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PERFORMANCE MANAGEMENT SYSTEM

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PERFORMANCE MANAGEMENT SYSTEM

  1. 1. Snehal Patil | Masters of Labour Studies, B.E (Computers) 1 1. PERFORMANCE MANAGEMENT SYSTEM There is an online Performance management system named “success factor” in Lupin Limited. Where employee fills and carry out performance related activity online through this web application called success factor. The purpose of the PMS is to improve the company’s results through improved  Performance planning  Performance appraisals  Compensation practices Performance Management System Process  Performance is reviewed every year from April to March  Performance is linked with the workflow of each employee  Letters are issued in the month of June of every calendar year  Within forty-five days new joinee has to set the self targets after joining  After employee sets his goals, progress review is done by the reviewer  Performance is analyzed based on individual and job environment  Overall employee performance is evaluated  Salary is administrated.  Training and Development plan is prepared to impart training based on performance evaluation. Performance appraisal is done as per the below rating scales PSAP Performance Significantly Above Plan PAP Performance Above Plan PMP Performance Meets Plan PBP Performance Below Plan PSBP Performance Significantly Below Plan Based upon the KRA’s assigned to each employee, each KRA is ranked on the adjoining scale as per the below matrix Rating and its equivalent points Score range for “Overall Rating" Rating Points Rating Score PSAP Performance Significantly Above Plan 5 PSAP 451-500 PAP Performance Above Plan 4 PAP 351-450 PMP Performance Meets Plan 3 PMP 251-350 PBP Performance Below Plan 2 PBP 151-250 PSBP Performance Significantly Below Plan 1 PSBP 100-150
  2. 2. Snehal Patil | Masters of Labour Studies, B.E (Computers) 2 2. RESEARCH METHODOLOGY Type and Nature of Research: The present study is descriptive and quantitative in nature Sampling Procedure: Sampling Frame- Employees of Lupin, Tarapur Sample Size- The sample size is 120 Sampling Method: Various Employees were selected from different departments on random selection under the random sampling method. It is impossible to use the census method to collect the information. Therefore, random sampling is done. Areas covered: For this survey I have covered mostly all the departments of the organization- Lupin, Tarapur Following are the number and name of departments. Sr.No Department No. of Employees covered 1. Quality Control 20 2. Purchase 8 3. Excise 4 4. MPP3 5 5. MPP5 5 6. CMPP 4 7. MPP8 15 8. MPP7 3 9. MPP6 6 10. Quality Assurance 5 11. PD Lab 20 12. MPP2 9 13. Accounts 6 14. MPP9 6 15. OHC 4 Total 120
  3. 3. Snehal Patil | Masters of Labour Studies, B.E (Computers) 3 Sources of Data Collection: A self administered Questionnaire was used for data collection. Both closed ended and open ended questions were included in the study. The time constraints and various other factors were also kept in mind while framing the research methodology. Analysis Method: Chi square test Analysis Method In general the chi square analysis is used when there is a need to examine the similarities between two or more populations or variables on some characteristics of interest. The reason for using chi square test is to make inference about the population variance. It is the test of homogeneity to study whether different departmental employees are similar in reference to some characteristic or attribute. It is used here for testing the independence to determine whether employee satisfaction or system effectiveness are related or independent. Data Analysis and Interpretation: Data Analysis Tool- the Chi Square Test was used for interpretation of effectiveness of Performance Management System. Data is analyzed from the set of questions prepared by me under the guidance of my mentor. The questionnaire form was distributed to employee mentioned in the above table of various departments to give ratings The employee has to rate each question on his degree of satisfaction Ratings 1- Highly Satisfied 2- Satisfied 3- Average 4- Dissatisfied 5- Highly Dissatisfied
