Executive summary

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Overview of NGOs Non Government Organization (NGO)

NGOs can be defined as non-governmental organizations, which are non profit, public service contractors driven more by concern with values than with bottom lines and markets. Thus NGOs are private in form but public in purpose. It can also be defined as an independent, flexible, democratic, secular, non-profit peoples organization working for and/or assisting in the empowerment of economically and socially, marginalized groups. NGOs originally emerged as a consultative body, which played a role in helping government bodies set up agendas for certain sectors of the society, and in making appearances to advocate policies. They hardly ever represented the actual role that is played by the NGO today, as a continuum ranging from dependency on government and the UN, interdependence and independence to isolation to virtual opposition.

The Akshaya Patra Foundation

Akshaya Patra works in partnership with various State Governments of India to provide millions of underprivileged children across the nation with school lunch. It was founded in the year 2000 and now they are worlds largest NGO run mid-day meal program, present in 18 locations of the country. It had started by feeding 1500 children from a temporary kitchen in Bangalore; the program is currently distributing freshly cooked, healthy meals daily to over a million underprivileged children in over 5,700 government schools in seven states through 17 kitchens in India. A public-private partnership project, Akshaya Patra is a secular program that claims to combine good management, innovative technology and smart engineering to deliver school lunch at a fraction of the cost of similar programs in other parts of the world. The Akshaya Patra Foundation focuses on Hunger and Poverty issues, especially related to school children; providing free nutritious meals in schools to encourage education among underprivileged. It costs $28 to feed a child daily for the entire school year. With an average government subsidy of 50 percent, $28 can feed two children. For many of the children this is their only complete meal for the day. This gives them an incentive to come to school, stay in

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school and provides them with the necessary nutrients they need to develop their cognitive abilities to focus on learning.

Objectives of the study

1. To know and understand the performance appraisal system followed in the Akshaya patra. 2. To know the fringe benefits given by the Akshaya patra to its workers and their satisfaction level. 3. To assist and give suggestion to improve workers participation in the organization. 4. To suggest on any further possible changes.

Title of the study:

Performance Appraisal System at Akshaya Patra.

Need for the study

Performance appraisal has been considered as a most and in dispensable tool for an organization, which is highly useful in making decision regarding various personal aspects such as promotion, merit, increment and for self development etc. It also provides a basis for judging the effectiveness of employees and workers, their training and compensation. Accurate information plays a vital role in the organization as a whole and with this valid information the management can think of giving training or counseling to its employees and workers if it is necessary.

Primary data:

Personal interaction .Questionnaire

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Secondary data:
The sources of secondary data are Manuals of the organization Official documents and annual reports Internet source

Sample size
Sample size is 100

Findings
1. From the above study it was found that 100% of workers said that they are aware of performance appraisal method i.e., Behavioral method. 2. It was found that 100% of workers agrees that performance appraisal serve the purpose like promotion, increment, self-development and motivation because they are getting yearly wise increment and advances are provided to the workers if needed by organization. 3. It was noticed that 100% of workers are satisfied with the performance appraisal system followed in Akshaya patra because of the confidence, regular, motivation and recognition by the management. 4. It was noticed that 71% of workers are saying that training program is not required to improve their performance because of proper guidelines by management and they are training themselves by doing work. And 29% of workers saying that they need training program to educate them apart from work. 5. From the above study it was noticed 57% of workers are saying that there is no need to take any measures to improve workers participation because the existing system is good and well structured. And 43% of workers are saying that there is a need to take

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measures with respect to completing the work as early as possible in order to save time.

Suggestions
1. Organization must appoint a one more HR person to look into the workers problems, their appraisal and has to counsel them monthly. 2. Organization has to take some measures to educate workers apart from their work like some training programs, awareness and literacy programs so that workers will expose to new things. 3. Organization has to take decision with respect to completing their work as early as possible so that workers of for away places can reach early to their houses. 4. Organization has to give training programs mainly to cooks in order to improve their efficiency and working speed. 5. If organization has more job rotation for its workers it will be good to improve workers participation so that they will get ideas about other work.

