Perf Mangmnt

Performance Management System at Omax Autos Ltd .

Presented By :Richa Somvanshi ( 085 ) Shweta Bhandari ( 005 )

Omax Autos Ltd . Omax Auto Ltd. was incorporated in year 1983.Company is

promoted by Mr. Jatender Mehta and Mr. Ravinder Mehta. Company is a member of Munjal group of companies in the auto ancillary industry. Company supplies its products to Hero Honda, Maruti Udyog, Escorts, Bharat seats and other well-known manufacturers of automobile industry. Amongst top 10 Auto Component Manufacturers in India. MISSION-“We are dedicated, proactive, loyal & accountable group of people with a quest for excellence through latest technology, people empowerment & brand Equity to produce world class products by adopting best business practices & ethics”. 

Business Areas

Automotive

Railway & defense supplies

Engineering

Metal Home furnishing

Organizational Structure

Levels of Management The Management has already been classified into different

categories:  (i) Top level Management  (ii) Middle level Management  (iii) Junior level Management  (iv) Lower level Management Top level comprises of GM, AGM. Middle level comprises of Manager, Assistant Manager, and Senior Engineer. Junior level comprises of Engineer, Executives. Lower level Comprises of dispatcher, peons and others.

Objectives üProvide a basis for promotion/ transfer/ termination. üEnhance employees’ effectiveness by helping to identify their strengths and weaknesses. üDevelop inter-personal relationships. üIdentify training and development needs. üAid wage administration. üImprove communication. üIncrease motivation to perform effectively ü

Performance Appraisal Process

1 . Performance Planning Starts in June/July of current year. Employee & supervisor meet to: 1)Review the employee position & key accountabilities . 2)Decide how the employee’s accountabilities relate to departmental needs & goals. 3)Identify competencies which are to be demonstrated. 4)Clearly outline the results expected. 5)Discuss the available resources. 6)Write the action plan. 

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2 . Ongoing Coaching Employee & supervisor meet periodically throughout the cycle to: 1)Provide each other with feedback. 2)Discuss progress & reinforce achievements to date. 3)Clarify any issues that may have arisen. 4)Modify the plan if circumstances have changed. 

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3 . Performance review preparation Occurs in March of current year. Employee: 1)Completes a self assessment by reviewing own performance over the past year. 2)Prepares ideas for next year’s development plan. Supervisors: 1)Gathers information from discussions throughout the cycle. 2)Review employee’s performance results, strengths, skills & competencies. 3) 

4 . Performance Review Done at the end of the cycle i.e. April/May of the following year. Employee & supervisor meet to: 1)Review performance of accountabilities against the expectations agreed upon at the beginning of the cycle. 2)Review competency strengths & weaknesses. 3)Discuss development of employee skills, interests or career. 4)Record & sign the final performance results. 

FORMAT OF KRA SHEET

Contd …… The KRA’s account for 80% of performance appraisals

and rest 20% are for competency. The competency standards are set according to the management levels. Once both the competency form and KRA’s form are ready the information sheet is attached with the sheet which accounts for  (1) Trainings required  (2) Trainings undergone  (3) The impact of the training imparted  (4)Compensation

Feedback - Let the Employee Know Where He Stands 

To help employees do a better job by clarifying what

is expected of them To plan opportunities for development and growth To strengthen the superior-subordinate working

relationship by developing mutual agreement of goals To provide an opportunity for employees to express