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INTRODUCTION
The 6 weeks Internship (project) has been positioned in the4semestersMBA program for
its service providing insight into critical business graduate student sand providing the
industry with highly qualified who are willing to advance from the dual purpose of the
world one day.
Safety and welfare measures
The representative welfare and wellbeing has seen as one of the imperative
measures of execution o in association. The adjustments in work life of representatives
and changes in the business condition inward and also outer has gotten huge change the
hierarchical conduct. Globalization, Technology and other work-outline factors have
constrained associations to centre around representative's wellbeing and welfare.
Association have set standard measures to deal with the representative‟s experts and
personals professions Augmentations in reliance on advancement, scattered work courses
of action.
SAFETY:-
Protection in the administrative centre means having an atmosphere tree from
damage and hazards. Proper processes and processes and procedures will allow
employees to work with without worrying about the safety.
LABOR WELFARE:
The idea of work welfare is essentially unique and has been translated in disparate
route from nation to nation and from lo time and even in a similar nation, is indicated by
social organization, level of industrialization and general level of social and financial
improvement. Work welfare including under it such administration/office with comforts
as sufficient bottles, relax with entertaining office, courses of action intended for the
movement toward with as of as well as for the convenience of labourers utilized on a
separation as of their hone, and such diverse administrations, luxuries with social offices
together with safety efforts as adding toward circumstances lower which specialists and
utilized Welfare exercises input the slants of the specialists. At the point when specialists
feel that the businesses and the sae are keen on their satisfaction, his propensity to grouse
and protest will relentlessly vanish. The arrangement of different welfare measures, for
example, better lodging. Flasks, medicinal and infection benefits and so on....
PERFORMANCE APPRAISAL
Organizations have to be responsive to forces in the environment that influence
them. Typical responses could be flexible modes of operation, emphasis on Quality in
staff and products or services, increased competitiveness, willingness to adopt to change
flexibility in the roles employees play in terms and in having Multi-skills. Most of the
organizations now acknowledge that employee is a valued asset of the company and
keeping that in mind are striving to develop committed employee rather than forcing
compliance.
OBJECTIVES OF
PERFORMANCE APPRAISAL
ESTABLISH JOB
EXPECTATIONS
APPRAISE PERFORMANCE
PERFORMANCE INTERVIEW
INDUSTRIAL PROFILE:
In India, the nation's material industry possesses an exceptional position. The most
punctual introduction to the vicinity in India, the city's aggregate modern yield estimation
of 14%, contributing almost 30% of aggregate fares, is the second biggest maker after
rural job.
The material business is one of giving the most essential needs. This is to keep up
supported development, enhanced personal satisfaction. It has a one of a kind position as
an independent industry, from crude materials to conveyance of completed items. there is
a lot of added value at each stage of processing. This is the country's economy a
significant contribution. This is in agriculture, industry, organizations and decentralized
sectors as well as rural and urban areas, in particular the enormous potential of women
and vulnerable groups, job creation, it is worth noting.
CURRENT SCENARIO:
Capacity development, both textiles and clothing, perhaps the prosperity of the number of
countries to limit textile imports after the MFA quota system in the new competitive
environment, according to the WTO Agreement on Textiles and Clothing on 1 January
2005 end. Thus, the material business in created nations are facing rivalry both their fare
and local markets. The elimination of quota restrictions has opened up a textile cluster
development expertise to the most competitive developing countries to enable them to
natural fibers from cultivation, production, despite the low wages finished garments,
giving a competitive advantage in a variety of changes in the production process
development countries in the world market, time and other factors, to determine the stage
of international competitiveness, now play a more important role. We want to become the
country's textile and garment export-oriented strategy, to maintain high value-added
services through the supply chain needs, such as expertise in the design, procurement, or
retail development expertise to supplement, in manufacturing.
In India, Textile Industry is one of the oldest Industries, and it has largest segments in
Indian economy accounting for over fifth of the Industrial production.
It will be difficult to cover the entire scenario of the growth of textile industry.
A large number of developments has became in Indian textile and apparel industry in the
year 2005. On account of increasing exports and bright prospectus in the future most of
major industry places announced increased investment for building capacity .
The growth in Indian textile industry was further supplemented by growth in domestic
sector.
Now a days there is a more competition in textile industries, there is need for trained
workers at the basic product level with minimal educational background. Hence massive
programming is required at gross root level to teach the various technical stages in
making. Companies should also gear up with sophisticated machineries and proper
infrastructure.
The Indian textile industry is one of the largest raw material and textile production bases
in the world . Among other major industries, our economy is heavily dependent on textile
manufacture and trade. About 27% of foreign exchange earnings from textile and
clothing exports.
Textile and clothing industry and contributed 3% of the gross domestic product of about
14% of industrial production. The total consumption tax of about 8% from the textile
industry. Therefore, the textile industry accounts for 21 % of the total economy . It is the
second largest employer after the rural and urban agricultural sectors. India has a large
number of skilled legal cost textile workers who have a wealth of technical skills.
Almost all textile industries have made remarkable achievements. The past five years The
industry's Compound annual growth rate To 3.66% . The industry is ready to welcome
the increasing global competition of the WTO 's trading system after 2005 .
India's textile industry has a strong multi-fiber raw material production base and a huge
technical talent pool. However, due to defects in the production process in certain areas
such as defects in technology and supply chain management, excellent entrepreneurs can
be full of vitality, so the advantages are greatly diluted. . Taken corrective measures for
technical research industry for the challenge.
India is the world‟s second largest producer of textiles and apparel China is the world's
third largest producer of cotton, after China and the United States, and is second only to
China's second largest cotton consumer. India‟s textile and clothing industry is one of the
country‟s oldest manufacturing industries and is currently the largest.
Textile and garment industry in Satisfy India's economy plays a pivotal role. It is a major
source of foreign exchange income, after agriculture, it Is the world's largest employer
with a total of 35 million people . In 2011, textiles and clothing account for about 14% of
industrial production, 16% of export earnings.
The industry covers a wide range of activities. These include the production of natural
raw materials such as cotton, jute, silk and wool, as well as synthetic filaments and spun
yarns. There are also a large number of finished products.
The Indian textile industry accounts for 23 % of the world's spinning capacity , which is
the second highest level after China and accounts for about 6 % of the global motor
capacity . In addition, it has the highest capacity looms - including hand looms -
accounted for 61% share of.
India accounts for about 12 % of global textile fiber and yarn production . This includes
jute, which is the largest producer. The country is silk and cellulose fiber And yarn The
second largest producer of , The fifth-largest producer of synthetic fibers and yarns.
In India, the earliest traces of textiles can be found in Rig-Veda , which refers to
weaving. Poetic History of ancient Indian Ramayana and Mahabharata also talked about
the various fabrics of those times. Ramayana refers to the rich style worn by nobles on
the one hand, and simple clothes worn by civilians and monks.
Since ancient times, India has been famous for its textiles. India‟s traditional textile
industry actually rotted during colonial rule. However, the modern textile industry was
born in India in the early 19th century when it was the first textile factory in the country.
