CHAPTER I

DESIGN OF THE STUDY

1.1 PROJECT

Employees performance is a process supporting the use of human resource in an

organization. It is possibly management’s most powerful tool in controlling performance

and productivity of human resources in the organization. Used effectively, employees

performance can have tremendous strategic potential for governing employee behaviour

and, in turn, organization’s direction through its dynamic links to selection, training,

career path planning and reward system.

Definition

“The process of evaluating the employee’s performance on the job in terms of

requirement of the job”.

Scott, Clothier and spriegel

“Employees performance is a process of evalu the performance and qualification

of the employee in terms of the requirement of the job for which he is employed, for

purposes of administration including placement, selection for promotion, providing

financial rewards and other actions which require differential treatment among the

members of a group as distinguished from action affecting all members equally”.

Carl Heyel

1
 “Employees performance refers to all formal procedure used in working
To know about employees attitude skills job knowledge in the organizations to evaluate

personalities and contributions and potential of group members”.

Yoder

Evaluation Process

ESTABLISH PERFORMANCE STANDERS

COMMUNICATE PERFORMANCE EXPECTATIONS TO

EMPLOYEES

MEASURE ACTUAL PERFORMANCE

COMPARE ACTUAL PERFORMANCE

WITH STANDERS

DISCUSS THE PERFORMANCE WITH THE EMPLOYEE

IN NECESSARY, INITIATE CORRECTIVE ACTION

2
3
1.2 SCOPE OF THE STUDY:

a) Provide feed back about the level of achievements

b) Provide information helps to sub ordinates

c) In order to gain leadership position, it is forced to improve the performance

of Employees

4
1.3 OBJECTIVES OF THE STUDY:
a) To study about the employee performance appraisal

b) To analyses the level of performance of employee

c) To study about the effectiveness of the system of apraisal in the company

d) To study about the satisfactory range of employees on rewards given by the

company

e) To find out the reason for lower performance of employees

5
1.4 RESEARCH METHODOLOGY

Introduction

Research is an art of scientific investigation. Research is a careful investigation

or inquiry especially though search for new facts in any branch of knowledge.

“Research comprises defining and redefining problems, formulating hypothesis

or suggested solution; collecting, organizing and evaluating data; making deductions and

reaching conclusions; and at last carefully testing the conclusions to determine whether

they fit the formulating hypothesis”.

- Clifford Woody

Research Design

A research design is purely and simply the framework or plan study that guides

the collection and analysis of data.

“A research design is the arrangements of condition and analysis of data in a

manner that aims to combine relevance to the research purpose with economy in

procedure.

Descriptive research:

The research has adopted the descriptive research study Descriptive research

includes surveys and fact findings enquiries of different kinds. The major purpose of

descriptive research is descriptive of the state of affairs as exists at present.

6
Sample Design

Sampling design is thee process of obtaining information about an entire

population. The items selected are called the samples, their selection process or

technique is called sample design and the survey conducted on the basis of sample is

described as sample survey.

Sample Unit

The target population would be sampled. The employees of M.C. Spinning mil

Pvt. Ltd are chosen as a population target.

Sample Size

The sample size chosen for the research is two hundred samples.

Sampling Procedure

Samples are selected as probability samples based on simple Random sampling.

When population elements are selected for inclusion in the sample based on the case of

access, it can be called simple Random sampling.

Method of Data collection

There are two types of data collection viz

i. Primary data

ii. Secondary data

7
Primary Data

Primary data are data freshly gathered for a specific purpose or for a specific

research project. The method of collected information by questionnaire method carried

out in a structured way.

(a) First selection of the questionnaire deal with the queries relation to the

personal details of the employees.

(b) Second selection of the questionnaire deal with the queries relating to the job

satisfaction level of the employees.

Secondary Data

Secondary data means data that are already been collected any analysed. The

various sources used are

a) World Wide Web

b) Magazines

c) Text Books

d) Reports prepared by research scholars.

8
Tool used

 Simple percentage method

Percentage refers to special kind of ration which is used in making comparison

between two or more serious of data percentage is used to describe relationships of two

or more serious dates.

Number of Respondents
Percentage method = X 100
Total numbers of Respondents

9
1.5 LIMITATIONS OF THE STUDY :

 The study is restricted only to M.C. Spinners Pvt Ltd. So it cannot be

generalized.

