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INDUSTRY PROFILE: 21 ETHIC OF APPRAISAL: In many performance appraisal, due consideration must be given to the ethics of appraisal, failing which many organizational problems may crop up and the very purpose of appraisal may be defeated. In this connection, M.S.KELLOG has suggested the following do's and don'ts Don't appraise without knowing why the appraisal is needed Appraise on the basis of represented information. Appraise on the basis of relevant information Kellog maintains that these "ethical standards are most certain to be met if appraisals are accomplished by such qualifiers as: The fact on which an appraisal is based. The time period covered The purpose for which an appraisal is made. PROCESS OF PERFORMANCE APPRAISAL: Identification of KPA(key performance areas) and target setting through periodic discussions between each employee and his boss Identification of qualities required for the present and future jobs ► Self-appraisal by the appraise Performance analysis to identify factors that have facilitated and factors that have hindered performance Performance discussion and counselling to understand each other and appraise each other Final assessment by the supervising officer for administrative purpose ORGANIZATION PROFILE : Organized dairying in Andhra Pradesh began in a small way in 1960 with pilot milk supply scheme at Hyderabad. Later it was started as integrated milk project in 1967: it was first of its kind in dairy enterprise in public sector with the investment of Rs.4.35 crores. The motive of the government is to create employment and enhancing the steady income throughout the year. The total procurement has grown phenomenally

It was established with the collaboration of UNICEF (United National International Children's Education Fund), FAQ (Food and Agriculture Organization) and freedom for hunger campaign of United Kingdom, which supplied equipment valued at $10.6 millions for the project. In 1974, APDDCF was started. The Government constituted an autonomous body "Andhra Pradesh Dairy Development" to function dairy development cooperative federation Ltd. On the commercial lines to increase the turnover and efficiency APDDCF network o APDDCF milk procurement operations cover 11 districts O APDDCF is major supplier of liquid milk to twin cities Mission One BMCH L ench Manda 6-Districts covered earlier 6-Districts newly covered OBJECTIVES OF APDDCF Ltd. The main objectives of the Federation are: Organize Co-operatives of milk producers at village and district levels Provide essential inputs to enhance milk production, feed and fodder production, cross breeding programs, and veterinary aid Initiate development programs to provide effective leadership and management skills to milk producers to help them manage their own Co operatives Key Indicator Mu rchase trece 11: HUMAN RESOURCE MANAGEMENT IN APDDCF Ltd Human Resource Planning is understood as the process of forecasting organizations future demand far & supply of the right type of people in the right numbers. It is only after this that the HRM Department can initiate Recruitment & Selection process Human Resource Planning is a sub system in the total organization planning. Organizational Planning includes Managerial activities that sets the company's objective for the future and determines the appropriate means for achieving

those objectives. Human Resource Planning facilitates the realization of federations, objective by providing the right type and right number of personnel. ORGANIZATIONAL CHART Managing directors who are generally appointed by the government and belonging to the all India Cadre Service.

MANAGING DIRECTOR GENERAL MANAGER SENIOR PERSONNEL OFFICER LABOUR WELFARE OFFICER SENIOR MANAGER MANAGER (MP) ASSISTANT MANAGER (MP) JUNIOR MANAGER SENIOR ASSISTANT JUNIOR ASSISTANT TOPIC PROFILE IN THE ORGANIZATION: The approaches of performance appraisal at APDDCF are traditional and highly systematic. It involves measurements of employee characteristics and contribution Methods, techniques or tools used for appraising performance At APDDCF tools used for appraising the performance is grading method. In this rather considers certain features and marks them accordingly to a scale. The selected features are intellectual, professional ability, workoutput for the year, administrative ability, and personal qualities etc. the grade given to the employees is outstanding, very good, average and unsatisfactory Components of appraisal evaluation: The personnel department of APDDCF looks after the Appraisal system. After stating clearly the objectives of the evaluation programme. The

personnel evaluation system should address the following questions. "Who" of the appraisal? "What" of the appraisal? The "why" of the appraisal? The "When" of the appraisal? The "Where" of the appraisal? The "How" of the appraisal?