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PRESENTATION ON PERFORMANCE MANAGEMENT SYSTEM IN HAL

PRESENTATION ON PERFORMANCE MANAGEMENT SYSTEM IN HAL. T SUDHAKAR RAO. 19 Production & 10 R&D Centres. HINDUSTAN AERONAUTICS LIMITED . Premier Aerospace Company in South-east Asia. Fully owned by Govt of India. 34,500 Employees. ISO-9001 & AS-9100 Certifications.

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PRESENTATION ON PERFORMANCE MANAGEMENT SYSTEM IN HAL

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  1. PRESENTATION ON PERFORMANCE MANAGEMENT SYSTEM IN HAL T SUDHAKAR RAO

  2. 19 Production & 10 R&D Centres HINDUSTAN AERONAUTICS LIMITED Premier Aerospace Company in South-east Asia Fully owned by Govt of India 34,500 Employees ISO-9001 & AS-9100 Certifications 11451 crs. Sales for 2009-10 (prov.) 2

  3. CURRENT PROGRAMS 3

  4. FUTURE PROGRAMS 4

  5. PERFORMANCE MANAGEMENT SYSTEM :: SALIENT FEATURES • Hierarchy across 10 Grades (below Board level) [Gr I (E0) to Gr X (E 9)] • Grades clustered in 5 bands of 2 each • Appraisal of Executives of one band by next/ higher levels • Assessment –Self Appraisal, Appraisal by Initiating Authority (IA), Reviewing Authority (RA) & Performance Review Board (PRB) • Quarterly Tasks & Assessment- MATI (Mutually Agreed Tasks & Improvements) • Annual Assessment of Qualitative Traits based on responsibilities associated with each level • Management Review Categorization (MRC) & Identification of Training & Developmental Needs by IA , RA & PRB • Performance Feedback – Strengths and Areas of Improvement 5

  6. Quarterly Task Setting & Assessment Sheet made available to all Departments by HRD Cell Task setting for the first quarter Comments by Higher Authorities Performance Appraisal Cycle Task setting – II Quarter Assessment – I Quarter Task setting – III Quarter Assessment – II Quarter Task setting – IV Quarter Assessment – III Quarter Assessment of IV Quarter, Self Appraisal and Completion of Report by IA PERFORMANCE MANAGEMENT CYCLE PRB, Normalization of Marks Review & appraisal by RA 6

  7. PERFORMANCE APPRAISAL – ASSESSMENT WIEGHTAGE • MATI – Quarterly Assessment • Maximum 100 marks • 60 for Tasks (Physical, Financial, target date, milestones etc.) • 40 for Improvements • Task setting by 7th of the first month of each quarter • Assessment by 5th of first month of subsequent quarter • Overall Performance Appraisal Marks is combination of MATI + Qualitative Traits 7

  8. ASSESSMENT WEIGHTAGE (TOTAL 100 MARKS) * Job Knowledge, Developing Subordinates, Potential to shoulder higher responsibilities, Planning & Coordination, Quality of work, Cost & time consciousness, team building, Customer Satisfaction, Time Management, Man Management, etc. 8

  9. SCALE OF GRADATION 9

  10. SELF APPRAISAL • Appraisee to indicate most significant contributions during the year; Training / Job Rotation needs to improve the performance; Areas of strength etc. • Should be brief & to the point PEN PICTURE BY IA (QUALITATIVE ASSESSMENT) • Highlights all aspects of the personality of the Appraisee • (Attitude towards work, colleagues, superiors, subordinates, general demeanour, areas of improvement) 10

  11. GENERAL ASSESSMENT & MANAGEMENT REVIEW CATEGORISATION (by IA & RA) • Appraisee’s Strengths & Areas requiring improvements • MRC indicates Potential for Advancement in Career • MRC to be awarded based on: • Educational Qualification • Experience • Job Knowledge • Personal Qualities • Performance on various Assignments TRAINING / DEVELOPMENTAL NEEDS • Specific areas for Job Rotation as well as Training needs for future growth indicated by IA & RA 11

  12. PERFORMANCE REVIEW BOARD (PRB) • Normalizes PARs across Departments / Disciplines • PRB will consult IA & RA wherever necessary • Marks & Performance rating awarded by PRB are final 12

  13. OVERALL GRADATION AFTER PRB 13

  14. FEEDBACK SYSTEM • Oral feedback is an ongoing process • IA to inform Appraisee in writing as & when need arises • Post PRB • Performance Feedback – Strengths and Areas of Improvement • Overall score of below 50 & rated below average intimated in writing 14

  15. PARs OF OFFICERS ON PROBATION • First evaluation at the end of 6th month (I PAR) • Final evaluation at the end of 11th month (II PAR) • 6/11th Monthly PARs are basis for confirmation of officers appointed/ promoted 15

  16. PERFORMANCE IMPROVEMENT PAY (PIP) • Revised Scheme to be implemented • Payment will be linked to Marks scored in the MATI/ PAR, Attendance • Payment assessed on 3 parameters: • Individual Performance • Physical Performance • Financial Performance – Sales and Profit • % ranges from 50% for Individual performance; 40% - 25% for Physical performance (depending on levels); 10% to 25% for Financial performance (depending on levels) 16

  17. END OF PRESENTATION

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