Professional Documents
Culture Documents
Management
System
in BHEL
ABOUT BHEL
Indias Largest Engineering & Manufacturing
Enterprise in the Infrastructure Sector
> 50 years old Government owned Navaratna PSE
2009-10 revenues of Rs.34000 cr, PBT of Rs. 6591
cr.
65% share of Indias installed generation capacity
Power Generation & Transmission, Industry,
Transportation, Defence etc.
180 products
Presence in more than 70 countries
ABOUT BHEL
Large employee base
46,000 total employees
11,000 executives
All-India manufacturing, sales, support and
projects operations
15 manufacturing locations
4 Power sector regions
36 Regional offices and sales & service centres
> 100 sites
STRUCTURE OF PRESENTATION
BACKGROUND
KEY FEATURES OF MAP
MAP TOOLS
ISSUES FACED
ISSUES IN IMPLEMENTING PRP
BACKGROUND OF MAP
ACR system was in operation upto 2000-01.
Lack of objectivity in appraisal was a common complaint. This was
mainly on account of the following:
No provision for performance planning at beginning of year to
define WHAT is to be done and HOW MUCH?
No visible co-relation between actual performance and final
assessment which was done basically on Traits & Competencies.
No provision for feedback since the system was Confidential.
Individuals did not know where they stood until the time of
promotions.
STRUCTURE OF PRESENTATION
BACKGROUND
KEY FEATURES OF MAP
MAP TOOLS
ISSUES FACED
ISSUES IN IMPLEMENTING PRP
STRUCTURE OF PRESENTATION
BACKGROUND
KEY FEATURES OF MAP
MAP TOOLS
ISSUES FACED
ISSUES IN IMPLEMENTING PRP
MAP TOOLS
Balanced Scorecards
KRA Masters
Rating Scales
Differentiation Tool
Normalisation
e-Enabling MAP
MAP TOOL
Alignment
Objectivity
MAP TOOL
Consistency
Transparency
MAP TOOL
Developing
Individual
Competencies
Centralised
monitoring
Performance
Planning
(Target setting)
Appraiser
Normalisation
May
Ongoing
Feedback
Appraisee
Final Review
April
Mid-year Review
October
STRUCTURE OF PRESENTATION
BACKGROUND
KEY FEATURES OF MAP
MAP TOOLS
ISSUES FACED
ISSUES IN IMPLEMENTING PRP
ISSUES FACED
PRP has made differentiation mandatory however,
Managers are uncomfortable as transparency makes
them answerable.
1. Tendency to give same score to majority
2. More vocal employees get better scores
3. People with softer targets get better scores
4. Assessment on absolute performance vs relative
ranking in relation to other employees.
STRUCTURE OF PRESENTATION
BACKGROUND
KEY FEATURES OF MAP
MAP TOOLS
ISSUES FACED
ISSUES IN IMPLEMENTING PRP
Thank you
EMPLOYEE
B
EMPLOYEE
C
TARGET
ACHIEVEMENT
Assessment
on absolute
performance
Relative
ranking
Below
expectation
Met
expectation
Exceeded
expectation
Customer
Process
Sector
Performance Measures & Targets
Company BSC
Capability
Unit
Performance Measures & Targets
Financial
Customer
Financial
Customer
Financial
Customer
Process
Capability
Process
Capability
Process
Capability
Unit BSC
Materials
Customer
Financial
Customer
Capability
Process
Capability
Planning
Financial
Process
Customer
Capability
Support
Services
Financial
Customer
Process
Capability
Other Services
Financial
Customer
Process
Capability
Deptt.
BSC
Measures Targets
Measures Targets
1.
1.
Measures
Targets
2. 1.
2. 1.
3. 2. 1.
3. 2. 1.
4. 3. 2.
4. 3. 2.
4. 3.
4. 3.
4.
4.
Measures Targets
Measures Targets
1.
1.
Targets
Measures
2. 1.
2. 1.
3. 2. 1.
3. 2. 1.
4. 3. 2.
4. 3. 2.
4. 3.
4. 3.
4.
4.
Measures Targets
Measures Targets
1.
1.
Targets
Measures
2. 1.
2. 1.
3. 2. 1.
3. 2. 1.
4. 3. 2.
4. 3. 2.
4. 3.
4. 3.
4.
4.
Measures Targets
Measures Targets
1.
1.
Targets
Measures
2. 1.
2. 1.
3. 2. 1.
3. 2. 1.
4. 3. 2.
4. 3. 2.
4. 3.
4. 3.
4.
4.
Indl.
Plans
MAP TOOLS
KRA MASTERS
MAP TOOLS
MAP TOOLS
RATING SCALES
A 5-point scale to assess the extent of achievement
on KRA targets.
Used during Target Setting for each KRA.
The required level of achievement for each of the
other four ratings are also defined.
Significantly
Above
Expectations
Moderately
Above
Expectations
Meets
Expectations
Moderately
Below
Expectation
Significantly
Below
Expectations
MAP TOOLS
NORMALISATION
Process of categorising individuals within a department
into E / VG / G / F / P, based on Performance Scores.
Principle of Normal distribution used to define the
percentage in each category.
NORMALISATION MATRIX
MAP TOOLS
NORMALISATION
It ensures alignment between individual ratings and
performance of the Company, Unit & Deptt.
- Percentage of high performers (Rating E) in a Deptt.
that has achieved its performance objectives is greater
than the percentage of high performers in a Deptt. which
has not fully achieved its performance objectives.
