TABLE OF CONTENTS:

I. INTRODUCTION ABOUT KENT MINERAL RO PURIFIER.

II. ROLE OF HR IN AN INDUSTRY

III. MEANING AND DEFINATION OF PERFORMANCE

APPRAISAL

IV. MANAGMENT OBJECTIVES OF PERFORMANCE APPRAISAL

V. PROCESS OF PERFORMANCE APPRAISAL

VII. DISCUSSION IN STUDENT WORK PROFILE

VIII. DATA ANALYSIS AND INTERPRETATION

IX. CONCLUSION AND SUGGESTION

X. CONCLUSION

XI. BIBLIOGRAPHY

XII. QUESTIONNAIRE
 INTRODUCTION
Kent mineral ro purifiers

Kent Mineral RO purifiers are the 21st century healthcare products company with
a vision for making the world a healthy and a happy family. its mission is to
produce innovative healthcare products that purify the water we drink, the food we
eat and the air we breathe, thus help people live healthier. For us, bringing
healthcare products to you is more than just a business, it is a passion. In fact, the
most prominent purpose of our existence.

Pioneer in bringing revolutionary Reverse Osmosis (RO) technology to India,

KENT started its operations from Noida, India in 1999. Despite a humble
beginning, today KENT is a strong organization with offices spread across India.
Most importantly, today KENT has lakhs of satisfied customers to its credit
worldwide. Kent's Vision Making the world a healthy & happy family and to be
the leader in producing innovative healthcare products that purify the water we
drink, the food we eat and the air we breath

Kent's Mission To become a high-performance organization by achieving its target

of becoming market leader in this trade by delivering exceptional values through
superior execution of innovative marketing and providing excellent service support
to the clients Today, Kent is a prominent player of the Reverse Osmosis (RO)
water purification industry. This leadership position has come to Kent through
constant innovation and a focus on customer satisfaction

Kent started its operations from a single room in Noida, India in 1999. Despite a
humble beginning, today Kent has emerged as a strong organization with offices
spread across the country. It is counted among the fastest growing brands in India
and has become a synonym for Mineral RO purifiers
Since its inception Kent has won many accolades and has crossed quite a few
milestones, some of which include:
• Pioneers in bringing the Reverse Osmosis (RO) Technology to India.
• Launch of a water purifier, which combines the best of both RO+UV
Technologies while overcoming the limitations of a single technology. The
first of its kind in Indian market.
• Invention of a KENT Technology purifier, which provides a potent
combination of RO+UF+UV+TDS Controller. This patented Technology
 creates euphoria in Indian Market since it retains essential natural minerals
in water during purification with the aid of a patented TDS Controller.
• Launch of the Kent Technology purifiers Grand+(the wall mounting model)
and Excel+ (the under-the-counter model)
• Launch of Kent Pride with RO+UF+TDS Controller.
• Launch of Elite-I & Elite-II, the Kent Technology purifiers for commercial
use.
• ISO Certification to Kent RO Systems Ltd. and its production facilities.
• CE and NSF Certifications to the entire range of Kent water purifiers.
• It's raining awards for KENT:
○ The 'Best Domestic Water Purifier Award' by UNESCO & Water
Digest International for 2006-2007.
○ The 'Best Domestic Water Purifier Award' by UNESCO & Water
Digest International for 2006-2007 & 2007-2008 in a row.
○ "The Golden Peacock Award" for the best eco-innovation.
• Launch of a UF membrane gravity purifier, which purifies water without
electricity and any harmful chemicals and provides purified water which is
better than the boiled water.
• The success of UF Membrane Technology gives way to Kent Crystal, a UF
membrane gravity purifier for dispensers and Kent Gold Cool, a UF
membrane gravity purifier, which keeps the water cool as well.
• Venture into a comprehensive range of healthcare products which includes
Air Purifiers, Tap Purifiers, Vegetable & Fruit Purifiers, Autoregenerant
Water Softeners and Automatic Water Pressure Boosting Systems.
• Entry into the markets of Asia, Africa and Europe.
• Crossing the mark of 5 lakh satisfied customers in India.
• Inauguration of 2nd manufacturing facility at Bantakheri, Uttarakhand
(India) at the auspicious hands of His Holiness Sri Sri Ravi Shankar ji.
Launch of Kent Pearl, a KENT Technology purifier with detachable tank which
provides easy onsite cleaning
 ROLE OF HR MANAGER IN AN ORGNISATION

• Recruiting.
• Hiring.
• Training.
• Organization Development.
• Communication.
• Performance Management.
• Coaching.
• Policy Recommendation.
• Salary and Benefits.
• Team Building.
• Employee Relations.
• Leadership.

