SUMMER TRAINING REPORT

On
EMPLOYEE SATISFACTION
REGARDING
PERFORMACE APPRAISAL
AT
GRASIM BHIWANI TEXTILES LIMITED

VAISH COLLEGE OF ENGINEERING

(Affiliated to MAHARSHI DAYANAND UNIVERSITY, Rohtak)
IN THE PARTIAL FULFILLMENT OF 2 YEAR MBA PROGRAMME
(SESSION 2012-14)

Submitted By: Submitted To:

ANKIT BANSAL Mr. Rohit Bansal
02/M.B.A/12 (Astt. Proff. in M.B.A Deptt.)
 CHAPTER 1.
INTRODUCTION
 INDUSTRY PROFILE
GRASIM INDUSTRIES: AN INTRODUCTION

• Grasim was incorporated on 25 August 1947, exactly 10 days after India

achieved independence. Grasim is more than an Industrial enterprise. It is
the symbol of INDIA’S surge for economic and industrial liberation. Grasim
is world largest producer of viscose staple fiber and edible oil and textile
production.

• The organization BHIWANI TEXTILE MILLS is a unit of Grasim Industrial Ltd.

Its Head Office is at NAGDA (M.P.) and working office at Bhiwani. This mill
is under dynamic leadership of Mr. KUMAR MANGALAM BIRLA.

This mill was under the inspiring leadership of President, Mr. S.

Krishnamoorthy along with modernization has successfully diversified its
production to synthetic blended fabric, which is modern trend, enjoy a
very good reputation in India as in modern trend. It got ISO 9002 for its
quality and at present undertaking W.C.M. (World Class Manufacturing) in
the organization.
 OVERVIEW OF GRASIM INDUSTRY

• Established in 1947, Grasim Industries Ltd. has displayed remarkable

business acumen to grow both vertically and horizontally. Grasim has
tapped opportunities as a result of its dynamic approach to emerge as a
leading industrial giant of our country.
• Today, it is more than an industrial enterprise; it is a symbol of India’s
search for economic and industrial liberalization.
• The group of operates in the core sectors of iron, petroleum, fertilizers,
cement, chemicals and textiles. With a turnover of approximately of Rs.
11551.56 crore, the group enjoys a pioneer status in numerous industrial
disciplines such as viscose staple fiber, rayon grade pulp, caustic soda,
textiles, cement and sponge iron.
• It tries to a faster a simple corporate philosophy that is to achieve
perfection and excellence in all spheres. Its tradition is that of innovation,
dynamism and experiments
 COMPANY PROFILE

• Grasim Industries Ltd. i.e Established in 1947, is more than an industrial

enterprise; it is a symbol of India’s search for economic and industrial
liberalization.

• The group of operates in the core sectors of iron, petroleum, fertilizers,

cement, chemicals and textiles. With a turnover of approximately of Rs.
11551.56 crore, the group enjoys a pioneer status in numerous industrial
disciplines such as viscose staple fiber, rayon grade pulp, caustic soda,
textiles, cement and sponge iron.
 CHARACTERISTICS OF GRASIM INDUSTRIES

•
• (1) This is one of the ten largest private sector companies in the
country.
• (2) It has a solid financial base.
• (3) A group of units producing various products.
• (4) The company is the domestic market leader & amongst the top two
producers in the world.
• (5) Accent is on accelerated growth and in each of its major businesses its
emphasis is on scaling up capacities and services.(Greenfield and
Brownfield)
• (6) India's largest and lowest-cost aluminum producer
• (7) Largest producer of white cement in India.
• (8) Fastest-growing copper company in Asia
• (9) World leader in viscose staple fiber
• (10) Leading private sector mutual fund and insurance company
 MISSION OF GRASIM

(1) Education for all to secure them a brighter future.

(2) Sustainable Livelihood
Through training and education for skill development.
(3) Health care and Hygienic living conditions.
Family Welfare
Restoring self esteem of the physically handicapped
Empowerment of Women
(4) Community Development
Holistic development of the community including
infrastructure
(5) Espousal of social causes
 MAIN PRODUCTS OF GRASIM

1. Viscose staple fiber.

2. Rayon grade pulp.
3. Cement.
4. Textiles.
5. Sponge Iron.
6. Chemicals.
 GRASIM BHIWANI TEXTILES MILLS

The erstwhile Punjab cotton Mills at Bhiwani in Haryana was taken over by
Grasim Industries 1964.Subsiquently, its product mix was changed from
cotton to polyester/ viscose suiting. Today with a capacity of over 40,000
spindles and over 160 looms, Grasim Bhiwani Textile Mills (GBTM) caters
to a large market in India. Its brand- Graviera Suiting.
 Bhiwani Textiles Mill is equipped with
:-
1. World Class spindles.
2. Dornier Looms (Germany) and Sluzer Looms (Switzerland).
3. Computerized matching systems and sophisticated jet- dyeing
machines in its Processing
Unit.
4. Computer Aided Design packages in its Fabric Development Section.
BTM promotes the mega fashion event “Graviera Mr. India"- the
winner of this event participates in the publicized event, it has
provided a boost to the image of the company's products.
5. It has Italian machinery for making perching and dying the cloth.
BTM also promotes the mega fashion event “GRASIM MR. INDIA”- the
winner of this event participates in the publicized event, it has
provided a boost to the image of the company’s products.
 OBJECTIVES OF THE COMPANY

• Increasing productivity of work force.

