PERFORMANCE APRAISAL OF THE EMPLOYEES OF THE MICRO TURNERS PVT. LTD.

BY : JAY SUMAN BUSINESS ADMINISTRATION Reg no: CUJ/1/2009/IMBA/8

Micro Turners is now in process to obtain TS16949:2009 certification was established in 1969.

Since the Group has its specialization for manufacturing of precision machined and Forged components (Cold, Warm & Hot Forged). Specifically Precision Engine Components for TwoWheelers. Micro Turners Rohtak and Gurgaon get TS-16949:2002 Certification. Micro turners is a currently Rs.450 cr (turn over) group company.
Group has its eight manufacturing units all over India.

Cost Effective Solutions World Class quality Value added products to customers

Team Work Continual Improvement Zero Defects

TPM
To provide best solutions at competitive price

Kick Shaft and Kick Shaft Assembly Sprocket Cam Chain Bearing Races Front & Rear Wheel Axles and Shafts Swing Arm Brake Cams Spacer &Bushes Other precision machine components

The main aim of my survey is to know about the performance of the employee of the Micro Turner PVT. LTD.

It is defined as evaluating an employees current or past performance relative to his or her performance standards PERFORMANCE SHOULD BE GEARED TO

Improving the ability of the jobholder; Identifying obstacles which are restricting performance Agreeing a plan of action, that will lead to improved performance

Established performance standard Communicate performance expectations to employee Measure actual performance Compare actual performance with standards Discuss the appraisal with the employees. If necessary, initiate the corrective action

There are basically three purposes to which performance appraisal can be put.

First, it can be used as a basis for reward allocations. Second, these appraisals can be used for identifying areas where development efforts are needed. Finally the performance appraisal can be used as a criterion against which selection devices and development programs are validated.

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The data source: Primary as well as Secondary. Data collection instrument: Questionnaire. The respondents: The Head and Employees of the organization. The primary data was collected with the help of questionnaire. A concise questionnaire was prepared keeping in mind the research objectives. Sample size: 100.

I have distributed 100 questionnaire Out of which I received 72 questionnaire. On the basis of my observation, superiors & supervisor advice ,recommended authority & secondary data like attendance sheet. The analysis and interpretation of data on study of performance appraisal and its effectiveness in an organization led to the following conclusions:

Bad Performer 8%

Average Performer 40%

Good Performer 52%

Fully Dissatisfied
satisfied Fully Satisfied 22%

Partially Dissatisfied
partially Satisfied

7%

15%

23%

33%

The promotion rule though defined need to be communicated to every employee before appraisal process is done and also justify the promotion as a result of the appraisal.

That the promotion policy followed differs at different position and category. A uniformity has to be there in the implementation of promotion policy at all levels. The process of performance appraisal followed in Micro Turners Pvt. Ltd. at the supervisory and above level is to say not good but of satisfactory 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 the feedback on the performance. Also when performance goes down employee has to be given feedback and motivated to do better.
The organization at present doesn't lay career planning and career suggestion plans.

In Micro Turners Pvt. Ltd. feedback is being provided to the employee though on a few occasion.
Performance appraisal in Micro Turners Pvt. Ltd is done on an annual basis. More emphasis on training and job rotation as remedial measures.

The study undertaken bring some interesting result.

Training the Appraiser: It is proposed that appraiser be trained for clear understanding of the system and its objective and also counseled to be honest, fair, just, unbiased in appraising the appraisal.
Factors/traits of evaluation: It is proposed that appraisal evaluated on above factors/traits be given suitable remark or justification for being given different quantitative grade. In the organization, performance appraisal is done on an annual basis which should be done Quarterly to make it more effective.

Consistency is demanded in the promotional policy. It should not change every year. Monetary difference between two grades should not be large, it should be motivating in nature. Performance appraisal system should be made more transparent and rationale. Performance feedback: The performance feedback sessions should be improved which would results in increasing employee motivation to improve performance. The following could be incorporated. Pin point the problem behaviors and make sure the employee is aware of it, Make sure the employee understands the consequences of the problem behaviors. Get employee's commitment to change and make sure he cares about the change

Assistance should be provided to improve poor performance. Make a realistic plan appropriate to the behavior and set a time frame for improvement. To make sure to review performance time to time.
The other change which has to be incorporated at the supervisor and the level above are:

In some areas of performance there should be self appraisal and more and more counseling so that employee improve upon weak area and understand what is expected of him/her at the organization level. Based on the above an open appraisal system is suggested.