HR Role: Business and Strategic Partner

In today’s organizations, to guarantee their viability and ability to contribute, HR

managers need to think of themselves as strategic partners. In this role, the HR
person contributes to the development of and the accomplishment of the
organization-wide business plan and objectives.
The HR business objectives are established to support the attainment of the overall
strategic business plan and objectives. The tactical HR representative is deeply
knowledgeable about the design of work systems in which people succeed and con

tribute. This strategic partnership impacts HR services such as the design of work
positions; hiring; reward, recognition and strategic pay; performance development
and appraisal systems; career and succession planning; and employee
development.

To be successful business partners, the HR staff members have to think like

business people, know finance and accounting, and be accountable and responsible
for cost reductions and the measurement of all HR programs and processes. It's not
enough to ask for a seat at the executive table; HR people will have to prove they
have the business savvy necessary to sit there.

HR Role: Employee Advocate

As an employee sponsor or advocate, the HR manager plays an integral role in
organizational success via his knowledge about and advocacy of people. This
advocacy includes expertise in how to create a work environment in which people
will choose to be motivated, contributing, and happy.

Fostering effective methods of goal setting, communication and empowerment

through responsibility, builds employee ownership of the organization. The HR
professional helps establish the organizational culture and climate in which people
have the competency, concern and commitment to serve customers well.

In this role, the HR manager provides employee development opportunities,

employee assistance programs, gain sharing and profit-sharing strategies,
organization development interventions, due process approaches to problem
solving and regularly scheduled communication opportunities.

HR Role: Change Champion

The constant evaluation of the effectiveness of the organization results in the need
for the HR professional to frequently champion change. Both knowledge about and
the ability to execute successful change strategies make the HR professional
exceptionally valued.

Knowing how to link change to the strategic needs of the organization will
minimize employee dissatisfaction and resistance to change.

The HR professional contributes to the organization by constantly assessing the

effectiveness of the HR function. He also sponsors change in other departments
and in work practices. To promote the overall success of his organization, he
champions the identification of the organizational mission, vision, values, goals
and action plans. Finally, he helps determine the measures that will tell his
organization how well it is succeeding in all of this

Today’s working climate demands a great deal of commitment

and effort from employees, who in turn naturally expect a great
deal more from their employers. Performance appraisal is
designed to maximize effectiveness by bringing participation to
more individual level in that it provides a forum for consultation
about standards of work, potential, aspirations and concerns. It is
an opportunity for employees to have significantly greater
influence upon the quality of their working lives. In these times of
emphasis on “quality”, there is a natural equation: better quality
goods and services from employees who enjoy better quality
“goods and services” from their employers.

Performance appraisal must be seen as an intrinsic part of a

manager’s responsibility and not an unwelcome and time-
consuming addition to them. It is about improving performance
and ultimate effectiveness.

Performance appraisal is a systematic means of ensuring that

managers and their staff meet regularly to discuss post and
present performance issues and to agree what future is
appropriate on both sides.This meeting should be based on clear
and mutual understanding of the job in question and the
standards and outcomes, which are a part of it. In normal
circumstances, employees should be appraised by their
immediate managers on one to one basis. Often the distinction
between performance and appraising is not made. Assessment
concerns itself only with the past and the present. The staff is
being appraised when they are encouraged to look ahead to
improve effectiveness, utilize strengths, redress weaknesses and
examine how potentials and aspirations should match up.

It should also be understood that pushing a previously prepared

report across and desk cursorily inviting comments, and
expecting it to be neatly signed by the employee is not appraisal -
this is merely a form filling exercise which achieves little in terms
of giving staff any positive guidance and motivation
Meaning and definition of performance
appraisal and its objectives
In simple terms, appraisal may be understood as the assessment
of an individual’s performance in a systematic way, the
performance being measured against such factors as job
knowledge, quality, and quantity of output, initiative, leadership
abilities, supervision, dependability, co-operation, judgment,
versatility, health, and the like. Assessment should not be
confined to past performance alone. Potentials of the employee
for future performance must also be assessed

DEFINITIONS OF PERFORMANCE APPRAISAL:

A formal definition of performance appraisal is:

“It is the systematic evaluation of the individual with respect to

his or her performance on the job and his or her potential for
development.”

