RAJESH RAGHAVAN THE OBJECTIVES The objectives of the performance appraisal system at ONGC are: To set norms and targets of work performance, as well as, to monitor the work progress of employees. To facilitate placement of employees in accordance with their suitability for different types of assignments. To provide an objective basis for determination of merit, efficiency and suitability for the purpose of promotion. To identify areas requiring exposure for training and development.
The appraisal covers: Performance during the period from 1 st April to 31 st March of every year. All regular employees of the company. Non executives. Executives
PERFORMANCE APPRAISAL FORMAT FOR EXECUTIVES I. Personal data This includes personal details of the individual being appraised. II. Self-appraisal In this section the appraisee is required to mention the tasks achieved in the appraisal period including enabling and constraining factors. These achievements are then rated by the individual itself and the appraiser.
III. Performance appraisal Performance appraisal is done on the basis of Key Result Areas(KRA) and a certain weightage is assigned to each. Following are the key result areas: Performance in respect to volume 40 Quality of output 30 Timeliness of jobs completed 30 The total of the score gained by the individual is noted and termed as P.
B. Potential appraisal Potential of the candidate is appraised on the scale of 1 to 5 keeping the existing role as well as future positions in perspective. Scale 1 to 5 is given for (1-poor, 2-fair, 3-good, 4-very good, 5-excellent)
Potential is appraised on the basis of following traits:
Total of score gained by an individual in this section is again noted and termed as Q.
Result oriented approach Leadership
Willingness to accept challenges Inter personal relationship
Diligence and reliability Communication skills Initiative Commitment and dedication Professional competence Personal conduct and discipline Total score(s) is calculated as S = a * P + b * 2 * Q Where a and b are weightages for performance and potentials. This weightage is as per the level.
Level a b E1 0.9 0.1 E2 0.8 0.2 E3 0.7 0.3 E4 0.6 0.4 E5 0.5 0.5 E6 0.4 0.6 THE GRADING SYSTEM
A+ 95 and above A 85 and above but less than 95 A- 75 and above but less than 85 B+ 65 and above but less than 75 B 55 and above but less than 65 C 45 and above but less than 55 D less than 45 Assessment by reviewing officer Training needs The appraisee himself mentions the training requirements which are then remarked by the appraiser. Final grade with score Communication to executive Counseling
Project title Performance appraisal system on the productivity of employees of ONGC Ltd. Research methodology The approach used for the study was survey method. For this literature and diagnostic survey were carried out Literature survey Secondary sources were referred to get the basic culture and working pattern of ONGC. RESEARCH DESIGN I have divided the whole sample into various groups on various criterions like age, experience, discipline, and management level. To do the better analysis these groups are further divided as Age Age less than 40 years Age between 40-50 years Age above 50 years Age not provided
Experience Experience less than 10 years Experience between 10-20 years Experience between 20-25 years Experience between 25-30 years Experience more than 30 years Managerial level Junior management (E0 - E2) Middle management (E3 E4) Senior management (E5 and above)
Discipline Finance Geo sciences HR Production Technical and engineering Scope of the study The scope of the study is limited to Ankleshwar. Population of the study All those persons who are working in ONGC are the population of this study. Sample size The sample size is 50.
Limitations Due to time constraint and hectic schedule of ONGC employees some time I found difficulty in interaction with employees. Employees delayed in submitting the feedback form so it effected the time in compiling and analyzing data for findings and suggestions. Many questions were responded as cannot say due to the subjectivity of the topic and some information was not revealed due to certain reasons like being confidential in nature.