A

PROJECT REPORT
ON
PERFORMANCE APPRAISAL
AT
TEFCO, LUCKNOW



(Submitted in partial fulfillment for the completion of the degree of
BCOM(H))
Under Guidance of: Submitted by:
Mr. Ashish Kumar Sharma Amanpreet Kaur
B.Com(H) III
Enrollment no.110567
FACULTY OF ARTS, SCIENCE& COMMERCE
Mody Institute of Technology & Science
Lakshmangarh
2013-2014

PREFACE

Practical knowledge is an important aspect of management education and in order
to produce promising executives , this practical knowledge has to be interwoven
with theory of management .Exposure to actual office work and company
conditions, gives insight into managerial responsibilities .Project report is
considered as a result of individuals effort and credit goes to the person conducting
the analysis . But actually it is a team effort.














ACKNOWLEDGMENT

Exposure to the actual office work and company conditions, gives insight into what
actually happens and responsibilities. Practical knowledge has to be interwoven
with theory of management in order to produce promising execeutives. Project
report is an indispensable part of management . Project report is prepared by
students to reveal their knowledge and knowhow.
This summer internship has been a wonderful experience both in practical sense as
well as in the management level ,which has exposed me to real life situations of
the industry and has helped mein understanding and preparing myself for the
forthcoming challenges in my life concerning with the ever expanding Indian
service industry.
No endeavour is complete without expressing the gratitude that is due for all those
who have contributed in many ways to it. There are many individuals whom I
wish to thanks for helping me in various stages of this project-right from the
conception to completion .At the outset , I would like to express my gratitude to
my project guide Mr.SandeepGuha (Personnel Manager), EEIL (TEFCO Lucknow
) for providing me with an opportunity to learn under his valuable guidance as a
Summer Trainee in the company . Whose endeavour for perfection , genuine
Interest , foresight and dynamism contributed in a big way in completing this
project within the stipulated time .
CONTENTS
1.INTRODUCTION
Objectives
Scope
Limitation
Profile
History
Vision
Milestones
Achievements
Objective of TEFCO
Eveready work culture
Safety and health policy
Brandname logo
Hierarchy
Performance
Products
Market share
Manufacturing bases
Headquarters
Exports

2.DEPARTMENTAL DETAILS
Human resource
Manufacturing
Finance
R and D
Quality assurance
IT
Stores / Purchase
3. PERFORMANCE APPRAISAL
Objective
Performance Appraisal-an introduction
Objectives of Performance Appraisal
Performance Appraisal process
Methods
Performance Appraisal at TEFCO

4. RESEARCH METHODOLOGY
Data collection method
Analysis
Methodology
5. FINDINGS AND ANALYSIS
Findings
6. RECOMMENDATIONS
Suggestions and recommendation
Conclusions
7. REFERENCES
Biblography
CHAPTER-1
INTRODUCTION

Objective of the study

To study the functions of various departments in
TEFCO.
To understand the process flow in each department.
To understand Hierarchical Structure ofTEFCO.
Tohave anexposure to the working environment.

SCOPE OF THE STUDY
In a broad sense the scope of this project is an attempt to know about the
organization as a whole and also about the practices of organization. The study has
been concluded at Eveready Industries India Limited (The Eveready Flashlight
Company ), Lucknow ,Uttar Pradesh, during the period of june 2013.The study
focuses on overall understanding of how various department in TEFCO function.
Limitation
The time available for the organization study along with the project
was very less.
Time permitted by the company with the company was very scant.
Resources constraints was one of the main constraint
Company profile of EIIL (TFCO)

Profile
History
Vision
Milestones
Achievements
Objective of tefco
Eveready work culture
Safety and health policy
Brand name and logo
Hierarchy
Performance of eveready
Products
Manufacturing bases
Headquarters
Exports








Profile

Name of the company: Eveready Industries India Ltd.
Constitution: Public Ltd Company
Sector: Private
Existing locations:Registered office :1,Middleton
Street , Kolkata -700071
Corporate office : 2,Rainey
Park, Kolkata-700091
Groups: The company is a subsidiary

belongs to the Williamson
Major Group.



List of manufacturinglocations:
Location Products
National Carbon Plant (NCP) Battery
5,Rustomjee Parsee Road,
Cossiporp ,kolkata 700002
Ph:033 25571389

National Carbon Plant (NCP)
1,Taratola Road Battery
Kolkata 700088
Ph: 033 24014423/22

National Carbon Plant (NCP) Battrey
1075,Tiruvottiyur High Road,
Chennai 600019
Ph:044 25993486

National Carbon Plant (NCP) Battery
Industrial Area ,Moulaali
Hyderabad 500040
Ph: 040 27242161

National Carbon Plant (NCP) Battery
B-1,Sector-80,
Noida phase-2
GautamBudh Nagar<
Up-201305
Ph:0120 2568901/03

The Eveready Flashlight Plant Flashlight
Mills Road ,Aishbagh,
Lucknow 226004
Ph: 0522 2662179

Plot D-4, Trans Thane Creek Electrolytic
Manganese
Dioxide
Industrial Area ,Thane
Bhelpurroad ,
New Mumbai400705
Ph:022 27681151

The Eveready Industries India Ltd Battery
Unit:NCP
Plot-6,Sector-12
IIpSidcul,
Haridwar- 2494031

