CHAPTER – 1

INTRODUCTION

1.1 ABOUT THE INDUSTRY

Performance management system (PMS) is the heart of any “people management

“processes in organization. Organizations exist to perform. If properly designed and

implemented it can change the course of growth and pace of impact of organizations.

If people do not perform organizations don't survive. If people perform at their peak

level organization can compete and create waves. Performance management systems

if properly designed and implemented can change the course of growth and pace of

impact of organizations. In the past organizations as well as the HR function have

wasted a lot of time by wrongly focusing on performance appraisals rather than

performance management.

Effective performance management requires:

Identifying the parameters of performance and stating them very clearly.

Setting performance standards

Planning in participative ways where appropriate, performance of all

constituents

Identifying competencies and competency gaps that contribute/hinder to

performance

Planning performance development activities.

Creating ownership.

systematically deciding and communicating what needs to be done (aims,

objectives, priorities and targets)

a plan for ensuring that it happens (improvement, action or service plans)

some means of assessing if this has been achieved (performance measures)

information reaching the right people at the right time (performance reporting)

so decisions are made and actions taken

A Performance Management System enables a business to sustain profitability and

performance by linking the employees' pay to competency and contribution. It

provides opportunities for concerted personal development and career growth. It

brings all the employees under a single strategic umbrella. Most importantly, it gives

supervisors and subordinates an equal opportunity to express themselves under

structured conditions. Managing this process effectively isn't easy. It calls for a high

level of co-ordination, channeled information flow, and timely review. Whether

employees are at a single place, or spread across multiple locations, the use of

technology can help simplify the complete process for more effective information

management.

Performance management could be defined as it begins when the job is defined and

ends when an employee leaves the company. Between these points, the following

should be understood for a working performance management system.

Developing clear job descriptions: Job descriptions are the first step in selecting the

right person for the job, and setting that person up to succeed Job descriptions

provides a framework so the applicants and new employees understand the

expectations for the position.

Selection: Jobs have different requirements. This is the process of matching the skills

and interests of a person to the requirements of a job. Finding a good job "fit" is

exceptionally important. Use of a selection process maximizes input from potential

co-workers and the person to whom the position will report.

Providing effective orientation, education, and training. Before a person can do

the best job, he or she must have the information necessary to perform. This includes

job-related, position-related, and company-related information; an excellent

understanding of product and process use and requirements; and complete knowledge

about customer needs and requirements.

Providing on-going coaching and feedback. People need ongoing, consistent

feedback that addresses both their strengths and the weaker areas of their

performance. Effective feedback focuses more intensely on helping people build on

their strengths. Feedback is a two-way process that encourages the employee to seek

help

Conducting quarterly or annual performance development discussions. If

supervisors are giving employees frequent feedback and coaching, performance

reviews can change from negative, evaluative, one-sided presentations to positive,

planning meetings.

Designing effective compensation and recognition systems that reward people for

their contributions: The power of an effective compensation system is frequently

overlooked and downplayed in some employee motivation-related literature

Providing promotional/career development opportunities for staff: The

supervisor plays a key role in helping staff develop their potential. Growth goals,

changing and challenging job assignments and responsibilities, and cross-training

contribute to the development of a more effective staff member.

Assisting with exit interviews to understand WHY valued employees leave the

organization: When a valued person leaves the company, it is necessary to

understand why the person is leaving. This feedback will help the company improve

its work environment for people. An improved work environment for people results in

the retention of valued staff.

In this research project, I have studied, examined the traditional Performance

management scenario of the company, the process, performance appraisal followed

and the role of performance management in assessing the performance of the

employee and procedure followed by the company for feedback session and the

impact of PMS on overall working of Human Resource department and various other

departments. In addition to the above, I have also learned about different forms used

by the company for the same purpose. I have also suggested that company should

design KEY RESULT AREAS for the employees in order for the better and realistic

assessment of their performance.

THE PROCESS OF PERFORMANCE MANAGEMENT SYSTEM

IN THE COMPANY IS AS FOLLOWS:-

PERFORMANCE MANAGEMENT SYSTEM IN UFLEX:

WORKMAN FORCE

(90 DEGREE APPRAISAL)

APPRAISAL CYCLE

Since it is a 90 degree appraisal, every performance of workmen is measured by the line

manager who directs the workmen. He is like an immediate boss. Line manager comes

below the UNIT HEAD. A good number of line managers are directed by UNIT HR. line

manager who have all the information about the workmen performance, they report

Workmen don’t fill the appraisal form it is 90 degree so their performance is only measured by their line manager.

Line manager

WORKMEN

Unit head

Unit HR

UNIT HR

Line manager who have all the information about workmen performance, they report direct to unit head regarding individual’s performance.

Unit Head HOD fills the appraisal form according to report and self judgment, and forwards the same to unit HR, who in turn sends at to corporate HR head.

Corporate HR discusses the cases. Whenever necessary discuss with Unit head and after finalization, gets the approval from CMD.

CORPORATE HR HEAD

directly to H.R. regarding individual performance. UNIT HEAD fills the appraisal form

according to the given ratings, comments, and self judgments are sent to the UNIT HR.

He marks the necessary changes in the filled form after his discussion with the UNIT

HEAD. Then this is forwarded to the CORPORATE H.R. who in turn discusses each

individual case and then gets the final approval from CMD. For salary appraisal & for the

promotion if any. Every individual employee is presented with a copy, of his increments

signed by CORPORATE HR which is the result of his appraisal.

All the finalized forms come to Corporate HR. then Corporate HR send the report of

performance measurement to all Appraisee. In that report it is clearly mentioned that The

Appraisee appraised in form of promotion, in term of increasing salary, or get some

suggestions to improve his performance.

If any employee joins before its PMS cycle (Sep to Sep), then it is not included in cycle,

Company doesn’t count from joining date; it measures employee performance from its

decided date.

STAGES OF PMS CYCLE (FOR STAFF- 180 DEGREE APPRAISAL)

IMMEDIATE SUPERVISOR

Fill self appraisal form which is provided by corporate HR at appraisal time, initiate the PM cycle

EMPLOYEE

Immediate supervisor gives his rating on given critical attributes and comments on employee’s performance, & report to head of department.

HEAD OF DEPARTMENT

Head of department compare the ratings and discuss with HR UNIT on it, then after discussion & verification, forward it to UNIT CEO.

Unit HR

UNIT CEO

CEO, receive all recommendation and finalizes the rating & pass it to corporate HR.

Receive all recommendation and prepare it with justification for above assessment & takes it to CMD for approval.

CORPORATE HR

CHAIREMAN APPROVED THE FORM

EMPLOYEE APPRAISED

CMD

STAGES OF PERFORMANCE APPRAISAL SYSTEM

Employee: employee is the one who actually starts the PMS cycle. He/she initiate the

PMS through filling up the form provided by HR Deptt. This cycle comprises of 75 days

approximately.PMS starts from employee and usually ends at corporate HR people, who

finally provides their inputs on the basis of comments and ratings provided by various

stakeholders involved in PMS cycle.