A more comprehensive definition is:

“Performance appraisal is a formal, structured system of

measuring and evaluating an employee’s job related behaviors
and outcomes to discover how and why the employee is presently
performing on the job and how the employee can perform more
effectively in the future so that the employee, organization, and
society all benefit.”

PERFORMANCE APPRAISAL

Performance Appraisal is very important for every kind of organization. It is

ajustification of an individual employee. if we take the literal meaning of
performanceThe act of performing or fulfillment of an obligation or a promise;
especially,completion of ones, duty.appraisal An expert or official
valuation.Performance Appraisal is defined as structured formal interaction
between asubordinate and supervisor, where the work performance of the
subordinate is to betaken into consideration, with a view to identifying weaknesses
and strengths as wellas opportunities for improvement and skills development.
Appraisal results are usedto determine reward outcomes. That is, the appraisal
results are used to identify thebetter performing employees who should get the
majority of available merit payincreases, bonuses, and promotion. Simultaneously
appraisal results are also used toidentify the poorer performers who may require
some form of counseling, or inextreme cases, demotion, dismissal or decrease in
pay. Performance Appraisal is apart of career development

PERFORMANCE APPRAISAL METHODS

The Critical Incident File-

The Critical Incident File is a performance appraisal method in which the

manger writes down positive and negative performance behavior of employees
during their employment period.this file is a form of documentation.

The Rating Scales-

The Rating Scale is a form on which the manager simply checks off the
employeeslevel of performance. The possible evaluated areas include quantity of
work, qualityof work, dependability, judgment, attitude, cooperation and initiative.

Behaviorally Anchored Rating Scales (BARS)-

BARS is a method combining rating and critical incidents. Is is more objective

andaccurate. Rather than having excellent, good, average. the form has several
statementsthat describe the employee performance, from which the manager
selects the one thatbest describes the employee performance for that task.

Ranking method-

Ranking method is used to evaluate employee performance from bets to worst.

Under this method, the manager compare an employee to another employee, rather
thancomparing each one to a standard measurement. A predetermined percentage
of employees are placed in performance categories for e.g excellent-5%,good-10%,
average-15%.
Management By Objectives

Management By Objectives is a process in which managers and their employees

jointly set objectives for the employee, periodically evaluate the performance, and
reward according to the result
The Narrative Method
This method requires the manger to write a statement about the employee
performance. Managers may be allowed to write whatever they want, or they may
be required to answer questions about employee performance
Conclusion
For an effective management and do best evaluation among personnel,
performance appraisal is very essential instrument. it generally review each
individual performance against agreeing objective, standard and delegation of
responsibilities and tasks.Performance Appraisals are important for staff
motivation, attitude and behavioral development, communicating and aligning
individual as well as organizational aims and having positive relationships between
management and staff and also increase the level of competence among the
employee of organization and their energetic level increase.
As performance appraisal provide a formal, recorded, regular review of an
individual performance so we can plan for future development. In this way the
chances of organizational growth increases.so as profit will also in gain
 MANAGEMENT OBJECTIVES
OF PERFORMANCE
APPRAISAL
Performance appraisal serves the following management objectives:

1. Providing basis for promotion/ transfer /termination---

Identifying those subordinates who deserve promotion or require
lateral shift (transfer) or termination and can be used for career planning.
2. Enhancing employee’s effectiveness ---
Helping employees in identifying their strength and weakness .Also
informing about the performance expected from them .this helps them to
understand their role well and increases their efficiency at work .The
feedback reinforces good performances and discourages poor
performances .this also involves identifying employee’s training and
development needs . Identifying employee’s training and development needs
of employees is necessary to prepare them for meeting challenges in their
future employment.
3. Aiding in designing training and development program
Identifying skills that need to be developed which helps in trailer making training
and development programs

4. Removing work alienation ---

Counseling employees corrects misconceptions which might result in
work alienation .Performance appraisal also helps employees in internalizing
the norms and values of organization.

5. Removing Discontents ---

 Identifying and removing factors responsible for workers discontent
motivates them for performing better at work .Performance appraisal helps
in creating a positive and healthy work environment in the organization.

6. Developing interpersonal relationship---

Relations between the superiors and subordinates can be improved through
realization that there exists a mutual dependence this mutual dependence
leads to better performance and success By facilitating employees to do
introspection, self-evaluation and goal setting, their behavior can be
modified. Better interpersonal relationships lead to them building.