History
The Eveready Flashlight Company (TEFCO) is one of the Indias most reputated
FMCG Companies, which ventures into different consumer products like batteries,
flashlights, tea, lighting products and home care products like insect repellents and
dish wash bars. TEFCO the unit of Eveready Industries India Limited is the only
flashlight company in India. It was established in the year 1958.
Eveready possesses expertise in manufacturing ,marketing and
distributing a diverse range of products to the entire length and breadth of the
country. Evereadys manufacturing facilities are located at Chennai, Hyderabad,
Lucknow,Noida and Kolkata. Its latest state of the art, battery planthas come up at
Haridwar, Uttranchal, which has a capacity of 360 million piece of AA Batteries.
This plant is eligible for exercise duty and income tax benefits.
Evereadys sales network is wide and companies of 15 sales branches and
55 C&F points. It also comprises of a family of nearly 4000 distributors and a
team of 1000exclusive vans serving retailers covering the length and breadth of the
country .Evereadys products are available in about 3.2 millions outlets, which
gives it a retail penetration exceeding 65% in its class of outlets . Out of this more
than 1 million outlets are directly serviced by the companys network .
Evereadys unique strength in distribution lies in its ability to access and service
rural parts of the country.
Evereadys is a clear leader in its two mainstay businesses, batteries and
flashlights.
Vision

For over a century, our corporation
has been a partner to consumer with our
expertise in portable power and light.
Today, we endeavour to be the perfect
Companion to consumers by providing value for-money brands with tangible
differentiation in quality. Every day , we seek consumer proximity .
To ensure the enjoyment of better living .
Our core competence will be based on these three core value for the total synergy
and future profitable growth of our corporation.


Milestones
National carbon starts its Indian operation with sales of
batteries imported from USA.
Eveready Company India set up the first as carbon factory at
canal Road KOLKATA .
Eveready Company incorporated as Aprivatecompany on 12
th

November.
Union Batteries merge with Eveready Companies and the
name is changed t National Carbon Company.
Renamed as Union Carbide Indian Limited .
Sale of shares of Union Carbide Corporation in Union Carbide
India Limited to Mc.LeodRussel (India) Ltd belonging to the
Williamson Major and a new name Group Eveready
Industries India Ltd .
Mc.LeodRussel(India) Ltd merged with EIIL,bulk tea
business brought into EIILfold.
Bishnouth tea Company merged with Eveready Industries
India Ltd.
Demerger of Company into two separate entities FMCG and
bulk tea.
Amitabh Bachchan appointed Brand Ambassador.
Brand Eveready completed .
It has established battery plant at Noida.


Achievements
Eveready Industry has recently forayed into the mosquito industry under the brand
name.
Its carbon zinc batteries dominate the Indian market with a complete range for all
equipment types.
It has a complete range of flashlights LED, plastics, alluminium and brass .Battery
and Flashlights products are branded as Eveready, Powereel, Shakti and
Mahashakti.Packet tea products are branded Tez, Premium Gold, Jaggo and
branded Eveready Poweron. Eveready has recently commenced marketing of
Compact Flourescent Lamps (CFL).
From small beginnings with an import consignment in 1905 of Rs.500,
Eveready today dominates the Indian market and stands for portable power and
light to millions of consumers.
The turnover in the financial year 2005-06 Eveready Industries India Ltd was
approximately US $176 million .
The Eveready brand is synonymous with power with a durable franchise that
has spanned over a century.
The new tangible The Next Century of Power increased EVEREADYs
commitment to being technology leaders well into the future ,evolving with
consumers to meet their changing needs.


Objectives of TEFCO
TEFCO aim to meet the requirements of all the consumers and to serve completely
error free service on time.
Maximization of profit gives service quality services to the consumer because
when the financial position of an organization improves the organization will be
able to meet the customer expectations.
TEFCO spends more money on employee welfare bonus and incentives and also
gives employment as well as value to firm .

Eveready work culture
What differentiates from other corporations is the utlization of its human resources.
In todays competitive world, Eveready has a stable and committed top
management team,and focuses on attracting , retaining and nurturing talents at all
levels.
The environment encourages initiatives , innovations,integrity and above all, a
passion for success.
Corporate objectives are imbued into the people who work with Eveready , with an
emphasis on their specific resposibilty and their role in the company s larger
scheme of things.Eveready encourages everyone to have a broad perspective as to
where the company is heading.
The company has also emphasized the importance of succession planning to
facilitates a seamless transition of leadership roles to the next level.Towars this
end, high performers are being recognized and leadership positions.
Safety and health policy
o Safety ,health and environment shall be an integral part and primary concern
throughout all phases of planning and operating our facilities meeting
relevant statutory requirements.
o It shall be the responsibility of management to make sure that all
employees,contractor understand the nature of the materials handled and any
hazard associatedwith their use,that the necessary precautions are used
including the use of proper safeguard means of personal protection .
o Continuous education shall be stressed to assure that each employee and
contractor know the safe way to perform to his/her job ,and that everyone
does his/her part in protecting himself/herself and his/her co-workers from
injury.
o A continuous programme of safety audit and investigation to detect and
eliminate unsafe practise and conditions shall be maintained.
o Mechanical and physical safeguards in keeping with the best industrial
practises shall be provided.
o It shall be duty of every supervision to carryon the operation under his/her
jurisdiction in such manners to afford adequate protection for all employees
and contractors .He/She shall be considered responsible for the safety, health
and correction of unsafe conditions, unsafe practises and the continued
maintainance of good housekeeping.
o To assure employees participation in our accident prevention programmes
active safety committees consistingof both hourly and management
personnel shall neutilised .
o Causes of all accident and potentially hazardous occurences shall be
promptly and thoroughly investigated and corrective action taken to prevent
reoccurences.
o While considering career advancement for individual ,their safety ,health
and environment performance will also be taken into account.
o Plant safety rules procedures will be made mandatory to follow.
o The accident prevention programmes include efforts to promote the safety
,health of employees and their famities while off the job.
Brand name and logo
The brand name specifically wraps in the very identity of corporate something that
conveys what the company has offer ,almost a acrosss all its products that come
under umberlla .
Eveready brand has become a trusted name among the millions of people .The
name when segregated (ever ready = Always Ready) clearly opens out its
meaning .The name suggests that the brand products are always ready at the
service of the customers without a second day.
The brand name is deputed in the companys commitment of providing
quality assured products . This is the quality assured products most of the brands
are though most of the brands are going for change in the name , the Eveready
stands confident that its old brands has its feet deep rooted in the hearts and minds
of existing customers . The high quality products will help earn new customers as
well.
The logo of Eveready is a tri barred an represented by a black cat jumping across a
figure of 9. The cat here , is a symbol of quickness and alertness with which the
product of Eveready brand respond. The figure of nine (9) explains the myth that
a cat has nine(9) lives. It symbolises that an Eveready products once purchased
serves to a much longer period as compared to other brand power.
Board of directors

