HUMAN RESOURCE MANAGEMENT

A STUDY ON SATISFICATION LEVELS OF

PERFORMANCE APPRAISAL AT MOLD TEK PACKAGING
LTD.

SUBMITTED BY
AVALIKA P REDDY

A30601911063
MBA 2011-2013
AMITY GLOBAL BUSINESS SCHOOL HYDERABAD.
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Chapter I
1.1 Introduction
1.2 Need for study
1.3 Objective
1.4 Scope of Study
1.5 Limitations
1.6 Company profile
Chapter II
2.1 Review of Literature
Chapter III
3.1 Hypothesis
Chapter IV
4.1 Research Methodology
Chapter V
5.1 Questionnaire for the research
5.2 Data analysis
Chapter VI
6.1 Findings
6.2 Recommendations
6.3 Conclusion
6.4 Case study
6.5 Article
6.6 Bibliography

INTRODUCTION
HUMAN RESOURCE MANAGEMENT

Human resource is the set of individuals who make up the workforce of an organization, business
sector or an economy. "Human capital" is sometimes used synonymously with human resources,
although human capital typically refers to a more narrow view; i.e., the knowledge the
individuals embody and can contribute to an organization. Likewise, other terms sometimes used
include "manpower", "talent", "labor" or simply "people".

Human Resource Management is defined as the people who staff and manage organization. It
comprises of the functions and principles that are applied to retaining, training, developing, and
compensating the employees in organization. It is also applicable to non-business organizations,
such as education, healthcare etc. Human Resource Management is defined as the set of
activities, programs, and functions that are designed to maximize both organizational as well as
employee effectiveness
Scope of HRM without a doubt is vast. All the activities of employee, from the time of his entry
into an organization until he leaves, come under the horizon of HRM.

The major functions of HRM are Recruitment, Payroll, Performance Management, Training and
Development, Retention, Industrial Relation, etc.

WHAT IS PERFORMANCE APPRAISAL?

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Performance Appraisal is defined as the process of assessing the performance and progress of an
employee or a group of employees on a given job and his / their potential for future development.
It consists of all formal procedures used in working organizations and potential of employees.
According to Flippo, Performance Appraisal is the systematic, periodic and an important rating
of an employees excellence in matters pertaining to his present job and his potential for a better
job.

CHARACTERISTICS
1. Performance Appraisal is a process.
2. It is the systematic examination of the strengths and weakness of an employee in terms of
his job.
3. It is scientific and objective study. Formal procedures are used in the study.
4. It is an ongoing and continuous process wherein the evaluations are arranged periodically
according to a definite plan.
5. The main purpose of Performance Appraisal is to secure information necessary for
making objective and correct decision an employee.

PROCESS
The process of performance appraisal:
1. Establishing performance standards
2. Communicating the Standards
3. Measuring Performance
4. Comparing the actual with the standards
5. Discussing the appraisal
6.Taking Corrective Action

NEED FOR THIS STUDY

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Human resource management (HRM or simply HR) Human Resource (or personnel)
management, in the sense of getting things done through people, is an essential part of every
managers responsibility, but many organizations find it advantageous to establish a specialist
division to provide an expert service dedicated to ensuring that the human resource function is
performed efficiently.
Performance Appraisal is the important aspect in the organization to evaluate the employees
performance. It helps in understanding the employees work culture, involvement, and
satisfaction. It helps the organization in deciding employees promotion, transfer, incentives, pay
increase
This study mainly depends on knowing and analyzing the different levels of performance. The
study is mainly done to know the realistic and industry approach of performance levels and
analyze.
In this research in HRM, the researcher, MS.AVALIKA, wants to study on SATISFICATION
LEVELS OF PERFORMANCE APPRAISAL SYSTEM IN MOLD TEK PACKAGING
LTD.
.

OBJECTIVES OF THIS RESEARCH

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To carry out the study of MOLDTEK, we framed the following objectives

Primary Objectives:
i.

To study on satisfication levels of performance appraisal among the employees of Mold

Tek Packaging ltd.

Secondary Objectives:

Identifying the technique of performance appraisal followed in MOLDTEK.

Employee attitude towards the present appraisal system.

Review of the current appraisal system.