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Chapter I
Introduction about the topic Objectives of the study Limitations of the study

Hypothesis

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PERFORMANCE APPRAISAL: Theoretical Framework

Introduction
Performance appraisal is essential to understand and improve the employees performance through HRD. It was viewed that performance appraisal was useful to decide upon employees promotion/transfer, salary determination and the like. But the recent developments in human resources management indicate that performance appraisal is the basis for employee development. Performance appraisal is a powerful tool to calibrate, refine and reward the performance of the employee. It helps to analyze his achievements and evaluates his contribution towards the achievements of the overall organizational goals. By focusing the attention on performance, performance appraisal goes to the heart of personnel management and reflects the managements interest in the progress of the employees.

Meaning of Performance Appraisal

Performance appraisal is refers to the evaluating employee contribution to the job. It is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. Performance appraisal is systematic/ periodic evaluation of an individual of an individual in a job. In order to find out whether an employee is worthy of continued employment or not, and if so, whether he should receive a bonus, a pay rise or promotion, his performance needs to be evaluated from time to time. Performance appraisal is the systematic description of an employees job-relevant strengths and weakness. The basic purpose is to find out well the employee is performing the job and establish a plan of improvement. Performance appraisal is not job evaluation. Performance appraisal refers to how well someone is doing the assigned job. Job evaluation determines how much a job is worth to the organization and, therefore, what of pay should be assigned to the job.

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Methods of performance appraisal

_______________________________________________________

Traits Methods 1. Graphic rating scales 2. Ranking Method 3. Paired comparison Method 4. Forced Distribution 5. Checklist Method 6. Essays/Free Form Appraisal 7. Group Appraisal 8. Confidential Reports

Behavioral Methods 1. Behavioral Checklist Method 2. Critical Incident Method 3. Behaviorally anchored Rating Scales 4. Behavioral Observation Scales 5. Assessment Centre 6. Psychological appraisal

Results Methods 1. Productivity Measures 2. Balanced Scorecard 3. Human Resource Accounting 4. Management By Objectives

Trait methods
Trait methods to performance appraisal measure the extent to which employees possess traits or characteristics like dependability, creativity, initiative, dynamism, ability to motivate and leadership.

1. Graphic rating scales It compares individual performance to an absolute standard. In this method judgments about performance are recorded on a scale. The appraisers are supplied with the printed forms, one for each employee. These forms contain a number of objectives, behavior and trait based qualities and characters to be rated like quality and volume of work, job knowledge, dependability, attitude etc.

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2. Ranking method Under this method the employees are ranked from best to worst on some characteristics. The rater first finds the employee with the highest performance and the employee with lowest performance in that particular job category and rates the former as the best and latter as the poorest. Then the rater selects the next highest and next lowest and so on until he rates all the employees in that group. 3. Paired comparison method Under this method, the appraiser ranks the employees by comparing one employee with all other employees in the group, one at a time. This method results in each employee being given a positive comparison total and a certain percentage of the total positive evaluation. 4. Forced distribution method The rater may rates his employees of the of the higher or at the lower end of the scale under the earlier methods. Under this method, the rater after assigning the points to the performance of each employee has to distribute his ratings in a pattern to confirm to normal frequency distribution. 5. Checklist method The checklist is simple rating technique in which the supervisor is give n a list of statements or words and asked to check statements representing the characteristics and performance of each employee. There are 3 types of methods, viz., simple checklist, weighted checklist and forced choice method. a) Simple checklist method: This checklist consists of large number of statements concerning an employee behavior. The rater checks to indicate the behavior of an employee is positive or negative to each statement. Employee performance is based on the basis of positive checks. The negative checks are not considered in this method.