1. Chairman (Non Executive)
Mr. B.M Khaitan
Eminent Industrialist with more than 50 years of experience .Heals the
Williamson Major Group of company. Entrepreneur of National repute .
2. Executive personnel
Executive Vice Chairman and MD
Mr. Deepak Khaitan
CEO of the Company
MBA from IMI, Genevia
Over 28years of experiences in steering diverse business enterprise in
India.
3. Whole time directors
Mr.SuvamoySaha
In charge of finance,IT, Corporate commissions and New Business
Inntiatives
Bcom (hons),A.C.A
4. Non Executive Personnel
Mr.AdityaKhaitan
Industrialist with expertise in steering diverse business.Experience in
corporate Finance and management of tea and engg.Industries.
5. Mr. Bhaskarmetter
Barrista- at Law (London)
Eminent professional with 60 years of experience .Former Chairman of
Andrew Yule Group CESC Ltd, BOCLtd.Has held position as President
of Bengal Chamber of Commerce and Industries.
6. Mr. DiwanArun Nanda
MBA from IIM Ahmedabad Eminent advertising and marketing
professional with 38years of experience.
7. Mr. P.H. Ravi Kumar
Eminent banking professional with over 32 years of experience has held
Senior Positions in Bank of India ,ICICI Bank and National Commodity
and Derivatives Exchange Ltd.
8. Mr.SanjivGoenka Vice President of RPG Enterptises , Chairman od
BODs of Iit , Kharagpur. Has been the youngest member of CII. And
Indian Chairman of Commerce .
9. Mr.VimalBhandari
CA,Country Head for AEGON International N.V, the large Dutch Life
Insurance, Assets management and pension Company has several years
experience in corporate finance , investment banking, projects finance
and assets management.
10. Mr. S.R. Dasgupta
Area Chairman for Evready Battery Company.For all Asia and Africa
Operation (98-99).Vice president/MD of Eveready Singapore.
11. Mr. V.Sridar
Agraduate (BSc)and also qualified CA with distinction. Has held senior
position in UBI,
National Housing Bank and UCO Bank and has 35 years experience in
finance and banking.


12. Mr. A. Saraf
ACA and Cost 7 Work Accountant presently with ICICI Bank Ltd since
2002. Previously with American Express Bank for 10 years.
Performance of Eveready
A name trusted by millions of Indians over the years , the brand Eveready has been
a part of India since 1905. This year,close to 800 millions batteries will be
consumed by satisfied customers acrossthe country. Eveready Industries India Ltd ,
a $186 millionscompany with formidable strength in manufacturing . Marketing
and Distributing a diverse range of products covering batteries, flashlights and
packet tea is an intrinsic part of the $465 million.Williamson Major Group that has
a diverse business portfolio of tea plantation ,Engeneering and financial service
.Besides, being well known in batteries and flashlights the parent group finest teas
in the world.
The Company enjoys a leadership position in batteries and 80%in flashlight
the organizations torch market. The Company is well known for its marketing
skills and has been consisting voted in the top 20-25 in the most admired
marketing companies at India by respected marketing journal. It produces 10
millions flashlights annually. It produces mix includes alluminium, brass and
plastic models of torches under the brand name of Jeevansathi, Commander
etc . UCILs battery business was the starting step in the world of manufacturing
all the major inputs of batteries on its own;not only this the company started
manufacturing other products for which it set up units at different places in India.

Products
EXISTING BUSINESS:
Batteries
Flashlights:
Brass torches
Metal&plastic torches
Led torches
Packet tea :
Eveready tez
Eveready Jaago
Eveready Premium bold
Eveready Classic
NEW BUSINESS:
Mosquito coils :-
Red 24 hr protection
Red 10 hr protection
Green 6 hr protection
Liquid vaporiser
Dishwash bar
Compact Flourescent Lamp (CFL).
Market shares

Eveready has its headquarter in Kolkata . It sales department is in various
branches in India having nearly 4 lakhs retail network all over India.
1. Battery Plant :
Natcotaratala(Kolkata)
Natco Chennai
Natco Hyderabad
Natco Noida
NatcoUttranchal Plant
Hi-Tech Battery
2. Flashlight Plant:
TEFCO Plant Lucknow
Uttranchal Plant


