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About Project
The Project was assigned by the group mentor to find out the effectiveness and acceptability of the new EPMS among Executive employees. The data was to be collected from Executive Employees of Grade E1-E5 only. Questionnaire was used to collect the data for study. Questionnaire was framed and then got approved by the group mentor. Data received was analyzed with the help of piecharts and later on by Factor Analysis.
Objectives
To gather information about organizations old and new PMS (Performance Management System). To find the effectiveness of the new EPMS w.r.t the old one. To find the satisfaction of the employees about the EPMS. To identify the scope of improvement in EPMS To identify the need for training and development.
Introduction : Theory
Performance: the results accomplished by an employee in meeting specific Objectives or the development of competencies necessary for effectively doing a job. Performance Management: is a continuous systematic process (of supervisor and employees),by which an organization involves its employees in improving organizational effectiveness in the accomplishment of the organisation's mission and strategic goals. Performance Management System (PMS): is a communication tool directed by managers and supervisors, but requires active participation by employees, to provide communication and support that help employees succeed, focuses on managing employee performance towards successful achievement of the expectations in the work plans and organizational goals.
Advantages cont..
Provide effective orientation, education, and training. The decisions are more likely to be accepted by the employees To effect promotion based on competence and performance. Develops clear job descriptions.
: means setting performance expectations and goals for groups and individuals to channel their efforts toward achieving organizational objectives. : means consistently measuring performance and providing ongoing feedback to employees and work groups on their progress toward reaching their goals.
: means increasing the capacity to perform through training, giving assignments that introduce new skills or higher levels of responsibility, improving work processes, or other methods. : means evaluating employee or group performance against the elements and standards (comparing performance over time or among various employees) in an employee's performance plan. The rating of record is assigned according to procedures included in the organization's appraisal program.
: means recognizing employees, individually and as members of groups, for their performance and acknowledging their contributions to the organization's mission. A basic principle is that all behavior is controlled by its consequences, hence better rewards will motivate employees to do better.
Both managers and employees see that they have something to gain from using the system: Correct implementation
sometimes requires managers to change the way they currently work. If they do not see how it makes their job easier the system will quickly be seen as a bureaucratic chore and will not be implemented successfully
Contd..
objectively measures performance :if
it is not objective, it will not operate as a system but be continually challenged by employees or managers. Objectivity can be achieved by setting competency standards or goals for various levels of performance.
Drawbacks contd..
Grading were given based on eligibility for promotion and not based on tasks or activities performed. No emphasis given on Development of Competencies. Training need is not identified through EPAS. EPAS system was in paper form.
Contd..
Competency assessments through ADCs and 360 Degree Feedback to feed into the development plans. Transparency in the new system is being introduced through communication of final grading of performance to all executives. There will be 4 grading EP, HP, AP & LP instead of OABC.
RESEARCH METHODOLOGY
Sampling Technique used-Random Sampling Number of samples: 60 Response Rate: 50 Did not response: 10 Nature of respondents: Executives of Grade E1 to E-5.
A questionnaire was prepared keeping in mind the objective under study. Questions based on the topic needed to be answered on a 5-point based scale which was grouped as follows:Strongly agree, Agree, Not sure, Disagree, Strongly Disagree.
The data collected was primary in nature as it was collected directly from the employees of the organization.
Conclusion
The online EPMS in SAIL, RDCIS is very effective in terms of relationship creation between the line manager and the employee and also among the employees themselves. The half-yearly performance appraisal helps the employee to know their present capability and also helps them to enhance their qualities to do much more better in whatever work is assigned to them. Thus, it also initiates the underperformers to perform better for the upcoming performance appraisal.
The recommendations as received from the employees as feedback are stated as follows:1. More opportunities of training and development required. 2. Job Rotation 3. Guide and help of senior personnel 4. Cooperation and coordination with the management 5. Modernized thought processes 6. Salary hikes 7. Continuous updating of skills and knowledge with time to time training 8.To lessen the biasedness .
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