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b) Weighted checklist: It involves weighting different items in the checklist, having a series of statements about an individual, to indicate that some are more important than others. The rater is expected to look into the questions relating to the employees behavior, the attached rating scale and tick those traits that closely describe the employee behavior. c) Forced choice method: Under this method, a large number of statements in groups are prepared. Each group consists of four descriptive statements concerning behavior. Two statements are most descriptive and two are least descriptive of each tetrad.

6. Essay or free form appraisal This method requires the manager to write a short essay describing each employees performance during the rating period. This format emphasizes evaluation of overall performance, based on strengths/weaknesses of employee performance, rather than specific job dimensions. This technique minimizes supervisory bias and halo effect.

7. Group appraisal Under this method, an employee is appraised by a group of appraisers. This group consists of the immediate supervisor of the employee, to other supervisors who have close contact with the employees work, manager or head of the department and consultants. The head of the department or manger may be the chairman of the group and the immediate supervisor may act as the coordinator for the group activities. 8. Confidential reports Assessing the employees performance confidentially is a traditional method of performance appraisal. Under this method, superior appraises the performance of his Subordinates based on his observations, judgment and intuitions. The superior keeps his judgment and report confidentially. In other words, the superior does not allow the employee to know the report and his performance.

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Behavioral methods
While trait methods measure various characteristics, behavioral methods measures the employee behavioral skills on a continuum. These methods describe which behavior needs to be exhibited and suggest the employees to develop such behaviors. 1) Behavioral checklist method A checklist is designed with the list of statements that describe the behavior essential for employee performance. The appraiser checks whether the appraisee possesses them or not. Employees performance is rated based on the behavioral skills that the employee possess to the total statements. 2) Critical incident method Under this method employees are rated discontinuously, i.e., once in a year or six months under the earlier methods. The performance rated may not reflect real and overall performance as the rater would be serious about appraisal just two or three weeks before the appraisal. 3) Behaviorally anchored rating scales This method combines elements of the traditional rating scales and critical incidents methods. Using BARS, job behaviors from critical incidents- effective and ineffective behaviors are described more objectively. The method employs individuals who are familiar with a particular job to identify its major components. 4) Behavior observation scales The appraiser, under this method, measures how frequently each of the behavior has been observed. Appraiser plays the role of the observer rather than judge and provides the feedback to the appraisee continuously. 5) Assessment centre In this approach, individuals from various departments are brought together to spend two or three days, working on an individual or group assignment similar to the ones they would be handling when promoted. Observers rank the performance of each and every participant in order of merit.

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6) Psychological appraisal Psychological appraisals are conducted to assess the employees potential. It consists of In- depth interviews, psychological tests, consultations and discussions with the employee, discussions with the superiors, subordinates and peers and reviews of other evaluations.

Results methods
Organizations of contemporary periods evaluate employee performance based on accomplishments they achieve rather than based on behavioral factors/traits. Employee accomplishments include sales turnover, number of units produced, number of customer served, number complaints and the like. 1) Productivity Measures Under the productivity measures of performance appraisal, employees are appraised based on the ratio of output they turned out to the input they used. For example, sales to employees salary and benefits, number of clients served per day etc. 2) The balanced Scorecard This score was developed by Robert Kaplan and David Norton. It brings the linkages among financial, customer, process and learning. Learning and people management contribute to the enhancement of internal process. 3) Human resource Accounting It deals with cost of and contribution of human resources to the organization. Cost of the employee includes cost of manpower planning, recruitment, selection, induction, placement, training, development, wages and benefits etc. Employee contribution is the money value of employee service which can be measured by labor productivity or value added by human resources. 4) Management by Objectives MBO is a process whereby the superior and subordinates managers of an organization jointly identify its common goals, define each individuals major areas of responsibility in terms of results expected of him, and use these measures of guides for operating the unit and assessing the contribution of its members. Thus, MBO focuses attention on anticipatively set goals that are tangible, verifiable and measurable.

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Objectives of the study

1. To know and understand the performance appraisal system followed in the Akshaya patra. 2. To know the fringe benefits given by the Akshaya patra to its workers and their satisfaction level. 3. To assist and give suggestion to improve workers participation in the organization. 4. To suggest on any further possible changes.

