INTRODUCTION Once the employee has been selected, trained and motivated, he is then appraised for his performance. Performance Appraisal is the step where the Management finds out how effective it has been at hiring and placing employees. If any problems are identified, steps are taken to communicate with the employee and remedy them. id “Performance Appraisal is a process of evaluating an employee s performance in terms of Its requirem Performance Appraisal can also be defined as the process of evaluating the performance and qualifications of th in terms of the requirements of the job for which he is employed, for purposes of administration including placement, selection for promotions providing financial rewards and other actions which require differential treatment among the members of a group as distinguished from actions affecting all members equally Importance and Purpose Performance Appraisal has been considered as the most significant an indispensable tool for an organization, for an organization, for the information it provides is highly useful in making decisions regarding various personnel aspects such as promotion and merit increases. Performance measures also link information gathering and decision making processes which provide a basis for judging the effectiveness of personnel sub-divisions such as recruiting, selection, training and compensation, Accurate information plays a vital role in the organization as a whole. They help in finding out the weaknesses in the primary ateas. Formal Performance Appraisal plans are designed to meet three needs, one of the organization and the other two of the individual namely: ‘They provide systematic judgments to back up salary increases, transfers, demotions or terminations. © They are the means of telling a subordinate how he is doing and suggesting needed changes in his behaviour, attitudes he stands with the Boss, skills or job knowledge. They let him know where © Superior uses them as a base for coaching and counselling the individual On the basis of merit rating or appraisal procedures, the main objectives of employee appraisal are: © To enable an organization to maintain an inventory of the number and quality of all managers and to identify and meet their training needs and aspirations.© To determine increment rewards and to provide reliable index for promotions and transfers to positions of greater responsibility © To suggest ways of improving the employee s performance when he is not found to be up to the mark during the review period To identify training and development needs and to evaluate effectiveness of training and development programmes, Limitations: * In view of the limited time available for the study, only the Training and Development process could be studied. © The sample size is too small to reflect the opinion of the whole organization. * The answers given by the respondents have to be believed and have to be taken for granted as truly reflecting theit perceptioni i i i i i i i | i i i i i i i L PRIMARY OBJECTIVE The primary objective of my study at Reliance Trends to lay down the foundation of the implementation of Performance appraisal SECONDARY OBJECTIVE, The objective of my study about employees Performance appraisal to improve the current process of employees Performance appraisal at Reliance Trends, + My another objective is to apply my learning in the area of Human Resources so that I gain significant practical and Understand the nature and importance of Performance apprais identify the various inputs that should go into any programme. and + Delineate the different stages in a Performance appraisal programme and deseribe each step. + Understand the need for and the ways of Performance appraisalThe scope of the study includes Lower level employees in the organization. The study aims at finding out the effectiveness of Performance appraisal methods and suggests some measures to improve the Performance appraisal system. Accurate Information plays a vital role in the organization as whole . It is a formal procedure used in working organization to evaluate the personalities , Contributions and potential of group members. Adaptation refers to human transformation to match with the organization needs. It is an act of changing one’s behavior to make it suitable for a new purpose.LITERATURE REVIEW. Perform nce Management System Performance management is a procedure with the aid of which managers and personnel work collectively to devise, sereen a contribution to the enterprise. Extra than just an annual performance assessment, performance ‘management is the continuous technique of putting targets, assessing development and offering on-going education and comments to make certain that employees are meeting their targets and profession dreams, A powerfull overall performance control system will; Be job specific, masking a vast variety of jobs within the business enterprise Align along with your ageney’s strategic route and tradition Provide an accurate image of each employee's performance Encompass a collaborative procedure for placing goals and reviewing performance based totally on two-manner communicate among the employee and supervisor Display and degree outcomes (what) and behaviors (how) > Include each advantageous comments for a activity nicely finished and constructive remarks whilst development is wanted > Ensure that employee paintings plans assist the strategic course of the enterprise > Discover areas of improvements and establish plans for enhancing overall performance > Aid personnel in attaining their work and profession desires through figuring out education wishes and development possibilities 3d evaluate an employee’s work targets and general vv y ‘The establishment of an effective overall performance control system requires time and. sources and therefore, the aid of the board, the executive director and different senior managers. When developing a brand new performance control manner, a business enterpris can strike up a committee made of employees, managers and board members to growth porchase-in, understanding and help for the procedure. Management support to behave upon the results of the overall performance management system is also necessary to make sure that proper overall performance is recognized, inadequate overall performance consequences within the essential aid and/or schooling to ‘enhance performance and continuously negative overall performance consequences in an altemate of duties or termination, as appropriate.refince bends Typical outcome of PMS in an organization If overall performance control is applied efficaciously with precise targets tied to the strategie and operational plan, organizational overall performance results in all likelihood will boom in no time. For instance, if the CEO asked for a 3% growth in gross margin, this objective could be cascaded right down to every branch, group and character which can influence the inerease in gross margin, Folks who are successful at accomplishing this objective get a favorable evaluation, people who couldn't, gets a detrimental overall performance assessment inside the absence of extenuating occasions. The method of overall performance control therefore drives organizational performance consequences. Personnel that attain the organizational goal: ues and bonuses in step with their ‘overall performance and contribution to the enterprise. are rewarded with beneficial c1 : : ‘The employee and the manager communicate more often and agree on modified objectives to fit persevering with adjustments in conditions and priorities. This is an inclusive and i collaborative manner, which ensures that the worker feels he has no longer wasted the year. The worker works toward specific goals which are relevant. Ifthe employer is the use of a overall performance management product that has an overall performance diary, both the manager and worker attend the assessment assembly with copies of their performance diary notes. This incorporates results to be evaluated. Given that each have content, they feel a whole lot better prepared and strain is lower than in the event that they have been attending a meeting no longer aware of the subject rely. Everyone knows the guidelines Where there may be a nicely based performance manag tly ‘communicated, both the employee and supervisor enter the procedure with better tiers of self belief as there are procedures to be followed. P ed on Farge which have been simply diagnosed and agreed to. The final results is that both people have an knowledgeable discussion and cognizance on success of both private and business goals, now not on problems which are inappropriate snt machine that is effici nel are as succe: If the organization has a machine with an overall performance diary, then each party are ‘organized with relevant content material to talk about. This raises self-belief and reduces, pressure levels. Each events feel extra cozy and they could have a content wealthy and actual cussion approximately performance, ‘Erequent