Executive Summary

In today's changing and competitive work environment , stress level is increasing both in the
workers as well as the managers. As a result of this work stress , more and more managers
are
showing signs of chronic fatigue and bumout Research has concluded that stressed out
managers
are not good for their companies or shareholders. In most cases , stress leads to reduced
elliciency
in even the best of individuals, which in tum Icads to reducel productivity. Stress is a
problem in
almost all the countries of the world , irrespective of whether the economy is strong or
weak.
Therefore , it become very essential to include " work stress ” as one of the chapters in
studying
human behavior, because we must know what is actually stress , what are the causes of
stress , what
are its consequences and then , what should be done to reduce it.
Objectives of the project was to study the current performance appraisal system and to know
the
awareness level of individual or employees about present performance appraisal system. In
Agrostar traditional method is used for performance appraisal.

When complete the survey it found that maximum employees are satisfied with the present
performance appraisal system. In the organization performance appraisal process is used one
time
in a year and this system is useful to employees improving their personal skills. Overall
project
conclusion is performance appraisal system is an important vital role of the organization. It
helps
to improve the productivity of the organization. The company always communicates , express
their
objective and targets to the employees.

" People are our most valuable asset ” Performance Appraisal is the step where the
Management
finds out how effective it has been at hiring and placing employees. If any problems are
identified ,
steps are taken to communicate with the employee and remedy them. Performance Appraisal
is a
process of evaluating an employee's performance in terms of its requirements. Managing
employee performance is an integral part of the work that all managers and rating officials
perform
throughout the year. It is as inportant as managing financial resources an jobd program
outcomes
because employee performance or the lack there of , has a profound effect on both the
financial and
program components of any organization. Considered from an individual's point of view ,
stress is
our body's physical, mental and chemical reactions to circumstances that frighten , confuse ,
ndanger or irritate you. If controlled , stress is a friend that strengthens us for the next
encounter.
 Chapter-1
Introduction:-
1.1 - INTRODUCTION OF TOPIC

Performance appraisal is also known as employee evaluation, merit rating, employee

assessment, etc. It is a systematic process of appraising an employee's current and past
performance relative to his/her performance parameters. ... Performance appraisal
process may be held annually or monthly as per needed .Everything you need to know
about performance appraisal. Performance appraisal is a formal system that evaluates
the quality of a worker’s performance.

The appraisal measures skills and accomplishments with reasonable accuracy and
uniformity. It provides a way to help identify areas for performance enhancement and
to help promote professional growth. It should not, however, be considered the
supervisor’s only communication tool.

The focus of performance appraisal is as much on the measuring and improving of the
actual performance as on the future potential of the employee.

The history of performance appraisal is quite brief. Its roots in the early 20th century
can be traced to Taylor's pioneering Time and Motion studies. But this is not very
helpful, for the same may be said about almost everything in the field of modern
human resources management.

As a distinct and formal management procedure used in the evaluation of work

performance, appraisal really dates from the time of the Second World War, about
seventy years ago.

Yet in a broader sense, the practice of performance appraisal is an ancient art. In the
scale of things historical, it might well lay claim to being the world's second oldest
profession!

There is, says Dulewicz (1989), "... a basic human tendency to make judgements about
those one is working with, as well as about oneself." Appraisal, it seems, is both
inevitable and universal. In the absence of a structured system, people will tend to
judge the work performance of others, including subordinates, informally and
arbitrarily.
The hardwired human inclination to judge can cause big problems in the workplace.
Without a structured system of appraisal, there is little if any chance of ensuring that such
judgements will be accurate, fair and useful.
Performance appraisal began as an attempt to rationally correlate rewards and outcomes.
That is, appraisal was used to decide whether or not the salary or wage of an individual
employee was justified.

The process was firmly linked to material outcomes. If an employee's performance was
found to be less than ideal, a cut in pay would follow. On the other hand, if their
performance was better than the supervisor expected, a pay rise was in order.
Little consideration, if any, was given to the developmental possibilities of appraisal. If was
felt that a cut in pay, or a rise, should provide the only required impetus for an employee to
either improve or continue to perform well.

