MBA BATCH

(2007-2009)

Summer Internship Program July-August 2008

PROJECT REPORT

ON

THE STUDY OF PERFORMANCE APPRAISAL SYSTEM

OF

THE PRINTERS (MYSORE) PRIVATE LIMITED

( KUMBALGODU BRANCH)

Submitted By:
Internal Guide:

DIVYA.A.THOMAS
RAJSHEKHAR.B.

PR NO: 6020110701064

BANGALORE

Affiliated to ICFAI University

DEHRADUN

STUDY

OF

1
 THE PERFORMANCE APPRAISAL SYSTEM

OF

THE PRINTERS (MYSORE) PRIVATE LIMITED

(KUMBALGODU BRANCH)

SUBMITTED BY:

DIVYA.A.THOMAS

BANGALORE

Affiliated to ICFAI University

DEHRADUN

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 ACKNOWLEDGEMENT

I take this opportunity to express my heartfelt gratitude to all those people to whom
this project owes success.

I express deep gratitude to Mr Chendamarkshan (DGM-HR) who gave me the

opportunity to do this project..

At the very outset i would like to express my whole hearted and heartfelt appreciation
to Mrs Kavitha(Asst-HR) ,who has taken the utmost interest in guiding me from the
very beginning.

I wish to extend my thanks to Prof Rajshekhar.B who has been a motivating spirit
behind all my trials.

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 CERTIFICATE OF MERIT

This is to certify that Ms Divya.A.Thomas, student of Icfai University, has completed

her project at The Printers (Mysore) Private

Limited.

This is for the partial fulfilment of MBA programme 2007-2009.

For Icfai University

Prof Rajshekhar.B Prof. Meenakshi Gupta

Faculty Guide Academic Head

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 ABSTRACT

The project is the study of the performance appraisal system of The Printers
(Mysore) Private Limited( Kumbalgodu Branch). The project also deals with the study
of the traits on which the employees are rated. Data is collected by interacting with
the employees and by going through the performance appraisal forms. Data is then
analysed and processed to get useful information. Thus a conclusion is made about
the performance appraisal system of the employees of The Printers (Mysore) Private
Limited (Kumbalgodu Branch).

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 TABLE OF CONTENT

S.NO CONTENTS PAGE NO

1 INTRODUCTION 1

2 INDUSTRY OVERVIEW 7

3 COMPANY PROFILE 11

4 OBJECTIVE 21

5 METHODOLOGY 22

6 FINDING AND ANALYSIS 23

7 LEARNING 29

8 CONCLUSION 30

9 REFERENCES 31

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 INTRODUCTION

PERFORMANCE APPRAISAL

Performance appraisal, also known as employee appraisal, is a method by which

the job performance of an employee is evaluated (generally in terms of quality,
quantity, cost and time).

OBJECTIVE OF PERFORMANCE APPRAISAL

• Compensation decisions.
• Promotion decisions.
• Training and development.
• Feedback .
• Personal development

THE EVALUATION PROCESS

The process of evaluation begins with the establishment of “performance standards”.

At the time of designing a job and formulating a job description , performance
standards are usually developed for the position. These standards should be clear
and not vague, and objective enough to be understood and measured. This
standards should be discussed with the supervisor to find out which different factor
are to be, weights and points to be given to each factor and these then should be
indicated on the appraisal form, and later on used form, and later on used for
apprising the performance of the employees.

The next step is communicate these standards to the employees so that they can
understand what is expected from them by the company

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To make communication effective, “feed back” is necessary form the subordinate to
the manager. Satisfactory feed back ensures that the information communicated to
the manager s been received and understood in the way it was indicated.

The third step is in the measurement of performance. To determine what actual

performance is , it is necessary to acquire information about it. We should be
concerned with how we measure and what we measure. Four sources for
information are frequently used to measure actual performance: personal
observation , statistical , report , oral report and written reports.

Forth step is the comparison of actual performance with standards. The employee is
appraised and judged of his potential for growth and advancement. Attempts are
made to note deviation between standard performance and actual performance.

At the next step , the results of appraisal are discussed periodically with the
employees, were good points , weak points, and difficult are indicated and discussed
so that the performance is improved. The information that the subordinates received
about is assessment has a great impact on his self – esteem and on his subsequent
performance conveying good news is considerably less difficult for both the
managers and the subordinates then when performance has been below
expectation.

