits or factors are grouped together and the rater is given only

one box to check. Another drawback occurs when the descriptive words sometimes

used in the sales have different meanings to different rulers. Terms such as initiative

dependability and cooperation are subject to many interpretations, especially if used

in conjunction with words such as outstanding, average and poor. Graphic rating scale

is easy to develop, but they encourage errors on the part of the raters, who may

depend too heavily on the form to define performance.

2)Ranking Method: It lists all the employees from highest to lowest in performance.The primary drawback of the ranking method is that the size of the differences among


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the individuals is not well defined. This drawback can be overcome to some extent by

assigning points to indicate the size of the gaps.

3)Narrative Method: Managers and HR specialists frequently are required to providewritten appraisal information. Documentation and description are the essence of the

essay and the field review methods.

Critical Incident: The manager keeps a written record of both highly favourable and

unfavorable actions in employees performance during the entire rating period. When

a critical incident occurs, the manager writes it down. The drawbacks of it are, first

not at all supervisor define what constitutes a critical incident in the same way. Also

producing daily or weekly written remarks about each employees performance take

considerable time. Further, employees may be come overly concerned about what

their superiors write and began to fear the managers black book.

4)Essay: It requires a manager to write a short essay describing each employeesperformance during the rating period. Some essays are free form, while other are

more structured formats and use prepared questions that must be answered. This

format allows the rater more flexibility than other methods do. The effectiveness

depends on the supervisors ability to write.

Behaviorally anchored rating scale: it combines the benefits of narratives, critical

incidents and qualified scales by anchoring a rating scale with specific behavioral

examples of good or poor performance. It proponents says it provides better, more

equitable appraisals than the other tools.

5)Field Review Method: In the field review method an employee is not appraised byhis direct supervisor but by another person, usually from HR department. The basic

idea is that such a person may take more objective view in appraisal as he is not under

pressure as the supervisor of the employee may be. The rater in this case, appraises

the employee based on the records of output and other information such as

absenteeism, late coming, etc. This method is more suitable for the promotion of

purposes. The chances of bias are reduced to a great extent as HR person is supposed

to be trained in appraisal mechanism.


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4.More reliable feedback to senior managers about their performance.5.Encouraging more upon feedback new insight.6.Training and acceptance of the principle of multiple stakeholders as a measure of

performance.

7.Provided a clearer picture of senior management of individuals real worth.8.Supporting a climate of continuous improvement.9.Focused agenda for development.10.Perception of feedback on more valid.

Process of Performance Appraisal

yDefining objectives of appraisalyDefining appraisal normsyDesigning appraisal programmeyImplementing programme

yAppraisal feedbackyPost appraisal activities

Objectives of a Performance Appraisal

Data relating to performance assessment of employees are recorded and stored and is used for

seven purposes. The main purpose of employee assessment is:

1.To effect promotions based on competence and performance.2.To confirm the services of probationary employees upon their completing the

probationary period satisfactorily.

3.To assess the training and development needs of employees.4.To decide upon a pay raise where regular pay scales have not been fixed.5.To let the employees know where they stand in so far as their performance is

concerned and to assist them with constructive criticism and guidance for the purpose

of their development.


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6.To improve communication. Performance appraisal provides a format for dialoguebetween the superior and the subordinate, and improves understanding of personal

goals and concerns. This can also have the effect of increasing the trust between the

rater and the ratee.

7.Finally, performance appraisal can be used to determine whether HR programmessuch as selection, training and transfer have been effective or not.

Broadly performance appraisal serves four objectives:

yDevelopment usesyAdministrative uses/decisionsyOrganizational maintenanceyDocumentation purpose

Objectives of PRUMA TECH SERVICES PVT LTD

yTo exploit the mineral wealth abundantly available in the coastal belt.yTo manufacture value added product like Titanium Dioxide and Titanium Metal

through Chloride Route Technology.

Technical Collaboration

The company received a letter of indent for 48000 tones of TiO2 pigment using Chloride

Route Technology in 1974. The PRUMA TECH SERVICES PVT LTD entered into technical

collaboration with three multinational corporations M/S Kers M C Gee Chemical

Corporation of USA, M/S Benedict Corporation of America, M/S Woodall Dukham of UK

respectively. The Metallurgical of Engineering Consultants India Ltd (MECON) aGovernment of India undertaking did the detailed engineering.

Vision and Mission

Vision


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yPRUMA TECH SERVICES PVT LTD to be a world class producer of mineral sandbased value added products.

Appraisal First Review

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