Immediate boss: as soon as the employee fills up the forms and submits it to next level

in PMS cycle, it is the responsibility of the immediate boss of the employee to submits

the form to next level of approval after submitting/providing the rating as well as his/her

comments.

Head of Department: when HOD gets the form from second level of PMS, he/she

compares the ratings and comments which are given by employee & immediate boss. and

he/She will review the same and discussion is done with the Business Unit HR. on the

basis of the comments provided by immediate boss & employee, HOD provides his

comments as well as the ratings(with due interaction/discussion with Unit HR).

UNIT CEO: This is the fourth level of PMS cycle. In this stage the form is received by

Unit CEO and he/she confess the same with stakeholders included, receive all the

recommendation and finalize the rating then pass it to Corporate HR.

Corporate HR: in this stage , the Corporate HR is responsible for the final stage, He/She

has to provide the final input on the form and he/she also has authority /discretion to

replace/remove/change the given ratings to the employee incase he/she is not satisfied

with overall comments & ratings provided by the stakeholders. Corporate HR will check

and comments and measures it with the rating received by employee.

This is the last stage in PMS cycle. The PMS cycle is over here but the PMS work needs

to be closed by passing the form to corporate HR Head and finally to the CMD.

er this workflow/PMS cycle, the increment/appraisal/promotion is decided.

1.2 COMPANY PROFILE

INTRODUCTION OF THE ORGANISATION

UFLEX Limited, the India-based flexible packaging giant, began its existence nearly

two decades ago and has come a long way since then offering a vast array of

innovative products and services that enrich life, improve performance and create

value for the customers and shareholders.

ABOUT UFLEX Ltd

UFLEX Ltd (http://www.uflexltd.com) is the Bombay Stock Exchange (UFLEX:

500148) and NSE listed India's largest flexible packaging company with large

manufacturing capacities of plastic film and packaging products providing end-to-end

solutions to clients across more than 100 countries. Synonymous with flexible

packaging industry in the country, UFLEX group has Gross annual revenue of Rs. 30

billion and Gross Capital Investment across the world of about Rs. 26 billion. UFLEX

offers finished packaging of a wide variety of products such as snack foods, candy

and confectionery, sugar, rice & other cereals, beverages, tea & coffee, desert mixes,

noodles,wheat flour, soaps and detergents, shampoos & conditioners, vegetable oil,

spices, marinate & pastes, cheese & dairy products, frozen food, sea food, meat, anti-

fog, pet food, pharmaceuticals, contraceptives, garden fertilizers and plant nutrients,

motor oil and lubricants, automotive and engineering ,With a vision to “Progress with

Distinction”, UFLEX is privileged to contribute to society by producing a variety of

sophisticated products, on state-of-the-art imported equipment and machines,

improving the quality of life for people across the globe.UFLEX manufacture in-

house Polyester chips, BOPET / BOPP / COATED / METALLISED / CPP Films,

Packaging machines, converting equipment, inks, adhesives, Flexible Laminates and

Pouches and have emerged as a “one stop shop” committed to providing customers

with competitive advantage, placing top priority to “customer success”. With

consistent quality, production expertise, continuous innovation in products and

technologies, a dedicated work force and a highly motivated corporate team, the Flex

group is expanding at an immense pace.

After Pioneering the growth of the flexible packaging industry in India, Uflex has

gained an unchallenged identity. Since its inception in the year 1983 it has turned into

a multibillion company that values quality and customer satisfaction amongst other

priorities. With consumers spread across the world, Uflex enjoys a global reach.

Headquartered in Noida (National Capital Region, New Delhi) it has state of the art

manufacturing facilities in India & Dubai. It has also established offices in UAE,

Europe, North America and enjoys aformidable market presence in more than 85

countries. Uflex facility enjoys ISO 9001 and ISO 14001 certifications and has FDA

and BGA approvals for their products. It is also a part of the D&B Global Database

and winner of various prestigious national and international awards like the top

exporter of BOPET and BOPP films, and the Worldstar award for packaging

excellence. FPA, AIMCAL and the DUPONT Awards in 2004-2005 are the latest in

this series. Being a multi faceted organization it has integrated its operations from

manufacture of Polyester chips, Films (BOPET, BOPP and CPP - both in plain and

metalized form), Coated Film, Laminates, Pouches, Holographic films Gravure

cylinders, Inks and adhesives to alltypes of packaging & printing machines, offering

total flexible packaging solution. Uflex has always been committed to the industry by

providing technical know-how and being the trend-setter in the flexible packaging

industry . Being on the edge of innovation, Uflex endeavours to be the first to come

up with advanced products that cater to the changing demands of the packaging

industry. As part of the Uflex Group, it has over twenty years of experience in

polymer technology. Setting milestones of success and innovation, Uflex is widely

known for manufacturing and supplying products, delivering apt services around the

world.This global perspective gives the important advantage of developing knowledge

of foreign markets, analyzing options and offering world class services to growing

customer base in over 80 countries around the globe.

MANAGEMENT TEAM

PRADEEP TAYAL ASHOK CHATURVEDI

VISION

At Uflex we believe that, to eventually emerge as a World leader in providing total

Flexible Packaging solutions, we need a customer focused approach.

MISSION

We believe in using our creativity and aesthetic potential in providing flexible

packaging solutions which make packaging easier, faster, more efficient and user

friendly. In

this way we too have a share in contributing to the conservation of resources by

enhancingthe shelf life of the perishable products.

ENDEVEOUR

Their endeavor is to enhance stake holder’s value.

PRINCIPLES

People Related

People come first whatever they do

Each individual is the organization’s responsibility first

Each individual is competent and capable of taking responsibility for himself

Each individual is unique and talented

Each individual is working in the interest of the organization

NO individual is a write off

Work related

High priority to quality and process improvements

Focus on customer expectations

Environment friendly manufacturing

Working with facts and data

Working on causes not only on phenomena

Cost efficiency , Respect for people

UFLEX Converting Division- The $150million flagship company of the Flex group

is India's largest manufacturer of flexible packaging materials. It is a one-stop shop

offering a wide range of packaging solutions. Its vertical integration thrust laid the

foundation of two strategic Hi-tech divisions manufacturing BOPET and BOPP films.

Both these units are today among the largest in India.

UFLEX Chemicals Division- Originating from the backward integration thrust of

Uflex Limited, the Company is now an independent entity, developing and

manufacturing Polyester Chips, wide range of Adhesives and Printing inks. UFLEX

Chemicals has diversified into Info Tech Industry offering call centre services and

software solutions.

UFLEX Engineering Division- Established with a view to expand the end use of

flexible packaging. It is now one of the foremost engineering companies in India. It

offers a wide range of proven sophisticated PLC controlled FFS packaging machines

and converting equipment.

The projects division of UFLEX Ltd. offers specialized services in planning, design,

monitoring and execution of all Civil and Electromechanical works.