 If focus only on the Training & Development Department of the

organization.

 Time and cost may limit the study

As the questions were directed at the personal opinion of the employees, there

may be bias.

10
 CHAPTER SCHEME

CHAPTER I

Deal with introduction and design of the study, scope of the study, objectives of the

study, research methodology, and limitation of the study

CHAPTER II

Deals with review of literature and profile of the company

CHAPTER III

It enumerates the data analysis and inter predation

CHAPTER IV

Deals with finding and suggestion

CHAPTER V

Conclusion

11
 CHAPTER II

2.1 REVIEW OF LITERATURE AND COMPONY PROFILE

Textile Industry plays an important role in the national economy. The word ‘Textile’ is

derived from the Latin Word texture which means ‘to weave’. It is one of the oldest and

biggest Industries in India.

HISTORY AND DEVELOPMENT

Textile Industry in India has a long history Mumbai and Ahamadabad were the

largest cotton textiles in India. In the early 1920’s Bombay was the Manchester of India.

Today cotton textile industry is spread practically all over India. India is one of the

Largest Producers of cotton in the world.

PRESENT DEVELOPMENT

Almost all the textiles, today produce a variety of fabrics. The turn over is huge

roll of soft cotton, warm wool, strong nylon and Fabrics. The Mill Produce these textiles

in every colour imaginable and in countless patterns. A lion’s shale of textile Production

goes to other manufacturer of ready made garments. The Second Largest Share is Making

of household Products such as curtains, blankets, sheets and towels.

This Method of Making cloth has been used for thousand of years but with this

the Introduction of new technologies. Manufacturers can make lot of fibers within few

Seconds.

12
AGE OF MODERN INDUSTRY

In 1984, Hillaric Chardoneet a French Chemist developed the first practical

manufacture fibre. The name is Rayon it was first produced in U.S. in 1910 and after that

nylon, Polyester, Acrylic and other manufactured fibres were introduced.

Now the textile Industries are producing goods both for home Market and

Export. The Main centers of production are Mumbai, Gujarat, Tamil Nadu, West Bengal

and Ahamadabad.

This Industry basically involves manufacturing of various types of fabrics both

natural and synthetic as well as of production, Machinery and application of new

technology. The industry has categorized in three major works, namely research,

development, manufacturing and merchandising. The basic Portal of textile engineers is

to find new synthetic Materials, fabrics, textures experiment with dyes and weaves fabric

strength develop and accept new technologies. The development of textile industry in

India is taking place very rapidly. The textile in India is one of the largest in the world

and is still growing. It thus has immense career potential.

The textile institute is a unique organization in clothing and footwear. It was

incorporated in England by a royal charter granted in 1925 and is a registered charity.

The institute has individual and corporate members in over 90 countries the membership

cover all sectors and all discipliner in textile, Clothing and footwear.

Within the global textiles, clothing and footwear industries, the aim of the

institute is to facilitate learning to recognise achievement to reward excellence and to

disseminate information.

13
 The textile industry is the single largest foreign exchange earner in India.

Currently it accounts for about 8% of GDP, 20% of the Industrial production and over

30% of Export earnings of India and it has only 2.3% and import intensity about 38

Million people are gainfully employed with the Industry and it is the Second largest

employment Providing sector after agriculture. The textile Policy of 1985 and the

economic policy of 1991 allelerated the economic growth during 1990’s. Textile sector

growth has been the spinning and the manmade fibre industry. The number of cotton /

manmade fibre Mills rose from 1035 in 87-88 to 1741 by December, 1997. The number

of spinning Mills number rose to 1461 in December 1997 from 752 in 87-88

Liberalization led to the Installation of open and Promoters and setting up of Export

oriented units (Eou).

Currently India has the second highest spindleage in the world after china.

Aggregate production of cloth during 1996-97 was 34,625 Million sq. Meters, an increase

of nine percent over 1995-96 India’s contribution in world production of cotton textiles

was about 12% decade back, currently it contributes about 15% of world cotton textiles.

The production of silk has increased from 9498 tonnes in 1987-88 to 14,093 tonnes in

1996-97 for wool, which is another Major raw material India depends on imports

especially from new-zealand to meet its requirements.