Established in 1818 at Fort Gloster near Calcutta plus Seoul .
However, the textile industry in Bombay in the 1850s started a real start. Bombay's first
cotton mill in 1854 by the Passi Cotton merchant Established, Later he engaged in
overseas trade and internal. In fact, the vast majority of early Spinning The factory is
Engaged in yarn and fabric trade of Passi Businessmen in the country as well as China
and African handmade industry Market.
Ahmedabad's first cotton mill eventually became Bombay Competition center Founded in
1861 . Thanks to the textile industry to a large extent on the diffusion Ahmedabad
Gukichiro Trade category. Cotton textile industry in the second half of the nineteenth
century has made rapid development, the end of the century, there are 178 cotton mill,
But in the 1900 period, the cotton textile industry at a disadvantage because the famine
state, many textile mills in Mumbai and Ahmedabad will be closed for long.
Man-made fabric
Till the early seventies, the Indian man-made fabric textile industry was however, helped
man-made fabrics to grow rapidly in the last two decades. Falling input prices and ease of
maintenance of popularized man-made and blended fabrics among the common masses.
They are also increasingly being used in industrial applications. India‟s man-made textile
industry is capable of expansion in terms of raw material base and yarn and fabric
conversion facilities.
Today, it accounts for almost 32 percent of the fabric/yarn base. Given the Indian
advantages of lower production costs, dominance of medium-sized units capable of
catering to a small lot and volume orders, large domestic consumption which could
neutralize adverse effects of overseas demand fluctuations and decline in productions in
the developed countries, the Indian synthetic textile producers have an edge.
COMPANY PROFILE
Raymond group was incorporated in 1925,Mr.gauthamharisinghania is the chairman and
managing director of Raymond ltd.
Raymond limited was started by “Koushalendra Narayan” on 24 th October 2008 in
Gauribidanur. Raymond ltd is started in the rural areas with the objective of getting
labour force at lower cost because it is a labour intensive industry, In all over india
including abroad Raymond ltd has 88 branches.
Raymond ltd was started with the investment of 50 crores.
In the year 2013, The Raymond Ltd has been changed its name as Silver spark apparel
limited unit II.
Silver spark apparel ltd, The manufacturing business in the garmenting vertical, with a
combined strength of Hoskote plant, it has completed 8 years successful. The plant has
extremely progressed and stood out amidst a galaxy of corporate bigwigs.
silver spark apparel ltd manufacturing jackets, formal suits, trousers, waist coats, and it
operates as a subsidiary or group company of Raymond ltd.
The group has very wide range of more than 12000 varieties of suiting that available to
consumers across all styles and occasions.
In India, Silver spark apparel ltd is now ranked second place in manufacturing and
production Industry, and further ranked 23rd place over all in the India‟s largest work
place study.
The company makes 90% of production and 10% of exports, and company has crossed
70,000 productions in the year 2015.
Company‟s total manpower strength is 2170, In that there are 1883 operators, 68
contractors, and 200 management staffs, 19 security guards, and it consists 80% women
workers and 20% men workers.
Developments or Best practices of organization :
Kaizen : It is continuous improvement programme.
Kaizen means gradual, unending improvement, doing “little things” better; setting
and achieving ever higher standards.
Inaugurated kaizen at silver spark apparel ltd on 18th Feb 2016.
REEC: Raymond employee entertainment club.
Seiri
(Sort)
Seiso
Shitsuke
(Set in
(Sustain) order)
Seiketsu
Seiton
(Standar
(Shine)
dise)
Segregating Wanted and unwanted in the workplace, removing the
SORT unwanted and keeping only those necessary.
SET IN ORDER A place for everything and everything in its place so that anyone
can find and use them easily
Developing cleaning as a habit so that the workplace is maintained
SHINE in its original state.
STANDARDISE Developing procedures so that Seiri, Seiton and Seiso are being
maintained.
Inculcating the 5S practices across the organisation so that the 5S
SUSTAIN practices are followed.
Summer camp-Chinnaramela
Awards and Achievements:
Fabric office
Sampling section
Fabric and Trims stores
Spreading department
Pattern department
CAD office
Cutting department
Sewing department
Finishing department
Quality control
Production and merchandising department
Industrial engineering department
Human resources and administration department
Information technology (IT) department
Warehouse
Maintenance
DIFFERENT TYPES OF MACHINES :
In Cutting department:
Spreading machine
Cutter
Fusing machine
Band knife cutter
Sewing department:
Single needle lockstitch machine
Sleeve attach machine
Blind hem machine
Bartack machine
Auto jig machine
Pocket welting machine
Pocket facing attach machine
Button attach machine
Button hole machine
Over lock machine
Auto serging machine
Lapel press machine
Finishing department:
BOARD OF DIRECTOR
EXECUTIVE DIRECTOR
TOP LEVEL
MANAGEMENT CHIEF GENERAL MANAGER
GENERAL MANAGER
SENIOR MANAGER
ASSISTANT MANAGER
OFFICERS
ASSISTANT OFFICERS
LOWER LEVEL
WORK MEN MANAGEMENT
WORK FLOW PROCESS:
Fabric store
Spreading
Cutting
Numbering
Fusing
Stitching
Finishing
warehouse
VISION :
Crafting world class formal wear and accessories for delivering “The complete
man” globally, whilst value adding to all the stakeholders on a sustained basis.
MISSION:
QUALITY POLICY:
PROMOTERS :
CHAIRMAN EMERITUS
BOARD OF DIRECTORS
Gauthamharisinghania CEO
AniruddhaDeshmukh President
K A Narayan President – HR
I.D.Agarwal Director
PradeepGuha Director
BomanR.Irani Director
COMPANY SECRETARY
FACTORY DETAILS :
COMPETITOR’S INFORMATION
Areas of operation:
Operations in:
1) Raymond UCO, Doddaballapur.
2) Silver spark apparel limited unit I, Doddaballapur.
3) Silver spark apparel limited unit II, Gowribidanur.
4) Silver spark apparel limited (Celebrations) in Hoskote.
EXPORT: Company exports their products into different countries like: India, USA,
Europe, Japan, Norway, Africa, Canada, Suden.
BUYERS:
The company having many oversees of clients like: Raymond, Pellestrom, Park avenue,
Express, J.C.Penny , Dressmann, Navada, Haggar, Flex, Peerless, KURABO, WE,
RAL, Macy‟s, Stafford, Ramco, Ralph Lauren, Indigo, morgan.
HAGGAR USA
J C PENNY
STAFFORD
PEERLESS CANADA
EXPRESS EUROPE
RAYMOND INDIA
PARK AVENUE
Infrastructure facilities:
The factory has two main gates. The rear gate have receiption and ware house and front
gate having Admin block, health center, crèche canteen production area. It having office
with basement, In basement production office in that jacket finishing, jacket sewing,
trouser finishing, trouser sewing, cutting sections, Sampling section, fabric office, fabric
godown, fabric and trims stores, are there.
The total factory built area is 225000 sq.mt, total employees are 1883, canteen capacity
600 members, and company‟s total plant is 10.60 acres, total capacity of warehouse
32000 suits and for both trouser and jacket capacity are 74400.