7. Aiding wage administration ---

Performance appraisal can help in development of scientific basis for reward
allocation, wage fixation, raises, incentives etc

8. Exercising control ---

Performance appraisal also provides a means for exercising control.
9. Improving communication ---
Performance appraisal serves as a mechanism for communication between
superiors and subordinates
PROCESS OF PERFORMANCE APPRAISAL

1. Establish performance standards with employees

2. Mutually set measurable goals

3. Measure actual performance

4. Compare actual performance with standards

5. Discuss the appraisal with the employee

6. If necessary, initiate corrective action

• Establishment of performance standards, Derived from company’s strategic

goals.
• Based on job analysis and job description.
• Communication of performance standards to employees
• Measurement of performance using information from:
Personal observation
Statistical reports
Oral reports
 Written reports.
• Comparison of actual performance with standards
• Discussion of appraisal with employees
• Identification of corrective action where necessary:
Immediate action deals with symptoms
Basic corrective actions deal with cause

PERFORMANCE APPRAISAL AT KENT MINERALS

RO PURIFIER
• Bata India Ltd has developed from for appraising performance that is
known as “Individual program Review. A copy of this form has been
attached to this project if we refer to this form; we find that form can be
divided in to 9 parts which deals with the following areas.
• The opening part of the form acknowledges Personal data of the
employees (family and given name and date of birth, sex ,country ,and
origin, present citizenship , employees number), his Education ( school
college , universities ,BSO courses and other courses and
assignments.) ,present, previous position ( company and department ).

1 Assignment of major achievement and performance of specific

and challenging task
In this column of performance appraisal form actual
performance is measure against the standards of performance and
accordingly the assessor writes percentage achieved.
2 Assignment of overall performance
In the performance appraisal form there is section which
deals with overall performance of an individual employee. This part of
performance appraisal is divided in to six points scale. They are:
• Unsatisfactory
• Satisfactory
• Good
 • Very good
• Excellent

1 Information on job description

In this column of performance appraisal form the
time period when job description was updated is included that is in the form
of the year and the month.

2 Individual career planning

In this part of performance appraisal form the
information regarding personal traits of the individual manager is included
and analyzed. There are basically six fundamental personal traits, which are
rated by appraiser.

✔ Initiative
✔ Enthusiasm
✔ Self expression
✔ Desire to succeed
✔ Leadership
✔ Team spirit.

1 Assessor additional comments

In this sec of performance assessor in his own words
fills appraisal re areas of performance of individual subordinates where
improvement is sought, strength and weakness and promotional potential.
This portion is subjective in nature.

2 Specific Developments plans.

Performance appraisal form includes the details
which portray the identification of training and development plans, special
 assignments and self development needs which are filled by the concerned
assessor.

3 Specific challenging task for next review period.

In this part of performance appraisal form target
dates and standard of performance , challenges and specific task for next
review period is included which has to be accomplished during a specific
time interval .

PROBLEM AREA
During the visit to the company the problem noticed is as follows
FINDINGS:
➢ Absenteeism of employees
➢ Insufficient of welfare activity
➢ Job dissatisfaction
➢ There is no proper motivation to employees
➢ No allowance as such
➢ No proper group work
DISCUSSION ON STUDENT’S WORK PROFILE
Student’s work profile(role and responsibility)
I am RAJEEB BISWAL working as a hr consultant in KENT
MINERALS RO PURIFIER is the leading industry in INDIA.
Job profile:
➢ Recruit consultant
➢ Collecting the documents
➢ Doing paper work
➢ Asking question to employee
➢ Understanding the employee’s need and requirement in an
industry

Description of live experience:

I am Rajeeb Biswal working as a HR advisor in KENT MINERAL RO
PURIFIER. It’s a nice experience gained by me. I am thankful to MR.
Ahem Chandra Sinha, who really supports me to do best in the
organization.
I learn and gain knowledge regarding KENT MINERAL RO
PURIFIER; it was a great moment for me.
DATA ANALYSIS AND INTERPRETATION
ANALYSIS AND INTERPRETATIONS

1- ANALYSIS OF QUESTION ONE: A total no. of 150 respondents

was interviewed & the break-up is as under

Ex:-

PERFORMANCE EVALUATION FREQUENCY

REFERS TO EVALUATION OF:
• A person’s behavior on the 5
workplace

• Quality and quantity of done at

44
workplace.
14
• Tactfulness
8
• Leadership
29
• All of the above

According to the survey carried out it is being observed that out

150 employees; 50 employees felt that in order to be a good
performer at working area one’s behaviour, his quality & quantity
of work done qualities are required to perform well. 5 employees
felt behaviour is most important for one’s performance. 44
employees felt quality & quantity of work done at work place is
most important for one’s performance. 8 employees felt
Tactfulness is also important. 29 employees were of the opinion
that leadership is an imp ingredient which affects one’s
performance at work.