Sometimes this basic system succeeded in getting the results that were intended; but more
often than not, it failed.
For example, early motivational researchers were aware that different people with roughly
equal work abilities could be paid the same amount of money and yet have quite different
levels of motivation and performance.

These observations were confirmed in empirical studies. Pay rates were important, yes; but
they were not the only element that had an impact on employee performance. It was found
that other issues, such as morale and self-esteem, could also have a major influence.
As a result, the traditional emphasis on reward outcomes was progressively rejected. In the
1950s in the United States, the potential usefulness of appraisal as tool for motivation and
development was gradually recognized. The general model of performance appraisal, as it is
known today, began from that time.
it is a must for every organization for its survival and growth. The appraisal practices are in
somewhere structured and formally sanctioned and in other instances they are an informal
and integral part of daily activities. Thus, across the human activities someway or other
performance appraisal is conducted in different ways and all of us, consciously or
unconsciously evaluate our own actions from time to time. In social situation, performance
is conducted in a systematic and planned manner to achieve various organizational goals in
social system.
A performance appraisal used in the organization is a regular review of employee’s
performance to verify their contribution to the company. It is also known as annual review
or performance evaluation. It evaluates the skills, growth, achievement or failure of the
employees. The performance appraisal is often used to justify the decisions related to
promotions, pay hike, bonuses and termination of employee.

1. Meaning of Performance Appraisal

WHAT IS “PERFORMANCE APPRISAL ?
Performance appraisal is defined as a process that systematically measures an
employees personality and performance usually by managers or immediate supervisors
against the predefined attributes like skillset, knowledge about the role, technical know-how,
attitude, punctuality and so on.

Performance appraisal has many names across organizations, some call it performance
evaluation, some prefer performance review, merit rating, annual reviews, etc.
This process is carried out to identify the inherent qualities of an employee and the abilities
and level of competency of an employee for their future growth and development and that of
the organization they are associated with. It aims at ascertaining the value of an employee and
his/her offering to the organization.

PERFORMANCE APPRAISAL THERE ARE ALSO MAINLY TWO

METHODS ALSO PROVIDED

1. Traditional Method .

2. Modern Method .

Performance appraisal is a method the behaviour of work spot including the qualitative and
quantitative aspect and job performance refer to the degree of accomplishment of the test and
make up individual job .

According to Flippo- Performance Appraisal system periodic and an important rating of an

employee excellence in matters pertaining to his present job and his potential for better job.

According to Gomej-Mejja -“Performance appraisal involes the identification ,

measuerment and management of performance in organisation .

According to Mondy - “Performance appraisal is system of review of and evaluation of an

individual performance .

1.2 CHARACTERISTICS

1. Performance Appraisal is a process

2. It is systematic examination of the strengths and weakness of an employee in the term

his job

3. It is a specific and objective study . formal procedures are used in the study

4. It is an ongoing and contineoues process wherein the evaluations are arranged

perodically according to a definite plan .

Need for Performance Appraisal

There are certain requirements expected from the employees for which performance appraisal
are conducted.

1. Providing information about the performance ranks on which decision regarding salary
fixation, promotion, etc. are taken.

2. Review of the performance of the subordinates.

3. Providing information that helps to counsel the subordinates.

 4. Getting information to diagnose deficiency in employees regarding skills, knowledge, etc.

5. To prevent grievance and in disciplinary activities.

1.4 Features of Performance Appraisal

1. Systematic Process-

· A systematic performance appraisal system helps the managers to properly identify the
performance of employees in a systematic manner and their areas of talent and areas where
they are lacking.

2. Evaluating process-

Performance evaluation is the process of evaluating how effectively employees are fulfilling
their job responsibilities and contributing to the accomplishment of organizational goals.

3. Periodic Process-
A performance appraisal is a systematic, general and periodic process that assesses an
individual employee's job performance and productivity in relation to certain pre-established
criteria and organizational objectives.

4. Develops Employee-

the process of identifying, evaluating and developing the work performance of employees in
the organisation, so that goals and objectives are more effectively achieved, while at the
same time benefiting employees in terms of recognition, receiving feedback, catering for
work needs and offering career guidance.

5. Formal or Informal Process-

A performance appraisal can occur in two ways – informally or more formally (or
systematically.) ... Although informal appraisals are useful, they should not take the place of
formal appraisals. These are used when the contact between a manager and an employee is
more for.