Growth rate in Exports of textiles clothing during 1996-97 was 11% Introduction

of a soft loan scheme during the 7th Plan caused textile modernization fund scheme

(TMF) Facilitated the process of modernizing textile. Industry significantly. Indian textile

Industry has performed remarkable during the last one decade but it still needs to carve

India is on the Fast track of globalization.

14
 The woolen Industry in the country is small in size and widely scattered. It is

basically Located in States of Punjab, Haryana, Rajasthan, Uttar Pradesh, Maharashtra

and Gujarat. 40% of the wollen units are located in Punjab 27%. In Haryana 10% in

Rajasthan, while the rest of the States account for the remaining 23% of the units; A Few

of the larger units are located in Maharashtra, Punjab, Uttar Pradesh, Gujarat and West

Bengal. By the end of the current year the wollen Industry has presented the following

profile :

 Total no of registered units are 2675.

 Hand knotted carpets, draggets.

 Independent dye in processing houses.

 Since Indigenous production of the quality wool required by the organized mill

and the decentralized hosiery sector is very limited India depends on imports

have been mainly from Australia and new Zealand the major Suppliers are from

Australia, new Zealand wool is being Imported Mainly for carpet sector for

blending it with indigenous wool Similarly for the shoddy sector import of

premeditated woolen, Synthetic rages is also allowed under OGL.

2.2 COMPANY PROFILE

Mehala carona Textiles private Limited is a famous yarn producer. It is Located

in Sathy pirivu, at Alukkuli. The total area of the company is 13 arces. It started its

functions on February 1996. The office and factory are Located in the same campus.

It was started by Mr. R. Duraiswamy. Mr. K. Swaminathan and

Mr. C. Subramaniam, the top officials are.

Managing Director – Mr. R. Duraiswamy

15
Board of Director – Mr. K. Swaminathan

Mr. C. Subramaniam

While starting it only 40 workers were working. But now 600 employees are

working. The daily production is 800 kilograms. Yarn is the main input for banian

products.

The raw Materials are mainly purchased from AndraPradesh in case of

emergency they purchase the raw materials with in the Local Market. The company has

1000 Kilowatt of electricity power now it Exceeds to 1400 Kilowatts.

The produced materials are sold to the Exporters in Tirupur. Some of the buyers

are.

 Carona Knitting Mills

 Jayanthi implex

 Nfill Knif wear

 Sakthi fashion wear

16
HUMAN RESOURCE DEPARTMENT

Man Power is an asset, so they are giving equal importance to workers and

production.

According to the south Indian mills association, the Fixed Dearness Allowance

(FDA), Variable Dearness Allowance (VDA) is fixed. Compensation fund, Life

Insurance Scheme, National Insurance are also allowed to workers. If they complete

their four year of service, they get provident Fund. (PF)

Three types of shifts are allowed to the workers

SHIFTS

First Shift - 7.00 A.M. to 3.00 P.M

Half Night - 3.00 A.M. to 11.00 P.M

Full Night - 11.00 P.M. to 7.00 A.M

Salary Distribution

For Temporary Workers- Every week Saturday

For permanent Workers - Every 7th day of the Month

For Staff Carder -Every 1st day of the Month

The Working days in a month is 24. Safety and welfare measures are provided to

the workers. Canteen facility is also available inside the campus, national and

government holidays are allowed as holiday.

There is an another unit processing and the head office is located in Tirupur.

17
BLOW ROOM:

This is second process to be done. The ginned cotton is fed in to the blow room.

Inside the blow room there are various sub process. The semi processed material

got from the various types of sub process is ½ inch thick, ‘one yard’ broad and 40 mtrs in

Length. In this process 70% of the value is cleaned

Waste extraction is 5 %

CARDING:

This is the next process after blowing here it is turned into sliver from. Sliver

from means a rope like structure. Here the waste is also cleaned up to 99% of the dust

particles get cleaned here.

DRAWING:

The sliver get from carding is nor uniform. At some places it is thin and at other

it is very thick. So as to make it uniform this process is done. The fibres in the card sliver

are in hook form i.e they are not straight. These hooked fibres are straightened here.

Here each fibre is separated and is fed in to the drawing machine.

Drawing means stretching the fibre. Drawing is done twice i.e first the sliver is

fed into the draw frame and out put got is called breaker. Then these slivers are fed into

the draw frame sliver.

18
SIMPLEX:

Hence the draw sliver is converted into rove. In simplex both the drawing and

the twisting function takes place.

