PERFORMANCE MANAGEMENT SYSTEM AT BHEL(HERP), VARANASI

PRESENTED BY-ANJALI RAI

ROLL NO -07MPMIR-3rd SEMESTER

INTRODUCTION

BHEL a MAHARATNA COMPANY completed 50 GOLDEN years

Integrated power plant equipment manufacturer

Offers over 180 products for Power, Transmission, Industry, Transportation (Railway), Oil & Gas and Defence sector

  BHEL's 57% share in India's total installed capacity of power and 65% share in the country's total generation from thermal utility sets (coal based) as on March 31, 2014

Greatest strength -highly skilled and committed workforce of 47,525 employees setting new benchmarks in terms of productivity, quality and responsiveness.

PRODUCTS

RANGE

PERFORMANCE MANAGEMENT SYSTEM

e-MAP Introduced in 2002-03 covers Frontline Executives (E1-E4) and Middle level Executives(E5-E7) of BHEL

Divided in 2 parts-performance (KRA and routine responsibilities)

skill assessment(functional &behavioral)

Key people involved-appraiser, Appraisee, reviewer, accepting authority

PERFORMANCE CYCLE

WORKFLOW

Appraisee

does Self

Assessment

of KRAs

Appraiser

gives his

assessment of KRAs &

Part B

Appraisee gets to see

Appraiser’s

Assessment of KRAs

Reviewer

Gives Final

Assessment on KRAs & Part-B

Accepting Authority (PG/Function Head or Unit Head, as the case may be) does Final Assessment of Part - B

Composite Score gets calculated in the system after allotting weightage to Part-A and Part B, also taking into account Deduction of Marks for Late Submission of Part-A, if any

OBJECTIVE

To analyze the Performance Management System (e-MAP) of BHEL in detail and its effectiveness.

To analyze the problems faced by the Appraisee and appraiser in this system.

To analyze the steps taken by the appraisers for the improvement of the performances of the appraisees. 

RESEARCH METHODOLOGYTypes of Data collected

Primary: First hand information was received from the employees through questionnaireSecondary: The data from internet was collected to get a better insight and the company’ manual.  SIMPLE RANDOM SAMPLING:

Each and every item of the population is given equal chance of being included in the sample, sample is chosen at random and if the sample is sufficiently large, it will represent all groups in the population

DATA ANALYSIS

88% executives are satisfied with the present performance appraisal system(e-Map)

79% of the executives think that the current system (e-Map) is better than the previous system (ACR)

62% executives think that e-map system reduces biasness because the KRA evaluation is transparent to each Appraisee.

81% executives feel that the present list of KRAs cover all aspects of their job.

31% executives say that the proper training is given to them for upgrading their job whenever required 

Do you think that the present system is effective / better than the previous appraisal system?

Highly Agree Fairly Agree Partially Agree

Disagree0%

10%

20%

30%

40%

50%

60%

19%

48%

12%

21%

Percentage

Percentage

As an Appraisee do you face any problem while selecting the KRAs?

Highly Agree

Fairly Agree

Partially Agree

Disagree0%

5%

10%

15%

20%

25%

30%

35%

40%

19%

25%

38%

18%

Percentage

Percentage

LIMITATIONS

Communication gap should be minimized between managers or supervisor and employees.

Time constraint

Respondents error

SUGGESTIONS

Proper training program should be conducted about the E-Map system for the new employees.

Whenever there are any changes in the KRA’s the executives should be informed about it in advance.

Employees should be made known that on what basis their performance is being measured in Part-B as this plays an important role at the time of their promotion.

Personality development trainings should also be provided apart from just job oriented training.

CONCLUSION

Most of the executives are satisfied with the present performance appraisal system

Appraises want that the score of Part- B of E- Map should be made known to them

Few executives find problems in selecting their KRA’s from the KRA master

Appraisers give proper feedback to their appraisees on day to day basis

proper training and challenging tasks are given to improve their performance.

  BIBLIOGRAPHY

BOOKS

Research methodology, R. Panneerselvam (2008), Research Design, sixth edition 2008, Prentice Hall of India Pvt. Ltd. Publishers.pg.285-298

Annual Report of BHEL of 2012-2013 pg 4-22

E-MAP manual

General Articles of BHEL(HERP), Varanasi of 2013-2014WEBSITEwww.bhel.com as on 10th July 2014www.indianinfoline.com as on10th July 2014