The final step is the initiation of corrective actions when necessary; immediate
corrective action can be of two types. One is immediate and deals predominantly
with symptoms. The other is basic and deals into causes. Immediate corrective
action is often described as “putting out fire” , where as basic corrective action get
the source of deviation and seeks to adjust the difference permanently. Coaching
and counselling may be done or special assignment and project may be set; a
person may be deputed for formal training courses , and decision making
responsibility and authority for salary increases or promotions , if these decision
become plausible in the light of appraisals

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APPRAISAL METHODS

Performance appraisal techniques are classified into 3 categories as shown:

INDIVIDUAL EVALUATION METHODS:

• Confidential report
• Essay evaluation
• Critical incidents
• Checklists
• Graphic rating scale
• Behaviorally anchored rating scales
• Forced choice methods
• MBO

MULTIPLE- OERSON EVALUTION METHODS

• Ranking .
• Paired comparison.
• Forced distribution.

OTHER METHODS:

• Performance test.
• Field review techniques

ERRORS IN APPRAISAL

Since human begins do Performance appraisal , it is subject to a number of errors ,

weakness and pitfalls. Some of these are:

The Halo Effect

It refers to the tendency to rate an individual consistency high or low or average on
the various traits, depending upon whether the ratter’s over – all impression of the
individual is favourable or not. This means that the halo effect allows one
characteristic , observation or occurrence , to influence the rating of all performance
factors.

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Leniency Or Strictness Tendency Or Constant Errors:

Some supervisor have a tendency to be liberal in their ratings , i.e., they consistently
assign high values to their employees , while at other times they may have a
tendency to assign consistently low rating. Both of these trends usually arise from
varying standards of performance observed by superiors and form different
interpretations of which they valuate in employee performance. Holding meetings or
training sessions for ratters’ so that they may understand what is required of them in
rating can avoid this tendency.

The Central Tendency

It is the most commonly found error. It assigns average ratings to all the
employees with a view to avoiding commitment or involvement or when the ratter
is in doubt or has inadequate information lack of knowledge about the behaviour
of the employee or when he does not have much time at his disposal.

WHY APPRAISAL TECHNIQUES PROVE FAILURE

Performance appraisal techniques have often failed to have a correct

assessment of the employee. Some of the causes of failure are discussed below:

1. The supervisor plays dual and conflicting role of both the judge and the
helper.
2. Too many objectives often cause confusion.
3. The supervisor feels that sub – ordinate appraisal is not rewarding.
4. A considerable time gap exists between two appraisal programmes.

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 5. The skills required for daily administration and employee development are in
conflict.

6. Poor communication keeps employees in the dark about what is expected of

them.
7. There is a difference of opinion between a supervisor and subordinates, in
regard to the performance.
8. Feedback on appraisal is generally unpleasant for both supervisor and
subordinate.
9. Unwillingness on the part of supervisor to tell employees plainly how to
improve their performance.

DO’S AND DONT OF PERFORMANCE APPRAISAL

In any performance appraisal , due consideration must be given to the ethics of

appraisal , failing which many organizational problems may crop up and the very
purpose of appraisal may be defected. In this connection, H.S.Kellog has suggested
the following Do’s and Don’ts.

1. Don’t appraise without knowing why the appraisal is needed.

2. Appraise on the basis of representative information.
3. Appraise on the basis of sufficient information.
4. Appraise on the basis of relevant information.
5. Be honest on your assessment of all the facts you have obtained.
6. Don’t write one thing and say another.
7. While offering an appraisal make it plains that this is only your personal
opinion of the facts as you see them.
8. Pass on appraisal information only to those who good reason to want it.