FREQENCY
Aperson’sbehavior ontheworkplace Qualityandquantity of doneat workplace.
Tactfulness Leadership
All of theabove

5%

29%

44%

8%

14%
2- ANALYSIS OF QEUSTION SECOND

BENEFITS OF PERFORMANCE FREQUENCY

APPRAISAL
• Increased productivity and 4
hence increase profit

• Personnel development
25
• In making decision regarding
64
promotion, compensation and
allied issues 57

• All the above

70
60
50
40
A

30
T
lex
is
t

20
10 Series1
0
Increased Personnel Inmakingdecision Alltheabove
productivityand Developm ent regarding
henceincrease prom otion
profit compensationand
alliedissues

Frequency
According to the survey carried out help among 150 employees.
64 employees agreed that performance appraisal in making
decision regarding promotion, compensation and allied issues
whereas on other hand 57 employees agreed that is helps in
increasing productivity & in turn 1 se profit; Personnel
development etc.

3- ANALYSIS OF QUESTION THIRD

According to the survey carried out among 150 employees of
satajary unit it can be concluded that yes, performance
appraisal system is necessary for an organization success.

IS PERFORMANCE APPRAISAL SYSTEM NECESSARY

FOR AN ORGANIZATION SUCCESS?
Yes No

121 29

4- ANALYSIS OF QUESTION FOUR

IS PERFORMANCE APPRAISAL SYSTEM AT KENT

MINERAL RO PURIFIER UNIT?
Yes No

135 15
IS PERFORMANCE APPRAISAL SYSTEM EFFECTIVE AT KENT
MINERAL RO PURIFIER UNIT?

COLUMN1
Yes No

10%

90%

Ans 5. According to the survey carried out among 150

employees, 120 employees agreed that employees were
satisfied with the time interval of performance review at
Bataganj unit.

5- ANALYSIS OF QUESTION FIVE

SATISFACTION ON TIME OF PERFORMANCE REVIEW AT
KENT MINERAL RO PURIFIER UNIT?
Yes No

120 30
 C
O L
U MN1
Yes No

20%

80%

According to the survey carried out among 150 employees at

kent mineral ro purifier unit, 66 employees were of the opinion
that Attitude Behaviour, Judgment & decision making, capacity
to achieve results, leadership are the imp criteria on which
employee are appraised. 54 employees were of opinion that
capacity to achieve results should be one criteria on which
should be appraised.

b) Judgment and decision 3

making
c) Capacity to achieve results 54
d) Leadership 9
e) All of the above 66

3- ANALYSIS OF QUESTION SIX

4- According to the survey carried out among 150 employees
at kent mineral ro purifier unit, 66 employees were of the
opinion that Attitude Behaviour, Judgment & decision
 making, capacity to achieve results, leadership are the imp
criteria on which employee are appraised. 54 employees
were of opinion that capacity to achieve results should be
one criteria on which should be appraised.
b) Judgment and decision 3
making
c) Capacity to achieve results 54
d) Leadership 9
e) All of the above 66

Criteriaonwhichemployeeareappraised

Judgement anddecisionmaking Capacityto achieveresults Leadership All of theabove

2%

41%
50%

7%

ANALYSIS OF QUESTION EIGHT

DO THE COMPETENCIES, USED IN PERFORMANCE REVIEW

AT KENT MINERAL RO PURIFIER SERVES THE PURPOSE?
YES NO

130 20

D
O E
STHEC
R IT
ERIAUS
EDINBAT
ASERV
ICE
S
THEPURPOS
E
YE
S NO

13%

87%

10- ANALYSIS OF QUESTION ELEVEN

Performance review improve Frequency

the relationship between
appraiser and appraise?
a) Strongly agree 81
b) Agree 51
c) Neutral 6
d) Disagree 6
e) Strongly Disagree 6
Ans. 10) According to the survey carried out at kent mineral ro
purifier unit among 150 employees 81 employees strongly
agreed that performance review improves the relationship
between Appraiser & Appraisee 51 employees only agreed.