conversation Reduces site Given that those performance opinions occur greater regularly, the dialogue centers on overall performance of objectives rather than being ruled via the personnel wishes. The needs of the business are mentioned extra regularly to gain particular overall performanceeffects. This indicates boti the employee and manager talk greater successfully and obtain higher results. Appraisals emerge as applicable for all with the aid of earrying out extra frequent eritiques goals may be adjusted and changed to healthy converting business situations. This dramatically increases the probability that the objectives are applicable and are capable of being acted upon at some point of the performance period. By performing common performance critiques, visibility is accelerated dramatically. Areas of non-overall performance get hold of lots extra consciousness and attention and troubles may be acted upon plenty faster. Most overall performance management structures offer reporting as to who has or has now not performed their goals (departments and individuals). Adjustments to objectives or method can then be made to make sure expeetations may be ‘met. Alternately, expectations can be modified as suitable. By using reviewing extra often, all ‘managers and personnel start to devise and execute to certainly concept out goals. This effects in higher resource control and allows managers to work at the enterprise, now not in the enterprise. Employee studying and development begins to happen: Given that most overall performance management structures require managers and employees to decide to a development plan, personnel enjoy real non-public improvement and end up greater engaged with the enterprise. They sense a part of the organization and start to remember the fact that they and the organization are interdependent. The corporation is growing the worker and the employee is working closer to developing the corporation with the aid of accomplishing its dreams. The majority of overall performance management structures are capable of provide graphical compliance reviews. Consequently, the placing of objectives and improvement plans for personnel can now not be not noted. Employees see real planning, are concemed in placing signifieant objectives and feature input into personal improvement plans which gain both themselves and the corporation. In all, this consequences in an engaged body of workers who are extraordinarily committed to achieving real results for the business enterprise.osc cnnnenentnstncnannnntninnsnsnecinunnstetstnauneatetnnneesei ‘The Reliance Group, founded by Dhirubhai H. Ambani (1932-2002), is India’s largest private sector enterprise, with business in the energy and materials value chain are in excess of USS 66 billion, The flagship company, Industries Limited, is a Fortune Global $00 company and is the largest private sector company in India Backward vertical integration has been comerstone of the evolution and growth of Reliance, Starting with textiles in the seventies. Reliance pursued a strategy of backward vertical integration — in polyester, fiber intermediates, plastics, petrochemicals, petroleum refining and oil and gas exploration and production ~ to be fully integrated along the materials and energy value chain. The group activities span exploration and production of oil and gas, petroleum refining and marketing, petrochemicals, textiles, retail, infotel and special economic zones. Reliance enjoys global leadership in its business, being the largest polyster yarn and fiber producer in the world and among the top five to ten producers in the world in major petrochemical products. subsidiaries Major Group Companies are Reliance Indust and Reliance Industrial Infrastructure Limited. jes Limited, includingReliance in Retail:- © Reliance Retail (RRL) is a subsidiary of Reliance industries limited, which is based in Mumbai, RRL was set up in 2006 and marks the foray of the Reliance @TREND! Group into organised retail. © RRL has been conceptualized to include growth for farmers, vendor partners, small shopkeepers and consumers. It is based on Reliance’s backward integration strategy, to build value chain starting from framers to consumers. Business Division:- Reliance Retail Ltd has a number of company-owned outlets along with a franchisee format that would be in collaboration with Kirana shop owners, Its divisions are: supermarket that again caters to household needs. rious 1. Reliance Mai 2. Reliance Fresh: Teas the first amongst varius format stores to be launched by Reliance Retail Lid. The ideology behind the initve has beon to bring “Farm to fork” herby removing RB fresh middle men and benefitting both farmer and consumer. The lance Stores would typically be ofan area of around 3.000500 sq fi. Bach store is to provide fresh fruits, vegetables and also products of Reliance select and other related groceries.nce Supei It will be a smaller version of the hypermarket format, It is to offer over 10,000 products in various categories like grocery, home care, stationery pharmaceutical products apparels & accessories. FMCG Consumer durables & IT, automotive accessories and lifestyle products. Reliance Super stores are to be large supermarkets with an area of 4,000 to 10,000 sq ft. And MGSSUEE TTS Will not sell fruits and vegetables like Reliance Fresh 3. Reliance Digital It is a consumer electronics concept mega store. It is designed to be a one stop shop for all technology solutions in the field of consumer electronics, home appliances, information technology and telecommunications, + The stores are to cover an area of more than 15,000 sq ft and offer a variety of over 4,000 products spread across 150 brands along with solution bundles to meet diverse customer needs, The staff will counsel and guide customers not only to buy products but also. provide complete ps solutions to ensure consumers buy the right product at the right price. Reliance Footprint: + Iisa specialty footwear store that would offer over 25,000 pairs of formal, casual, ethnic, party wear and sportswear in men, women and children footwear. The store is to be spread over 7,500 square feet and be dedicated to footwear, handbags and accessories. ‘The design of footprint was conceptualized by Pavlik of USA which is one of the best design house in the world keeping in mind the taste and preferences of the Indian consumer. It shall offer brands from Europe and America like Josef Siebel, Rockport, Nike, Adidas Hush puppies Disney will be showeased. and more. For kids, Cross and Lee Cooper Clarks, Levis,4. Reliance Jewels: Reliance Trend: Itis a stand-alone fine jewellery format, I is to be a one stop shopping destination For the jewellery, Reliance Retail ventured into gems and jewellery trade the aim of launching 300 stores all over India within a 3 year time frame. With a growing demand for jewellery and lower competition The gold jewellery range shall include Kolkata filigree, Rajkot minakari jewellery, Kundan from jaipur, temple jewellery from Kerala, Jaadu from Amritsar and more, In Diamond jewellery, Reliance Jewels will offer the finest quality of diamonds and the widest range of daily wear, party wear and wedding designs It is a specially apparel store that will sell men, women and childret store 's garments. The carry the best of national and international brands like John players, Peter England, Indigo Nation, Wrangler, Rebook, and Lee, apart from in-house brands. Cand ‘The store layout is to compliment the evolving taste and preference of fashion savvy consumers, giving them an opportunity to view shop with ease, along with well trained customer service s, to compliment the entire shopping process. Reliance Trends is operation With 123 stores across the country, providing employment to so many people and planning to launch many new stores,Company Profile Company : Reliance Retail Subsidiary Company Reliance Trends Founded : 2007 Headquarters : Mumbai Chairman and Managing Director 2 Shri Mukesh Ambani + The Appeals Luggage and accessories division of reliance retail has announced the launch of their first Apparel speciality store ‘Reliance Trends” + All the Reliance Trends stores located at different places across Bangalore offer some of the best Indian and International brands with each store's area of more than 15,000 sq. Ft. Of shopping area, and has been designed and furnished by the best of the international design agencies to offer a high style and lavish experience to the Indian consumer. + The store layout compliments the evolving tastes and preference of fashion savvy consumers, giving them an opportunity to view/shop with ease, along, with an army of well trained customer service associates to compliment the entire shopping process. + Riding on the tremendous success of Reliance Mart at variuos locations India, the apparel division of Reliance Retail is well on track to democratise and make it attainable to the masses. across + This is being possible by the extraordinary design pool of Indian and international