SPINNING:

This is the final step where the rove is processed into yarn.

The rove on the spinning frame is passed through 3 pains of processes and then

the yarn that comes out is very thin and it passess to the spindles via the traveler rotated

on the ring. The spindles rotate at a very high speed and the yarn is twisted very well.

Hence the complete twisting is done.

The yarn is wound on the cops. The yarn is wound in a building.

CONE WINDING:

The yarn from ring frame cops is wound on empty paper cores, suitable for

marketing. In the process the protecting and embedded impurities are removed i.e

removed of thin pieces, thick pieces like slubs and piecing by passing through combs and

club catchers.

There are about 6 machines used in the cone winding process.

CONE PACKAGING:

The yarn is marked in two forms i.e. in cones and Hanks. Cons are packed in to

bags and each bags gross weight 52.5 kgs and net weight is 50 kgs. For making into

cones the yarn in cops is taken and wound one cones and hanks is prepared in the reeling

section. And the hanks are packed into chippam or Half bale weighting 90.8 kgs.

19
 ORGANIZATIONAL STRUCTURE

BOARD OF DIRECTORS

MANAGING DIRECTOR

DIRECTOR PLANNING,
DEPARTMENT & DIRECTOR ADMINISTRATION,
PRODUCTION ACCOUNTS & MARKETTING

SUPERVISOR

WORKMEN

20
 INDUSTRIAL SERVICE CENTER

The board is implementing this Scheme with a view to providing Research

Development facilities to the woolen sector at easy distance. The board intends of

continue its 2 out going centres at Beaker (Rajasthan) and kull (Himachal Pradesh) with a

provision of Rs. 17.00 lakh in 2000-2001. The board has incurred Rs. 11.lakh under

ongoing center up to October 2000 and has also called order for purchase of equipments

etc., for industrial service center.

21
 CHAPTER – III

DATA ANALYSIS AND INTERPRETATION

ANALYSIS

The term analysis refers to the computation of certain measures along with

searching for patterns of relationship that exist among data-groups. In the process of

analysis, relationships or differences supporting or conflicting with what validity data can

be said to indicated any conclusions. The analysis of data in a general way involves a

number of closely related operations, which are performed with the purpose of

summarizing the collected data and organizing these in such a manner that they answer

the research question. In this, research the analysis process followed by percentage

method.

INTERPRETATION

Interpretation refers to the task of drawing inference from the collected facts after

an analytical study. In one sense, interpretation is concerned with relationship within the

collected data, partially overlapping analysis. Interpretation also extends beyond the data

of the study to include the results of other research, theory and hypotheses. Thus the

interpretation is the device through which the factors that seem to explain what has been

observed in the course of the study can be better understood and it also provides a

theoretical conception that can serve as a guide for further researches.

22
3.1 PERCENTAGE ANALYSIS

Table No.3.1.1

The Age of the Respondents

Age No. of Respondents Percentage

Less than 25 years 25 12.5
25-35 years 90 45
36-45 years 52 26
Above 45 years 33 16.5
Total 200 100
Source: Primary Data

INTERPRETATION

It could be observed from the above table that is clear that 45 % of the employees

work within the age limits of 25-35 years. These employees can easily move with other

employees and they can take any risk. The employees work in the age limits of 36-45

years is 26 %. So the employees have very well adjusting capacity and loyal to the

organization. Only 12.5 % of employees are less the 25 years. There employees have

more amount of theoretical knowledge than practical knowledge only 16.5 % pf the

employees are above 45 years.

Majority of the employees are between the ages limits of 25-35 years.

23
 CHART NO.3.2.1
AGE OF THE RESPONDENTS
45%

45.00%

40.00%

35.00%

26%
30.00%
PERCENTAGE

25.00%
16.50%
20.00%
12.50%
15.00%

10.00%

5.00%

0.00%
Less than 25 years 25-35 years 36-45 years Above 45 years
AGE

24
MARITAL STATUS

Table No. 3.1.2

The Marital Status

Marital Status No. of Respondents Percentage

Married 120 60
Un Married 80 40
Total 200 100

Source: Primary Data

INTERPRETATION

From the above table distribution that about 60 % of the respondents are married

and the remaining 40 % of the respondents are unmarried.