UFLEX Foods - A 100% Export oriented State-of-the-art freeze dried mushroom

manufacturing plant is set in the sylvan resort town of Dehradun in the foothills of the

Himalayas.

4.1 REVIEW OF LITERATURE ON THE COMPANY

4.1.1 Uflex Ltd. Becomes A Member Of Industry Council For Packaging

And The Environment (INCPEN)

Uflex Ltd., has joined Industry Council for Packaging and the Environment

(INCPEN) as one of its members. The Industry Council for Packaging & the

Environment (INCPEN) is a research organization, which draws together an

influential group of companies that operate throughout the supply chain and share a

common interest in packaging, the environment and sustainable development

INCPEN’s members operate at all stages in the supply chain – raw material suppliers,

packaging manufacturers, product manufacturers and retailers. Working together and

sharing knowledge enables cross-sector improvements for mutual benefit. INCPEN

members include some of the renowned companies, including, ASDA, Ball Packaging

Europe, Cadbury, Coca- Cola Great Britain, Colgate-Palmolive, Consol, Dow, DS

Smith, Duracell, Gillette, Green and Black’s, Sainsbury, Kellogg’s, L’Oreal, LINPAC

Group, Marks and Spencer, Nestle UK, Procter & Gamble, TATA, Tesco, Unilever

and Warburtons. Speaking on the occasion, Mr. Ashok Chaturvedi, Chairman &

Managing Director, Uflex Ltd., said, “It is indeed an honor to be a member of

INCPEN. As a member of the organization, Uflex Ltd. will gain the opportunity to be

a part of the global packaging community and get access to information on global

developments in the packaging sector. INCPEN is one of the few organizations

working to address the growing environmental concerns of the public and

environmental authorities worldwide from a clear perspective. We are greatly looking

forward to work with the organization and to bring healthier and sustainable solutions

to enhance Uflex experience to our valued customers.”

HISTORICAL ANALYSIS

MAJOR MILESTONE

1994 – Start-up of BOPET Film manufacture

1996 – Start-up of BOPP Film manufacture

1997 – Start-up of PET Chips manufacture

2002 – Start-up of Barrier Metallization

2003 – Start-up of CPP Film manufacture

2005 – Start-up of BOPET Film + Barrier Metlln. at Dubai

2009 – Start-up of BOPET Film + Barrier Metlln. at Mexico

2009 – Commenced construction of BOPP Film plant at Egypt

GROWTH AND FUTURE PLANS

Uflex To Set Up PET Film Plant In USA With An Investment Of $85

Million

Uflex Ltd, India’s largest flexible packaging company, as part of its overseas

expansion plans is set to launch a PET film (polyester) plant in Kentucky, USA. The

facility will have a manufacturing capacity of 30,000 MTPA of PET film and the

company will be investing approx. $85 million in the project.

The new manufacturing plant is part of Uflex’s strategy to gain competitive advantage

of increased proximity to the markets globally and bring broad portfolio of value

added products to its clients at competitive price points. UFLEX is undertaking

various green and brown field expansion projects adding manufacturing lines for new

product categories across facilities in Egypt, Mexico and India with aggregate

investments of $250 million over the next couple of years. Apart from the venture in

U.S., Uflex recently initiated the setting up of a new plant for manufacturing of

30,000 MTs of polyester film at Poland. The company will set up the plant in

Wrzesnia in Poland with an investment of $80 million (around Rs 360 crore), which is

expected to be operationalised by June 2012. With plans of new manufacturing lines

and corresponding investments UFLEX is all set to achieve the next milestone of

touching the $1 billion revenue mark by 2012 – the first company in the flexible

packaging sector in India to achieve this milestone.

In Egypt, the Company is ramping up production capacities for BOPP films (Bi-

axially Oriented Poly Propylene film) to 35,000 TPA; 30000TPA of PET (Polyester)

and 12000TPA of CPP films aggregating to total capacity of 77,000 TPA. The

company’s planned investments in Egypt are pegged at $135 million. This facility has

trade pacts with GCC nations, Southern Europe & Africa, Middle East, West Asia and

CIS to access larger markets. The first phase of this expansion involving added

capacities in BOPP films has already commenced operations, while the second phase

of setting up facilities for PET and CPP films is expected to be completed by the 3rd

quarter of FY 2011-12. flex had registered an exponential growth of 423% increase in

its consolidated net profit for the quarter ended December 31, 2010 at Rs. 251 crore as

against Rs. 48 crore for the same period last year, maintaining a consistent record of

highest growth by any company in the sector so far. The firm’s consolidated revenue

for the December quarter of 2010 stood at Rs.1022 crore as against Rs. 595 crore for

the same quarter last year, up 72%. For the nine months period ending December 31,

2010, UFlex recorded net profit of Rs. 515 crore against Rs. 144 crore in the

corresponding period last year, a growth of 258%. Net revenue of the company for the

nine months ended Dec.. 31, 2010 stood at Rs. 2573 crore compared Rs. 1713 crore in

the same period in previous fiscal, up by 50%. The company’s partial client list

includes Unilever, Pepsi, Wrigley, Procter & Gamble, Colgate, Palmolive, Nestle,

Gillette, Ranbaxy, Perfetti, Joyco, Monsanto, ITC, Godrej Pillsbury, Tata Tea,

Hindustan Petroleum, Indian Oil, Britannia, Dabur, Haldiram, Wockhardt, HUL, Parle

Biscuit, and Birla 3M, among others.

Source :- http://www.uflexltd-packaging.com/

UFLEX Ltd Q2 FY10-11 Net Profit Up 341% at Rs. 203 crores

Uflex Ltd, the Bombay Stock Exchange (UFLEX: 00148) and NSE listed, India's

largest flexible packaging company has set a benchmark registering a landmark

growth of 341% increase in its consolidated net profit for the quarter ended

September 30, 2010 at Rs. 203crore as against Rs. 46 crore for the same period last

year, the highest growth in any quarter registered so far.

The firm's consolidated revenue for the September quarter of 2010 stood at Rs. 859

crore as against Rs. 586 crore for the same quarter last year, up 47%. The higher

revenue growth is attributed to new capacity expansion, increased utilization and

higher net realization of the UFlex’s products line. On a sequential basis also, UFlex

registered growth in its quarter-on-quarter consolidated net profit of 233% over profit

figures of the preceding quarter that stood at Rs. 61 crore in the April-June quarter

(Q1 FY10-11). For the six months period ending September 30, 2010, UFlex recorded

net profit of Rs. 263 crore against Rs. 92 crore in the corresponding period last year, a

growth of 185%. Net revenue of the company for the six months ended Sept. 30, 2010

stood at Rs. 1551 crore compared Rs. 1118 crore in the same period in previous fiscal,

up by 39%. According to Mr. Ashok Chaturvedi, Chairman and M.D. of UFLEX Ltd,

“Our endeavour has been to continuously raise the bar of our performance in the quest

to be globally competitive and bring incremental value to our shareholders. Our

strategy which rides on innovation has brought about a Darwinian evolution of

packaging concepts and packaging designs in the market which has also made a

positive difference in the go-to-market initiatives of our clients that has a direct

bearing on our financial health as well.”

