SYNOPSIS REPORT ON PERFORMANCE APPRAISAL The JOCIL Limited

INDUSTRY PROFILE
INDUSTRIAL LICENSE:
The Government has given permission for the manufacture of processed fatty acids and individual fatty acids with the annual licensed capacity of 89000 metric tons and glycerin with the licensed capacity of 900 metric tons toilet soaps with a licensed capacity of 5000 metric tons. From time to time the company revised its capacities with the cooperation from the Department of Industrial Development, Ministry of Industry, Government of India, New Delhi. The present licensed capacity of fatty acids is 3,75,000 metric tons, glycerin is 1800 metric tons, and toilet soaps 15000 metric tons. As the value of fixed assets envisaged in the project is less than Rs.3.3crores the industrial license is not required for setting of this project. The company has been registered with directorate General of Technical Development (DGTD), Government of India, New Delhi bearing No. DGTD/HQ/D-S-S/R-4733/C-26(N)/SE/79 with their letter No. shop dated 21-5-1979 and soap /2(39) 79 dated 31-3-1990 for the manufacture of

1. 2. 3.

Processed Fatty Acids Glycerin Toilet soaps

9,000 900 5,000

The JOCIL Limited

Jocil is engaged in producing fatty acids, glycerin and soaps. Jocil was incorporated in 1978 as Andhra Pradesh Oil and Chemical Industries. The companys product portfolio includes stearic acid flakes, fatty acids, toilet soaps, soap noodles and glycerine. These products have applications in area of pharmaceuticals, cosmetics, textiles, paints, plastics, tyres, tread rubber, Metal Polish and other industries. The company has clientele namely HUL, Henkel, Johnson & Johnson, Reckitt Benckiser, Jyothy Laboratories, Emami, BASF, Birla Tyres, Claraint, Berger Paints, Sun Pharmaceutical and MRF Tyres. Jocil has a manufacturing capacity of 67,500 TPA (fatty acids), 1,800 TPA (glycerine) and 25,000 TPA (soaps). Based at Dokiparru, the company also has a captive power plant with 6 MW capacity. Products The company manufactures oleochemicals such as stearic acid, distilled fatty acid, fractioned fatty acids and refined glycerine. Jocil manufactures toilet soaps, soap noodles and special products. It also undertakes contract manufacturing for various companies. Andhra Sugars (Parent Company) Andhra Sugars has business interests in organic and inorganic chemicals, edible and non-edible vegetable oils and non-conventional power generation. It is engaged in manufacturing and marketing of sugar, chemicals such as caustic soda, acetic acid, industrial alcohol, sulphuric acid, hydro chloric acid, sulphur trioxide and aspirin. LOCATION OF THE COMPANY: The company is located at Dokiparru in Medikonduru Mandal of Guntur District in the state of Andhra Pradesh. The area was declared as backward one by the Government of Andhra Pradesh. It is only 15 KM from Guntur and it on Guntur - Narasaraopet highway. It is well connected by both rail and road transportation. It is only 45 km., from Vijayawada, which is industrially located.

POLICIES AND PHILOSOPHY OF JOCIL LIMITED:

The company has well defined policies for 1. Quality 2 . Consumer Safety 3. Safety, Health and Environment (SHE)

Companys Philosophy:
1. To be a Successful Profit Making Organization. 2. 3. To To Conduct be the its Market in Operations Leader in and with its Honesty, Field Quality of Integrity Operations of and Transparency. Continual Services.

through &

Improvement

Efficiency

Products

4. To have Concern for Employees, Shareholders, Customers and Business Associates. 5 To Serve Society through Industry. 6. To care for the Environment and the World in which we live.

PRODUCTS OF JOCIL:
Jocil has set up a modern plant for the manufacturing of fatty acids, toilet soap and refined Glycerin. The products manufactured are of international standards to suit different industrial users. Jocil is manufacturing two types of products. 1. Industrial Goods (chemical) 2. Consumers Goods (soaps) Fatty acids, refined glycerin and other fatty acid pitches fall under the category of industrial goods where as soaps come under the category of consumer goods. Fatty acids are manufactured from vegetable oils and fats. There are different types of fatty acids for different industrial applications. The following are the different kinds of fatty acids, which can be manufactured in Jocil. 1. Crude fatty acids of vegetable acids & fats.

