Hr Practices at Parle

Topics: Human resource management, Performance appraisal, Employment Pages: 50 (11276 words) Published: May 15, 2011

Production Department

PARLE Biscuits Limited
Bahadurgarh, Haryana


Field Report submitted in partial
fulfillment for the degree of
Department of Business Administration

University Name


1. Acknowledgement.
2. What is Performance Appraisal?
3. About Parle.
4. Product Profile.
5. Scope of Study.
6. Objectives of Study.
7. Research Methodology.
8. Data Analysis.
9. Findings.
10. Conclusions.
11. Annexure.
12. Questionnaire.
13. Bibliography.


This project is the result of the help of the various people who rendered their support and suggestions from time to time. I take this opportunity to thank all of them with a deep sense of gratitude and reverence. Firstly, I wish to express my sincere thanks to Mr. Anil Sakuja (Factory Manager) of Parle Biscuits Limited. , who gave me permission to carry out this project. I am heartily indebted to the encouragement and unmatched assistance by Mr. Arun Kumar Singh (Personnel Manager) of Parle Biscuits Limited. without whom the project might not have been completed within the stipulated period of two months. I would also like to thank all the staff members of Parle Biscuits Limited. to provided all the relevant information about the company and also relating to their jobs. I would like to thank my family and friends who directly or indirectly helped me in finishing the project successfully. I would also like to thank the Almighty God who has shown me the right way to live in this big world. Superlative Computer


Since organizations exist to achieve goals, the degree of success that individual employees have in reaching their individual goals is important in determining organizational effectiveness. The assessment of how successful employees have been at meeting their individual goals, therefore, becomes a critical part of HRM. This leads us to the topic of performance appraisal. People differ in their abilities and aptitudes. These differences are natural to a great extent and cannot be eliminated even by giving the same basic education and training to them. There will be some differences in the quality and quantity of work done by different employees even on the same job. Therefore, it is necessary for management to know these differences so that the employees having better abilities may be rewarded and the wrong placements of employees may be rectified through transfers. The individual employee may also like to know the level of his performance in comparison to his fellow employees so that he may improve on it. Thus, there is a great need to have suitable performance appraisal system to measure the relative merit of each employee. The basic purpose of performance appraisal is to facilitate orderly determination of an employee’s worth to the organization of which he is a part. However, a fair determination of the worth of an employee can take place only by appraising numerous factors some of which are highly subjective, as for instant, attendance, while others are highly subjective, as for instant, attitude and personality. The objective factor can be assessed accurately on the basis of records maintained by the Human resource or personnel Department, but there is no device to measure the subjective factor precisely. Notwithstanding this, appraisal of these factors must be done to achieve the full appreciation of every employee merit.
What is Performance Appraisal?

Performance appraisal goes by various names such as performance evaluation, progress rating, merit rating, merit evaluation, etc....
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