About company: Profile : Success is a journey not a destination.

CavinKare began with a young mind choosing the road less taken. In 1983 with a single product, CavinKare started out as a small partnership firm. The Company that began its journey as Chik India Ltd was renamed as CavinKare Pvt. Ltd (CKPL) in 1998. With innovative Entrepreneur C.K. Ranganathan at the helm, CavinKare emerged into a successful business enterprise. CavinKare Group has crossed a turnover of 10165 million INR in 2010-2011. The Company has employee strength of around 3000, an all India network of 1300 Stockists catering to about 25 lakh outlets nationally. CavinKare's astute professionalism, innovative products and consistent quality are results of its significant corporate practice.

Vision:
We shall achieve growth by continuously offering unique products and services that would give customers utmost satisfaction and thereby be a role model.

Values and Beliefs:

Ethical Behaviour

Excellence

Innovation

Ownership

Stakeholder's Delight

Business unity: Personal care:

Food Snacks Beverages Dairy products

Group companies:
Trend invogue United agro care.

Performance appraisal in CavinKare ;

Definition of performance appraisal.

Performance appraisal is the systematic description of an employee's job relevant strengths and weaknesses."

Objective for appraisal :

To evaluate the performance of the employees against their KRAs / Targets / Project assigned. To assess the employee on their behavioral aspects To identify employees with potential and develop them to handle higher responsibilities.

Coverage:
This system would be applicable to all the CK employees . However,this system would exclude SRs, Associates , and temporary staffs.

Appraisal period:
Appraisal period Time of appraisal KRA period Twice in a year April and October every year. April appraisal oct to mar October appraisal april to sept

Eligibility:
Eligibility/entitlement - Employees joined after 1st Jan will not be eligible for this Appraisal.

Similarly, for mid year review, employees joined after 1st July will not be eligible for the appraisal.

Key Rating Area (KRA).

KRAs are the specific goals and objectives that individuals in an organization are expected to achieve in a specified period to achieve the goals of the jobs. To be relevant to the business context KRAs of an individual need to be closely aligned to the department he OR she is a part of, and those of the department to the organization and business at large.

Types of KRAs in CavinKare:

Business Results (BR)
Any work that is carried out by the employee and that can be measured against the standards / targets set. eg. Sales Target vs Achievements, Market Shares, Pay Roll Administration. Delivery of Materials etc.

Organisation Capability Building (OCB)

Building own capacities. Building team capacities. Improvement of systems and processes .

Appraisal table in CavinKare:

S.N o 1. Functions Grades Business Results (BR) 60 Organisation Capacity Building (OCB) 40

2.

3. 4.

Sales, Marketing, Sourcing, Logistics, Development part of R&D, Foods Operations Finance, Legal, HR, Information Systems, Research part of R&D Sales All other functions

1-5 bands

1-5 bands 6&7 bands 6&7 bands

40

60

60 75

40 25

Measurement

of

an

effective

appraisal

system

measurements in CavinKare:

Review the measurement of performance against KRAs.

Identification and feedback on strengths and areas of improvements of the employee.

Identification of employee potential for career and succession.

Effective job redesign, job enrichment and rotation.

Establishing clear outline for reporting.

Manager and subordinate can improve their mutual understanding.

T&D Plan based on appraisal to be created for the Appraise.