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ESSENTIAL CHARACTERSTICS OF AN EFFECTIVE APPRAISAL SYSTEM:

Reliability and validity

Job relatedness
Standardization
Practical viability
Legal sanction
Training to appraisers
Open communications
Employee access to result
Due process

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 INDUSTRY OVERVEIW

A newspaper is a regularly published print product containing information vital to the

function of the market it serves, What newspaper companies are learning is that the
value of what they produce is not the ink on paper, but the content, depth,
segmentation choices, credibility, and emotional attributes that are delivered in any
distribution channel they choose.A newspaper is a written publication containing
news, information and advertising, usually printed on low-cost paper called
newsprint. General-interest newspapers often feature articles on political events,
crime, business, art/entertainment, society and sports. Most traditional papers also
feature an editorial page containing columns which express the personal opinions of
writers. Supplementary sections may contain advertising, comics, coupons, and
other printed media. Newspapers are most often published on a daily or weekly
basis, and they usually focus on one particular geographic area where most of their
readers live.

The print media is a unique combination of product and service, product being the
paper and news its service. It is the most preferred media by both the advertisers
and customers.

The future of Newspaper

The future of newspapers is cloudly, with overall readership slowly declining in the
most developed countries due to increasing competition from television and the
Internet.

Another growth area is high quality tabloids, particularly in the UK , where several of
the major broadsheets are experimenting with the format. Smaller and easier to hold
than broadsheets, but presenting serious journalism rather than traditional tabloid
fodder, they appear to have drawn some younger readers who are otherwise
abandoning newspapers.

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Newspapers also face increased competition from Internet sites for classified ads,
especially for jobs, real estate, and cars, which have long been a key source of
revenue.

However, many believe that the Internet can itself be used to newspapers
advantage. for instance, it allows newspapers to effectively complete with broadcast
journalism in presenting breaking news online in a timelier manner than printing
allows. The credibility and strong brand recognition of well established newspapers,
and the close relationships they have with advertisers (Particularly in case of local
newspapers), are also seen by many in the newspapers industry as strengthening
their chances of survival.

Responses to this sea-change in the competitive environment have varied. Some

newspapers have attempted to integrate the internet into every aspect of their
operations. For example with reporters writing stories for both print and online, and
classified advertisements appearing in both media; others operate websites that are
more distinct from the printed newspaper. Many believe that newspapers will
increasingly leave breaking news to online and broadcast media, with print
publications focused on comment and analysis.

FEATURES A NEWSPAPER INCLUDES:

• Weather news and forecasts

• An advice column
• Critic reviews of movies, plays, restaurants, etc.
• Editorial opinions
• A gossip column
• Comic strips and other entertainment, such as crosswords, sudoku and
horoscopes
• A sports column or section
• A humor column or section
• A food column
• Classified ads are commonly seen in local or small newspapers.

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Format

Most modern newspaper are in one of three sizes

• Broadsheet: 23.5 by 15 Inches, generally associated with more intellectual

newspapers, although a trend towards ‘compact’ newspapers in changing
this.
• Tabloids: Half the size of broadsheets at 15 by 11.75 inches, often perceived
as sensationalist in contrast to broadsheet.

• Berliner or Midi: 18.5 by 12.25 inches used by European papers.

Popular English dailies in urban India in 2008 :

• The Times of India

• Hindustan Times
• The Hindu
• The Telegraph
• Deccan Chronicle
• The Assam Tribune
• The Asian Age
• The Economic Times
• The New Indian Express
• Mid-Day
• Deccan Herald
• Indian Express
• The Tribune

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AUDIT BUREAU OF CIRCULATION:

Audit Bureau of Circulations (ABC) is one of the several organisations of the

same name operating in different parts of the world.

The ABC founded in 1948 is a not for profit, voluntary organisation consisting
of Publishers, Advertisers and Advertising Agencies. It has done pioneering
work in developing audit procedures to verify the circulation data published by
those newspapers and periodicals which have earned the right to display its
emblem.

According to the 2007 survey done by ABC ,circulation in Bangalore of Times

of India was 400772 and Deccan Herald was 148417.

According to the 2007 survey done by ABC circulation in karnaTaka of Times

Of India was 475886 and of Deccan Herald was. 216482

Big strategic issue and challenges

“All of us in the industry know the big strategic issues and challenges at play in the
fast evolving digital world - and, the really successful publishers are those who
recognise and capitalise on the newspaper's relative position in the busy media
matrix. Happily, that is the majority of publishers today,

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 COMPANY PROFILE

The Printers (Mysore) Private Limited, is one of the premier printers in the country,

accredited with umpteen distinctions. It has been in existence for over 60 years and

has been able to register profits every year since inception. The Printers (Mysore)

Printer Limited, currently has 10 regional offices all over the country and head office

at Mahatma Gandhi Road Bangalore and registered office at Kumbalgod Industrial

Area, Bangalore with a total business size of Rs. 350 crore. The present stature of

the Printers (Mysore) Private Limited, is due to its strong fundamentals and quality

customer orientations.