Methods of performance Apprasial:

Traditional Method of Performance Apprasial:

A) Ranking Method-

It is the oldest and simplest formal systematic method of performance appraisal in which
employee is compared with all others for the purpose of placing order of worth. The
employees are ranked from the highest to the lowest or from the best to the worst.

B) Grading-
 Grading Method: In this method, certain categories of worth are established in advance and
carefully defined. There can be three categories established for employees: outstanding,
satisfactory and unsatisfactory. The employee is, then, allocated to the grade that best
describes his or her performance.

C) Cheak List Method-

With a checklist scale A performance evaluation method in which a series of questions is

asked and the manager simply responds yes or no to the questions., a series of questions is
asked and the manager simply responds yes or no to the questions, which can fall into either
the behavioral or the trait method, or both.

D) Paired Comparioson-

Paired comparison involves pairwise comparison – i.e., comparing entities in pairs to judge
which is preferable or has a certain level of some property. LL Thurstone first established the
scientific approach to using this approach for measuremen

As the illustrative matrix shows, jobs are compared to other jobs respectively to generate a
hierarchy of preferences. Equal preference between two jobs may be denoted by 0.5.

The paired comparison method is particularly applicable when the jobs are significantly
different from one another and where a relative measurement promises to yield insight. It is
therefore useful for business situation
typically involve setting priorities in the context of limited resources.

It is a method of comparing employee and job with another one on the basis of skill sets,
time required to execute tasks, knowledge etc.

E) Essay Method -

The essay method assumes that not all employee raits and behaviors can be neatly analyzed,
dissected, and rated--instead, it allows appraisers

 Modern method of performance Apprasial

a) Appraisal By result or Objectives

Modern Performance Appraisal deploys a methodology called Performance Appraisal by

Results which is simply the appraisal of individual staff performance on a continuing
systematic basis in relation to mutually agreed objectives, set at the beginning of the year.
This type of appraisal is based on the Management by Objectives where managerial
performance are evaluated in terms of verifiable objectives.
Very often, it has many names like Targeted Performance, Individual Performance

B) 360-Degree Apprasial -
Another method which can be used to appraise the performance of an employee is to use 360
degree appraisal .

- Appraisal by superior

- Appraisal by peers

- Appraisal by subordinates

- Appraisal by clients

C) Behaviourally Anchored Rating Scale-

- Identification of performance measures

- Identification of critical Behaviours

- Retranslation of critical Behaviours

- Scaling of critical Behaviours

D) Assessment Centres-

- Multiple assessment techniques must be used and at least one of these

techniques must be a stimulation .

- Multiple trained assessors be used

- Judgements must be based on pooled information form all assessors .

 Chapter 2

Industry Profile & Company Profile

Industry Profile

Company Profile

BABY KIDS

 Dresses Dresses

 Clothing Sets Clothing Sets

 Skirts & Shorts Dungaress & Jumpsuits

 Dungarees & Jumpsuits

  Industry Profile :-

Introduction

India’s textiles sector is one of the oldest industries in the Indian economy, dating back to
several centuries.
The industry is extremely varied, with hand-spun and hand-woven textiles sectors at one end
of the spectrum, while the capital-intensive sophisticated mills sector on the other end. The
decentralised power looms/ hosiery and knitting sector forms the largest component in the
textiles sector. The close linkage of textiles industry to agriculture (for raw materials such as
cotton) and the ancient culture and traditions of the country in terms of textiles makes it
unique in comparison to other industries in the country. India’s textiles industry has a
capacity to produce wide variety of products suitable for different market segments, both
within India and across the world.

Market Size
India’s Textiles industry has around 4.5 crore employed workers including 35.22 lakh
handloom workers across the country. The industry contributed 7% to the industry output (by
value) in 2018-19. The Indian textiles and apparel industry contributed 2% to the GDP, 12%
to export earnings and held 5% of the global trade in textiles and apparel in 2018-19.
Between January and July 2021, India exported textile products worth Rs. 1.77 lakh crore
(US$ 23.84 billion), which is 52.6% more than the same period last year and 13.7% more
than the pre-pandemic level of 2019.
Cotton production is expected to reach 37.10 million bales and consumption is expected to
reach 114 million bales in FY21—13% growth over the previous year.
The production of raw cotton in India is estimated to have reached 35.4 million bales in
FY20^. During FY19, production of fibre in India stood at 1.44 million tonnes (MT) and
reached 2.40 MT in FY21 (till January 2021), while that for yarn, the production stood at
4,762 million kgs during same period.
India’s home textile exports grew at a healthy rate of 9% in FY21 despite the pandemic.

