KRIBHCO

help to know about KRIBHCO
and also his contribution to our country....

1. - IN THE SERVICE OF NATION VIPUL SACHAN M.B.A. 3 Sem.

2. Section 1: Profile of Company Section 2: Profile of the department imparting training Section 3: Organizational Chart and details Section 4: Details of work completed Content

3. Section 1 Company Profile Introduction Org. Structure

4. KRIBHCO has setup a Fertilizer Complex to manufacture Urea, Ammonia & Bio-fertilizers at Hazira in the State of Gujarat, on the bank of river Tapti, 15 km from Surat city on Surat – Hazira State Highway. Late Smt. Indira Gandhi, former Prime Minister of India laid the Foundation Stone on February 5, 1982 . Hazira Fertilizer Complex has 2 Streams of Ammonia plant and 4 Streams of Urea plant. Annual re-assessed capacity for urea and Ammonia is 1.729 MT and 1.003 MT . Introduction

5. The trail production commenced from November, 1985 and within a very short time of 3 months, the commercial production commenced from March 01, 1986. Biofertilizer plant of 100 MT per year capacity was commissioned at Hazira in August, 1995. KRIBHCO has also completed the installation of an expansion of the Bio –Fertilizer plant with an additional capacity of 150 MT and the same was commissioned in December, 1998. Ten Seed processing Plants are also in various states.

6. Organizational   Structure

7. Section 2 Profile of the Department Objective Vision Mission Performance appraisal

8. Objectives of Department Help employee to Krishak Bharti Coperative Ltd. improve his strengths, and thus enable him to improve his performance and that of the department. Help identifying employees for the porpoise of motivating, training and developing them.

9. Vision To become a world class organization that represents the farmer community and maximizes their returns through specialization in agricultural inputs, rural need based products another diversified businesses that maximize stakeholders value.

10. To act as a catalyst to agricultural and rural development by selecting, financing and managing projects that are both socially desirable and commercially profitable. Mission

11. P erformance appraisal can be an effective instrument for helping people grow and develop in organizational setting “Perform anc e a ppraisal is a formal structured system of measuring and eva luati ng an employee’s job, related behaviors and out comes to discov er how and why the employee is presently performing on the job a n how t he employee can perform effectively in the future so that the e mployee, organization and society all benefit.” Performance Appraisal

12. To create and maintain a satisfactory level of performance . To provide information making decision for rewardingly of retrenchment etc. To help the superiors to have proper understanding about there subordinates .

13. Section 3 Organizational Chart and details Research methodology Data analysis

14. Research Methodology SAMPLING TECHNIQUE USED: We used simple random sampling in our presentation as in it each item in the population has an equal chance to be selected.  UNIVERSE OF STUDY: There are 6600 employees in KRISHAK BHARTI CO- OPETATIVE LTD.

15. SAMPLE SIZE: We take 100 people in our sample size should be neither so small nor so large.

16. Data Analysis Questionnaire Are you aware of the objective of the performance appraisal system?         INTERPRITATION - 84% Employees are aware of the object of the performance appraisal s ystem. OPTIONS NO OF RESPONDENT PERCENTAGE VERY MUCH 84 84% SOME WHAT 14 14% DON’T KNOW 2 2%

17.   INTERPRITATION - 76% Employees say yes that performance appraisal helps the organization in achieving goal. OPTIONS NOS OF RESPONDENT PERCENTAGE YES 76 76% NO 20 20% DON’T KNOW 4 4% 2) Performance appraisal helps the organization in achieving goal.

18. INTERPRITATION- : 80% Employees agree with that is organization should have to make a fixed duration for performance appraisal. While the other 20% employees do not agree with this statement . OPTIONS NO OF RESPONDENT PERCENTAGE YES 80 80% NO 20 20% 3) Organization has to make a fixed duration for performance appraisal.

19. INTERPRITATION-: 4% employees say that promotion says that process in the organization is based on performance, 12% employees say that based on experience and 84% say both. OPTIONS NO OF RESPONDENTS PERCENTAGE PERFORMANCE 4 4% EXPERIENCE 12 12% BOTH 84 84% 4) Promotion process in the organization is based on –

20. INTERPRITATION-: 84% Employees agree with this statement that the present performance appraisal system is transparent and free from bias. OPTIONS NO OF ESPONDENT PERCENTAGE YES 84 84% NO 16 16% 5) The present performance appraisal system is transparent & Free from bias.

21. INTERPRITATION-: 54% Employees are highly satisfied with the current Performance appraisal system. While 36% employees are satisfied with the cu rrent performance appraisal system. OPTIONS NO OF RESPONDENT PERCENTAGE HIGHLY SATISFIED 54 54% SATISFIED 36 36% DISSATISFIED 2 2% JUST SATISFIED 8 8% 6) Satisfied with the current performance appraisal system-

22. Section 4 Details of work completed Finding Suggestion Limitation

23. Findings Current appraisal system pursued there is transparent. Most of the employees are aware with the PA system. Appraisal and appraise participate jointly in appraisal process Productivity measure through output related to input. Most of the employees are satisfied with the current PA system.

24. In current appraisal system weight age is given to each every aspect according to its importance. There is very little chance for bias in current appraisal system. Great importance is given to team.

25. Conclusion Based on the vast study and analysis I have get this conclusion that most of the employees are think that productivity can be raised through performance appraisal. So I can say that the top role needs a tremendous change towards the role of appraiser Every manager in the organization hierarchy at his own position has the same role of appraisers. This system is not only an appraisal tool but a strong instrument of performance management.

26. Most of the executive of KRISHAK BHARTI CO-OPERATIVE LTD are satisfy with the current appraisal system & they think that the current appraisal system is transparent and free from bias. The current appraisal system is able to achieve its laid to objective efficiency and effectively

27. Suggestions The performance appraisal should take place twice in year. The point awarded for the KRAs and managerial dimension should be revised, in order to arouse the satisfaction level of employees. Employees must be given proper knowledge and made aware of PA system in KRISHAK CO- OPERATIVE LTD.

28. The performance appraisal process should be shortened. It is also recommended that no poet awarded at the time of initial should be changed so that it can lead to increase in accountability at in initial appraisal. It is strongly recommended to impart training session on increasing the executives behavioral and strategic competencies.

29. Limitation The system covers only executive only executive cadre, so it is limitation in scope. Scope of the study is confined to the areas of KRISHAK BHARTI CO-CO- OPERATIVE LTD & that too with limited sample size of 50. It was difficult for some executives to fill up the questionnaire themselves. Thus the researcher has to clear all the doubt about the questionnaire that consumed most of the time.

30. Some executive might have not answered the questions currently because of the busy schedule. They tend to hurry up the talk, which inhibits proper collection of data. The higher level executives were unavailable for response as they have a very busy schedule.

31. Thank you…