Exports
Having made its mark in the domestic market achieving a dominant share in every
battery segment. Eveready is entering the field of EXPORTS. Pitted against the
best of world- class competition Eveready strong quality focus has entered that it
retains in winning edge with its three strengths. Management, Technology and
Marketing , taking a we from worldclass business in tea exports. Eveready India is
now ready to go global through exports and joint venture in battery and flashlights.
Our zinc manganese dioxide batteries are being exported under the name LAVA
Heavy Duty & LAVA Long Life , as the use of the Evereadybrand is restricted to
India,Nepal and Bhutan. There brands for global market.
In short period LAVA batteries have already reached the following markets.
Dubai
Oman
Jordan
Sudan
Egypt
Bangladesh
Sri Lanka
In addition to the above , products have been exported to a number of countries
given and are at present exploring distribution arrangement in there countries .
Lebanon
Saudi Arabia
Turkey
Nigeria
Thailand
Singapore
Kuwait



Chapter 2:
DEPARTMENTAL DETAILS
Human resources
People power is one of the pillars of success at EIIL. The Company employs nearly
2500 individuals across its various plant and brands,locations,who share a passions
for excellence. The key attributes of human capital at EIIL are arich knowledge ,
base expertise and experience.The department has IT enabled HR system , where
in oracle ebusiness suite is being used .
The various key function of the department are as follows:
Talent acquisition management
Performance management
Career and succession planning
Compensation and benefits management.
Training and development
Rewards and recognisation management
Formulation and implementation
Of HR policies and procedures
Employee engagement.

Manufacturing
Evereadys state of the art manufacturing units are located at Kolkata , Noida ,
Uttranchal , Hyderabad, Chennai and Lucknow to maximize logistical efficiency
and reduce time to market manufacturing units both for batteries and flashlights
with in-house facilities for mental flashlights along with a fully fledged machine
design group at Chennai with capabilities at marketing special purpose machine for
both captive consumption and customer-specific requirements.
Central Machine Shops (CMS) was established in1968 . Central Design Group
(CDG) is part of CMS. It is 1075
th
road .Their vottlyur ,Chennai 600019.CMS is in
the business of design and manufacture of special purpose machine SPM) ,spare
punches for battery manufacturing CMS also provides the battery plants
conducting engineering audits ,imports substitution of parts ,alternates, MOC and
design and development , manufacturing and supply of parts sub- assemblies for
productivity and process improvements in the existing battery manufacturing lines
.The extrusion punch manufacturing is-in-house whereas the other manufacturing
activities are framed out . In addition to the design manufacture and assembling of
equipment CMS staff is installation and commissioning of the machine at the
customers premises.





Finance
The companys performance is backed by a strong accounts and finance team .The
team consists of seasoned professional who carry out the various functions
effectively to enhance the various business process within the overall business
strategies .
The various key function may be summarized as follows :-
Working capital management to reduce the interest burden on working
capital loans alert management on inventory holdings by and norms as also
negotiates competitive interest rates from banks.
Management of term loans to take care of the long term business needs of
the company includes debt restructuring by retiring high cost debt in lieu of
loans with lower interest rates.
Treasury operations like commodity hedging (to mitigate the effect of
volatile metal prices) forex management (to mitigrate the effect of volatile in
the value of rupee)
Profitability analysis and projection business wise to apprise management of
the effecctiveness of the business decisions and or to facilitate new
decisions.
Ensure accurate pricing updating in order to facilitate error free invoicing.
Capital budgeting to analyse new projects.
Compliance of all statutory matters including taxation related arrises.
Monitoring profitability of new projects to be benchmarks against the
projects profitability .
Timely analysis of major accounts trade debtors , institutional debtors, CSD,
claims< bank payables,appropriate actions taken barred an such analysis.
Centrally coordination payments through the RTGS/NEFT mode.
Ensure timely data to operating groups for review of their respective areas of
performance.
Ensure timely preparation of the quarterly and annual result ahead of the
board meetings.
Custodial control over the assets of the company and review at least on an
annualised bases any possible impairment of such assets.
Liason with various functional units related to accounts and commercial
matters including timely closure of accounts.
Coordination with system group to enhance existing report platform
/introduce new platform .
Payroll preparation also facilitate tax planning.
Monitoring the provident fund , gratuity and other super annuation funds of
the company.
The company has an in-house taxationdepartmental which deals with all the
direct and indirect taxes covering all the manufacturing and commission units
.They are responsible for smooth and timely completion of assessments and are
also responsible to ensure compliance of all fiscal laws by all the units. The
department also supplements business decision making by suggesting ways and
means for setting up new projects in tax-free zones and also to duties /taxes on
existing product lines .
The company also has an in-house internal audited department manned by
trained professionals. The pre-audit and post checks and reviews and are carried
out to ensure follow up the observations implementation contained in such
reports and the ensure compliance of all fiscal laws by all the units. The
department also supplements business decision making by suggesting ways and
means for setting up new projects in tax-free zones and also to duties /taxes on
existing product lines .
The company also has an in-house internal audited department manned by
trained professionals. The pre-audit and post checks and reviews and are carried
out to ensure follow up the observations implementation contained in such
reports and theadequacy of internal controll system are received by the audit
committee of the board in its periodical meetings.
Quality assurance
The company has an adequate internal quality assurance system comensurate
with the companys size and nature of the business. The objective of this system
is to ensure setting products performance standards for all types of batteries
based on competitive assessment. Performance to reflect leadership vis--vis
best of implement design inputs whenever required for products fortification ,
material substitution ,cost reduction targets with respect to OIP (Operation
Improvement Program).
Eveready initiated world class system in 1997, based on the philosophy of focus
on the default and variability reduction through planning of maintenance to
keep
the production equipment in designed condition always

