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V Registered office of Britannia Industries Limited is situated in West
Bengal. This company is registered under Companies Act, 1956.
V Britannia Biscuits Company Limited was originally incorporated
on 21st March 1918 under Indian Companies Act under the name
DzThe Britannia Biscuits Company Limiteddz under section 21 of
Companies Act and approval of Central Government.
V The main aim of the Company is to make available good and
improved quality biscuits to each and every part of the country.
V The Company has got ISO14001certificate and it is ISO 22000
certified. The Company was established at the Pantnagar branch
on 1st April 2005 mainly for production with a production coverage
area of approximately 20 acres. The control of management is
through Board of Directors.
V Bhumi Poojan of Britannia industries limited was on 1st
April 2004.
V Machinery was set up on 21st March 2005.
V Production trial was taken on 23rd March 2005 itself.
V Actual production was started on 1st April 2005.
V First dispatch of finished goods was done on 20th April
2005.
V Biggest plant of the company is plant number two.
V The company is set up in an area of approximately 20
acres.
V Minimum production of the company is 200 tons per day.
V Maximum production is 245.10 tons per day.
V Control of management is through Board of Directors
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V Goodwill of company
V Superior quality and service to provide maximum benefits to customers.
V The family environment in the company.
V Continuous growth.
V Market share of the company.
V Fully Automation of the company.
V All India coverage.
V Economical Price.
V Tax benefit to the company.
V Financially a very strong company
V Dedicated work force.
V Effective well designed and developed production and marketing
network.
V Wastage of the material.
V There is small board of Britannia at the entry
gate.
V Unit is situated far away from main plant.
V Land is not properly utilized.
V Sound And Heat of machinery is high it effect
the efficiency of worker.
V There must be more efficient utilization of the
raw material.
V There can be minimization of waste.
V Land can be used more efficiently
V To hire the workers as permanent bases to
reduce the contract labors, it helps to motivate
workers as a result the morale of workers
increase and the productivity of the workers too.
V There can be use of the foreign technologies for
efficient utilization of raw material so that the
production of a biscuit can be increased.
V ew entrance in the business.
V Availability of the other brands.
V Taste and preference of customers!
V Threats of substitute products.
V Rivalry among the competitions.
V Performance appraisal or merit rating is one
of the oldest and most universal practices of
management. Performance appraisal is a
method of evaluating the behavior in the
works pot, normally including both the
quantitative and aspects of job performance.

V It implies assessing the performance of an

employee on the job.
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DzPerformance appraisal is the process of evaluating the performance
& qualification of the employees in term of the requirements of
the job for which he is employed for the purpose of administration
including placement, selection for promotion, providing financial
rewards & other action which require differential treatment
among the member of a group as distinguished from action
affecting all members equally.dz
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DzPerformance appraisal is the
systematic Evaluation of the individual with regard to his or her
performance on the job & his potential for development.dz
V Performance appraisal is the systematic description of an
employeeǯs job relevant strength and weaknesses.
V It is a continuous process in every large scale organization.
V The basic purpose is to find out how well the employee is
performing the job & establish a plan of improvement.
V Performance evaluation is not job evaluation.
V Appraisals are arranged periodically according to a
definite plan.
V Identification the areas of training & development.
V Helps in reward allocation.
V Provide the opportunity to review the strange & weakness
of the employees.
V It helps in career planning & personnel development.
V Helps in establishing credibility of the selection procedure.
V Act as a motivation factor.
V Ymm