Limitation of the study

1. The study covers only 100 employees of Akshaya patra, Hubli. 2. The study was restricted only for two months. 3. The generalization and conclusions drawn are based on the information collected by me.

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Chapter II
Organizational profile

Name of the organization: Akshaya patra Foundation

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Year of establishment:

July 17, 2004

Type of organization:

NGO

Number of employees:

290

Vision:

No child should be hungry in our country and hunger should not be an obstacle to education.

Mission:

To feed five million underprivileged children by 2020

Branches:

Bangalore, Mangalore, Mysore, Hubli-Dharwad, Bellary, Andhra Pradesh, Rajasthan, Uttar Pradesh, Orissa, Gujarat, Chhattisgarh, Assam.

Departments:

Accounts Dept, Kitchen Dept, Kitchen Maintenance Dept, Stores/purchase Dept and Distribution Dept.

Location:

The Akshaya Patra Foundation, Hubli-Dharwad Road, Rayapur, Hubli.

Focus:

Hunger and poverty issues, especially related to children;

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Providing free nutritious meals to encourage education among the underprivileged children.

Status:

Secular, chartable and not for profit Trust

Target Group:

Underprivileged school children

Tax status:

100 percent income tax exemption for donations made to the Akshaya patra program under section 35 AC/80GGA(bb) of the Indian Tax Code.

Phone:

0836-2225378

E-mail:

hrtapfhubli@akshayapatra.org

Web:

www.akshayapatra.org

Fax:

2222178

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Organizational structure
Operation Manager

Program Coordinator

General Stores Manager Finance

Human Purchase Resource

House Keeping

Vehicle Maintenance

Quality Assurance Production

Kitchen Maintenance

Vegetable cutting supervisor

Vessel Washing Labors Supervisor

Supervisor

Sri Madhu Pandit Das

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 President & governing Body ISKCON Karnataka Chairman- the Akshaya Patra Foundation

Chairman- The Indian Heritage Foundation

B.tech and M.tech in civil Engineering from IIT Mumbai

President of ISKCON since 1982 & Head of Association

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Location Bangalore Mysore Mangalore Hubli/Dharwad Bellary

Number of Children 2,12,261 13,250 17,000 1,82,000 1,18,429

Number of Schools 981 55 99 794 496

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Akshaya Patra works in partnership with various State Governments of India to provide millions of underprivileged children across the nation with school lunch. It was founded in the year 2000 and now they are worlds largest NGO run mid-day meal program, present in 18 locations of the country. It had started by feeding 1500 children from a temporary kitchen in Bangalore; the program is currently distributing freshly cooked, healthy meals daily to over a million underprivileged children in over 5,700 government schools in seven states through 17 kitchens in India. A public-private partnership project, Akshaya Patra is a secular program that claims to combine good management, innovative technology and smart engineering to deliver school lunch at a fraction of the cost of similar programs in other parts of the world. The Akshaya patra Foundation focuses on Hunger and Poverty issues, especially related to school children; providing free nutritious meals in schools to encourage education among underprivileged. The Sanskrit term Akshaya Patra, which means the inexhaustible container, has its origins in Indias famous epic Mahabharata. Akshaya Patra is secular and child inclusive and is provided only in Government schools. Akshaya Patra pioneered the use of technology for cooking food to minimize cost, time and labor.