Welfare facilities:
Company provide basic facilities like first aid box, leave letter box, and welfare facilities
to employees such as canteen facility, canteen provide breakfast, lunch to employees at
subsidiarized rate, crèche facility to employees children supported by three good crèche
caretakers, occupational Health center, uniform facility, uniforms with different colours
such as pink, orange, red, blue, black, green etc., it based on different sections of the
employees and also organisation provides uniforms to crèche children, Locker facility,
library facility to staffs and employees, and Recreational facilities, rest rooms, drinking
water facility, ATM facility, parking facilities etc..,
PRODUCT PROFILE
1. To make a strong statement, Silver spark has built up all fleece and fleece rich reach
from fine fabrics made out of particularly picked super 120s 100s Tasmanian fleeces and
fine polyester.
2. The territory is exceptionally created in a variety of plans and shades particularly for
great and contemporary suits.
3. It is from the fleece that silver spark has woven fabrics of such fitness that it makes
very nearly 44 kms of yarn to make one suit.
PRODUCTS
The core products of silver spark apparel ltd are: Jacket, Trouser, Waist coat.
Worsted:
Silver flash attire ltd is the world's biggest maker of worsted suiting fabrics summoning
more than 60% piece of the pie in India, with a limit of 31 million meters, it is among the
few organizations on the planet, completely incorporated to fabricate worsted fabrics,
fleece and fleece mixed fabrics.
Tailored clothing:
Pure-wool:
22.5 to 13.5 micron wool and its blend with claim to fame strands like: linen and silk,
alpaca, angora, camel hair, cashmere.
Polyester-wool:
Blend of fine polyester with 24.5 to 15.5 micron wool and forte filaments like: linen and
silk, angora, camel hair, cashmere.
Polyester-viscose:
Tropical suiting mix of fine polyester With viscose, silk fibers and modular cloth
Brands:
All the brands are retailed through the Raymond shop, and one of the largest network
over 550 retail shops spread across India and overseas in over 200 cities.
SWOT Analysis:
STRENGTH: WEAKNESS:
Good administration
High product quality Cost of production
Unity Labour turnover
Good working conditions Improper selection process
Production Lower quantity of production
Brand loyalty leads to high cost of production
Wide market networks over the Under utilisation of resources
countries.
Labour intensive industry
Low cost leadership strategy
Harmonious relationships with
employees
Opportunities: THREATS
Consistent growth over years Increasing the regulatory
Large and growing market pressure
Global expansion would give Competitors can easily enter the
more opportunities for brand to company.
grow. In industry High competition of
major players with each other,
not only on low cost but also on
better quality.
Future growth and prospectus :
Silver Spark Apparel Ltd., has developed and on a unique culture and values improved in
the past few years. It turned to labour turnover. Silver Spark Apparel Ltd. has come up
with the latest technology, through which reduced the staff's efforts. The company can
come out through it can launch its own brand of its own retail stores, you can also sell the
company's other leading brands. Think of the domestic market, the company has
considered and it can enter the local market. Outsourcing is a major factor, which can
minimize the cost and improve efficiency, so that it focuses on one of the core areas of
operation. If all of the skilled labour forces are engaged, then we can expect higher
productivity. It helps Silver Spark Apparel Ltd., and retail giant with global players to do
business. The organization has adopted with a competitive pricing strategy, it can give
more competition to beat his opponent. Silver Spark Apparel Ltd. 2018-19 EBITDA
increased 67-89%. However, experts believe that the future growth of silver sparks
Garment Co., Ltd. is driven by the apparel and retail sectors. Since March 2020, Silver
Spark Apparel Ltd. has 960 domestic retail stores and 43 stores overseas. Its new
initiatives "to adapt to the 'semi-finished products which clothes tailored to fit the
customer, also received a positive response.
Financial Statement
BALANCE SHEET
SAFETY:-
Protection in the administrative centre means having an atmosphere tree from
damage and hazards. Proper processes and processes and procedures will allow
employees to work with without worrying about the safety.
LABOR WELFARE:
The idea of work welfare is essentially unique and has been translated in disparate
route from nation to nation and from lo time and even in a similar nation, is indicated by
social organization, level of industrialization and general level of social and financial
improvement. Work welfare including under it such administration/office with comforts
as sufficient bottles, relax with entertaining office, courses of action intended for the
movement toward with as of as well as for the convenience of labourers utilized on a
separation as of their hone, and such diverse administrations, luxuries with social offices
together with safety efforts as adding toward circumstances lower which specialists and
utilized Welfare exercises input the slants of the specialists. At the point when specialists
feel that the businesses and the sae are keen on their satisfaction, his propensity to grouse
and protest will relentlessly vanish. The arrangement of different welfare measures, for
example, better lodging. Flasks, medicinal and infection benefits and so on....
INDUSTRIAL SAFETY:
The mechanical security with respect to occupation prosperity suggests the
organization of all assignments and events inside an industry, for guaranteeing its
labourers and assets by constraining threats, danger, accident's and close misses. The
imperative laws, consistence and best practices in the business have by far most of the
issues address for the best protection Supervises arc to guarantee that these are totally
clung to have most outrageous prosperity.
Representative wellbeing work goes for enhancing of working and living stales of
specialists, which would prompt the satisfaction throughout everyday life. which thus
prompts their enhanced efficiency, which in swings prompts enhance benefits, riches and
survival shot of the undertakings Worker welfare, in this manner, constitutes a basic part
modern
SAFETY MEASURES:
Wellbeing measures which are given in the plants Act, 1948, are thought o be
least in term of sufficiency. Such measures are required o he viably actualized.
Notwithstanding executing security measures gave in the plants Act, there is likewise
requirement for giving preparing in wellbeing to labourers, and introducing wellbeing
hardware in the industrial facilities Bosses should step p with regards o giving preparing
in security lo Representatives. Specialists associations should appreciate wellbeing
advancement. Occasional instructional classes in mishap anticipative can be sorted out.
Security ought to end up a propensity with bosses and the laborers alike. The industrial
facilities act accommodates the accompanying wellbeing manure.
1. Fencing of machinery Section 21:-
In each industrial facility, measures ought to be taken for secured fencing of hardware.
Each moving piece of a prime mover, headrace and tailrace and each water-haggle
turbine; all aspects of an electric generator, an engine or a turning convertor, all aspects
of transmission machinery,& perilous piece of some other hardware.
2. Effort on close to machines into movement section 22:-
If it is essential to observe a few division of a machines though it is in movement, the
inspection has to be approved not in just be specially trained mature workers trying tight-
fitting clothing. Women and youthful people are not permitted toward spotless, grease
otherwise regulate some division of a major-transporter or of broadcast equipment, as it is
in movement.
3. Employment of youthful persons on hazardous machines section 23:-
Confinement on youngster's to deal with risky machines. He has been completely
educated with regards to the threats emerging regarding the machine and the safety
measures to be watched; and He has gotten adequate preparing to chip away at the
machine.
