The document provides a project synopsis for a study titled "A Study of PERFORMANCE APPRAISAL SYSTEM and its impact on Employee Satisfaction and employee motivation: A case of RAMPUR DISTILLERY". The study will examine the current performance appraisal system used by Rampur Distillery, one of the largest distilleries in India. It will identify the techniques used, employee attitudes towards the system, and ways to enhance productivity and attain global standards. A questionnaire will be used to collect primary data from 50 employees over 2 months. The literature review discusses key HR functions like recruitment, selection, induction, performance appraisal, and training & development. Limitations include potential biases in responses and

1. PROJECT SYNOPSIS
PROJECT SYNOPSIS
ON

2. “A Study of PERFORMANCE APPRAISAL SYSTEM and its impact
on Employee Satisfaction and employee motivation: A case of .
RAMPUR DISTILLERY
Submitted in partial fulfillment for the award of the degree of
Master of Business Administration
Under the guidance of
EXTERNAL GUIDE INTERNAL GUIDE
R. K. SHARMA Mrs. ARCHANA SINGH
ASSISTANT MANAGER (RD) (FACULTY M.B.A.)
Submitted by
SHAZLI KHAN
Uni. Roll No. - 0815170036
Global Institute Of Information Technology
32-A, Knowledge Park-1, Greater Noida (U.P)
3.1 RAMPUR DISTILLERY ……………INTRODUCTION
Rampur Distillery is one of the largest distilleries in India and a leading manufacturer of
Extra Neutral Alcohol (used in manufacturing Indian Made foreign Liquor) it also

3. manufacturers Rectified Spirit (used in manufacturing of lower segments Country
Liquor) and manufacturing of Anhydrous Alcohol or Ethanol or Gasohol (used in Petrol
Mixing) and the recent addition of grain distillery . Today with a production capacity of
60 million liters p. a and with the recent addition of the grain distillery which has taken
the capacity up to 90 million lit p.a it is one of the largest distilleries in the country The
Unit has a series of firsts to its credit
o It is the first Indian distillery to obtain ISO 9001:2000 certification
o t has achieved capacity utilization of over 100% in the alcohol plant
o It is the first environment-friendly distillery in the country
RD entered the branded liquor segment in 1998. Since then, Radico has built a strong
brand portfolio, with an offering in almost every liquor segment and price category.RD's
flagship whisky brand, 8PM Whisky, became the first brand in the Indian liquor industry
to enter the Limca Book of Records in 1999 by crossing the "one million cases sold"
landmark in the first year of operation. Radico has two other million-case brands: Old
Admiral Brandy and Contessa Rum. Radico's brands cater to every taste preference and
offer unmatched value.
3.2 CAPACITY :
Molasses Distillery 60 million litres per annum
Grain Distillery 30 million litres per annum
Malt Distillery 460 thousands liters per annum
The overall licensed capacity has been increased to 125 million liters per annum
1.1 INTRODUCTION TO THE TOPIC:

4. Human Resource (or personnel) management, in the sense of getting things done through
people, is an essential part of every manager’s responsibility, but many organizations find
it advantageous to establish a specialist division to provide an expert service dedicated to
ensuring that the human resource function is performed efficiently.
“People are our most valuable asset” is a cliché, which no member of any senior
management team would disagree with. Yet, the reality for many organizations are that
their people remain under valued, under trained and under utilized.
1.1.1 PERFORMANCE APPRAISAL
Performance Appraisal is defined as the process of assessing the performance and
progress of an employee or a group of employees on a given job and his / their
potential for future development. It consists of all formal procedures used in working
organizations and potential of employees. According to Flippo, “Performance
Appraisal is the systematic, periodic and an important rating of an employee’s
excellence in matters pertaining to his present job and his potential for a better job.”
1.1.2CHARACTERISTICS :
1. Performance Appraisal is a process.
2. It is the systematic examination of the strengths and weakness of an employee in
terms of his job.
3. It is scientific and objective study. Formal procedures are used in the study.
4. It is an ongoing and continuous process wherein the evaluations are arranged
periodically according to a definite plan.

5. 5. The main purpose of Performance Appraisal is to secure information necessary
for making objective and correct decision an employee. (source V.S.P RAO)
1.1.4 PROCESS :
The process of performance appraisal:
1 Establishing performance standards; the first step in the organization is the
establishment of standards of the organization. The standard set should within the
reach of the organization.
2. Communicating the Standards; then these standards are well communicated to
the employees of the organization.the communication of the standard should be
fairly done.
3. Measuring Performance; then the performance of the employees are
measured . the employees performance are measured according to standards.
4 Comparing the actual with the standards;The performance is compared with
Standards.the actual performance is compared with the standards
5. Discussing the appraisal ;then the appraisal is given to the employees
6.Taking Corrective Action; the organization takes the corrective
actions.accordind to the performance.
2.1.5 LIMITATIONS :
1. Errors in Rating: sometimes there is error in rating as human do the rating and
it may be biased
2. Lack of reliability : there is lack of reliability because of human behaviour

