SUMMER TRAINING

INSTITUTE OF MANAGEMENT AND TECHNOLOGY,

Bazpur Road, Kashipur, U S NAGAR !UTTARAKHAND )

(Approved By AICTE: Affiliated to Uttarakhand Technical University, Dehradun) I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

Session: 2009-2012

Training Supervisor:

E,#$r"a) Sup$r-isor I"#$r"a) Sup$r-isor.

0000000 I M T 2ashipur !U S NAGAR7 U##ara2ha"d

Su/'i##$d B*.
HAR1INDER SINGH Ro)) No. 34456 E"r) No.

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

DECLARATION
I HARVINDER SINGH here by declare that the project report on entitled topic of Performance Appriasial and rainin! and De"elopment# $ritten and

s%bmitted by me %nder the !%idance of &&&& is my ori!inal $or'(

he findin!s in the report are based on secondary data( )hile prepare this project I ha"e copied any time of him any so%rce on other s%bmitted for the similar p%rpose(

Cou"#$r si&"a#ur$

HAR1INDER SINGH

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

ACKNO8LEDGMENT
I am "ery than'f%l to so many people $ho ha"e been helped me o%t in completion of this project( It is $ith a deep since of !ratit%de that I ac'no$led!e "al%able !%idance and timely s%!!estion offer to me by my project !%idance *HR +ana!er, of -.R.NA PHAR+A-E/ I-A0S +r &&&&&&&&( .n the completion of this project1 I "ery !ladly ta'e this opport%nity of repressin! my !ratef%l than' to +r( &&&( *post, of corona pharmace%ticals $ho !a"e me a so%nd platform to shape o%r carrier in better a $ay %s to %nderstand the feat%re of H(R( I am "ery hi!hly !ratef%l to the staff of the corona pharmace%ticals p"t( 0td( han's them for their !%idance1 cooperation and s%pport to ma'e this project a s%ccess( And lastly1 I $o%ld !i"e a special than's to my parents and my friend for their proper !%idance(

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

CONTENTS
SERIAL NO

HEADINGS

9AGE NO

: < = 4 > ?

9RO;ECT INTRODUCTION
OB;ECTI1E OF THE STUDY SCO9E COM9ANY HISTORY 9ERFORMANCE A99RAISAL RESEARCH METHODOLOGY A RESEARCH B TY9ES C FIELD 8ORK D DATA COLLECTION

HUMAN RESOURCE DE1ELO9MENT.+ A 9ERFORMANCE A99RAISAL B A99RAISAL 9ERIOD C METHOD OF A99RAISAL D A99RAISAL FEEDBACK E EM9LOYEE CO+O9ERATION F O1ER1IE8 OF TRAINING @ DE1ELO9MENT FINDINGS ANALYSIS AND INTER9RETATION CONCLUSION AND RECOMMENDATIONS

6 3 : A : :

COM9ANY 9ROFILE FACILITY 9RO1IDED BY THE COM9ANY.+ A B C D 9ROMOTIONS INCREMENT TRANS9ORT FACILITY UNIFORM

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

: < : = : 4 : >

CANTEEN HEALTH RETIREMENT BONUS SU9ERNNUATION SALARY DISBURCEMENT CONFIDENTIALITY 8HOLE TIME EM9LOYMENT CASE OF HOS9ITALISATION EB9ENSES IDENTITY CARD HEALTH SER1ICE AND NET8ORK SER1ICE 9 FAMILY DETAILS LIMITATIONS

E F G H I ; K L M N O

BIBLIOGRA9HY

ANNEBURE

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

9REFACE
he most si!nificant reso%rce of many or!ani2ations is its people( S%ch claim appears in the or!ani2ation ann%al report and mission statement1 $ith chan!in! scenario and increasin! competition( he mana!ement has reali2ed that so%nd trainin! pro!rams are needed for the de"elopment of the people1 not only for the f%t%re !ro$th of the or!ani2ation( In the recent time it is bein! obser"ed that the de"elopment of mana!ement personnel pro"es to the catalyst for the increased project( he main aim of the trainin! pro!rams m%st be s%ch that it enco%ra!es learnin!( Research methodolo!y incl%ded in preparin! a 3%estionnaire1 $hich $as calc%lated amon! retailer of fe$ cities of /ttara'hand( 4indin! and recommendation are based on data collected thro%!h the information(

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

CORPORATE PROFILE OF CORONA PHARMACEUTICALS PVT. LTD.

5-.R.NA RE+EDIES51A pharmace%tical company introd%ced by !ro%p of committed1 dedicated and e6perienced professional join hands $ith a 7care7 and 73%ality7 as their !%idin! principals( It t%rned o%t into a force rec'on $ith 3%ality1 a"ailability $ithin the affordable reach of the cons%mer1 contin%o%s ne$ prod%ct de"elopment1 man%fact%red %nder strict 3%ality control and as per Sched%le8 +1 )(H(.8G(+(P !%idelines are j%st a fe$ factors that contrib%tes to o%r s%ccess 5-.R.NA5 has mar'et e6pos%re in more than 9: S A ES in INDIA $ith $ide prod%ct se!ment li'e ablets1 -aps%le and syr%p *.ral 0i3%id, .intment1 G%m Paints1 Injectable *0i3%id and Dry Po$der, Pharma Profession $hich is considered may be only ne6t to God1 /ltimately all this hard8$or'1 dedication and commitment boils do$n to j%st one selfish desire of o%rs

.%r Vision ; +ission

Good health is the primary !oal of any indi"id%al1 society or the nation as a $hole( -orona is an Ethical1 ransparent1 Spirited1 and Vibrant or!ani2ation $ith pro!ressi"e o%tloo'(

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

he dedicated approach of -orona has made a"ailable a ran!e of inno"ati"e1 "al%e added1 e"idence based prod%cts for the ailin! patients li'e pa#$"# %i)$d hepatoprotecti"e anticold ; hepatoprotecti"e pain healin! medicines( herefore -orona5s prod%cts ha"e fo%nd immediate acceptance by practicin! doctors( As a res%lt1 in last fi"e years -orona aro%sed from !ro%nd to s'y and has hoisted o%r fla! amon! top 9<< pharma companies today( In ne6t fi"e years1 $e at -orona aim to be amon! the top =< companies of India( At -orona1 !ro$th is essence of life( 0oo'in! to last years !ro$th1 o%r mar'et position ; ne$ hori2ons in Indian ; o"erseas mar'ets1 -orona aim to be e3%ipped $ith its dream project at -han!odar1 Ahmedabad1 G%jarat by year ><99( he project consist of ne$ state of art man%fact%rin! facility that $ill enable -orona to enter in niche se!ment li'e lyophili2es hi!hly stable hormone ; PPI injections1 R ; D center1 -orporate ho%se1 )areho%se ; Dispatch department spreaded o"er ?<<< s3( yards of land that has already been ac3%ired for the project( he s%ccessf%l completion of this project $ill ta'e %s to$ards the pea' of Pharma mo%ntain( oday -orona is bac'ed by a dedicated team of o"er @=< mar'etin! professionals( his fi!%re $ill cross =<< j%st in ><99 as a part of o%r e6pansion plan( hese $ords s%m %p the efforts of -orona1 $hich inte!rates people1 processes and potential to$ards the betterment of man'ind( )e project that in ne6t fi"e year these efforts $ill ta'e %s to achie"e o%r desired !oal mentioned belo$(

.%r Aelief Inno"ation ; No"el concept Affordable prices B%ality brands Attracti"e pac'a!in! -%stomer deli!ht )ide spread prod%ct a"ailability +edico8mar'etin! Pro!ramme .%r Philosophy E'p)o*$$ ar$ our /i&&$s# ass$# Attrition is less than @C $hile ind%stry has more than @<C hence Stress free c%lt%re E'p)o*$$ shou)d /$ pro%i# par#"$r No"el concept of E8chan!e incenti"e# $here people ha"e earned more than = 0ac Incenti"e =?AC Mar2$#i"& suppor# Samplin!1 -+E1 -onference

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

Fas# d$(isio" 'a2i"& -orona Val%e System I"#$&ri#* @ Ho"$s#* )e do $hat $e say ; $e say $hat is ri!ht ;us# i" Ti'$ )e "al%e speed ; 3%ic' decision( )e belie"e in D%st in ime# concept )e aspire to be on top by settlin! lofty !oals for o%rsel"es Cus#o'$r D$)i&h# )e belie"e It ta'es 9<<< days to ma'e c%stomer b%t ta'es j%st 9 sec to lose# )e stron!ly belie"e in c%stomer creation ; retention +an Po$er E6pansion

Vertical Gro$th

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

-orona ree

herape%tic -o"era!e Gas#ro 9a$dia#ri( i"#$s#i"a) Aile therapy Anti8 %lcerant Anti8emetic Anti8 diarrhoeal Antacid 8 8 Anti infecti"e N%trace%tical -alci%m s%pp( Anti8emetic +%lti"itamin8 minerals Iron s%pple( -o%!h ; cold

9ai" '&'# NSAIDs Anal!esic Anti8 .steoporotic Anti8infecti"es Anti8spasmodic Anti8 hammora!eic 8

R$spira#or* -o%!h ; cold Anti8 asthamatics Anti8aller!ic 8 8 8 8

Hor'o"$ @ supp)$'$"#s Hormone Inj Pro!esteron .-P ."l%ation Ind%ction Infertility s%pplement Iron ; calci%m s%pple 8

State -o"era!e

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

9LANT 9ROFILE
Abo%t /s Prod%cts e6portin!1 distrib%tin!1 man%fact%rin! and s%pplyin! of caps%les1 li3%ids1 pharma prod%cts1 pain 'illers1 anal!esics1 en2ymatic syr%ps (((

-ompany Profile E,por#$r D Ma"u%a(#ur$r D 8ho)$sa)$rDDis#ri/u#or D Supp)i$r Fear Established E ><<= -aps%les1 li3%ids1 pharma prod%cts1 pain 'illers1 anal!esics1 Prod%cts E6portin!1 Distrib%tin!1 E en2ymatic syr%ps1 cold1 co%!h syr%ps1 paracetamol tablets1 +an%fact%rin! and S%pplyin! ib%profen tablets A%siness ype E -ontact Information Co'pa"* Na'$ Addr$ss 9ho"$ No Co"#a(# 9$rso" Mo/i)$ Coro"a 9har'a($u#i(a)s 9-# L#d GHASRA N.( H<>1 I G+( +I0E S .NE1 NH8IH1 DASP/R R.AD1 Gaship%r 8 >HHI9@1 /ttara'hand1 India :98=:HI8>99@9H +r( S%raj Arora *Director, J:9:?:IKH?K>>

0ast %pdated on E >@ D%ly ><9< R$)a#$d produ(#sDs$r-i($s %ro' o#h$r (o'pa"i$s Related Prod%cts

riocid

-efpodo6ime ablets Ari2yme

riocid

-efpodo6ime ablets

Ari2yme

Vincal

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

Arill D+R -o%!h Syr%p

E6tracla"

Efstat89=<

E6tracla" -aps%le

Getocona2ole ablets /SP ><< m!