mYè Performance appraisal play a role in making
decision about salary increase. ormally salary increase depends
on how employee is performing his job. There is continuous
evaluation of this performance either formally or informally in
small organization. There is direct contact between employees &
Performance appraisal has to be a undertaken.
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Performance appraisal plays a significance role
Where promotion is based on merit most of organization use a
combination of merit & seniority for promotion. Performance
appraisal disclose how an employee is working in his present job &
what are his strong & weak points. It can be decided whether he
can be promoted or not. It is also used for transfer, promotion,
demotion & discharge of employees.
V
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Performance appraisal
tries to Identify the strengths & weaknesses of an
employees on his present job. This information can be
used for devising training & development programmes
appropriate for overcoming weakness of the employees.
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Performance appraisal provides feedback to
employees about their performance. It tells them where
they stand. A person works better when he knows how he
is working first, the person gets feedback about his
performance & try to overcome his deficiencies second,
when the person gets feedback about his performance, he
can relate his work to the organizational objectives.
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Performance
appraisal put of pressure on employees for
better performance. If the employees are
conscious that they are being appraisal in
respect of certain factors & their future
largely depends on such appraisal, Appraisal
can work automatically as control device.
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We need some kind of
measures again which we are going to compare the performance
of employees.some of these standards are based on job
description should be clear enough to be measured & understood
by everyone standers are the expectations.
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Standards
need to communicated is employees so that they know what is
expected of them & how will they about it. It has to be received by
employees & manager should received the feedback so that he
comes to know whether employees have understand the intention
of communication.
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After setting standard
you will some critical to measure the performance of employees.
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This is done to see if any discrepancy
exist & if so then how will it be rectified.
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Performance of employee is reviewed & then
manager has to convince the employees about his
judgment. He conduct meeting with employees for
this purpose.
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If there is any
deviation in actual performance then suggestive
corrective action can be provided to the employees.
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V Confidential report
V Easy evaluation
V Critical incidents
V Checklists
V Graphic rating scale
V Behaviorally anchored
V Rating scale
V Forced choice method
V MBO
V Ranking
V Paired Comparison
V Forced Comparison
V Group appraisal
V HRA
V Assessment center
V Field review
V
 

 Ranking is the oldest & simplest method of
appraisal in which a person is ranked against other on the basis of
certain traits & characteristics. It is not good for large number5 of
employees. It does not indicate absolute or equal difference of
ability between individuals.
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Paired comparison is a slight
variation of ranking system. In this method each person or
employees is compared with all other person. Then the rank is
given according Rader gives rating & puts a tick mark the name of
each employee alter which the name of ticks are counted & the
employees having the most no. of tick marks is rated the highest.
The larger the no. of employees the more difficult in composition.
V 
 In this method certain categories well in
advance & persons are put in their traits & characteristics
such categories are like è outstanding, goods, average,
poor, very poor or may be in terms of A, B, C, D etc.
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It assumes that employeeǯs
performance conforms to the bell shaped, this method
tries to remove the error of leniency or central tendency
error.This method can be challenged people might
question why they have been put in the category. This
method is useful to rate job performance & Promotability.
V Ê
 
  

The forced choice rating method contains a
service group of statement & the rater checks how effectively the
statement each individual being evaluated. Since forced choice is made
might be disliked by the managers also depends on whether the
statements properly formulated or not. The ultimate scoring lines with
the H.R department.
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It is list of traits pertaining to the job. There are two
options Ȃ  

. this list is passed to H.R Department & they have a
recording key. Accordingly they mark the Yes or o & give the overall
rating. It is easily administered standardized & economical since it is
applicable for everyone.
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Here focus on the incidents which are crucial
for the performance of job. The behavior of employee is checked & a
record is maintained about how he reacted in a particular situations.
V m   
It is only method used for promotion. In this
method there is a team of experts or evaluators who judge the
performance. In this method all the candidates who clime for
promotion are called participant. They asked to do different
exercise of development or they have to give the answers of the
expert. By this expert know their behavior or attitude & according
to this expert prepare report & gave promotion.
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Human Resource
According are a valuable asset of any organization. This asset can
be valued in term of money. Under this method performance is
judged in term of cost & contributions of employees. Cost of
human resource planning, recruitment, selection, induction,
training, compensation etc. Contribution of human resource is the
money of labour productivity or value added by human resources.
V Provide information about the performance ranks basing
on which decision regarding salary fixation, conformation,
promotion, transfer & demotion are taken.
V To prevent grievances & indisciplinary activities.
V Provides information which helps to counsel the
subordinate.
V Provides feedback information about the level of
achievement & behavior of subordinate.
V Provides information to diagnose deficiency in employee
regarding skill, knowledge, determine training &
developmental need & to prescribe the means for
employee growth provides information for correcting
placement.
V 
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Performance feedback allows the
employee, manager, & personnel specialists to intervene with
appropriate action to improve performance.
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Performance evaluation help
decision makers determine who should received pay raises. Many firms
grant part or all of their pay increases & bonuses based upon merit,
which is determine mostly through performance appraisals.
V m Y
Promotion, transfer, & demotion are usually
based on past or anticipated performance. Often promotion are reward
for past performance.
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Poor performance may
indicated the need for retaining. Likewise, good performance may
indicate untapped potential that should be developed.
V 
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Performance feedback allows the
employee, manager, & personnel specialists to intervene with
appropriate action to improve performance.
V Ym mY  Y
Performance evaluation help
decision makers determine who should received pay raises. Many firms
grant part or all of their pay increases & bonuses based upon merit,
which is determine mostly through performance appraisals.
V m Y
Promotion, transfer, & demotion are usually
based on past or anticipated performance. Often promotion are reward
for past performance.
V
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Poor performance may
indicated the need for retaining. Likewise, good performance may
indicate untapped potential that should be developed.
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Poor performance may be a
symptom of ill conceived job designs. Appraisals help
diagnose these errors.
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Accurate
performance appraisals that actually measure job
related performance ensure that internal placement
may be able to provide assistance.
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Good / bad
performance throughout the organization indicates
how well the human resources function is performing.
 At Britannia they have a system for the assessment of Performance of our
employeeǯs called performance appraisal.
Key features of performance appraisal are è
V They selected modern techniques for their appraisal system (MBO) in
which they set the target of each individual based on their Dz5dz corporate
goals.
V
Section A (corporate goals) all five goals have been assigned 40 marks with
100% weighted.
V
Section B (key result area assessment) This section defines key jobs of
employees & has 200 marks with 55% weighted.
V
Section C (general routine activities) This section analysis the daily routine
performance of employees has 200 marks with 30% weighted.
ü Section D (skill analysis) This section analysis skill
development of an employee & also use of skill on the
job with overall marks 200 with weighed of 15%.

