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Overview of NGOs

Non Government Organization (NGO)

NGOs can be defined as non-governmental organizations, which are non profit, publicservice contractors driven more by concern with values than with bottom lines and markets.

Thus NGOs are private in form but public in purpose. It can also be defined as anindependent, flexible, democratic, secular, non-profit peoples organization working forand/or assisting in the empowerment of economically and socially, marginalized groups.

NGOs originally emerged as a consultative body, which played a role in helping government

bodies set up agendas for certain sectors of the society, and in making appearances toadvocate policies.

They hardly ever represented the actual role that is played by the NGO today, as a continuumranging from dependency on government and the UN, interdependence and independence toisolation to virtual opposition.

The Akshaya Patra Foundation

Akshaya Patra works in partnership with various State Governments of India to provide

millions of underprivileged children across the nation with school lunch. It was founded in

the year 2000 and now they are worlds largest NGO run mid-day meal program, present in

18 locations of the country.

It had started by feeding 1500 children from a temporary kitchen in Bangalore; the program

is currently distributing freshly cooked, healthy meals daily to over a million underprivileged

children in over 5,700 government schools in seven states through 17 kitchens in India. A

public-private partnership project, Akshaya Patra is a secular program that claims to combine

good management, innovative technology and smart engineering to deliver school lunch at a

fraction of the cost of similar programs in other parts of the world.

The Akshaya Patra Foundation focuses on Hunger and Poverty issues, especially related to

school children; providing free nutritious meals in schools to encourage education among

underprivileged. It costs $28 to feed a child daily for the entire school year. With an average

government subsidy of 50 percent, $28 can feed two children. For many of the children this is

their only complete meal for the day. This gives them an incentive to come to school, stay in


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school and provides them with the necessary nutrients they need to develop their cognitive

abilities to focuson learning.

Objectives of the study

1. To know and understand the performance appraisal system followed in the Akshayapatra.

2. To know the fringe benefits given by the Akshaya patra to its workers and theirsatisfaction level.

3. To assist and give suggestion to improve workers participation in the organization.4. To suggest on any further possible changes.

Title of the study:

Performance Appraisal System at Akshaya Patra.

Need for the study

Performance appraisal has been considered as a most and in dispensable tool for anorganization, which is highly useful in making decision regarding various personal aspectssuch as promotion, merit, increment and for self development etc. It also provides a basis for

judging the effectiveness of employees and workers, their training and compensation.

Accurate information plays a vital role in the organization as a whole and with this validinformation the management can think of giving training or counseling to its employees andworkers if it is necessary.

Primary data:

Personal interaction .Questionnaire


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Secondary data:

The sources of secondary data are

Manuals of the organization Official documents and annual reports Internet source

Sample size

Sample size is 100

Findings

1. From the above study it was found that 100% of workers said that they are aware ofperformance appraisal method i.e., Behavioral method.

2. It was found that 100% of workers agrees that performance appraisal serve thepurpose like promotion, increment, self-development and motivation because they are

getting yearly wise increment and advances are provided to the workers if needed by

organization.

3. It was noticed that 100% of workers are satisfied with the performance appraisalsystem followed in Akshaya patra because of the confidence, regular, motivation and

recognition by the management.

4. It was noticed that 71% of workers are saying that training program is not required toimprove their performance because of proper guidelines by management and they are

training themselves by doing work. And 29% of workers saying that they need

training program to educate them apart from work.

5. From the above study it was noticed 57% of workers are saying that there is no needto take any measures to improve workers participation because the existing system is

good and well structured. And 43% of workers are saying that there is a need to take


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measures with respect to completing the work as early as possible in order to save

time.

Suggestions

1. Organization must appoint a one more HR person to look into the workers problems,their appraisal and has to counsel them monthly.

2. Organization has to take some measures to educate workers apart from their work likesome training programs, awareness and literacy programs so that workers will exposeto new things.