-iproflo6acin and inida2ole ablets

Alendronate and Vit D@ tablets

+ale!ra*Sildenafil -itrate ablets 9<< m!,

-alci%m -arbonate ; -lo6acilin Sodi%m Vitamin D@ ablets -as%les /SP

-lo6acillin Sodi%m -aps%les /SP

-iproflo6acin ablets AP

httpELL$$$(tradeindia(comLSeller89@<H><98-orona8Pharmace%ticals8P"t80td8L

9RO;ECT INTRODUCTION In e"ery or!ani2ation it becomes "ery important to pro"ide trainin! to all $or'ers for the de"elopment of the or!ani2ation( rainin! ; de"elopment is the most important part of e"ery or!ani2ation E"ery or!ani2ation needs to ha"e $ell trained ; e6perienced people to perform the acti"ities that ha"e to be done( If the c%rrent or potential job occ%pant8can meets this re3%irement1 trainin! is not important1 b%t this is not in the case( It is necessary to raise the s'ill le"els and increase the "ersatility and adaptability of employees( rainin! and De"elopment# are the t$o terms fre3%ently %sed( .n the face of it1 these mi!ht not appear any difference bet$een them1 b%t $hen a deep tho%!ht is !i"en1 there appears some difference bet$een them( he difference bet$een th%sE8 LEARNING DIMENSION )ho TRAINING Non8mana!erial personnel DE1ELO9MENT +ana!ement Personnel rainin! and De"elopment may be started

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

)hat )hy )here

echnical ; mechanical operations Specific job related p%rpose Short term

heoretical1 concept%al ideas General 'no$led!e 0on! term

Trai"i"& is a process of learnin! in a se3%ence of pro!rammed beha"ior( It is application of 'no$led!e( It !i"es people an a$areness of the r%les and proced%res to !%ide their beha"io%r( It attempts to impro"e their performance on the c%rrent job or prepare them for an intended job( D$-$)op'$"# is a related process( It co"ers not only those acti"ities $hich impro"e job performance b%t also those $hich brin! abo%t !ro$th of personality help indi"id%als in the pro!ress to$ards mat%rity and act%ali2ation of their potential capacities so that they become not only !ood employees b%t better man and $omen( In or!ani2ational terms1 it is intended to e3%ip person to earn promotions and hold !reater responsibility( EE'p)o*$$ rainin! ; De"elopment ar$ "o# o")* a" a(#i-i#* #ha# a" or&a"iza#io" 'us# (o'$ I# r$sour($s #o i% i# is #o 'ai"#ai" 2"oF)$d&$a/)$ a"d -a)ua/)$ For2%or($G

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

OB;ECTI1ES OF THE STUDY he or!ani2ational aims of mana!ement trainin! are to sec%re the follo$in! "al%able res%ltsE o import ne$ imprint the basic 'no$led!e ; s'ills they need for 'no$led!e ; intelli!ent performance( o access employment f%nction more effecti"ely in their present posi8 tion e6posin! them to the latest concept information ; techni3%es ; de"elopin! the s'ills( hey $ill need in their partic%lar field( o b%ild %p a second line of competent person ; prepare them to occ%8 py more responsible position( o import ed%cation for the p%rpose of meetin! ; trainin! needs of co8 operation $hich deals manly $ith the p%blic(

SCO9E
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

rainin! is the corner stone of so%nd mana!ement1 for it ma'es employees more effecti"e it is acti"ely and intimately connected $ith all the personnel or mana!erial acti"ities( It is an inte!ral part of the $hole mana!ement pro!ram1 $ith all its many acti"ities f%nctionally interrelated( here is an e"er present need for trainin! man so that ne$ and chan!ed techni3%es may be ta'en ad"anta!e of and impro"ements affected in the old methods $hich are inefficient( rainin! is a practical and "ital necessity beca%se1 aspect from the other ad"anta!es it enables employees to de"elop and rise $ithin the or!ani2ation1 and increase their mar'et "al%e1 earnin! po$er and job sec%rity it enables mana!ement to resol"e so%rces of friction arisin! from parochialism1 to brin! home to the employees the fact that the mana!ement is not di"isible( It mod%les the employees attit%des and helps them to achie"e to better co8 operation $ith the company and a !reat loyalty to it( rainin! more o"er hei!htens the moral f the employees1 for it1 helps in red%cin! dissatisfaction1 complaints1 therefore $asta!e and spoila!e are lessened1 and the need for constant s%per"ision is red%ced( he scope of trainin! has been e6pressed in these $ordsE rainin! is $idely e6pected problem sol"in! de"ice( In deed o%r national s%periority in man po$er prod%cti"ity can be attrib%ted in no small meas%re to the s%ccess of o%r ed%cational and ind%strial trainin! pro!rams( his s%ccess has been achie"ed by a tendency in many 3%arters to re!ard trainin! as a panacea(#

RESEARCH MATHEDOLOGY It is a caref%l in"esti!ation or in3%ires especially fe$ searches for ne$ area in any part of 'no$led!e(
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

Research as the manip%lation of than's concepts or symbols for the p%rpose of !enerali2in! to e6tend correct or "erify( Gno$led!e $hether that 'no$led!e adds constr%ction of theory or in the p%rchases of an art( Research refer to the systematic method consistin! of en%nciatin! the problem form%latin! hypothesis1 collectin! the facts of data analy2in! the facts reachin! certain concl%sion either in the form or sol%tions to$ards to the concern problem in certain !enerali2ation for some theoretical form%lation( Research methodolo!y related $ithE8 4ield $or' Data collection Fi$)d 8or2. + D%rin! my trainin! period I $as re3%ired the s%r"ey S/RFA only( D%rin! my trainin! information abo%t trainin! pro!ram is pro"ided by trainin! department and information abo%t de"elopment of S/RFA R.SHANI 0td( if pro"ided by different departments of S/RFA R.SHANI 0td( ( Da#a Co))$(#io". + Data is a research tool1 $hich is %sed for research $or'( o do my $or' I ha"e %sed primary data collection( Secondary data collection is also %sed me b%t primary data collection is more beneficial for me in completin! my s%mmer trainin!(

INTRODUCTION

OF
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

CORONA PHAR. PVT LTD

KASHIPUR (UDHAM SINGH NAGAR)

)ith an effort of corporate "isionary +r(A(D(AGGAR)A0 alon! $ith +r( R(D(P AGGAR)A01 the company started in 9:I@ at Aahad%r!arh as a man%factr%rer of S EE01PIPES AND /AES %nder the banner of PRAGASH 0 D( hro%!h the constant e6pansion the companhy1 has emer!ed as a findin! man%fact%rer of blac' ; !al"ani2ed steel popes( Its man%factr%rin! hi!h t%e added co%ld roll formed section and precision t%bes( )hich it a %ni3%e prod%ct ran!e in niehe areas( Di"ersification in to li!htin! prod%ct in 9:?H lead to chan!e in the name of company to S/RFA R.SHNI 0 D(# )hen the company set %p a most modern lamp factory of fl%orescent t%be lampas on re"ol%tionary hydro
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

based coatin! technolo!y in technical collaboration $ith GE- 0 D .4 /(G(1 It as sp%rred the !ro$th of the company at a faster pace( he li!htin! di"ision of S/RFA R.SHNI 0 D(#is second lar!est company in the li!ht so%rce in ind%stry in INDIA and amon! the top ten in the $orld of li!htin! trade( he li!htin! %nit at GASHIP/R1$hich started in 9:?=8?K in the lar!est li!htin! factory in India prod%cin! 40o%rescent t%be lamp1G0S lamp1 Hi!h press%re sodi%m %p !radation( he cashier factory also AsiaMs lar!est dra$in! line(

he second li!htin! +alnp%r1 +adhya Pradesh $hich $ent on stream in 9::@1man%fact%rers 4l%orescent t%be lamp1G0S lamp and also ener!y efficient a%to halo!en lamp and is emer!in! as one of the lar!est li!htin! factoriesd in India( S/RFA prod%ct the hi!hest 3%antity of t%be li!ht in India1 $hich is aro%nd >K8lac %nit per month as capable of %nloadin! 9<< lac' %bnit per mo nth and is capable of %nloadin! 9<< lac' %nit((G0S lamp per month in the mar'et place( Each and prodct it deli"ers in the mar'et place is prod%ct in the factory is IS. :<<> 9H<<9 ;.HSAS 9?<<9 certified(

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

Sur*a Rosh"i @ R$Hui)ar)* )ar&$ (o"si&"'$"# 4< (ou"#ri$s arou"d #h$ &)o/a)
9rodu(# Ra"&$ 4l%orescent %be li!ht( Incandescent lamps Hi!h press%re merc%ry "apors lamps( 998H A%to lamp 998@ A%to lamp G0S lamp Dichotic lamp Ener!y efficient lamps Glass shell for fl%orescent t%be lamps( Glass shell for G0S lamps E6ha%st t%be 4ilament 4or G0S lamps %n!stem $ire 4l%orescent po$der +oly $ire A%rner for merc%ry "apor lamps(