History of the Printers (Mysore) Private Ltd.

Mr. K N Guruswamy had a dream. The year was 1948. The heady days just

after the nation’s independence. Mr. Guruswamy had dedicated his life to truth and

impartiality and he would not rest till his vision took concrete form. The result was

The Printers (Mysore) Private Limited and its publications - Deccan Herald,

Prajavani, Sudha and Mayura. An institution that has completed 60 glorious years of

chronicling the joys and sorrows of the people of Karnataka, India and the world.

Over the years, the group has not forgotten what provides value to readers.

Therefore, along with core competency, it satisfies the aesthetic needs of its readers

with innovative layout and design in all its publications. Its well-designed publications

achieve high communication impact by helping the reader cut through all the

information clutter. The Group’s strong identity is. Therefore, the starting point, and

not the residue, of any effort to win and keep readers.

While cementing its traditional strengths, the Group is also geared to face new

challenges and enhance emotional contact with its readers. As the Group believes
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that ‘change is the only constant’, it treats critical thinking as a dynamic process and

keeps pass with the rapid change in the newspaper and magazine publishing

industry.
The Printers (Mysore) Private Limited continues to give shape to the founder’s
ideals, acting as an instrument of service to the people. Here, everybody shares in
the pursuit of excellence. And today’s widening geopolitical compulsions only make
the job more challenging. A band of hardcore professionals bonded together by team
spirit, the people at The Printers (Mysore) Private Limited are passionate about
growth and compassionate about people.

Brand Identity

“Nandi”- The vehicle of Lord Shiva as per Hindu mythology forms the brand and
team of the Deccan Herald.

Milestones of The Printers (Mysore) Private Limited

• 1948- Starting with the manual composing system, the group moved to an
editorial- based photocomposing system with capacity for full pagination.
• 1964- The popular kannada weekly magazine Sudha was launched.
• 1987- The printers (mysore) private limited was the first Indian publications group
to introduce color in the main issue. Deccan Herald and Prajavani evolved to
color with color supplements.

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• 1989- The facsimile edition of Deccan Herald and Prajavani was launched.
• 1996- Deccan Herald launched its internet edition where it reached out to the
world and it’s innovative and easy to navigate website is a hit with net surfers.

Computerisation

From manual operations to computerised systems, the Group focuses on

Electronic News Transmission and processing. Hence its facility at Bangalore is

completely computerised, right from front end up to billing. It was the first Indian

publication to provide notebook computers to all its State correspondents.

Moreover, all district correspondents have desktops and modems and are

connected over! -Net Since November 1989, Hubli has been a facsimile office -the

latest in news publishing the world over.

The Printers (Mysore) Private Limited was the first Indian publication group to

introduce colour in the main issue. Deccan Herald and Prajavani evolved to colour in

1987 with colour supplements. Today both newspapers have special sections on

every single day of the week and colour on all days of the week. Both magazines

also offer high quality colour forms for both editorial as well as advertisements.

As Karnataka prepares to be the business nucleus of the 21st century, The

Printers (Mysore) Private Limited is also preparing to keep pace with a sophisticated
expansion and integration programme designed to make each of its publications
reflect the true essence of the new Karnataka. With this objective, the Group is now
focusing on making its publications superior, not just in terms of the reading material
but also in technology and quality.

Technological Superiority

When it started publication in 1948, Deccan Herald was produced on printing

equipment that was comparable to the best in this part of the country at the time.

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 From stereo rotary machines to linotype composing machines to fully
computerised editing and page production systems and web offset colour printing, it
has been striding along the steady path of modernization. The automation extends
today to counting, packaging and strapping of the printed copies rolling out of the
rotary machines. Side by side, advances in newspaper concepts, content, design
and layout have helped Deccan Herald keep pace with the rapidly expanding
interests of its readers.

