SUMMER TRAINING

REPORT

Human resources slide 1

EMPLOYEE PERFORMANCE
MANAGEMENT IN
PROLINE COMPANY
(INDIA) PVT. LTD.
BY: JANVI KAPOOR
40514901818
BBA (B&I)
5TH SEMESTER 1ST SHIFT
CONTENTS
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COMPANY PROFILE

INTRODUCTION

OBJECTIVE OF THE STUDY

RESEARCH METHODOLOGY

LIMITATIONS OF THE STUDY

CONCLUSION

SUGGESTIONS

BIBLIOGRAPHY
COMPANY PROLINE was established in 1995 and has
grown into a group of companies committed
for excellence in an integrated seed business
MISSION:

PROFILE
We at PROLINE Seeds have

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based on quality R&D, Production, Quality
Control, Processing, Marketing, Sales and
professional business approach, State-of-art
Infrastructure matching the global research

PROLINE
Extension with sole goal of ushering
prosperity to farmers both at national and standards to make our products
global level. PROLINE has its registered

COMPANY
technologically superior and eco-friendly.
office at Moga and corporate office at Delhi
and major infrastructure base is at These superior products, shall, in turn

(INDIA) PVT. "Hyderabad", the seed capital of Indian

agriculture industry. PROLINE Seeds is a
improve the quality of farmers life and

LTD.
contribute towards their prosperity.
pioneer and dynamic agricultural biotech
company delivering high quality seeds for the
Indian commercial seeds market. PROLINE is
a research-based organization. Its R&D VISION:
activities and research stations are recognized
To emerge as one of the biggest
by the Department of Scientific and Industrial
Research (DSIR), Govt. of India. The technology driven Indian agri input
company is actively involved in research, company with a significant global
production, processing, packing, and
presence and provide access to the latest
marketing of high quality seeds of Cotton,
Cereals, Pulses, Oil seeds and Vegetables. technologies and all required quality agri
Recently, it has incorporated a separate legal inputs for the socio-economic growth of
entity as PROLINE Vegetable Seeds India
farmers.
Pvt. Ltd a company dedicated exclusively for
vegetable seeds business.
 INTRODUCTION
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The concept of measuring performance or managing performance within
organizations is to strategize how firms can get the utmost benefits from
their employees. The approach to measuring performance can be
classified as a three-step approach that composed by objectives,
appraisal and feedback. The first step is the setting of performance
objectives that are quantifiable, easy to measure and simple to
communicate throughout the organization. After that, the process of
performance appraisal should take place. Finally the feedback is
measured.
The management of performance includes design of work systems,
facilitation of knowledge utilization, sharing and creation, and appraisal
and reward systems.
For measuring employee performance at the end of each project, the
management of Proline Seeds discusses among themselves about each
employee and gives their comment in employee performance evaluation
form. After that it is recorded in the employees’ personal file. For
performance evaluation the following factors are considered:
 
QUALITY OF WORK: Consider accuracy, thoroughness,
effectiveness.
FLEXIBILITY: Consider performance under pressure and
handling of multiple assignments.
INITIATIVE: Consider the extent to which the employees
sets own constructive work practice and recommends
and creates own procedures.
DEPENDABILITY: Consider the extent to which the
employee completes assignments on time and carries
out instructions.
INTERPERSONAL RELATIONS: Consider the extent to
which the employee is cooperative, considerate, and
tactful in dealing with supervisors, subordinates, peers
and others.
SAFETY COMPLIANCE: The degree to which the
employee complies with or oversees the compliance
with the organization safety rules.
 TO IDENTIFY THE FACTORS THAT

Human resources slide 4 MOTIVATES THE EMPLOYEES

TO KNOW ABOUT THE TO MEASURE

HUMAN RESOURCES EMPLOYEE JOB
PRACTICES IN THE FIRM SATISFACTION

TO ANALYSE THE
TO STUDY EMPLOYEE PROBLEMS AND
PERFORMANCE SUGGESTED
MANAGEMENT IN SOLUTIONS
THE ORGANIZATION OCCURRING DUE TO
INEFFICIENCY OF THE
EMPLOYEES

OBJECTIVES OF THE STUDY

 Research Methodology
RESEARCH DESIGN: The research design of this study considering its objectives,
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scope & coverage was exploratory as well as descriptive in nature.