Thus the maximum respondents are married with 77%

25
 CHART NO.3.2.2
MARITAL STATUS
60%

60%

40%
50%
PERCENTAGE

40%

30%

20%

10%

0%
Married Un Married
MARITAL STATUS

26
EDUCATIONAL BACKGROUND

Table No. 3.1.3

The Educational Background

Educational background No. of Respondents Percentage

Under graduate 55 27.5
Graduate 60 30
Diploma 60 30
Others 25 12.5
Total 200 100
Source: Primary Data

INTERPRETATION

It has been revealed that most of the respondents i.e. about 30% are graduates

and 27.5% of them all under graduate and only 30% are qualified with diploma and

12.5% of the others. This shows the improvement in the employee qualification.

Thus the maximum respondents are graduate and diploma with 30% &30%

27
 CHART NO.3.2.3
EDUCATIONAL BACKGROUND
30% 30%
27.50%
30.00%

25.00%

20.00%
PERCENTAGE

12.50%
15.00%

10.00%

5.00%

0.00%
Under graduate Graduate Diploma Others
EDUCATIONAL BACKGROUND

28
YEAR OF EXPERIENCE

Table No. 3.1.4

Responds Experience In Terms Of Years

YEAR OF EXPERIENCE No. of Respondents Percentage

Less than 2 years 58 29
2-6 years 71 35.5
7-10 years 39 19.5
Above 10 years 32 16
Total 200 100
Source: Primary Data

INTERPRETATION

From the above table it is clear that 35.5% of employees have 2-6 years of

experience. Therefore, those employees can work efficiently and effectively. 29% of

employees have their experience of less than 2 years. These employees are fresher they

do not have experience and satisfied in work environment. 19.5% of employees havetheir

experience of 7-10 years. These employees will be satisfied in work environment only

16% of employees have their experience is above 10 years. These employees are well

experts in working, tackling problems, adjusting with in themselves and their morality

will be more.

Thus the maximum respondents are experience of 2 to 6 year with 35.5%

29
 CHART NO.3.2.4
YEAR OF EXPERIENCE

40%
35.50%

35%
29%
30%
PERCENTAGE

25%

20%
16% 16%

15%

10%

5%

0%
Less than 2 years 2-6 years 7-10 years Above 10 years
YEAR OF EXPERIENCE

30
MONTHLY SALARY

Table No.3.1.5

The Monthly Salary

Monthly Salary No. of Respondents Percentage

Less than Rs. 3000 47 23.5
Rs. 3000 – Rs. 7000 82 41
Rs. 8000 – Rs. 11000 60 30
Above Rs. 11000 11 5.5
Total 200 100
Source: Primary Data

INTERPRETATION

It is being inferred from the above table shows that 41% of the responds are

Rs.3000 – Rs.7000 as monthly income, 30% of the respondents are Rs.8000 – Rs.11,000

as monthly income, 23.5 of the responds are less than Rs.3000 and only 5.5 of the

respondents are above Rs.11,000 as monthly salary.

Thus the maximum respondents are monthly salary of Rs.3,000 to Rs.7000

with 41%

31
 CHART NO.3.2.5
MONTHLY SALARY

41%
45.00%

40.00%
30%
35.00%

30.00% 23.50%
PERCENTAGE

25.00%

20.00%

15.00%

10.00%
5.50%

5.00%

0.00%
Less than Rs. Rs. 3000 – Rs. Rs. 8000 – Rs. Above Rs. 11000
3000 7000 11000
MONTHLY SALARY

32
PERFORMANCE APPRAISAL AND OBJECTIVE

Table No. 3.1.6

Whether the Performance Appraisal Covers the Objective

Options No. of Respondents Percentage

Yes 190 95
No 10 5
Total 200 100
Source: Primary Data

INTERPRETATION

From the above table it is clear that 95% of employees say the present appraisal

system covers the objective. These employees say that it helps to perform efficiently and

effectively in their job only. 5% of employees say that the present appraisal system does

not cover the objective.

Thus the maximum respondents are employee performance appraisal with 95%

33
 CHART NO.3.2.6
PERFORMANCE APPRAISAL AND OBJECTIVE

95%

100%

90%

80%

70%
PERCENTAGE

60%

50%

40%

30%
5%
20%

10%

0%
Yes No
OPTIONS

34
PERFORMANCE EVALUATION

Table No. 3.1.7

The Performance Evaluation

Options No. of Respondents Percentage

Monthly 10 5
Quarterly 95 47.5
Half yearly 88 44
At the time needed 7 3.5
Total 200 100
Source: Primary Data

INTERPRETATION

From above table it is clear that 47.5% of the employees need their performance

appraisal once in three months. This helps them to understand their weakness and

improve them. 44% of the employees need their performance appraisal once in six

months and 5% of the employees are once in a month. This helps to understand their

mistakes and correct the mistakes. Only 3.5% of the employees are at the time needed.