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This kitchen is developed on the principle of gravity to increase efficiency and save time of cooking. The four-item menu for thousands of children is prepared in just four hours, everyday. The worlds largest kitchen which is having capacity to prepare food for nearly 2,50,000 children per day. Akshaya Patra uses a centralized, automated kitchen infrastructure to ensure hygiene and efficiency. The organization sources its food stocks from local markets, thereby reducing costs associated with transportation and food spoilage while supporting the local economy. The organization has an experience work force, high qualified cooks and sophisticated infrastructure and modern machines for quick and better process. It mainly concentrating the lives of underprivileged children and their families by evolving a free meal program in government schools in partnership with government of Karnataka and government of India. Menu planning for the meals is based on scientific research of nutritional experts to ensure the best nutritional combination for childs overall development. The food is transferred to thousands of schools in a systematic and well-planned manner through custom-built vehicles. The seamless logistics of Akshaya patra have become a case study for various premier management institutions. The storage system and inventory management ensures that raw materials are kept as fresh as possible. Cold storage and other methods are employed to keep stocks dry; ISO 22000 standards are implemented to eliminate all food safety hazards. A self-help group of women are formed in each village and these women are given basic training in various aspects of cooking, hygiene, nutrition, etc. Administrative teams ensure that their accounts are maintained electronically, while the IT teams ensure that all stakeholders are informed of the activities through websites, email and other forms medium.

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Chapter III Research Methodology

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Study area
Akshaya Patra, Hubli.

Primary data:
The sources of primary data are Personal interaction It includes interaction with the HR executives and workers of all the hierarchy to understand the norms. Questionnaire It has been designed to get the feedback, opinion, benefits and methods of performance appraisal followed in the Akshaya patra.

Secondary data:
The sources of secondary data are Manuals of the organization It has been referred to know the organizational functions, branches, their employees and its history so on. Official documents It has been referred to know the types of performance appraisal methods the organization is following with respect to workers; it includes confidential reports of workers and other procedures. Internet sources It has been referred to get the recent updates of all the branches of Akshaya patra And so on

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Sample unit:
Workers of all age group (Akshaya patra Foundation), Hubli.

Sampling method
It is selective sampling because from total population we have selected particular work group.

Sample size:
Sample size is 100 It includes 50 from kitchen Maintenance departments 50 from cooks

Data presentation:
The data collected have been presented in the form table and graphs to interpret the report in a well manner.

Statistical tools used to analyze the data

SPSS software has been used to analyze and to interpret the data.

Terms and concepts used in the study

Introduction of performance appraisal and its needs, benefits and methods of performance appraisal and to get the theoretical framework.

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Chapter IV Analysis and Interpretation

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Classification of workers based on Age Classification of workers based on age Frequency Percent Valid 21-30 31-40 41-50 Total 54 37 9 100 54.0 37.0 9.0 100.0 Valid Percent 54.0 37.0 9.0 100.0 Cumulative Percent 54.0 91.0 100.0

Graph No.1

From the above table it is revealed that 54 percent of workers are lies in the age class of 21-30 years, 37% of workers comes under the age class of 31-40 years and remaining 9% workers comes under the age class of 41-50 years.

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1. Are you aware of the performance appraisal system followed in the Akshaya patra?

Aware of performance appraisal followed in Akshaya patra Frequency Percent Valid Yes Total 2 100 102 2.0 98.0 100.0 Valid Percent 2.0 98.0 100.0 Cumulative Percent 2.0 100.0

Graph No. 2

From the above table it is revealed that 100% of workers said that they are aware of the performance appraisal system followed in the organization.

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2. Do you think that performance appraisal serve the purpose like promotion, increment, self development and motivation etc

It serves the purpose like promotion, increment, selfdevelopment and motivation Frequency Percent Valid Yes Total 2 100 102 2.0 98.0 100.0 Valid Percent 2.0 98.0 100.0 Cumulative Percent 2.0 100.0

Graph No.3

It reveals that 100% workers agreed that performance appraisal serve the purpose like promotion, increment, self- development and motivation etc.

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3. In your opinion, whether you have satisfied with the performance appraisal followed in the Akshaya patra?

Satisfied with the performance appraisal system Frequency Percent Valid Yes Total 2 100 102 2.0 98.0 100.0 Valid Percent 2.0 98.0 100.0 Cumulative Percent 2.0 100.0

Graph No.4

This table reveals that all 100 workers are satisfied with performance appraisal system followed in the Organization.

