This is an effort to show a progressive proposal on the PERFORMANCE MANAGEMENT SYSTEM OF NTPC, PMI. Performance direction system is a method through which entire rating of an employee 's public presentation throughout the twelvemonth undertaken by his/her superior wherefrom the junior get to cognize his/her ain standing in the organisation. This system is a really of import facet, which gives the true image of the company 's drive in a peculiar twelvemonth.
I am traveling to seek to do a research work on the company 's Performance Management System.India 's largest power company, NTPC was set up to speed up power development in India. NTPC is emerging as a diversified power major with presence in the full value concatenation of the power coevals concern. Apart from power coevals, which is the pillar of the company, NTPC has already ventured into consultancy, power trading, ash use and coal excavation.
NTPC ranked 317th in the '2009, Forbes Global 2000 ' ranking of the World 's biggest companies.
Aim
As the Performance assessment is the procedure of obtaining, analysing and entering information about the comparative worth of an employee. The focal point of the public presentation assessment is mensurating and bettering the existent public presentation of the employee and besides the future potency of the employee. Its purpose is to mensurate what an employee doesThe A purpose A of A this research will be A to commit the Performance Appraisal and Management System by developing an incorporate procedure of nonsubjective scene, appraisal and rating that will back up single employee, departmental & A ; company 's growing and will assist make a public presentation goaded civilization and to assist it to go a 75,000 MW company by 2017 as harmonizing to the company 's vision.Aims
To supply a model to the company for systematic planning of Performance Objectives at the beginning of the twelvemonth.To guarantee that single aims are aligned to the company ends.To guarantee an nonsubjective rating of employee public presentation.To place spreads in public presentation and take necessary actions to guarantee the accomplishment of organisational and single ends.To specify a proper calling planning procedure to thye employees.
To supply inputs for finding the Compensation, Rewards & A ; Recognition.To compare the past system for public presentation assessment with the new public presentation direction system in order to place the drawback that are overcome by the new system of public presentation that is PMS ( public presentation direction system )
Research Questions
Research inquiries of this thesis are described below and researcher seek his best to cover all comparative affair sing thesis.How public presentation channel of NTPC can be improved?What strategies to be implemented to acquire optimal result/benefits?What type of public presentation managemnet procedure can assist?Why company non yet have achieved its visioned end?Which sort of menaces and barriers hindering to accomplish company 's coveted ends?Are the employees of the satisfied with their calling in company?Data Collection
As the assorted constituents of Performance Appraisal and Managment System are1. A A Performance Planning & A ; Objective SettingPerformance Planning is an of import portion of the Performance Management System as it makes the aims of concern and single public presentation clear and simple.A 2. A A Performance AssessmentPerformance Assessment is done in an nonsubjective and scientific mode. THIS ASSESSMENT A IS A DONE A A at the terminal of the fiscal twelvemonth.3. A A Career DevelopmentInput signals from the Performance Review exercising can be used for be aftering the calling development of the individual.
To guarantee the growing of an person, development schemes like preparation, coaching, mentoring, occupation rotary motion & A ; occupation expansion may be deployed.4. A A WagessWagess can be pecuniary & amp ; NON-MONETARY.During this research work of NTPC we:Should have ongoing feedback during the twelvemonth and a formal one-year public presentation assessment/appraisal.During the assessment Sessionss, the research worker should make an unfastened and accessible environment in which a bipartisan treatment can be made possible with the Employee.
The Employee on his portion should be willing to give and have proper feedback during the assessment session.Performance assessment treatment should cover how the twelvemonth that went by A for the Employee, what HE/SHE A has achieved, how was it done and what the manner forward is for the Employee.
Research Methodology
After Overall Planning, the study moved into the field and set about the fieldwork that is distribution and aggregation of facts. The entire figure of questionnaire distributed were 60 out of which merely 50 were taken into analysis, few were non considered due to incomplete informations entry and few questionnaires were non filled. And this method of informations aggregation is selected as:SAMPLE SURVEY was preferred as the agencies of informations aggregation to research the being of the perceptual experience phenomenon, as a sample study is extended in range.But are holding LIMITATION that there are possibilities of the information being biased. Bias can be both calculated and non-deliberate. Non-deliberate prejudice crept in the signifier of estimate when respondent were asked to provide information on some past event which they do non precisely retrieve. Use of standardised response formats in many inquiries forced respondents to subscribe to statements to which they do non to the full endorse.PURPOSIVE SAMPLING AS THE SAMPLING METHOD is really simple to pull and affect less fieldwork since those units can be selected which possess the needed cognition on the subject of the investigation.But are holding LIMITATION that It is non ever dependable.
