Presentation on Hrd

Embed Size (px)


This is a good MBA project on performance appraisal and you can download full report from

Text of Presentation on Hrd


2. PREFACE At ACME TELE POWER LTD., PANTNAGAR, the employees are considered as most valuable asset and strength for sustained growth in the development of the company. Like any other organization, ACME TELE POWER LTD., PANTNAGAR has framed Rules, Regulations, Policies, Systems and Schemes etc. 3. CONTENTS CHAPTER 1 Introduction Objectives of the study Research Methodology Scope of the study Limitations of the study Operational definition of the concept Learnings in the Executive training CHAPTER 2 Company Profile Human Resource Development (Performance Appraisal) CHAPTER 3 Data Analysis Interpretations and findings Suggestions CHAPTER 4 Recommendations 4. CHAPTER 1 ( INTRODUCTION) In the so highly competitive and rapidly changing environment to survive the companies need well trained and skilled worker. India is a very rich country in the term of resources, weather natural or technical and scientific .But it is very sad to state that India, till now, has not perfectly learnt how to develop its man power and tap its human resources for the betterment of its citizenry and business goal. For summer training I got an opportunity to do my summer training in ACME TELE POWER LTD., PANTNAGAR because it is one of the biggest, well established and renowned in its field and serious about training its worker and intent to make it understood that they really care for them. 5. OBJECTIVES OF STUDY To understand the Performance Appraisal activities of ACME TELE POWER LTD., PANTNAGAR. To find out if the Performance Appraisal activities help the employee in his performance. Take the response of employees towards the Performance Appraisal activities carried on upon them. 6. SAMPLE SIZE & RESEARCH METHODOLOGY The sample size is of 100 employees, from ACME TELE POWERLTD, PANTNAGAR. The study was done with the help of primary as well as secondary data. Primary data were collected through the questionnaire while secondary data were collected through: Internet Company report Brochures etc. 7. SCOPE OF THE STUDYThe topic chosen Performance appraisal was aimed for the betterment of the organization in terms of quality as well as quantity. The scope of the study under mentioned points depicts the same. 1. To increase the productivity by increasing the level of performance.2. The programme would help the organization in meeting it future personal need.3. The programme will help the employee in their personal group by improving their knowledge as well as skill. 8. LIMITATIONS OF THE STUDY 1. Lack of expertise trainer handed in theprosecution of Performance Appraisal programme.2. Lack of feeling in people of against the awarenessfor the Performance Appraisal programme.3. Search for the exact Appraisal was also difficult todefine. 9. OPERATIONAL DEFINITION OF THECONCEPT PERFORMANCE APPRAISAL SYSTEM Performance appraisal is a process of evaluating employee performance for the purpose of placements, selections for promotions, career planning, motivation etc and performance appraisal seeks to achieve following objective. To assess the performance, personal attributes and potential of the employee. Performance based rewards in terms of promotion, increments etc. To identify training needs. To assess strengths, areas of improvements and give feedback to the employee. 10. PERFORMANCE APPRAISAL PROCESS 1. HR to prepare the Appraisal Form of individualemployee to be appraised and send it to concernedReviewing Officer/HOD.2. Reviewing Authority/HOD will arranged distribution ofform to individual employee through AppraisingOfficer/S.H.3. Employee shall fill his part in the Appraisal form inthe appraisal form and shall hand over the same toReviewing Officer/S.H. 11. CHAPTER 2 (COMPANY PROFILE) ACME Tele Power Ltd. was incorporated in 2003. The company was established with a mission to provide innovative and creative solution to hltherto unaddressed infrastructure and power relative problems faced by the telecom operators in the country. The idea was to provide solutions that are cost effective, environment friendly, reliable and delivered a quick ROI. ACME Tele Power Ltd. (ATPL), provides comprehensive passive infrastructure solutions to wireless telecom players both in India as well as overseas. It has three main policies. These are:- Zero defect products Total customer focus Implementation of Kaizen 12. PRODUCTS OF THE COMPANY As on date, ACME Tele Power Ltd. boasts of a rich and variegated portfolio of cost effective and innovative products based on the modern technologies. These include :- Green Shelter Power Interface unit Line Conditioner unit Thermal Management System with PCM AC with free cooling Heat Exchanger Battery Life Enhancer Fuel Cells Battery coolers NACC Compressor less Air Conditioner Micro TurbineEach of the organizations products considerably reduce the dependence on diesel generators for cooling requirements during power outages and provide stable power supply. 