SOURCES OF INFORMATION :
PRIMARY DATA : The primary data has been obtained from the selected
employees & senior executive at various departments of PROLINE COMPANY
(INDIA) PVT. LTD. through circulation of the structured non-disguised
questionnaire.
SECONDARY DATA : The secondary data has been obtained from published as
well as unpublished literature on the topic and from Books, Journals, News
Papers, Research Articles, Thesis, Websites, Magazines etc.

SAMPLING DECISIONS:
SAMPLE SIZE: Appropriate number of sample size (i.e. 60) was put to used for
the purpose of collecting primary data from the selected employees of different
departments of the PROLINE COMPANY (INDIA) PVT. LTD..
SAMPLING METHOD: Non-probability sampling design based on convenient
sampling method has been used for this research study.
RESEARCH INSTRUMENT : A structured non-disguised questionnaire has been
prepared to get the relevant information from the respondents. The
questionnaire consists of variety of questions presented to the respondents for
their responses.
 LIMITATIONS OF
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THE STUDY slide 7

1 2 3 4

Pandemic Crisis Time Consuming Limited Sample Size Few Areas Covered

Existing lockdown in the The employees were busy The sample size selected by The investigator intended to
whole country at the time of with their daily schedule and the researcher is limited. cover only few areas of
internship. it was very much difficult for performance management
them to give time. system.
FINDINGS:
 All respondents have aware about the current performance management system.

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 Majority HR professionals told they are comfortable with conducting performance review, but
some of the HR professionals are not feel comfortable with conducting performance review.

 All HR professionals and majority of respondents told they are satisfied with current performance
management system works well and no need to change.

 Majority of respondents are told the checklist techniques used in organization for assessing
performance.

 Most of the respondents are believe in current performance management system improving their
performance.

 Majority of HR professional are not satisfied that performance review techniques use in assessing
employee’s performance more effective.

 Some HR professionals are told that performance review techniques more impact on employee’s
performance, employee’s incentive & morale, but some of them are not agree with that.

 Most of respondents told that increase productivity is major elements of business strategy at
present.

 Very Most of the respondents told that performance management help to improving their
performance.

 All HR professional are told that they are some of the extent satisfied that they give consistent &
fair ratings to members of their team.
CONCLUSION
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concluded from the survey that all respondents are aware about the
current performance management system and does not need to change.
Current performance management system works well and that improve
the performance of the employee’s.

This study has shown that performance management is a comprehensive

approach to planning and sustaining improvements in the performance of
employees so as to meet the standards.

Most of the HR professionals are not feel comfortable with conducting

performance review. So create a trust in them about performance review
techniques and maintaining good relationship with employee’s for
improving their performance and accomplishing goals & objectives of the
organization.
 
 
 
 SUGGESTIONS & RECOMMENDATIONS
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o Employees do not have enough knowledge about the performance
management system and performance review techniques that are used in
assessing their performance.
o HR professionals of the organization should apply strategic & integrative
approach to performance management.
o HR professionals should communicate well and involve the employees during
the performance management reviews. This will create a climate in which a
continuing dialogue between managers & members of their teams takes place
to define expectations and share information, mission, values and objectives.
o After performance reviews, the employee’s should be rewarded with incentives
that will be commensurate with their efforts. This will a long way in boosting the
morale of the employee’s.
o Performance review conducting in a such a way that all employees are rated
consistent, fair & unbiased.
o Organization can also use another methods of performance appraisal (like.
Assessment Centre, Critical incident Assessment) for assessing performance of
employee’s.
o Organization should conduct periodic performance review for better
performance of employees and improved competitiveness.

If all these recommendations are put in place by organization, this has a great
capacity to turn around the fortunes of these corporation.
It would also enable them to achieve the goals for which they were set up as well as
remain influential instruments of public service delivery and development.
 BIBLIOGRAPHY
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1. http://www.prolineseeds.com
2. http://www.ikisan.com
3. http://en.wikipedia.org/wiki
4. https://centrical.com/hr-performance-manag
ement/#:~:text=Performance%20manageme
nt%20is%20the%20continuing,strategic%20
goals%20of%20the%20company
.
5. https://humanresources.ku.edu/performance-
management
6. Mathis,L. R., Jacson, H. J.,(2002) Human
Resource Management. Singapore, Thomson
Asia Pvt Ltd.
7. Farhad Analoui (Mar 2007) Strategic
Human Resource Management,
International Thomson Business Press,
ISBN-10: 1844801594
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Thank You
BY: JANVI KAPOOR
40514901818
BBA (B&I)
5TH SEMESTER 1ST SHIFT