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

STRENGHS OF THE SURYA ROSHNI LTD

Recei"ed the IS. :<<> international certification from the b%rea% of Indian standards for the 'aship%r li!htin! factory in Dec 9::@( Recipient of the Safety A$ard# from se"en years( he laboratory of the 'aship%r plant is the only labo8 ratory in India by the Deptt of science and technolo!y Go"t of India( he lar!est man%fact%rer of fl%rescent %be in the co%ntry( 0ar!est e6port of slim lite t%be lamps 0ar!e ran!e of Prod%ct Good$ill of the company Hi!h brand "al%e )orld class technolo!y Hi!h moti"i"ated personal Nation $ide dealer netor' -onstant monitorin! of cons%mer need sand chan!e in their preference 0ast the "ision of !ro$nt $ith made s%rya# a mar'et 'neader in the li!htin! ind%stry in India( 4rom $o plants8 GASHIP/R and +A0ANP/R Distrib%tes 4rom @H branches thro%!ho%t India It has distrib%tion net$or' of =<<< dealers
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

Hando"er to the ho%se$i"es8Shoppin! bas'et brom near K=<<< retail shop at e"ery cornet of India( S%rya sales Re"en%e !ro$in! at 9<<C e"ery @ year too( he tempo of acti"e is risin! from year to $ithin a period of >< years from the inception of the li!htin! di"ision in 9:?H( S/RFA R.SHNI 0 D( Has established itself as a complete company $ith a mar'et share of >=C( It 4 0 *4l%orescent t%be lamp, 9<C in G0S lamp 9=C in critical components namely !lass shell for both G0S ; 4 I and 4l%orescent po$der( GLOBLE 9RESENCE. he hallmar' in todayMs competiti"e mar'et is !loble presence( oday s%rya finds itself in HK co%ntries and is in direct competition $ith $orld famo%s man%fact%rers( ItMs brands name is a"ailable at some of the $orld best o%tlets( S%rya is the only li!htin! company to !et the presti!io%s -E mar on its G0S cate !ory for meetin! EBS *E%ropean B%ality standerds,( he -E mar' is mandatory for companies to enter the E%ropean mar'et( he company has also recei"ed other international appro"als s%ch as SAAA *So%th Africa A%rea% of standards , and shri lan'an A%rea% of standardsN
CURRENT SURYA EB9ORTS TO THE FOLLO8
;ORDAN KOREA IRAN SOUTH AFRICA GERMANY
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

UAE GHANA BANGLADESH FRANCE KU8AIT NIGERIA BOTS8ANA HONGKONG INDONESIA BAHRAIN HOLLAND

UK LEBANON COLUMBIA MALTA SHRI LANKA EGY9T CHINA SAUDI ARABIA ;A9AN SINGA9ORE BELGIUM MONACO KENYA AUSTRALIA I1ARY COAST MALAYSIA NE9AL MAURITIUS THAILAND ALGERIA 9ARAGUAY MYANMAR NE8 IEALAND DENMARK LUBEMBORG
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

STRUCTURE OF THE COM9ANY

CMD EBUCATI1E DIRECTOR 9RESIDENT SENIOR 1ICE 9RESIDENT ASSISTANT 1ICE 9RESIDENT GENERAL MANAGER DE9UTY GENERAL MANAGER SENIOR MANAGER MANAGER DE9UTY MANAGER ASSISTANT MANAGER

SHIFT INCHARGE SU9ER1ISOR 8ORKMAN

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

HUMAN RESOURCE DEVELOPMENT

9ERFORMANCE A99RAISAL
9$r%or'a"($ Appraisa) is a pro($ss o% ass$ssi"& su''arizi"& a"d d$-$)opi"& #h$ For2 p$r%or'a"($ o% a" $'p)o*$$ I# is #h$ s*s#$'a#i( $-a)ua#io" o% #h$ i"di-idua) Fi#h r$sp$(# #o his p$r%or'a"($ %or d$-$)op'$"#

8ha# is 9$r%or'a"($ Appraisa)J

9$r%or'a"($ is a" $,pr$ssio"s #ha# d$s(ri/$ E#h$ )$-$) o% $%%$(#i-$"$ss us$d #o p$r%or' a Ko/ $,a(#)* as ()os$)* as d$s(ri/$dG Appraisa) Eis a '$#hod %or '$asuri"& a"d ass$ssi"& p$r%or'a"($ o% p$op)$ o" a sp$(i%i( #i'$G

8h* 9$r%or'a"($ Appraisa)J

9$r%or'a"($ Appraisa) is a -$hi()$ #o. 1a)ida#$ a"d r$%i"$ or&a"isa#io"a) a(#io"s !$ & s$)$(#io", #rai"i"&7 9ro-id$ %$$d/a(2 #o $'p)o*$$ Fi#h a"o" i'pro-i"& %u#ur$ p$r%or'a"($

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

OB;ECTI1E OF THE 9ERFORMANCE A99RAISAL

9$r%or'a"($ Appraisa) s*s#$' (a" s$r-$ #h$ %o))oFi"& purpos$s. To $"a/)$ $a(h $'p)o*$$ #o u"d$rs#a"d his ro)$ /$##$r a"d /$(o'$ 'or$ $%%$(#i-$ o" #h$ Ko/ To u"d$rs#a"d his oF" s#r$"&#hs a"d F$a2"$ss Fi#h r$sp$(# #o his ro)$ i" #h$ or&a"iza#io" $'p)o*$$ To id$"#i%* #h$ d$-$)op'$"# "$$ds o% $a(h

To i'pro-$ r$)a#io"ship /$#F$$" #h$ sup$rior a"d #h$ su/ordi"a#$ #hrou&h #h$ r$a)iza#io" #ha# $a(h is d$p$"d$"# o" #h$ o#h$r %or &ood p$r%or'a"($ a"d su(($ss To s$r-$ as '$(ha"is's %or i'pro-i"& (o''u"i(a#io" /$#F$$" #h$ sup$rior a"d his su/ordi"a#$s To pro-id$ a" oppor#u"i#* #o #h$ $'p)o*$$ %or i"#rosp$(#io", s$)% $-a)ua#io" a"d &oa) s$##i"& so #ha# h$ r$'ai"s o" #h$ pa#h o% d$-$)op'$"# Co'pa"* (o"sid$rs i#s Hu'a" R$sour($ as #h$ 'os# -a)ua/)$ r$sour($ %or i#s &roF#h I" )i"$ Fi#h #his sur*a rosh"i )#d is (o''i##$d #o pro-id$ oppor#u"i#i$s #o i#s $'p)o*$$s %or #h$ir p$rso"a) d$-$)op'$"# O"$ o% #h$ i"s#ru'$"#s us$d #o a(hi$-$ #h$ a/o-$ o/K$(#i-$ is p$r%or'a"($ appraisa) 9$r%or'a"($ appraisa) s$$2s #o a(hi$-$ #h$ %o))oFi"&. To s$# r$a)is#i( a"d (ha))$"&i"& #ar&$#sD2$* 9$r%or'a"($ Ar$a o" a""ua) /asis %or #h$ i"di-idua) < To ass$ss $'p)o*$$Ls p$r%or'a"($ /as$d o" p$rso"a) a##ri/u#$s, Ko/ p$r%or'$d #ar&$#s a(hi$-$dDsp$(i%i( a(hi$-$'$"# = To ass$ss #h$ s#r$"&#hs, F$a2"$ss$s a"d po#$"#ia) oF #h$ E'p)o*$$ 4 9$r%or'a"($ /as$d r$Fard i" #$r's o% i"(r$'$"# a"d 9ro'o#io" $#(
9(

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

A99RAISAL 9ERIOD.
Appraisa) p$riod is %ro' Apri) #o Mar(h E-$r* $'p)o*$$ is apprais$d a# #h$ $"d o% #h$ appraisa) p$riod E'p)o*$$s Koi"i"& duri"& appraisa) p$riod ar$ apprais$d o" (o'p)$#io" o% #h$ir o"$ *$ar s$r-i($ a"d $'p)o*$$s Koi"i"& a%#$r Mar(h ar$ apprais$d i" "$,# appraisa) METHOD OF A99RAISAL. Th$ $'p)o*$$s p$r%or'a"($ is apprais$d /* #h$ D$par#'$"# @ S$(#io"a) h$ads i" (o"su)#a#io" Fi#h his i''$dia#$ sup$r-isor o" p$rso"a) a##ri/u#$s Ko/ p$r%or'$d #ar&$#s a(hi$-$dDsp$(i%i( a(hi$-$'$"# Fi"a))* #h$ appraisa) is r$-i$F$d a"d appro-$d /* #h$ r$-i$F (o''i##$$ #o $"sur$ u"i%or'i#* a"d o/K$(#i-i#*

9ERFORMANCE A99RAISAL METHOD M NNNNNNNNNNNNNNNNNNNNNNNNNNNNNNNNNN M M TRDITIONAL METHOD MODERN METHOD +Graphi( Ra#i"& S(a)$s + B$ha-ior Ra#i"& S(a)$s + Ra"2i"& M$#hod + Ma"a&$'$"# /* O/K$(#i-$s + 9air$d Co'pariso" M$#hod + For($d Dis#ri/u#io" M$#hod + Ch$(2)is# M$#hod + Cri#i(a) M$#hod + Essa* Appraisa) + A""ua) Co"%id$"#ia) R$por#

TRADITIONAL METHODS
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

1.

Graphi( Ra#i"& S(a)$s

Graphi( ra#i"& s(a)$s (o'par$ i"di-idua) p$r%or'a"($ #o a" a/so)u#$ s#a"dard I" #his '$#hod, Kud&'$"#s a/ou# p$r%or'a"($ ar$ r$(ord$d o" a s(a)$ This is #h$ o)d$s# a"d Fid$)* us$d #$(h"iHu$ This '$#hod is a)so 2"oF" as )i"$r ra#i"& s(a)$ or si'p)$ ra#i"& s(a)$ 2. Ra"2i"& M$#hod

U"d$r #his '$#hod #h$ $'p)o*$$ ar$ ra"2$d %ro' /$s# #o Fors# o" so'$ (hara(#$ris#i(s Th$ ra#$r %irs# %i"ds #h$ $'p)o*$$s Fi#h #h$ hi&h$s# p$r%or'a"($ a"d #h$ $'p)o*$$s Fi#h #h$ )oF$s# p$r%or'a"($ i" #ha# par#i(u)ar Ko/ (a#$&or* a"d ra#$s #h$ %or'$r as #h$ /$s# a"d )a##$r as #h$ poor$s Th$" #h$ ra#$r s$)$(#s #h$ "$,# hi&h$s# a"d "$,# )oF$s# a"d so o" u"#i) h$ ra#$s a)) #h$ $'p)o*$$s i" #ha# &roup = 9air$d Co'pariso" M$#hod U"d$r #his '$#hod, #h$ apprais$r ra"2s #h$ $'p)o*$$s /* (o'pari"& o"$ $'p)o*$$ Fi#h a)) o#h$r $'p)o*$$s i" #h$ &roup, o"$ a# a #i'$ #his '$#hod r$su)#s i" $a(h $'p)o*$$ /$i"& &i-$" a posi#i-$ (o'pariso" #o#a) a"d a ($r#ai" p$r($"#a&$ o% #h$ #o#a) posi#i-$ $-a)ua#io" 4 For($d Dis#ri/u#io" M$#hod For($d dis#ri/u#io" '$#hod is d$-$)op$d #o pr$-$"# #h$ ra#$rs %or' ra#i"& #oo hi&h or #oo )oF U"d$r #his '$#hod, #h$ ra#$r a%#$r assi&"i"& #h$ poi"#s #o #h$ p$r%or'a"($ o% $a(h $'p)o*$$ has #o dis#ri/u#$ his ra#i"&s i" a pa##$r" #o (o"%or' #o "or'a) %r$Hu$"(* dis#ri/u#io"

1.