designers, integrating the international design trends and preferences of the Indian consumers. + The company is offering solutions to common maintenance problems through its state of the art innovative products like Ever White Shirts, Wrinkle free range of garments, aromatic clothes for infants and quick-dry sportswear that ensures optimum moisture manag nent.Product quality has been ingrained into the DNA of Reliance Trend and is, integral to the mission of “Grahak Devo Bhaya”. The quality system are designed, implemented and monitored as per international standards by a highly competent team of professionals. To deliver the customer the best value for theit money. Only thi that demonstrate an exemplary safety and quality me explicit needs of the consumer are approved for put se products 1g both implicit and Some of the quality standards that are being followed are American Association of textiles, chemists and colourists. American Standard, ISO and BIS methods. For the first time in organised retail, Reliance Trends introducing Made to Measure tailoring service offering customised fits to all the customers buying fabric from the store at prices compatible to neighbourhood tailors. Reliance Trends offering a homogenous mix of private label of brands The Network range of garments comprises of formal office wear and collection for men and women, while the Netplay range, showe casual collection for the evolving workplace, The DNMX range has been developed with a clear focus on the youth of India, offering them exclusively crafted fashion garments like Denims, T-shirts ete smart Sparsh range of Indian wear for women, offers the finest collection of salwar kurtas, churidars and a fast evolving Mix and Match range of garments. An exclusive label Panda has been developed for toddlers, while the FRENDZ range of garments would complement the wardrobes of the growing generation of boys and girls Apart from this private label, the store is also offering some of the most renowned brands in the country like Levis Strauss Signature, Peter England, Indigo Nation, American Tourister, John Players etc, Some designer labels either directly or through their sub brands most of these exclusively for Reliance Trends. Continuing the tradition of reaching out to the middle class of the country, the current offering from Reliance Trends is easily affordable to the Indian consumer. The specific private label called Kirst Class, is designed to catersteneeeeeenneny to the range of garments cutting across men’s, women’s, and children's wear to deliver extreme value to the Indian consumers. + Taking forward the voice of Shri Mukesh Ambani, Chairman & Managing Director, Reliance Industries Ltd, Reliance Trends deliver unmatched affordability, quality and chain of products. services to the consumer, + Reliance Retail continues to fine tune its offering and listening to its customers and learning from them. This as the Chairman envisions, will be the beginning of transformation of Indian Retail with benefits for the consumer, Private labels by Reliance Trends External Brand In Reliance TrendReflance tnenda mefnce arent = Repeated Collections > Not Much Collection > Lack Of Awareness -OPPORTUNITIES: New Products: Expanding Beyond Clothing To Include More Shoes, Handbags> Catalogs i > Removing The Products Which Are Not Selling Much THREATS: > There Is A Competition From Stores Like Life Style, Pantaloons, Shopper's Shop Ete. > Many stores Have To Open. CUSTOMER SATISFACTION 4 Customer service is the provision of services to customer before, during and after alts purchase. According to Turban “Customer service is a series of activities designed to enhance the level of customer satisfaction ~ that is the feeling that a product or service has met the customer expectation.” ts importance varies by product, industry and customer; defective or broken merchandise can be exchanged, often only with a receipt and within a specified time frame, Reliance Trends will often have a desk or counter devoted to dealing with returns, 4 Exchanges and complaints, or will perform related functions at the point of sale; the perceived success of such interactions being dependent on employees * themselves to the personality of the guest.” Customer service plays an important role in an organization's ability to generate income and revenue, From that perspective, customer service should be included as part of an overall approach to systematic improvement. A customer service experience can change the entire perception customer has of the organization, ° 4 Customer support is a range of customer services to assist customers in making cost effective and correct use of a product. It includes assistance in planning, installation, training, trouble shooting, maintenance, upgrading, and disposal of a product.A multi-task position drawing on extensive CUSTOMER SERVICE experience to advance @ proven track record for developing and maintaining key accounts and improving department efficiencies. Obejectives of Customer Services Provide customers and staff with clear standards and expectations, Ensure all the customers contact reaches appropriate conclusions, minimize incidences of repeat contact Seek to provide a seamless Provide equal and easy access to our services at a time, place and channel that meet the needs of residents, businesses and other stakeholders. Cater for customers needs irrespective of age, gender, physical or financial ability, ethnic, origin, race, religion or geographical location, Provide a prompt, courteous and knowledgeable response to all customer enquiries. Equip our staff to provide customers with an excellent standard of serv vice for customers Enable our customers to provide feedback easily, through complaints, surveys, ete. Use customer complimen service. Improve the speed, quality and consistency of response to enquiries by having our information in a format that can be easily accessed. customer to di comments and complain improvements to Customer Segmentation of Reliance Trends:--* Reliance trends target higher & upper middle class customers. ‘The large and growing young working population is a preferred customer segment. + Reliance trends specially targets working women & home markets who are the primary decision maker. 4 Reliance also targets on the young population of the country as they will follow fashion mostly and of reliance promotes itself as the India’s largest fashion destination. + Good customer service is the lifeblood of any business, You can offer promotions and. slash prices to bring in as many new customers as you want, but unless you can get some of those customers to come back, your business won't be profitable for long, + Good customer service is all about bringing customers back. And about sending them away happy — happy enough to pass positive feedback about your business along to others, who may then try the product or service you offer for themselves and in their tum become repeat customers. + Customer Satisfaction, business term of how the products and the services supplied by the company meet or surpass the customer expectation. It is the key performance indicator within the business. Customer satisfaction can greatly achieved by imparting Customer Relationship management (CRM) in the company BUSINESS TECHNIQUES OF CUSTOMER SATISFACTION:- * One of the key customer satisfaction techniques is the need to provide front line ‘employees with the ability to respond to customer situations quickly without the end to ask for permission, + Innovation drives customers” satisfaction. As customers needs keep changing, an innovation-driven company is capacitated to exceed customer's expectations. ‘To provide after sale services, Listen actively and carefully. “Anticipate that the customer will be asking questions. They may be easy, they may be hard,4 But encourage them anyway. If you can’t provide an answer, promise to find out the answer from someone who ean. Be patient, look from the customer’s point of view and work from there, This point of view will always give you the best outlook on the situation, * Always keep a smile on your face when dealing with customers which can lead to mer satisfaction. This positive attitude can ruub off and tum a potentially negative situation into a positive experience, RECENT METHODS THAT TODAYS FIRM ADOPT TO INCREASE THE CUSTOMER SATISFACTION: In order to stay competitive and remain profitable, businesses have to focus on the quality of theit customer service. Companies that invest time, energy and money into developing and nurturing quality so customers can have a satisfactory experience are going to be more profitable and better likely to exp sustained growth over the long-term. ice more Customer Care: “Something which is done even after the product is purchased. Many companies are interested is knowing the reasons why consumers have purchased the goods and services or even the goods are not purchase. ‘Managers interested in customer care try to collect a database as to why the customers