Performance Management System

PERFORMANCE MANAGEMENT SYSTEM

PRESENTED BY: TEAM 6: KAPIL RAINA NEERAJ MISHRA RACHANA KUMARI APURVA CHOUDHARY SONAM JAGGA SANJEEV AGARWAL

PERFORMANCE MANAGEMENT SYSTEM

Performance Management is a whole work system that begins when a job is defined as needed. It ends when an employee leaves your organization.  According to this definition, performance management involves creating work environment for employees’ success rather than setting a tight control system as many managers would believe. 

Appraisal measures       

360 degree appraisal MBO Behavior Observation Scale Behavior Anchored Rating Scale(BARS) BRAGS ( Blue red Amber Green saffron) Assessment Centers Electronic Performance Monitoring

GRASIM   

   

Incorporated on 25th Aug 1947. Flagship company of Aditya Birla Group. World’s Largest Producer & Exporter of Viscose Staple Fibre(VSF). World’s 11th Largest Cement Producer. Chairman- Mr. Kumar Managalam Birla. Employees- 1,00,000. Award-Forbes Asia “Fabulous 50”

GRASIM’s HR POLICIES 

 



Development assignment, Classroom Training, Coaching and Participation in Special Projects. Leadership Program-“LEAD”. Meticulous Hiring Process- Multi-Stage Process Diverse Opportunities.

HR PRACTICES 







Earlier Grasim used to have a traditional HR Department. But in the year 2001 they contracted ICOMM to make the HRMS online. It outsourced its HR IT needs to ICOMM. This was done in two phases. In phase 1 they experimented on the appraisal process. With the satisfying results whole of the HR functions were made online.

PERFORMANCE MANAGEMENT  b) c)



e)

f)

TRADITIONAL METHOD: Supervisors used to rate the employees’. Time consuming, lot of paper workLogistical Nightmare CURRENTLY USED METHOD: A few years back the company decided to outsource its HR system to a company named ICOMM. Appraisals are done online. EmployeeAppraiser communications are also maintained online. All the users were empowered independently using separate Login ID's

ANALYSIS OF PERFORMANCE MANAGEMENT SYSTEM

BENEFITS:  Time saving  Can easily differentiate between poor performers and good performers  Helps in forecasting budgeting for the next year. 

DRAWBACKS: Though system is doing well presently but as everything is standardized so can lead to less consideration of human factors so HR as a human science can lose its significance.

ANALYSIS (CONTD.) 

SUGGESTIONS: Rather than making whole process completely technical, monitoring of the process can be done by skilled experts so it will be less time consuming as well as will take variables and special cases into consideration.

PUNJAB NATIONAL BANK 





  

Registered on May 19th 1894 under Indian Companies Act, with its office in Lahore. Founded by- Dayal Singh Majithia Lala Harikrishen Lal Second Largest Govt. Owned Bank with 4500 Branches Across 764 cities. Ranked 1243 in Forbes Global 2000. Chairman- Dr. K.C. Chakravorty Employees- 58300

HR Perspective    

PNB Pariwar Mission-Committed work force Emphasis on ethical conduct People Soft

PERFORMANCE MANAGEMENT  





Development Oriented Appraisal. The company follows a Self Appraisal Method, which is then assessed(rated) by the senior authority, and then goes to the higher authorities for the sanction. Appraisal is done on the Achievement Figure Indicator, which includes business indicators like deposits, advances. In addition to this performance appraisal breakup is also based on various other activities like CR, Sanction overdue for renewal, No. of complaints outstanding, no. of offices visited, no. of villages adopted(in case of rural schemes which the bank launches)

ANALYSIS OF PERFORMANCE MANAGEMNT SYSTEM 



The system of Performance Management is traditional and needs to be changed and given a modernized approach like BARS, BOS. SUGGESTIONS a. The System should be more be more fair and transparent, the traditional approach involves biasness at some point of time. b. More emphasis should be laid on the fact that when measuring the performance by productive measures it should be taken into account whether the employee is primarily responsible for the amount of production. c. The Performance System can involve the 3600 approach.

Wipro 

  





Wipro started as a edible oil producer in 1945 under the name Western India Vegetable Products Chairman- Azim Premji In 1977 it entered the IT segment. Third largest IT services company in India 3rd Best HR Management company in India Employees- 97250 as on November

HR POLICIES Internal Recruitment  Intensive Training  Job Rotation  Wipro Employee Stock Option Plan (WESOP) allows employees to share in the companies success 

Appraisal Methods Of Wipro  

  



e-performance management PCMM( People Capability Maturity Model) Identification Of Star performers Intensive training programs Quarterly and half yearly performance appraisal Wipro Employee Stock Option Plan (WESOP) allows employees to share in the companies success

Where Do The Raters Go Wrong?  b) c) d)

e) f) g) h) i)

Types of Rating Errors Halo Error Horns Error Mistake of taking Central Tendency and Averaging Similarity Error Recency Error Stereotyping Contrast Effect Typecasting

CONCLUSION 

An effective and efficient performance PMS is imperative for a company to achieve financial success. A PMS is most important systems by which a company transforms one of its resources peopleinto an asset



It facilitates the managers in coordinating with employees and assisting them to perform in their best possible way to meet and perhaps excel in achieving the targets and standards.