6. 3. Negative approach;
4. Multiple objectives:because of multiple objectives the performance appraisal
may be on different basis:
5. Lack of knowledge:due to lack of knowledge the performance appraisal may
Be biased
2.1 OBJECTIVE OF THE STUDY ……………………
To carry out the study of RAMPUR DISTILLERY , we framed the
following objectives
3.1.1 Identification of the technique of performance appraisal followed in RAMPUR
DISTILLERY.
3.1.2. Employee attitude towards the present appraisal system.
3..1.3 Review of the current appraisal system in order to
1. Enhance productivity
2. Attain global standard

7. 4.1 RESEARCH METHODOLOGY :
4.1.1 SAMPLING PLAN:
Sample Size = 50 Employees
Sample Area = civil line , Rampur .
Duration = Two (2) Months.
4.1.2 DATA COLLECTION:
Data Sources:
(i) secondary data through internet
(ii) Primary Data through Questionnaire
5.1 Performance appraisal questionnaire :

8. 1. Employee name:
2. Position:
3. Department:
4. Start working from:
5. How do you find the present appraisal system?
a) Fully Satisfied b) Satisfied
c) Can’t Say d) Dissatisfied
6. Should the appraisal process be:
a) Once during the service period b) Continuous
c) Never d) Can’t Say
7. What in your opinion should be the time period of conducting continuous
Appraisal?
a) Quarterly b) Half Yearly c) Yearly
Any specific reason………………………………
8. Does Performance Appraisal helps in improving the productivity of the employees?
Motivated Indifferent Demotivated
+ Feedback

9. - Feedback
Neutral
9. Who in your opinion should appraise the employee?
a) Superior b) Peer
c) Subordinates d) Self Appraisal
e) Consultant f) All of the above
10. Does the appraisal system helps in polishing the skills or performance area?
a) Yes b) No c) Somewhat
11. Do you think personal bias creeps in while appraising an individual?
a) Yes b) No
12. If given a chance or an opportunity would you like that the current appraisal
procedure should be reviewed?
a) Yes b) No c) Can’t Say
13. What according to you should be the appropriate method for conducting
performance appraisal?
a) Rating the employee on number of traits along with the range of performance
for each by the supervisor.
b) For every trait, each subordinate is paired with and compared to every other
Subordinate.
c) Reviewing employees on the basis of identified specific examples of good
Or poor performance.

10. d) Setting specific measurable goals with each employee and periodically
reviewing the progress made.
e) Reviewing performance through case studies, presentations, role playing, etc.
for future performance.
f) Receiving feedback from people whose views are considered helpful and
relevant including the appraise himself.
14. Does Performance Appraisal leads to identification of hidden potential of the
employees?
a) Yes b) No
15. Suggestions and views…………………………………...............................
…………………………………………………………
……………………………………………………
……
……………………………………………………
……
Thank you, Date --/--/--
6.1 LITERATURE REVIEW :
Human Resource (or personnel) management, in the sense of getting things done through
people, is an essential part of every manager’s responsibility, but many organizations find

11. it advantageous to establish a specialist division to provide an expert service dedicated to
ensuring that the human resource function is performed efficiently.
“People are our most valuable asset” is a cliché, which no member of any senior
management team would disagree with. Yet, the reality for many organizations are that
their people remain under valued, under trained and under utilized.
Following are the various functions of Human Resource Management that are
essential for the effective functioning of the organization:
6.1.1 Recruitment;It is the process of inviting the applicants to apply for the job.in
this process there is a pool of applications in the organization.
6.1.2 Selection ;selection is a process in which an organization selects from the
pool of the applications the applicants which suits the organization.
6.1.3. Induction;induction is the process of inducing the applicants in the
organization
6.1.4. Performance Appraisal; performance appraisal is the process of accessing
the performance of the employees.
6.1.5. Training & Development;it is the process of giving special attention to the
employees by giving them training and development program so that they can
work efficiently in the organization.
7.1 LIMITATIONS OF THE STUDY :
A few limitations and constraints came in way of conducting the present study, under
which the researcher had to work are as follows:
7.1.1. Although all attempts were made to make this an objective study, biases on
the part of respondents might have resulted in some subjectivity
7.1.2 Though, no effort was spared to make the study most accurate and useful, the
“sample Size” selected for the same may not be the true representative of the
Company, resulting in biased results.

12. 7.1.3 techniques in analyzing and interpreting data may not be ruled out.
. This being the maiden experience of the researcher of conducting study such as this,
the possibility of better results, using deeper statistical
8.1 Bibliography :
www.rumportal.com
www.radicokhaitan.com
www.e-journals.in
distillersconsultants.tradeindia.com
www.layamweb.com
v.s.p rao H R M

13. APPENDIX