8/8/2019 ABHISHEK PMS-1
1/37
PMS of NTPC
Presented By:
Abhishek Kumar
Abhishek Aggarwal
Rohit Baisla
Veenal Dassani
8/8/2019 ABHISHEK PMS-1
2/37
NTPC
Founded 1975
Industry Electricity generation
Headquarter Delhi
Chairman Arup Roy Choudhury
Revenue 50,188.52 crore
Employees 25,944 (2009)
8/8/2019 ABHISHEK PMS-1
3/37
The Stream wise distribution is as follows
Mechanical Engineers - 40%
Electrical engineers - 35%
Instrumentation Engineers - 10%
HR and Finance - 15%
RECRUITMENT
The total installed capacity of the company is 31134 MW.
15 coal based and 7 gas based stations, located across the
country
It is an Maharatna company with 138th position in Fortune500
8/8/2019 ABHISHEK PMS-1
4/37
Performance Management
Performance Management is creating shared vision
of the purpose and aims of the organization, helping
individual employees to understand and recognize
their part in contributing to them and therebymanaging and enhancing the performance of both
individual and the organization.
( Fletcher and Williams, 1992)
8/8/2019 ABHISHEK PMS-1
5/37
Success Factors Top Management involvement
Driven by a strong culture of performance and development
Considered a shared Employee-Manager responsibility
Line Management Driven
Integrated with business planning, human resourceplanning and development planning systems
HR facilitates an aggressive follow up and delivery ofactionable agenda
Constant training and support
8/8/2019 ABHISHEK PMS-1
6/37
Objective of PMS
To accomplish organizational goals through a system ofperformance assessment linked to company's objectives.
To facilitate fulfillment of individual aspirations andpromotion of professional excellence.
To encourage a two-way communication process betweenthe Appraisee and the Reporting Officer for bringingobjectivity in Performance Appraisal System.
To evaluate the potential of the executive to assume higherresponsibilities along the hierarchy.
To involve the Appraisee through various stages ofPerformance Management, thereby reducing thePerformance gaps. .
8/8/2019 ABHISHEK PMS-1
7/37
To map competencies and potential of executives for enabling theorganisation to source the talent generally from within thecompany for meeting organizational growth.
To involve the executive to share the responsibility and becomeaccountable for efficient management of the business for resultoriented performance through mutual involvement.
To provide a transparent system to help each executive to evaluatehis own performance and develop himself with the help of
Reporting Officer.
To provide for removal of differences, if any, in performanceappraisal through intervention of the Reviewing Officer
8/8/2019 ABHISHEK PMS-1
8/37
Purpose of Performance Management
System
Administrative
Salary increase,potential for future positions
Developmental
-identifying poor performance, training
Communicative
- feedback, work grievances, constraints
8/8/2019 ABHISHEK PMS-1
9/37
FOCUS OF PERFORMANCE
MANAGEMENT: The focus of the Performance Management System for senior executives is
to appraise them on different components of managerial responsibilities,consisting of Performance, Generic Managerial Competencies, Values andPotential, totaling to 100 marks.
The Performance Component as identified and measures evolved would
have 50% weightage in total appraisal.
Generic Managerial competencies exhibited by an Appraisee whiledischarging duties have been given 20% weightage in appraisal.
The Companys concern for actualization of organizational Core Values is
reflected in the Performance Management and is assigned a weightage of15% in appraisal.
The Performance Management System provides for appraisal of theexecutives Potential to assume higher responsibility and has a weightageof 15% in appraisal.
8/8/2019 ABHISHEK PMS-1
10/37
The Performance Management System brings to focus importantmanagerial attributes and strikes a balance between Performanceand other aspects of managerial talents/skills. Executives will have
a set of Key Performance Areas to be identified through discussionand achieve them during the performance period.
The system is to develop the competencies by involving theexecutive in setting targets and identifying Key Performance Areas.
The System aims to bring the concept of ownership andaccountability on both Appraisee and Appraiser to create mutualtrust and confidence.
To utilize the Performance Management System for facilitating
individual career development and bring organisation-wide HRintervention at senior levels to bridge competency gaps.
8/8/2019 ABHISHEK PMS-1
11/37
PERFORMANCE APPRAISAL OF EXECUTIVES
THROUGH PACE
PACE is the performance appraisal/ management system (PMS, as it iscommonly known) for the executive employees at NTPC. This systemwas implemented in the year 2004 in NTPC.
Earlier the performance appraisal system was more of a subjectivesort of sought of system i.e., earlier there werent any set targets or
key performance areas for the employees, it was just theperformance they made and the feedback on it was given to theemployees on a yearly basis.