• To introduce new products and create new markets.
• Customers’ service and customer satisfaction.
• Improving work culture among the employees.
• Capitalizing on company strength and use of corporate
assets.
• Continuous innovation.
• To provide a growth rate of about 10% p.a.
• Improve the advertising effectiveness.
• To ensure that a large proportion of its sales is directed
towards the sectors and urban sectors.
 CHAPTER 2
REVIEW OF LITERATURE
 PERFORMANCE APPRAISAL

INTRODUCTION:-
Appraisal of performance is widely used in society. Parents evaluate their
children, teachers evaluate their students and Officers evaluate their
employees. However, formal evaluation of employees is believed to have
been adopted for the first time during the First World War.

CONCEPT OF PERFORMANCE APPRAISAL:-

Performance evaluation or performance appraisal is the process of

assessing the performance and the progress of an employee or of a group
of employees on a given job and his potential for future development. It
consists of all formal procedures used in working organizations to evaluate
personalities, contributions and potentials of employees.
 FEATURES:-

The main characteristics of performance may be listed thus:

• It is a systematic process involving three steps:
(a) Setting work standards.
(b) Assessing employee’s actual performance.
(c) Providing feedback to the employees so that they can remove their
deficiencies and improve their performance in course of time
• Performance appraisal is not a past oriented activity,
• Performance appraisal may be formal or informal

• Performance appraisal is not limited to fouls

 OBJECTIVES OF PERFORMANCE APPRAISAL:-

• Compensation Decisions: It can be serve as a basis for pay rises. Managers

need performance appraisal to identify employees who are performing at or
above expected levels. This approach to compensation is at the heart of the
idea that raises should be given for merit rather than seniority.

• Promotion Decision: It can also serve as a useful basis for job change or
promotion. When merit is the basis for reward, the person doing the best job
receives the promotion. If relevant work aspects are measured properly, it
helps in minimizing feelings of frustration of those who are not promoted.

• Training and Development Programs: It can be serving as a guide for

formulating a suitable training and development program. Performance
appraisal can inform employees about their progress and tell them what skills
they need to develop to become eligible for pay raises or promotions or both.
• Feedback: Performance appraisal enables a employee to know how
well he is doing on the job. It tells him what he can do to improve
his present performance and go up the organizational ladder.

• Personal Development: Performance appraisal can also help in

revealing the cause of good and poor performance. Through
discussions with individual employees, a line manager can find out
why they perform as they do and what steps can be initiated to
improve their performance.
 THE PERFORMANCE APPRAISAL PROCESS

• Setting performance
• Communicating standards
• Taking corrective action
• Measuring performance
• Discussing results
• Comparing with standards
 USES OF PERFORMANCE APPRAISAL

• 1. Performance appraisal provides valuable information for personal

decisions such as pay increases, demotions, transfers and terminations.
• 2. It helps to judge the effectiveness of recruitment, selection, placement
and orientation system of the organization.

• 3. It is useful in analyzing training and development needs. These needs

can be assessed because performance appraisal reveals people who
recruit further training to remove their weaknesses.

• 4. Performance appraisal can be used to improve performance through

appropriate feedback, working and counseling to employees.

• 5. Performance appraisal facilitates human resources planning, career

planning and succession planning.
 USES OF PERFORMANCE APPRAISAL

(a) HALLO EFFECT: It is tendency to rate an employee consistency high

or low on the basis of overall impression. One trait of the employee
influences the rater’s appraisal on all other traits.
(b) STEREOTYPING: This amplifies forming a mental picture of a person
on the basis of his age, gender, caste or religion.
(C) CONSTANT ERROR: Some evaluator tends to be lenient while
others are strict in assessing performance.