Investment
The textiles sector has witnessed a spurt in investment during the last five years. The industry
(including dyed and printed) attracted Foreign Direct Investment (FDI) worth US$ 3.75
billion from April 2000 to March 2021.
In May 2021, Indo Count Industries Ltd. (ICIL), announced an investment of Rs. 200 crore
(US$ 26.9 million) to expand its production capacity.
The production-linked incentive (PLI) scheme for man-made fibre and technical textiles will
help boost manufacturing, increase exports and attract investments into the sector.

SWOT Analysis Of Textile Industry.

Strengths:
 Indian Textile Industry is an Independent & Self-Reliant industry.
 Abundant Raw Material availability that helps industry to control costs and reduces
the lead-time across the operation.
 Availability of Low Cost and Skilled Manpower provides competitive advantage to
industry.
 Availability of large varieties of cotton fiber and has a fast growing synthetic fiber
industry.
 India has great advantage in Spinning Sector and has a presence in all process of
operation and value chain.
 India is one of the largest exporters of Yarn in international market and contributes
around 25% share of the global trade in Cotton Yarn.
 The Apparel Industry is one of largest foreign revenue contributor and holds 12% of
the country’s total export.
 Industry has large and diversified segments that provide wide variety of products.
 Growing Economy and Potential Domestic and International Market.
 Industry has Manufacturing Flexibility that helps to increase the productivity.

Weaknesses:
 Indian Textile Industry is highly Fragmented Industry.
  Industry is highly dependent on Cotton.
 Lower Productivity in various segments.
 There is Declining in Mill Segment.
 Lack of Technological Development that affect the productivity and other activities in
whole value chain.
 Infrastructural Bottlenecks and Efficiency such as, Transaction Time at Ports and
transportation Time.
 Unfavorable labor Laws.
 Lack of Trade Membership, which restrict to tap other potential market.
 Lacking to generate Economies of Scale.
 Higher Indirect Taxes, Power and Interest Rates.

Opportunities:
 Growth rate of Domestic Textile Industry is 6-8% per annum.
 Large, Potential Domestic and International Market.
 Product development and Diversification to cater global needs.
 Elimination of Quota Restriction leads to greater Market Development.
 Market is gradually shifting towards Branded Readymade Garment.
 Increased Disposable Income and Purchasing Power of Indian Customer opens New
Market Development.
 Emerging Retail Industry and Malls provide huge opportunities for the Apparel,
Handicraft and other segments of the industry.
 Greater Investment and FDI opportunities are available.

Threats:
 Competition from other developing countries, especially China.
 Continuous Quality Improvement is need of the hour as there are different demand
patterns all over the world.
 Elimination of Quota system will lead to fluctuations in Export Demand.
 Threat for Traditional Market for Powerloom and Handloom Products and forcing
them for product diversification.
 eographical Disadvantages.
 International labor and Environmental Laws.
 To balance the demand and supply.
 To make balance between price and quality.
 2.2- Company profile

Name- Peppermint Clothing Pvt Ltd.

Peppermint Clothing Private Limited is a Private incorporated on 05 January 2007. It is

classified as Non-govt company and is registered at Registrar of Companies, Pune. Its
authorized share capital is Rs. 30,000,000 and its paid up capital is Rs. 30,000,000. It is
inolved in Manufacture of wearing apparel, except fur apparel [this class includes
manufacture of wearing apparel made of material not made in the same unit. Both regular and
contract activities are included.

Directors of Peppermint Clothing Private Limited are Rajendra Mitthulal Katariya, Santosh
Mithulal Katariya, Kamlesh Mitthulal Katariya, .

