1. A STUDY ON EFFECTIVENESS OF PERFORMANCE
APPRAISAL OF AN EMPLOYEE'S IN LOFTY
OPTICAL INDUSTRIES, PUTHUKKADAI
GUIDED BY,
Mr. K. VENKADESH, B.A, M.B.A.,
Assistant Professor
Dept. of Management and Studies,
UDAYA SCHOOL OF ENGINEERING
PRESENTED BY,
A. ANISH
REG. NO :962618631010
Dept. of Management and Studies,
UDAYA SCHOOL OF ENGINEERING

2. INTRODUCTION
o The performance appraisal is the process of assessing
employee performance by way of comparing present
performance with already established standards which have
been already communicated to employees, subsequently
providing feedback to employees about their performance
level for the purpose of improving their performance as
needed by the organization.
o Performance appraisal is the systematic evaluation of the
performance of employees and to understand the abilities of
the person for further growth and development.

3. INDUSTRY PROFILE
o The glasses first appeared in pisa, Italy about the year 1286
Technically they were formed from two primitive convex
shaped glass crystal stones.
o Each was surrounded by a frame and given a handle. These
were then connected together through the ends of their
handles by a rivet.
o In Asian, these eyeglasses were attached to the ears by loops
of ford a concept originally noted around 1500 in Spain in
called threaded (thread 100p) Spectacles. Occasionally
weights were applied to the end of the cords which then hung
over the back of the ears.

4. COMPANY PROFILE
o Lofty Optical Industries was founded in the year 1996 by Mr.
K. S. Saamley as the director.
o It was formerly known as Sealaards optical industries and was
based in Kanyakumari District, the only factory in southern tip
of India.
o Lofty is the leading quality spectacle frame manufacturer and
the largest supplier of imported frames in India.
o Lofty Optical Industry is the only Indian industry producing
spectacle frames both in cellulose acetate and metal under
one roof.

6. FUNCTIONAL DEPARTMENTS
1. Human resource management
2. Production management
3. Office management
4. Financial management
5. Marketing management

7. OBJECTIVES
o To find out the effectiveness of performance Appraisal of an
employees in an organization.
o To find out the relationship between the performance and
promotion of the employees
o To understand the need of performance appraisal in an
organization.
o To analyze the satisfaction level of employees.

8. LITERATURE REVIEW
Mahapatra (2001), mentioned in his article that “Most
Organizations have Introduced Fast Track” for their junior
executives. In this method competent executives are selected
and are assigned challenging jobs besides being kept under
constant scrutiny and observation. The classification into
Fast Track itself depended on the Assessment Centre data,
performance appraisal and other special Methods of
identification by track forces and special groups. Often in all
these efforts even outside agencies are used. For example Dr.
Reddy’s subjects their middle level and junior employees
with certain experience to Assessment Centre.

9. LITERATURE REVIEW
COLLECTION OF DATA
OBJECTIVES OF THE STUDY
QUESTIONNAIRE PREPARATION
QUESTIONNAIRE ANALYSIS
RESULT AND DISCUSSION
RESEARCH DESIGN

10. 1. Classification of Respondents according to performance Appraisal system is
needed in the organization
DATA ANALYSIS AND INTERPRETATION
S.No Opinion
No of
Respondents
Percenta
ge
1 Strongly Agree 33 30
2 Agree 23 21
3 Neutral 23 20
4 Disagree 21 20
5 Strongly Disagree 10 9
Total 110 100
30%
21% 20% 20%
9%
0%
5%
10%
15%
20%
25%
30%
35%
Strongly Agree Agree Neutral Disagree Strongly
Disagree

11. Classification of Respondents according to promotion Decision is
based on performance Appraisal.
S.No Opinion No of Respondents Percentage
1 Strongly Agree 18 16
2 Agree 22 20
3 Neutral 10 9
4 Disagree 32 29
5 Strongly Disagree 28 26
Total 110 100
16%
20%
9%
29%
26%
0%
5%
10%
15%
20%
25%
30%
35%
Strongly
Agree
Agree Neutral Disagree Strongly
Disagree