have purchased the competitors product and service and what will be the level of satisfaction if itis introduced in our product or service Customer Focus: 4 When everyone in the organization make efforts to focus the activities towar the satisfaction of the customers right from the stage of new product planning, and to product modification to the stage of elimination of the goods and services everything revolves around the customers.Customer Service Training: + Another strategy to improve customer satisfaction is to invest in customer service training. All employees should be on board with how to treat customers and help them gain a valued experience, * The experience the people have received is the most important aspect in selling pure services or services with tangible goods. Once the customer is satisfied with the service his loyality towards that product or company is at its peak. Communication: Communication with customers is also important. I's a good idea to always provide customers with ways they can contact you and offer ways to contact them, Offering e-mail, telephone line, web contact of other ways for customers to offer comments and complaints is of value. Customer Relationship Management (CRM) software:- % Customer Relationship mangement is a process of managing detail information about individual customer and carefully all the touch point with the aim of maximizing customer satisfaction and customer loyalty istomers Customer Relationship management has become a strategy many compa faction. Through using CRM tools and accompanying philosophy, business can examine and analyze what customers want and strive to meet this demand before they ies employ to help increase customer sai even walk in the door. BENEFITS:- 4 CRM aims at individual customers. It tries to develop customers’ relationship by looking into his needs and requirements, CRM helps in two way communications by understanding the message of the customers and responding to it. CRM helps to customize the products and thereby reducing the rate of customer defection.+ CRM tells the company what product or what it will need in future. services the customer needs today and Ask For Feedback: “Being interested in customer feedback is always a valuable practice to engage in to increase customer satisfaction. What better strategy and technique to find ‘out how to satisfy customers than to ask them? ‘Talking to customers as they shop, and then following up with calls or e-mails are all good ways to get feedback. i Creating Customer Delight: Customer delight is when the standard of the goods and services are much higher than the expectations of the customers: this not only satisfies them but surprise and delights them, * Customer delight depends on the reliability factor of the company. This is the ability to perform what has been promised to the customer. Companies who focus on customer delights should be dependable and have accuracy in delivering the services to the customers, Promotional Strategies: Product Promotion is one of the nece: public and attracting new customers * for getting your brand in front of the The promotion strategy is the most visible marketing strategy. + 4 Itis designed to get the attention of prospective customers and convince them to buy from your business.% Promotion is communication intended to persuade, inform, or remind a target audience about a business or its product 7 The — promotion strategy involves planning, Ss = i a promotional mix, and - selecting specific promotional Sosa Preteen ewe activitics. 1 “Select @ promotional mix Revise and Review t t { i Promotional Objectives: Promotional Objectives is part of an overarching marketing strategy. Creating a brand identity with imagery, and slogans is the first stage of a marketing campaign, followed by expanded messaging, either directly through personal email marketing communications or through social media, Promotional Budget:- A specified amount of money set aside to promote a business’ or organization's products or beliefs. Promotional budgets are created to anticipate the essential costs associated with growing a business or maintaining a brand name. Promotional Mi Promotional mix the combination of different pr uses to reach and influence potential customers. motional elements that a company Advertising: ‘The paid non personal presentation of ideas, goods, or services directed at a mass audience by an identified sponsor by means of print and broadcast. ‘Types of Advertising-alty items Internet * Radio % Television & Outdoor advertising ¢ Magazines o Newspapers Publicity: ‘Means calling attention to yourself and your business. Placement in the media of newsworthy items about a company, product, or person * Public relations may generate unsolicited publicity when such activities are reported by the media. Public relations activities designed to create goodwill toward a business or control damage done by negative publicity Personal Selling: 4 Personal selling is where business use people to sell the product after ing face-to-fa tomer. The sellers promote the product through their attitude, appearance and specialist product knowledge. They aim to inform and encourage the customer to buy, or at least trial the product. me e with the + Personal selling is the most traditional method, devised by manufactures, for promotion of the sales of their produets. + Personal selling used to be the only method used by manufacturers for promotion of sales. Need for personal selling: Requirements of product demonstration + Illiterate prospects 4 Traditional necessity of personal selling 4 Emergence of an entirely new type of product + Need to develop relations with customers 4 Source of marketing research data 4 To remove misconceptions caused by competitive advertisingi Promotional Activities by Reliance Trend: + One type of sales promotion may be to include a premium with a purchase. + Premium any item of value that a customer receives in addition to the good or service purchased; designed to attract new customers or build loyalty among existing customers, they may include coupons and gifts + Some companies give a rebate on purchases. Rebate a return of part of the purchase price of a product used as an incentive for customers to purchase the product, ‘Types of Sales Promotion: Displays Premiums, Rebates Samples Sweepstakes and contests, oe es & Reliance Trends is doing different types of promotional activities with a main aim bringing in more customers into the stores. Reliance is focusing on attracting customers through different types of walk in driven activiti Media plan © Trend stylish * Seasonal offers. 1. Media Plan: Media plan involves communication through different media such as + Print media * social media| Refance trenda + Radio © cinema ‘* Outdoor communication. Print Media: Reliance trends is using the print media as one of its promotional activities, Reliance spends lot of money in printing its advertisements in the most major new dalies. The advertisement will be printed mostly on the weekends (Friday, Saturday and Sundays) in such a way that the advertisements will grab the reader's attention and making them to come ‘which will not only inerease the football of the store but also increase the revenue to the stor by attracting the people to make a purchase, Social Media;- “© With the ever increasing usage of intemet in the country, most of the population us the social networking sites such as Facebook, twitter E © Reliance is having its own brand pages and groups in the facebook with the help of which Reliance is doing some campaigns in the social networking sites for promoting its brands, new offers and ereating brand awareness to the people, Radio: % Reliance trends is having own radio called Radio trends which will in the stores all announce the offerRice tronda the time, making the customers who enter the store to know about all the offers. + Other than its own radio channel Reliance trends is using some other radio channels for its promotions. In the radio channels like Radio mirchi, big fm, radio city ete. Cinema:- Reliance trends is using cinema plan as one of its promotional activities, they are selecting the best multiplexes, and single sereen theatres in the catchment areas where the multiplexes and the single sereen theatres are popular and more people will be visiting these multiplexes Outdoor Communication:- * + Reliance trends are using banners and Hoardings as the outdoor communication, Reliance is placing the attractive banners and Hoardings with its offers in the best i catchment where the flow of population was very high. + Reliance trends also uses cluster boarding’s in the key traffic junctions in the main cities. in the way it will dominate the location and catch the attention of the people who are passing by the way. ‘Trend stylish:=Reliance will hire 2 or 3 volunteers for ei the catchment locations, The volunteers will find out the well dressed, good walking, good lookin; person and stylish person and immediately will give that person discount voucher and announce them as the Trends ng the Stylish by announ as Trends Stylish, All the people who got the discount voucher will come back to the stores to redeem the coupons. Seasonal offers: Reliance will also do more promotions for the seasonal festivals like children day, Fathers day, Valentine’s Day, Mothers day, Independence Day ete with different types of discounts and offers related to that specific day of customers into the stores festivals for bringing in more The Reliance One Card ( Reliance Fresh Limited (“Reliance”). 