Ch$(2)is# M$#hods

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

Th$ (h$(2)is# is a si'p)$ ra#i"& #$(h"iHu$ i" Fhi(h #h$ sup$r-isor is &i-$" a )is# o% s#a#$'$"# or Fords a"d as2$d #o (h$(2 s#a#$'$"#s r$pr$s$"#i"& #h$ (hara(#$ris#i(s a"d p$r%or'a"($ o% $a(h $'p)o*$$ Th$r$ ar$ #hr$$ #*p$s o% (h$(2)is# '$#hods, -iz , si'p)$ (h$(2)is#, F$i&h#$d (h$(2)is# a"d %or($d (h$(2)is# (hoi($ '$#hod < Cri#i(a) M$#hod U"d$r #his '$#hod, #h$ sup$r-isor (o"#i"uous)* r$(ords #h$ (ri#i(a) i"(id$"#s o% #h$ $'p)o*$$ p$r%or'a"($ or /$ha-ior r$)a#i"& #o a)) (hara(#$ris#i(s !/o#h posi#i-$ a"d "$&a#i-$7 i" a sp$(ia))* d$si&"$d "o#$ /oo2 Th$ sup$r-isor ra#$s #h$ p$r%or'a"($ o% his su/ordi"a#$s o" #h$ /asis o% #h$ "o#$s #a2$" /* hi' 5 Essa* o% Fr$$ Fro' Appraisa) Th$ '$#hod r$Huir$s #h$ 'a"a&$r #o Fri#$ $ssa* d$s(ri/i"& $a(h $'p)o*$$Ls p$r%or'a"($ duri"& #h$ ra#i"& p$riod This %or'a# $'phasis $-a)ua#io" o% o-$ra)) p$r%or'a"($ /as$d o" #h$ s#r$"&#hDF$a2"$ss o% #h$ $'p)o*$$sLL p$r%or'a"($, ra#h$r #h$" sp$(i%i( Ko/ di'$"sio"s 6 A""ua) Co"%id$"#ia) R$por#s !ACR7 Ass$ssi"& #h$ $'p)o*$$sL p$r%or'a"($ (o"%id$"#ia))* is a '$#hod o% p$r%or'a"($ appraisa) U"d$r #his '$#hod, sup$r-isor apprais$s #h$ p$r%or'a"($ o% his su/ordi"a#$s /as$d o" his o/s$r-a#io"s, Kud&$'$"#s a"d i"s#i#u#io"s Th$ sup$r-isor do$s "o# a))oF #h$ $'p)o*$$ #o 2"oF #h$ r$por# a"d his p$r%or'a"($

MODERN METHOD
: B$ha-iora))* Ra#i"& S(a)$s !BSR7
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

Th$ B$ha-iora))* Ra#i"& S(a)$s !BSR7 '$#hod (o'/i"$s $)$'$"#s o% #h$ #radi#io"a) ra#i"& s(a)$ a"d (ri#i(a) i"(id$"#s '$#hods Usi"& BRS, Ko/ /$ha-iors %ro' (ri#i(a) i"(id$"#s+ $%%$(#i-$ a"d i"$%%$(#i-$ /$ha-iors ar$ d$s(ri/$d 'or$ o/K$(#i-$)* Th$ '$#hod $'p)o*$$s i"di-idua) Fho ar$ %a'i)iar Fi#h a par#i(u)ar Ko/ #o id$"#i%* i#s 'aKor (o'po"$"#s Th$* #h$" ra"2 a"d -a)ida#$ sp$(i%i(s /$ha-iors %or $a(h i% #h$ (o'po"$"#s

< Ma"a&$'$"# /* O/K$(#i-$s Th$ (o"($p# o% 'a"a&$'$"# /* o/K$(#i-$s Fas ad-a"($d /* 9$#$r F Dru"2$r Fa* /a(2 i" :3>4 G$"$ra))*, #h$ MBO pro($ss is u"d$r#a2$" a)o"& #h$ %o))oFi"& )i"$s. Th$ su/ordi"a#$ a"d sup$rior Koi"#)* d$#$r'i"$ &oa)s #o /$ a((o'p)ish$d duri"& #h$ appraisa) p$riod a"d Fha# )$-$) o% p$r%or'a"($ is "$($ssar* %or #h$ su/ordi"a#$ #o sa#is%a(#or* a(hi$-$ sp$(i%i( &oa)s Duri"& #h$ appraisa) p$riods #h$ su/ordi"a#$s upda#$ a"d a)#$r &oa)s as "$($ssar* du$ #o (ha"&$s i" #h$ /usi"$ss $"-iro"'$"#

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

=?A DEGREE A99RAISALS =?A D$&r$$ Appraisa) is /asi(a))* Mu)#i+Ra#$r Appraisa) a"d F$$d/a(2 S*s#$', Fh$r$ a" i"di-idua) is ass$ss$d /* a "u'/$r o% ass$ss$s i"()udi"& sup$rior, su/ordi"a#$s, p$$rs, i"#$r"a) (us#o'$r a"d $,#$r"a) (us#o'$rs I" #his s*s#$' a (a"dida#$ is ass$ss$d p$riodi(a))* "or'a) o"($ a *$ar /u# so'$ #i'$s $-$" ha)% *$ar)* O/K$(#i-$s o% =?A D$&r$$ F$$d/a(2 I# is possi/)$ #o ai' a# #h$ %o))oFi"& #hrou&h =?A d$&r$$.+ I"si&h#s i"#o #h$ s#ro"& a"d F$a2 ar$as o% #h$ (a"dida#$ i" #$r's o% $%%$(#i-$ p$r%or'a"($ o% ro)$s Id$"#i%i(a#io" o% d$-$)op'$"# "$$ds a"d pr$pari"& d$-$)op'$"# p)a"s 'or$ o/K$(#i-$)* Da#a &$"$ra#io" #o s$r-$s as a 'or$ o/K$(#i-$s %or r$Fards a"d o#h$r p$rso"a) d$(isio"s R$i"%or($'$"# o% o#h$r (ha"&$ 'a"a&$'$"# $%%or#s a"d or&a"isa#io" dir$(#$d i"#$r-$"#io"s Basis p$r%or'a"($s r$Fards, %or p$r%or'a"($ )i"2$d pa* or

A)i&"'$"#s o% i"di-idua) a"d &roup &oa)s Fi#h or&a"iza#io"a) -isio", -a)u$s a"d &oa)s Basis o% =?A D$&r$$ Ass$ss'$"# H$)ps i" Cu)#ur$ Bui)di"& L$ad$rship D$-$)op'$"# 9o#$"#ia) Appraisa) a"d D$-$)op'$"#
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

Car$$r 9)a""i"& a"d D$-$)op'$"# T$a' Bui)di"&

9)a""i"& I"#$r"a) (us#o'$r sa#is%a(#io" i'pro-$'$"# '$asur$s Ro)$ ()ari%* a"d i"(r$as$d a((ou"#a/i)i#i$s

Ad-a"#a&$s o% =?A D$&r$$ F$$d/a(2 I# is 'or$ o/K$(#i-$ #h$" a o"$ p$rso" ass$ss'$"# o% #rai#s a"d Hua)i#i$s I# adds o/K$(#i-i#* a"d supp)$'$"#s #h$ #radi#io"a) appraisa) s*s#$' I# pro-id$s "or'a))* 'or$ a(($p#a/)$ %$$d/a(2 #o $'p)o*$$s I# (a" s$r-$ a)) #h$ purpos$ s$r-$d /* #h$ #radi#io"a) appraisa) s*s#$' )i2$ id$"#i%*i"& #h$ d$-$)op'$"#s "$$ds, r$Fard 'a"a&$'$"#s, p$r%or'a"($ d$-$)op'$"#s $#(

I# h$)ps %o(us or i"#$r"a) (us#o'$r sa#is%a(#io" I# has #h$ po#$"#ia) o% poi"#i"& ou# #h$ sup$r-isor* /ias$s i" #h$ #radi#io"a) appraisa) s*s#$' I# is a &ood #oo)s %or $"ha"(i"& (us#o'$r s$r-i($s a"d Hua)i#* i"pu#s a"d s$r-i($s #o i"#$r"a) (us#o'$rsL I# pro-id$s s(op$ %or #h$ (a"dida#$ #o &$# 'u)#ip)$ i"pu#s #o i'pro-$ his ro)$ p$r%or'a"($, s#*)$s a"d id$as a"d $"ha"($s #h$ a(($p#a/i)i#* o% #h$ i"di-idua) I# is par#i(ipa#i-$ a"d $"ha"($ #h$ Hua)i#* o% HR d$(isio"s

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

A99RAISAL FEEDBACK. he appraisal is bein! disc%ssed $ith the employee by the appraisal to !i"e the employee feedbac' abo%t his performance1 stren!th and $ea'ness( Employee is also s%!!ested area of consolidation and impro"ement(

EM9LOYEE COO9ERATION. he appraisal is bein! disc%ssed $ith the employee by the appraisal to !i"e the employee feedbac' abo%t his performance1 stren!th and $ea'ness( Employee is also s%!!ested area of consolidation and impro"ement(