ü Section E (potential analysis & personality

development) This section analysis future
development with require training need analysis.
Every staff employee is assessed through appraisal on
quarterly bases & worker half yearly bases.
V While thinks of research objectives as falling into a
number of following broad groupings.To gain familiarity
with a phenomenon or to achieve new insights into it
(studies with this object in view are termed as exploratory
or formulative research studies); Research in common
parlance refers to a search of knowledge. One can also
define research as a scientific and systematic search for
pertinent information on a specific topic. In fact, research
is an art of scientific investigation. The Advanced Learnerǯs
Dictionary of Current English lays down the meaning of
research as è
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Primary data are those which are collected a
fresh and for the first time and thus happen
to be original in character. There are numbers
of method of collecting primary data.

V Observation
V Questionnaire
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Secondary data means data that are already

available i.e. they refer to the data which
have already been collected and analyze by
someone else.
V Books
V Reports
V Magazine
V Internet
V The objective for doing my Project is to make my self
capable for moving forward in corporate world, to
gain knowledge & experience & know how to work in
the organization environment. It will help me to gain
more & more about corporate sector, which was very
essential for me to do.

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DzTo analyze how Ǯ 
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done in    dz
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V Are the present performance appraisal system is

sufficient enough to analyze the ability of a person.
V To know how the theoretical knowledge apply in the
practical approach.
V To know the ways of performing different H.R.
activities efficiently & effectively.
V Impact of fringe benefits and motivation level of
employeesǯ at workplace.
V The Authority& Responsibility both moves with each other.

V There is a proper mixture of talent & experience among the employees.

V Performance Appraisal is done on the yearly bases and all the employeesǯ takes
active part in it. Because it is beneficial for them.

V Performance Appraisal provides a lot of chances of promotion to its employees.

V Performance Appraisal is the systematic description of an employeeǯs job. It

provides motivation to the employees & they try to do their job in a more
efficient & effective manner.
V Through Performance Appraisal Industries like Britannia
deals with their employees like assets & take care of them.

V There are a lot of employees who have the knowledge of

different areas & fields of the plant. So we can fit them
according to the requirement & thatǯs why they are very
fruitful to the company.

V Through Performance Appraisal organize the training &

development programmes for their employees & through
it employees get more knowledge.
V ð    
 

 
 
 


     
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There is no doubt that performance appraisal that
contribute to the efficient & effective operation of the
staff & their future development. But the method &
administration of performance appraisal programme will
vary from organization to organization. It is truth that no
work is completed in it self. In fact, completion of one job
is actually the beginning of another job. Likewise, H.R. is
never ending process. It is actually for personal &
professional development. At last it is concluded that the
company as a hole is a well branded company. The good
will of the company is very high.