4. Striking equipment and policy for cutting off power section 24:-
Reasonable outstanding apparatus to be given, kept up also utilize, lock gadget to avoid
unplanned beginning of communication hardware. At the point when the driving belts are
not being used, they ought not be permitted to lay on shafting in movement.
5. Self- Acting machines section 25:-
The demonstration gives that no crossing piece of a self-acting in the plant is to keep
running going on its external or internal navigate inside a separation of 18 crawls as of
some settled structure which isn't a piece of the machine, if a man is at risk to disregard
the room more which it run.
6. Casing of new machinery section 26:-
Each set screw, clasp or key on any turning stream, pivot, controls, or restrain ought to
exist as a result sunk, encased or for the most part effectively ensured as to foresee
danger in all mechanical assembly determined by control and presented in the modern
office.
7. Prevention of employ of female and kids in front of fibber openers section
27:-
Rejection ladies otherwise youngster might exist utilized into some piece of a processing
plant where squeezing a cotton-opener is grinding away.
8. Hoist also lifts section 28:-
The hoist & lift to exist of fine automatic building and of sound material. They be toward
exist correctly maintain and examine by a component individual in any case once in each
six months.
9. Lifting machinery, chains ropes & Lifting tackles section 29:-
Cranes and lifting machines, and so forth to be of good development and to be inspected
once in at regular intervals. All parts including the working mechanical assembly of each
thrilling mechanism with every sequence, cord or thrilling begin ought to be awesome
improvement, noise fabric and adequate excellence, with gratis defect; honestly reserved
awake; with inside and out investigated by a prepared human being in any occasion once
in each season of a year.
10. Revolving machinery section 30:-
The effective measure shall exist taken in each industrial unit to make sure to
the secure effective tangential rapidity of each turning craft,
confine, container, flywheel, elevator compact disk or comparable application obsessed
except authority is not exceed.
11. Pressure plant section 31:- secure functioning weight not toward exist
surpassed. On the off chance that in any piece of the plant or hardware utilized
as a part of an assembling procedure is worked at a weight above air weight.
Compelling measures might be taken to guarantee that the sheltered working
weight of such part isn't surpassed.
12. Floor, staircase with resources of entrée section 32:-
Every one floor, stepladder, stair, entries and passages might live noise development and
legitimately kept up. In the event that vital handrails ought to likewise be given. Quite
far, safe methods for access ought to be given to each individual in each manufacturing
plant.
13. Pints, sums, opening in floors, etc section 33:-
Which might be a wellspring of risk, should be either safely secured or safely fenced.
Safely fencing a pit implies covering or fencing it such that it stops to be a wellspring of
risks.
14. Inordinate Weights area 34:-
No individual should be utilized in any production line to lift. Convey otherwise go
whichever heap therefore overwhelming because toward probably reason him damage.
15. Safeguard of eyes area 35:-
The state management can necessitate the arrangement of compelling screen or
appropriate specs, but danger of damage toward the eye is cause since particle fearful
rotten into the assembling procedure or since introduction toward extreme brightness.
16. Safety measures beside hazardous gas and use of portable Light section 36:-
Prevention lying on section keen on several meeting room, container, basket, well, tube,
and so forth. Anywhere some as, seethe and so forth is available. Possible actions to be
taken for expel of chat, seethe, and so forth... No versatile electronic light or some other
electronic machine of voltage surpassing 24 volts should exist allowed used for utilize
within any chamber.
17. Precaution next to unstable or combustible clean, gas etc...Section 37:-
In the event that the make procedure produces touchy or inflammable tidy, smoke, gas or
vapor, every single practicable measure need to taken to counteract blast by a) Effective
walled in area of the plant and apparatus used as a division of the process, b) Exclusive of
powerful fenced during region of each sole possible source of create, c) Remove
avoidance of the aggregation of such clean, smoke, gas or vapour.
18. Precautions in case of fire section 38:-
Each industrial facility might be agreed such approaches to obtain away if present ought
to emerge an event of fire as may be optional; in each plant, the entryways bearing way
out from any room might not be bolted with the goal to they sincerity be effortlessly also
instantly open since inside. As any individual be inside the area, also every single such
entryway, if not they be of upward kind, should be real built toward unlock outwards.
19. Authority to need condition of imperfect part or test of constancy section 39:-
Inspection of factories may involve requirement of imperfect part or test of permanence
and to this effect may ask the manager of the factory toward equip drawing, condition
also extra necessary information and may possibly also require him toward carry out
specified test in specified manner.
20. Safety of building and machinery section40:-
Administration of request by assessment on occupier to take determined measures on the
off chance that risky building or apparatus or plant. The restriction of utilization where
dander is impending.
21. Safety officers section 40 B :-
State government may require the occupier of an industrial facility 1) Where in one
thousand or more specialists are conventionally utilized 2) Where in, the supposition of
the state government, any assembling procedure.
MEANING OF WELFARE
Welfare implies fare or responsibility large. It is a methodical period, also alludes
to the material, psychological, ethical and excited success of a individual. The period
safety is a relation plan, relation into moment in time and room. It inside this approach,
fluctuate each at present and next, area to region with as of kingdom to nation.
DEFINITION
As per the Committee on Labor Welfare, Welfare administrations should
signifies, "administrations, offices, clean medicinal offices, courses of action for
movement toward with since job environment, also used for the arrangement of
specialists utilized on a separation starting their home and such different administrations,
courtesies as well as offices, together with government managed savings measure as add
to the conditions under which laborer are utilized."
PERFORMANCE APPRAISAL
Organizations have to be responsive to forces in the environment that influence
them. Typical responses could be flexible modes of operation, emphasis on Quality in
staff and products or services, increased competitiveness, willingness to adopt to change
flexibility in the roles employees play in terms and in having Multi-skills. Most of the
organizations now acknowledge that employee is a valued asset of the company and
keeping that in mind are striving to develop committed employee rather than forcing
compliance.
The concept of performance appraisal exists ever since the organizations started
functioning. In order to improve the quality of work life, performance appraisal is
required. As the work culture in the organizations are changing in terms of strengthening
teamwork, continuous improvement, learning and such other activities, performance
appraisal becomes inevitable and the approach to performance appraisal will also be
changing. There is a feeling that performance appraisal is only an activity to achieve
short-term objectives. Some also feel that it focuses on individuals in the organization
and there will be less focus on the team. Some others feel that it will be useful only in
extreme cases where employees are either highly ineffective or effective. The opinion is
also that it is purely subjective and at time it puts down the morale of the employees. All
these opinions and feelings are not true. In the hands of the executives to improve the
quality of work in the organization.
In the areas like compensation management, placement to higher positions, performance
appraisal plays a major role. The remuneration to employees will be fixed on the basis of
performance. This is a common practice in every organization. Performance Appraisal
will be mainly considered as a basis for promoting the people to higher positions.