12. Classification of Respondents according to performance Appraisal and
carried in your organization periodically
S.No Opinion No of Respondents Percentage
1 Strongly Agree 20 18
2 Agree 28 26
3 Neutral 32 29
4 Disagree 18 16
5 Strongly Disagree 12 11
Total 110 100
18%
26%
29%
16%
11%
0%
5%
10%
15%
20%
25%
30%
35%
Strongly
Agree
Agree Neutral Disagree Strongly
Disagree

13. Classification of Respondent according to Efforts are valued in our
organization
S.No Opinion No of Respondents Percentage
1 Strongly Agree 16 14
2 Agree 24 22
3 Neutral 33 30
4 Disagree 20 18
5 Strongly Disagree 17 16
Total 110 100
14%
22%
30%
18%
16%
0%
5%
10%
15%
20%
25%
30%
35%
Strongly
Agree
Agree Neutral Disagree Strongly
Disagree

14. Classification of Respondents according to feedback from the superior helps
the employees to improve their performance.
S.No Opinion No of Respondents Percentage
1 Strongly Agree 29 26
2 Agree 17 16
3 Neutral 27 25
4 Disagree 10 9
5 Strongly Disagree 27 24
Total 110 100
26%
16%
25%
9%
24%
0%
5%
10%
15%
20%
25%
30%
Strongly
Agree
Agree Neutral Disagree Strongly
Disagree

15. FINDINGS
 Majority 29% of the respondents Disagree that the promotion are
Decision based on performance Appraisal.
 Majority 29% of the Respondents neutral that the performance
appraisals are carried in your organization periodically.
 Majority 30% of the respondent neutral that their Efforts are valued
in our organization.
 Majority 26% of the respondents strongly agrees that the feedback
from the superior helps the employees to improve their performance.
 Majority (31%) of the Respondents agree that the performance
Appraisal is helpful in identifying strength and weakness of the
Employees.

16. RECOMMENDATIONS FOR IMPROVEMENT
 In order to improve the performance level of employees the
organization should Create more awareness and to provide feedback
regularly to the employees about performance Appraisal system.
 Top Management shall continually review the appraisal conducted,
Which shall be seen as positive support to the system by the
appraiser as well as appraise, and their interest will be maintained.
 Proper training should be given to the employees, in order to
increase their Knowledge about the usefulness of the appraisal
system.

17.  These could improve their communication to employees. In
addition, Loyal Textile Mills Ltd should have in place measures
to ensure that up to date and reliable information is passed
regularly to employees to enable them to be abreast of current
developments in the organization.
 This can play a huge role in motivating and also enhancing the
capacity of employees to improve their performance.

18. CONCLUSIONS
 The performance appraisal system shall help to identify the real
weakness of the candidate further the same weakness can
inform direct to the concerned person. Hence it can be rectified
this proper training programmed by the organization. The
employees are satisfied with the performance appraisal system
followed by the Company. The evaluation on performance
appraisal system reveals that the performance appraisal system
of lofty optical to be good. The management should come
forward to recognize the problem in giving and receiving of
feedback about performance appraisal system and thus achieve
the purpose of performance appraisal successfully.

19. BIBLIOGRAPHY
1. L.M. Prasad (2005), Human Resource Managements sultan chand
8 sons p. No (523-546).
2. Rao v.S.P (2010)., Human Resource Management, Excel Books,
Second edition, 2010, 2010 New Delhi 2008., P.No(335-364).
3. Gary Dessler, Bijuvarkkey (2009), Human Resource Management,
pearson Education, 11th Edition, 2009., P.No. (340-360)
4. K. Ashwathappa (2008), Human Resource Management, MC-
Graw Hill Companies, 5th Edition. P.No (238-282).

20. THANK YOU