Now the PACE has become more objective oriented, i.e., there areset KPAs for the employees. The key performance areas include:
Technical knowledge
Business attitude
Strategic thinking
Resource management
Communication skills
System thnking
Interpersonal competencies Em lo ment skills
8/8/2019 ABHISHEK PMS-1
12/37
Marks for PACE Components
Grades KPA FunctionalCompetencies
Managerial/Executive
Competencies
Values PotentialCompetencies
Total
E1 to E3 80 10 5 5 - 100
E4 75 10 5 5 5 100
E5 65 10 10 5 10 100
E6 to E8 50 10 15 15 10 100
E9 50 5 15 20 10 100
8/8/2019 ABHISHEK PMS-1
13/37
PACE Cycle (Important Dates)
Stages of PACE E1 to E5 E6 & above
Performance Planning 1st to 25th January 1st to 25th April
Mid Year Review 1st to 15th July 1st to 15th October
Annual Assessment 15th
Dec to 7th
Jan 1st
to 25th
AprilNormalization 15th to 31st January 1st to 25th May
Communication ofscores
7th February 31st May
8/8/2019 ABHISHEK PMS-1
14/37
8/8/2019 ABHISHEK PMS-1
15/37
PACE Process
Assessment of KPAs,Competencies, Values
and Potential by
reporting officer
Training and
Development Plans
Review by reviewing
officer
Mid-year
Review
Feedback
Performance
Planning
Annual
Assessment
Normalisation
Process
PMS
Process
Step 1
Identify KPAs,
constituents,
weightages,
measures and targets
Identify functional
and managerial
competencies for the
executive
Communication
of score and
relative
performance Reasons for
change if anyStep 5
Step 4
Step 3
Step 2
Joint review of
performance (KPAs,
Competencies, Values
and Potential)
Document mid-year
review discussions
Document changes inKPAs, if any
8/8/2019 ABHISHEK PMS-1
16/37
Points to
Remember
a. KPA Index with same index nos. will be grouped together while
totalling the KPA index marks
b. Date Format is DDMMYYYY
c. Targets (S/I/B) should be in ascending or descending order
d. Minimum weightage should be 3
e. No KPA constituents should have marks in decimals such as 3.5 or 4.5
f. Save the form
on1ondefaultL o g o n
8/8/2019 ABHISHEK PMS-1
17/37
Step 0
Step 1
on1ondefaultL o g o n
8/8/2019 ABHISHEK PMS-1
18/37
Step 2
Step 3
on1ondefaultL o g o n
8/8/2019 ABHISHEK PMS-1
19/37
Step 4
on1ondefaultL o g o n
8/8/2019 ABHISHEK PMS-1
20/37
Step 5
Insert
Delete
on1ondefaultL o g o n
8/8/2019 ABHISHEK PMS-1
21/37
Step 6
Competency 1
Competency 2
Competency 3
Competency 4
Competency 5
Competency 6
Competency 7
Competency 8
on1ondefaultL o g o n
8/8/2019 ABHISHEK PMS-1
22/37
Step 7
on1ondefaultL o g o n
8/8/2019 ABHISHEK PMS-1
23/37
Step 8
on1ondefaultL o g o n
8/8/2019 ABHISHEK PMS-1
24/37
Step 9
on1ondefaultL o g o n
8/8/2019 ABHISHEK PMS-1
25/37
Step 10 a. Cross check the form for completeness and carry out corrections/
modifications (if required) as per steps 1-9.
b. Print option (if required) is available. Click on Print button available
at the top to create a PDF document of the form filled
on1ondefaultL o g o n
8/8/2019 ABHISHEK PMS-1
26/37
Step 11
Points to Remember:
a. Appraisee will be able to access the form submitted, in display only mode
for any discussions with RO.
b. If the form is approved by reporting officer then the form will beavailable in display only mode for appraisee and reporting officer.
c. If the form is sent for Resubmission by reporting officer, the form will
come back to appraisee in edit mode. Appraisee will have to make
necessary changes in the form as per discussion with reporting officer
and resubmit for approval.
on1ondefaultL o g o n
8/8/2019 ABHISHEK PMS-1
27/37
8/8/2019 ABHISHEK PMS-1
28/37
Step 0
Step 1
on1ondefaultL o g o n
8/8/2019 ABHISHEK PMS-1
29/37
Step 2
on1ondefaultL o g o n
8/8/2019 ABHISHEK PMS-1
30/37
Step 3
a. Appraisee will not be able to access the form submitted. If the form isapproved by reporting officer then the form will be available in display onlymode for appraisee and reporting officer till annual assessment.
b. If the form is sent for Resubmission by reporting officer the form will comeback to appraisee in edit mode. Appraisee will have to make necessarychanges in the form as per discussion with reporting officer and resubmit forapproval.
c. Print option (if required) is available. Click on Print button available at thetop to create a PDF document of the form filled.
on1ondefaultL o g o n
8/8/2019 ABHISHEK PMS-1
31/37
8/8/2019 ABHISHEK PMS-1
32/37
Step 0
Step 1
on1ondefaultL o g o n
8/8/2019 ABHISHEK PMS-1
33/37
Step 1
on1ondefaultL o g o n
8/8/2019 ABHISHEK PMS-1
34/37
Step 2
on1ondefaultL o g o n
8/8/2019 ABHISHEK PMS-1
35/37
Step 3
on1ondefaultL o g o n
8/8/2019 ABHISHEK PMS-1
36/37
Step 4 a. After the marks are awarded by reporting officer for KPAs, Competencies, Core Values
and Potential Competencies (if applicable) the form will come back to executive. The
marks awarded by reporting officer can be seen in Section 6.1 "Total Marks- Reporting
Officer".
on1ondefaultL o g o n
8/8/2019 ABHISHEK PMS-1
37/37
Top Related