Performance appraisal will also help the employers to defend their action against
employees. In order to satisfy statutory obligations, employers have to maintain the
service records of the employees. Whenever any good or negative actions are taken
against an employee, it will be recorded in the service register. In a way, this register
becomes a performance appraisal tool in the hands of employer to take decisions
regarding the improvement of service conditions of the employees, or to assess the
efficiency level of the employees or to design convey the management whether HR
practices of the organization matches with the goals of the organization. Therefore,
Performance Appraisal has become an “administrative tool” in the hands of an employer.
Performance Appraisal, on the other hand, makes employees also be alert, it provides a
strong feed back to employee on their performance and analyses their strengths and
weaknesses. Performance Appraisal act as an employee development tool for both
employer and employee. In the process, the management becomes a developer of human
resources and HR Manger, a coach. Employee takes the benefit if his improvement
through Performance Appraisal and corrective methods. This helps the organization to
achieve long-term objectives.
EVOLUTION:
Historically speaking, the concept was evolved for the first time in the period of world
war I. US Army adopted “Man to Man” rating system for evaluating military personnel.
Industrial units in 1920s and 1930s adopted this concept to pay wages to workers drafted
for work on hourly basis. These units adopted “Grade wage Increments” on the basis of
„MERIT‟. This concept was termed as “Merit Rating Program”. This continued up to
mid-fifties. According to this plan of wage payment, emphasis was on factors, degrees
and points. In this period “Performance Appraisal” concept was evolved for technical,
professional and managerial personnel. Since then the concept of „performance
Appraisal‟ has undergone considerable changes to “Performance Appraisal‟. This
concept is now used for developing parameters for salary adjustments, promotions,
transfers etc.
Found to use appraisal. Programmed for determining wage increases, only 80% made this
programmed a basis for promotions and transfers. Only 50% of them were found to use
appraisal programmed either for establishing training needs or for informing the
employee where he stands.
There is too much emphasis on traits. This is wrong because there is no one trait
or a group of traits, which account for the success of an individual.
All traits are considered additive in nature. This again is wrong. The excess of any
one trait in an individual con not make for the deficiency of others.
All traits are treated equally important for all individuals. This is not correct
because some individuals than for others.
Many traits do not lend themselves to precise definition. This makes the rating
biased and impression. This makes the rating biased and impressionistic.
Too much emphasis on traits some time breeds conformism. For instance, if there
is too much emphasis on co-cooperativeness people may suddenly turn so co-
operative that they spend time placating and appeasing others rather than getting
results.
I. OBJECTIVES OF APPRAISAL:
Objectives of appraisal include effecting promotions and transfers, assessing training
needs, awarding pay increases, and the like. The emphasis in all these is to correct the
problems. These objectives are appropriate as long as the approach in appraisal is
individual. Appraisal, in future, would assume systems appraisal stretch beyond the
traditional ones.
In the system appraisal aim at improving the performance, instead of merely
assessing it. Towards this end, appraisal system seeks to evaluate opportunity factors.
Opportunity factors include the physical environment such as noise, ventilation and
lightings, available resource such as human and computer assistance; and social processes
such as leadership effectiveness. Theses opportunity variables are more important than
individual abilities in determining work performance.
c) RATERS:
Raters can be immediate supervisors, specialists from the HR department,
Subordinates, peers, committees, clients, self-appraisals or a combination of several.
Immediate supervisor is the fit candidate to appraise the performance of his or her
subordinates. There are three reasons in support of this choice,
1) No one is more familiar with the subordinate‟s performance than his or her
Superior.
2) The superior has the responsibility of evaluating a subordinate is given to
another person, the superior authority may be undermined seriously.
3) Finally, Training and development of subordinates is an important element in
every manager‟s job. Since appraisal programmers are often clearly linked to
training and development, the immediate supervisor may be the logical choice
to conduct the performance evaluation.
SUBORDINATES:
Can assess the performance of their superiors. The use of this choice may be useful in
assessing an employee‟s ability to communicate, delegate work, allocate resources,
disseminate information, resolve intra-personal conflict, and deal with employees on a
fair basis. But the problem with subordinate evaluation is that the supervisors tend to
become more popular, not by effective leadership, but by mere gimmicks.
PEERS:
Peers are in a better position to evaluate certain facts of job performance which
the subordinates or supervisor cannot do. Such facts include contribution to work group
projects, interpersonal effectiveness, communication skill, reliability and initiative.
Closeness of the working relationship and amount of personal contracts place peers in a
better position to make accurate assessment.
CLIENTS:
Clients are seldom used for rating employee performance; nothing prevents an
organization from using this source. Clients may be member within the organization who
have direct contact with the rate and make use of an output this employee provides.
REVIEW OF LITERATURE
1. Chen and Fu (2008) “A systematic framework for performance appraisal and
compensation strategy” Researches on performance appraisal strategy and
compensation strategy are extensive, but most of them only focused on the single
subject without the synergy of them. Four propositions of the criteria and methods
of performance appraisal and compensation strategy are inferred in this systematic
framework. Through this framework, an organization can appropriately focus on
employees‟ representation or individual to evaluate and motivate employees in a
rational or humanistic way.
2. Grunda and Sliwka (2009) “The anatomy of performance appraisals in
Germany” Based on a representative German data set on individual employees,
they tested these hypotheses and also explored the impact of PA on performance
pay and further career prospects. They found evidence for a non-monotonic
relation between the hierarchical level and usage of performance appraisal: The
performance of employees with very high or very low responsibilities is assessed
less often.
3. Brutus, Fletcher and Baldry (2009) “The influence of independent self-
construal on rater self-efficacy in performance appraisal” Results from a
survey completed by 105 experienced managers indicate that independent self-
construal is related to various dimensions of rater self-efficacy. The implications
of these findings for the research and the practice of performance appraisal are
discussed. Moreover, experience with appraisals was found to moderate these
relationships.
4. Wilson and Jones (2009) in their article titled “Reducing job- irrelevant bias in
performance appraisals: compliance and beyond” This paper explores both
compliance-based and more proactive approaches that deal with the various
possible sources of discrimination in performance appraisal ratings. The
suggestions lead to a code of practice for performance management in firms across
cultures and national boundaries.
5. JOH RIC.K and SHARMA D.I, 2010"financing and management of labor
welfare" Ram Sri center of labor relations in 20088, New Delhi. An important
aspect of the analysis is more a lack of lines in the provision of facilities, such as
educational and entertainment aspects are considered beneficial to employers
employees.
6. Muhammad Asif Khan (2010)
Empirically investigated the effects of HRM practices on organizational performance in
oil and gas industry in Pakistan. He observed that recruitment and selection, training
and development, performance appraisal, compensation and employee relations, all
were associated with organizational performance and they do impact on
organizational performance in oil and gas industry in Pakistan.
7. Forth and Mill ward’s (2010)
The Result indicated that compensation and performance evaluation practices were
significantly and positively associated with employee performance of both public
and private sector organizations of Pakistan. On the other hand promotion practices
were found to be insignificantly associated with employee performance of both
public and private sector organizations
RESEARCH DESIGN
INTRODUCTION
Raymond Ltd. is one of India's, and the world‟s, leading producers of worsted fabrics,
claiming some 60 percent of the Indian worsted suiting market. The company's Textiles
division, which accounts for 50 percent of group turnover, produces more than 25 million
meters of wool and wool-blended fabrics each year, placing the company at number three
worldwide. Raymond is a major supplier to the global textile industry. The company is
also a major fabric innovator, and is one of just 2 or 3 manufacturers in the world capable
of producing the Super 210s and Super 2200s grades of pure wool, made from 13.2
micron and 12.69 micron wool, respectively.
