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Impact  of performance appraisal system on productivity of
 

Impact of performance appraisal system on productivity of

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Impact of performance appraisal system on productivity of

Impact of performance appraisal system on productivity of

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    Impact  of performance appraisal system on productivity of Impact of performance appraisal system on productivity of Document Transcript

    • Name: Dharmendra Kumar (2008 -2010)<br />Title: Impact  of performance appraisal system on productivity of<br /> Employees of ONGC Ltd.<br /> <br />Executive Summary<br />Oil and Natural Gas Corporation Limited (ONGC) is engaged in the business of exploration and drilling of crude oil and natural gas and is the world’s second biggest exploration and production company ONGC owns and operates more than 11000 kilometers of pipelines in India, including nearly 3200 kilometers of sub-sea pipelines. The company contributes more than 78% of India’s oil and gas production.<br />Today, ONGC is the flagship company of India; and making this possible is a dedicated team of nearly 40,000 professionals who toil round the clock. It is this toil which amply reflects in the performance figures and aspirations of ONGC. The company has adapted progressive policies in scientific planning, acquisition, utilization, training and motivation of the team. At ONGC everybody matters, every soul counts.<br />ONGC has a unique distinction of being a company with in-house service capabilities in all the activity areas of exploration and production of oil & gas and related oil field services. Needless to emphasize, this was made possible by the men & women behind the machine. Over 18,000 experienced and technically competent executives mostly scientists and engineers from distinguished Universities / Institutions of India and abroad form the core of our manpower. They include geologists, geophysicists, geochemists, drilling engineers, reservoir engineers, petroleum engineers, production engineers, engineering & technical service providers, financial and human resource experts, IT professionals and so on.<br /> <br />This report concentrates on the study of the performance appraisal system being practiced in ONGC and to check its effectiveness and further to suggest and recommend any possible ways to improve and strengthen its PMS.<br /> <br />Objectives:<br />To know the various types of performance appraisal methods being used at ONGC Ltd. <br />To know which appraisal system is being mostly used in ONGC Ltd. <br />To know whether the performance appraisal system of ONGC Ltd. Increase the productivity of employees or not . <br /> <br />Recommendations:<br />The performance appraisal system of ONGC is of good quality. With the introduction of new e-PAR system, the PMS system is refined further. On the basis of the analysis of responses and findings I have reached to some conclusions. So taking them into consideration few steps may be considered to strengthen the performance appraisal system.<br />The system should be made more transparent. This can be achieved by creating awareness among the employees regarding each and every aspect of the appraisal process. They should be made aware about the standards and the criterions for evaluation. Further they should be shown the appraisal result.The appraiser and appraisee should sit together and then the appraiser should rate the appraisee for his performance and should state the reason for the same. This will increase the level of transparency and the employee will feel satisfied as he will have an opportunity to respond at that very moment itself.<br />The genuine feedback should be provided to the employees. So that they may be in a position to know where they stand exactly. So that they can identify their performance gaps and prepare accordingly for the future.<br />Limitations:<br />Due to time constraint and hectic schedule of ONGC employees some time I found difficulty in interaction with employees.<br /> <br />Organization being very large an effort was made to do the tasks effectively and efficiently but more detailed study could have done by having large sample size.<br /> <br />Employees delayed in submitting the feedback form so it effected the time in compiling and analyzing data for findings and suggestions.<br /> <br />Many questions were responded as “Cannot Say” due to the subjectivity of the topic and some information was not revealed due to certain reasons like being confidential in nature.<br />The above article was extracted from dissertations in Marketing, Finance, Human Resources, Strategy, Information Systems by the students from Skyline College. Skyline College is amongst the top MBA and BBA institutes in Delhi, Gurgaon (NCR).<br />...................................................................................................................................................... The above article was extracted from dissertations in Marketing, Finance, Human Resources, Strategy, Information Systems by the students from Skyline College. Skyline College is amongst the top MBA and BBA institutes in Delhi, Gurgaon (NCR). For more information on Skyline College or the MBA, BBA programmes please CLICK HERE. For MBA, BBA Admission queries please CLICK HERE , & Also Skyline blog .<br />