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Name Of Table 2.1 Milestone 3.1 Before The Appraisal 3.2 During The Appraisal 3.3 After The Appraisal 8.1 Department Vs Sole Purpose 8.2 Department Vs Area Of The Improvement 8.3 Department Vs Training 8.4 Department Vs Value Addition 8.5 Department Vs Performance Improvement

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Contents

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INTRODUCTION COMPANY ORGANIZATION

2.1 The Adani Group 2.2 Group Values 2.3 Achievement Of The Adani Group 2.4 Business Area Of The Company Include 2.5 Vision And Mission

2.6 Strength Of the Adani Group 2.7 Culture Of The Adani Group 2.8 Milestones. FUNCTIONAL AREA
3.1 Presentation Of Data 3.2 The Performance Apprisal At Adani Enterprises 3.3 The Stages With The Appraisal Process 3.4 Basic Norms 3.5 Different Aspects Of The Organization Using The 7-S Framework 3.6 Future Plan Of The Company 3.7 Significant Accounting Policies And Notes To Accounts

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FINANCIAL ANALYSIS 4.1 Interpretation Of Balance sheet 4.2 Interpretation Of Profit & Loss A/C 4.3 Interpretation Of Cash Flow 4.4 Key Ratio Interpretation LEARNING PART- 2 PROJECT STUDY OVERVIEW OF THE PROJECT 6.1 Project Title 6.2 Nature Of Problem 6.3 Objective 6.4 Utility Of The Study RESEARCH 7.1 Approach 7.2 Source Of Data 7.3 Methods Of Data Collection 7.4 Sampling

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DATA ANALYSIS AND INTERPRETATION 8.1 The Appraiser Perspective 8.2 The Appraise Perspective 8.3 Interview With The Appraiser 8.4 Interview With The Appraise CONCLUSION AND LIMITATION RECOMMENDATION AND SUGGESTIONS REFERENCES

Sr.No Name Of Graph Pg.No. 3.1 Bell Shaped Curve 4.1 Current Ratio 4.2 Quick Ratio 4.3 Debt Eqity Ratio 4.4 Gross Profit Ratio 4.5 net profit ratio 4.6 interest coverage ratio 4.7 inventory turnover ratio 4.8 Debtors Turnover Ratio 4.9 Fixed Assets Turnover Ratio 4.1 Return On Assets 4.11 Return On Capital Employed 4.12 Earning Per Share 4.13 Dividend Per Share 8.1 The Rate Of Overall View Of Apprisal Exercise 8.2 Sole Purpose Of The Appraisal 8.3 Identification Of Area Of Improvement 8.4 Trainning Helps In Development Of Skills 8.5 Value Addition In Review Discussion 8.6 Performance Improvement 8.7 Value Addition 8.8 Improve Of Performance 8.9 Area Of Improvement 8.1 Trainning Helps In Development Of Skills

Administration

Complete the paperwork required for the results of the appraisal. Make sure the appraise signs on the bottom line. Make the calendar on when your next appraisal session with the person will be.

Follow-up Learning

Follow-up on agreements made during the appraisal. Review what you have learnt about the employee, your records and systems, yourself, the appraisal process and your management style.

Keep good records Review previous goals

Both praise and criticism are most meaningful when supported bygoals to evaluate Use previous factual examples progress Seek feedback from others who work with the appraise in areas they will in advance so that you Prepare have objective knowledge of and get examples can deliver the message that you were available intend to on a time set aside at Agree least one hour. Avoid positioning the appointment, and give the employee full attention.

Get input from others Prepare carefully Prepare administrative details

Select a location- office or conference room is best. Ask employee to prepare-ask the employee to review his/her goals, and come prepared with questions.

Explain the meeting agenda Outline what is about to happen for the session. Encourage communication Listen

Encourage two-way communication Ask for ideas on how they can improve their performance Ask for how they feel you can help then Ask for feedback on the appraisal section Stay focused Keep the session focused on past and future performance, summaries discussion issues often to ensure agreement The employee expects and should know what he/she needs to improve

Communicating shortcomings

Be open

Be versatile and openminded if you hear things that cause you to change your opinion Being with the positive things that were well done.

Evaluation process

Follow this with areas that need improvement and a plan on how address them.

Conclude with a reinforcement of your desire to help the person grow and improve

Making promises

Review goals

Dont make promises you do not have control over (e.g. salary increments, promotions, transfer etc) Concentrate on a few areasthings that make a difference. Try to encourage continuation and growth in the areas of strength. Set up smart goal that will build strength in areas needing attention.