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4. Performance appraisal is conducted on a performance appraisal is conducted on Frequency Percent Valid Yearly Halfyearly Total 2 42 58 102 2.0 41.2 56.9 100.0 Valid Percent 2.0 41.2 56.9 100.0 Cumulative Percent 2.0 43.1 100.0

Graph No.5

This table reveals that 58% of workers agreed that performance appraisal should be conducted for half- yearly and 42% of workers for yearly basis.

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5. Do you feel that it is necessary to provide feedback to the employees once the performance appraisal is over?

feedback to the employees Frequency Percent Valid Strongly Agree Agree Total 2 73 27 102 2.0 71.6 26.5 100.0 Valid Percent 2.0 71.6 26.5 100.0 Cumulative Percent 2.0 73.5 100.0

Graph No. 6

From the above table it is concluded that 73% of workers are strongly agree and 27% agree that it is necessary to provide feedback to the workers once the performance appraisal is over.

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6. Do you think that the training programs need to be conducted to improve your performance? Training programs need to be conducted Frequency Percent Valid Yes No Total 2 29 71 102 2.0 28.4 69.6 100.0 Valid Percent 2.0 28.4 69.6 100.0 Cumulative Percent 2.0 30.4 100.0

Graph No.7

This table reveals that 71% of workers said that training program is not required and 29% of workers said that they need training program to improve their performance.

7. Do you have job rotation in your organization?

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Job rotation in your organization Frequency Percent Valid Yes No Total 2 56 44 102 2.0 54.9 43.1 100.0 Valid Percent 2.0 54.9 43.1 100.0 Cumulative Percent 2.0 56.9 100.0

Graph No.8

This table reveals that 56% of workers are having job rotation and 44% of workers are not having the job rotation in their work.

8. Which are all the factors motivated you to work in the organization?

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Factors motivated to work in the organization Frequenc y Percent Valid Increment Working environment Good pay Total 2 32 60 8 102 2.0 31.4 58.8 7.8 100.0 Valid Percent 2.0 31.4 58.8 7.8 100.0 Cumulative Percent 2.0 33.3 92.2 100.0

Graph No.9

From the above table it is concluded that 60% of workers are motivated to work in organization because of good working environment, 32% of workers motivated because of increment and 8% of workers because of good pay.

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9. In your opinion, whether organization has to take any measures to improve workers participation.

Measures to improve workers participation Frequency Percent Valid Yes No Total 2 43 57 102 2.0 42.2 55.9 100.0 Valid Percent 2.0 42.2 55.9 100.0 Cumulative Percent 2.0 44.1 100.0

Graph No.10

From the above chart it is concluded that 57% of workers are saying that there is no need take any measures to improve workers participation and 43% of workers says that organization has to take measures to improve workers participation.

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10. Are you aware of the benefits given by the Akshaya patra?

Aware of benefits given by organization Frequency Percent Valid Yes Total 2 100 102 2.0 98.0 100.0 Valid Percent 2.0 98.0 100.0 Cumulative Percent 2.0 100.0

Graph No.11

This chart reveals that all 100 workers are aware of the benefits given by the Akshaya Patra.

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Chapter v Findings and suggestion Of the study

Findings

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1. From the above study it was found that 100% of workers said that they are aware of performance appraisal method i.e., Behavioral method. 2. It was found that 100% of workers agrees that performance appraisal serve the purpose like promotion, increment, self-development and motivation because they are getting yearly wise increment and advances are provided to the workers if needed by organization. 3. It was noticed that 100% of workers are satisfied with the performance appraisal system followed in Akshaya patra because of the confidence in their work, regular, motivation and recognition by the management. 4. From the above study it was found that 73% of workers are strongly agree that it is necessary to provide feedback to the workers once the performance appraisal is over. 5. It was noticed that 71% of workers are saying that training program is not required to improve their performance because of proper guidelines by management and they are training themselves by doing work. And 29% of workers saying that they need training program to educate them apart from work. 6. It was noticed that 56% of workers are benefited from the job rotation and 44% of workers are saying that job rotation is not necessary. 7. It was noticed that 60% of workers are saying that working environment is the important factor which motivated them to work in the organization. 8. It was noticed that none of the factors are hindering the performance of the workers. 9. From the above study it was noticed 57% of workers are saying that there is no need to take any measures to improve workers participation because the existing system is good and well structured. And 43% of workers are saying that there is a need to take measures with respect to completing the work as early as possible in order to save time. 10. It was noticed that all 100 workers are aware of the benefits given by the Akshaya patra i.e., under factory act there are getting P.F, E.S.I, Gratuity and medical camp for workers and their children.