UFLEX is continuing with its strategy of capacity expansion and adding

manufacturing lines for new product categories across facilities in Egypt, Mexico and

Dubai – not only to increase proximity to the markets, but also to bring broad

portfolio of value added products to its clients at competitive price points. In Egypt,

the Company is ramping up production capacities for BOPP films (Bi-axially

Oriented Poly Propylene film) to 35,000 TPA; 30000TPA of PET (Polyester) and

12000TPA of CPP films aggregating to total capacity of 77,000 TPA. The company’s

planned investments in Egypt are pegged at US$ 135 million. This facility has trade

pacts with GCC nations, Southern Europe & Africa, Middle East, West Asia and CIS

to access larger markets. The first phase of this expansion involving added capacities

in BOPP films has already commenced operations, while the second phase of setting

up facilities for PET and CPP films is expected to be completed by the 3rd quarter of

FY 2011-12. For the financial year 2009-10, the consolidated net profit of UFLEX

before extra-ordinary items rose 21% to Rs 186 crore as against Rs 153 crore in the

year ago period. Net revenue in the year, however, grew by 12 % to Rs 2419 crore.

Uflex's strong manufacturing base in India, Mexico, Dubai and Egypt caters to global

markets spanning USA, Canada, South America, UK, Europe, Russia, CIS countries,

South Africa and other African countries, the Middle East and the South Asian

Countries. Uflex is the only integrated unit of its kind in the world with flexible

packaging at its core. It has vast capacities for production of Polyester chips, Biaxially

Oriented Polyethylene Teraphthalate (BOPET) and Biaxially Oriented Polypropylene

(BOPP) films, Printing & Coating Inks, facilities for Holography, Metallization &

PVDC coating, making Gravure Printing Cylinders & Flexo Printing plates, Gravure

Printing, Lamination and Pouch formation. The company's partial client list includes

Unilever, Pepsi, Wrigley, Procter & Gamble, Colgate, Palmolive, Nestle, Gillette,

Ranbaxy, Perfetti, Joyco, Monsanto, ITC, Godrej Pillsbury, Tata Tea, Hindustan

Petroleum, Indian Oil, Britannia, Dabur, Haldiram, Wockhardt, HUL, Parle Biscuit,

and Birla 3M, among others.

Source :- http://www.uflexltd-packaging.com/

PRODUCTS

BOPET Films

BOPP Films

CPP Films

Flexible Laminates & Pouches

Holograms

Packaging & Converting Machines

BOPP FILMS

Bopp films are bi-axially oriented polypropylene films designed for flexible

packaging and label applications. Opp, oriented polypropylene, is a flexible material

derived from melting and orienting a polymer called polypropylene. This raw

material, an oil by-product, is inert and unaffected by most chemical agents occurring

in daily life. Biaxially oriented means that the polypropylene film is stretched in both

the machine direction and across machine direction.

Bopp Films Features

The main feature of Bopp films are improved stiffness, high tensile strength, excellent

optics and good water barrier properties . They range from 15 to 50 microns and are

most commonly 15 to 30 microns. These bopp packaging films can be monolayer or

coextuded structures, and transparent, opaque, or metallized. They also have the

advantage of being non-toxic and fully recyclable.Many Bopp film manufacturers

print the BOPP films with new printing technology that providesexcellent UV light

protection, humidity, aroma and light barriers. Bopp films have superior strength at

low gauges, flatness, clarity and excellent printability. They can be treated with

acrylic and PVDC PVDC coatings for better sealability and barrier properties. The

Bopp films use mainly homopolymer PP and random copolymer PP.

Applications: BOPP Films and Packaging

Bopp films are ideal for twist-wrap applications and in laminations for use on

vertical and horizontal machines.

Bopp films also be used for decorative purposes.

They are used in an a almost limitless array of flexible packaging applications,

pressure sensitive tapes, labels, stationery, metallizing, consumer products and a

wide variety of packaging uses.

Bopp packaging films are widely used for gift and flower wrapping, paper

lamination, textile packaging, release film for melamine plates and plate film

packaging.

These films are also used as the anti-counterfeit covering film on the packaging

cases.

Various packaging products like packaging pouches, packaging bags, electronic

packaging, industrial packaging are produced by Bopp films.

In fact aluminium foils and aluminum sheets have good combinations of Bopp

packaging films to produce efficient packagingmaterials.

BOPET FILM

Polyethylene terephthalate is a semi crystalline polymer used tocproduce films. Two

different film materials PET and PET2 are used to make this film.PET films are

biaxially oriented to stretch the polymer chains creating strength, then heat quenched

to lock in the structure with a small percentage of polymer crystallization. The heat

quenching conditions may leave a residue on the film that may be relieved with later

heattreatment. These films have good thermal stability. They can be post-processed in

the form of sheet or roll, to have better thermal dimensional stability. They are subject

to shrinkage over long periods of time due to stress relaxation.They act as barrier to

high oxygen, moisture, and aroma. They have one disadvantage of getting degrade in

sunlight unless they contain ultraviolet inhibitors. They exhibit good water vapor and

oxygen gas barrier properties.

Applications: PET Films and Packaging

PET films find a wide range of applications in magnetic tapes, photographic films,

photoresist and hot stamping foils in addition to packaging outlets. This film finds it

use in print lamination with CPP or PE, frozen foods like vegetables and meats and

sterilized bags. It also finds its use in PU skin, PVC tiles, PC boards and other plate

films, laser decorations and insulation covering.The excellent thermal properties of

PET allow processing and use over a wider temperature range than most common

packagingfilms. It is ideal for retort packaging, dual ovenable lidding and ‘boil in the

bag’ applications. PET film has the chemical inertness and good gas barrier properties

that are important for many medical, pharmaceutical and food products.

They can be used in the demanding steam, ethylene oxide and radiation sterilization

processes. PET films are used to make various packaging products like packaging

pouches, packaging bags, aluminum foils, dairy packaging, pharma packaging etc.

CPP FILM

CPP films or cast polypropylene films are multilayer polypropylene films with co-

polymer and homo-polymer. It is used as a heat seal layer along with BOPP or

polyester film in a laminate for packing of food articles. CPP films have been known

in the packaging field to be the more elegant brother of polyethylene film, with higher

gloss, greater transparency and better heat resistance. CPP films have higher gloss and

transparency, higher strength, superior barrier properties and excellent sealing

strength. They are available with a polished or embossed surface, gloss or matte

finish, stiff or flexible, clear or coloured, or in a combination thereof. These cast

polypropylene films are versatile and the most cost effective films.