O-$r-i$F o% #rai"i"& @ d$-$)op'$"# E6ec%ti"e talent in the most important assets of the or!ani2ation it is not sho$n on the corporate balance sheet 1 b%t it infl%ence appreciably the !ro$th pro!ress profits and share "al%es than any other corporate assets( +ana!erial assets are not costly to ac3%ire( It is a lo$ cost reso%rce $ith a hi!h profit potential( op mana!ement sho%ld !i"e more tho%!ht and care to the ac3%isition maintenance and !ro$th of men and $omen $ho possess mana!erial talent and caliber than the tho%!ht and care !i"en to plannin! and de"elopment of plant or a prod%ct( No modern b%siness can contin%e be s%ccessf%l $itho%t planned attention to the !ro$th and de"elopment of its mana!erial staff( It is d%e to the %nbelie"ably rapid e6pansion of technolo!y demandin! n%mero%s speciali2ed and 3%alified employees to mana!e comple6 sophisticated and dynamic b%siness(

ON THE ;OB TRAINING

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

Virt%ally e"ery employee1 from the cler' to company president1 !ets some on Othe8job8trainin!#1 $hen he joins a firm( Employee are coached and instr%cted by s'illed co8$or'ers1 by s%per"isors1 by the special trainin! instr%ctors( hey learn the job by personal obser"ation and practice as $ell as occasionally handlin! it( It is learnin! by doin!1 and it is most %sef%l for jobs that are either diffic%lt to stim%late or can be learned 3%ic'ly by $atchin! and doin!( here are a "ariety of .D methods1 s%ch as coachin!# or %nderst%dy#N job rotationN and special assi!nments( /nder coachin! or %nderst%dy method *$hich is also 'no$n as PinternshipM and PapprenticeshipM method, the employee is trained on the job by his immediate s%perior( PInternshipM is %s%ally applied to mana!erial personnel and pro"ides $ide "ariety of job e6perience1 often in"ol"in! job rotation1 or an assistant to# type of position( PApprenticeshipM is !enerally %sed to impact s'ills re3%irin! lon! periods of practice as fo%nd in trade1 crafts and other technical fields( In job rotation1 a mana!ement trainee is made to mo"e from job to job at certain inter"als( he jobs "ary in content(

OFF THE ;OB TRAINING

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

.ff the job trainin!# simply means that trainin! is not a part of e"eryday job acti"ity( he act%al location may be in the company or in place $hich are o$ned by the company or in the company or in placed $hich are o$ned by the company or in %ni"ersities or associations $hich ha"e no connection $ith the company( .ff the job trainin! may be based on seminar or team disc%ssion or pro!rammed disc%ssion( In -.R.NA PHAR+A-E/ I-A0S mostly off the job trainin! is pro"ided( 4or this1 company pro"ides a trainin! pro!ram to the employee accordin! to this pro!ram1 they $or'( D%rin! their $or'in!1 -.R.NA also pro"ides on the job trainin!( his is "ery necessary method of trainin! employees in the s'ills essential for acceptable for job performance(

9UR9OSE @ OBECTI1ES OF MENAGEMENT DE1ELO9MENT E6ec%ti"e de"elopment is an attempt at impro"in! an indi"id%alMs mana!erial effecti"eness thro%!h a planned ; deliberate process of learnin!(
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

All de"elopment is self de"elopment( It m%st be !enerated $ith in the man himself( Any acti"ity to desi!n to impro"e the performance of e6istin! mana!ers to meet f%t%re or!ani2ational needs is mana!ement de"elopment(

he chan!e in the indi"id%als m%st ta'e place in those cr%cial areas $hich can be considered as o%tp%t "ariablesE i( ii( iii( i"( "( Gno$led!e chan!e Attit%de chan!e Aeha"io%r chan!e Performance chan!e End operational res%lts

he s%ccess of de"elopment efforts %pon the follo$in! imp%tesE raineeMs personal characteristics1 s%ch as his intelli!ence ; mo8 ti"ation to learn( ii( His act%al learnin! efforts( he or!ani2ational aims to mana!ement de"elopment are to sec%re the follo$in! "al%ables res%ltsE Impro"ement in technical performance( Impro"ement in s%per"ision ; leadership as each le"el( Impro"ement in international departmental co8operation( Hi!hli!htin! an indi"id%alMs $ea'ness( Attractin! !ood menN 4acilitatin! so%nd( Ens%rin! that the 3%alifications of 'ey personnel become better 'no$n( i(

-reatin! reser"e in mana!ement ran's( +a'in! an or!ani2ational more fle6ible by an increased "ersatility of itMs members( Impro"in! or!ani2ational str%ct%re( Geepin! the company at least of technical ; economic condition( Aroadenin! 'ey men in the middle case(
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

In s%m1 mana!ement de"elopment aims at sec%rin! mana!ement impro"ed in the short r%n( he department of Ind%stry Administration ; A%siness mana!ement1 Delhi /ni"ersity( Delhi is of the "ie$ that mana!ement objecti"es sho%ld beE 9( o create an %nderstandin! of the methods ; problems of mana!ement( >( o enable candidates to %nderstand the problem of b%siness( .r!ani2ation is so far as they arise o%t of this policies and system of control( @( o indicate ho$ to apply to practical problems the 'no$led!e of the physical and social aspects of b%siness problems and mana!ement( .n the another basis the objecti"es of mana!ement de"elopment areE 9( o de"elop mana!ers to perform better on their present assi!n8 mentsN to prepare them for hi!her assi!nmentN to prepare them for hi!her assi!nment( >( o pro"ide a steady so%rce of competent persons at all le"el to meet f%t%re or!ani2ational needs( @( o help them !ro$ fast( H( o pre"ent obsolescence of mana!ers( =( o replace elderly e6ec%ti"es1 $ho ha"e risen from the ran's1 by hi!hly competent ; academically 3%alified processionals ; to create conditions1 $hich contrib%te to the !ro$th process( Nothin!1 the practices in the /(S(A( Prof( A(Das G%pta has !i"en the le"el $ise objecti"es of the mana!ement de"elopment this( !A7 TO9 MANAGEMENT. 1. o impro"e tho%!ht processes and of analytical ability in order to %nco"er and e6amine problems and ta'e decisions in the best interests of the co%ntry( 2. o border the o%tloo' of the e6ec%ti"e in re!ard to his position and responsibilities in the or!ani2ation and o%tside( 3. o thin' thro%!h problems $hich may come front the or!ani2ation no$ or in the f%t%re( !B7 MIDDLE LE1EL MANAGEMENT.
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

2. o establish a clear pict%re of e6ec%ti"e f%nction and responsibilities( 3. o brin! o%t an a$areness of the broad aspect of mana!ement problem and an ac3%aintance of inter8departmental relations( 4. o de"elop the ability to analy2e problems and to ta'e appropriate action( 5. o de"elop familiarity $ith the mana!erial %ses of financial acco%ntin! psycholo!y1 b%siness la$ and b%siness statistics( 6. o inc%lcate 'no$led!e of h%man moti"ation and h%man relationship( 7. o de"elop responsible leadership( !C7 MIDDLE FUNCTIONAL @ S9ECIALISTIC. 3. o increase 'no$led!e of b%siness f%nctions ; operations in specified fields in mar'etin!1 prod%ction1 finance1 personnel( 4. o brin! abo%t an a$areness of the broad aspects of mana!ement problems and an ac3%aintance $ith and appreciation of inter8 departmental relations( 5. o de"elop familiarity $ith the mana!erial %ses of financial acco%ntin!1 psycholo!y1 b%siness la$ and b%siness statistics( 6. o inc%lcate 'no$led!e of h%man moti"ation and h%man relationships( 7. o de"elop responsible leadership(

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

COM9ANY 9ROFILE

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

FACILITY 9RO1IDED BY THE COM9ANY

9ROMOTIONS. If an employee has sho$n the abilities1 he may be considered for promotion1 pro"idedN

His c%rrent job content has increased( His performance is !ood or better and he meets the Re3%irements of hi!her position( He is doin! job of a hi!her le"el( here are "acant positions in the or!ani2ations(

INCREMENT. Normal increment date is 9st D%ly ne$ employees joinin! bet$een 9st D%ly to @9st +arch are !i"en their first increment on completion of one year and ne6t increment is !i"en from D%ly on prorate basis( he employees joinin! bet$een 9st D%ly to @<th j%ne are !i"en their first increment from ne6t
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

9st D%ly( he amo%nt of increment depends on the performance of indi"id%al in his !radeLcate!ory and department( TRANS9ORT FACILITY. he company employees are stayin! in the city $hich is abo%t 9> 'm( from the company( Altho%!h it is e6pected that the employees report for d%ty in time on their o$n $elfare meas%res the company has made arran!ement of b%ses from Gaship%r and "ice8"ersa in PGM shift and other shifts at the nominal chan!es $hich are Rs( @<L8 per month( UNIFORM. he employee %p to 0e"el8=*)or'ers, are bein! pro"ided %niforms i(e( > shifts and one pair of safety shoes oneMs in a year on 9st Dan%ary and they are s%pposed to come in %niform( he employees $ho are doin! field job are also pro"ided rain coats and !%m boots once in fi"e year( CANTEEN. he company has made a pro"ision of canteen for pro"idin! tea1 snac's1 meal etc( to the employees at s%bsidi2ed rates( 0%nch and Dinner is ser"ed at $or' place to shift employees( Aoo'in! of l%nch ; Dinner is re3%ired to be done by 9<E@< am and IE<< pm respecti"ely in General shift1 employees are ser"ed l%nch in canteen d%rin! <9E<< to 9<E<< pm( ea and Snac's are sold at specified time and points in plant thro%!h the persons( Employee is re3%ired to b%y co%pon in ad"ance from canteen to a"oid of chan!e at distrib%tion points( HEALTH. Health is "ery important not only for employee b%t for company as $ell( E"en appointment of employee is s%bject to his bein! fo%nd and remainin! medically fit( +edical chec' %p is bein! carried o%t by companyMs doctor( Employees are e6pected to ta'e all pre"enti"e steps to maintain a !ood health(
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