13. PERFORMANCE APPRAISALCompany considers its human resources as the most valuableresources for its growth & development. Performance appraisal seeksto achieve the following.1. To set realistic & challenging targets/ key performance area onannual basis for the individual.2. To assess employees performance based on person attributes.Job performed targets achieved/ specific achievements. 3. To assess the strengths, weakness& potential of the employee. 4. Performance based reward in terms of increment& promotion etc. 14. APPRAISAL PERIODAppraisal period is from April to March. Every employee is appraised at the end of the appraisal period. Employees joining during appraisal are appraised on completion of their one year service& employees joining after March are appraised in next appraisal. 15. METHOD OF APPRAISAL The employees performance is appraised by the department & sectional head in consultation with his immediate supervisor on personal attributes, job performed targets achieved/ specific achievement. Finally the appraisal is reviewed & approved by the review committee to ensure uniformity& objective. 16. APPRAISAL FEEDBACK 1. The appraisal is being discussed with the employeeby the appraises to give the employee.2. Feed back about his performance, strength&weakness employee is also suggested area ofconsolidation& improvement. 17. TRAINING AND DEVELOPMENTTraining & development is an important aspect of theH.R.D. The company believes in training &development of its employees. In hour & outstationprograms are arranged for employees by H.R.D. onrecommendation of sectional & departmental head. 18. PERFORMANCE APPRAISAL SYSTEM It is a process of evaluating employee performance for the purpose of placements, selections for promotions, career planning, motivation etc, performance appraisal seeks to achieve following objective. To assess the performance, personal attributes and potential of the employees. Performance based rewards in terms of promotion, increments etc. To identify training needs. To assess strengths, areas of improvements and givefeedback to the employees. 19. INDIVIDUAL COMPONENT DEFINEDATTRIBUTES WORK PLANNING CONCEPTUAL DEPTH AREAS OF STRENGTH AREAS OF IMPROVEMENT ABILITY TO PLAN VISION ORGANISELONG RANGE PLANNING EXECUTE VERSATILITY MEET DEADLINESCREATIVITY AND INTEGRITY INNOVATION RESPONSIBILITYCOMMUNICATIONOVERALL BUISNESS APPROACH KEY TRAININGAND DEVELOPMENTARTICULATINGTECHNICAL BASISPERSUASIO FINANCAL KNOWLEDGESUPPORT STRATEGIC PRIORITIESCONFIDENCECONSUMER DRIVEN 20. RATINGSRatings in the terms are to be awarded to the individual, by his immediate superior and the departmental head in the specific columns. The points are given as: OUTSTANDING (OS) COMMENDABLE (CO) MEET EXPECTATIONS (ME) NEEDS IMPROVEMENT (NI) UNSATISFACTORY(US) 21. BELL SHAPED CURVEpiu stores Standard Actual SCALERATING STANDARD ACTUAL ..05OS 3 2 35310.2CO 1215 30 2529 0.5 ME 3129 numbers 20.15 NI 9 11 15 15 12 0.1US64 10115 3 9 624 0OSCO ME NIUS ratings 22. ISSUES IN PERFORMANCE APRASIALFormal v/s informalWhatmethodsWhose performance When to AppraisalEvaluate? designWho are the partners What to evaluate What problemsHow to solve 23. METHODS OF APPRAISALThe last to be addressed in the process of designing an appraisal programme is to determine method(s) of evaluation. All the approaches to appraisal can be classified into:- past-oriented methods future oriented methods 24. METHODS OF APPRAISALRating Scale Checklists Essay Forced ChoiceTests & Observation AppraisalmethodsForced DistributionField ReviewCritical Incident BARS 25. APPRAISAL METHODS Methods Past orientedFuture oriented Appraisal by objectives Management by objectivesTrait Appraisal Rating Scales &Ranking Technique Simple or straight Ranking Forced distribution Ranking Psychological appraisals Paired comparison The Critically incident method Assessment Centers 26. LEARNINGS IN THE TRAINING INDUCTION 5s (Japanese Technology) KRA QUALITY CIRCLES COMPETANCY MAPPING PRACTICAL WORK ON EXCEL 27. QUESTIONS ASKED DURING SURVEYQ no 1: Number of service years in this organization.Q no 2: Are you aware about your performance appraisal or any evaluation done by your superior.Q no 3: Are you aware about the modern techniques used in performance appraisal?Q no 4: Performance appraisal techniques make you better eligible for promotion, demotion, & transfer.Q no 5: Do you think performance appraisal is useful or just a waste of time?Q no 6: Proper and adequate performance appraisal plays a crucial role in your career development.Q no 7: Does performance appraisal report is helpful in identifying Training and Development need or itlay development plan for you?Q no 8: Performance appraisal is most of the time fair and unbiased.Q no 9: Have you understood clearly, as to what is expecting from you?Q