Cpp Film Storage and Handling

Although CPP films are suitable for use within 4 months from the date of delivery, it

is advisable to rotate film stock. It is recommended that dry conditions at temperatures

below 35 degree C are used for storage of these films; otherwise a reduction in

surface treatment level may be experienced. On account of the elastic memory of

thermoplastic film, a prolonged period of storage of cpp films may cause problems of

profile and blocking. The film should be kept in its original wrapping until it is used

and should be kept at room temperature 24 hours prior to processing. Cast

polypropylene films are very sensitive and any damage or load on the CPP roll may

cause blocking.

Applications: CPP Films and Cast Polypropylene Film Packaging

CPP films are used in household paper packing, stationery packaging, portfolios and

food packaging. In stationer industry, they are used for photo albums and page

protectors. CPP films are used as a lamination layer, both as sealant and as heat

resistant layer and in the pressure sensitive industry for adhesive coating and diaper

closures. Also used as anti-leak layer for diapers, material for automatic packing of

electrical and hardware products and covering films for audio and video cassettes,

CDs and DVD cases. Ideal for textile industry for packaging of hosiery, socks, shirts;

for floral wraps as sleeves and sheets for cut flowers, pots, dried flowers; food

industry for packaging of bread, vegetables, and candies. Various packaging products

made from these films are

· Packaging rolls

· Packaging pouch

· Packaging bags

· Food packaging laminates

· Dairy packaging

· Cosmetic packaging

· Pharma packaging materials

Thermal lamination films

Thermal lamination films are films laminated onto the steel plates after their coating.

These are widely used for packaging purposes.The outer layer of the film has a heat

activated resin coating -

hence the term Thermal Lamination. The thickness of the polyester determines the

stiffness of the film, and the quality of the polyester usually determines the

clarity.Laminate usually consist of 2 plies with each ply made up of overlaminate film

and an adhesive. The document is placed between the two plies and passed through

the equipment where the dry adhesive is made tacky by heat. The adhesive is then

pressed onto the document under high pressure. After cooling, the adhesive

solidifies.Thermal lamination films are available in a range of thickness and finishing

characteristics.

They are also available in colored metallic finish. Thermal laminating film is the

ultimate way to finish printed materials for beautiful and long-lasting results. The

films can be used tocmake various packaging products like attractive packaging

pouches, packaging bags, sheets, gift wrappers etc.

Lamination Film Finishes

Glossy Clear Film - A film with a glossy, shiny surface and excellent optics. It is bi

axially oriented polypropylen film with uniformly extrusion coated with adhesives all

along the film surface. It shows excellent bonding with all kinds of printed paper

products.

Matt Film - A film with a matte surface, a surface that enhances the appearance of

laminated products. It is bi axially oriented polypropylen film with uniformly

extrusion coated with adhesives all along the film surface. It shows excellent bonding

with all kinds of paper products.

Advantages of Thermal Lamination Films

· The film leaves no residue on removal

· Film has low cost of installation and application

· Keeps scratches, dust and moisture away from painted steel plates

· Protects surface from damage during storage and

· transport

· Easy to set up

· Needs less space

· Low luster film

· Enhances contrast

· Enhances image and presentation

Applications of Thermal Lamination Films

· Steel and aluminum industry

· Tire manufacturers and automotive suppliers

· Automotive industry

· Construction industry

· Plastic industry

· Ideal for protecting trade show images

· Great for packaging

Metallized films

Metallized films are polymer films that are coated with a thin layer of metal, usually

aluminium. These packaging films offer glossy metallic appearance of an aluminium

foil at a reduced weight and cost. Metallized film is widely used for decorative

purposes and for food packaging. They are also used for specialty applications like

insulation and electronics. Other than aluminum, other materials used for making

metalized film include nickel-chromium, plastic and polyester.

SWOT ANALYSIS OF THE ORGANISATION

Strength

Huge growing requirements for flexible

packaging materials.

Decades of experience in Film

production.

Plants in 6 different locations of world

to strengthen the supply and logistics.

Uflex sound business profile is driven

by the growth in FMCG, Pharma and

Food and

Processing Industry

New Innovations Uflex were the first to

offer both stitched and nonstitched

WPP bags Lowest tariff rates in the world.

Expansion at Mexico

USA is the biggest consumer of

packaged goods worldwide. Seeing the

opportunity Uflex has successfully

commissioned a plant of PET film with

a capacity of producing 26400 MT of

film in Mexico

Weakness

De l iv e r y t ime i s g r e a t e r th an i

t s o th e r comp e t i to r s

Uflex has started implementing plans

to put manufacturing capacity in

Egypt.

Mostof the raw materials for

packaging industry in Egypt are

heavily dependent on imports; any

change in government policy can have

direct impact on the manufacturing

cost of the company.

High cost of service provision.

Low income countries like India

cannot afford to replicate expensive

telecom

infrastructure.

Opportunities

Increasing demands for packaged

goods

Indian packaging market is growing at

an annual rate of 12 to 15%

Flexible packaging is the second

largest packaging segment in the

U.S., garnering 18 percent of the U.S. $135

billion

New entry of FMCG companies in

Threats

Rise in Input costs

The competition is increasing with the

addition of new capacities and

emergence

of new global players especially from China.

Given the European problem

overhang rising of funds through

equity at fair

valuations may be difficult. Uflex might

India will enhance demands for

flexible packaging going forward

have to dilute equity at a low price if

markets don't rebound over the next year

as they might need funds for their expansion

plans.

Political instability.

CHAPTER-2

LITERATURE

REVIEW

2.1 LITERATURE REVIEW

Performance management can be defined as the ongoing communication process that

involves both manager and the employee in:

• Identifying and describing essential job functions and relating them to the mission

and goals of the organization

Developing realistic and appropriate performance standards

• Giving and receiving feedback about performance

• Writing and communicating constructive performance appraisals

• Planning education and development opportunities to sustain improve or build on

employee work performance.

OBJECTIVE OF PMS

To confirm the services of probationary employees upon their completing the

probationary period satisfactorily

To check the effective & efficiency of individuals, teams & organization

To effect promotions based on competence and performance

To access the training and development needs of the employees

To decide upon the pay rise

PM can be used to determine whether HR programmes such as selection,

training, and transfer have been effective or not.

PMS INCLUDES

Work plan – A document that describes the work to be completed by an

employee within the performance cycle, the performance expected, and how the

performance will be measured.

Corrective action plan – A short-term action plan that is initiated when an

employee’s performance fails to meet expectations. Its purpose is to achieve an

improvement in performance.

Individual development plan – An action plan for enhancing an employee’s

level of performance in order to excel in the current job or prepare for new

responsibilities.

Performance appraisal – A confidential document that includes the employee’s

performance expectations, a summary of the employee’s actual performance

relative to those expectations, an overall rating of the employee’s performance,

and the supervisor’s and employee’s signatures.

HIGHLIGHTS OF THE SYSTEM

The appraiser and the appraisee jointly set the Key Result Areas (KRA’s) and

assign mutually agreed weight age expressed as a percentage.