R$(rui#'$"# R$(rui#'$"# r$%$rs #o #h$ pro($ss o% s(r$$"i"&, a"d s$)$(#i"& Hua)i%i$d p$op)$ %or a Ko/ a# a" or&a"iza#io" or %ir', or %or a -a(a"(* i" a -o)u"#$$r+/as$d or&a"iza#io" or (o''u"i#* &roup 8hi)$ &$"$ra)is# 'a"a&$rs or ad'i"is#ra#ors (a" u"d$r#a2$ so'$ (o'po"$"#s o% #h$ r$(rui#'$"# pro($ss, 'id+ a"d )ar&$+siz$ or&a"iza#io"s a"d (o'pa"i$s o%#$" r$#ai" pro%$ssio"a) r$(rui#$rs or ou#sour($ so'$ o% #h$ pro($ss #o r$(rui#'$"# a&$"(i$s E,#$r"a) r$(rui#'$"# is #h$ pro($ss o% a##ra(#i"& a"d s$)$(#i"& $'p)o*$$s %ro' ou#sid$ #h$ or&a"iza#io"

Th$ ai's o% r$(rui#'$"# Th$ o-$ra)) ai' is E#o o/#ai" a# 'i"i'u' (os# #h$ "u'/$r a"d Hua)i#* o% $'p)o*$$s r$Huir$d #o sa#is%* #h$ hu'a" r$sour($ "$$ds o% #h$ (o'pa"*G
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

Th$ ai's o% r$(rui#'$"# ar$. To o/#ai" a poo) o% sui#a/)$ (a"dida#$s %or -a(a"# pos#s To us$ a"d /$ s$$" #o us$ a %air pro($ss

To $"sur$ #ha# a)) r$(rui#'$"# a(#i-i#i$s (o"#ri/u#$ #o (o'pa"* &oa)s a"d a d$sira/)$ (o'pa"* i'a&$ To (o"du(# r$(rui#'$"# a(#i-i#i$s i" a" $%%i(i$"# a"d (os#+$%%$(#i-$ 'a""$r

U"d$sira/)$ (o"s$Hu$"($s o% poor r$(rui#'$"# 9oor r$(rui#'$"# (hoi($s !i $ , poor p$rso"+Ko/ %i #7 (a" ha-$ a ra"&$ o% u"d$sira/)$ (o"s$Hu$"($s %or #h$ or&a"isa#io" a"d #h$ For2$r i"()udi"&. Hi&h$r ra#$s o% #ur"o-$r
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

 R$du($d p$r%or'a"($ $%%$(#i-$"$ss LoF$r$d Ko/ sa#is%a(#io" R$du($d For2 'o#i-a#io"

RETIREMENT. Retirement a!e of an employee is =? years( BONUS he employee incl%din! trainees $hose salary *Aasic and DA , is Rs( @=<<L8 or eli!ible payment of bon%s Q ><C %nder payments of bon%s act the ma6im%m amo%nt is calc%lated at Rs( >=<<L8 the employee $ho dra$in! abo"e Rs( >=<<L8 shall be paid bon%s at Rs( >=<<L8 the employee of le"el I and belo$ $hose salary is abo"e @=<<L8 pm and are co"ered %nder s%perann%ation scheme are also paid e6creta s%bject to ma6im%m amo%nt bein! paidLpayable %nder bon%s act to the eli!ible employees (

SU9ERNNUATION he employees of le"el ? and abo"e $hose salary is abo"e Rs( @=<<L8 pm and co"ered %nder the payment of Aon%s Act are co"ered %nder the s%perann%ation scheme( /nder the scheme the company contrib%tes Q9<C of basic salary for the employees in le"el ?89< and Q9= C for the employees in 0e"el 9989H( he acco%nt is bein! deposited $ith S%rya S%perann%ation f%nd t%rn has ta'en from 0I-( /nder the scheme the employees is eli!ible for the monthly pension after employee death for %nsa"ed period *date of death of retirement, s%bject to minim%m of Rs( @(<<< 0acs(

SALARY DISBURCEMENT
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

he salary of employee is bein! deposited in the ban' acco%nt of the employees i(e( state ban' of India1 Gaship%r and ban' of Aaroda by Ith in the month accordin!ly the employee is ad"ised to open the ban' acco%nt in any of these Aan's the employers $ho are not able to open acco%nt d%e to some circ%mstances are bein! paid their salary in cash by acco%nts department on the Ith month or earlier day if the Ith holiday( erm of employment specially a!reed in case of an indi"id%al before or after joinin! shall s%persede the abo"e terms of employment( .n joinin! trainees and apprentices are !i"en their syllab%s and trainin! sched%le( E"ery apprentice or trainee is attached to one !%ideLt%tor( rainee and apprentices are re3%ired to maintain a dairy( Performance and pro!ress of trainees and apprentice is re"ie$ed 3%arterly by their immediate s%per"isorL!%ide and deptt( L section head by $ay of personal inter"ie$( D%rin! the inter"ie$1 trainees and apprentices are bein! appraised abo%t their performance( .n s%ccessf%l completion of trainin! and s%bject to a"ailability of "acancy the traineesL apprentices may be offered re!%lar employment(

CONFIDENTIALITY Aesides the employees1 S/RFA R.SHNI 0 D(other assets are 'no$n ho$ L processL technolo!ies bein! hired on indi!eno%sly de"eloped confidential b%siness data and the physical assets therefore 1 it is not e6pected from the employee to disclose any information in any a%thori2ed person( 8HOLE TIME EM9LOYMENT Aein! a f%ll time employee of the company 1 employee is not permitted to ta'e either part time or f%ll time employment or en!a!e in any other tradeL b%sinessLprofession d%rin! the employment incl%din! the period of lea"e(

ASE OF HOS9ITALISATION EB9ENSES.

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

Employee immediately on hospitali2ation $ith the follo$in! information E Name of employee Employee code name Name of the patient Partnership $ith the employee Name ; address of the hospital Name of doctor Date of admission E6pected date of dischar!e Appro6imate e6penses

Photocopy of all the doc%ments before sendin! the same for processin!( Send all the doc%ments $ith in @< days of dischar!e from the hospital *Delay if any sho%ld be informed $ith in @< days to !et prior section from the ins%rance company,( Doc%ments sho%ld be properly n%mbered ta!!ed or staple( All doc%ments alon! $ith the > completed forms( All the data is to be filled %p clearly in capital letters( IDENTITY CARD. Identity card shall be pro"ided to e"ery beneficiary $hich $ill !i"e access to the hospitals of Royal S%ndram Alliance Ins%rance co( 0td(

HEALTH SER1ICE AND NET8ORK SER1ICE. It is created access to a net$or' of pro"ides consistin! of rep%ted Hospital d%rin! homes etc( net$or' hospital n%rsin! home etc( the ad"anta!e of cashless ser"ice has been processed( FAMILY DETAILS Information of any chan!e in partic%lar of family members m%st be informed immediately by employee to personal department so as to %pdate the employee family %nder the policy pension and death ins%rance respecti"ely %nder the scheme(
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

FINDINGS
FINDINGS rainin! plays a "ery important role in the or!ani2ation( It res%lts in the better prod%ction $hich really helpf%l in pro"idin! a !ood o%tp%t to the c%stomer( S%rya Roshni 0td( is prod%cin! li!htin!1 $hich is %sed "ario%s material tan!aste flament1niohen etc( hey are pro"idin! trainin! to their employee ho$ handle a c%stomer it is "ery important to satisfied to the c%stomer beca%se c%stomer is the bac'bone of the or!ani2ation( So $e can say trainin! is "ery important for the de"elopment of the or!ani2ation(

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

4or the de"elopment of the or!ani2ation each ; e"ery department plays a "ery important role( Different department in the S%rya Roshni ltd( li'e h%man reso%rce1 fiancR1 mar'etin! these all department plays a "ital role in or!ani2ation( h%s role of trainin! ; de"elopment is a "ery important part for the de"elopment of the S%rya Roshni 0td((( )ritten test of trainin! pro!ramme is 'ey factor b%t before trainin! pro!ramme these are some $hich a discipline $or' is selected(

rainin! sho%ld be at least 9? ; minim%m a!e >K( Ed%cation sho%ld be at least ?th pass then heSshe can %nderstand all in8 formation can also(

All information abo%t family sho%ld be ta'en( No problem sho%ld be come in f%t%re( .nly %nemployed person sho%ld be selected( .ther mill can has to face a bi! loss( Information abo%t so%rce of $or'er ; chec'in! is necessary( )or'ers of some family sho%ld not be selected other$ise chances of li"e can ta'e place( B%estion abo%t his family can be as'ed ; 3%estion his school day can be as'ed( )or'ers sho%ld be physically chec'ed( )ea' body are not s%itable hard $or'in!( D%rin! selection his fi!%re1 hand sho%ld be chec'ed( He sho%ld be fit for the $or' physically( B%estion abo%t different colo%r sho%ld be as'ed( -olo%r blindness sho%ld be chec'ed other $ise he can mi6 different material in department( DURING TRAININGE8
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

9, ime of comin! is before @< min%tes of shift by $hich chances of loss can decreased( >, 4%ll information abo%t department sho%ld be pro"ided beha"io%r $ith top le"el members this information is also !i"en @, Permission for toilet 1 $ater ; as on sho%ld be ta'en from seniors H, Information abo%t all member sho%ld !i"en ; their name ; de8 partment etc( sho%ld also be pro"ided =, 4or $hich department 1 $or'er is selected 1 name of that depart8 ment its machine 1 part ; its $or'; other information sho%ld be pro"ided After hisSher information of trainin! room sho%ld be !i"en practically K, Information abo%t !ood 3%ality of telephone ser"ice I, )hat are the ad"anta!e of !ood 3%ality ?, A!e of machinery can be increased by cleanin! :, +achine of materiel 9<,Detail abo%t machine1 99,Permission before trainin! li"e

DE1ELO9MENT OF COM9ANY 4or the de"elopment of a company( Each ; e"ery department is responsible( All departments play a 'ey role in the de"elopment of a or!ani2ation FPE DEPAR +EN .4 DI44REN DEVE0.P+EN .4 A -.+PANF 9( ADMINISTRION Administration department comes %nder t$o le"els( In this department all Directors and all chairman comes All important decision is ta'en in the company n this department( o b%rden the o%tloo' of the e6ec%ti"e( o thin' thro%!h problems $hich may come front the or!ani2ation no$ or in the f%t%re(
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