3. Organization has to take decision with respect to completing their work as early aspossible so that workers of for away places can reach early to their houses.

4. Organization has to give training programs mainly to cooks in order to improve theirefficiency and working speed.

5. If organization has more job rotation for its workers it will be good to improveworkers participation so that they will get ideas about other work.


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PERFORMANCE APPRAISAL: Theoretical Framework

IntroductionPerformance appraisal is essential to understand and improve the employees performancethrough HRD. It was viewed that performance appraisal was useful to decide upon employeespromotion/transfer, salary determination and the like. But the recent developments in humanresources management indicate that performance appraisal is the basis for employeedevelopment.

Performance appraisal is a powerful tool to calibrate, refine and reward the performance ofthe employee. It helps to analyze his achievements and evaluates his contribution towards theachievements of the overall organizational goals. By focusing the attention on performance,

performance appraisal goes to the heart of personnel management and reflects themanagements interest in the progress of the employees.

Meaning of Performance Appraisal

Performance appraisal is refers to the evaluating employee contribution to the job. It is amethod of evaluating the behavior of employees in the work spot, normally including boththe quantitative and qualitative aspects of job performance.

Performance appraisal is systematic/ periodic evaluation of an individual of an individual in ajob.

In order to find out whether an employee is worthy of continued employment or not, and ifso, whether he should receive a bonus, a pay rise or promotion, his performance needs to beevaluated from time to time.

Performance appraisal is the systematic description of an employees job -relevantstrengths and weakness.

The basic purpose is to find out well the employee is performing the job and establisha plan of improvement.

Performance appraisal is not job evaluation. Performance appraisal refers to how wellsomeone is doing the assigned job. Job evaluation determines how much a job isworth to the organization and, therefore, what of pay should be assigned to the job.


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Methods of performance appraisal

_______________________________________________________

Traits Methods Behavioral Methods Results Methods

1. Graphic rating scales 1. Behavioral Checklist 1. Productivity MeasuresMethod

2. Ranking Method 2. Critical Incident Method 2. Balanced Scorecard3. Paired comparison 3. Behaviorally anchored 3. Human Resource

Method Rating Scales Accounting

4. Forced Distribution 4. Behavioral Observation 4. Management By5. Checklist Method Scales Objectives6. Essays/Free Form 5. Assessment Centre

Appraisal

7. Group Appraisal 6. Psychological appraisal8. Confidential Reports

Trait methods

Trait methods to performance appraisal measure the extent to which employees possess

traits or characteristics like dependability, creativity, initiative, dynamism, ability to motivate

and leadership.

1. Graphic rating scalesIt compares individual performance to an absolute standard. In this method

judgments about performance are recorded on a scale. The appraisers are supplied with

the printed forms, one for each employee. These forms contain a number of objectives,

behavior and trait based qualities and characters to be rated like quality and volume of

work, job knowledge, dependability, attitude etc.


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2. Ranking method

Under this method the employees are ranked from best to worst on somecharacteristics. The rater first finds the employee with the highest performance and the

employee with lowest performance in that particular job category and rates the former

as the best and latter as the poorest. Then the rater selects the next highest and next

lowest and so on until he rates all the employees in that group.

3. Paired comparison methodUnder this method, the appraiser ranks the employees by comparing one employee

with all other employees in the group, one at a time. This method results in each

employee being given a positive comparison total and a certain percentage of the total

positive evaluation.

4. Forced distribution methodThe rater may rates his employees of the of the higher or at the lower end of the scale

under the earlier methods. Under this method, the rater after assigning the points to the

performance of each employee has to distribute his ratings in a pattern to confirm to

normal frequency distribution.

5. Checklist methodThe checklist is simple rating technique in which the supervisor is give n a list of

statements or words and asked to check statements representing the characteristics and

performance of each employee. There are 3 types of methods, viz., simple checklist,

weighted checklist and forced choice method.

a) Simple checklist method:This checklist consists of large number of statements concerning an employee

behavior. The rater checks to indicate the behavior of an employee is positive or

negative to each statement. Employee performance is based on the basis of

positive checks. The negative checks are not considered in this method.