Simple mathematical relationship between set weight age and accomplishment

gives a final numerical score on KRA’s

To evaluate all management personnel on company values and leadership

attributes a new section has been added entitled “Values in Action”

COMPONENTS OF PMS

Performance Standards - establishment of organizational or system

performance standards, targets and goals and relevant indicators to improve

public health practice .

Performance Measures - application and use of performance indicators and

measures.

Reporting of Progress - documentation and reporting of progress in meeting

standards and targets and sharing of such information through feedback

Quality Improvement - establishment of a program or process to manage

change and achieve quality improvement in public health policies, programs or

infrastructure based on performance standards, measurements and reports.

The essence of the performance management system in organization is to recognize

the importance of the employees towards achieving the organizational objectives. The

basic requirement for this is that the employees’ personal goals should be perfectly

aligned with the vision, mission and the values of the organization.

The proposed conceptual framework also underscores the vital role of education,

training and development in the envisioned successful organization. In this

organization, continuous learning is a prerequisite to successful job performance and

organizational effectiveness. Employees must be able to learn work, developing

effective technical and people skills in order to assume new responsibilities, and keep

pace with and anticipate the changing nature of work and our workplace.

For performance managers and employees, responding to these changes requires the

ability to learn, adapt to change, solve problems creatively, and communicate

effectively in diverse groups. In addition, employees must take personal and proactive

responsibility for their careers to ensure future employability and advancement.

The realities of the contemporary workplace will continue to challenge existing

paradigms and should be considered in managing the performance of employees in a

dynamic working environment.

PERFORMANCE MANAGEMENT SYSTEM

Performance management system (PMS) is the heart of any “people management”

process in organization. Organizations exist to perform. If properly designed and

implemented it can change the course of growth and pace of impact of organizations.

Performance management could be defined as it begins when the job is defined and

ends when an employee leaves the company. Between these points, the following

should be understood for a working performance management system.

Developing clear job descriptions: Job descriptions are the first step in selecting the

right person for the job, and setting that person up to succeed Job descriptions provide

a framework so the applicants and new employees understand the expectations for the

position.

Selection: Jobs have different requirements. This is the process of matching the skills

and interests of a person to the requirements of a job. Finding a good job "fit" is

exceptionally important. Use of a selection process maximizes input from potential

co-workers and the person to whom the position will report.

Providing effective orientation, education, and training. Before a person can do the

best job, he or she must have the information necessary to perform. This includes job-

related, position-related, and company-related information; an excellent

understanding of product and process use and requirements; and complete knowledge

about customer needs and requirements.

Providing on-going coaching and feedback. People need ongoing, consistent feedback

that addresses both their strengths and the weaker areas of their performance.

Effective feedback focuses more intensely on helping people build on their strengths.

Feedback is a two-way process that encourages the employee to seek helpConducting

quarterly performance development discussions. If supervisors are giving employees

frequent feedback and coaching, performance reviews can change from negative,

evaluative, one-sided presentations to positive, planning meetings.

Designing effective compensation and recognition systems that reward people for

their contributions: The power of an effective compensation system is frequently

overlooked and downplayed in some employee motivation-related literature

Providing promotional/career development opportunities for staff: The supervisor

plays a key role in helping staff develop their potential. Growth goals, changing and

challenging job assignments and responsibilities, and cross-training contribute to the

development of a more effective staff member.

Assisting with exit interviews to understand WHY valued employees leave the

organization: When a valued person leaves the company, it is necessary to understand

why the person is leaving. This feedback will help the company improve its work

environment for people. An improved work environment for people results in the

retention of valued staff.

There are three important areas that are covered in performance management. These

are shown in the diagram below.

Key result areas

They deal with the outcomes or results managers are responsible to achieve. A KRA

refers to a target that needs to be achieved by the appraisee in a given timeKey result

areas deal with the ends and not means to them. The word ‘key’ signifies the vital few

results that are important. The results are the things that are intended consequences of

the things you do. The word ‘areas’ means that the results could be made up of

clusters of related but specific results. There is no strict limitation but as a thumb rule

the managers should have no more than four to five key results areas.K.R.A in the

company are identified soon as a person is assigned with certain job role and

responsibilities. They are uniquely identified on the basis of intersection of the level

of operation & the vertical of operation.KRA’s are the set of performance

expectations from the appraisee.

K.R.A’s are set on the combination of following features:-

Project Requirements: These are of technical nature

Key Result Areas

Goals Key Performance Indicators

Goals

Goals are the tools used to achieve the results. Goals are how you turn intentions into

action. The dictionary meaning of the goals is ‘the end to which the design tends’. To

develop this concept let us go back a bit to the vision and mission of the organization

and then link it to the goals.

The vision that any company has is just like a destination. The vehicle that the

company is use to reach this destination is nothing but the mission. The values of the

company give a broad direction to journey. The organization should strive hard to

reach the destination but never by compromising on the values. The distance covered

in the direction of the destination could be the ‘key result area’ for the organization

and the speed of travel, stoppage times, and breakdowns could be the ‘key

performance indicators’. And the goals will be the path or the road that the

organization takes to reach the destination. That is the goal is the intention expressed

by the organization to make a positive change in the direction of the long-term vision

and mission of it.

Performance Management in Employee perspective

Till now we have seen how the performance management can be used to improve the

business processes and to achieve success in moving towards the mission and vision

of the organization. Now we will concentrate our effort on performance management

in to effectively utilize the human capital that the organization has. We will not

discuss the exact performance management framework for the employee performance

management because this framework will vary from industry to industry and also

from organization to organization. But nevertheless we will discuss how to arrive at

the framework in detail.

Performance management in the HR perspective.

Performance management can be defined as the ongoing communication process that

involves both manager and the employee in:

• Identifying and describing essential job functions and relating them to the

mission and goals of the organization

• Developing realistic and appropriate performance standards

• Giving and receiving feedback about performance

• Writing and communicating constructive performance appraisals

• Planning education and development opportunities to sustain, improve or build

on employee work performance.

ADVANATGES OF PERFORMANCE MANAGEMENT SYSTEM

• People believe that they have stake in the organization.

• People feel motivated because they know where the organization is moving.

• Infighting and politics ceases to exist.

But many a times measuring the performance can not be that simple to be measured in

terms of direct performance indicators. Many a times non-quantifiable parameters

could also be the performance areas. For example brand loyalty. In such kind of cases

we have to go for Indirect Performance measures.

The essence of the performance management system in organization is to recognize

the importance of the employees towards achieving the organizational objectives. The

basic requirement for this is that the employees’ personal goals should be perfectly

aligned with the vision, mission and the values of the organization.

The proposed conceptual framework also underscores the vital role of education,

training and development in the envisioned successful organization. In this

organization, continuous learning is a prerequisite to successful job performance and

organizational effectiveness. Employees must be able to learn work, developing

effective technical and people skills in order to assume new responsibilities, and keep

pace with and anticipate the changing nature of work and our workplace.