1, Reliance One Membership Program. Program”) upon Reliance gaging the crowd in the malls and the Card”) is issued by and remains the property of Sb7s 3 wes G41 oa FRUOKY.accepting the application form overleaf duly filled in by the applicant with true, accurate and complete information and submitted at the retail outlets of Reliance’s affiliate participating in the Program (“Store”), along with all necessary documents s specified by Reliance A person’s application for enrolment in the Program of use of the Card shall be deemed to be acceptance of the terms and conditions set out herein and additional tems and conditions specified by Reliance from time to time (“Additional Terms and Conditions”) and available at the Store upon request. ‘The applicant/ the user of the Card (“Member”) hereby acknowledges that he/she has understood and accepts the terms and conditions set out herein and the terms and conditions available at the Store and agrees that the same will be binding upon hinvher and he/she shall not dispute the same. Members shall be entitled to earn the points only at the Stores on purchase of goods and/or services from such Stores, and payment in respect accordance with policies and/or schemes introduced or prevailing at the time of use of Card (“Points” hereof, in Card should be presented to the cashier or authorized personnel before billing or completion of transaction to earn Points, failing which points will not be credited and Reliance shall not be responsible for the same. Detailed Terms for use of Card, accumulation of Points, validity of Points and process of redeeming the same are set out in the Additional Terms and Conditions (available on request at the Store) and the policies and/or schemes, introduced or prevailing at the time of use of the Card. Reliance will not be responsible for any loss of Points due to loss or misuse of the Card. Points cannot be encased a) To any affil te/associates‘partners/ group companies/agent/ sub-contractor of Reliance and/or to any person or entity for developing or communicating any offers or services, unless otherwise duly informed by the cardholder at the designated customer service helpline of RelianceTo the extent required to be disclosed by operation of law, any regulatory authority or any binding judgment, order or requirement of any court or other competent authority, Cardholder hereby unconditionally permits such disclosures. Reliance reserves the right to change/amend/add/delete/modify, without assigning any reasons therefore terms and conditions of the Program including, without limitation the rate of awarding Points, the rate of redeeming Points, ¥y of Points are the qualifying purchases from time to timeMEANING OF RESEARCH Research as * the manipulation of things, concepts of symbols for the purpose of generalizing to extend, correct or verify knowledge, whether that knowledge aids in construction of theory or in the practice of an art.” The Research Methodology followed for further work ean be primarily classified into two stages namely Exploratory and Descriptive. The stepwise details of the research are as follows: Stage -1 Exploratory Study: Since we always lack a clear idea of the problems one will meet during the study, carrying out an exploratory study is particularly useful. It helped develop my concepts more clearly, establish priorities Exploratory study will be carried out by conducting: ‘Secondary data analysis which included studying the website (www.wikipedia.com) of the company and also going through the various articles published in different sources, (magazines, books, internet, newspapers) on Small and Medium Scale Enterprises and Performance Appraisal process. Expericnee surveys also conduct with Assistant-Manager Human Resources and the General Manager of Reliance Trends to gain knowledge about the nature of Performance Appraisal process followed in the organization, ind in improve the final research design. Stage—II Deseriptive Study: After carrying out initial Exploratory studies to bring clarity on the subject under study, Descriptive study will be carried out to know the actual Performance Appraisal method being followed. The knowledge of actual Performance Appraisal process is needed to document the process and suggest improvements in the current system to make it more effective. The tools used to carry out Descriptive study included both monitoring and Interrogation, Sample Selection : To know the Performance Appraisal process of the Reliance Trends, for identifying through Exploratory and Observational studies that the Assistant Manager Human Resources, the General Manager at Head office and The Esteemed Managing Director of the company are the right persons who provides training to the employees Research hi receives from its workers, includin, hown specific benefits that a busi + Increased productivity. + Reduced employee turnover. + Increased efficiency resulting in financial gsEmployees want to be appreciated for the hard work they have put in and a tool like performance evaluation provides the mechanism for creating a pay-for-performance culture within an organization which further ensure creating a loyal, result oriented and motivated workforce At Reliance Retail, Performance Evaluation is the formal process through which an employce’s contribution (performance, competencies) is appr ied with reference to established goals undertaken over a period of time to establish the employee’ performance, his developmental needs and suggest improv nents through a structured pro. Objectives > To the performance of employees” against set goals and objectives > To identify the Performance Appraisalal needs of the employees > Create employee performance data base which would aid the organization in making various people related decisions Performance Appraisal activity (Employee Coverage) ‘The annual Performance appraisal cyele at Reliance covers the following employees: > All Confirmed Employees as on 31st November 2021 > For people who have joined before 31st November 2021 and are not confirmed, this, online-appraisal will act as Annual Appraisal plus Appraisal before confirmation as well, Hence no need of a separate Appraisal before Confirmation. > Employees who have been transferred from RIL Group Companies to Reliance Retail on or before 31st November, 2021PARTS OF PERFORMANCE APPRAISAL AT RELIANCE Performance Assessment Performance of an individual is evaluated against set goals and objectives during the concerned year under consideration, All the employees will be assessed on a minimum of 5 goals and objectives on a 5-pointrating seale ranging from: 1 ~ Does Not Meet Performance Expectations’ to *S -Significantly Exceeds Performance Exp tations’, which will be converted to a 3point scale for the Overall Performance Ra by the system. The logic behind the conversion is a simpl average of the ratings: © Average up to 2.5 (including 2.5) - Overall rating is Below Plan © Average between 2.64.5 the Overall rating is On Plan © Average between 4.6- 5 the Overall rating is Significantly Above Plan However, the supervisor has the rights to recommend a different overall rating than the oneprovided by the system with adequate justification, This overall performance rating forms one of the inputs to the contribution rating.