Information technology
Eveready Industries India Ltd (EIIL)has traditionally invested in IT to provide
effective business solution amenable to inform decision making.The IT process at
EIIL is one of continuous improvement . during the year ,EIIL standardized all its
major applications across all location on the oracle business problem. However the
process seems to have been internalized well in the organization . Needless to
stake,the ERP system has brought the expected benefits associated with it and
would certainly bring in the forthcoming years.
THREE WAS A NEED TO MANAGE BUSINESS EFFECTIVELY to bridge the
gap between what was available and what was needed project unibiz (unified
Business System ) was launched.
Project unibiz (Unified Business System ).
All modules of oracle ebusiness suite were implemented across 70 locations on
Bing Bang . The project went live on 1
st
oct 2005 simultaneously at all location .
An integrated ebusinesspolutions spanning across 10 manufacturing units, 15 sales
branching , 44personnel,10 key suppliers and headoffice . Centrally served on 2
Intel Serverwith SAN storage in an active clusters ,running a single instance of
oracle ebusiness suite on red hat advanced serves 30 and red hat cluster suite.Major
plants and branches are connected to headoffice through fixed IP wireless phones
with VSAT backup or with broadband connectivity whenever applicable.
During great business success using Unibiz:-
Linking up the value chain
Addressing the operational gaps
Enforcing controls
Management analysis



CHAPTER-3
PERFORMANCE APPRAISAL

To study the Performace appraisal system at The Eveready Flashlight
Company (TEFCO).The process of how many people are involved in it and
what are their results.
Secondary objectives:-
1. To study the satisfaction level of employees regarding existing
Performance Appraisal system.
2. To study whether Performance Appraisal system provide the
employees with an opportunity to highlights their
achievements.
3. To study the role of Performance Appraisal system in the
overall development of employees.
4. To study whether Performance appraisal system motivate
ratingof employees.


INTRODUCTION
Performance Appraisalis the systematic, periodic and impartialrating of an
employees excellence in matters pertaining to his present job and his potential for
a better job. It is a process through which an organization gets information about
hoe well an employee is doing his/her job, it is called Performance Evaluation.
According to Heydel,It is the process of evaluating the performance and
qualifications of the employees in terms of the requirements of the job for
which he is employed for purpose of administration including, placement,
selection for promotions, providing financial rewards and other action which
require differential treatment among the members of a group as members of a
group as distinguished from actions affecting all members equally
Performance Appraisal is a method of evaluating the behaviour of employees
in the work-spot, normally including both the quantitative aspects of job
performance . It is a systematic and objective way of evaluating both work-
related behaviour and potential of employees. It is a process that involves
determining and communicating to an employee how he or she is performing
the job and ideally,establishing a plan of improvement.
It is a systematic process involving thre steps:-
a) Setting work standards.
b) Assessing employees actual performance relative to there standards.
c) Offering feedback to the employees so that he can eliminate deficiencies
and improve performance in course of time.

Objectives of performance appraisal.
Administrative:-
Compensation decision
Promotion decision
Demissal
Lay off
Downsizing
Development:
Indentifying strengths
Indentifying areas of growth
Development plans
Coaching and career planning
Performance appraisal process
Establishing performance standards
Communicate the standards
Measure actual performance
Compare actual performance with standards .
Discussing result with employees
Taking corrective action if any.

Methods of performance appraisal
I. Traditional method:
Confidential report:-This is prepared by the employees immediate superior.
It is used in government and public enterprises. It covers the achievements
and failure of the employees.
II. Free form / essay method:-
The evaluation writes a short essay on the employees performance on the
basis of overall impression . It involves lias .Since no criteria for appraisal.
III. Straight ranking method:- Employees are ranked from the best to the best
to poored on the basis of overall performance . It is easy to implement.
IV. Paired comparison :-Every person is compared trait wise with other persons
one at a time. Comparison is made on the basis of overall performance.
V. Forced distribution method:-
Assumption that employees fall under average, below average and
poor. And rating is made on this basis.
vi. graphic rating sales:- A rating scale lists traits and range of performance values
for each trait. The supervisor rates each subordinate bicircling or checking the
scores that best describes his/her performance of each traits .
vii. checklist method:-
list of statements describing characteristics and performance of employees . The
rates checks to indicate if
Discuss department goals
Define exputed results.
Performance reviews
Provide feedback
360 degree appraisal :- Involves as systematic collection of performance data on
an individual or group, derived from a number of stakeholders.
Views of person to be considered to know about a particular individual:-
Superior
Peers
Customer
Self
Team
Subordinates