STATEMENT OF PROBLEM:
Every human being thinks about his / her safety in all aspects because safety is
protecting one self. Safety is mainly required in human life as without life no safety.
Safety is taken in all aspects like in work place, environments life, etc., in industries
safety is given utmost importance because in large industries the working procedure also
must be taken care &in dangerous areas safety posters are displayed to avoid accidents in
the industries.
Performance Appraisal is essential to understand and improves the employee
performance. The Gap to be bridged through training and other activities of HR.
Performance referees to degree of accomplishment of task to full fill job demand. Hence
a study has been conducted to analysis and evaluates the performance of employees to
promote, transfer them to higher promotion.
The scope of the study is very useful and this study has covered employee safety and
welfare measure existing in the organization. If employees are satisfied with safety and
welfare measure then it results in greater productivity and profit. This project study
covers the theoretical & practical factors of Employee. The study helps employees to
express their problems clearly management can have idea about the employee‟s opinion
and it helps management to analyze the employee safety requirements The study is
conducted at SSAL. It is conducted to find out the Employee Safety and impact of wages
and salary an organization and their work and about the employees opinion towards
performance appraisal system.
RESEARCH METHODOLOGY
Sampling
Sample Size
The information is gathered from 100 respondents in Silver Spark Apparel Ltd Hoskote
Unit
Methodology
The method adopted for collecting the data is closed questionnaire methods with
personnel interview from the respondents.
Secondary Data
Secondary data has been collected from the different source such as internet, journals,
magazines, books, etc.,
Plan of Analysis
The data collected is arranged & tabulated as per the objectives of the study
The data presented in the form of tables charts, graphs, etc.,
The data was analyzed using a statistical techniques
0%
1
2
100%
INTERPRETATION
In the above graph we could able to understand that every employee in the organization
knows about safety and welfare measures. The majority number of respondents given
100% they are aware.
Table-2
2) Which of the following factors influencing employee welfare measures
SI NO factors No. of Percentage
Respondents
1 Lighting 26 26
2 Ventilation 18 18
3 Sanitation 10 10
4 Drinking water 16 16
5 All of the above 30 30
TOTAL 100 100
ANALYSIS
From the table, it is demonstrated that, 26% of the workers reacted for lighting,18% of
respondents responded as ventilation, 10% respondents responded sanitation, 16
%employees respondents responded drinking water, 30% members responded of all the
above.
Graph-2
35
30
25
20
15
10
0
Lighting Ventilation Sanitation Drinking water All of the above
INTERPRETATION
The above chart shows that 30% of employees are satisfied with the all welfare facilities
Table-3
3) Table showing whether the working condition is clean and safety
SI.NO factors No. of respondents Percentage
1 Yes 94 94
2 No 6 6
ANALYSIS
From the above table 94% members among the 100% respondents are given the working
condition clean and safety, reaming 6 %members they respondents given no the working
condition not clean and safety.
Graph-2
100
90
80
70
60
50
40
30
20
10
0
Yes no
INTERPRETATION
From the above diagrams we can decipher that 94% representatives are profoundly
fulfilled working condition clean and safety, when working condition good employees
can be do the work better and good.
Table -4
4) Table showings options about transport facilities
SI NO Choices No. Of Respondents Percentage
1 Highly satisfied 31 31
2 Satisfied 56 56
3 Dissatisfied 13 13
TOTAL 100 100
ANALYSIS
From the above table out of 100 %respondents 31% of the respondents are saying that
they provided transport facilities is greatly fulfilled. 56% of the respondents are saying
fulfilled and remaining 13% of the respondents are maxim we are dissatisfy with the
transport facilities.
Graph-4
60
50
40
30
20
10
0
Highly satisfied Satisfied Dissatisfied
INTERPRETATION
From the top of chart show the 56% of employees are the satisfied with transport facility
Table-5
5) Do you have canteen facilities in your organization
2 No 0 0
ANALYSIS
From the above table 100% respondents; all are saying company is not providing canteen
facilities to the employees.
Graph-5
120
100
80
60
40
20
0
Yes No
Yes No
INTERPRETATION
The above Chart explained that, out of 100% respondents, all are saying the company
was provided canteen facility in a company.
Table-6
ANALYSIS :-
From the top of table 100%, Respondents 34% employees felt safety important to
employees, 18% individuals gives slogans, 22% employees given safety films, 26
%employees respondents sign boards.
Graph-6
Graph showing how is safety imported to employees
40
35
30
25
20
15
10
0
Posters Slogans Safety films Sign boards
series 1 Column1
ANALYSIS:-
By the above chart is explain that 34% of employees are satisfied with the posters
Table-7
7) Table showing have you contact with welfare officers
SI.NO Options No. Of Respondents Percentage
1 Yes 83 83
2 No 17 17
Total 100 100
ANALYSIS
From the above table, 83% employee‟s respondents to that they are contact with the
welfare officers and 17 %employees out of 100 % members in the organization they
cannot be contact with the welfare officers
Graph-7
Graph showing the employees contact with welfare officers
90
80
70
60
50
40
30
20
10
0
Yes No
Yes No
INTERPRETATION
From the above graphs we can concluded that, most of the employees states that the
company can be meet the welfare officers, some members never contact with the welfare
officers.
Table-8
8) Table shows employees satisfied with the working timing
SI.NO Options No. Of Respondents PERCENTAGE
1 Highly satisfied 30 30
2 Satisfied 42 42
3 Dissatisfied 28 28
4 Neutral - -
Total 100 100
ANALYSIS
From the above table 30% of the Respondents of highly Satisfied, and 42% of the
respondents of happy with the employees working timings, 22% of employees
respondents to dissatisfied with the working timing, no one selected neutral
Graph-8
45
40
35
30
25
20
15
10
0
Highly satisfied Satisfied Dissatisfied Neutral
INTERPRETATION
From the above chart it can be gathered that greater part of the respondents feels so many
members satisfied with organization working timing, some members can be highly
satisfied with working timings, reaming employees given not satisfied with timings. No
one given neutral answer
.Table-9
9) Table showing the organization provides leave facilities according to statutory
provisions
60
50
40
30
20
10
0
Highly satisfied Satisfied Dissatisfied Neutral
INTERPRETATION
From the above the graph shows to most of the 57% of employees responded to highly
satisfied the organization leave facilities to statutory provisions.
Table-10
10) Table showing does the company take safety measures for employee‟s safety
SI NO Options No. Of Respondents Percentage
1 Yes 93 93
2 No 7 7
INTERPRETATION
From the above table majority of respondents is yes company can take safety measures in
the organization some members cannot be taken safety measures in the organization.