>( FINANCE DE9ARTMENTE In the finance department finance man!er plays a "ery 'ey role He mana!e all the financin! acti"ates of the company

@E SALES MARKETING DE9ARTMENT. Sales and mar'etin! department $ith the sales and mar'etin! of prod%ction( -hec'in! of ra$ materiel ; $hich o%tp%t is done %nder this department( Sales mana!er ; mar'etin! mana!er plays a "ery important role

4.STORE!GENERAL7 Store related $ith 3%antity of ra$ materiel stored ; accordin! to $hich ho$ m%ch prod%ct sho%ld be done >.9ERSONALOTIME OFFICE Personal mana!ement related $ithE +ana!ement principle .r!ani2ational beha"io%r 0abo%er $elfare Ind%strial relation ; le!islation( 0abo%r le!islation( ?.8ORK CULTURE. Attit%de ; beha"io%r $or'in! style of employee depend on $or'in! and thin'in! raditions 4amily bac'!ro%nd
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

Edu(a#io" i'pa(# o% so(i$#*, Trai"i"& @ D$-$)op'$"#

DE1ELO9MENT

Physical

+ental Decline the attit%de Decline in "al%e of life Decline in %nion leadership

Spirit%al

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

ANAYSIS @ INTER9RETATION
ANAYSIS @ INTER9RETATION Pu$s#io" : + 9$r%or'a"($ Appraisa) is a" i'por#a"# #oo)s %or 9ro'o#io" a"d d$-$)op'$"# o% $'p)o*$$s i" CORONA 9HARMACEUTICALS 91T LTD
R$spo"s$ A&r$$ A&r$$ #o So'$ E,#$"# Disa&r$$ No o% R$spo"s$ 44 :3 Q o% R$spo"s$ ?5 ?3 <3 <=

<

= A5

80 70 60 50 40 30 20 10 0 Agree Agree to Disagree Some Extent

Series1 Series2

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

I"#$rpr$#a#io" R
4rom the !raph1 it is clear that Performance Appraisal meets its .bjecti"e of assessment for job promotion and de"elopment of employees(

Pu$s#io" < + 9$r%or'a"($ Appraisa) s#r$"&#h$" #h$ r$)a#io"ship /$#F$$" sup$r-isor a"d su/+ordi"a#$s

R$spo"s$ A&r$$ A&r$$ #o So'$ E,#$"# Disa&r$$

50 40 30 20 10 0

No o% R$spo"s$ <3 <5

Q o% R$spo"s$ 44 ?: 4: >=

3
44.61 29

:= 64

41.53 27 9 13.84 Series1 Series2

Agree

Agree to Some Extent

Disagree

I"#$rpr$#a#io" I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

It $as f%nd o%t that employeeMs feel that Performance Appraisal system helps in impro"in! the relation bet$een s%per"isors ; s%bordinates(

Pu$s#io" = + 9$r%or'a"($ Appraisa) s*s#$' i" CORONA 9HARMACEUTICALS 91T LTD is #ra"spar$"#, %air a"d F$)) (o''u"i(a#$d

R$spo"s$ A&r$$ A&r$$ #o So'$ E,#$"# Disa&r$$

No o% R$spo"s$ <: =A

Q o% R$spo"s$ =< =A 4? :>

:4

<: >=

50 40 30 20 10 0 Agree 32.3 21

46.15 30 21.53 14
Series1 Series2

Agree to Some Extent

Disagree

I"#$rpr$#a#io" +
Ay transparent1 fair ; $ell comm%nicated it means that the Performance Appraisal System is thro%!h $ith the
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

employees ; they !et to 'no$ the feedbac' from time to time in a fair ; $ell transparent manner( he responses sho$ that employees are a!ree to e6tent(

Pu$s#io" 4 + 9$r%or'a"($ Appraisa) S*s#$' For2 pro($ss Hua"#i#a#i-$)* a"d Hua)i#a#i-$)*

R$spo"s$ A&r$$ A&r$$ #o So'$ E,#$"# Disa&r$$ No o% R$spo"s$ <3 <4 :< Q o% R$spo"s$ 44 ?: =? ?: :6 4?

50 40 30 20 10 0

44.61 36.61 29 24 18.46 12 Series1 Series2

Agree

Agree to Some Extent

Disagree

I"#$rpr$#a#io" R
Accordin! to this it s%!!ests that the s%bjecti"e as $ell as the objecti"e both the factors are ta'en into consideration( he performance of any employee cannot be meas%red merely in terms of n%mber as a 3%alitati"e j%d!ments is
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

also re3%ired fro this( Here almost all the employees are a!ree that performance monitors most 3%antitati"ely ; 3%alitati"ely(

Pu$s#io" > R 8a&$ r$'u"$ra#io" shou)d 'ad$ o" /asis o% 9$r%or'a"($ Appraisa)

R$spo"s$ A&r$$ A&r$$ #o So'$ E,#$"# Disa&r$$

No o% R$spo"s$ :A :6

Q o% R$spo"s$ :> =6 <5 ?3

=5
56.92 37 15.38 10 27.69 18 Series1 Series2

>? 3<

60 50 40 30 20 10 0

Agree

Agree to Some Extent

Disagree

I"#$rpr$#a#io" R
Great "ariation has seen in this part( 9=(@? C employees a!reed %pon this $hile =K(:> C employees disa!reed %pon that $a!e decision sho%ld be made on basis of Performance Appraisal(
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

Pu$s#io" ? + Ra#h$r #ha" $-a)ua#io" /* (o"#ro))i"& o%%i($r, i# shou)d /$ =?A D$&r$$ Appraisa) S*s#$'

R$spo"s$ A&r$$ A&r$$ #o So'$ E,#$"# Disa&r$$

No o% R$spo"s$ =4 :?

Q o% R$spo"s$ >< =A <4 ?:

:>

<= A5

60 50 40 30 20 10 0

52.3 34 24.61 16 23.07 15 Series1 Series2

Agree

Agree to Some Extent

Disagree

I"#$rpr$#a#io" R
here is "ery stron! demand to$ards the need for an appraisal system that %ses @K< de!ree approach( +ore then =>C people feel that @K< de!ree sho%ld be present there to j%d!e the performance(

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

Pu$s#io" 5 + Th$ pr$s$"# 9$r%or'a"($ Appraisa) S*s#$' (r$a#$s 'o#i-a#io" #o i'pro-$ p$r%or'a"($
R$spo"s$ A&r$$ A&r$$ #o So'$ E,#$"# Disa&r$$ No o% R$spo"s$ =4 :6 Q o% R$spo"s$ >< =A <5 ?3

:=

<A

60 50 40 30 20 10 0 34

52.3

27.69 18 20 13

Series1 Series2

Agree

Agree to Some Extent

Disagree

I"#$rpr$#a#io" R
+ost of the respondents to the fact that PAS creates moti"ation to impro"e performance(

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

B%estion ? 8

Is there any necessary of Performance Appraisal system in -.R.NA PHAR+A-E/ I-A0S PV 0 D(T

R$spo"s$ Y$s No

No o% R$spo"s$ >3 ?

Q o% R$spo"s$ 3A 5? 3 <=

10 8 6 4 2 0 1 2 6 Yes

9.23 No

I"#$rpr$#a#io" R
A lar!e no( of respondents feels that PAS sho%ld be there in S/RFA R.SHNI 0 D(

CONCLUSION @ RECOMMENDATION
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

CONCLUSIONS In concl%sion1 it may be said that trainin! ; de"elopment of or!ani2ation plays a "ital role in the or!ani2ation( )itho%t trained staff ; trainin! employees de"elopment of S/RFA R.SHNI 0 D( may not be happen( A systematic trainin! pro!ramme is pro"ided to employees ; e"ery department is doin! hard $or' for the de"elopment of S/RFFA R.SHNI 0 D(hard $or'in! employees are a"ailable in S/RFA R.SHNI 0 D( his is another ca%se of de"elopment of S/RFA R.SHNI 0 D( Trai"i"& is #h$ r$spo"si/i)i#* o% 'ai" &roups.+ he top mana!ement frames the trainin! !ro%ps( he personnel department1 $hich plans1 establishes ; e"al%ates in instr%ctional pro!rammes( S%per"isors1 $ho implement ; apply de"elopment proced%re Employee1 $ho pro"ide feedbac'1 re"ision ; s%!!estion for corporate ed%cational endea"o%rs( he trainin! department ass%mes the primary responsibility for the instr%ction of trainers in the method of teachin!N for normal orientation1 for the trainin! of s%per"isors in h%man relationN for the de"elopment of e6ec%ti"es1 for co8operati"e ed%cation ; for the !eneral ed%cation of employees( .n the job instr%ction of employees1 instr%ction in the technical ; professional aspects of b%sinessN daily de"elopment of s%per"isors ; e6ec%ti"es thro%!h co%nselin!N departmental comm%nication ; staff meetin! as part an o"erall trainin! pro!ram( op line e6ec%ti"e has the responsibility forE8 9(A%thori2ed basic trainin! policies( >(Re"ie$in! ; appro"in! the broad o%tline Pro!rams( @(Appro"in! trainin! b%d!ets( Trai"i"& pro&ra' shou)d /$ r$)a#$d Fi#h.+ Disco"ery or identifyin! the trainin! needs( Gettin! ready for the job(
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

Preparation of learner( Presentation of operation ; pro!ramme( Performance tries o%t( 4ollo$8%p ; e"al%ation of pro!ramme(

Re8trainin! pro!ram is !enerally arran!ed for employees $ho ha"e lon! been in the ser"ice of an or!ani2ation( .nce the pro!ram of or!ani2ational de"elopment has be!%n1 or!ani2ational members become hi!hly acti"e in in"estin! their o$n attit%des ; habits of others( Armed $ith 'no$led!e of ho$ people learn the stren!th ; $ea'ness of the different mana!ement de"elopment pro!rammes ; the latest concepts a"ailable1 trainin! ; s%per"isors can de"ise pro!rammes that can effecti"ely res%lt in interpersonal beha"io%r modification( concentraion on s%pport pro!rammes in"ol"in! records1 feedbac' ; the re8shapin! of or!ani2ational climate $ill f%rther enhance the probabilities of s%ccess of trainin! ; de"elopment pro!rammes impro"ement in inter8personal relations(