‘Competency and Value Assessment Competency is the combination of knowledge, skill, and attitude, behavior that are essential to perform a job effectively and diligently and differentiate superior performers from average performers In the current Performance Appraisal Activity an individual will be assessed on RR’s current 8 generic competencies applicable for a career group. These competencies have been arrived at through extensive research and deliberated discussion. ) Definition — the generic definition of the competency, which remains common across all domains b) Behavioral Descriptors ~the behavioral manifestations of the competency. These are observable and an employee is assessed on the frequency at which he displays these behaviors Each behavioral descriptor is rated on a 5-point frequency scale ranging from ‘Never’ to" Always’. The ratings for a particular competency are averaged to give an Overall Rating for the Competency on a 3-pointscale (1 ~ Needs Improvement, 2 Meets Expectations, 3 ~ Exceeds Expectations). All competencies that have a rating of | will get added into the areas of improvement in the PDP ‘The Overall Competency Assessment is on a 3-point Seale — > Needs Improvement, > Meets Expectations > Execeds Expectations. ‘This rating forms the second input to the contribution rating,‘To create a culture of trust, ownership and achievement, it is essential that every employee strives to live up to the organizational value, Organizational values are critical to the s of the Reliance and form an important patt of the Performance Management System. ‘Value Orientation is rated on a 2-point Seale ~ Lives the Values & Does Not Live the Values. Personal Development Plan The Personal Development Plan (PDP) captures the ider jed development gaps and the plan of action for the employee. The PDP is mutually arrived at by the employee and his/her supervisor. It forms the basis for identifying the Performance Appraisal plan for the employee. The inputs for the PDP primarily come from the Performance Review Committee’ Dis between the Supervisor & the Employee. The plan may be in terms of Project reassignment/Job rotation, coaching and Training that may be required to improve performance. This rating forms the third input to the contribution rating,PERFORMANCE APPRAISAL PROCESS, This is the point at which the execution of the employee is surveyed and talked about in intensive subtle element, with the supervisor imparting the shortcomings and qualities seen in employee thus, furthermore recognizing open doors for the representative to grow professionally, Pre-Appraisal I's very important to enter the system so as to avoid any kind o diserepancies in future, It validates the whole performance appraisal process Pre Appraisal Process Ste 1) Employee signs onto RConnect and clicks on the PMS link 2S/he proceeds with validation of basic information, for example, Name of the appraisee and that of the RI 3) Ifany errors in the data are observed, the respective TE manager is informed about the same, The data is corrected and a new form with correct details is sent 4) Employee then begins with the Self AppraisalPerformance Appraisal Process AL this stage Reliance Industries has unique step to conduct self-appraisal first and part appraiser if required in the process. Only after getting confirmation from the Supervisor's supervisor the normalization process begins = =— —Employee Self Appraisal Steps ‘¢ Employee has to fill in at least 5 goals and objectives in the space provided ‘* Employee provides rating to each of the goals and objectives in relation to the his/her performance on various parameters after having an overview of the rating ‘# Employee can attach documents or provide comments in section of employee comments, ‘* Proceeding further the employee on completion of the Part-1 of Appraisal Form in Performance Assessment, He/she then moves to Competeney Assessment ‘¢ Incompetency Assessment he/she gives rating under the eight competencies as per Rating scale Competencies should be well supported by critical Employee entails the training needs accomplished and mentions perceived development plan to improve performance ¢ He/she can select a Part Appraiser (Up to 4): Part Appraisers are supervisor other than the current superior which the employee would have worked during the assessment period iciden Part-Appraiser steps ‘The Appraiser logs on the PMS link provided Part appraiser assess according to the goals and objectives of the employee. He/she may use self-rating so as to anchor his/her own rating ‘He/she submits the form which henceforth forwarded to the supervisor which is conducting the appraisal Supervisors Steps ‘© Superior logs on the PMS link ‘¢ He/she gives rating to all the goals and objectives of the employee, in this process he ‘may use self-rating to anchor his/her ratings ‘* In Competency Assessment part , the supervisor r gives rating to each of the eight descriptive competencies ‘* Henceforth discussion with supervisors direct report , wherein they disc > Goals and objectives of employees > Competency rating > Employee Development Plan ‘¢ Arrival of training program as per the Appraisal Form ‘* On completion of the all the appraisals of the superior , the PMS Manager will start on the normalization process with the help of report form SAP. in relation (o ratings for all employee under the concemed superior PMS Manager checks that the Normalization Norm is being met thoroughlyOverall ‘Competency Leading Acceptable aie a) (10%) Performing | Acceptable | Unacceptable (ox) (10%) (20%) Direct Reports Review & Approval process © Direct Reports logs on PMS Links ‘© Reviews the form and the rating provided by supervisor © Entail justification in following areas: > Comparison between employee Self Rating and Supervisor rating > Comparison between part appraiser and supervisor rating > Comparison of system generated rating and supervisor rating Revert the form in case of any discrepancies Closure in cases where approval is given by the rater ‘Normalization Steps Itis the relative ranking phase. The superior signs off normalization at state level and at business function level for people in corporate roles ‘© Post completion of the PMS system by all the employees in the state ~ State HR Head initiates normalization process ‘+ Here the PMS Manager provides the supplementary documents sueh as the excel summary to facilitate normalization processIn scenario of 100 employees in a state this how the normalization will be preceded a see ite | | On Plan sais 10 Leading ee [ate] | Poo On Plan egeeatins 10 Performing Below Plan peettis 10 Performing On Plan Boedtlins 10 Acceptable Below Plan cette 10 Acceptable Below Plan a wt 10 UnacceptablePerformance Review Discussion It is a description outlay of the performance of appraisee with the appraiser ‘© Itwill have feedback mechanism ‘© Resolve any problems if there on board ‘© Outcome should be Development & performance managementDATA ANALYSIS AND INTERPRETATION 1) Have you worked in any other Company prior to joining this Organization? 35 20 5 20 15 20 1) YES 2) NO-I8 Analysis Thirty-two employees (i.e. 64%) have some amount of prior work experience before joining Reliance Trends, Most of them are diploma holders in animation and were not aware of the existence of such an industry. They came to know about the same only after seeing the advertisements of the company in the newspaper. This also means that even though most of them have worked prior to joiningReliance Trends, they do not have any hands-on experience of the kind of work carried out by Reliance Trends, This fact can also be interpreted as having no valid work experience at all prior to joining the Organization. 2) Were you informed about the Performance Appraisal model, used in the Organization, uring your induction?1) Yes-27 2) No-23 Analysis Due to the fact that most of the employees have got no experience in this sector before, they did not ask about the Performance Appraisal model used in the Organization. The respondents that said that they were informed of the model during the interview were told so at the discretion of the interviewer. The company has however made it a point to inform the employee about the model before he signs the acceptance letter. This prevents any ambiguities and misunderstanding about what is expected of the employee before he joins the Organization, 3), How do you find the Performance Appraisal Model in this Organization?Ey 7 Fry B 3 6 a 2 3 4 Data 1) Simple-37 2)Complicated-13 3) objective-17 4) Subjetive-33 5) Efficient-32 6) Inefficient 18 Analysis From the above chart it can be inferred that, a majority of the sample respondents have found the Appraisal Model to be simple and efficient on one hand but also subjective on the other hand. The Appraisal model has been thoroughly dealt with during the training so the employees know exactly what is expected of them. The HR department follows an open door policy which ensures that any queries regarding the policy can be clarified to the employee 5 satisfaction, But the employees are of the opinion that the subjective nature of the Appraisal system is one of the main disadvantages. The fact remains that due to the kind of work carried out by Reliance Trends, it becomes quite irrelevant to appraise on an objective basis. 4)In your opinion, does the Performance Appraisal System give a proper assessment of your contribution to the Organization?26 5 2% 2 2 a 1) Yes27 2) No-23 Analysis About 54% of the respondents say that the Performance Appraisal System does give a true and fair view of their contribution to the Organization. This does include employees ‘who think that their rating does not always turn up to be correct as per their opinion. The {group of respondents who have replied in the negative, also include candidates who say that the appraisal does not turn out to be right most of the times but do show a fair view sometimes, Since the appraisal is done 0 a quarterly basis and most of the candidates have not gone through more than 2-3 rounds of appraisals, the data may not be entirely sulficient to reach any conclusions. 