Peppermint Clothing Private Limited's Corporate Identification Number is (CIN)

U18101PN2007PTC129420 and its registration number is 129420.Its Email address is
pramesh@peppermint.in and its registered address is BARAMATI HI TECH TEXTILE
PARK PLOT NO. E - 1, 2 (2,3,4,5) MIDC BARAMATI MH 413133 IN

Current status of Peppermint Clothing Private Limited is - Active.

Company Details :-

CIN U18101PN2007PTC129420

Company PEPPERMINT CLOTHING PRIVATE LIMITED

Name
Company Active
Status
RoC RoC-Pune
Registration 129420
Number
Company Company limited by Shares
Category
Company Sub Non-govt company
Category
Class of Private
Company
Date of 05 January 2007
Incorporation
Age of 14 years, 10 month, 28 days
Company
Activity Manufacture of wearing apparel, except fur apparel
[this class includes manufacture of wearing apparel
made of material not made in the same unit. Both
regular and contract activities are included
to see other companies involved in same activity.

MISSION

Producing creative and world-class quality garments that bring pride and happiness to our
customers as much it does to us.

VISION

Be the most respected Girls brand in kids wear, known for its innovative designs, high quality
CHAPTER NO -3

REVIEWS LETERATURE-

The amount of research regarding the topic “Performance Appraisal” is so vast.The

paper which is based onan observational study of the researchers’ daily work
experiences and review of literature identifiedconstraints to performance appraisal
in employees in the institutions, which includes the current knowledge
inPerformance Appraisalfindings, as well as theoretical and methodological
contributions to a particular topic.

Literature review-

Although the interest in and use of performance appraisal have increased over the
past 30years, the practice of formally evaluating employees has existed for
centuries. As early as the third centuryAD., Sin Yu, an early Chinese philosopher,
criticized a biased rater employed by the Wei dynasty on thegrounds that "thy
Imperial Rater of Nine Grades seldom rates men according to their merits but
alwaysaccording to his like or dislikes" (Patten, 1977,p.352). In 1648, the Dublin
(Ireland) Evening Post allegedlyrates legislators using a rating scale based on
personal qualities

(Hackett,1928). According to Heilbroner(1953), the first industrial applicationof

merit rating was probably early 1800smade by Robert Owen at his cotton mills
inNew Lanark, Scotland, in the . Wooden cubes of different degreesof merit were
hung over eachemployee's workstation. As employee performance changed, so did
the appropriate wooden cube.

The meritrating or efficiency rating in the Federal Civil Service has been in place
since at least 1887 (Petrie, 1950) andperhaps as early as 1842 (Lopez, 1968).One
impetus to the development of performance appraisal in U.S. industry (Patten,
1977) can be traced to thework of industrial psychologists at Carnegie-Mellon
University and their early work in salesman selection and"man-to-man" rating
forms on trait psychology (Scott, Clothier, & Spriegel, 1941).

The man-to-man ratingform was later used by the army in World War 1 to assess
the performance of officers (Scott et al., 1941),although formal PA probably began
in the United States in1813 (Bellows &Estep, 1954) when army GeneralLewis
Cass submitted to the War Department an evaluation of each of his men using such
terms as "

AIMS-

The purpose of a literature review is to gain an understanding of the existing

research and debates relevant to a particular topic or area of study, and to present
that knowledge in the form of a written report. Conducting a literature review helps
you build your knowledge in your field.

BRANCHES OF THIS COMPANY-

A/p- HI-TECH TEXTILE PARK .Baramati.Tal.Baramati.Dist.Pune

CHAPTER NO -4

RESEARCH METHODOLOGY

4.1 MEAANING OF RESEARCH

4.2 RESEARCH PROCESS

4.3 COLLECTION OF DATA

4.4 SAMPLING

Research is defined as the creation of new knowledge and/or the use of existing
knowledge in a new and creative way so as to generate new concepts,
methodologies and understandings. This could include synthesis and analysis of
previous research to the extent that it leads to new and creative outcomes.

This definition of research is consistent with a broad notion of research and

experimental development (R&D) as comprising of creative work undertaken on a
systematic basis in order to increase the stock of knowledge, including knowledge
of humanity, culture and society, and the use of this stock of knowledge to devise
new applications.