For performance managers and employees, responding to these changes requires the

ability to learn, adapt to change, solve problems creatively, and communicate

effectively in diverse groups. In addition, employees must take personal and proactive

responsibility for their careers to ensure future employability and advancement.

The realities of the contemporary workplace will continue to challenge existing

paradigms and should be considered in managing the performance of employees in a

dynamic working environment.

CHAPTER-3

RESEARCH

METHODOLOGY

3.1 RESEARCH OBJECTIVES OF THE STUDY

To study the process and methods of existing Performance management systems at

U flex ltd.

To study the effectiveness of performance appraisal and methods in the company.

To trace the drawbacks in prevailing system and suggest the latest methodology with

respect to same.

To support in bridging the gap between current performance and desired

performance.

To Introduce KEY RESULT AREAS instead of self achievement in sales

department.

3.2 ADVANTAGES OF THE STUDY

People believe that they have stake in the organization.

People feel motivated because they know where the organization is moving.

Infighting and politics ceases to exist.

3.3 RESEARCH METHODOLOGY

3.3.1 RESEARCH DESIGN

“Research design is the plan, structure, and strategy of investigation conceived so as

to obtain answers to research questions and to control variance” According to

Kerlinger.

The plan is an outline of the research scheme on which the researcher is to work. The

structure of the research is a more specific outline or the scheme and the strategy

shows how the research will be carried out, specifying the methods to be used in the

collection and analysis of the data.Research design is the blueprint of the research it

lays down the method and procedure for the collection of requisite information and its

measurement and analysis with a view to arriving at certain meaningful conclusions at

the end of the proposed study

Research design used in the project

The Research method followed in this project is ‘Descriptive Research’. I chose the

mentioned research method as the basic objective of the project was to examine

Performance management system prevailing in the company, suggest some suitable

changes in existing system in order to make it more positive and meaningful in

achievement of desired organizational goals.

Descriptive studies

Descriptive studies are undertaken when the researcher is interested in knowing the

characteristics of certain groups such as age, sex, education level, occupation or

income. It can also be conducted when he wants to know the proportion of people in a

given population who have behaved in a particular manner, making projections of a

certain things; or determining the relationship between two or more variables. The

objective of such a study is to answer the “who, what, where, and how” of the subject

under investigation. Descriptive studies are well structured. It is therefore, necessary

that the researcher gives sufficient thought to framing research questions and deciding

the types of data to be collected and the procedure to be used for this purpose. If you

are not careful in the initial stages you may find that either the data collected are

inadequate or the procedure used is cumbersome and expensive.

The data and records of the employees are also examined to understand the purpose

well. Then the research was designed as a good research design facilitates the study

and makes it an efficient as possible. A systematic research with structured and

specified steps in specified sequence was designed and is as follows:

Step1: The objective is specified with sufficient precision to ensure that data collected

is relevant.

Step 2: The data collection method to be used is questionnaires, interviews and

observations. While designing data collection procedure, adequate safeguards against

bias and unreliability are ensured.

Step 3: The questions are prepared in a clear, understandable manner.

Step 4: The sampling design used is stratified random sampling, under this sampling

design; every item of the universe has an equal chance of inclusion in the sample.

3.3.2SAMPLE DESIGN

3.3.2.1 SAMPLE SIZE

Random sampling technique was adopted to choose the respondents for the sample. This

technique was used keeping in view the scope of the study, which try to cover different

departments and cadres of people. The sample drawn is 50 which are from the whole

population.

3.3.2.2 POPULATION

UFLEX INDUSTRIES LTD., SECTOR- 4, NOIDA

3.3.2.3 SAMPLING METHOD

The instrument used by me for collecting the information is QUESTIONNAIRE

which contained questions covering various aspects related to performance

management system. It contained open ended questions, questions based on likert

scale and close ended question.

3.3.3METHOD OF DATA COLLECTION

To obtain the data free from errors, I performed every step carefully while collecting

and recording information and tried to get complete, comprehensible and consistent

data The data for the present research study was collected through two methods:

1. Primary data collection method

2. Secondary data collection method

PRIMARY DATA COLLECTION

The primary data are those which are collected afresh and for the first time. These

data are obtained by a study specifically designed to fulfill the data needs of the

problems at hand. Such data are original in character.

Collected through:

Methods of primary data collection:

The primary data has been collected through following methods:

1. Interview method:

Direct personal interview method was used to collect the information from the

respondents (employees) by personally visiting and meeting the people from whom

data have to be collected. This method was used because the project includes an

intensive study of a limited field. Moreover, the data needed for the purpose is more

of personal nature which can be collected through directly communicating with the

employees in order to increase its reliability. The information thus collected is

original, accurate and in depth.

The interview was unstructured as it was characterized by flexibility of approach to

questioning and did not follow a system of pre-determined questions and standardized

techniques of recording information. The method of unstructured interview was

chosen so as to have greater freedom to ask, in case of need, supplementary questions

or at times to change the sequence of questions.

2. Questionnaire method:

In this method, a questionnaire was made consisting of a number of questions to be

answered and filled by the respondents (employees) on their own. This method was

used in order to enable the respondents to answer the questions as per their

convenience and to provide those adequate to give well thought out answers. Thus

this further increases accuracy.

Secondary data:

The secondary data are those which have already been collected by someone else and

which have already been passed through the statistical processes. Thus such data is

not originally collected rather obtained from published or unpublished sources.

Methods of secondary data collection:

Company Journals, Magazines, Internet, Books and newspapers. . The collection of

the secondary data was done through published sources and Unpublished sources of

Performance management.

The methods of collecting primary and secondary data differ since primary data are to

be originally collected, while in case of secondary data the nature of data collection

work is merely that of compilation.

3.3.3.1DRAFT OF A QUESTIONNAIRE

Q1. Does your organization operate a formal performance management system?

a) Yes b) no c)cant say.

Q2.What is the degree of performance management system prevailing in your

company?

a) 80º b) 90º c) 270º d) 360º

Q3. Please indicate which of the following methods of performance appraisal

Form a part of your system?

a) Written Essay method

b) Graphic rating scales

c) Ranking method

d) 360 degree appraisal

e) Self appraisal

f) Any other pls. specify

Q4. Who sets the performance goals/requirements for individuals?

a) Senior Managers b) Line managers/Team leaders

c) HR professionals d) Appraisee

e) Appraiser & Appraisee e) others (pls. specify)

Q5. What are the determinants for job performance in your organization?

Organizational Culture Technology

Competency of the employee Intelligence

Attitude Aptitude

Q6. In general, how effective has your organization’s performance management

Processes proved in improving overall performance?

a) Effective b) Moderately effective c) Ineffective d) Don’t Know

Q7. Do you expect any changes in The Current Performance Management System In

your

Organization? a) Yes b) No

3.3.4 LIMITATION

The secondary data collected might consist of manipulation,which might have

given bias in the result.

Lack of time for completion of the project.