The blueprint/or rapid growth is appreciation, excellent infrastructure and a

healthy and safe work environment that ensures job satisfaction. The Group cares
for its people. So it has several comprehensive programmes designed to change
attitude and behaviour and hone strategic decision-making and problem solving
skills.

Encouragement received from the Group has helped the DHPV Lalitha Kala
Sangha’s troupes to win many major awards and shields in cultural contests at the
State level. The Group’s sports squads too have fared well in sports meets and
tournaments organized for the media. A unique feature is the counseling service
offered to employees facing crises of diverse kinds.

Fifty spectacular years of growth, multi-faceted and on target. Fifty years of

active interaction with Karnataka. Its people, their aspirations, and the history they

have made. Today, the Group is poised to stand tall among the newspaper giants of

the country.

Commitment to Quality- ISO 9002

As the first step towards total quality, the Group changed its quality control

processes from ‘reactive’ to ‘proactive’. And installed a quality system ISO

9001/2000 - model for quality assurance in production, installation and servicing.

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With this, the Group has become the first publishing house in the country to receive

this prestigious certification for all its facilities. The functions covered in the quality

system include advertisement, editorial, materials, production and training.

Total Quality Management (TQM)

The Group believes in Total Quality Management (TQM), which is an effective

system of integrating quality improvement efforts so as to provide a product that

ensures customer satisfaction. Every section of the organization is therefore geared

to face challenges. A common vision, a common mission and common goals bind

people together here. Not content with streamlining its day-to-day functioning, the

Group is constantly integrating quality into its corporate strategic planning process.

Products and Services

The Printers (Mysore) Pvt. Ltd. Deals with the printing of four products, which

consists of two daily newspapers Deccan Herald and Prajavani and weekly

magazines Sudha and Mayura.

Every day Deccan Herald touches the lives of the people of Karnataka. Today

the daily shapes the opinions and directs their actions. Deccan Herald was born 54

years ago when the first edition hit the streets on June 16, 1948. The newspaper

was a reflection of the optimism, and a voice of the aspiration of a newly

independent nation.

Proud of its regional mooring and responsive to global changes, Deccan Herald

is Karnataka’s guide to the times we live in Karnataka and Bangalore hold a special

place in the newspaper’s scheme of things, but its coverage of national and world
21
happenings is equally comprehensive and analytical. Deccan Herald is also the

voice of the poor and the underprivileged. On its agenda is a relentless campaign

against corruption and advocacy of pro-environment economic development.

The vary analytical opinion/policy page represents a variety of views on

national, state and international issues. Regular columnists and experts in various

fields place the latest events in perspective. The well-written editorials are known for

their unbiased and informed commentary on events and developments. The

newspaper’s human-interest reports and profiles of interesting personalities give the

reader not only new and views, but also the emotions and the drama behind the

happenings. Special sections like Miscellany, on the Beat and Around the City

encapsulate offbeat happenings in a short and snappy manner.

Special Supplements

To each his own - that is the rationale behind Deccan Herald’s multi-faceted

special supplements. Each Sunday morning the reader finds three special colour

sections waiting on his doorstep.