4.1 Meaning Of Research -

Research is "creative and systematic work undertaken to increase the stock of

knowledge".[1] It involves the collection, organization and analysis of information
to increase understanding of a topic or issue. A research project may be an
expansion on past work in the field. To test the validity of instruments, procedures,
or experiments, research may replicate elements of prior projects or the project as a
whole.

The primary purposes of basic research (as opposed to applied research) are
documentation, discovery, interpretation, and the research and development (R&D)
of methods and systems for the advancement of human knowledge. Approaches to
research depend on epistemologies, which vary considerably both within and
between humanities and sciences. There are several forms of research: scientific,
humanities, artistic, economic, social, business, marketing, practitioner research,
life, technological, etc. The scientific study of research practices is known as meta-
research.

Research Objectives

To study the current performance apprisal system of Peppermint pvt.ltd

To know the awarnenes level of individual /employeee about present performance

apprisal system .

The primary purposes of basic research (as opposed to applied research) are

documentation, discovery,

Research problem -

A research problem is a statement about an area of concern, a condition to be

improved, a difficulty to be eliminated, or a troubling question that exists in
scholarly literature, in theory, or in practice that points to the need for meaningful
understanding and deliberate investigation.

However, research problems are of three types: descriptive (pertains to issues that
need studying), relational (research questions which focus on the relationship
between two or more factors), and causal research (problems that look at cause and
effect

A research problem does not state how to do something, offer a vague or broad
proposition, or present a value question. The purpose of a problem statement is to ..

Scope of study -

scope of study performance apprisal system in peppermint pvt .ltd is benifisuial for
the orginsation to motive employee .

scope of study for the cheak the employee satifaction level of emplyee after
apprasial process completed .

scope for use the continet reward releted performance confidance skills
contribution.
Research plan -

A research plan is a short document, which sets out initial thoughts on a research
project in a logical and concise manner. ... A research plan is not a formal research
proposal, although it may well be the foundation document from which a detailed
research proposal may be develope

Research Methodology :

Research methodology simply refers to the practical “how” of any given piece of
research. More specifically, it’s about how a researcher systematically designs a
study to ensure valid and reliable results that address the research aims and
objectives.

In a dissertation, thesis, academic journal article (or pretty much any formal piece
of research), you’ll find a research methodology chapter (or section) which covers
the aspects mentioned above. Importantly, a good methodology chapter in a
dissertation or thesis explains not just what methodological choices were made, but
also explains why they were made

Collection Of Data -

Meaning & defination

Data collection is the systematic approach to gathering and measuring information

from a variety of sources to get a complete and accurate picture of an area of
interest. Data collection enables a person or organization to answer relevant
questions, evaluate outcomes and make predictions about future probabilities and
trends.

Accurate data collection is essential to maintaining the integrity of research,

making informed business decisions and ensuring quality assurance. For example,
in retail sales, data might be collected from mobile applications, website visits,
loyalty programs and online surveys to learn more about customers. In a server
consolidation project, data collection would include not just a physical inventory of
all servers, but also an exact description of what is installed on each server -- the
operating system, middleware and the application or database that the server
supports.
Methodes of performance Appraisal -

Tradistional methodes of performance Appraisal :

a) Ranking method :

It is the oldest and simplest formal systematic method of performance appraisal in

which employee is compared with all others for the purpose of placing order of
worth. The employees are ranked from the highest to the lowest or from the best to
the worst.

b) Garding -

In this method, certain categories of worth are established in advance and carefully
defined. There can be three categories established for employees: outstanding,
satisfactory and unsatisfactory. ... The employee is, then, allocated to the grade that
best describes his or her performance.

c) Check list Method -

With a checklist scaleA performance evaluation method in which a series of

questions is asked and the manager simply responds yes or no to the questions., a
series of questions is asked and the manager simply responds yes or no to the
questions, which can fall into either the behavioral or the trait method, or both.

d) Paired Comparison -

The paired comparison method bases evaluations on an employee's performance

relative to his or her peers in selected job skill categories. ... An employee's
evaluation would be the sum of their pluses and would be the basis of a relative
ranking.

c) Essay Method -

The essay method assumes that not all employee traits and behaviors can be neatly
analyzed, dissected, and rated--instead, it allows appraisers to place varied degrees
of emphasis on certain qualities, issues, or attributes that are appropriate.