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b) Weighted checklist:

It involves weighting different items in the checklist, having a series of

statements about an individual, to indicate that some are more important than

others. The rater is expected to look into the questions relating to the employeesbehavior, the attached rating scale and tick those traits that closely describe the

employee behavior.

c) Forced choice method:Under this method, a large number of statements in groups are prepared. Each

group consists of four descriptive statements concerning behavior. Two statements

are most descriptive and two are least descriptive of each tetrad.

6. Essay or free form appraisalThis method requires the manager to write a short essay describing each

employees performance during the rating period. This format emphasizes evaluation

of overall performance, based on strengths/weaknesses of employee performance,

rather than specific job dimensions. This technique minimizes supervisory bias and

halo effect.

7. Group appraisalUnder this method, an employee is appraised by a group of appraisers. This group

consists of the immediate supervisor of the employee, to other supervisors who have

close contact with the employees work, manager or head of the department and

consultants. The head of the department or manger may be the chairman of the group

and the immediate supervisor may act as the coordinator for the group activities.

8. Confidential reportsAssessing the employees performance confidentially is a traditional method of

performance appraisal. Under this method, superior appraises the performance of his

Subordinates based on his observations, judgment and intuitions. The superior keeps

his judgment and report confidentially. In other words, the superior does not allow the

employee to know the report and his performance.


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Behavioral methods

While trait methods measure various characteristics, behavioral methods measures the

employee behavioral skills on a continuum. These methods describe which behavior needs to

be exhibited and suggest the employees to develop such behaviors.

1) Behavioral checklist methodA checklist is designed with the list of statements that describe the behavior

essential for employee performance. The appraiser checks whether the appraisee

possesses them or not. Employees performance is rated based on the behavioral skills

that the employee possess to the total statements.

2) Critical incident methodUnder this method employees are rated discontinuously, i.e., once in a year or six

months under the earlier methods. The performance rated may not reflect real and

overall performance as the rater would be serious about appraisal just two or three

weeks before the appraisal.

3) Behaviorally anchored rating scalesThis method combines elements of the traditional rating scales and critical incidents

methods. Using BARS, job behaviors from critical incidents- effective and ineffectivebehaviors are described more objectively. The method employs individuals who are

familiar with a particular job to identify its major components.

4) Behavior observation scalesThe appraiser, under this method, measures how frequently each of the behavior has

been observed. Appraiser plays the role of the observer rather than judge and provides

the feedback to the appraisee continuously.

5) Assessment centreIn this approach, individuals from various departments are brought together to spend

two or three days, working on an individual or group assignment similar to the ones

they would be handling when promoted. Observers rank the performance of each and

every participant in order of merit.


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6) Psychological appraisal

Psychological appraisals are conducted to assess the employees potential. It consists

of In- depth interviews, psychological tests, consultations and discussions with the

employee, discussions with the superiors, subordinates and peers and reviews of otherevaluations.

Results methods

Organizations of contemporary periods evaluate employee performance based on

accomplishments they achieve rather than based on behavioral factors/traits. Employee

accomplishments include sales turnover, number of units produced, number of customer

served, number complaints and the like.

1) Productivity MeasuresUnder the productivity measures of performance appraisal, employees are appraised

based on the ratio of output they turned out to the input they used. For example, sales toemployees salary and benefits, number of clients served per day etc.

2) The balanced ScorecardThis score was developed by Robert Kaplan and David Norton. It brings the linkages

among financial, customer, process and learning. Learning and people management

contribute to the enhancement of internal process.

3) Human resource AccountingIt deals with cost of and contribution of human resources to the organization. Cost of

the employee includes cost of manpower planning, recruitment, selection, induction,placement, training, development, wages and benefits etc. Employee contribution is themoney value of employee service which can be measured by labor productivity or valueadded by human resources.