SUNDAY HERALD - is a supplement with strong thought-provoking and mainstream
concerns, as well as regular features on consumer issues, green subjects, animal
welfare, gardening, bridge, crossword and offbeat travelogues. The Entertainment
section of the Sunday magazine tells the reader about all that’s hot and happening’
in showbiz.
ARTICULATIONS - is devoted to literature and art, with in-depth interviews, quality
fiction and book reviews. Articulations also include debates on education.
SPOTLIGHT - analyses the nation’s socio-political issues of the week, using a
nationwide network of correspondents and veteran journalists. It also has the
FORUM, which is a platform for the reader to speak out at length on matters ranging
from pop to politics. A section called FOREIGN PANORAMA is the reader’s window
to the world. Area watchers in West Asia, USA, Australia, Sri Lanka, London,
Pakistan, Bangladesh and Kathmandu report on happenings.
ECONOMY AND BUSINESS - is the weekly round up of the country’s industry, trade
and commerce. Using interview based articles and features on international
22
developments from foreign publications; it also brings in a global perspective on
money matters. The COMMENT column analyses issues like policy decisions,
mergers, takeovers and other corporate events.
SCIENCE AND TECHNOLOGY - carries articles on science, industry, agriculture,
development, health, information technology, ecology and research & development.
Experts write articles for the specialist as well as the layperson.
AVENUES - is a weekly supplement that focuses on careers, personnel and
corporate management issues, fn-depth features on aspects of human resource
development and organizational behaviour by management veterans are the
section’s highlights. Also included here are appointment advertisements.
SPORTSCENE - reviews and previews the sporting action of the week past and the
week ahead. It covers sports personalities, keeps track of developments in sports
and profiles regional talent. The supplement unravels controversies and at regular
intervals brings to light malpractice’s and corruption in the sporting arena.
METROLFFE - Your bond with Bangalore, was started on November 28, 2002. This
eight page tabloid size supplement captures the happening^ in and around
Bangalore and contains lively articles on civic issues in the city, eating out, weekend
getaways around Bangalore, shopping, fashion, real estate and crime file.
SPECTRUM - carries a wide range of articles on the people of Karnataka. Profiles of
personalities and development stories from the districts are also included.
LIVING - concentrates on the home and family with a look at contemporary life and
forays into the realms of nostalgia, it features changes in lifestyle, dress codes,
home decor, gardening, child rearing, relationships, attitudes, table manners and
home remedies.
OPEN SESAME - is a fun-filled eight page tabloid for kids packed with some of the
best children’s writing from India, do-it-yourself columns, nature notes, riddles, serial
stories that are specially commissioned, everyday science, reflections of school
teachers and the occasional comic strip.

Born to reflect the aspirations of the people of Karnataka, Prajavani come out

with the voice of the “ Kannadigas”. With the drama in its photography, and the

ultimate watchdog journalism in its editorials, it marks the beginning of a new era in

history of newspaper.

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SUPPLEMENTS

Every Sunday morning the reader is treated to an eight-page supplement,

which has news, views, issue based stories, short stories, poems, book reviews,

travelogues, profiles of newsmakers and photo features. There is a whole page for

kids with cartoons, drawings, limericks, poems, jokes, essays and fun Setters from

the young readers themselves.

KREEDE YUVARANGA - It is four-page pullout every Monday. It features sports

personalities and events have a special section on the youth of the state and their

achievements, interests and their needs. Also covered are national and international

sports events.

VANIJYA PURAVANI - It follows the trend in the world of finance, stocks and

shares, cash and commodities, industry, agriculture and government policies and

discussed in great detail in the four-page supplement every Wednesday.

SAPTAHIKA PURAVANI - It is a supplement pulled up on every Sunday, which

carries articles on science, agriculture, development, health and literature. It also has

a column for childrens, which carry some of the best childern writing nature notes,

serial stories and riddles.

CINEMA RANJANE - It turns the spotlight on the film world. There are also sections

on television and music.

MAGAZINES

SUDHA

The popular Kannada Weekly, Sudha is today cherished member of every

Kannadiga Family. Launched in January 1964, this magazine has something for

everyone. Its cover stories on social issues made for absorbing reading, informative

24
reviews of the political scene in the state, the country and the world, popular serials,

some of which have been made into full length feature films, features on home

making, profiles of newsmakers, brief updates on science and technology, news that

the reader could use from the world of medicine make Sudha a magazine for the

family, steering clear of sensationalism, it offers its readers a balanced mix of

information and entertainment. Cartoon strips, cross words, folk tales and translated

stories from the epic give Sudha’ young reader’s food for thought, recipes, skits,

photo features, serialized stories and travelogues make Sudha a companion for

those leisure hours.

MAYURA

The widely read Kannada monthly is flavored by the reader for its judicious mix of

popular fiction and serious literature. Each month, Mayura serializes two Kannada

novels- one by well-known and established litterateur and the other, the unpublished

work of an emerging writer. Short stories, skits, humour, poems, book reviews and

features on historical sites make up rest of the magazine.

Employee details

Particulars No of Employees

25
 Staff 229

Executives 264

Factory 306

Journalists 358

Total 1157

Philosophy of the company for its staff

It is fundamental to the philosophy of the company that the success of the company
largely depends on the staff it has. It is therefore the company’s belief that the each
employee has the right to expect from the management a constructive attitude, full
cooperation, confidence, fairness in treatment, opportunity for maximum participation
and organizational climate conductive for free, mutual trust and satisfactory working
in the company to achieve best possible performance and growth.