Performance appraisal at tefco.
The Eveready Flashlight company(TEFCO)is the only unit of Eveready Industries
India Ltd (EIIL) which manufactures flashlights. It is one of the largest factories in
Asia which manufacture flashlights. The Eveready has its head office at Kolkata.
They manage all its operations is Performance Appraisal.
Performance Appraisal is done only every year for the next preceeding year. There
are two different appraisal process for staff and workmen.
Staffs appraisal process follow the MBO method which include filling up the key
result are (KRA) form, unified by the head of the department, discussed but the
head is required. KRA is finalized and staffs are evaluated on its basis at the end of
the year. The KRA is finalized and staffs are evaluated on its basis at the end of the
year . The KRA form filled and send to the head office . Accordingly, they send
the increment to their manufacturing bases which is the given to the employees
whose have achieved their targets.
The appraisal process for the workmen includes many things. First they are given
the targets they have to achieve till the end of the year. They are evaluated and
increment is given on the basis of how much time and in what manner he has done
his work . The performance of workmen is measured on the followings criterias
Quality of work
Quantity of work
Industrious
Knowledge of job
Co-operation
Safety habits
House keeping
The above criteria are rated on the scale of 1-6 which shows the followings:-
Inadequate
Need and improvement
Adequate
Good
Very good
Excellent
After rating are marked as :-
Satisfactory
Unsatisfactory
Exceptional
According to the above classification, the appraisal is given to the employees. The
increment is estimated on these bases and given by the head office to its
manufacturing bases which in turn distributed to the deserving workmen by the
location head. If there is any problem or issue areas related to performance
appraisal then it is any problem or issue arises related to performance appraisal
then it is being discussed by the foreman or the superior and the solution is find out
. counseling is also given to the workmen If they are not performing according to
the requirements of the company .
Absenteeism also has an effect on the performance appraisal workmen can take the
paid leave which is given by the company as per the state government regulation,
but if the workman are taking unauthorized leave , then he will be deprived of their
increment.

Methodology
Research design : It can be defined as a plan for collecting and information can be
obtained with sufficient precision or so that a hypothesis can be tested properly.
Types of research design :-
Exploratory studies
Descriptive studies
Casual studies
My research design
I have chosen descriptive design for my study because I am interested in
knowing the Performance Appraisal at the Eveready Flashlight Company
(TEFCO) doing a critical analysis of the system.







CHAPTER-4
RESEARCH METHODOLOGY
(4.1) Objectives Of the study:
(a) To analyze the concept and parameters of flashlight
(b) To know how many people are satisfied by their investment.
(c)To know the investment pattern of investor in flashlight manufacturing
companies
(d) An analysis can be made before investing in a mutual fund scheme.
(e) To analyze the performance and business process of TEFCO.
(f)To get a clear view about performance appraisal
(g) To provide recommendations to retain the market leader position in the market.

(4.2) Research Design:A research design is a specified framework for
controlling the data collection. It is the basic plan, which guides the data collection
and analysis phase of the research project. A good design will make sure that
information gathered is consistent with the study objective and economical
procedures. A research design is purely and simply a framework or plan for study
that guides collection and analysis of data.

Here the research design used is Descriptive design because everything have been
described in detail.

(4.3)Data Collection:The source through which data is collected can be
classified as:
(A)Sources of Data:
(a)Primary Data:The primary data for the study were collected from the
distributors and investors using questionnaire.
(b)Secondary Data:The secondary data were collected from:
(i)Official records.
(ii)Official web sites of Maxheights Infrastructure Ltd and its competitors
(iii)Internet
(iv)Fact Sheet
The collected primary and secondary data were used in the preparation of this
report.
(B) Methods of data collection:
Two type of Structured undisguised questionnaire has been used to collect the data
for customers and distributors which contained 5 questions each.All the questions
are close ended & it is undisguised because the purpose of the survey was not
hidden.
(4.4)Sampling Plan:
(A)Sample unit: customers
(B)Sample size: 20 customers
(C) Sampling area: LUCKNOW
(D)Sampling Duration: 15 days (30/05/2013 15/06/2013)
CHAPTER-5
ANALYSIS AND FINDINGS

Analysis
1. Are you aware that there is Performance Appraisal system in TEFCO?
a) YES
b) NO
Table showing the awareness of employees about the system of Performance
Appraisal TEFCO.
Sno. Particulars No. of Person Percentage %
1. YES 42 84%
2. NO 8 16%
TOTAL 50 100

INFERENCE:In the table we can see that 84% of the employees at are aware about
the Performance Appraisal there,and the rest of them are unaware about it.
INTERPRETATION:- We can though a major part of employees know about
Performance Appraisal at TEFCOthat is not sufficient . TEFCO must conduct
atleast an awareness regarding its system of Performance Appraisal and how it
could benefit the employees over there. This would create an urge in the
employees for performing better everytime .
1) Are you aware of methodologies of Performance Appraisal ?
a) Fully aware
b) Partially aware
c) Not aware



Table showing awareness of methodologies of Performance Appraisal among
employees.
Sno. Particulars No.of Person Percentage%
1 Fully aware 10 20%
2 Partially aware 28 56%
3 Not aware 12 24%
TOTAL 50 100

INFERENCE:-From the table we can infer that out of 50 employees surveyed only
20% out fully aware about the methodologies of Performance Appraisal at
TEFCO, and 56% are partially aware about it .Interest must be created among them
to know about methodologies and cent % awareness must be generated .
2) Does your Performance Appraisal system provide you with an opportunity
to highlight your achievements?
a) YES
b) NO
c) Cant say
Table showing views of employees opinion above whether Performance Appraisal
provide them opportuniy for highlighting their achievements.
Sno. Particulars No. of person Percentage%
1 YES 40 80%
2 NO 7 14%
2 Cant say 3 6%
TOTAL 50 100