To provide feedback from the study conducted

SCOPE OF THE STUDY

The development of any organization depends on the levels of performance of employees. The
study is conducted to know the various satisfaction levels of performance among the employees
in the organization for organizational growth.
The scope of the study is as follows:
1. The study attempts to analyze the effectiveness and employees individual opinion about
the levels of performance appraisal.
2. The study emphasizes to study on various levels of the performance apprasiale at Mold
Tek Packaging. Ltd.

The study aims to work on the feedback given by the employees and come up with valuable
suggestions .

LIMITATIONS
A few limitations and constraints came in way of conducting the present study, under which the
researcher had to work are as follows:

Although all attempts were made to make this an objective study, biases on the
part of respondents might have resulted in some subjectivity.

Though, no effort was spared to make the study most accurate and useful, the
sample Size selected for the same may not be the true representative of the
Company, resulting in biased results.

This being the maiden experience of the researcher of conducting study such as
this, the possibility of better results, using deeper statistical techniques in
analyzing and interpreting data may not be ruled out.

The study is strictly only for MOLD TEK. Area is limited.

Sample size and time duration is less to perform the study in detail.as the duration
for the intern in company is 60 days.

COMPANY PROFILE
Moldtek Packaging is the leader in manufacturing of plastic packaging products including Pails.
Moldtek specializes in both standard and made-to-order packaging solutions for leading brands
of Paints, Lubricants, Pharmaceuticals, Cosmetics, FMCGs etc.
Moldtek is the only one-stop-shop in India to produce injection and blow moulded
container pails, PET bottles and jars under one roof. At Moldtek, we believe that innovation is
the key to better products and more cost-effective solutions. We constantly update and use the
latest mould and tool design concepts, but still continue to rely on our years of experience in this
field.
The Company was incorporated as Tresure Paks Private Limited on 28th day of February,
1997 under the Companies Act, 1956 with Company No. 01-26542 of 1997-98, which was
converted into public limited company on 10th August, 2007. The name of the Company was
changed from Tresure Paks Limited to Moldtek Plastics Limited with effect from 20th August,
2007. A fresh Certificate of Incorporation consequent to change of name has been obtained from
the ROC, Andhra Pradesh, Hyderabad. Moldtek Plastics Limited (MPL) has been engaged in the
business of manufacturing, processing and sale of metallic and plastic packaging components
since 1998. Pursuant to Scheme of Arrangement between Teck-men Tools Private Limited, the
Transferor Company and Mold-Tek Technologies Limited, the Transferor Company and the
Demerged Company and Moldtek Plastics Limited, the Resulting Company, the business of
injection and blow moulded plastic components and containers including the business of Teckmen Tools Private Limited (TTPL) merged under the Scheme of Arrangement of MTL with the
relevant assets and liabilities was demerged and transferred with effect from 1st April, 2007 as
Appointed Date to Moldtek Plastics Limited (MPL).

METHODOLOGY
In this research methodology is done by getting qualitative and quantitative data.
Qualitative: Direct face to face interaction with the managers & the employees.
Quantitative: Questionnaire approach is adapted.
SOURCE OF DATA:

The data used for the project is primary as well as secondary data, as follows:
Sources of primary data

Personal Interview
Sampling size: 20-30 employees (mid level)
Observation
Through questionnaires
o It is mainly the closed form of questionnaire. The number of questions
may be in range of 10-20.

Sources of secondary data Web search

Document review
Records
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LITERATURE REVIEW
Objective criteria of managerial job performance. Organizational Behavior and Human Decision
Processes, 37: 254-265.
Steiner, D. D., & Rain, J. S. 1989. Immediate and delayed primacy and recency effects in
performance evaluation
Sulsky, L. M., & Balzer, W. K. 1988. Meaning and measurement of performance rating accuracy:
Some methodological and theoretical concerns. Journal of ApJ'lied Psychology, 73: 497-506.

CONCLUSION
1.

The very concept of performance appraisal should be marketed throughout the

organization. Unless this is done, people would not accept it, be it how important to the
organization.

2.

To market such a concept, it should not start at bottom, instead it should be started by the
initiative of the top management. This would help in percolating down the concept to the
advantage of all, which includes the top management as well as those below them. This
means that the top management has to take a welcoming and positive approach towards the
change that is intended to be brought.

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