Thus the maximum respondents are performance evaluation are quarterly with

47.5%

35
 CHART NO.3.2.7
PERFORMANCE EVALUATION

47.50%
50% 44%
45%

40%

35%
PERCENTAGE

30%

25%

20%

15%

10% 5% 3.50%
5%

0%
Monthly Quarterly Half yearly At the time needed
OPTIONS

36
MOTIVATION TO PERFORM EFFECTIVELY

Table No. 3.1.8

Motivation to perform effectively

Options No. of Respondents Percentage

Yes 184 92
No 16 8
Total 200 100
Source: Primary Data

INTERPRETATION

From the above table it is clear that 92% of the employee get motivated and

perform effectively by the present performance appraisal system. This shows that the

supervisor tells his sub-ordinates where he stands and suggest the needed changes in his

behavior, attitude, skill or job knowledge. Only 8% of the employees feel present

performance appraisal system not motivating to perform effectively.

Thus the maximum respondents are motivation of the employee is better

with 92%

37
 CHART NO.3.2.8
MOTIVATION TO PERFORM EFFECTIVELY

92%

100%

90%

80%

70%
PERCENTAGE

60%

50%

40%

30%
8%
20%

10%

0%
Yes No
OPTIONS

38
JOB KNOWLEDGE

Table No. 3.1.9

Job knowledge of Respondents

Options No. of Respondents Percentage

Exceptional expertise 10 5
Confidential is knowledge 11 5.5
Fairly good knowledge 90 45
Satisfied knowledge 77 38.5
Lack of knowledge 12 6
Total 200 100
Source: Primary Data

INTERPRETATION

From the above table it is clear that 45% of the employees get fairly good

knowledge in their job. This shows that performance appraisal is uniform and non-

variable, fair, just and equitable. 38.5% of the employees get satisfactory knowledge in

their job.

Thus the maximum respondents are job knowledge of the employee is good

with 45%

39
40
 CHART NO.3.2.9
JOB KNOWLEDGE
45%

45%
38.50%
40%

35%

30%
PERCENTAGE

25%

20%

15%

10% 5.50% 6%
5%
5%

0%
Exceptional Confidential is Fairly good Satisfied Lack of
expertise knowledge knowledge knowledge knowledge
OPTIONS

41
PERFORMANCE BASED PROMOTION

Table No. 3.1.10

Performance-Based Promotion

Options No. of Respondents Percentage

Yes 50 25
No 150 75
Total 200 100
Source: Primary Data

INTERPRETATION

From the above table it is clear that 25% of the employees got promotion for

their performance. This shows performance appraisal provides systematic judgment to

back up salary and promotion. Only 75% of the employees did not have promotion for

their performances.

Thus the maximum respondents did not have promotion for their performance

with 75%

42
 CHART NO. 3.2.10
PERFORMANCE BASED PROMOTION

75%

80%

70%

60%
PERCENTAGE

50%

40% 25%

30%

20%

10%

0%
Yes No
OPTIONS

43
CONDUCT THE MEETING

Table No.3.1.11

Conduct the Meeting

Options No. of Respondents Percentage

Weekly 5 2.5
Monthly 150 75
6 month 20 10
Yearly once 25 12.5
Total 200 100
Source: Primary Data

INTERPRETATION

From the above table shows that 75% of the respondents say the meeting

monthly and 12.5% of the respondents as yearly once and 10% of the respondents as 6

months and 2.5% of the respondents as weekly once to conduct the meeting in the

organization.