- Percentage of high performers in a year in which the
company has met its objectives is greater than the year
when the company has not fully achieved its objectives.
KRA
Implementationof
Special
Improvement
Projectstaken
underIMPRESS
Item Weightage
(%)
Level
Target
0.0
30.0
45.0
60.0
75.0
Unit of Measurement
Scheduled Date
31-03-11
KRA
Shopturnover
(Physical&/or
Financial)
Item Weightage
(%)
20
Level
Target
10169.0
8000.0
7000.0
6000.0
5000.0
Unit of Measurement
Plan
submi
tted
by
Apprai
see
Plan
Plan
Self
appro
appro
Apprai
vedby vedby
sal
Apprai
Revie
submi
ser
wer
tted
by
Apprai
see
for
Mid
year
review
Mid
year
Revie
w
discus
sion
docum
ented
by
Apprai
ser
Self
Apprai
sal
submi
tted
by
Apprai
see
for
Final
review
Final
Revie
w
done
by
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ser
Final
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w
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see
Final
Revie
w
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wer
Part-B
compl
eted
byAA
(No.)
(No.)
(No.)
(No.)
(No.)
(No.)
(No.)
(No.)
(No.)
(No.)
CORPORA
TEOFFICE
297
297
297
BHOPAL
1309
1309
1309
EDN
BANGALO
RE
686
686
686
CMG
CENTRAL
STAMPIN
GUNIT
26
26
26
EPD
BANGALO
RE
94
94
94
Staff
Name
Current
Phase
Current
Status
PendingWith
Accepting
Authority(AA)
3793257
P.K.
Biswas
PLANNING
Performance
Plan
approvedby
reviewer
2104709,E9,Shri
AVKrishnan,
GENERAL
MANAGEMENT,
HPBPTRI
2171880
SHRI
Nirmal
Kumar
Narjari
PLANNING
Performance
Plan
approvedby
reviewer
2104709,E9,Shri
AVKrishnan,
GENERAL
MANAGEMENT,
HPBPTRI
2067080
SHRI
Ramach
andran
ENDYEAR
FinalReview
isunderfinal
approvalby
reviwer
SHRIKUMAR
R(E8)
null
KRA
Cycletime
reductionfora
product/
assembly/Proces
Item
Weightage
(%) 10
Level
Target
10.0
8.0
6.0
4.0
2.0
UnitofMeasurement %reduction
1.TostudythecirseamweldingProcess.2.
Totraintheexistingweldersfortandem
ActionPlan,Resources, welding.3.Toarrangenecessaryfacilities
AssumptionsandMilestones
andresourcesintimewiththehelpofWTC
Numberoffresh
welders
qualifiedfor
additional
positionand
KRA customers
Item
Weightage
(%) 10
Level
Target
15.0
10.0
8.0
6.0
4.0
UnitofMeasurement Number
Actionplan:Plannedtoqualify15weldersin
ActionPlan,Resources, IBR.Resources:WTCwithallfacilitiesto
AssumptionsandMilestones imparttraining.Milestone:31stMarch2011
Unit 1
2 Unit 2
Unit
Score
Unit
Rating
4.85
4.85
Unit 3
4.75
Unit 4
4.74
Unit 5
4.74
Unit 6
4.68
Unit 7
4.68
Unit 8
4.67
Unit 9
4.45
10 Unit 10
4.40
11 Unit 11
4.35
12 Unit 12
4.30
Distribution of NCs
Unit
Total
No. of
NCs
Unit
2
16
Rounded off to
Performance
Cycle
3.2
7.2
4.8
0.8
4 NCs
8 NCs
4 NCs
Unit
Score
Unit
Rating
4.85
Unit 2 : Rating 5
Sl. No. NC
NC
Score
NC
Rating
Assigning ratings
to
NCs within
Units.contd
NC 1
4.95
NC 2
4.95
NC 3
4.94
NC 4
4.92
NC 5
4.91
NC 6
4.91
NC
7
4.91
NC 8
4.91
NC 9
4.9
10
NC
10
4.9
11
NC
11
4.9
12
NC
12
4.89
Grade
MAP
Score
Final
Rating
Mr A
E6A
4.92
A+
Mr B
E6
4.9
A+
Ms C
E&
4.89
Ms D
E7
4.88
Mr E
E6
4.85
Mr F
E6
4.85
Mr G
E6A
4.8
B+
Ms H
E7
4.8
B+
Mr I
E6A
4.752
B+
10
Mr J
E7
4.704
Level 5 = 2
executives
Level 4 = 4
executives
Level 3 = 3
executives
Level 2 = 1
executive
The system cannot run
Normalisation rationally
for small populations.
Hence distribution into
Ratings has been done
manually using standard
tables for BSC NCs.
Normalisation of
KRA holders
Grade
MAP
Score
Final
Rating
Mr A
E4
A+
..
Mr B
E6
A+
Ms D
E1A
A+
Ms E
E3
Mr J
E4
16
Mr L
E2
4.993
17
Mr M
E2
4.94
B+
A+ = 6 executives
Ms Q
E2
4.925
B+
A = 10 executives
30
Mr S
E6A
4.915
B+
B+ = 14 executives
31
Mr T
E5
4.91
B = 6 executives
Mr U
E5
4.7916
C = 2 executives
36
Mr X
E2
4.35
37
Mr Y
E3
3.5145