SUMMER INTERNSHIP PROGRAM AT ROVERCO APPAREL COMPANY PVT.

LTD, CHENNAI INDU M 3511140212

TOPICS
History of company Introduction

Objectives
Need and Scope Findings Recommendations Suggestions Conclusion

History of Company
Roverco is one of the finest garment manufacturing cum export houses of India. It is government of India recognized Export House and has been accredited with the ISO 9002 Certificate for quality systems. It is one of the leading manufacturers of garments. It specializes in partnering with leading fashion brands and takes care of the production and supply of quality garments that are required by these brands with 22 production facilities in locations across India, Bangladesh and Sri Lanka.

Introduction
PERFORMANCE APPRAISAL 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 in hiring employees and their contribution.

If problems are identified, steps are taken to communicate with the employee and rectify them.

OBJECTIVES
This internship project was undertaken to give a clear insight on what my areas of interests are.

To observe and understand how the various functions happens actually in an organization
To get a clear mind-set in choosing subject specialization, analysing my areas of interests

To obtain the knowledge and skills required for going further on my carrier.

NEED & SCOPE

Tool for filtering hardworking and lazy people Easy to achieve management goals

Training need identified

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, skills or job knowledge. They let him know where he stands with the Boss. Superior uses them as a base for coaching and counselling the individual.

SUGGESTIONS
The appraisal process must be viewed as a continuous activity rather than a one-a year event. Employees must be given specific instruction on how performance can be improved and must have short- and long-term goals.

Management expectations should be realistic. Activities should be set through mutual agreement with employees. Employees should be full participants in the performance appraisal process. Must understand the nature of the existed barriers that might prevent the employee success.

The managers are trained in the appraisal process.

PROBLEMS IDENTIFIED
An unfair perceived performance appraisal system. The use of inconsistent criteria which may lead to negative attitude toward the appraisal system. Unskilled appraisers who lack communication skills and consequently are not able to conduct an effective performance feedback.

Absence of tools aiming to improve the performance appraisal system .

Finally the lack of the senior management support.

CONCLUSION
This research indicated many areas to be improved in the appraisal system such as the use of explicit evaluation criteria

An open and sincere feedback

A greater senior management support A process perceived as being fair by employees and finally a structure in which improvements in performance appraisals may be facilitated

Cont
The implementation of a Performance Appraisal System rests on the shoulders of the manager and he must ensure that it is done properly. The system must be based on a deep regard for people and recognize that employees are the most important resource.

THANK YOU