• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
Page
  1. 1
    1
  2. 2
    2
  3. 3
    3
  4. 4
    4
  5. 5
    5
  6. 6
    6
  7. 7
    7
  8. 8
    8
  9. 9
    9
  10. 10
    10
  11. 11
    11
  12. 12
    12
  13. 13
    13
  14. 14
    14
  15. 15
    15
  16. 16
    16
  17. 17
    17
  18. 18
    18
  19. 19
    19
  20. 20
    20
  21. 21
    21
  22. 22
    22
  23. 23
    23
  24. 24
    24
  25. 25
    25
  26. 26
    26
  27. 27
    27
  28. 28
    28
  29. 29
    29
  30. 30
    30
  31. 31
    31
  32. 32
    32
  33. 33
    33
  34. 34
    34
  35. 35
    35
  36. 36
    36
  37. 37
    37
  38. 38
    38
  39. 39
    39
  40. 40
    40
  41. 41
    41
  42. 42
    42
  43. 43
    43
  44. 44
    44
  45. 45
    45
  46. 46
    46
  47. 47
    47
  48. 48
    48
  49. 49
    49
  50. 50
    50
  51. 51
    51
  52. 52
    52
  53. 53
    53
  54. 54
    54
  55. 55
    55
  56. 56
    56
  57. 57
    57
  58. 58
    58
  59. 59
    59
  60. 60
    60
  61. 61
    61
  62. 62
    62
  63. 63
    63
  64. 64
    64
  65. 65
    65
  66. 66
    66
  67. 67
    67
  68. 68
    68
  69. 69
    69
  70. 70
    70
  71. 71
    71
  72. 72
    72

A PROJECT REPORT ON PERFORMANCE APPRAISAL PRACTICES IN ONGC LTD.

Extracts from this document...

Introduction

A PROJECT REPORT ON PERFORMANCE APPRAISAL PRACTICES IN ONGC (Submitted in partial fulfillment for the Completion of the degree of BBA) FACULTY OF ARTS, SCINECE & COMMERCE Mody Institute of Technology & Science Lakshmangarh (Rajasthan) 2009-10 CONTENTS CHAPTER 1 Introduction 3 CHAPTER 2 Overview of ONGC 6 CHAPTER 3 Changes in Economic Environment and its Impact on ONGC 11 CHAPTER 4 Performance Appraisal Practices in ONGC 20 CHAPTER 5 PAR Section in ONGC 25 CHAPTER 6 Current Initiatives of PAR System in ONGC 33 CHAPTER 7 Data Analysis and Interpretation CHAPTER 8 Limitations 35 CHAPTER 9 Conclusion 36 CHAPTER 10 Suggestion 38 CHAPTER 11 Bibliography 40 CHAPTER 12 Annexure 41 Introduction CHAPTER NO 1 INTRODUCTION Oil and Natural Gas Corporation Ltd. (ONGC) a Navaratna public sector enterprise engaged in exploration of hydrocarbons is one of the leading companies with significant contribution in its industrial and economic growth Over the years ONGC has been fairly successful in building up a vibrant oil industry in the country. The above topic was chosen to extent of Performance Appraisal practices operative in ONGC and the need for further strengthening of performance appraisal system of the employees so as to improve the efficiency and productivity and prepare them for their future needs. The modern business environment is characterized by uncertainty and changes, competition, technological obsolescence, trust on quality and higher productivity and above all fight for survival and success. Business Enterprises are increasingly apprehensive of the growing competition and do not wish to be remembered as a corporate dinosaurs. The message is loud and clear. Attain and sustain the cutting edge if you want to survive and succeed in this highly competitive environment. In the changing environment, the human factor has become more important than ever before. Organizational are becoming increasingly dependent on people as business tends to the more complex and diverse. HRM today is not only slogan but has become economic necessity. ...read more.

Middle

* RE- strengthening mutual faith, trust and respect. * Including a spirit of learning and enjoying challenges. * Developing Human Resource through virtual learning , providing opportunities for growth , inculcating involvement and exposure to benchmarking in performance. ROLE OF HR * Alignment of HR vision with corporate vision. * Shift from support group to strategic partner in business operations. * Enhance productivity and performance by development employee competency and potential. * Development professional attitude and approach. * Developing "Global Managers" for tomorrow to ensure the role of global players. A MOTIVATED TEAM HR policies at ONGC revolve around the basic tenet of creating a highly motivated. Vibrant and self driven team. The company cares for each and every employee and has in built systems to recognize and reward them periodically. Motivation plays and important role in HR development. In order to keep its employees motivated the company has incorporated schemes such as Reward and Recognition Scheme, Grievence Handling Scheme and Suggestion Scheme. * Incentive scheme to Enhance Productivity. * Productivity Honorarium Scheme * Job incentive * Quarterly Incentive * Reserve Establishment Honorarium * Roll out of Succession Planning Model for identified key positions. * Group incentives for cohesive team working, with a view to enhance productivity. TRAINING AND DEVELOPMENT An integral of ONGC's employee-centered policies is its thrust on their knowledge up gradation and development. The institute of Management Development, which has an ISO 9001 certification, along with 7 other training institute, play a key role in keeping our workforce at pace with global standards. The institute of Management is the premier nodal agency responsible for developing the human resource of ONGC. It also focus on marketing its HRD expertise in the field of exploration & production of Hydrocarbons. ONGC's sports Promotion Board, the apex body, has a comprehensive Sports Policy through which top honors in sports at national and international level have been achieved. ...read more.