  4. 4. Snehal Patil | Masters of Labour Studies, B.E (Computers) 4 Question No 1: The appraisal systemin this organization provides an opportunity for each appraisee to have a clear understanding of what is expected from him by his reporting Manager during the performance year Ratings 1 2 3 4 5 Frequency 18 52 34 14 2 Ei=120/5=24 Oi Ei Oi-Ei (Oi-Ei)^2 (Oi-Ei)^2/Ei^2 18 24 -6 36 0.0625 52 24 28 784 1.361 34 24 10 100 0.173 14 24 -10 100 0.173 2 24 -22 484 0.840 Total 2.6= X2 0 10 20 30 40 50 60 Degree of Effectiveness E1 1 E41 4 E81 1 E2 2 E42 4 E82 3 E3 1 E43 3 E83 1 E4 2 E44 2 E84 3 E5 3 E45 2 E85 3 E6 5 E46 2 E86 2 E7 4 E47 2 E87 2 E8 3 E48 2 E88 2 E9 3 E49 3 E89 2 E10 3 E50 3 E90 2 E11 3 E51 2 E91 4 E12 2 E52 3 E92 2 E13 3 E53 2 E93 2 E14 1 E54 3 E94 3 E15 1 E55 3 E95 2 E16 1 E56 2 E96 4 E17 2 E57 4 E97 3 E18 3 E58 4 E98 1 E19 2 E59 2 E99 2 E20 2 E60 2 E100 4 E21 2 E61 2 E101 4 E22 2 E62 2 E102 1 E23 2 E63 2 E103 2 E24 2 E64 1 E104 1 E25 1 E65 1 E105 2 E26 5 E66 2 E106 2 E27 2 E67 3 E107 1 E28 3 E68 4 E108 2 E29 2 E69 1 E109 4 E30 2 E70 3 E110 4 E31 3 E71 2 E111 2 E32 2 E72 2 E112 2 E33 2 E73 1 E113 3 E34 4 E74 3 E114 2 E35 2 E75 3 E115 4 E36 3 E76 3 E116 2 E37 2 E77 3 E117 3 E38 3 E78 3 E118 3 E39 3 E79 2 E119 1 E40 3 E80 1 E120 2 Total 290 Chi Square Test Analysis Hypothesis: Lupin employees are satisfied with the appraisal system which provides an opportunity to have a clear understanding of what is expected from him by his reporting Manager during the performance year. Degree of Freedom (v) =n-1=5-1=4 V=4, X2, 0.05=9.49(Tabulated) Interpretation: The calculated value of X2 is less than the tabulated value. Hence, the hypothesis holds true. Conclusion: Lupin employees’ feels appraisal system is effective to have a clear understanding of what is expected from him by his reporting Manager during the performance year.
  5. 5. Snehal Patil | Masters of Labour Studies, B.E (Computers) 5 Question No 2: The appraisal systemprovides an opportunity for self review and reflection Ratings 1 2 3 4 5 Frequency 22 53 28 15 2 Ei=120/5=24 Oi Ei Oi-Ei (Oi-Ei)^2 (Oi-Ei)^2/Ei^2 22 24 -2 4 0.0069 53 24 29 841 1.460 28 24 4 16 0.027 15 24 -9 81 0.140 2 24 -22 484 0.840 Total 2.47= X2 0 10 20 30 40 50 60 22 53 28 15 2 Degree of Effectiveness E1 1 E41 4 E81 2 E2 2 E42 3 E82 4 E3 2 E43 4 E83 1 E4 3 E44 3 E84 3 E5 1 E45 2 E85 4 E6 5 E46 2 E86 1 E7 2 E47 3 E87 1 E8 3 E48 3 E88 3 E9 2 E49 4 E89 3 E10 2 E50 2 E90 2 E11 3 E51 2 E91 4 E12 1 E52 4 E92 2 E13 2 E53 2 E93 1 E14 2 E54 3 E94 2 E15 1 E55 3 E95 2 E16 3 E56 1 E96 4 E17 3 E57 4 E97 2 E18 3 E58 3 E98 1 E19 2 E59 2 E99 2 E20 2 E60 2 E100 3 E21 2 E61 2 E101 4 E22 3 E62 2 E102 1 E23 4 E63 2 E103 1 E24 2 E64 1 E104 1 E25 1 E65 1 E105 2 E26 2 E66 1 E106 3 E27 2 E67 4 E107 1 E28 2 E68 3 E108 2 E29 2 E69 2 E109 3 E30 2 E70 3 E110 3 E31 4 E71 2 E111 1 E32 2 E72 1 E112 2 E33 2 E73 2 E113 4 E34 3 E74 3 E114 2 E35 2 E75 2 E115 5 E36 3 E76 2 E116 2 E37 3 E77 2 E117 2 E38 2 E78 2 E118 4 E39 2 E79 2 E119 1 E40 3 E80 1 E120 2 Total 282 Chi Square Test Analysis Hypothesis: Lupin employees are satisfied with the appraisal system which provides them an opportunity for self review and reflection reviews would be effective Degree of Freedom (v) =n-1=5-1=4 V=4, X2, 0.05=9.49(Tabulated) Interpretation: The calculated value of X2 is less than the tabulated value. Hence, the hypothesis holds true. Conclusion: Lupin employees are satisfied and feel that appraisal system is effective for self review and reflection.
  6. 6. Snehal Patil | Masters of Labour Studies, B.E (Computers) 6 3. COMPARATIVE DATA ANALYSIS Question No Chi Square Test Score Weighted Average Score 1. 2.6 2.4 2. 2.47 2.3 3. 1.92 2.3 4. 2.17 2.5 5. 2.75 2.4 6. 1.62 2.4 7. 1.96 2.4 8. 3 2.5 9. 2.24 2.5 10. 2.26 2.5 11. 1.9 2.9 12. 2.82 2.7 13. 2.77 2.6 14. 1.77 2.4 15. 2.23 2.5 16. 2.11 2.4 17. 1.95 2.4 18. 3.06 2.5 19. 3.95 2.5 20. 3.2 2.5 21. 2.74 2.4 Mean 2.45 2.47 Median 2.26 2.5 The mean is the average The median is the middle of a the data Note: Weighted Average Score is a total score divided by 120 Example: Q.1 Total Score=290 Therefore, Weighted Average Score 290/120=2.4 0% 57% 38% 5% Degree ofEffectiveness ofthe Performance Management System ofLupin Highly Satisfied Satisfied Average Dissatisfied Highly dissatisfied

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