Thus the maximum respondents conduct the meeting in monthly with 75%

44
 CHART NO.3.2.11
CONDUCT THE MEETING

75%
80.00%

70.00%

60.00%
PERCENTAGE

50.00%

40.00%

30.00%

12.50%
20.00%
10%
2.50%
10.00%

0.00%
Weekly Monthly 6 month Yearly once
OPTIONS

45
PERFORMANCE BASED REWARDS

Table No.3.1.12

Performance Based Rewards

Options No. of Respondents Percentage

Job rotation 10 5
Promotion 20 10
Increment 155 77.5
Participation in decision making 15 7.5
Total 200 100
Source: Primary Data

INTERPRETATION

From the above table it is clear that 77.5% of employees say the performance

based on increment 10% of the employees say the performance based on promotion and

7.5% of the employees say that participation in decision making 5% of the employees say

that job rotation.

Thus the maximum respondents performance based on rewards on increments

46
 CHART NO. 3.2.12
PERFORMANCE BASED REWARDS

77.50%
80%

70%

60%
PERCENTAGE

50%

40%

30%

20% 10%
5% 7.50%
10%

0%
Job rotation Promotion Increment Participation in
decision making
OPTIONS

47
FAIR AND JUST TO TALENTED EMPLOYEES

Table No. 3.1.13

Fair and Just to Talented Employees

Options No. of Respondents Percentage

Yes 183 91.5
No 17 8.5
Total 200 100
Source: Primary Data

INTERPRETATION

From the above table it is clear that 91.5% of the employees get justice done to

their performance in terms of promotion of and rewards and only 8.5% of employees do

not get justice done to their performance in terms of promotion and rewards.

Thus the maximum respondents of talentsemployee’s 91.5%

48
 CHART NO.3.2.13
FAIR AND JUST TO TALENTED EMPLOYEES

91.50%
100.00%

90.00%

80.00%

70.00%
PERCENTAGE

60.00%

50.00%

40.00%

30.00% 8.50%
20.00%

10.00%

0.00%
Yes No
OPTIONS

49
TYPE OF TRAINING

Table No. 3.1.14

Type of Training

Options No. of Respondents Percentage

On the job 187 93.5
Off the job 13 6.5
Total 200 100
Source: Primary Data

INTERPRETATION

From the above table it is clear that 93.5% of the employees say the on the job

training provided on the organization and 6.5% of the employees to say that off the job

training.

Thus the maximum respondents on the job training with 93.5%

50
 CHART NO.3.2.14
TYPE OF TRAINING

93.50%

100.00%

90.00%

80.00%

70.00%
PERCENTAGE

60.00%

50.00%

40.00%

30.00%
6.50%
20.00%

10.00%

0.00%
On the job Off the job
OPTIONS

51
REWARDS ON THE EMPLOYEES

Table No. 3.1.15

Performance based on rewards

Options No. of Respondents Percentage

Financial 194 97
Non-Financial 6 3
Total 200 100
Source: Primary Data

INTERPRETATION

From the above table shows that 97% of the respondents are to say that financial

rewards and 3% of the respondents say that non-financial rewards.

Thus the maximum respondents of rewards on non-financial with97%

52
 CHART NO.3.2.15
REWARDS ON THE EMPLOYEES

97%

100%

90%

80%

70%
PERCENTAGE

60%

50%

40%

30%
3%
20%

10%

0%
Financial Non-Financial
OPTIONS

53
FACILITIES ON THE ORGANISATION

Table No. 3.1.16

Medical and Canteen facilities

Options No. of Respondents Percentage

Yes 196 98
No 4 2
Total 200 100
Source: Primary Data

INTERPRETATION

From the above table it is clear that 98% of the response say that medical and

canteen facilities available 2% of the response say that not available in the organization.

Thus the maximum respondents are medical and canteen facilities with 98%

54
 CHART NO.3.2.16
FACILITIES ON THE ORGANISATION

98%

100%

90%

80%

70%
PERCENTAGE

60%

50%

40%

30%
2%
20%

10%

0%
Yes No
OPTIONS

55
MEDICAL CAMPUS IN ORGANISATION

Table No. 3.1.17

Medical campus in organization

Options No. of Respondents Percentage

Once a year 180 90
Once in six month 10 5
Once in three months 8 4
No 2 1
Total 200 100
Source: Primary Data

INTERPRETATION

From the above table it is clear that 90% of the respondents need their medical

campus once in a year and 5% of the employees need their once in six month and 4% of

the respondents are need their once in three month and 1% of the respondents to say not

need for medical campus with in the organization.

