Performance Management and Appraisal

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Presented By:Subashree S. Das Goswami Sreejata Mishra Sneha Gupta

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Agenda

Introduction of the companies Performance Planning Training & Feedback Reviewing and Appraising Performance Recognizing & Rewarding Performance Evaluation Conclusion

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Swadist Spices

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Swadist Spices
Agarwal Spices & Food Processors (P) Ltd. began in 1986 as an individual enterprise. The company was founded by Mr. Sandeep Ku. Agarwal and Mr. Hemant Ku. Agarwal. A decade of fervent passion for excellence has made Swadist a leader in spice market. Swadist in its R & D division has pioneered various spice mixes and today Swadist has in its gamut the widest possible range of spices with its consumers scattered throughout the world. In addition to export of spices Swadist is also exporting technology Source- www.swadistspices.com and proprietary

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Company Profile

The company is situated on N.H 5. Sea Port Vishakhapatnam, Paradeep, Haldia & ICD Nagpur easily assessable. Covered area of 25000 sq. feet & open area of 20000 sq. feet. In house R & D & Q.C Lab with three full time qualified Chemists & Source- www.swadistspices.com a Food 4/22/12

Company Profile
An unique blend of tradition and technology Not just excellent spices - but an expression of the joy of freedom. Ushering in a new era of taste and flavour. Introducing revolutionary new products like a wide range of 'Mixed Spices' .

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Source- www.swadistspices.com

CENTRAL ELECTRICITY SUPPLY UTILITY OF ORISSA

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CESU

The name of Central Electricity Supply Company Of Orissa Ltd.(CESCO) utility has been changed to Central Electricity Supply Utility of Orissa (CESU). The Orissa Electricity Regulatory Commission issued License to Central Electricity Supply Utility Of Orissa (CESU) to carry out the business of Distribution & Retail Supply in the area of supply. CESU is a sister concern of GRIDCO. CESU has been authorized to carry out the business of distribution of electricity throughout Orissa. Total Number of Employees:- 10000, Executives= 650

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Source- www.cesuodisha.com

Structure

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Source- www.cesuodisha.com

Vision
To ensure uninterrupted quality and reliable power supply to its consumers. To be the best distribution utility of India. To make every work place a safe working place. To be socially responsible for employees and society.

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Source- www.cesuodisha.com

Mission
Be a corporate responsible to care for human beings. To adopt a profitable policy to create a happy workforce & adopt best work culture & practices. To Follow fair labour welfare practices & by eliminating fear of redundancy from the mind of people through proper training. Managing the change process by good and fair HRD Practices. To deploy latest technologies in the system to
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Performance Management Components

Process Overview
Performance Planning

Recognizing & Rewarding Performance

Performance Management

Trainin g& Feedbac k

Reviewing & Appraising Performance

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Performance Planning

Planning means determining employee performance expectations and purposes for individuals and groups to address their efforts towards reaching business objectives. The involvement of employees in the planning process allows them to better understand the purposes of the organization.

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Source- www.taskmanagementguide.com

Performance Planning of Swadist Spices

The objective of their performance management is to help the employees in identifying knowledge and skills required for performing the job efficiently as this would drive their focus towards performing the right task in the right way. Selection is done on the basis of knowledge, qualification and experience.

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Levels of Management
Top Level

Managerial Supervisors

Technical Supervisors

Skilled Labours

Unskilled Labours

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Performance Planning

Objective of performance management in CESU

To promote a two way system of communication between the supervisors and the employees for clarifying expectations about the roles and accountabilities To communicate the functional and organizational goals, providing a regular and a transparent feedback for improving employee performance and continuous coaching.

The selection procedure of CESU Written Preliminary Examination Viva-voce Selection based on merit

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Performance Planning

Every employees are instructed to work towards the organizations vision & mission. Every employees are made aware about their respective duties & responsibilities towards their job. Every thing has been departmentalized

E.g. Finance Dept.,HR Dept., Technical Dept. etc.