5) How often does your Performance assessment match to your expectations?5 : 2 ° Data 1) Never-2 2) Rarely-8 3) Sometimes-13 4)0fen-20 5) Everytime-7 Analysis This question was purposely put into the questionnaire to validate the answers for the previous question. The breakup of the data clearly shows that 4% of the entire sample state that their appraisal have never shown a fair view of their performance, If this can be combined with those who are of the opinion that their appraisal rarely matches up to their expectations, this figure goes up to consist about 20% of the population, That shows that 80% are satisfied with the present system even though this includes satisfaction in varying degrees like the appraisal matches up to the respondents expectations sometimes, often or every time, This does show that the satisfaction level of the employees in this system is quite high and that there is a general feeling of likeability among the respondents. 6) According to you, how often should the Performance Review take place?v7 a 1 2 3 4 5 Data 1) Once ina week-14 2) Once amonth-17 3) Every 3 months-12 4)Every 6 months-3 S)Once a year-4 Analysis Performance appraisal review is a constant process and lesser the frequency between the appraisals, the better. The majority want (ie. 86% which includes the first 3 ‘options only) the frequency of the appraisal to less than 3 months, The employees say that the longer the frequency between appraisals, the more the chances of the appraisal not matching up to their expectations because many performances get overlooked. If the appraisal is done on a more frequent basis, the employee has a chance to find out the gaps in his / her performance on a more regular basis which will help them to improve more on their performance and thereby eliminate waste. ‘The appraisal does not necessarily have to be a formal one, Even informal performance appraisals done between formal appraisals but on a more frequent level will most certainly help and go a long way in improving performance. 7), What is your Satisfaction level with the current Appraisal System?3 2 3 4 5 Data 1) Very low-) 2) Low-4 3) Average-13 4)Migh-28 5) Very High-5 Analysis, ‘The satisfaction level of the Appraisal system is quite high as can be seen from the graph. This is a good sign as increased level of satisfaction is the main emphasis of any appraisal system. The curve tops at the rating of high and this includes about 56% of the population. The bell curve shows that 92% have rated the Appraisal system as average , high or very high . The high Satisfaction level in the System could also be due to various reasons like monetary or non-monetary incentives or growth parameters. The satisfaction level also brings to light the efficiency of the management in devising an acceptable Appraisal system. 8) Which are the areas that should be improved upon?1 2 Data 1) Standands-12 2) Monetary Incentives-25 3) freq of Appraisal-23. 4) Appraiser-3 Analysis ‘This question breaks up the different phases of the appraisal system and tries to come to derive a conclusion as to the areas of improvement in the process of evaluation. percent of the respondents say that there should be a change on the aspect of monetary incentives. This docs not refer to an increase in the monetary incentives but a more reasonable incentive structure that will properly reward increased and efficient performance. The frequency of appraisal is another aspect that needed review. The present system is a quarterly one and the general opinion is that informal appraisals should be held on @ more regular basis. Standards of performance (ie. benchmarks) should be improved according to 24% of the respondents. Only 6% have stated the there should be change in the appraiser, which is an inevitable sign of the operational efficiency of the system. 9) How important do you think is Performance Appraisal to your Performance?Data 1) Not-Important-0 2) Less important-2 3) Important-14 4)Very important-22 5) Most Important-12 Analysis This question was put in to find out and analyze the importance of the Appraisal system to the productivity of the employee. The data clearly shows that the recognition of the employee s performance does have a direct impact on his / her efficiency. vast majority of the respondents (i.e. 68% which includes ratings of very important or most important) affirm that their performance is directly influenced by recognitions of their performance by the appraisal system. None of the respondents have stated that the appraisal system had no effect on their productivity This points out to the fact that the Appraisal system goes a long way in determining the productivity of the employees in an Organization, Therefore it is very important for any Organization to devise their Performance Appraisal System carefully. 10) Do you think the One on One sessions are effective in ironing out problems in the work environment?Data 1) Yes-23 2) No-27 Analysis One on one sessions are conducted by Reliance Trends during the appraisal system phase to tell the employee on an individual level as to the rating given to him / her. Each session lasts between 10 30 minutes. The team leader tries to justify his reasons on why he had given a particular rating to an employee, Sixty four percent of the employees responded by saying that the one on one sessions are not efficient in ironing out problems mainly because since they are done on a formal basis so most employces consider it just as a formality which the appraiser uses to impose the rating he has already given to an employee. The employee therefore does not expect the rating to change after a one on one session with the supervisor. 11) Transparency Rating of the Performance Appraisal system?Transparency Rating 1 2 3 4 5 6 Data 1) 4Points-10 2) 5 Points-16 3) 6 Points-9 4)7 Points-8 5) 8 Points-5 6) 9 Points-2 Auihsis This question is an attempt to analyze the perceived transparency of the rating among the employees of the Organization, A majority of the employees have given a transparency rating of 5. The perception of the employees is since the appraisal is done on a quarterly basis, the employee is not in a position to actually evaluate the basis of the rating he / she has received. This causes a lot of ambiguity in the ratings. This is the primary concem due which almost 70 % have given a rating of 6 and below. The respondents who have given a rating of 7 and above have mostly given this rating because they have got good ratings in the past and feel that there is not much required in terms of transpareney as long as they get good ratings themselves. 12)Do you feel comfortable discussing any difference of opinion about your Performance Rating with your appraiser?1) Yes-21 2) No-29) Analysis ‘The major reason for the decreased transparency rating might be due to the fact that 58% of the respondents did not feel free to express their displeasure, if any, to the rating given to them. This ean be due to decreased comfort levels with the appraiser. The appraisal system can only be efficient if it takes into consideration the employee s side of the appraisal. There ight be various aspects that the appraiser might have accidentally overlooked or certain circumstances misinterpreted which can be clarified if the employee is more open and comfortable with the employer. 13) Performance Appraisal Model RatingOverall Rating 2 1) SPoints-2 2) 6 Points-6 3) 7 Points-14 4) 8 Points-16 5) Points-12 Analysis ‘The respondents were specifically told to rate the Appraisal system by setting aside any kind of human intervention present in it by just evaluating its inherent structure and not efficiency in its execution. This helps to ascertain whether there are any flaws in the Performance Appraisal system. About 80 % of the sample has given a rating of 7 points and above. This shows the system is generally acceptable to the employees and is a good sign for Reliance Trends, The concern of the Organization should be to find out why the remaining 20 % are not very highly satisfied with the system and find out ways and means to increase their acceptability of the system,SUMMARY OF THE FINDINGS The choice of a store location has a profound effect on the entire business life of a retail operation. A bad choice may all but guarantee failure, a good choice, and success. Choosing. a retail location is, at best, a risky undertaking, Considering the consequences of choosing a location that proves to be unsuitable, it pays to get as much assistance as possible, According to a survey more than 60% of the customer prefers to shop in a retail store which is easily accessible to them. Advertising plays a very important role in achieving growth for any retail company, ‘This is evident from the fact that Advertising by Retail Industry registered a rise of 12 percent during September - November 2021 over September - November 2021 ‘The right location, trained manpower, software assistance, product with a distinct differentiation, a strong value proposition, efficient supply chain management - these are the factors that influence the