4) Management by ObjectivesMBO is a process whereby the superior and subordinates managers of an organization

jointly identify its common goals, define each individuals major areas of responsibility interms of results expected of him, and use these measures of guides for operating the unit andassessing the contribution of its members. Thus, MBO focuses attention on anticipatively setgoals that are tangible, verifiable and measurable.


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Name of the organization: Akshaya patra Foundation


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Year of establishment: July 17, 2004

Type of organization: NGO

Number of employees: 290

Vision: No child should be hungry in our country and hunger

should not be an obstacle to education.

Mission: To feed five million underprivileged children by 2020

Branches: Bangalore, Mangalore, Mysore, Hubli-Dharwad, Bellary,

Andhra Pradesh, Rajasthan, Uttar Pradesh, Orissa,

Gujarat, Chhattisgarh, Assam.

Departments: Accounts Dept, Kitchen Dept, Kitchen Maintenance Dept,

Stores/purchase Dept and Distribution Dept.

Location: The Akshaya Patra Foundation,

Hubli-Dharwad Road, Rayapur,

Hubli.

Focus: Hunger and poverty issues, especially related to children;


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Providing free nutritious meals to encourage education among

the underprivileged children.

Status: Secular, chartable and not for profit Trust

Target Group: Underprivileged school children

Tax status: 100 percent income tax exemption for donations made to the

Akshaya patra program under section 35 AC/80GGA(bb) of the

Indian Tax Code.

Phone: 0836-2225378

E-mail: [email protected]

Web: www.akshayapatra.org

Fax: 2222178
http://www.akshayapatra.org/http://www.akshayapatra.org/


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Organizational structure

Sri Madhu Pandit Das

Operation

Manager

Program

Coordinator

General

Mana erFinanceStores

Purchase

House

Keeping

Quality

AssuranceProduction

Human

Resource

Vehicle

Maintenance

Kitchen

Maintenance

Vegetable

cutting

supervisorLabors

Vessel Washing

Supervisor


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President & governing BodyISKCON Karnataka

Chairman- the Akshaya Patra Foundation

Chairman- The Indian Heritage Foundation

B.tech and M.tech in civil Engineering from IIT Mumbai

President of ISKCON since 1982 & Head of Association


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Location Number of Children Number of Schools

Bangalore 2,12,261 981

Mysore 13,250 55

Mangalore 17,000 99

Hubli/Dharwad 1,82,000 794

Bellary 1,18,429 496


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Akshaya Patra works in partnership with various State Governments of India to provide

millions of underprivileged children across the nation with school lunch. It was founded in

the year 2000 and now they are worlds largest NGO run mid-day meal program, present in

18 locations of the country.

It had started by feeding 1500 children from a temporary kitchen in Bangalore; the program

is currently distributing freshly cooked, healthy meals daily to over a million underprivileged

children in over 5,700 government schools in seven states through 17 kitchens in India. A

public-private partnership project, Akshaya Patra is a secular program that claims to combine

good management, innovative technology and smart engineering to deliver school lunch at a

fraction of the cost of similar programs in other parts of the world.

The Akshaya patra Foundation focuses on Hunger and Poverty issues, especially related to

school children; providing free nutritious meals in schools to encourage education among

underprivileged.

The Sanskrit term Akshaya Patra, which means the inexhaustible container, has its origins

in Indias famous epic Mahabharata. Akshaya Patra is secular and child inclusive and is

provided only in Government schools. Akshaya Patra pioneered the use of technology for

cooking food to minimize cost, time and labor.


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This kitchen is developed on the principle of gravity to increase efficiency and save time of

cooking. The four-item menu for thousands of children is prepared in just four hours,

everyday.

The worlds largest kitchen which is having capacity to prepare food for nearly 2,50,000children per day.Akshaya Patra uses a centralized, automated kitchen infrastructure to ensure

hygiene and efficiency.The organization sources its food stocks from local markets, thereby

reducing costs associated with transportation and food spoilage while supporting the local

economy.