2. Distilled fatty acids of vegetable acids & fats. 3. Hydrogenated fatty acids of vegetable acids & fats Out of the above type of fatty acids, Jocil is manufacturing the following the fatty acids which are a major portion of their sales.

1. Stearic acid 2 .Oleic acid. 3. Distilled & Hydrogenated fatty acids.

Performance Appraisal

A performance appraisal, employee appraisal, performance review, or (career) development discussion is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding manager or supervisor performance appraisal is a part of guiding and managing career development. It is the process of obtaining, analyzing, and recording information about the relative worth of an employee to the organization. Performance appraisal is an analysis of an employee's recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgment of an employee's performance in a job based on considerations other than productivity alone.

Objectives of a performance appraisal

Give employees feedback on performance Identify employee training needs Document criteria used to allocate organizational rewards

Form a basis for personnel decisions: salary increases, promotions, disciplinary actions, bonuses, etc.

Provide the opportunity for organizational diagnosis and development Facilitate communication between employee and administration Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements.

To improve performance through counseling, coaching and development.

Importance of Performance Appraisal

Performance appraisals provide employees and managers with opportunities to discuss areas in which employees excel and those in which employees need improvement. Performance appraisals should be conducted on a regular basis, and they need not be directly attached to promotion opportunities. Personal Attention
During a performance appraisal review, a supervisor and an employee discuss the employee's strengths and weaknesses. This gives the employee individual face time with the supervisor and a chance to address personal concerns.

Feedback
Employees need to know when their job duties are being fulfilled and when there are issues with their work performance. Managers should schedule this communication on a regular basis.

Career Path
Performance appraisals allow employees and supervisors to discuss goals that must be met to advance within the company. This can include identifying skills that must be acquired, areas in which one must improve, and educational courses that must be completed.

Employee Accountability
When employees know there will be regularly scheduled evaluations, they realize that they are accountable for their job performance.

Communicate Divisional and Company Goals

Besides communicating employees' individual goals, employee appraisals provide the opportunity for managers to explain organizational goals and the ways in which employees can participate in the achievement of those goals. Benefits of Performance Appraisal If appraisal is to be effective, staff must see the process attempting to meet their needs, otherwise the system will not work. This means Heads of Department do need to form an overview of the issues raised by their staff and if appropriate feed these into the planning process. Appraisal should result in: Benefits for the individual: Gaining a better understanding of their role Understanding more clearly how and where they fit in within the wider picture A better understanding of how performance is assessed and monitored Getting an insight into how their performance is perceived Improving understanding of their strengths and weaknesses and developmental needs

 Identifying ways in which they can improve performance Providing an opportunity to discuss and clarify developmental and training needs Understanding and agreeing their objectives for the next year. An opportunity to discuss career direction and prospects.

Benefits to the line manager/supervisor/team leader: Opportunities to hear and exchange views and opinions away from the normal pressure of work An opportunity to identify any potential difficulties or weaknesses An improved understanding of the resources available An opportunity to plan for and set objectives for the next period An opportunity to think about and clarify their own role An opportunity to plan for achieving improved performance An opportunity to plan for further delegation and coaching An opportunity to motivate members of the team.

RESEARCH METHODOLOGY

INTRODUCTION:

Research methodology is a way to systematically solve the research problem. In it various types that are generally adopted by are search in studying his research problem along with the logic behind problem. Research means a search for knowledge.

RESEARCH PROBLEM:
A research problem is general refers to some difficulty, which a researcher experience in the content of either the cortical or practical situation and wants to obtain a solution for the same. According to this project the organization is facing some problem with the workers regarding their welfare facilities so the organization needs the level of satisfaction and their opinions. So this topic is given to me for analysis. 2.1 RESEARCH DESIGN: A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. IMPORTANT FEATURES OF RESEARCH DESIGN: 1) It provides the sources and types of information relevant to the research problem. 2) It will suggest which approach will be used for gathering and analyzing the data. 3) It provides the time and cost budget, since most studies are done under these two constrains.

