INDUSTRY PROFILE:

21

ETHIC OF APPRAISAL:
In many performance appraisal, due consideration must be given to the
ethics of appraisal, failing which many organizational problems may crop up
and the very purpose of appraisal may be defeated. In this connection,
M.S.KELLOG has suggested the following do's and don'ts

Don't appraise without knowing why the appraisal is needed

Appraise on the basis of represented information.
Appraise on the basis of relevant information

Kellog maintains that these "ethical standards are most certain to be met if
appraisals are accomplished by such qualifiers as:

The fact on which an appraisal is based.

The time period covered
The purpose for which an appraisal is made.

PROCESS OF PERFORMANCE APPRAISAL:

Identification of KPA(key performance areas) and target setting

through periodic discussions between each employee and his boss
Identification of qualities required for the present and future jobs

► Self-appraisal by the appraise

Performance analysis to identify factors that have facilitated and

factors that have hindered performance
Performance discussion and counselling to understand each other
and appraise each other
Final assessment by the supervising officer for administrative
purpose

ORGANIZATION PROFILE :

Organized dairying in Andhra Pradesh began in a small way in 1960 with pilot
milk supply scheme at Hyderabad. Later it was started as integrated milk project
in 1967: it was first of its kind in dairy enterprise in public sector with the
investment of Rs.4.35 crores. The motive of the government is to create
employment and enhancing the steady income throughout the year. The total
procurement has grown phenomenally
It was established with the collaboration of UNICEF (United National International
Children's Education Fund), FAQ (Food and Agriculture Organization) and freedom
for hunger campaign of United Kingdom, which supplied equipment valued at
$10.6 millions for the project.
In 1974, APDDCF was started. The Government constituted an autonomous body
"Andhra Pradesh Dairy Development" to function dairy development cooperative
federation Ltd. On the commercial lines to increase the turnover and efficiency

APDDCF network

o APDDCF milk procurement operations cover 11 districts

O APDDCF is major supplier of liquid milk to twin cities

Mission
One BMCH L
ench Manda

6-Districts covered earlier

6-Districts newly covered

OBJECTIVES OF APDDCF Ltd.

The main objectives of the Federation are:

Organize Co-operatives of milk producers at village and district levels

Provide essential inputs to enhance milk production, feed and fodder
production, cross breeding programs, and veterinary aid
Initiate development programs to provide effective leadership and
management skills to milk producers to help them manage their own Co
operatives
Key Indicator Mu rchase trece

11:

HUMAN RESOURCE MANAGEMENT IN APDDCF Ltd

Human Resource Planning is understood as the process of forecasting

organizations future demand far & supply of the right type of people in the right
numbers. It is only after this that the HRM Department can initiate Recruitment
& Selection process

Human Resource Planning is a sub system in the total organization planning.

Organizational Planning includes Managerial activities that sets the company's
objective for the future and determines the appropriate means for achieving
those objectives. Human Resource Planning facilitates the realization of
federations, objective by providing the right type and right number of personnel.
ORGANIZATIONAL CHART

Managing directors who are generally appointed by the government and

belonging to the all India Cadre Service.

MANAGING DIRECTOR

GENERAL MANAGER

SENIOR PERSONNEL OFFICER

LABOUR WELFARE OFFICER

SENIOR MANAGER

MANAGER (MP)

ASSISTANT MANAGER (MP)

JUNIOR MANAGER

SENIOR ASSISTANT

JUNIOR ASSISTANT

TOPIC PROFILE IN THE ORGANIZATION:

The approaches of performance appraisal at APDDCF are traditional and highly

systematic. It involves measurements of employee characteristics and
contribution

Methods, techniques or tools used for appraising performance

At APDDCF tools used for appraising the performance is grading method. In
this rather considers certain features and marks them accordingly to a
scale. The selected features are intellectual, professional ability, workoutput for the year,
administrative ability, and personal qualities etc. the
grade given to the employees is outstanding, very good, average and
unsatisfactory
Components of appraisal evaluation:
The personnel department of APDDCF looks after the Appraisal system.
After stating clearly the objectives of the evaluation programme. The
personnel evaluation system should address the following questions.

"Who" of the appraisal?

"What" of the appraisal?
The "why" of the appraisal?
The "When" of the appraisal?
The "Where" of the appraisal?
The "How" of the appraisal?