success of a retail outlet, With competition in this segment increasing, differentiation and a strong value proposition assume significance. Retail cchains are realizing that they cannot be another ‘me-too" store, The differentiation today among the 5-6 retail chains has come through private labels, which in some account for as much as 70 per cent of the total merchandise in the outlet Variety offered by any retail store is of very much important to attract all type of customers in the stores. A large variety of products eaters to each segment of customers. Shopping experience within a store also has a great impact on selecting a product from a particular retail store, Overall ambience includes infrastructure facilities provided by the store such as air conditioners, lighting etc. Pricing is in fact a dramatic controller of at least 3 key strategie elements to any company’s success: Company’s image, the product and services company sells and consumer behavior. The Importance of Pricing their Products! will give them an insight into developing appropriate costing methods and the impact of getting it wrong in today’s competitive creative market. This topic should be of interest to anyone who is unsure if they are getting it right, Remember the difference between over or under-pricing their work can mean a very short future for any business. Approximately 60% customers think that Price is the most important factor while they go for shopping in a retail stores, Quality in everyday life and business, engineering and manufacturing has a pragmatic interpretation as the non-inferiority, superiority or usefulness of something. This is the most common interpretation of the term, The quality of a product or service refers to the perception of the degree to which the product or service meets the customer's expectations. Quality has no specific meaning unless related to a specific function and/or object. Quality is a perceptual, conditional and somewhat subjective attribute. And in addition to that, more than 90% of customers place quality as the most important factor than anything else in the list to shop in a retail store. More than 70% of customers place variety as an important factor to shop in a particular retail storeOUTPUTS OF PERFORMANCE APPRAISAL SYSTEM Performance Appraisal After the completion of appraisal process there is always a need for condueti analysis for each and every employee of the organization training need As per the performance assessment and comp gaps the training programs are drafted which can be cat into three stages ‘Job rotation/Job reassignment: He/she is given a period of a week to perform diff roles in relation to their current job profile so as to make them competent to perform. new role and adjust with new environment © Coaching: This type of formal/informal training is essential for entry level/ mid level employees which entails a healthy and competitive environment for work inside the organization. * Tr: perform at par and develop the required skillset which will enhance their current and future performances ning Programs/seminars: These programs helps in motivat employees to Salary Increments As per the performance review and discussion with the supervisor(s) the employees on the basis of positioning on the contribution matrix are given some monetary benefits which and extended with additional rewards.LIMITATIONS IN RELIANCE FRAMEWORK Forced distribution system Employee's caliber is not dependent on results achieved but the presence amongst the peers and it can degrade teamwork spirit and creativity which will critically impact the organizational performance. Bias by the direct reportee since there is no mechanism to check if there is any diser epancies or any kind of prerequisites in the mind of the manager Part Appraiser bias ‘This is a clear case of “Halo effect” on the mind of the employee Post discussion stage there is no discussion of the results with the employees because of which they are unknown to their performance ratingsCONCLUSION The findings in this project have confirmed that it's far vital to have a powerful performance appraisal system. The system need to be unfastened from bias in order that employees are afforded the risk to get a truthful appraisal, It shows that if appraisals aren't honest, then a worker could now not be privy to their authentic performance stage. This will have an effect on their opportunity for advancement of their jobs in the future. It could also have an effect on personnel’ moral as correct appraisal effects encourage personnel to paintings even tougher. Consequently misguided ratings results in frustrated employees, irrelevant rewards and punishment. An effective performance appraisal system is vital in any organization as this which managers’ base crucial decisions on employees’ career development. away on Accountability would enhance effectiveness; hence managers need to be held accountable for their actions, so as to ensure that they conduct appraisals free from bias due to friendship and favoritism, In the event that their rating is challenged, they should be able to show clearly how they arrived al such a grade. Bias appraisals can affect the morale of other hard working employees, resulting in mediocre performance. It ean also give the employees who receive the bias appraisals a false sense of security. In end, the overall performance system that the firm intends to enforce will permit it to meet the expectancies of its stakeholders in the end, The firm will follow all important stages which are associated with the new approach to make certain the machine is aligned to the ong term imaginative and prescient that publications its operations within the industry. extra importantly, overall performance management structures carried out via the firm will awareness on commencing up decision making procedures to allow personnel to broaden their professional talents in the long time. As a result, this could allow personnel to make contributions to the long time achievement of the business enterprise with the aid of providing valuable ideas which will improve the fine of effects attained. Appraisal structures which the employer will use will enable it to be honest to all its personnel to inspire them to attain precise outcomes in their respective workstationsBIBLIOGRAPHY http://www ril.com/OurBusinesses/Retail.aspx (Accessed: 20 February 2022), http://www ril.com/DownloadFiles/SustainiabilityReports/ril_sr2013_14.pdf (Accessed: 20 February 2022) Bibliography:Pty, P. (2013) Explain what is employee performan management ? Available at: http://www.peoplestreme.comv/what-is-performa management.shtml (Accessed: 20 February 2022) Bibliography: Ghosh, G. (2007) Fei Liang, Available at hutp:(/www slideshare.net/gautam’performance-management-24014? next _slideshow=1 (Accessed: 20 February 2022), Bibliography: (No Date) Available at: htip:/https:/www.google.co. in/utl? sant&eret=j&q=Besre=séesource=web&cd=10&cad-rjaduact-8&ved=OahUKEwikm Kj7yaiMAhVHExoKHbrtA VA QFghgMAk&url=http?3A%2F%2Fhreouncil.ca %42Fhr-toolkit?42F keeping-people-performance- management.cfin&usg=AF QiCNESZ2BGXSUsRxDDTyuxqBIAg_3Psw (Acces 20 February 2022; Bibliography: (No Date) Available at: hetp://httpsy/www coursehero.conv/file/p7gl2nv/Conclusion-Perfe Management-System-8-In-conclusion-the-performance’ (Access mance- 0 FebruaryQUESTIONNAIRE 1) Have you worked in any other Company prior to joining this Organization? A) YES B) NO 2) Were you informed about the Performance Appraisal model, used in the Organization, during your induction? A) YES B) NO 3) How do you find the Performance Appraisal Model in this Organization’? A) SIMPLE B) COMPLICATED C) OBJECTIVE D) SUBJECTIVE E) EFFICIENT F) INEFFICIENT 4) In your opinion, does the Performance Appraisal System give a proper assessment of your contribution to the Organization? A) YES: B) NO 5) How often does your Performance assessment match to your expectations? A) NEVER B) RARELY C) SOMETIMES D) OFTEN E) EVERYTIME6) According to you, how often should the Performance Review take place? A) ONCE IN A WEEK B) ONCE A MONTH C) EVERY 3 MONTHS D) EVERY 6 MONTHS E) ONCE A YEAR 7) What is your Sa faction level with the current Appraisal System? A) VERY LOW B) LOW C) AVERAGE D) HIGH E) VERY HIGH 8) Which are the areas that should be improved upon? A) STANDARDS, B) MONETORY INCENTIVES C) FREQ OF APPRAISAL D) APPRAISER 9) How important do you think is Performance Appraisal to your Performance? A) NOT IMPORTANT B) LESS IMPORTANT C) IMPORTANT. D) VERY IMPORTANT. E) MOSTIMPORTANT 10) Do you think the One on One si work environment? ns are effective in ironing out problems in the A) YES. B) NO 11) Transparency Rating of the Performance Appraisal system? A) 4 POINTS, B) 5 POINTS C) 6 POINTS D) 7 POINTS E) 8 POINTSF) 9 POINTS 12)Do you feel comfortable discussing any difference of opinion about your Performance Rating with your appraiser? A) YES f B) No 13) Performance Appraisal Model Rating? A) 5 points B) 6 points ©) T points D) 8 points E) 9 points