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Performance Appraisal in ONGC

Performance Appraisal in
ONGC
Ratings: (0)|Views: 9,768|Likes: 355
Published by Anoop Chaudhary
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he chart
clearly shows
the response
of the

respondents.
Majority feels
that they are
not
givengenuine
feedbacks. On
the basis of
personal
interaction I

can say that

people are not
satisfiedwith
the kind of
feedbacks
they get. They
say that the
appraisal
result is

confidential
but apartfrom
the appraisal
feedback, othe
rwise also
they are
not provided
with the
routine

feedback
ontheir
performance.
They are of
the opinion
that if they are
provided with
the genuine
feedback then

they can
improve their
performance
manifolds.But
there are 27%
people who
think they are
provided with
the genuine

feedback. In
that case
Iwould say that
they are lucky
to have those
sort of
superiors.
Q.10 Do
you find

appraisal
counseling
beneficial
for future
development
s?
ResponsesY E
S - 7 7 %
N O -

2 3 % Again
the majority is
in the favour
of the
statement.
Most of the
respondents
find
appraisalcouns

eling beneficial
for the future
developments.
But here I
disagree. Not
that I dont
consider that
the
counselings

are beneficial.
No doubt they
are beneficial
for the future
development,r
ather they
should be. But
the thing is
that the

system of
providing
counseling in
ONGC is
veryrare
phenomenon.
I have already
mentioned
that it is

provided only
and only if the
appraisalresult
falls in
extreme limits
either very low
or very high
ratings. So my
point is how

comemajority
of the
respondents
have
experience the
counseling
sessions. I
have come
across the

people who
said that they
dont know
about it as
they havent
experience it
and they have
leftthis

question
unanswered.
.11 Do you
think
management
take a serious
note of
training
requirements

shown in
theappraisal?
ResponsesY E
S - 3 8 %
N O 6 2 %

38%
respondents
feel that the
management
takes a serious
note of
training
requirements

shownin the
appraisal. At
the same time
62%
respondents
are of the
opinion that
the
managementd

oesnt pay any

heed to the
training
requirements
shown in the
appraisal
sheet.In
performance
appraisal

sheet every
individual has
to mention the
training
requirements
whichis then
assessed by
the reviewing
officer and

then by
accepting
officer. Once it
is over
therequiremen
ts are sent to
the
Academy.In my
opinion if this

thing is
mentioned in
the
performance
sheet then it
should be
taken care
of properly.
But the

respondents
say that it is
mere formality.
I met one
employee
having 20
yearsof
experience in
ONGC who

said that he
had been
filling the
requirements
every year but
in thespan of
more than 20
years he
happened to

get the
training twice
only.
Q.12 Do you
want the
system of
360

degree
appraisal in
which you
can appraise
yoursuperior?
ResponsesY E
S - 7 3 %
N O 2 7 %

In 360
o

feedback syst
em the perfor
mance inform
ation is collect
ed from multi
ple partiesincl
uding ones

subordinates,
peers,
supervisors
and customers
or clients. As
of now in
ONGConly
superior
appraise the

subordinate.M
ajority of the
respondents
want that the
360 degree
appraisal
system should
be introduced.
Intheir opinion

this system
will reveal the
truth about
the managers.
However 27%
respondentsdo
nt want this
system to be
adopted. They

think that this

system will
give rise to
disagreements
and one may
criticize the
boss freely
without any
basis.

MAJOR
FINDINGS

Performance
Appraisal
System in
ONGC is not
transparent.

Appraisers are
usually
unbiased.

Employees are
not able to
know their
actual position

after the
appraisal.

The
management
is serious
about
the appraisal
process.

The appraisal
process
provides them
an opportunity
for
development
and growth.

Relations with
the superior
affect the
evaluation.

Greater
weightage is
given to

the recent
performances.

There are
fixed
standards to
evaluate the
performance
but those are

not clear due

to
thesubjectivity
of the topic.

Raters know
how to
conduct the
appraisal.

Raters are not

that much co
ncerned abou
t the varied n
eeds of peopl
e at levels of
experience
and
background.

Superiorsubordinate
relations are
good. Superior
helps them set
and achieve
meaningfulgoa
ls. This makes

the
environment
amiable and
congenial.

Performance
appraisal
sheet is lucid
and easy to

understand
and fill.

The
parameters
used to
appraise
the potential
are ample.

The system
being not

so transparent
, employees
are unable
to identify
the performan
cegaps in
order to
prepare for the
future.

Individual
feedback is not
provided.

The
management
helps provide
an atmosphere
where all are

encouraged for
comradeshipa
nd teamwork.

Appreciation is
provided for
the good job
done.

The appraiser
s are generall
y aware about
their subordin
ates and their
talents and po
tential.

Most of the
raters have
the ability to
give
constructive
criticism in a
friendly, firm
and positive
manner.

Employees
dont have the
opportunity to
respond to the
appraisal
result.

Employees are
being rated on

their
knowledge and
skills.

Majority of
people want
that there
should
be some

incentives
based on
performance.

Employees are
not provided
with the
genuine
feedback.

Appraisal
counseling is
considered
beneficial for
future
developments.

Management
doesnt bother

much about
the training
requirements
mentioned in
theappraisal
sheet.

Activity (267)
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