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performance management system

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performance management system

  1. 1. PRESENTATION ON PERFORMANCE MANAGEMENT SYSTEM (BHEL) BY: RANJEET KAUR REG NO.2020070101 ROLL. NO.4
  2. 2. BHEL (BHARAT HEAVY ELECTRI ALS LIMITED) <ul><li>Bharat Heavy Electrical Limited (BHEL) is a public sector company engaged in the engineering and manufacturing businesses. </li></ul><ul><li>The company installed its first plant in the year 1956 at Bhopal. </li></ul><ul><li>It manufactures and supplies more than 180 products </li></ul><ul><li>It owns and operates R&D centre at Hyderabad </li></ul><ul><li>It is one of the ‘NAVRATNA’ </li></ul>
  3. 3. CONTI………… <ul><li>The BHEL complex is one of the largest manufacturing of power plant equipment in the world. </li></ul><ul><li>The greatest strength of BHEL is its highly skilled and committed 42,600 employees. </li></ul>
  4. 4. Performance Management System Performance management describes the processes by which managers improve the performance of their employees by utilizing their power to reward, develop or discipline as appropriate. A performance management system documents these processes as company policy and may form a legally binding contract between the company and one or more employees.
  5. 5. Essential Components of a Performance Management System are: <ul><li>A performance plan is negotiated between a manager and employee for a given period (usually one year). </li></ul><ul><li>During the year the manager gives employees feedback </li></ul><ul><li>Performance is appraised at year-end </li></ul><ul><li>decisions are made to reward, discipline or develop employees. </li></ul><ul><li>The cycle is completed with a new performance plan. </li></ul>
  6. 6. Performance Management System in BHEL <ul><li>e-MAP (Moving Ahead through Performance) is the name of the Performance Management System which is followed in BHEL. This system was introduced in the year 2002-03. </li></ul><ul><li>e-MAP aims at creating alignment of the goals of executives with those of company </li></ul><ul><li>e-MAP covers Frontline Executives and Middle level Executives of BHEL </li></ul>
  7. 7. PERFORMANCE IN E-MAP <ul><li>Definition of performance in MAP is based upon Key Result Areas (KRAs) and Routine Responsibilities. </li></ul><ul><li>KRAs are critical outcomes towards which effort is directed to achieve desired business results. </li></ul><ul><li>Routine Responsibilities are significant-on-going tasks or outcomes that are undertaken or delivered on a day-to- day basis. </li></ul>
  8. 9. MAP AT A GLANCE
  9. 10. PERFORMANCE CYCLE <ul><li>The Performance Cycle of MAP is one year coinciding with BHEL’s financial year. consists of three key phases: </li></ul><ul><li>1. Performance and Development Planning </li></ul><ul><li>2. Mid Year Review </li></ul><ul><li>3. Final Review </li></ul>
  10. 11. VIEW OF CYCLE
  11. 12. Appraisee will identify f KRAs.
  12. 13. Creating Performance Plan <ul><li>Select KRAs. </li></ul><ul><li>Set Targets and Action Plans for KRAs. </li></ul><ul><li>Routine Responsibilities. </li></ul><ul><li>Assign Weightages. </li></ul>
  13. 14. Creating Development Plan: <ul><li>Development planning in MAP focuses on building individual capability using competencies. Competencies relevant to a role are pre-defined in its URR (Unique Role & Responsibilities) along with the desired proficiency level. </li></ul>
  14. 15. CONTI…………. <ul><li>Obtain appraiser’s and reviewer’s sign-off on performance & development plan </li></ul><ul><li>Editing the performance and development plan </li></ul><ul><li>The edited plan will be finalized with appraiser and reviewer’s sign-off. </li></ul>
  15. 16. Mid Year Review Process
  16. 17. Final Review
  17. 18. Normalization <ul><li>In MAP, Normalization is the process of aligning the distribution of individual performance score to the performance level of the company, unit and department in a Performance Cycle. </li></ul><ul><li>Normalization will ensure that </li></ul>
  18. 19. SITUATION ……. <ul><li>BHEL Performance: Meets Expectations (Level= 3). </li></ul><ul><li>Sector/Unit Performance: Meets Expectations (Level=3). </li></ul><ul><li>Department A Performance: Moderately Above Expectations (Level= 4 as per MOU Scale). </li></ul><ul><li>Department B Performance: Moderately Below Expectations (Level=2 as per MOU Scale). </li></ul>
  19. 20. AFTER NORMALIZTION ….. <ul><li>The percentage of High performers in Department B will be less than the percentage of high performers in Department A. </li></ul><ul><li>Consequently in Department A, an Appraisee with a Final Score of 3.92 gets a Final Performance Rating of 4- Moderately above expectation; and </li></ul><ul><li>Consequently in Department B, an Appraisee with a Final Score of 3.92 gets a Final Performance Rating of 3- Meets Expectations. </li></ul>
  20. 21. <ul><li>AT THE LAST OVERALL SCORE CARD IS MENTAINED BY DIFERENT DEPARTMENTS AND WILL BE USED TO TAKE RELATED DECISIONS </li></ul>
  21. 22. THANK YOU…………….

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