INFERENCE: about 80% of the employees think that Performance Appraisal
confers them the opportunity for highlighting their achievements this would
instigate them to work efficiently and effectively 14% dont thinkso while the rest
6 % cant say about it.
INTERPRETATION:- 20%of people who dont think Performance Appraisal as
opportunity for them are may be ignorant or dont want to accept it will that seems
to be a major task of TEFCO to bring urge in there employees for achievements
and the incentives that could be allained there by.
3) Are you satisfy with procedure of Performance Appraisal system used in
TEFCO?
a) YES
b) NO
c) Can't say
Table showing the satisfaction level of employees regarding the procedure of
Performance Appraisal system used in TEFCO.
Sno. Particulars No. of Person Percentage %
1. YES 20 40%
2. NO 20 40%
3. Cant say 10 20%
TOTAL 50 100

INFERENCE:We can see that above equal percent of 40 employees are bot
satisfied and unsatisfied with the procedures adopted in TEFCO. And the rest 20%
cant about it.
INTERPRETATION:- It is difficult to interpret anything from the proportion of
equal 40% whether employees are satisfied or not. But we can see that another
20% cant sayn about it we can see it also negative . So we can infer that around
60% of employees are unsatisfied with the procedure at TEFCO.
4) Does the company officers or foreman give any sort of councelling to the
under performers as and when recquired ?
a) YES
b) NO
c) Cant say
Table showing the knowledge of any sort of counseling provided by the foreman to
the under performers.
Sno. Particulars No. of Person Percentage%
1. YES 27 54%
2. NO 23 46%
3. Cant say 0 0%
TOTAL 50 100

INFERENCE:- About 54% of employees say that foreman gives counseling to
under performers and the rest 46% dont think so .
INTERPRETATION:- We can see that majority of people say that foreman
counsel the under performers which is a good quality that would encourage them to
work more.
5) Have you ever been involved in an after appraisal interviews or any
feedback session in TEFCO?
a) YES
b) NO
Table showing the participation of any feedback session after Performance
Appraisal in TEFCO?
Sno. Particulars No. of person Percentage%
1. Yes 42 84%
2. No 8 16%
TOTAL 50 100

INFERENCE:- round 84% people participated in the feedback sessions and 16%
said no.
INTERPRETATION:- 84% people participated in the feedback sessions and rest
16% said No. TEFCO must adopt a compulsory feedback session after every
annual Performance Appraisal .
6) Do you think the annual Performance Appraisal is sufficient for providing
the annual increment ?
a) YES
b) NO
c) Can say
Table showing employees perspective n whether theyfind annual Performance
Appraisal sufficient for annual increment .
Sno. Particulars No.of Person Percentage%
1 Yes 42 84%
2 No 5 10%
3 Cant say 3 6%
TOTAL 50 100

INFERENCE: 84% of the employees said that annual Performance Appraisal is
sufficient and 10% found it is not sufficient . Rest 6% Cant say about it.
INTERPRETATION: We can see that 10% of employees say that annual
Performance appraisal is not sufficient for annual increment. But in big
organizations it becomes difficult to conduct Performance Appraisal even more
than annually . So annual system is good .
7) Does Performance Appraisal system makes you feel that TEFCO is
concerned about your overall growth and development ?
a) YES
b) NO
c) Cant say
Table illustrates whether the employees think that TEFCO is concerned about their
overall development and growth .
Sno. PARTICULARS NO. Of
PERSONS
PERCENTAGE %
1. Yes 41 82%
2. No 4 8%
3. Cant say 5 10%
TOTAL 50 100

INFERENCE:About 82% of the employees thinks that Performance Appraisal
makes then feel that TEFCO is concerned about them , some 8% said it no and the
rest 10% cant say about it .
INTERPRETATION: Only 82% of the employees thinks positively and rest dont
TEFCO is bound to make employees feel that TEFCO is concerned about their
growth and development.
8) Does Performance Appraisal rating motivate you to perform better ?
a) Yes
b) No
c) Cant say
Table showing whether Performance appraisal motivate employees to perform
better
Sno. Particulars No.of Person Percentage%
1. Yes 30 60%
2. No 10 20%
3. Cant say 10 20%
Total 50 100

INFERENCE:60% of the employees found Performance Appraisal at TEFCO
motivating them 20 % said no and again 20% cant say about it.
INTERPRETATION: Only 60% of employees got motivated which is not such a
good thing for TEFCO because Performance Appraisal is meant to motivate
performance of employees performing well appreciating them.
9) Are you satisfied with procedure of Performance Appraisal system used in
TEFCO?
a) Yes
b) No
c) Cant say
Table showing the satisfactory level of employees with the Performance Appraisal
system in TEFCO
Sno. Particulars No. of Person Percentage%
1. Yes 20 40%
2. No 20 40%
3. Cant say 10 20%
Total 50 100

INFERENCE:40% employees said they are satisfied with procedures adopted at
TEFCO , 40% said no and the rest 20% said they cant say .
INTERPRETATION: Around 60% are negative answers so some changes in the
procedure of Performance Appraisal at TEFCO is suggested .
10) In your opinion what is the objective of the Performance Appraisal
system ?
a) Promotion
b) Wage increment
c) Punishment
Table showing what employees think about Performance Appraisal system
S no. Particulars No. of Person Percentage
1. Promotion 8 16%
2. Wage increment 30 60%
3. punishment 12 24%
Total 50 100

INFERENCE: We can see in the table that about 16% of employees think
Performance Appraisal as aiming at promotion , some 60% think it to be Wage
increment and the rest 24% considered it a punishment .
INTERPRETATION: Around 76% are positive answers these employees take
Performance Appraisal at TEFCO effective.
11) Do you feel this present system of Performance Appraisal at TEFCO
needs to be changed ?
a) Yes
b) No
c) Cant say
Table showing whether employees feel the present system of performance
Appraisal needs to be changed



Sno. Particulars No. of Person Percentage%
1. Yes 5 10%
2. No 35 70%
3. Cant say 10 20%
Total 50 100

INFERENCE: we can easily infer 70% of employees want a change in present
system . About 10% dont want any changes 20% said they cant say.
INTERPRETATION: Here, we can see how much employees are eager to get this
present system of Performance Appraisal changed . TEFCO must definitely look
into it .