Ultimately the result is optimum profitability and prosperity of the organization and
self-development of the employees.

OBJECTIVE

• Study of the performance appraisal system of The Printers( Mysore) Private

Limited.

26
 • To understand the traits on which the different employees are appraised in
the performance appraisal system,

METHODOLOGY

The research methodology used for the project is the descriptive research.
Descriptive research as the name suggest is designed to describe something
specific. To be of maximum benefit, a descriptive study must only collect data for a
definite purpose. The objective and understanding should be clear and specific. The
procedure that was followed for the research is as follows:
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SETTING OUT THE OBJECTIVE:

The objective of the project is to study the performance appraisal system in The
Printers Mysore Private Limited.
The study also includes to find out the traits on which the employees where rated.

COLLECTION OF THE DATA:

The data was collected by interacting with the employees and studying the preveious
years performance appraisal forms of the organization.

ANALYSIS OF THE DATA:

After the data was collected the data was analysed so that useful information can be
gathered from it. The traits on which the employees where rated where also
analysed.

CONCLUSION AND REPORT PREPARATION:

After the analyses and processing of the data conclusion is made. The written report
is the historical document that can be refered later if the research is going to be
repeated or if further research is going to be planned in the bases of the previous
research.

FINDING AND ANALYSIS

The company recognizes and fosters the concept of regular employee assessment
as the sole means of determining employee’s performance, effectiveness and
potential at all levels of the organization.

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It firmly believes that objective assessment and correct evaluation not only facilitates
the determination of employee’s level of performance and achievement but also
accords an opportunity to the employee to sustain good performance and make
further improvement as and when required.

The company regards performance assessment essential from the point of view of
employee’s development and career progression. The company has developed and
implemented a structural performance appraisal system covering executives,
journalist, staff and factory employees.

Objectives of the performance appraisal system for The Printers (Mysore)

Private Limited (Kumbalgodu Branch)

• To assess the employees performance on the present job and help improve
the same.
• To identify the training and development needs for enhancing the
performance and enabling career growth.
• To provide inputs for rewards through salary increases, appreciation,
additional responsibilities, promotions, and performance awards.
• Facilitate inventory of managerial talents.

Annual appraisal

The appraisal for all the permanent employees is done once in an year during the
month of march.

EMPLOYEES

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 Employees of The Printers(Mysore) Private Limited, Kumbalgodu branch are
categorized into three types. They are:

• Executives.
• Staff.
• Factory.

FREQUENCY OF THE APPRAISAL.

The appraisal is conducted once in a year for the permanent employees and every
two months for the employee who are under the probation period till there
confirmation is done.

APPRAISERS

The appraising committee consist of :

1) Reporting officer.

2) Head of the department/ reviewing officer.

METHOD USED FOR PERFORMANCE APPRAISAL

The method used for the performance appraisal is behaviourally anchored rating
scale . it is the combination of the rating scale and critical incident technique.

PERFORMANCE APPRAISAL PROCESS:

The performance appraisal carried out for the different type of employees is
discussed one by one below:

PERFORMANCE APPRAISAL PROCESS FOR THE EXECUTIVES:

• Blank performance appraisal forms are sent to the reporting officer in the
month of April- May.

• The reporting officer has to first set the target (objectives) for the coming year
and then allocate marks for each objective.

• The objective is initiated by the appraiser and mutually agreed by the appraise

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 in the beginning of the year

• These objectives are then written in the appraisal forms.

• In the month of February of the next year these appraisal forms are filled by
giving marks against each of the objectives that was set before in the previous
year.

• Apart from the objectives the executives are evaluated and rated on other
parameter of competency. Each trait is rated at a scale of one to five and the
total rating of all the trait sums up to thirty .The traits are as follows:

1) Job knowledge.
2) Planning and organizing.
3) Problem solving and analysis.
4) Initiative,
5) Result orientation
6) Leadership,

• The major strengths and weakness of the executive is also examined and
score is allocated out of twenty

• The contribution during the year is also examined. These contribution are
based on the objective that was set in the previous year and rating is done out
of fifty.