RECOMMENDATION S/RFAMs need to ha"e more s'illed $or'ers instead of semi8 s'illed or %ns'illed $or'ers( Ed%cation pro!ramme sho%ld be pro"idin! to %ns'illed $or'ers( )hile S%rya# has a "ery fe$ n%mber of %ns'illed $or'ers1 b%t ed%cation pro!ramme sho%ld be pro"ided to them( he !oal of or!ani2ational de"elopment sho%ld be related to mo"e to$ards hi!h collaboration ; lo$ competition bet$een inter8 dependents %nits( S%rya sho%ld assist mana!ers in settin! challen!in! b%t realistic !oal for themsel"es( o ma'e people a$are abo%t the prod%ct of company sho%ld !i"e V( Ad"ertisement ; ad"ertisement on ne$spapers( Personal approach sho%ld be made(

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

 No one ha"e time to read hoardin!s ; banners1 therefore more money sho%ld not be $asted on it1 instead of this company can ta'e a bi! $elcome !ate on the startin! of each city in India(

LIMITATIONS
here are some limitations in the on job trainin! $hich are asE he principal disad"anta!es of on8the8job trainin! are that instr%ction is often hi!hly disor!ani2ed and hapha2ard and not properly s%per"ised( his is d%e to s%ch reason as the inability of the e6perienced employee to impart s'ills to the trainee1 the brea'do$n of the job for the p%rpose of instr%ctions1 and the lac' of moti"ation on the part of the trainee to recei"e trainin!( +oreo"er1 learners are often s%bjected to distractions of a noisy shop or office( 4%rther1 the other dra$bac' is the lo$ prod%cti"ity1 especially $hen the employee is %nable to f%lly de"elop his s'ills( Ho$e"er1 this trainin! is !enerally !i"en in a lar!e n%mber of or!ani2ations1 and is sit%ation for all le"els of operati"es1 s%perlati"es and e6ec%ti"es1 for it needs no schools1 and the employeeMs contrib%tion adds to the total o%tp%t of the enterprise( here are some limitations in the off the job trainin! $hich are asE he impersonality of instr%ctional settin!( An ad"anced st%dy is not possible %ntil preliminary information has been ac3%ired( .nly fact%al s%bject matters can be pro!rammed( Philosophical and attit%dinal concepts and motor s'ills cannot be ta%!ht by this method( he cost of creatin! any s%ch pro!ram is "ery hi!h(

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

Li'i#a#io"s o% #rai"i"& ar$ as.+ he benefits of trainin! are not clear to the top mana!ement he top mana!ement hardly re$ards s%per"isors for carryin! o%t effecti"e trainin!( he top mana!ement rarely plans and b%d!ets systematically for trainin!( he middle mana!ement1 $itho%t proper incenti"es from top mana!ement1 does not acco%nt for trainin! in prod%ction sched%lin!( )itho%t proper sched%lin! from abo"e1 first line s%per"isors ha"e diffic%lt in prod%ction norms if employees are attendin! trainin! pro!rams( Aeha"ioral objecti"es are often imprecise( rainin! e6ternal to the employin! %nit sometimes teaches techni3%es on methods contrary to practices of the participant or!ani2ation( imely information abo%t e6ternal pro!rams may be diffic%lt to obtain( rainers pro"ide limited co%nselin! and cons%ltin! ser"ices to the rest of the or!ani2ation(

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

BIBLIOGRAPHY
BIBLIOGRAPHY
C.R.Kothari, Research Methodology, 2005. New Age International Publishers, New elhi. a!id A. ecen"o # $te%hen P.Robbin& Personnel 'u(an Resource Manage(ent, 2005. Prentice) 'all o* India, New elhi. PRA$A +.M. '.R.M.,'u(an Resource Manage(ent

-:Websites Used

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

ANNEBURE PUESTIONNAIRS
9ERFORMANCE A99RIASAL NAME. ++++++++++ AGE. ++++++++++++ GENDER. ++++++++ DESIGNATION. +++++++++ DE9ARTMENT. +++++++

Pu$s#io" : + 9$r%or'a"($ Appraisa) is a" i'por#a"# #oo)s %or 9ro'o#io" a"d d$-$)op'$"# o% $'p)o*$$s i" CORONA 9HARMACEUTICALS 91T LTD

: A&r$$! 7 < A&r$$ #o So'$ E,#$"# ! = Disa&r$$ ! 7

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

Pu$s#io" < + 9$r%or'a"($ Appraisa) s#r$"&#h$" #h$ r$)a#io"ship /$#F$$" sup$r-isor a"d su/+ordi"a#$s

: A&r$$! 7 < A&r$$ #o So'$ E,#$"# ! = Disa&r$$ ! 7

Pu$s#io" = + 9$r%or'a"($ Appraisa) s*s#$' i" CORONA 9HARMACEUTICALS 91T LTD is #ra"spar$"#, %air a"d F$)) (o''u"i(a#$d

: A&r$$! 7 < A&r$$ #o So'$ E,#$"# !

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

= Disa&r$$ ! 7
Pu$s#io" 4 + 9$r%or'a"($ Appraisa) S*s#$' For2 pro($ss Hua"#i#a#i-$)* a"d Hua)i#a#i-$)*

: A&r$$! 7 < A&r$$ #o So'$ E,#$"# ! = Disa&r$$ ! 7

Pu$s#io" > R 8a&$ r$'u"$ra#io" shou)d 'ad$ o" /asis o% 9$r%or'a"($ Appraisa)

: A&r$$! 7 < A&r$$ #o So'$ E,#$"# ! = Disa&r$$ ! 7

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

Pu$s#io" ? + Ra#h$r #ha" $-a)ua#io" /* (o"#ro))i"& o%%i($r, i# shou)d /$ =?A D$&r$$ Appraisa) S*s#$'

: A&r$$! 7 < A&r$$ #o So'$ E,#$"# ! = Disa&r$$ ! 7

Pu$s#io" 5 + Th$ pr$s$"# 9$r%or'a"($ Appraisa) S*s#$' (r$a#$s 'o#i-a#io" #o i'pro-$ p$r%or'a"($

: A&r$$! 7 < A&r$$ #o So'$ E,#$"# ! = Disa&r$$ ! 7

Pu$s#io" 6 + Is #h$r$ a"* "$($ssar* o% 9$r%or'a"($ Appraisa) s*s#$' i" CORONA 9HARMACEUTICALS 91T LTD J

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

9( Fes *

>( No *

RESEARCH METHODOLOGY

NEED FOR THE STUDY.

H%man Reso%rce research is the tas' of searchin! for and analy2in! facts to find o%t certain !%idelines to sol"e the h%man reso%rce problems( his research is mainly concerned $ith the st%dy of h%man beha"ior ;prepares !%idelines for their f%t%re !%idance( Personnel or HR research is the in"esti!ation and analysis of personnel and h%man beha"ior $ith the "ie$ to set the !%idelines for the f%t%re( Personnel research is the tas' of searchin! for and analy2in! facts relatin! to the end that personnel problems may be sol"ed or !%idelines !o"ernin! to their sol%tion deri"ed(

O/K$(#i-$ o% #h$ R$s$ar(h.

o brin! abo%t the small and tri"ial problems of the employees in the limeli!ht of the mana!ement(

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

o help the mana!ement of the company to 'no$ abo%t the actions to be ta'en to in8 crease the le"el of satisfaction of the employees(

o help the mana!ement to ratify the present philosophy and principles of the personnel mana!ement(

o disco"er the $ays to maintain abilities and attit%des of personnel at !ood or hi!h le"8 els or on contin%in! basis(

RESEARCH 9ROCESS
Different steps are to be follo$ed in the research process and they are e6plained as belo$E

9ROBLEM SOL1ING.
his is the basic step in the research process( It is $ell said that a problem $ell defined is half sol"ed#( Here the problem is to analy2e the attit%des of the employees re!ardin! the "ario%s benefits pro"ided to them by AHE0#(

RESEARCH DESIGN.
.nce the problem is defined the ne6t step is the research desi!n( Research desi!n is the basic frame $or' $hich pro"ides !%idelines for the rest of the research process( he research desi!n for this project is descripti"e research desi!n as descripti"e st%dies attempt to obtain a complete and acc%rate description of this sit%ation( So in this st%dy f%ll description of the attit%des of the employees re!ardin! the benefits pro"ided to them $ill be 'no$n so it is a descripti"e st%dy(

SAM9LING DESIGN.
I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

he samplin! desi!n %sed in this project is B/. A1 SA+P0ING1 as the sample of employees for the s%r"ey $ere selected from the or!ani2ation from different 3%otas as some mana!ers $ere inter"ened1 some e6ec%ti"es and fe$ operators(

9O9ULATION.
he total elements of the %ni"erse from $hich the sample is to be selected to be st%died is 'no$n as pop%lation( he pop%lation of my research is the employees of AHE0(

SAM9LE SIIE.
he sample si2es for my project are 9<< employees $or'in! in the or!ani2ation(

DATA COLLECTION.
4ollo$in! are the so%rces of the collection of data( Primary so%rces Secondary so%rces

DATA COLLECTION METHODS.

here are three main methods of data collection( .bser"ation E6perimentation S%r"ey Direct inter"ie$ method I ha"e selected s%r"ey method of data collection( his is one of the common and $idely %sed methods for primary data collection( )e can !ather $ide ran!e of

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

"al%able information abo%t the beha"ior of the employeeMs "i2( attit%de1 moti"e and options etc( In s%r"ey method most commonly %sed is the 3%estionnaire1 another one is inter8 "ie$( B%estionnaire yields the most satisfactory res%lts( I ha"e also %sed 3%es8 tionnaire to find o%t the employees attit%de $ith respect to the "ario%s benefits pro"ided to them( A%t the 3%estionnaire $as not sho$n directly to the employees b%t direct inter"ie$s $ere carried o%t to j%d!e their "ie$ point( Ho$e"er since research process in"ol"es the collection of data and facts b%ildin! %p and analysis of data then chec'in! the data and data remar's it is ob"io%s that a st%dy ta'es a considerable time for completion(HR research st%dies the em8 ployeeMs attit%des and beha"ior so there is no !%arantee that these $ill not chan!e in time(

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur

I"s#i#u#$ o% Ma"a&$'$"# a"d T$(h"o)o&*+Kashipur