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    Powergrid Presentation

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    Ashok
    The document summarizes an internship report on the effectiveness of the performance appraisal system at Power Grid, an electricity transmission utility in India. The objectives of the study were to analyze employee perceptions of the performance appraisal system and understand its effectiveness. A questionnaire was administered to 25 employees to collect primary data on topics like the fairness of the process, involvement in goal setting, and satisfaction. The data analysis found issues like a glass ceiling, favoritism, and lack of participation. Suggestions included improving communication, implementing 360-degree reviews, and gaining upward feedback to enhance the system.

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    Powergrid Presentation

    Uploaded by

    Ashok
    92 views24 pages
    The document summarizes an internship report on the effectiveness of the performance appraisal system at Power Grid, an electricity transmission utility in India. The objectives of the study were to analyze employee perceptions of the performance appraisal system and understand its effectiveness. A questionnaire was administered to 25 employees to collect primary data on topics like the fairness of the process, involvement in goal setting, and satisfaction. The data analysis found issues like a glass ceiling, favoritism, and lack of participation. Suggestions included improving communication, implementing 360-degree reviews, and gaining upward feedback to enhance the system.

    Original Title

    POWERGRID PRESENTATION (1)

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    The document summarizes an internship report on the effectiveness of the performance appraisal system at Power Grid, an electricity transmission utility in India. The objectives of the study were to analyze employee perceptions of the performance appraisal system and understand its effectiveness. A questionnaire was administered to 25 employees to collect primary data on topics like the fairness of the process, involvement in goal setting, and satisfaction. The data analysis found issues like a glass ceiling, favoritism, and lack of participation. Suggestions included improving communication, implementing 360-degree reviews, and gaining upward feedback to enhance the system.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    92 views24 pages

    Powergrid Presentation

    Uploaded by

    Ashok
    The document summarizes an internship report on the effectiveness of the performance appraisal system at Power Grid, an electricity transmission utility in India. The objectives of the study were to analyze employee perceptions of the performance appraisal system and understand its effectiveness. A questionnaire was administered to 25 employees to collect primary data on topics like the fairness of the process, involvement in goal setting, and satisfaction. The data analysis found issues like a glass ceiling, favoritism, and lack of participation. Suggestions included improving communication, implementing 360-degree reviews, and gaining upward feedback to enhance the system.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 24

    INTERNSHIP REPORT ON

    EFFECTIVENESS OF
    PERFORMANCE APPRAISAL
    SYSTEM

    AT
    POWER
    GRID, RHQ, ERTS – II,
    KOLKATA

     Presented by
     ABHISEK SINGH TOMAR
     Roll No. - 04
     MPMIR (2018-2020)
    • COMPANY PROFILE.
    FLOW OF
    • INTRODUCTION TO THE STUDY.
    PRESENTATION • OBJECTIVE OF THE STUDY.
    • RESEARCH METHODOLOGY & LIMITATIONS.
    • QUESTIONNAIRE.
    • DATA ANALYSIS.
    • CONCLUSIONS DRAWN.
    • SUGGESTIONS.
    OBJECTIVE OF THE STUDY
     This questionnaire is prepared for executive staffs at workplace for the survey that is meant for
    investigation of believe and expectations about workplace and their own performance at workplace.

     To analyze the perception of employees towards performance appraisal system of POWERGRID.