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Suggestions
1. Organization must appoint a one more HR person to look into the workers problems, their appraisal and has to counsel them monthly. 2. Organization has to take some measures to educate workers apart from their work like some training programs, awareness and literacy programs so that workers will expose to new things. 3. Organization has to take decision with respect to completing their work as early as possible so that workers of for away places can reach early to their houses. 4. Organization has to give training programs mainly to cooks in order to improve their efficiency and working speed. 5. If organization has more job rotation for its workers it will be good to improve workers participation so that they will get ideas about other work.

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Bibliography

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 Human resource management and Industrial relations -by P. Subba Rao

Annual report of Akshaya Patra Foundation, Hubli.

Its web site: www.akshayapatra.org

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Annexure

Questionnaire
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Dear Sir/madam, I, Royston Gomes pursuing MBA at Institute of Excellence in Management Science, Hubli. As part of curriculum, I have undertaken the project on the topic performance appraisal in Akshaya Patra Foundation. So I kindly request you to answer the following questions and responses provided will be kept confidential and will be purely used for academic purpose only.

Personal profile
a) Name: b) Age : c) Designation:
d) Experience:

1. Are you aware of the performance appraisal system followed in the Akshaya Patra? a) Yes b) No

If yes which method______________________________________________________ 2. Do you think that performance appraisal serve the purpose like promotion, increment, self development and motivation etc. a) Yes b) No

If yes how_______________________________________________________________ _______________________________________________________________________ If no why________________________________________________________________ ________________________________________________________________________

3. In your opinion, whether you have satisfied with the performance appraisal followed in the Akshaya Patra?

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a) Yes

b) No

If yes in what way______________________________________________________ If no why____________________________________________________________

4. Performance appraisal is conducted on a a) Monthly c) Half yearly b) Quarterly d) Yearly

5. Do you feel that it is necessary to provide feedback to the employees once the

performance appraisal is over?

a) Strongly agree c) b) Agree

Disagree

d) Strongly disagree

6. Do you think that the training programs need to be conducted to improve your performance? a) Yes b) No

If yes in what way________________________________________________ _______________________________________________________________ If no why_______________________________________________________ _______________________________________________________________

7. Do you have job rotation in your organization?

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a) Yes

b) No

If yes whether it has benefited______________________________________________ If no whether it is necessary________________________________________________

8. Which are all the factors motivated you to work in this organization? a) Increment
c)

b) Promotion d) Good pay

Working environment

If any mention____________________________________________________ ________________________________________________________________

9. What are all the factors that are hindering your performance? __________________________________________________________________________ __________________________________________________________________________

10. In your opinion, whether organization has to take any measures to improve employees and workers participation. a) Yes b) No

If yes in what way________________________________________________________ ______________________________________________________________________ If no why_______________________________________________________________ _______________________________________________________________________

11. Are you aware of the benefits given by the Akshaya patra?

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a) Yes

b) No

If yes mention___________________________________________________________ _______________________________________________________________________

Any comments/suggestions you would like to make: ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________

Thank you

Medical camp on 17/07/2010

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Akshaya patra Foundation had conducted medical camp for all its workers as part of ESI on 17/07/2010, Saturday.

Doctors from ISO had come to check the workers and nearly 250 workers had benefited from this medical camp.

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