The organization has an experience work force, high qualified cooks and sophisticated

infrastructure and modern machines for quick and better process. It mainly concentrating the

lives of underprivileged children and their families by evolving a free meal program in

government schools in partnership with government of Karnataka and government of India.

Menu planning for the meals is based on scientific research of nutritional experts to ensure

the best nutritional combination for childs overall development. The food is transferred to

thousands of schools in a systematic and well-planned manner through custom-built vehicles.

The seamless logistics of Akshaya patra have become a case study for various premier

management institutions.

The storage system and inventory management ensures that raw materials are kept as fresh as

possible. Cold storage and other methods are employed to keep stocks dry; ISO 22000

standards are implemented to eliminate all food safety hazards. A self-help group of women

are formed in each village and these women are given basic training in various aspects ofcooking, hygiene, nutrition, etc.

Administrative teams ensure that their accounts are maintained electronically, while the IT

teams ensure that all stakeholders are informed of the activities through websites, email and

other forms medium.


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Study area

Akshaya Patra, Hubli.

Primary data:

The sources of primary data are

Personal interactionIt includes interaction with the HR executives and workers of all the hierarchy to

understand the norms.

QuestionnaireIt has been designed to get the feedback, opinion, benefits and methods of

performance appraisal followed in the Akshaya patra.

Secondary data:

The sources of secondary data are

Manuals of the organizationIt has been referred to know the organizational functions, branches, their

employees and its history so on.

Official documentsIt has been referred to know the types of performance appraisal methods the

organization is following with respect to workers; it includes confidential reports ofworkers and other procedures.

Internet sourcesIt has been referred to get the recent updates of all the branches of Akshaya patra

And so on


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Sample unit:

Workers of all age group (Akshaya patra Foundation), Hubli.

Sampling method

It is selective sampling because from total population we have selected particular workgroup.

Sample size:

Sample size is 100

It includes

50 from kitchen Maintenance departments

50 from cooks

Data presentation:

The data collected have been presented in the form table and graphs to interpret the report ina well manner.

Statistical tools used to analyze the data

SPSS software has been used to analyze and to interpret the data.

Terms and concepts used in the study

Introduction of performance appraisal and its needs, benefits and methods of performance

appraisaland to get the theoretical framework.


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Classification of workers based on Age

Graph No.1

From the above table it is revealed that 54 percent of workers are lies in the age class of

21-30 years, 37% of workers comes under the age class of 31-40 years and remaining

9% workers comes under the age class of 41-50 years.

Classification of workers based on age

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid 21-30 54 54.0 54.0 54.0

31-40 37 37.0 37.0 91.0

41-50 9 9.0 9.0 100.0

Total 100 100.0 100.0


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1. Are you aware of the performance appraisal system followed in the Akshaya

patra?

Graph No. 2

From the above table it is revealed that 100% of workers said that they are aware of the

performance appraisal system followed in the organization.

Aware of performance appraisal followed in Akshaya patra

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid 2 2.0 2.0 2.0

Yes 100 98.0 98.0 100.0

Total 102 100.0 100.0


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2. Do you think that performance appraisal serve the purpose like promotion,

increment, selfdevelopment and motivation etc

Graph No.3

It reveals that 100% workers agreed that performance appraisal serve the purpose

like promotion, increment, self- development and motivation etc.

It serves the purpose like promotion, increment, self-development and motivation

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid 2 2.0 2.0 2.0

Yes 100 98.0 98.0 100.0

Total 102 100.0 100.0


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3. In your opinion, whether you have satisfied with the performance appraisalfollowed in the Akshaya patra?

Graph No.4

This table reveals that all 100 workers are satisfied with performance appraisal system

followed in the Organization.