Sample Design:
A sample design is a definite plan for obtaining a sample from a given population: Sample unit Size of sample Sample design : : : Employers as well as workers in JOCIL LIMITED . 75 Simple random sampling design

Stratified Sampling:

Under stratified sampling the population is divided into several sub population that are individually more homogeneously than that of the total population and then we select item from each strain to constitute a sample. Scaling technique: Rating scale technique is used in this study. The rating scale involves qualitative description of a limited No of aspects of a thing or of the trades of person. When we use rating we jute an object in absolute terms against some criteria. Pretesting: In order to test the suitability of the questionnaire, the research has gonefor, pre-testing with 2 respondents in the employees; this helped the researcher to make the questionnaire more, simple and practical oriented. Pilot study: The researcher visited the organization, selected for the study thrice and got permission for doing research study from the personnel manager, who had formal discussions with Him to know about the feasibility of conducting the study in the industry.

METHODS OF DATA COLLECTION

Primary data:
The data is collected by Questionnaire method. Questionnaire is considered as heart a survey opinion. A Questionnaire is constructed and a Questionnaire is given to each worker for this responds. The response are collected for them and used for analysis. In this way the primary data is collected.

SECONDARY DATA:

Secondary data collected from journals and internet.

Chi-square test: X2 test for independence of attributes helps in checking whether two attributes are related or not. 1. 2. 3. Observation recorder and used are collected on random basis. All the items in the sample must de independent. No group should contain very few items say less than 10. in case where the frequencies of adjoining groups. So that the new frequencies of adjoining groups. So that the new frequencies become grater than 10 samples statisticians. 4. The overall number of items must also be reasonably large. It should normally be at least 50, however small the number of groups may be. 5. The constrains must be liner. Constraints which involve linear equation in the cell frequencies of a contingency table are known as linear, constraints.

STEPS INVOLVED IN APPLYING CHI-SQUARE TEST:

1) First of all calculate the expected frequencies on the ;basis of given hypothesis or on the basis of null hypothesis, the expected frequency for any given cell is worked our as under.

The expected frequency of any cell =

(Row total for the row of that cell) X (Column total for the column of that cell)

any cell

Grand total

1.

Obtain the difference between observed and expected frequencies and find out the squares of such differences.

2.

(i.e.) Calculate (Oij - Eij)2

3.

. Divide the quantity (Oij - Eij)2

obtained as started above by the corresponding

expected frequency to get (Oij - Eij)2 / Eij and his should be done for all frequencies.

4.

Find the summation of the (Oij - Eij)2 / Eij values (or) what we call.

BIBILIOGRAPHY: www.google.com www.scribd.com www.cityhr.com

Questionnaire on Performance Appraisal for appraisees and appraisers

(Tick your choice)

1) Since how long have you been working in JOCIL Limited? 0-1 yrs 1-5 yrs 5-10 yrs 10+ yrs

2) How satisfied are you in setting your goals and objectives in the beginning of the year?

 Very satisfied Satisfied Dissatisfied

3) How are the Performance Appraisal strategies and programmes in the company Good Average Bad

4) Do you consider Performance Appraisal strategies fair and objective? Yes No Cant say

5) Is it necessary to appraise an employee? Yes No

6) Are you clear with what is expected of you? Yes No

7) Are the Management Cadre Staff provided with regular performance feedback? Yes No

8) Are your suggestions and innovations rewarded? Yes No

9) Do your supervisors take interest in sharing your personal concern? Yes No

10) Are your annual increments/promotions based on your performance? Yes No Cant say

11) How satisfied are you in interdepartmental teamwork? Good Average

 Bad

12) To what extent do training and development programmes help in improving your performance? To great extent To some extent To very little extent

13) How far is the Performance Appraisal system used for job rotation? Mostly Partially Nil

14) To what extent is the purpose of Performance Appraisal fulfilled? Completely Partially Nil

15) Does JOCIL always strive for continuous individual improvement? Strongly agree Agree Disagree

 Strongly disagree