• The areas of improvements are found out by knowing the strength and
weakness of the employee.

• Training needs are found out which includes areas in which the training is
needed, skill/knowledge/attitude that will improve after undergoing the training
and the end result expected from the training.

• The total score is then calculated by summing up all the marks that the
executive obtain . If the employee has:
Below 30% - below average.
30%-49% - average
50%-69% - good.
70%-89% - very good.
90%-100% - outstanding.

• Career recommendation which includes job enlargement training etc is

recommended by the appraise.

• The form has to be filled and submitted by the month of march to the HR dept

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PERFORMANCE APPRAISAL PROCESS FOR STAFF

• The performance appraisal forms are sent to the reporting officer in the month
of December.

• The employees are evaluated on various traits and marks are given according
to it.

• The various areas on which the employees are evaluated are given below.
Each trait is rated out of five. The traits are as follows :
1)Job knowledge
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 2) Safety consciousness .
3) Quality consciousness.
4) Productivity.
5) 5-s tidiness.
6) Attendence.
7) Change oriented .
8) People relationship.
9) Improvement oriented.
10) Time utilization.

• Training needs are found out which includes areas in which the training is
needed, skill/knowledge/attitude that will improve after undergoing the training
and the end result expected from the training

• The total score is then calculated by summing up all the marks that the
employee obtains . If the employee has:
Below 30% - below average.
30%-49% - average
50%-69% - good.
70%-89% - very good.
90%-100% - outstanding.

• Career recommendation which includes job enlargement training etc is

recommended by the appraise

• The form has to be filled and submitted by the month of march of the coming
year to the HR dept

PERFORMANCE APPRAISAL PROCESS FOR FACTORY EMPLOYEES:

• The performance appraisal forms are sent to the reporting officer in the month
of December.

• The employees are evaluated on various traits and marks are given according
to it.

• The various areas on which the employees are evaluated are given below.
Each trait is rated out of five. The traits are as follows :
1)Job knowledge
2) Safety consciousness .
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 3) Quality consciousness.
4) Productivity.
5) 5-s tidiness.
6) Attendence.
7) Change oriented .
8) People relationship.
9) Improvement oriented.
10) Time utilization.

• Training needs are found out which includes areas in which the training is
needed, skill/knowledge/attitude that will improve after undergoing the training
and the end result expected from the training

• The total score is then calculated by summing up all the marks that the
employee obtains . If the employee has:
Below 30% - below average.
30%-49% - average
50%-69% - good.
70%-89% - very good.
90%-100% - outstanding.

• Career recommendation which includes job enlargement training etc is

recommended by the appraisee

• The form has to be filled and submitted by the month of march of the coming
year to the HR dept

LEARNING

• The Printers Mysore Private Limited ( Kumbalgodu Branch) has a very good
performance appraisal system for evaluating the performance of there
employees.

• Through the performance appraisal process the superiors can know the
strength and weakness of an employees and give them feedback about it .

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 • By knowing the employee’s performance the superiors can work on the
training needs and development for enhancing the performance and enabling
career growth of the employee
.
• Performance appraisal provides inputs for rewards through salary increases,
appreciation, additional responsibilities, promotions, and performance awards

• A good performance appraisal system as followed by the organization can

help in examining and improving the performance of an employee and thus
can help in the organization success because employee are the main asset of
an organization and if the employee performance improves then the
organization also develops.

CONCLUSION

Performance appraisal system is a very important in an organization as it helps in

evaluating the performance of an employee.
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The Printers (Mysore) Private Limited ( Kumbalgodu branch) has a very good
appraisal system. The organization works on the areas of improvement of the
employee by giving them training. Thus the organization works on the betterment of
the employee. By doing so the performance of the employee improves and it helps in
there career growth.

Thus with this study I conclude that performance appraisal system of The
Printers (Mysore) Private limited is very good and efficient one.

REFERENCES

HUMAN RESOURCE MANAGEMENT - VSP RAO

PERFORMANCE MANAGEMENT – MICHAEL ARMSTRONG AND ANGELINE
BARON

WEBSITES

www.deccanherald.com
www.google.com
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