STUDY OF PERFORMANCE APPRAISAL

Super Tannery Ltd, Kanpur

Project Guide(s) Mr. Imran Siddiqui, Super Tannery Ms. Monika Bharadwaj, KIBM
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By: Tanzeem Fatimah PGDM (Marketing/Human Resource) Roll no. (0911008),Batch 2009-11 Kanpur Institute of Management Studies

BRIEF COMPANY PROFILE

SUPER TANNERY LIMITED established in 1953 started operations by processing 50 buffalo hides per day, converting them in to vegetable tanned leather for shoe soles. Since then company well guided by a professional approach , has marked important name for it self in the world leather map , making it one of the oldest and well reputed business and houses of Northern India. Super Tannery Limited operates 5 independent manufacturing facilities , producing article of the highest quality for leading European and American brands .Employing more than 2000 people , with annual sales of over USD 55million, the company has it customer in more than 40 countries It has offices and ware houses in the UNITED KINGDOM, UNITED ARAB EMIRATES, MALAYSIA AND CHINA.

PRODUCTS
LEATHER FOR Safety and Casual Wear Upholstery Lining Shoe soles Equestrian equipment Military Safety Casual and Formal Kids ACCESSORIES Bags Belts Jackets Jeweler

FOOTWEAR

SWOT ANALYSIS OF THE COMPANY

STRENGTH Strong corporate brand image High quality producer Sound financial resources Less employee turnover ratio Eco friendly image Pleasant and conducive working environment WEAKNESS Lack of innovation Expensive products Improper logistics management
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SWOT ANALYSIS OF THE COMPANY

OPPORTUNITIES Strengthening operational excellence More usage of E-commerce More innovative and technology driven products THREATS Mirza Tanners remains the biggest competitor to their dominance in leather industry Eco friendly era will reduce the volume of sales of leathers More political restrictions are likely to affect their business in near future
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OBJECTIVES
To gain an overall idea about the organization. To study the composition of employer and employee relation existing in the organization. To know the facilities provided to the employees as well as the public by the organization. To study the statutory and non-statutory welfare practices adopted by organization. The study of the HRD practices training and development performance appraisal schemes adopted by the organization. To study organizational culture and style.

RESEARCH METHODOLOGY

Type of Research: Descriptive Research Method of Research: Field Research Data type: Primary Data- Survey Secondary data- Internet, Company records and magazines and articles

Data collection tool: Questionnaire Sampling Plan: Sampling Unit: Super house Mgmt and employees Sampling size: 50 Sampling method: Convenience Sampling
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LIMITATIONS
Many employees gave guarded answers to some crucial questions. Some of them did not feel the questionnaire due to lack of time. Response could not be collected from the total sample selected. Some of the questionnaire could not be collected due to reason other than time factor. The confidentiality of the system created some problem in getting information. The accuracy of the data could depend on factors like sincerity of the employees feeling the questionnaires.

CONCLUSIONS
The promotion rules though defined need to be communicated to every employees before appraisal process is done and also justifies the promotion as a result of the appraisal. That the promotion policy followed differs at different position and category. Uniformity has to be there in the implementation of promotion policy at all levels The process of performance appraisal followed in Super tannery Ltd. at the supervisory level is not well but of satisfactory level. The employees do not rate it very good The appraisal outcome has to be used frequently for the purpose of reward on performing well together with the feedback on the performance. Also when performance goes down employee has to be given feedback and motivated to do better.

CONCLUSIONS
The organization at present doesn't lay career planning and career suggestion plans. In Super tannery Ltd. feedback is being provided to the employee though on a few occasion Performance appraisal in Super tannery Ltd is done on an annual basis. More emphasis on training and job rotation as remedial measures. The mechanism of counseling pre-performance and post performance is not in practice at the organization in strict term. During the course of study suggestion came from the employee side for the need of counseling.

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RECOMMENDATIONS

Training the Appraiser Factors/traits of evaluation Greater clarity has to be has to there in terms of job responsibility In the organization, performance appraisal is done on an annual basis which should be done Quarterly to make it more effective Consistency is demanded in the promotional policy. It should not change every year Monetary difference between two grades should not be large, it should be motivating in nature Performance appraisal system should be made more transparent and rationale Performance feedback

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RECOMMENDATIONS

Make sure the employee understands the consequences of the problem behaviors Assistance should be provided to improve poor performance To make sure to review performance time to time

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THANK YOU

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