SYNOPSIS

Title:-

“A Study of Effectiveness of Performance Management System (PMS) at National

Hydroelectric Power Corporation (NHPC) Limited”

INTRODUCTION:-

Performance measurement is the process of assessing progress toward achieving

predetermined goals. Performance management is building on that process, adding the
relevant communication and action on the progress achieved against these
predetermined goals. It is actually a new term for the old appraisal system where
employee performance was regularly reviewed. Today, performance management
focuses on ensuring the results desired by the Organization. Performance management
goes through the following steps: analysis, identifying competencies and key skills,
and lastly, continued development and control of performance management systems.

OBJECTIVES OF THE STUDY:-

The Primary Objective of the study is to study the Effectiveness of Performance

Management System.

The Secondary Objectives are:

 To study the present PMS System of NHPC Ltd.

 To find out the satisfaction level of PMS.
 To find out the level of transparency in the system

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  To find out the need for Training and Development.
 To analyze the employees perception towards working climate of NHPC Ltd.

PROBLEM STATEMENT:-

It is difficult for the Human Resource Department to employ the suitable people out

of the pool. Intact, many organizations face critical problems in choosing the people.

Selection techniques and methods reduce the complexities in choosing the right

candidates for the job. Hence, PMS is actually very important for any organization.

This study will focus on following problems:

 Is the performance management system effective in NHPC Ltd.?

 What are the various factors contributing to efficacy of performance

management?

 To what extent can the different types of employee motivation influence the

performance of employees at the workplace?

 Which is the major and least factor contributing to performance management

efficacy?

LITERATURE REVIEW:-
LANDY, ZEDECK, CLEVELAND (1983)
The measurement of an employee’s performance allow for relational administrative
decisions at the individual employee level. Performance measurement allows the

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organization to tell the employee something about their rates of growth their
competencies and their potential.
ANTONYONI (1996) Problems arise from 360degree feedbacks when programs are
carried out hastily or without a strategic control. In some cases subject’s feedback are
left to figure out themselves hot to cope with results and tend not to develop goals and
action plans.
JAWAHAR & WILLIAMS (1997) A recent analyzers of this data shared that raters
are more lenient if they think the result will be used for assessment instead of for
development purpose.
MCKIRCHY (1998) Performance appraisals should focus on three objectives
performance not personalities valid concrete, relevant issue, rather reaching
agreement on what the employee is going to improve in his performance. 1.2.5
PEIPERI (2001) Emphasize the importance of auto mining 360 saying that there was
“crucial because in appropriate or narrowly defined criteria a difficult for peer
evaluates to use and even harder for recipients to apply.
Khan Muhammad FaseehUllah (Mar.-Apr.2013), in his paper “Role of Performance
Appraisal System on Employees Motivation” opines that the appraisal process should
adopt such methods in which both the appraiser and the appraise take keen interest.
For the successful implementation of performance system regular training, focused
approach and accountability of person using is required. Both financial and non-
financial incentives should be linked to annual appraisal system.
Yadav Rajesh K., DabhadeNishant, Performance Management Systems in Maharatna
Companies (a case study of B.H.E.L.,Bhopal). One performance appraisal program
should not be designed to serve a numerous of purposes because it may be unclear and
difficult & results into failure. The solution is to separate assessment program should
be designed for development of employees.
METHODOLOGY:-
RESEARCH DESIGN
This study will be exploratory and descriptive in nature.
VARIABLES
(1). Independent: Sex, age, income
(2). Dependant: Employee motivation.
TOOLS OF DATA COLLECTION
Primary tool: Interview schedule
Secondary tool: library, books, journals, internet, newspaper, magazines

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The study will be covered based on the following steps:

A) DATA COLLECTION: The data to be collected from the two main sources
namely:

 Primary Source of data

 Secondary Source of data

PRIMARY SOURCE

Primary source includes the data that is to be collected from NHPC and selected
respondents. The required information is to be collected in the following ways:

 Administered a structured questionnaire.

 On the basis of observation.

 By interacting with the concerned employees.

Tools used for data collection are as follows:

 Discussions (Unstructured Discussions)

 Questionnaire (Structured Questionnaire)

Unstructured Discussion:

Under this method of data collection I am going to personally interview the

respondents to gather the information. The respondents will be asked to present their
views and opinions about the topic under discussion. The opinions of the respondents
will be used as the primary source of information for preparing the study report.

Structured Questionnaire:

It is usually associated with the self-administered tools with items of the closed or
fixed alternative type. The respondents feel greater confidence in the anonymity of
questionnaire than in that of any interview. It places less pressure on the subject of

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immediate response. These are the reasons for choosing questionnaire as one of the
tools for data collection.

The questionnaire consists of two types of questions:

Close-ended questions: The close-ended questions will be consisting of multiple

choices, which will have a choice of specific answers.

Open-ended questions: An open-ended question is a question where no choices of

answer are given the respondent and the respondent will be given freedom to respond
according to his wish.

SECONDARY SOURCE

Secondary source is that information that is obtained from those sources other than
direct sources and the information is collected through the mentioned ways.

 Company’s Website.

 Magazines and Journals.

 Text books published on Human Resource Management.

 Websites and Search engines.

 Other records.

SAMPLE SELECTION:

A sample is known as the sub-unit of population which shares the similar features.
The number of units in the sample is known as the sample size.

SAMPLING METHOD
I will select respondents randomly that is why simple random sampling method will
be used.
SAMPLE SIZE

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Sample of present study will consist of 100 respondents of various departments of
NHPC.
REFERENCES:-
BOOKS
ORGANISATIONAL BEHAVIOUR BY STEPHEN.P. ROBBINS
PERSONNEL MANAGEMENT BY C.B.MEMORIA
PERSONNEL MANAGEMENT BY ADWIN FLIPPO
RESEARCH METHODOLOGY, METHODS AND TECHNIQUES BY
C.R.KOTHARI

Wipro Ltd., Annual Reports.

Websites:-
www.nhpcindia.com

www.wikipedia.com
www.google.com

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