PERFORMANCE APPRAISAL IMPROVE THE RELATIONSHIP

Frequency
90
80
70
60
50
40
30 Frequency
20
10
0
a)Strongly b)Agree c)Neutral d)Disagree e)Strongly
agree Disagree

11- ANALYSIS OF QUESTION TWELEVE

PERFORMANCE AND PAY SHOULD BE RELATED?

YES NO

120 30
Q 11. According, to the survey carried out at kent mineral ro
purifier unit, among 150 employees, 120 employees were of the
opinion yes, Performance and should be related.

PERFORMANCEANDPA YSHOULD
RELATED
YES NO

20%

80%

13- ANALYSIS OF QUESTION FOURTEEN

PERFORMANCE FREQUENCY
APPRAISAL IN KENT
MINERAL RO PURIFIER
USED FOR
a) Training 52
b) Promotion 65
c) Determination of 30
increments of basic salary
d) Any other 3
Ans. 13 - According to the survey carried out at KENT MINERAL
RO PURIFIER unit among 150 employees, 65 employees were of
the opinion that performance Appraisal in kent mineral ro purifier
is used for promotion, 52 employees believed it helps in training
the employees and removing their differences.

FREQUENCY
70

60

50

40

30
FREQUENCE
20

10

0
Training Promotion Determ inationof Anyother
increm entsof
basicsalary

15- ANALYSIS OF QUESTION SIXTEEN

REVIEW ARE NOT TO FREQUENCY
DEGRADE BUT TO AID IN
PERSONNEL
DEVELOPMENT OF
EMPLOYEES
a) Totally agree 95
b) Agree 6
 c) Some what 20
d) Disagree 29

Ans 15. – According to the survey carried out at KENT MINERAL

RO PURIFIER unit among 150 employees, 95 employees were of
the opinion that Review are not to degrade but to aid in personnel
development of employees and the totally agreed on their
question being asked
PerformanceReview

Agree
6%

TotallyAgree
94%
CONCLUSIONS AND SUGGESTIONS
After having a macro view of all facts figures and suggestions from the
respondents may be drawn that the managers of Bataganj are conscious
of facts about deficiencies ingrained in the system. They have come out
boldly with their views and suggestions for improving the quality and
efficiency of the performance appraisal system.

This is partly due to fact that it forms the basis of promotion to next
higher cadre in the organization’s hierarchy. They also emphasize that
there is a need for drastic change. Around 80% of respondents were in
the opinion that there is presence of personal biasness and likeness in
system of performance appraisal, since it is a natural phenomenon and it
will pop up in organization consisting of manpower. The performance
evaluation is that in which the evaluation is made that free from personal
bias and prejudices because an evaluation is objection it minimizes the
potential capricious and dysfunctional behavior of the evaluator.

The study shows that many of the managers are well aware of necessity
of the performance appraisal system for a better improve performance
for organizational growth. There is need for total objectivity in
assessment of a performance which can be done through following line
of action.
Performance management is the process of creating a work environment
or setting in which people are enabled to perform to the best of their
abilities. Performance management is a whole work system that begins
when a job is defined as needed. It ends when an employee leaves your
organization. A performance management system includes the following
actions:

*Develop clear job descriptions.

* Select appropriate people with an appropriate selection process.

* Negotiate requirements and accomplishment-based performance

standards, outcomes, and measures.

* Provide effective orientation, education, and training.

* Provide on-going coaching and feedback.
*Conduct quarterly performance development discussions.
* Design effective compensation and recognition systems that reward
people for their contributions.
* Provide promotional/career development opportunities for staff.
∗ Assist with exit interviews to understand WHY valued employees
leave the organization

∗ To review the performance of the employees over a given period

of time
∗ To judge the gap between the actual and the desired performance
∗ To help the management in exercising organizational control.
∗ Helps to strengthen the relationship and communication between
superior – subordinates and management – employees.
∗ To diagnose the strengths and weaknesses of the individuals so as
to identify the training and development needs of the future
∗ To provide feedback to the employees regarding their past
performance

∗ Provide information to assist in the other personal decisions in the

organization

∗ Provide clarity of the expectations and responsibilities of the

functions to be performed by the employees

∗ To judge the effectiveness of the other human resource functions

of the organization such as recruitment, selection, training and
development

∗ To reduce the grievances of the employees