Graph-10
100
90
80
70
60
50
40
30
20
10
0
Yes No
Yes No
ANALYSIS
In the above chart is showing that 93%employees respondents to company can be
taken welfare measures reaming 7% employees say that not taken safety measures.
Table-11
11) Table shows what the allowances are paid by your company
SI.NO Options No. Of Respondents Percentage
1 Bonus 83 83
2 Vehicle 5 5
3 Medical 12 12
ANALYSIS:-
Above the table Show that company can be providing allowance to the employees. The
83%of employee‟s respondents to bonus allowance
Graph-11
Graph shows company can providing allowance to the employees
90
80
70
60
50
40
30
20
10
0
Bonus Vehicle Medical
INTERPRETATION
Graph shows that 83% of employee says that company providing bonus to the employees
Table-12
12) Table shows is the work place regularly cleaned
SI.NO Options No. Of Respondents Percentage
1 Highly Satisfied 25 25
2 Satisfied 59 59
3 Dissatisfied 10 10
4 Highly dissatisfied 06 06
ANALYSIS
From the above table among 100 %%employees 25% members highly satisfied working
place clean and 59 %employees respondents to satisfied with working place clean, 10%
members cannot be satisfied with organization working condition, reaming members says
they are highly dissatisfied.
Graph-12
70
60
50
40
30
20
10
0
Highly satisfied Satisfied Dissatisfied Highly dissatisfied
Interpretation:
The graph shows that working place regularly cleaned 59% of employees are satisfied
Table-13
13) Table shows the top managers interact with you
1 Yes 83 83
2 No 17 17
ANALYSIS:-
From the above table out of 100% Respondents, 83% of the top managers interact with
the employees, remaining 17 % employees saying not interact.
Graph-13
90
80
70
60
50
40
30
20
10
0
Yes No
Yes No
INTERPRETATION
Graph shows the top manager can be meet with employees, 83% of employees saying
YES
Table-14
14) Table shows do the welfare measures help in solves the problems faced by
employees
Options No. Of Respondents Percentage
SL.NO
1 Always 25 25
2 Sometimes 75 75
3 Never 0 0
4 No opinion 0 0
Graph 14
80
70
60
50
40
30
20
10
0
Always Sometimes Never No opinion
INTERPRETATION
From the above chart shows that welfare measure help in solve the problems faced by the
employees 75% employees saying some time.
Table-15
15) The table Showing the opinion towards the safety and welfare measures
provided
SI.NO Option No. Of Respondents Percentage
1 Excellent 83 83
2 Good 17 17
3 Bad 0 0
ANALYSIS
Table shows above 83% employees respondents to excellent opinion towards the safety
and wellbeing actions provide in the business, and remaining 17% employees says good
opinion given to the safety and welfare measures.
Graph-15
90
80
70
60
50
40
30
20
10
0
Excellent Good Bad
INTERPRETATION
The Graph shows that safety and measures provided to employees, the 83% employees
are saying excellent.
Table-16
Above the table shows the do you thing is correlation between employees performance
and impact of employees safety and welfare measures
1 Yes 97 97
2 No 3 3
Total 100 10
ANALYSIS:-
From the above table out of 100% Respondents, 97 % of the employees can be says about
correlation between employees performance and impact of employees safety and welfare
measures, 3% respondents no correlation about safety and welfare.
Graph-16
120
100
80
60
40
20
0
Yes No
INTERPRETATION
Above the graph shows the 97% of employee‟s response given to there is correlation
between employee‟s performance and impact of employees safety and welfare measures.
Table 17:
Table showing the employees opinion regarding whether performance appraisal
needs to be followed by performance counseling to indicate areas of improvements
in the organization.
60
50
40 yes
no
30 26
20
10
0
yes no
Interpretation: It can be inferred from the above graph that most of the respondents said
that performance appraisal needs to be followed by performance counseling to indicate
areas of improvements in the organization so that employees can performance better
more efficiently.
Table 18:
Table showing the opinion regarding the work accomplishments recognized during
performance appraisal.
Particulars No of Respondents Percentage
Yes 90 90%
No 10 10%
Total 100 100%
Analysis: The table shows that the opinion regarding the work accomplishments
recognized during performance appraisal where around 90% of the respondents agree and
10% of the respondents did not agree.
Graph 18:
Graph showing the opinion regarding the work accomplishments recognized during
performance appraisal.
100
90
90
80
70
60
50
Series1
40
30
20
10
10
0
yes no
Interpretation: It can be inferred from the above graph that most of the respondents said
that the work accomplishments are recognized during performance appraisal.
Table 19:
Table showing the opinion regarding the importance of training in improving
performance management system.
Analysis: The table shows that the opinion regarding the training is important in
improving the performance management system in the organization where around 72% of
the respondents agree and 28% of the respondents did not agree
Graph 19:
60
50
40
28
30
20
10
0
yes no
Interpretation: It can be inferred from the above graph that most of the respondents
agree that the training for the employee are very important in improving the performance
of the industry and that of the organization.
Table 20: Table showing the opinion regarding the effectiveness in documentation
of performance appraisal to enable to present your ideas and facts that’s closest to
reality in the organization
Particular No of Respondents Percentage
Excellent 64 64%
Very good 22 22%
Good 10 10%
Satisfactory 4 4%
Unsatisfactory 0 0%
Total 100 100%
Analysis: The table shows that the effectiveness in documentation of performance
appraisal to enable to present your ideas and facts that‟s closest to reality in the
organization where around 64% of the respondents agree excellent , 11% of the
respondents agree very good, 10% of respondents agree good and 4% of the respondents
agree that its satisfactory regarding
Graph 20 : Graph showing the opinion regarding the effectiveness in documentation
of performance appraisal to enable to present your ideas and facts that’s closest to
reality in the organization
70 64
60
50
40
30 22
20
10
10 4
0
0
Excellent Very good Good Satisfactory Unsatisfactory
Interpretation: It can be inferred from the above graph that majority of the respondents
agree that the effectiveness in documentation of performance appraisal to enable to
present your ideas and facts that‟s closest to reality in the organization is very good. In
the organization all the relevant data are well maintained in the proper format and
documented accordingly to have systematic process.