Thus the maximum respondents need their medical campus in once a year with

90%

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 CHART NO.3.2.17
MEDICAL CAMPUS IN ORGANISATION
90%

90%

80%

70%

60%
PERCENTAGE

50%

40%

30%

20%
5% 4% 1%
10%

0%
Once a year Once in six monthOnce in three No
months
OPTIONS

57
PURPOSE OF PERFORMANCE APPRAISAL

Table No. 3.1.18

Purpose of Performance Appraisal

Options No. of Respondents Percentage

Improve the skill 150 75
For promotion 30 15
To raise salary promotion 18 9
No 2 1
Total 200 100
Source: Primary Data

INTERPRETATION

From the above table it is clear that 75% of the employee say that purpose of

performance to improve the skill and 15% of the employee say that for promotion and

18% of the respondents say to raise the salary and promotion and 1% of the employees

say that no purpose of the performance appraisal.

Thus the maximum respondents performance of the employee to improve the

skill with 75%

58
 CHART NO.3.2.18
PURPOSE OF PERFORMANCE APPRAISAL

75%
80%

70%

60%
PERCENTAGE

50%

40%

30%
15%
20% 9%
1%
10%

0%
Improve the skill For promotion To raise salary No
promotion
OPTIONS

59
DIFFICULTY IN COMMUNICATION WITH THE SUPERVISOR

Table No. 3.1.19

Difficulty is Communication with the Supervisor

Options No. of Respondents Percentage

Yes 185 92.5

No 15 7.5

Total 200 100

Source: Primary Data

INTERPRETATION

From the above table it is clear that 92.5% of the employees do not have

difficulty in communicating with the supervisor it helps the employee to perform the job

effectively. These employees can increase the production and attain the goal. Only 7.5%

of the employees have difficulty in communicating with the supervisor.

Thus the maximum respondents communication of supervision are difficulty with

92.5%

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 CHART NO.3.2.19
DIFFICULTY IN COMMUNICATION WITH THE SUPERVISOR

92.50%

100.00%

90.00%

80.00%

70.00%
PERCENTAGE

60.00%

50.00%

40.00%

30.00% 7.50%
20.00%

10.00%

0.00%
Yes No
OPTIONS

61
 CHAPTER IV

FINDINGS

 Majority of the Employees work with in the age limits of 25-30 years (45%). So

the employees have very good adjusting capacity.

 Most of the employees are married (60%) so the many differences in their

personal preference.

 Majority of the employees are graduate and diploma. So every employees to

make their growth for measure their performance.

 Most of the employees have 2-6 years experience (35.5%) There employees can

work efficiently and effectively.

 Many employees says the present appraised system cover the objective (95%).

There employees to perform effectively in their job.

 Majority of the Employees do not have any difficulty in communication with the

supervisor (92.5%)

 Most of the employees need their performance appraisal once in quarterly

(47.5%). There helps them to understand their weakness and improve them.

 Majority of the employees are get satisfied knowledge in their job (38.5%)

 Many of the respondents say that the (75%) performance based promotion as

poor.

 Majority of the employees to say that (75%) meeting conduct at monthly once.

 Most of the employees are motivating by rewards based on performance (77.5%)

62
 Majority of the employees to say that on the job training provided on the

organization.

 Majority of the employees (97%) to get financial rewards

 Most of the employees to say that improve the skill on the propose of

performance appraisal (75%)

63
 CHAPTER V

SUGGESTIONS

 The interelationship among employees should be

increased so they can work untidily and increase the productivity.

 The cooperative on among supervisors must be

increased so that the employees work effectively.

 The mistakes must be pointed out immediately so that

they can be corrected immediately.

 Appraiser should be trained to use the rating

instrument properly.

 Make sure that performance standards are prescribed

to all managers and employees

64
 CHAPTER VI

CONCLUSION

The study was carried to find out the performance appraisal system in Mahala

Carono Textiles (P) Ltd, Sathypirivu, Alukkuli. Human beings area a resource to an

organization like any other material on economic resources, they represent an investment

whose development and utilizations requires managing that is planning, organizing

leadership and evolution.

65
 BIBLIOGRAPHY

Aswathappa . K. Human Resource and Personal management Textile cases. (3 rd

Edition), Newdelhi Tata Megraw – Hill publishing company limited

P. P.No: 199-215.

Kothari C. R. Research Methodology Methods Techniques (2 nd Edition New Age

International (P) Ltd P. No: -2-3, 27-28, 95-96 &117.

WEBSITES

www. Mehala carona.com

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