Induction & Orientation Programs are given to the newly recruited employees.

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Training & Feedback

In effective organizations, employee management intends to develop and train employee for increasing the performance identifications. Through training, improving work processes, and developing skills, the managers can make new assignments and introduce higher levels of responsibility to the employees. Such methods encourage higher performance, strengthen competencies, and helps employees to be on the top with changes in the workplace, such as service expansion or introduction of new technology.

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Training & Feedback

Training is given to all the employees including the supervisors. Indoor Training is conducted in order to motivate the employees and improve their performance. Outdoor Training is given by the ISO officers to meet their requirements.

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Training & Feedback

Special Training Dept.

E.g. Induction training Program for the technical people & Degree Engineers in a regular basis.

Performance appraisal is also based on training. Competency building & improvement of their job performance. Feedback is suggested after each training period.

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Reviewing and Appraising Performance

Organizations need to know who their best employees are, and who unsatisfied employees are. From time to time, the employee management needs to summarize employee performance. Within the process of performance appraisal requirements, the employee management rates and evaluates an employee or a group performance against the requirements and standards in the employee performance plan. The appraisal summaries the best results and defines the best employee. It is based on the procedures listed in the organization's appraisal program. The appraisal also determines unsatisfied employees and the poorest performance
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Reviewing and Appraising Performance

Performance Appraisal is conducted once in a year. Parameters like;

Discipline Reliability Loyalty ISO 9002 awareness Willingness to learn Attitude to work, etc are judged.

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Reviewing & Appraising Performance

Performance appraisal is done in every 6 months i.e. on January & July DPC (Department Promotion Committee) consisting of Directors is formed only for the purpose of appraisal . Different appraisal techniques and processes for different cadre of employees are used. Self appraisal is done by the employees in every 6 months. Employees are rated on a scale of 5 point rating scale.

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Structure of DPC

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Structure of DPC
DPC performs its functions in most centralized manner. DPC is set up in all the head of the cadres of the company.

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Recognizing & Rewarding Performance

In effective organizations, the employee management recognizes employees for their performance and confirms their contributions to the organizations' mission. Good performance is well rewarded and best employees get formal and informal awards. Various actions that reward good performance don't require a specific regulation (e.g. saying "Thank you"). The awards regulations should not only provide rewards to the best employees, who showed best performance, but also to cover weak performance and reveal unsatisfied employees. The employee management must find out the reasons and consequences of poor employee productivity.
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Recognizing & Rewarding Performance

Incentives

Previous- Cash Basis(Hike in salary) & appraise in front of the rest of the employees Current- Monthly incentives based on the performance. Well furnished house and full time security. Motivation and satisfaction increased to a high level leading to a increase in the sincerity level.

Provision of Quarters to labours

Medical Facilities

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Recognizing & Rewarding Performance

For promotion last 5 years work records are seen. Employees having salary less than 10,000 a month and who had worked at least for one year are eligible to receive bonus. Advances are forwarded by the company for interest free purpose during occasions upto Rs 5000/- per annum and which are deducted from their salary for 10 months. Incentives are provided in terms of increase in salary, health schemes, supervisory competence certificate etc.

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Evaluation
Pros Monthly incentives motivate employees to perform better. Provision of quarters build loyalty towards the organization. Cons No formal system of filling up of appraisal form. No self appraisal of employees.

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Evaluation
Pros Appraisal done twice a year gives every employee an equal chance for improvement. Excellent Training & Development programs help in employee grooming, increase motivation and improve their willingness to perform. Cons In the Head Office Cadre, employee knows that s/he would be promoted in 4 years so casualty in performance increases.
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Conclusion
Our purpose of the field visit was to understand how performance management and appraisal are conducted practically in the organizations and we would like to conclude by saying that different appraisal systems are followed by the organizations depending on their structure but each organization follows the TEAM approach for Performance Appraisal System.

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THANK YOU
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