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Performance Appraisal System at
FCI ( Location:- Odisha)
Presented By:- Satya Prakash( 14202036)

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 One of the largest cooperative society in India
 Act as mediator between farmers and govt.
 To play a significant role...

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 According to Neel et al (1995) :- “ Process of quantifying the efficiency and
effectiveness of actions”.
 A method of e...

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Fci

  1. 1. Performance Appraisal System at FCI ( Location:- Odisha) Presented By:- Satya Prakash( 14202036)
  2. 2.  One of the largest cooperative society in India  Act as mediator between farmers and govt.  To play a significant role in India’s success in transforming the crisis management oriented food security into a stable security system to ensure availability, accessibility and affordability of food grains to all people at all times -> VISION  Values:- Integrity , Sincerity , Team Work , Speed in Delivery of food grains About FCI…
  3. 3.  According to Neel et al (1995) :- “ Process of quantifying the efficiency and effectiveness of actions”.  A method of evaluating the behaviour of employees in the workplace, both qualitative and quantitative aspects of job performance.  Evaluation of both work-related behaviour and potential of employees.  Previously known as Merit Rating Program. PERFORMANCE APPRAISAL
  4. 4.  To effect promotions based on competence and performance.  To confirm the services of probationary employees  To assess the Training and Development needs of employees  To decide upon a pay rise  To improve engagement of employees at workplace  To make HR function robust Objectives of Performance Appraisal:-
  5. 5.  PA is an evaluation of job performance over a period of time. An annual report card on an employee and how they performed over the prior year.  PM is a system which manages performance. System for managing , leading, organizing and controlling performance. PA vs PM..
  6. 6.  Planning Phase (goals, guidelines and key objectives) ( October )  Performance Phase (longest , allows employees to meet goals , develop new skills and track accomplishments)( Jan 1- Dec 31)  Assessment Phase( both assesse and assessor to showcase through documentation) ( November – Form Sending, Dec- Form Fill Up & Submission)  Review Phase(manager and employee sit together) ( NA for Cate- 2 & Cat-3 Employees) Process of PAS(Performance Appraisal System):-
  7. 7.  Assessment year from Jan 1- Dec-31st.  Popularly known as APAR  Different proforma for different grade of employees  Proforma -1 for category 1 employees  Proforma-2 for category2 employees  Proforma-3 for category3 employees Performance Appraisal System in FCI(Observation):-
  8. 8. Particulars Category-I Category-II Category-III Employees AGM, GM, ED , MD All Managers, Chief Labour Inspector Typist, Stenos, Assistants Self- Appraisal Present Present Absent Appraisal Technique Self-Appraisal , Grading & Essay Type , Trait Self-Appraisal ,Grading & Essay Type, Trait Trait Appraisal & Essay Type Method Measuring Parameters Potential for growth, Ability to analyse problems and foresightedness, integrity , intelligence, initiative, coordination Sense of Responsibility, integrity, Intelligence, interpersonal competence, coordination, supervisory and planning ability Integrity, conduct and behaviour, job knowledge, quality of work, promptness in work Comparative Analysis of PAS in FCI
  9. 9. Parameters Category-I ( For AGM ) Category-II Category-III Appraisal considered for promotion Yes ( 5 years) Yes(5 years) Yes(3 years) Reporting Authority DGM of Regional Office AGM ( Personnel & Communication) Manager of Concerned Department Reviewing Authority GM of Regional Office DGM of Regional Office AGM of Concerned Department (Mainly filled up by AGM, Personnel & Communication). Accepting Authority ED GM of Regional Office DGM of Regional Office Continued..
  10. 10. Promotion Hierarchy
  11. 11.  Periodicity of Performance Appraisal:- Annual  Year of Establishment:- 1964 ( Period of existence of appraisal system- since inception)  In FCI, trait level measurement is considered ( unstructured KRAs)  Qualitative traits:- integrity, intelligence, honesty Performance Appraisal in FCI at a Glance:-
  12. 12.  More emphasis on trait based appraisal method.  Methods of performance appraisal used:- 1. Grading 2. Confidential Report 3. Critical Incident 4. Essay( in case of self-appraisal) Continued..
  13. 13.  No points/marks are assigned to employees like SBI, BHEL, HAL etc.  On the basis of overall assessment of appraise is graded as outstanding, very good ,good, fair & poor.  There is no provision for identification of training and development needs of employees. Continued..
  14. 14.  Potential identification needs to be done to identify the capacity of an employee to hold higher responsibilities. In FCI, it is taken as one of the key attributes.  No formal identification of one’s strength and weakness in case of employees. Continued..
  15. 15.  In FCI, the appraise has to be given an overall view of his performance during the appraisal period under review.  No formal feedback of appraisal to employees  No post appraisal counselling has taken place till date(now steps are taken to introduce from this year end) Continued..
  16. 16.  Level of appraisal:- reporting officer-> technical reporting officer( where applicable)-> reviewing officer-> Accepting officer  Parties involved in designing of format-> HR Department  Extent of top management involvement in performance appraisal system-> High  Extent of subjectivity in PAS-> 80% ( joint highest along with HAL) Continued..
  17. 17.  Factors affected by performance appraisal-> Promotion > Transfer > Identification of Training & Development Need ( no provision in the form)  PAS was last modified in the year 2004. It has been made a result oriented format from character assessment format.  No. of times the format changed since 1991( once , in 2004)  Mode of appraisal form-> paper format( off-line) ( stored in file format according to year) Continued..
  18. 18. RECOMMENDATION CONCLUSION In my Opinion:-

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