Performance

Management System at
Omax Autos Ltd .

Presented By :-
Richa
Somvanshi ( 085 )
Shweta
Bhandari ( 005 )
 Omax Autos Ltd .
Omax Auto Ltd. was incorporated in year 1983.Company is
promoted by Mr. Jatender Mehta and Mr. Ravinder Mehta.
Company is a member of Munjal group of companies in the
auto ancillary industry.
Company supplies its products to Hero Honda, Maruti Udyog,
Escorts, Bharat seats and other well-known manufacturers of
automobile industry.
Amongst top 10 Auto Component Manufacturers in India.
MISSION-“We are dedicated, proactive, loyal & accountable
group of people with a quest for excellence through latest
technology, people empowerment & brand Equity to produce
world class products by adopting best business practices &
ethics”.

 Business Areas

Automotive Engineering

Railway & defense

Metal Home furnishing
supplies
Organizational
Structure
 Levels of Management
The Management has already been classified into different
categories:
 (i) Top level Management
 (ii) Middle level Management
 (iii) Junior level Management
 (iv) Lower level Management
Top level comprises of GM, AGM.
Middle level comprises of Manager, Assistant Manager, and
Senior Engineer.
Junior level comprises of Engineer, Executives.
Lower level Comprises of dispatcher, peons and others.
 Objectives
üProvide a basis for promotion/ transfer/ termination.
üEnhance employees’ effectiveness by helping to identify
their strengths and weaknesses.
üDevelop inter-personal relationships.
üIdentify training and development needs.
üAid wage administration.
üImprove communication.
üIncrease motivation to perform effectively
ü
Performance Appraisal
Process
 1 . Performance
Planning
Starts in June/July of current year.
Employee & supervisor meet to:

1)Review the employee position &

key accountabilities .
2)Decide how the employee’s
accountabilities relate to
departmental needs & goals.
3)Identify competencies which are to
be demonstrated.
4)Clearly outline the results expected.
5)Discuss the available resources.
6)Write the action plan.

2 . Ongoing Coaching
 Employee & supervisor meet
periodically throughout the cycle to:
1)Provide each other with feedback.
2)Discuss progress & reinforce
achievements to date.
3)Clarify any issues that may have
arisen.
4)Modify the plan if circumstances
have changed.

 3 . Performance review
preparation
Occurs in March of current year.
Employee:

1)Completes a self assessment by

reviewing own performance over
the past year.
2)Prepares ideas for next year’s
development plan.
Supervisors:

1)Gathers information from discussions

throughout the cycle.
2)Review employee’s performance
results, strengths, skills &
competencies.
3)
4 . Performance Review
Done at the end of the cycle i.e.
April/May of the following year.
Employee & supervisor meet to:

1)Review performance of
accountabilities against the
expectations agreed upon at the
beginning of the cycle.
2)Review competency strengths &
weaknesses.
3)Discuss development of employee
skills, interests or career.
4)Record & sign the final performance
results.
FORMAT OF KRA
SHEET
Contd ……
The KRA’s account for 80% of performance appraisals
and rest 20% are for competency.
The competency standards are set according to the
management levels.
Once both the competency form and KRA’s form are
ready the information sheet is attached with the sheet
which accounts for
 (1) Trainings required
 (2) Trainings undergone
 (3) The impact of the training imparted
 (4)Compensation
Feedback - Let the
Employee Know Where He
Stands


To help employees do a better job by clarifying what

is expected of them
To plan opportunities for development and growth

To strengthen the superior-subordinate working

relationship by developing mutual agreement of

goals
To provide an opportunity for employees to express