     To understand how effective the current performance appraisal system functioning at POWERGRID.
    COMPANY PROFILE
     VISION
    “World Class, Integrated, Global Transmission Company With Dominant Leadership in Emerging Power
    Markets Ensuring Reliability, Safety and Economy”
     MISSION
    To become a Global Transmission Company with Dominant Leadership in Emerging Power Markets with
    World Class Capabilities by becoming world class, global, innovative and by committing to highest
    standards in health, safety, security and environment.
     It was established under companies act, 1956 on October 23, 1989.
     Headquartered in Gurugram, India.
     Transmits about 50% of the total power generating in India.
     Span of 11 RHQs and 13 Subsidiaries all over the Indian continent.
     A " MAHARATNA" central public sector enterprise which is the largest electric power transmission
    utility.
    INTRODUCTION TO THE STUDY
     PERFORMANCE APPRAISAL
     Performance Appraisal is a method of evaluating the behavior of employees in the work spot,
    normally including both the qualitative and qualitative aspects of job performance. It is a systematic
    and objective way of evaluating both work-related behavior and potential of employees.
     METHODS OF PERFORMANCE APPRAISAL AT POWEGRID RHQ KOLKATA
     POWERGRID has its own set up module which is mainly based on KRA (Key Result
    Area).POWERGRID mostly involve three performance appraisal method which are Rating Scale,
    Management-By-Objective (MBO) and Force Distribution Method.
     KRAs -: KRAs stand for Key Result Areas i.e. important areas of work for which an employee is
    responsible and accountable for.
     ESSENTIALS OF KRA (KEY RESULT AREAS) PROCESS
    I. Mutual discussion between appraiser and appraisee.
    II. KRAs setting exercise at the beginning of appraisal period.
    III. Monitoring of the KRA achievement.
    RESEARCH METHODOLOGY &
    LIMITATIONS
     METHOD OF DATA COLLECTION
    The data collection for this study consists of two types namely:-
    I. Primary Data.
    II. Secondary Data.
     INFORMATION FROM THE PRIMARY DATA
    The primary data are collected through the questionnaire survey method and direct communication with the
    employees as and when needed.
     INFORMATION FROM SECONDARY DATA
    I. Previous report and websites of the organization.
    II. Internet.
     SAMPLING UNIT
    The sampling units for the purpose of the survey were employees of the POWERGRID, RHQ, ER-
    II, KOLKATA.
    CONT'D
     SAMPLE SIZE
    The sample size for the study was 25 respondents.
     SAMPLE PROCEDURE
    The procedure followed in choosing the respondents is a simple random sample
     PLAN OF ANALYSIS
    The data collected through questionnaires from 25 employees were in crude form. In order to convert it into
    readable form; the data collected was presented in the form of tables. The information in the tables was converted
    into percentage form to ease the analysis. Also, pie chart has been presented for more clarity of the analysis.
     LIMITATIONS
    1. The scope of the study was restricted only to RHQ, ER-II, KOLKATA
    2. Some of the employees were not so cooperative in nature. Many of employees did not agree to the need and
    utility of the project and hence did not agree to provide with information.
    3. The respondents chosen were mainly from AM, TELECOM and HRM department so the results don’t include
    the responses of employees from other departments.
    4. The answers given by the respondents have to be believed and have to be taken as truly reflecting their
    perception.
    DATA
    ANALYSIS
     Gender of
    respondents:-
    How would you
    rate the
    performance
    appraisal
    method in your
    organization?
    The
    Performance
    appraisal
    process of
    your
    organization is
    fair?
    To what extent
    performance
    appraisal system in
    your organization
    assess training &
    development needs?
    How much you
    are involved in
    setting objective
    & target for your
    future
    performance?
    You believe that
    performance
    appraisal system in
    your organization
    gives your
    accurate
    performance
    review?
    Performance
    appraisal system
    helps to create a
    cooperative
    environment and
    healthy
    competition
    among
    employees?
    To what extent
    you are satisfied
    with
    performance
    appraisal system
    of your
    organization?
    Performance
    appraisal system
    helps you to
    understand how
    your performance
    impacts your
    organization?
    The performance
    appraisal system
    in your
    organization
    helps you to
    identify your
    strength and
    weakness?
    Performance
    appraisal system
    helps you to
    improve your job
    performance?
    To what extent
    performance
    appraisal system in
    your organization
    determine
    promotion/demotion
    / termination
    decisions?
    CONCLUSIONS DRAWN
     GLASS CEILING.

     INGROUP FAVOURITISM.

     COGNITIVE DISSONANCE AMONG EMPLOYEES.

     LACK OF PARTICIPATIVE MANAGEMENT (PERFORMANCE STANDARDS).


    SUGGESTIONS
     There is a need of better communication channel between the appraiser &
    appraisee.
     Need for 360 degree performance appraisal.
     Need for upward feedback.
    QUESTIONNAIRE FOR COLLECTION
    OF DATA
    THANK YOU

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