tanzeem fatimah ppt

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


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


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


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


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


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


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


8/13

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


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


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


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


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


13/13

THANK YOU

13

tanzeem fatimah ppt

Documents