CHAPTER-4

ANALYSIS

AND

INTERPRETATION

OF DATA

Q1. Does your organization operate a formal performance management system?

Yes No Can't Say0%

10%

20%

30%

40%

50%

60%

70%

80%

Series1

Interpretation: The above graph depicts that uflex operate formal performance

management system.

Q2.What is the degree of performance managementystem prevailing in your

company?

a) 80º b) 90º c) 270º d) 360º

80º 90º 270º 360º0%

10%

20%

30%

40%

50%

60%

70%

80%

Series1

Interpretation: Performance management system prevailing in uflex is mostly 90º .

Q3. Please indicate which of the following methods of performance appraisal

Form a part of your system?

a) Written Essay method

b) Graphic rating scales

c) Ranking method

d) 360 degree appraisal

e) Self appraisal

f) Any other pls. specify

written essay m

ethod

Graphic rating scales ...

Ranking m

ethod

360 degree appraisal ...

Self appraisal ...

Any other pls. specify

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

Series1

Interpretation: Ranking method of performance appraisal is used in uflex

Q4. Who sets the performance goals/requirements for individuals?

a) Senior Managers b) Line managers/Team leaders

c) HR professionals d) Appraisee

e) Appraiser & Appraisee e) others (pls. specify)

senior managers

line managers

hr professionals

appraisee

appraser &appraisee

Any other pls. specify

0%

5%

10%

15%

20%

25%

30%

35%

40%

Series1

Interpretation: appraiser and appraise sets the performance goals for individuals in an

organization.

Q5. What are the determinants for job performance in your organization?

Organizational Culture Technology

Competency of the employee Intelligence

Attitude Aptitude

organisational culture

technology

compentency of em

ployes

intelligence

attitude

aptitude

0%

5%

10%

15%

20%

25%

30%

35%

40%

Series1

Interpretation: Attitude is the basis for job performance in uflex.

Q6. In general, how effective has your organization’s performance management

Processes proved in improving overall performance?

a) Effective b) Moderately effective c) Ineffective d) Don’t Know

effectivemoderately effectiveineffectivedon't know

Interpretation: Performance management process is effective proved in improving

overall performance in uflex.

Q7. Do you expect any changes in The Current Performance Management System In

your

Organization?

a) Yes b) No

yesno

Interpretation: Current performance management system does not need any changes

in the organization.

OVERALL INTERPRETATION

The analysis shows that Uflex ltd follow formal Performance management system

although the nature of Performance management is traditional they are not in pace

with the latest development in this field. Also, maximum responses show that degree

of Performance appraisal followed is 90º.amongst various methods of performance

appraisal Self appraisal is used on a large scale in Uflexltd. It also indicates that senior

managers lay down performance requirements for employees, although line managers

and HR professionals contribute as well to the above purpose. Being a semi

government organization performance management practices are not followed on a

large scale in the company but still majority of population says that while measuring

performance of employee Competency of employee plays a major role apart from

Intelligence, attitude, aptitude of the employee. Majority of employees feel that

current Performance management processes has proved quite effective in improving

the overall performance of employee in the company. Despite of all these aspects of

Performance management employees still feel that there should be some changes in

the current performance management practices so that employees of theUFlex ltd can

work more effectively towards fulfilling the organizational goals and take company to

higher levels.

CHAPTER-5

FINDINGS

AND

SUGGESTIONS

FINDINGS

There is communication gap between higher level & staff level. So unsatisfied employee

cannot keep his/her comments and cannot oppose the final decision which is finally made by

only higher authority.

HERE IS THE SAMPLE OF KEY RESULT AREAS DESIGNED BY ME FOR THE

SALES DEPARTMENT:

KEY RESULT AREAS: SALES EXECUTIVES

K.R.A 1 - To deliver presentations of products at customer sites and at conferences and

exhibitions.

K.R.A 2 – To maintain Company’s contact management database with accurate, up-to-date

contact and activity details

K.R.A 3 - To Meet annual sales targets and Produce monthly sales report.

K.R.A 4 - To Maintain contact with existing and potential customers to promote sales and

deliver detailed account plans

K.R.A 5 - Understand the market in which the company operates and how the company’s

products and services are used within that market

K.R.A 6 - Ensure that company has an in depth understanding of the users of company

products and their ongoing needs.

ASSISTANT MANAGER

K.R.A 1 - To Recruit and train sales force and assist in the management of the overall sales

operation for the Improvement business at a specific branch location.

K.R.A 2 - To assure total program success through motivating, coaching and developing a

high performance sales team.

K.R.A 3 -To Work closely with the Sales Department Head to learn and develop skills

necessary to lead a successful sales team.

K.R.A 4 - To look after the dealer/distributor network for increasing sales and maintaining

relationship with them.

K.R.A 5 - Visiting Corporate, Relationship Building, Selling Financial Products

K.R.A 6 – To do Researches, writes and implements policies, standards, procedures and best

practice documentation.

SALES DEPUTY MANAGER

K.R.A 1 – To develop and execute as well print, special issues/supplements, newsletters,

catalogues of the B2B magazines. Sell for awards, expos’, exhibitions, seminars.

K.R.A 2 – To Ensure that monthly targets for advertisements and collection of outstanding

payments are met and maintaining accurate sales forecasts and reports

K.R.A 3 - To Provide continuous communication to the customers about their samples,

orders and other logistics issues

K.R.A 4 - To Maintain excellent communication and coordination with Supply Chain,

R&D, Quality, Finance and Marketing

K.R.A 5 – To arrange for meeting revenue targets by developing, managing and growing the

business.

.K.R.A 6 - To Develop and promote market (country/region) specific products, execute

market specific policies.

SALES MANAGER

K.R.A 1 - Developing a business plan and sales strategy for the market that ensures

attainment of company sales goals and profitability

K.R.A 2 - Prepare action plans by individuals as well as by team for effective search of sales

leads and prospects.

K.R.A 3 - Provides timely feedback to senior management regarding performance. And

Reporting to Management about Performance of Sales Team.

K.R.A 4 - To Understand departmental financial data to determine what is happening in your

department. Review financial data that affects your department's profit centers

. K.R.A 5 – To Meet daily with salesman. And Offer them the coaching, counseling, advice,

support, motivation or information they need in order to help them meet their sales objectives

K.R.A 6 - Provides timely, accurate, competitive pricing on all completed prospect

applications submitted for pricing and approval, while striving to maintain maximum profit

margin

SUGGESTIONS

Performance management system authority should be divided among all the levels of

organisations and in between all the individuals.

Organization must invest in specific technology oriented products and services,

software & hardware to improve the performance of employees.

Recent technologies should be adopted for better performance management system

in the organization.

CHAPTER-6

CONCLUSIONS

CONCLUSIONS

There is Traditional/ Biased Performance management system in the sense that all the

authority lies in the hands of senior management irrespective of the performance level

of individuals.

It is inferred that Performance management system is crucial for any organization.

Performance management system is quite traditional in the company, recent

technologies are not adopted.