(d) PERSONAL BIAS: Personal appraisal may become invalid because

the rater dislikes an employee. Such bias may arise on the basis of
regional or religious beliefs.
 OBJECTIVES OF THE STUDY

• To find out the satisfaction level of employees regarding companies

appraisal system
• To know whether the employees are aware of the appraisal system
followed by the company.
• To ascertain that what the factors are those are considered while
appraising the performance of employees.
• To know that whether there is any biasness in the performance appraisal
system of the organization.
• To analyze the various factors that can motivate employees in their work.
• To invite suggestions for the welfare of the employees of the company.
 CHAPTER 3
RESEARCH METHODOLOGY
• Meaning of Research:

Research is defined as “A scientific and systematic search for pertinent

information on a specific topic. Research is an art of scientific
investigation. Research is a systematized effort to gain new knowledge. It
is a careful investigation or inquiry especially through search for new facts
in any branch of knowledge. The search for knowledge through objective
and systematic method of finding solution to a problem is research.

• Research Methodology:

It is a way to systematically study & solve the research problems. If a

researcher wants to claim his study as a good study; he must clearly state
the methodology adopted in conducting the research so that it may be
judged by the reader whether the methodology of work done is sound or
not.
The Research methodology here includes:-

• Research Design
• Universe and Survey Population
• Sample
• Collection of Data
• Analysis of Pattern

• (1) Research Design: It is the arrangement of conditions for collection

and analysis of data in a manner that aims to combine relevance to the
research purpose. Research design includes an outline of what the
researcher will do from writing the hypothesis and its operational
implication to the final analysis of data.
(2) Universe and Survey Population: Universe can be finite and
infinite. In finite universe the number of items is certain so in this
project the universe population is finite.

(3) Sampling Design : A representative part of a total population is

called sample. The selection process is called Sampling Technique.
The survey so conducted is called Sampling Survey.
In this sampling area is BHIWANI (HARYANA) and the sampling unit
is GBTL. The size of sample is 10 staff members in the GBTL. The
sampling technique used is random sampling.
(4) Collection of Data:
It is the most important part because the total research is based on it.
There are two types of data:
(a) Primary data
Data primarily conducted by the researcher is called Primary data. The
methods of collecting this data are through Questionnaire,
Schedules, and Interview.
(b) Secondary Data
Any data which is already available prior to the commencement of a
research study is known as secondary data. It will be available
through
• Internet
• Magazines
• Newspapers

(5) Analysis of Pattern

Analysis can be defined as get some information from data i.e. get
information through raw data. Collected data is of no use until
some results have not been found out. And analysis serves this
purpose. Analysis can be done in many ways like graphs, charts,
tables.

The data thus collected was edited, tabulated, analyzed and

interpreted to make study meaningful.
 CHAPTER 4
DATA ANALYSIS & INTERPRETATION
DO YOU THINK THAT YOU ARE APPRAISED AS PER YOUR
PERFORMANCE?
 CHAPTER 5
FINDINGS AND SUGGESTIONS
 FINDINGS

• Most departments do not complete probation reports for all probationary

employees.
• Most departments do not complete Individual Development Plans and
Annual Performance Appraisals for all of their employees.
• Employees performance has the main role in performance appraisal
system
• Promotion is only given on the basis of merit basis.
• Sample size that is taken is very small.
• proper action has to be taken to remove the deviations from the
employees.
 SUGGESTIONS

• As the project helps to understand the very basic things regarding

appraisal system, I felt some requirements to make appraisal
systems more efficient.
• Few suggestions are:
• Only Rating Scale should not be used.
• Appraisal must base on performance and efficiency of employees
without any biasness, which helps to remove the conflicts between
the employees.
• After performance appraisal of employees proper training should
be given to them so that they can remove their deviations.
• Several steps for personal development of employees should also
be taken so that the reasons behind the good or bad performance
can be known and can be removed.
 LIMITATIONS OF THE STUDY

Every survey has some sort of limitations and this survey also has some
limitations:

• Lack of Interest:
The employees do not show any interest in filling the questionnaire
because they thought that it is not beneficial for them.

• Small sample size:

The sample size was very small so it is difficult to conclude for the whole
employee’s satisfaction level on the basis of sample data

• Fear in employees mind:

All the randomly selected employees were afraid of giving the proper
information.

• (4) Lack of Cooperation:

Our guiders confuse us because of difference in their thoughts and
working criteria.
 CONCLUSION

• Best Performance Appraisal is very important for every organization. Performance

is a vital Organ in Organizations as it reflects upon the Quality of Service provided
& the competitive Edge an Organization carries over others in the Market. The
purpose is to Create, Develop, Sharpen & Harness the Skills & abilities of the
employees and to satisfy both the current and future needs of the organization.

• Nowadays organizations are placing increasing importance on performance

appraisal an development and looking at appraising performance as a tool to
enhance performance and to be competitive.

• From the research I conclude that an Organization’s Success depends to a very

large extent on their ability to their workforce to Face new challenges/trends,
achieve Growth, Edge.

• Performance Appraisal helps the organization to reduce attrition and retain talent,
improves the skill set, and helps to get the best out of an employee (skills)