Dineshkumar V is completing an assignment on the performance management system at Bharat Heavy Electricals Limited (BHEL), India's largest engineering and manufacturing company. BHEL uses a performance appraisal system called MAP (Moving Ahead with Performance) for its executives. The MAP process involves performance planning, a mid-year review, and a final year review. Key people in the MAP process include the appraisee, appraiser, reviewer, and head of department. Each of these roles has specific responsibilities in establishing performance targets, providing feedback, and evaluating performance. BHEL also uses an Annual Confidential Report system to appraise the performance of non-executives. The performance management systems aim to identify training needs,
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Pms assignment 20mbab07
1. NAME : DINESHKUMAR V
REG NO : 20MBAB07
PERFORMANCE MANAGEMENT SYSTEM – ASSIGNMENT
COMPANY NAME – BHEL (Bharat Heavy Electricals Limited)
INTRODUCTION:
Largest engineering and manufacturing enterprise in India in the energy-
related/infrastructure sector. One of the nine large Public Sector Undertakings known as
“Navratnas” or “nine jewels”. Manufactures over 180 products under 30 major product
groups. Caters to core sectors of the Indian Economy viz., Power Generation &
Transmission Industry, Transportation, Telecommunication, Renewable Energy, etc.
The greatest strength of BHEL is its highly skilled and committed 43,636 employees. Every
employee is given an equal opportunity to develop himself and grow in his career.
Continuous training and retraining, career planning, a positive work culture and
participative style of management have engendered development of a committed and
motivated workforce.
2. OBJECTIVES OF PMS IN BHEL:
➢ To recommend new KRAs.
➢ To identify specific training and development requirements of individual employees.
➢ To assess the overall organizational performance.
➢ To identify the better performing employees who should get the majority of available
merit pay increases, bonuses, and promotion.
➢ To identify the poorer performers who may require some form of counseling.
➢ To identify and communicate performance expectations and goals and then ensuring
the realization of those goals.
PERFORMANCE APPRAISAL FOR NON-EXECUTIVES
• Performance appraisal for non executives is done by using Annual Confidential Reports
(ACR).
• This report is prepared by a controlling officer.
• Controlling officer rates the performance on a 4 point scale.
• Rating is done on overall job related parameters like attitude towards work,
punctuality, sincerity, etc.
• This report is then approved by the Head of Department.
• HOD has the authority to change the rating given by the appraiser, if desired.
PERFORMANCE APPRAISAL FOR EXECUTIVES
• The performance appraisal done in BHEL for executive is called MAP (moving ahead
with performance) system of performance appraisal. MAP was introduced in BHEL in
the financial year 2002-2003.
• eMap is for BHEL employees to do performance appraisals for the current performance
cycle (March – April).
3. KEY PEOPLE
The key people involved in the process of e mapping are:
➢ Appraisee
➢ Appraiser
➢ Reviewer
➢ HOD
Role Overview for Appraisee:
✓ Identify appropriate KRAs, request for new KRAs (if required), Propose an action plan for
achievement of each KRA and Assign a weightage for each KRA.
✓ Conduct self-appraisal to evaluate performance on KRAs
✓ If required, initiate request for Edit Plan
✓ Discuss performance with Appraiser and seek feedback on performance
✓ Finalize with Appraiser actual achievement against targets.
4. Role Overview for Appraiser:
Every executive who assesses the performance of one or more Appraisees that report to
him/her is an Appraiser.
Role:
✓ Identify appropriate URR for Appraisee , Approve weightages for KRAs and Discuss
action plan defined for each KRA by Appraisee.
✓ Review the self-appraisal submitted by Appraisee.
✓ If Edit Plan has been requested for by Appraisee, evaluate the request and forward it to
Reviewer Appraise Behavioral Traits.
✓ Discuss performance with Appraisee and provide feedback and coaching.
Role Overview for Reviewer:
Appraisers’ Appraiser, who is responsible for reviewing the entire performance process, is
the Reviewer.
Role:
✓ Resolve any conflicts between Appraisee and Appraiser.
✓ Forwarding request for ‘Edit Plan’ to concerned Head of Product/ Function, if reviewer
agrees to it. Review appraisal by the Appraiser on Appraisee’s Performance and
Development.
✓ Provide final sign-off on actual achievement against targets.
✓ Review appraisal of Behavioral Traits of Appraisee done by Appraiser.
Role Overview for HOD:
✓ Approve request for new KRA’s.
✓ Edit Plan (mid – year review).
5. PERFORMANCE APPRAISAL PROCESS
Performance Planning
Mid-Year Review
Final Year Review
Performance planning:
1. Selecting the KRAs
2. Action Plans for KRAs
3. Assigning Weightage
Mid-Year Review:
• Appraisee does self-appraisal and identifies competencies for development
• Submission by Appraisee
• Appraiser sees plan and gives his comments/feedback
• Appraiser submits
• Mid-year Review completed
Final-Year Review:
• Appraisee does self-assessment of KRAs and gives the achievement
• Appraisee submits
• Appraiser gives his assessment of KRAs and rates the appraisee on Behavioral Traits
• Appraiser submits
• Plan goes back to Appraisee for acceptance/ rejection of Appraiser’s Review.
• Appraisee accepts or requests for discussion with Appraiser
• After Discussion, Appraiser and Appraisee submit the Final Review
• Final Review goes to Reviewer for Final Approval
• Reviewer gives his final assessment on KRAs and Behavioural Traits
• Reviewer submits
• Final Review Complete and Final Score gets calculated in the system