The human head was hard in acknowledging typical points. This trouble tends to falsify purposive sampling. The Problem was faced as one does non hold the considerable cognition about the population and this job gets solved with the aid of my usher.REASON FOR SELECTING QUESTIONNAIRE AS THE DATA COLLECTION TECHNIQUEIt is comparatively cheap manner of informations aggregation.
It covers wider geographical country at a comparatively low cost per respondent. It presents a unvarying stimulation to all respondent i.e. each respondent receives an indistinguishable questionnaire.
It enables the respondent to reply inquiry - possibly those of personal or awkward nature - more volitionally and accurately. It can be answered at the convenience of the respondent.
Analysis
Researcher must take a breath life into the cold information by adept analysis and therefore necessitate to follow three stairss - redaction, sorting and analysing the information.The content of the informations obtained in a study were carefully checked for any possible incompatibilities and rawness. Then came the careful analysis - the informations are so coded and tabulated harmonizing to the evaluation in the silent person tabular array.And so eventually tabulated information is interpreted with the aid of spreadsheet in excel to make a concluding decision.In this research, for acquiring important and utile information from collected information research worker will analyse both informations. Quantitative analysis used to construe those informations collected through questionnaire, whereas qualitative analysis used to construe the information which gathered by one to one interview.For acquiring the deep information research worker analyse the informations in item, and for comprehensive consequences researcher will utilize M.S-excel ( Micro Soft Excel Spread Sheet ) where required, because research worker was familiar with it, as worked on it since long. With the purpose of account of the consequence in hitter manner, research worker will utilize tabular arraies, diagrams and graphical presentation, which will assist to understand result in first position.
Researcher must take a breath life into the cold information by adept analysis and therefore necessitate to follow three stairss - redaction, sorting and analysing the information.
The content of the informations obtained in a study were carefully checked for any possible incompatibilities and rawness. Then came the careful analysis - the informations are so coded and tabulated harmonizing to the evaluation in the silent person tabular array. And so eventually tabulated information is interpreted with the aid of spreadsheet in excel to make a concluding decision.Restrictions
Questionnaire are traveling to be used as a step of informations aggregation for the survey. I selected the sample size of 50 employees.Everybody will non react to the inquiry decently.This technique does non supply a cheque on the honestness and dependability of answers, if the respondent gives incorrect answers, the research worker can non cognize what the truth is.Time Scale
Refrences
Dick Grote ( 1996 ) , The Complete Guide to Performance Appraisal, [ online ] Available at hypertext transfer protocol: //www.amazon.com/Complete-Guide-Performance-Appraisal/dp/0814403131 # reader_0814403131 [ Accessed 11th January, 2011 ]Aubrey C. Daniels ( 2004 ) , Performance Management: Changing Behavior that Drives Organizational Effectiveness, [ online ] Available at hypertext transfer protocol: //www.amazon.com/Performance-Management-Changing-Organizational-Effectiveness/dp/0937100080/ref=sr_1_4? s=books & A ; ie=UTF8 & A ; qid=1298227782 & A ; sr=1-4 [ Accessed 1 April 2010 ]James Rollo, nSight, Inc.
, and Vikko Rollo ( 2009 ) , Performance Management: A Pocket Guide for Employee Development, [ online ] Available at hypertext transfer protocol: //www.amazon.com/Performance-Management-Pocket-Employee-Development/dp/1576811158/ref=sr_1_9? s=books & A ; ie=UTF8 & A ; qid=1298228054 & A ; sr=1-9 [ Accessed 11th January, 2011 ]Dick Grote ( 2002 ) , The Performance Appraisal Question and Answer Book: A Survival Guide for Managers, [ online ] Available at hypertext transfer protocol: //www.amazon.com/Performance-Appraisal-Question-Answer-Book/dp/081447151X/ref=sr_1_10? s=books & A ; ie=UTF8 & A ; qid=1298227564 & A ; sr=1-10 [ Accessed 11th January, 2011 ]Dick Grote ( 1996 ) , The Complete Guide to Performance Appraisal, [ online ] Available at hypertext transfer protocol: //www.amazon.com/Complete-Guide-Performance-Appraisal/dp/0814403131 # reader_0814403131 [ Accessed 11th January, 2011 ]
