PERFORMANCE

MANAGEMENT SYSTEM

PRESENTED BY:
TEAM 6:
KAPIL RAINA
NEERAJ MISHRA
RACHANA KUMARI
APURVA CHOUDHARY
SONAM JAGGA
SANJEEV AGARWAL
 PERFORMANCE
MANAGEMENT SYSTEM

 Performance Management is a whole work system

that begins when a job is defined as needed. It ends
when an employee leaves your organization.
 According to this definition, performance

management involves creating work environment for

employees’ success rather than setting a tight control
system as many managers would believe.
Appraisal measures
 360 degree appraisal
 MBO
 Behavior Observation Scale
 Behavior Anchored Rating Scale(BARS)
 BRAGS ( Blue red Amber Green saffron)
 Assessment Centers
 Electronic Performance Monitoring
GRASIM
 Incorporated on 25th Aug 1947.
 Flagship company of Aditya Birla Group.
 World’s Largest Producer & Exporter of
Viscose Staple Fibre(VSF).
 World’s 11th Largest Cement Producer.
 Chairman- Mr. Kumar Managalam Birla.
 Employees- 1,00,000.
 Award-Forbes Asia “Fabulous 50”
GRASIM’s HR POLICIES
 Development assignment, Classroom
Training, Coaching and Participation in
Special Projects.
 Leadership Program-“LEAD”.
 Meticulous Hiring Process- Multi-Stage
Process
 Diverse Opportunities.
HR PRACTICES
 Earlier Grasim used to have a
traditional HR Department.
 But in the year 2001 they contracted
ICOMM to make the HRMS online.
 It outsourced its HR IT needs to
ICOMM.
 This was done in two phases.
In phase 1 they experimented on the
appraisal process.
With the satisfying results whole of
the HR functions were made online.
PERFORMANCE MANAGEMENT
 TRADITIONAL METHOD:
b) Supervisors used to rate the employees’.
c) Time consuming, lot of paper work-
Logistical Nightmare
 CURRENTLY USED METHOD: A few
years back the company decided to
outsource its HR system to a company
named ICOMM.
e) Appraisals are done online. Employee-
Appraiser communications are also
maintained online.
f) All the users were empowered
independently using separate Login ID's
ANALYSIS OF PERFORMANCE
MANAGEMENT SYSTEM
BENEFITS:
 Time saving
 Can easily differentiate between
poor performers and good performers
 Helps in forecasting budgeting for
the next year.

DRAWBACKS:
 Though system is doing well
presently but as everything is
standardized so can lead to less
consideration of human factors so HR
as a human science can lose its
significance.
ANALYSIS (CONTD.)
 SUGGESTIONS:
Rather than making whole process
completely technical, monitoring of the
process can be done by skilled experts
so it will be less time consuming as well
as will take variables and special cases
into consideration.
PUNJAB NATIONAL BANK
 Registered on May 19th 1894 under
Indian Companies Act, with its office in
Lahore.
 Founded by- Dayal Singh Majithia
Lala Harikrishen Lal
 Second Largest Govt. Owned Bank with
4500 Branches Across 764 cities.
 Ranked 1243 in Forbes Global 2000.
 Chairman- Dr. K.C. Chakravorty
 Employees- 58300
HR Perspective
 PNB Pariwar
 Mission-Committed work force
 Emphasis on ethical conduct
 People Soft
PERFORMANCE
MANAGEMENT
 Development Oriented Appraisal.
 The company follows a Self Appraisal
Method, which is then assessed(rated) by
the senior authority, and then goes to the
higher authorities for the sanction.
 Appraisal is done on the Achievement
Figure Indicator, which includes business
indicators like deposits, advances.
 In addition to this performance appraisal
breakup is also based on various other
activities like CR, Sanction overdue for
renewal, No. of complaints
outstanding, no. of offices visited, no.
of villages adopted(in case of rural
schemes which the bank launches)
ANALYSIS OF PERFORMANCE
MANAGEMNT SYSTEM
 The system of Performance Management is
traditional and needs to be changed and given
a modernized approach like BARS, BOS.
 SUGGESTIONS
a. The System should be more be more fair
and transparent, the traditional approach
involves biasness at some point of time.
b. More emphasis should be laid on the fact
that when measuring the performance by
productive measures it should be taken into
account whether the employee is primarily
responsible for the amount of production.
c. The Performance System can involve the
3600 approach.
 Wipro
 Wipro started as a edible oil
producer in 1945 under the name
Western India Vegetable Products
 Chairman- Azim Premji
 In 1977 it entered the IT segment.
 Third largest IT services company in
India
 3rd Best HR Management company in
India
 Employees- 97250 as on November
HR POLICIES
 Internal Recruitment
 Intensive Training

 Job Rotation

 Wipro Employee Stock Option Plan

(WESOP) allows employees to

share in the companies success
Appraisal Methods Of Wipro
 e-performance management
 PCMM( People Capability Maturity
Model)
 Identification Of Star performers
 Intensive training programs
 Quarterly and half yearly performance
appraisal
 Wipro Employee Stock Option Plan
(WESOP) allows employees to share in
the companies success
Where Do The Raters Go Wrong?
 Types of Rating Errors
b) Halo Error
c) Horns Error
d) Mistake of taking Central Tendency
and Averaging
e) Similarity Error
f) Recency Error
g) Stereotyping
h) Contrast Effect
i) Typecasting
CONCLUSION
 An effective and efficient performance
PMS is imperative for a company to
achieve financial success. A PMS is most
important systems by which a company
transforms one of its resources people-
into an asset

 It facilitates the managers in

coordinating with employees and
assisting them to perform in their best
possible way to meet and perhaps excel
in achieving the targets and standards.