BHEL is a leading power generation and industrial equipment manufacturer in India. It has implemented an online performance management system called e-MAP for evaluating employees. The system consists of evaluating employees on key result areas (KRAs) and skills. Most employees are satisfied with e-MAP and feel it is an improvement over the previous appraisal system as the KRA evaluation is more transparent. However, some employees face issues in selecting the appropriate KRAs. Appraisers provide regular feedback to help employees improve performance.

1. PRESENTED BY-
ANJALI RAI
ROLL NO -07
MPMIR-3rd SEMESTER

2.  BHEL a MAHARATNA COMPANY completed 50 GOLDEN years
 Integrated power plant equipment manufacturer
 Offers over 180 products for Power, Transmission, Industry,
Transportation (Railway), Oil
& Gas and Defence sector
 BHEL's 57% share in India's total installed capacity of
power and 65% share in the country's total generation
from thermal utility sets (coal based) as on
March 31, 2014
 Greatest strength -highly skilled and committed
workforce of 47,525 employees setting new
benchmarks in terms of productivity,
quality and responsiveness.

3. PRODUCTS
RANGE
GAS TURBINES

4. e-MAP
 Introduced in 2002-03 covers Frontline Executives
(E1-E4) and Middle level Executives(E5-E7) of BHEL
Divided in 2 parts-
performance (KRA and routine responsibilities)
skill assessment(functional &behavioral)
Key people involved-appraiser, Appraisee, reviewer,
accepting authority

6. Appraisee
does Self
Assessment
of KRAs
Appraiser
gives his
assessment
of KRAs &
Part B
Appraisee
gets to see
Appraiser’s
Assessment
of KRAs
Reviewer
Gives Final
Assessment on
KRAs & Part-B
Accepting Authority
(PG/Function Head or
Unit Head, as the case
may be) does Final
Assessment of Part - B
Composite Score gets calculated in the
system after allotting weightage to
Part-A and Part B, also taking into
account Deduction of Marks for Late
Submission of Part-A, if any

7. To analyze the Performance Management System
(e-MAP) of BHEL in detail and its
effectiveness.
To analyze the problems faced by the
Appraisee and appraiser in this system.
To analyze the steps taken by the
appraisers for the improvement of the
performances of the appraisees.

8. Types of Data collected
Primary: First hand information was received
from the employees through questionnaire
Secondary: The data from internet was collected
to get a better insight and the company’ manual.
SIMPLE RANDOM SAMPLING:
Each and every item of the population is given
equal chance of being included in the sample, sample
is chosen at random and if the sample is sufficiently
large, it will represent all groups in the population

9. 88% executives are satisfied with the present performance appraisal system
(e-Map)
79% of the executives think that the current system (e-Map)
is better than the previous system (ACR)
62% executives think that e-map system reduces
biasness because the KRA evaluation is transparent
to each Appraisee.
 81% executives feel that the present list of
KRAs cover all aspects of their job.
31% executives say that the proper training is given
to them for upgrading their job whenever required

10. Do you think that the present system is effective / better
than the previous appraisal system?
19%
48%
12%
21%
0%
10%
20%
30%
40%
50%
60%
Highly Agree Fairly Agree Partially Agree Disagree
Percentage
Percentage

11.  As an Appraisee do you face any problem while
selecting the KRAs?
19%
25%
38%
18%
0%
5%
10%
15%
20%
25%
30%
35%
40%
Highly Agree Fairly Agree Partially
Agree
Disagree
Percentage
Percentage

12.  Communication gap should be minimized
between managers or supervisor and
employees.
 Time constraint
 Respondents error

13. Proper training program should be conducted about the E-Map
system for the new employees.
Whenever there are any changes in the KRA’s
the executives should be informed about it
in advance.
Employees should be made known that on
what basis their performance is being
measured in Part-B as this plays an important
role at the time of their promotion.
Personality development trainings
should also be provided apart from just
job oriented training.

14.  Most of the executives are satisfied with the present
performance appraisal system
 Appraises want that the score of Part- B of E- Map
should be made known to them
 Few executives find problems in selecting their
KRA’s from the KRA master
 Appraisers give proper feedback to their
appraisees on day to day basis
 proper training and challenging tasks are
given to improve their performance.

15. BIBLIOGRAPHY
BOOKS
Research methodology, R. Panneerselvam (2008),
Research Design, sixth edition 2008, Prentice Hall of India
Pvt. Ltd. Publishers.pg.285-298
Annual Report of BHEL of 2012-2013 pg 4-22
E-MAP manual
General Articles of BHEL(HERP), Varanasi
of 2013-2014
WEBSITE
www.bhel.com as on 10th July 2014
www.indianinfoline.com as on10th July 2014