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Presentation By:
G Raghavendra Rao
General Manager (Hyderabad Unit)
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= Performance Management System (PMS) was introduced
in BEL in the year 2002 ƛ 03.
= he process has been fine tuned in the last few years.
= t present, three separate PMS Formats are in use. he
three PMS formats are categorized grade-wise, as shown
below:
= E ƛ VI to E ƛ IX
= E ƛ I to E ƛ V
=  ƛ I to  - V

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=     
hese are measurable targets / broad outputs expected
out of individual performance.
=   
ompetencies are skills, knowledge and attitudes
described in behavioral terms that are observable,
measurable and critical to successful individual or
organizational performance.

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=    
In pril / May, at the beginning of the performance
appraisal cycle, every year.
=
  !"
In October every year.
= # !"
t the end of the Performance ppraisal cycle in pril
every year.
=
  
It is based on a statistical concept of normal distribution
and is an important step in the evaluation process.
m
I.        (

  % &I    % IX  % I  ' % I  ' % &
$  % &
c. ppraisee to set KPs in Same ppraiser to set KPs
consultation with after discussing with
ppraiser  personnel

2. here should be a
minimum of 3 KPs here should be a
Same maximum of 4 KPs
ppraisee is required to
3. fill his Development Plan / _
raining needs in Same
consultation with
ppraiser
w
II.
  !" ) *
  % &I   % IX  % I   % & ' % I  ' % &
$
c. ppraisee is required to ppraisee is ppraiser to
complete an analysis of required to conduct
his own performance in complete an performance
the first half year for analysis of his review & record his
KPs performance remarks.
only in the final
review process

2. ppraiser is required to Feedback given -


provide feedback on the by ppraiser
progress of the ppraisee on
against the achievement performance
of KPs
s
III.  !" 
  % &I   % IX  % I   % & ' % I  ' % &
$
c. he ppraisee is required Same -
to complete an analysis of
his own performance in
the year for both KPs as
well as the ompetencies

2. he ppraiser and the Same Same (only 3


Reviewer are required to ompetencies
fill in the scores have been
corresponding to the identified for this
weightage for each KPs group
and ompetency

:
III.  !"  ..
  % &I   % IX  % I   % & ' % I  ' % &
$
3. he ppraiser and the
Reviewer have a weightage Same Same
of c:c for the nnual Review

4. he ppraiser and Reviewer Same Overall feedback


are required to provide on annual
overall feedback on the performance to be
ppraiseeƞs annual provided by
performance in terms of ppraiser.
qualitative comments based
on discussions with the
ppraisee as well as remarks
on the Development Plan
Ë
III.  !"  ..
  &I   IX  I   & ' I  ' &
$
w. he weightage for
performance (KPs) and 70:30 80:20
ompetencies is w0:w0

6. he ppraiser and the Same Same


Reviewer are required to
provide their inputs on
the ppraiseeƞs areer
Growth.

7. he final rating is arrived Same Same


at after the moderation
process.
Ò

  + $ , *   !  
!  
 $    
!  
c . cw 90%
2  2- 8w to 90%
3 . 2w 80 to 8w%
4  2- 70 to 80%
w  c- 6w to 70%
6 , c- <6w%
Reporting & Reviewing Officers while assessing executives are to ensure
that the above pattern of distribution of ratings is adhered to. Moderation
ommittees at Unit level and at orporate level to examine the ratings in
relation to the standard distribution indicated above & decide an on the
quantum of moderation.
c-

   
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     *    
c. For senior executives (EVI to E-IX)
2. For Junior Executives &  Personnel (E-I to E-V & )

   


 
= Pattern of ratings analyzed in relation to the standard
distribution.
= Deviations moderated appropriately.
= Moderation is done through a process of consensus.
= In the event of difference of opinion, the decision of the
hairman is final.

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= he Performance Management System in BEL aims at
building a healthy communication process between the
ppraisee and the ppraiser through mutual sharing of
expectations and setting targets.
= Provides clear linkage between Ratings, PRP and Promotions.
= PMS results in clear identification of training needs.
= PMS also plays a key role in career management, transfers
etc.
= PMS also provides inputs to assess potential for promotions,
postings etc.
= PMS in BEL aims at introducing and sustaining a
performance oriented culture in the Organization.

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