Satisfied with the performance appraisal system

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid 2 2.0 2.0 2.0

Yes 100 98.0 98.0 100.0

Total 102 100.0 100.0


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4. Performance appraisal is conducted on a

Graph No.5

This table reveals that 58% of workers agreed that performance appraisal

should be conducted for half- yearly and 42% of workers for yearly basis.

performance appraisal is conducted on

Frequency PercentValid

PercentCumulative

Percent

Valid 2 2.0 2.0 2.0

Yearly 42 41.2 41.2 43.1

Half-

yearly58 56.9 56.9 100.0

Total 102 100.0 100.0


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5. Do you feel that it is necessary to provide feedback to the employees once theperformance appraisal is over?

Graph No. 6

From the above table it is concluded that 73% of workers are strongly agree and

27% agree that it is necessary to provide feedback to the workers once the performance

appraisal is over.

feedback to the employees

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid 2 2.0 2.0 2.0

Strongly

Agree73 71.6 71.6 73.5

Agree 27 26.5 26.5 100.0

Total 102 100.0 100.0


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6. Do you think that the training programs need to be conducted to improve your

performance?

Graph No.7

This table reveals that 71% of workers said that training program is not required and

29% of workers said that they need training program to improve their performance.

7. Do you have job rotation in your organization?

Training programs need to be conducted

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid 2 2.0 2.0 2.0

Yes 29 28.4 28.4 30.4

No 71 69.6 69.6 100.0

Total 102 100.0 100.0


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Graph No.8

This table reveals that 56% of workers are having job rotation and 44% of workers are

not having the job rotation in their work.

8. Which are all the factors motivated you to work in the organization?

Job rotation in your organization

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid 2 2.0 2.0 2.0

Yes 56 54.9 54.9 56.9

No 44 43.1 43.1 100.0

Total 102 100.0 100.0


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Graph No.9

From the above table it is concluded that 60% of workers are motivated to work in

organization because of good working environment, 32% of workers motivated because

of increment and 8% of workers because of good pay.

Factors motivated to work in the organization

Frequenc

y Percent

Valid

Percent

Cumulative

Percent

Valid 2 2.0 2.0 2.0

Increment 32 31.4 31.4 33.3

Working

environment60 58.8 58.8 92.2

Good pay 8 7.8 7.8 100.0

Total 102 100.0 100.0


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9. In your opinion, whether organization has to take any measures to improve

workers participation.

Graph No.10

From the above chart it is concluded that 57% of workers are saying that there is no

need take any measures to improve workers participation and 43% of workers says that

organization has to take measures to improve workers participation.

Measures to improve workers participation

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid 2 2.0 2.0 2.0

Yes 43 42.2 42.2 44.1

No 57 55.9 55.9 100.0

Total 102 100.0 100.0


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10.Are you aware of the benefits given by the Akshaya patra?

Graph No.11

This chart reveals that all 100 workers are aware of the benefits given by the Akshaya

Patra.

Aware of benefits given by organization

Frequency PercentValid

PercentCumulative

Percent

Valid 2 2.0 2.0 2.0

Yes 100 98.0 98.0 100.0

Total 102 100.0 100.0


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Findings


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1. From the above study it was found that 100% of workers said that they are aware of

performance appraisal method i.e., Behavioral method.

2. It was found that 100% of workers agrees that performance appraisal serve thepurpose like promotion, increment, self-development and motivation because they aregetting yearly wise increment and advances are provided to the workers if needed by

organization.

3. It was noticed that 100% of workers are satisfied with the performance appraisalsystem followed in Akshaya patra because of the confidence in their work, regular,

motivation and recognition by the management.

4. From the above study it was found that 73% of workers are strongly agree that it isnecessary to provide feedback to the workers once the performance appraisal is over.

5. It was noticed that 71% of workers are saying that training program is not required toimprove their performance because of proper guidelines by management and they are

training themselves by doing work. And 29% of workers saying that they need

training program to educate them apart from work.

6. It was noticed that 56% of workers are benefited from the job rotation and 44% ofworkers are saying that job rotation is not necessary.