Table 21:
Table showing the opinion of the satisfaction
Neither
Strongly agree Strongly
Sl.No Statement Agree Disagree
agree nor disagree
disagree
I am satisfied
with the current
1 55 22 15 5 3
performance
appraisal system
Performance
appraisal makes
2 me better 45 28 18 7 2
understand what
I should be doing
I clearly
understand the
3 purpose of 62 26 8 3 1
performance
appraisal
Performance
appraisal system
4 helps identify 72 24 3 1
areas for
development
All the
information
5 48 27 16 5 4
obtained from PA
is confidential
Performance
6 review improves 63 27 8 2 0
job performance
Promotion is
based on the
7 82 15 2 1 0
performance
appraisal
overall
percentage 61 24.142857 10 3.42857143 1.428571429
Graph 21:
Graph showing the opinion of the following statements
overall percentage
70
61
60
50
40
30 24.14285714
20
10
10 3.428571429 1.428571429
0
Strongly agree Agree Neither agree Disagree Strongly
nor disagree disagree
Sl Highly Highly
Range Satisfied Neutral Dissatisfied
no. Satisfied Dissatisfied
2 Performance review 64 24 8 3 1
Performance appraisal
3 84 12 3 1 0
monitoring
Performance
4 52 33 12 3 0
assessment
5 Performance feedback 48 21 17 10 4
Perform to an
6 56 21 14 8 1
acceptable standards
Regular performance
7 appraisal system 67 19 8 3 3
meeting
Evaluate the
8 47 28 15 8 3
performance
Current performance
9 system is fair or 43 32 15 6 4
unbiased
10 Quality of work 75 15 5 3 2
overall percentage
60.8 22.8 10 4.6 1.9
Graph 22:
Graph showing the opinion regarding to the existing Performance Appraisal System
in the organization
overall percentage
70
60.8
60
50
40
30 22.8
20
10
10 4.6
1.9
0
Satisfied Highly Satisfied Neutral Dissatisfied Highly
Dissatisfied
Highly
Sl Highly Neutra Dissatisfie
Range Satisfie Dissatis
No Satisfied l d
d fied
1 Job knowledge and skills 58 23 10 5 4
5 Punctuality 67 19 12 2 0
6 Product knowledge 57 22 13 6 2
Transfer ,demotion,
7 promotion dismissal based 53 27 17 3 1
on performance appraisal
8 Attendance 81 8 9 1 1
9 Customer service 93 3 3 1 0
10 Being motivated 73 12 8 5 2
11 Quality output 91 5 3 1 0
12 Organizational skills 63 18 10 7 2
13 Team work 58 22 14 5 1
1.2307
overall percentage 75 18.6923 9.1538 3.5384615 692
Graph 23:
Graph showing the opinion regarding the various factors their influence the
performance Appraisal System
overall percentage
80 75
70
60
50
40
30
18.69230769
20
9.153846154
10 3.538461538 1.230769231
0
Highly Satisfied Satisfied Neutral Dissatisfied Highly
Dissatisfied
Highly Highly
Sl.no Range Satisfied Neutral Dissatisfied
Satisfied Dissatisfied
Follow up and
1 performance 45 36 12 5 2
improvement
Professional
2 development / Career 56 25 14 4 1
growth
3 Focus on innovation 60 28 8 4 0
Production can be
4 55 22 11 8 4
increased
Promotion is purely
5 based on performance 48 26 15 8 3
appraisal
Performance appraisal
helps to win co-
6 50 26 15 8 1
operation and team
work
Performance appraisal
is helpful in reducing
7 42 24 20 14 0
critism among the
employees
Performance appraisal
8 helps to change the 59 23 8 6 4
behavior of employee
Performance appraisal
9 increase employee 62 20 15 3 0
motivation level
The appraisal system
has scope for helping
10 45 24 20 10 1
each employee to
potential
overall percentage 52.2 25.4 13.8 7 1.6
Graph 24:
Graph showing the opinion regarding the impact of an effective Performance
Appraisal System in on Organization
overall pecentage
60
52.2
50
40
30 25.4
20 13.8
10 7
1.6
0
Highly Satisfied Satisfied Neutral Dissatisfied Highly
Dissatisfied
SUGGESTIONS:
1) Company can still more provide all facilities to the employees like canteen
facilities.
2) In organization can maintain proper timings for employees that can be
followed as the time management in the organization.
3) Company can be take proper study measures about employees.
4) It would be really appreciable if the top managers interact with all numbers in
the organization & treat them equally.
5) The follow up of performance Appraisal System should be applicable to all the levels
of the employees.
6) The attributes of the end Performance appraisal system should be
communicated to the managerial personnel. A proper awareness to managerial
personnel about the relative weightage of each attribute employed at
performance appraisal system can be provided. A post appraisal interview can
make the rating accurate to large extent.
7) As there is job rotation within the organization, manager should be allowed to
know about the appraisee`s previous work performance so that there is proper
weightage during the appraisal.
8) The company may utilize HR consultancies periodically to study the
Performance Appraisal system so that drawbacks, if any, can be pointed out.
This will help in continuous assessment of the system.
CONCLUSION:
In the present study, the impact of welfare and safety measures on employee‟s
performance of the Silver Spark Apparel Ltd (Raymond group) industry limited has been
studied and awareness of the employees has been examined. Since the employees of the
Silver Spark Apparel Ltd (Raymond group) industry limited are aware of welfare and
safety measures, this study provides the people concerned to take some optimistic
measures in order to improve the standard of workers welfare and safety measures, still
more to a greater extent.
The organization encourage employees in such a way that it outcome in better profit of
the organization. The employer can find out the employee needs and accomplish them to
some extent, taking suitable care of welfare and safety measures. The efficient and
effective welfare and safety facilities build the employees to perform the good and better
job, which lead to effectiveness of organization.
Performance appraisal plays a vital role in the organization. The success of performance
appraisal system depends on the sincerity shown by the management and the existence of
transparent link between performance and reward. The performance appraisal is one of
the main tools in the organization. It is essential to balance the subjectivity and
objectivity in the appraisal system to make it people oriented, workable, and productive.
In the organization most of the people are interested to evaluate others by appraising
performance, but hardly prepared to be evaluated. It is a real challenge for the Human
resources professionals to make the appraisal system more pragmatic to ensure that
people trust in the system. It builds good interrelationship, motivates, innovates and
positive environment in the organization. Thus the performance system should be made
effective and more development rather being in punitive in nature.
BIBLIOGRAPHY
WEBSITES:
https://www.askbrake.com/
www.ssal.co.in
QUESTIONNAIRES:
PART-A
Age:
a) 20-30 ( )
b) 30-40 ( )
c) 40-50 ( )
Gender:
a) Female ( )
b) Male ( )
Qualification:
Experience:
a) Less than 1 year ( )
b) 1-5 years ( )
c) 6-10 years ( )
b)10 years and above ( )
Marital status:
a) Married ( )
b) Unmarried ( )
10) Does the company take safety measures for employee‟s safety?
a) Yes ( )
b) No ( )
14) Do you think that the welfare measures have an impact over the employees
performance ?
a) Always ( )
b) Sometimes ( )
c) Never ( )
d) No opinion ( )
20) How effective is your performance appraisal documentation to enable to present your
ideas and facts, closest to reality?
24. TABLE 4: Indicate your opinion the various factors their influence the
performance Appraisal System
Sr Range Highly Satisfied Neutral Dissatisfied Highly
No Satisfied Dissatisfied
1 Job knowledge and skills
2 Behavior and discipline
3 The performance ratings
were done periodically
3 Time and stress
management
4 Regularity
5 Punctuality
6 Product knowledge
7 Transfer ,demotion,
promotion dismissal
based on performance
appraisal
8 Attendance
9 Customer service
10 Being motivated
11 Quality output
12 Organizational skills
13 Team work
26. If any Suggestions to improve Safety welfare and performance appraisal process
at SSAL: If yes, please specify?
________________________________________________________________________
________________________________________________________________________
______________________________________________________