FINDINGS
Findings regarding the impact of the performance appraisal system at TEFCO are
as follows:
As a researcher , I found out that there is a great level of dissatisfaction
among employees in the company.
There are many workers who do not know about the performance appraisal
system even after working for 25 yrs in the company. They also dont have
the knowledge about the methodology of performance appraisal.
The employees are in the impression that the system of performance
appraisal is only a formality and appraisal is not done based on
performance .
Once in a year the performance is appraised which the employees do not
think sufficient.
The promotional policies and the job categories are not well defined so
there is a great level of job dissatisfaction.
The after appraisal interview or any feedback sessions is not at all organized
by the company which do not give any opportunity to the workers to
highlight their achievements , if any.










CHAPTER-6
CONCUSION
Employees are key to effective growth and multi-dimensional development of a
company. It is the effective productivity of an employees on which any company
or organization makes profit and grows. For this, the company must constantly
motivate and nurture its employees. Performance appraisal is one such tool to
evaluate and enhance the performance of employees. It is also one of the very
important tools of positive reinforcement as it is taken as a touchstone for
monetory welfare of employees. Also it increases the latest competitiveness among
the employees to perform their best.
My project in the company was a chance for productive interaction and getting
familiar with the work culture . It was a chance for productive interaction and
getting familiar with the work culture . It was also an opportunity to study the
performance appraisal to the minutest of their details. It was a chance to put into
practice what all we had learned in theory . It was also an opportunity to study the
HR policies of the organization and make myself acquainted with the corporate
life.
My project on performance appraisal was completed effectively with intriguing
finding about the performance appraisal structure of the company . The company
has incorporated various policies and measures in the structure of the company.
The company has incorporated carious policies and measures in the structure to
motivate employees as a result of various of which the company has a very high
retention rate of its employees.

CHAPTER-7
LIMITATIONS OF THE STUDY
The other competitors was reluctant to give confidential information to do
such survey, as they believe that this could result in violation of compliance
& ethics.
Some respondents were reluctant to divulge information which can affect
validity of all responses.
The research was confined to the working area.
Some Agents are very sensitive to reveal their personal information.
The survey is conducted up on limited number of agents and investors.
The time provided for this research was not sufficient enough to conduct a
detailed study on to the topic.
Investors chosen for study are not fully aware of all the terms and conditions
related to real estates .So, it is very difficult to construct right information
from them.
The data collected by me is not much reliable because many investors
chosen by me have invested in TEFCO.





CHAPTER-8
RECOMMENDATION


Suggestions &recommendations
Performance appraisal system should have minimal scope for business .As a
researcher , I suggest that the appraiser should be transparent.
The performance appraisal exercise should be done more frequently instead
of annually which bring more motivation for the workers to work.
The results of the appraisal should be communicated to the employees ,
either positive or negative .
Post appraisal interviews should be conducted to know about the employees
reaction to the appraisal process.
Training program should ne initiated to improve the standard of performance
appraisal system and improve the efficiency of evaluators.
Monetary rewards and incentives should also be provided on achieving
certain fixed targets or on excellent performance.
The company should redefine its promotional policies and share should be
same with all the employees.



REFERENCES
1. Organization behaviour by Mr. Henderson
2. Research Methodology by Mr. C.R Kothari
3. 360 degree feedback & Performance Mangement System bt T.V.Rao ,
GopalMahapatra ,RajuRao, Nandinichawala
4. Human resources Management by K. Aswathappa .
5. Designing & Managing a Research Project by Michael tayPolonsky David
.S.WallaP
6. Human Resources Management by Scott Snell.
7. Personnel Management by C.B.Mamoria
8. Organizational Behaviour by N Kumar , R Mittal
WEBLOGHRAPY
9. www.books.google.co.in
10. www.evereadyindustries.com
11. www.Wikipedia.com
12. www.performanceappraisal.com
13. www.performanceappraisal-software.com






ANNEXURES
Questions.
Q1. Are you satisfy with procedure of performance appraisal system used in
TEFCO?
a) Yes
b) No
c) Cant say
Q2. Does the company officers or foreman give any sort of counseling to the
under performers as and when required ?
a) Yes
b) No
c) Cant say
Q3. Have you ever been involved in an after appraisal interview or any feedback
session in TEFCO ?
a) Yes
b) No
c) Cant say
Q4. Do you think the annual Performance Appraisal is sufficient for providing
the annual increment ?
a) Yes
b) No
c) Cant say
Q5. Does performance appraisal system makes you feel the that TEFCO is
concerned about your overall growth and development ?
a) Yes
b) No
c) Cant say
Q6.does Performance Appraisal rating motivate you to perform better ?
a) Yes
b) No
c) Cant say
Q7. Are you satisfied with procedure of Performance Appraisal system used
in TEFCO?
a) Yes
b) No
c) Cant say
Q8. In your opinion what is the objective of Performance Appraisal system ?
a) Yes
b) No
c) Cant say
Q9. Do you feel this present system of Performance Appraisal at TEFCO
needs to be changed ?
a) Yes
b) No
c) Cant say