7. It was noticed that 60% of workers are saying that working environment is theimportant factor which motivated them to work in the organization.

8. It was noticed that none of the factors are hindering the performance of the workers.9. From the above study it was noticed 57% of workers are saying that there is no need

to take any measures to improve workers participation because the existing system is

good and well structured. And 43% of workers are saying that there is a need to take

measures with respect to completing the work as early as possible in order to save

time.

10. It was noticed that all 100 workers are aware of the benefits given by the Akshayapatra i.e., under factory act there are getting P.F, E.S.I, Gratuity and medical camp for

workers and their children.


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Suggestions

1. Organization must appoint a one more HR person to look into the workers problems,their appraisal and has to counsel them monthly.

2. Organization has to take some measures to educate workers apart from their work likesome training programs, awareness and literacy programs so that workers will expose

to new things.

3. Organization has to take decision with respect to completing their work as early aspossible so that workers of for away places can reach early to their houses.

4.

Organization has to give training programs mainly to cooks in order to improve theirefficiency and working speed.

5. If organization has more job rotation for its workers it will be good to improveworkers participation so that they will get ideas about other work.


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Human resource management and Industrial relations

-by P. Subba Rao

Annual report of Akshaya Patra Foundation, Hubli.

Its web site: www.akshayapatra.org


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Questionnaire


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Dear Sir/madam,

I, Royston Gomes pursuing MBA at Institute of Excellence in Management

Science, Hubli. As part of curriculum, I have undertaken the project on the topic

performance appraisal in Akshaya Patra Foundation. So I kindly request you to

answer the following questions and responses provided will be kept confidential and will

be purely used for academic purpose only.

Personal profile

a)

Name:b) Age :c) Designation:d) Experience:

1. Are you aware of the performance appraisal system followed in the Akshaya Patra?a) Yes b) No

If yes which method______________________________________________________

2. Do you think that performance appraisal serve the purpose like promotion, increment,self development and motivation etc.

a) Yes b) NoIf yes how_______________________________________________________________

_______________________________________________________________________

If no why________________________________________________________________

________________________________________________________________________

3. In your opinion, whether you have satisfied with the performance appraisal followed inthe Akshaya Patra?


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a) Yes b) NoIf yes in what way______________________________________________________

If no why____________________________________________________________

4. Performance appraisal is conducted on aa) Monthly b) Quarterlyc) Half yearly d) Yearly

5. Do you feel that it is necessary to provide feedback to the employees once theperformance appraisal is over?

a) Strongly agree b) Agreec) Disagree d) Strongly disagree

6. Do you think that the training programs need to be conducted to improve yourperformance?

a) Yes b) NoIf yes in what way________________________________________________

_______________________________________________________________

If no why_______________________________________________________

_______________________________________________________________

7. Do you have job rotation in your organization?


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a) Yes b) NoIf yes whether it has benefited______________________________________________

If no whether it is necessary________________________________________________

8. Which are all the factors motivated you to work in this organization?a) Increment b) Promotionc) Working environment d) Good pay

If any mention____________________________________________________

________________________________________________________________

9. What are all the factors that are hindering your performance?__________________________________________________________________________

__________________________________________________________________________

10.In your opinion, whether organization has to take any measures to improve employeesand workers participation.

a) Yes b) NoIf yes in what way________________________________________________________

______________________________________________________________________

If no why_______________________________________________________________

_______________________________________________________________________

11.Are you aware of the benefits given by the Akshaya patra?


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a) Yes b) NoIf yes mention___________________________________________________________

_______________________________________________________________________

Any comments/suggestions you would like to make:

________________________________________________________________________

________________________________________________________________________

________________________________________________________________________

Thank you

Medical camp on 17/07/2010


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Akshaya patra Foundation had conducted medical camp for all its workers as

part of ESI on 17/07/2010, Saturday.

Doctors from ISO had come to check the workers and nearly 250 workers had

benefited from this medical camp.


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Documents

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