Group-1 Heena Kumari Romana Aftab Shilpi Rani Michelle Baa Monalisa Nayak

Comparativa analysis of Performance Management between GAIL & BPCL

What is Performance Management

Performance management: The process of motivating employees through setting goals, measuring progress, giving feedback, coaching for improved performance, and rewarding achievements.

Why Performance management

Translate goals into tangible objectives and measures at the individual level.
To establish a process of continuous feedback on performance. Performance management can make the employer aware of general employee satisfaction and needs. The performance management process can create a plan to bridge gaps between current skills and future needs.

GAIL
GAIL (India) Ltd was incorporated on August 16, 1984. GAIL (India) Ltd integrates all aspects of the Natural Gas value chain (including Exploration & Production, Processing, Transmission, Distribution and Marketing) and its related services. It is under Forbes 2000 company. Mission To accelerate and optimize the effective and economic use of natural gas and its fraction for the benefits of the national economy. Vision Be the leading company in natural gas and beyond, with global focus, committed to customer care, value creation for all stake holders, and environmental responsibility.

BPCL
Integrated Petroleum Refining and Marketing Company Fortune 500 & Forbes 2000 company Large distribution network across India 425 locations. The Company operates in a single segment - Refinery and marketing activities. Vision We are a leading energy company with global presence through sustained aggressive growth and high profitability We are the first choice of customers, always Values Innovative Caring Reliable

Performance management in GAIL

For different designation PMS criteria is different. Employee has to decide his KRA and KPI with his boss (goal setting). Performance assessment is done on yearly and half yearly basis . They follow bell curve for assessing the performance of employees. The employee fills the performance plan form and submits it to the reporting officer then it is sent to the reviewing officer and then finally to the accepting officer.

Performance Management in BPCL

For different designation PMS criteria is different. Employees discuss and plan their KPI and KRA according to their goals and objective. Performance assessment is done half yearly basis. They follow bell curve and Balance score card for assessing the performance of employees.

The plans are recorded in the Performance Management Map (PMM) under four perspectives Customer Perspective , Financial Perspective, Internal Processes & Learning & Growth.

Name: Marianus Baa Designation: DGM (HR) Ph no: 120-2518348 Mobile:9650036661 Email ID:mbaa@gail.co.in

Name: Shilpa Surve Designation: HR manager Mobile: 9582647898 Email id: shilpasurve@bharatpetrolium.in

Criteria for Performance management

At the executive level the performance management criteria is more focused towards the behaviour whereas at the lower level it is more target based. Coaching, mentoring and counseling -are present more at the executive levels rather than at the lower levels. Executives are required to know about the entire business and their functionality whereas at the lower level the domain is restricted.

At the lower level more emphasis is put on how competent is the employee where as at the executive level What managerial skills are required in order to retain in the global market.

Comparative analysis
GAIL Improvement Tool Senior employees undergo SMDC program on the basis of score and after making GAP analysis, they are sent to various training program to institutes like IIMs, XLRI etc. They are also given training program inhouse at GTI. Further, they are also sent to various workshop / conferences organized by international agencies. In the beginning of the year, KPA / KPI are decided jointly with the reporting officer. The midterm corrections are also made in between. Sometimes, employees because of their preoccupation do not stick to the deadline given by Human Resource Development Department. BPCL BPCL have their development and learning centre at Mumbai where the new trainees undergo the initial training as well as skill up gradation process. Senior employees undergo competencies and developmental potential by trained professionals. Different KPI/KRA are set at different levels in terms of career progression and performance targets. The KRA/KPI at times are not specific.

Target setting

Problems

Comparative analysis
GAIL Competency part of PMS Level of guidance YES Mentoring at entry level Coaching at middle level Counseling at all level BPCL YES Mentoring at entry level Coaching at middle level Counseling at all level

Feedback

Once in a year after the completion of Feedback is given quarterly during the Performance Management Cycle is mid review then again at the end of the done. year.

Performance Bell curve is used to measure the Strategic shift in approach to PMS by Measurement percentage which is required to way of introducing Balanced Score measure the performance of the Card concept. individual. Performance Related Incentive Scheme along with relative ranking (bell curve) introduction. Transparency There is transparency at all the levels There is transparency at all the levels

Learning
We have learned that performance is a function of employee behaviour. Due to growing global competition, companies are fulfilling the need to nurture develop and retain talent through performance management. Performance management requires drive from both the sides (employee as well as from organization) Every organization have different criteria for performance management at lower and middle levels. The employee performance evaluation provides evidence of nondiscriminatory promotion, pay, and recognition processes.

Conclusion
Focus employees on critical task and company goals. Increase overall employee productivity. Identify and reward top performance. Invest in ongoing employee development. Place the right person in the right job. Ensure readiness to execute changing business strategies.

Any Question.???

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