Conclusion

In a competitive environment like the present one should be well prepared, plan the act according to well laid out strategy and adapt to the requirement and demands of the situation of develop competencies like job related skills and knowledge so that they contribute to their fullest to the organizational efficiency and be able to cope with the pressure changing environment. Suggestion SUGGESTION * Based on the study the following suggestions are being made to strengthen the presence PAS in ONGC for improving the performance efficacy of its human resources which are vital elements for achieving the objectives and targets in the competitive and dynamic environment. * Performance Appraisal format needs up gradation and should identify the development needs of the employees. It should be made both evaluative and development oriented in nature. * Counseling should be taken seriously by appraisee and appraiser and it should be done more frequently to attain the development goal of PAR system. * Globalization and liberalization in India is al comparatively recent phenomenon so most of the industries are not well equipped to face the challenges of changing environment and building a competitive edge. Specific training programmes are to be designed and development for inculcating such skills in the employees. * Training p rogrammes on organization development should be organized at all levels and specific thrust on productively improvement and cost techniques shall be placed in training progremmes. There should be a consistent policy regarding the training and the need should be considered seriously as per the recommendation in the PAR form. * Periodic organizational diagnoses survey need to be carried out to asses the organization health and to suggest remedial measures in case of any observed organization pathology. * Accountability and fixing of responsibility is one area in ONGC that is week and needs special consideration. Single point responsibility and accountability need be defined and fixed unambiguously. * Develop a cultural system where things do not move on the basis of bureaucratic definitions or boundaries but on operational priorities for improving the productivity of ONGC. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Human Resource Management section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Human Resource Management essays

  1. A well thought out orientation program is essential for all new employees, whether they ...

    A good one engages people-it reaches out and grabs them in the gut. It should be tangible, energizing, highly focused. There can be many visions over time that support the mission. The time scale is usually around 1 to 5 years.

  2. Atkinsons flexible firm model (1984) sparked widespread debate around the flexible firm and Britains ...

    Often outsourcing results in job losses or organizational restructures. When roles or conditions are changed this often leads to upset and disruption which can lead to the employer and employee disagreeing "about what the psychological contract actually involves, which can create feelings that promises have been broken, or, as it is generally termed, the psychological contract has been violated."

  1. Factors Affecting Employees Productivity In Coca-Cola Co.

    zero hypothesis and accept (Ha) alternative hypothesis , this ensure the strong relation ship between the independent variables together and the dependent variable. See table 4 : Coefficientsa Model Unstandardized Coefficients Standardized Coefficients t Sig. B Std. Error Beta 1 (Constant)

  2. Performance Appraisal case study

    and organizing. He simply looked at two traits, albeit important ones: communication and leadership. Further, a promotion shouldn't be based solely on an appraisal system especially one which is 90 degree. The trait performance appraisals which were used to judge Juan and Jose Luis were very vague.

  1. A CASE STUDY OF PERFORMANCE APPRAISAL IN A SMALL PUBLIC SECTOR ORGANISATION

    Introduction.......................................................................................9 1.1 Background to the research...........................................................9 1.2 Research question.....................................................................12 1.3 Justification for the research.........................................................13 1.4 Methodology..........................................................................14 1.5 Outline of the chapters...............................................................14 1.6 Summary...............................................................................16 2. Literature review.................................................................................17 2.1 Introduction...........................................................................17 2.2 Performance defined.................................................................17 2.3 Performance management features.................................................18 2.4 Performance management in the public sector...................................19 2.5 The Passenger Focus Performance Management cycle.........................20 2.6

  2. Making the Tough Team Call. The IMP team has been unsuccessful at completing their ...

    Therefore he is capable of dealing with interpersonal issues in teams such as personal conflicts within organizations. It aids the team in overcoming the problem and helps the organization become more united. Caldwell can be assigned as an envisioning and organizing leader.

  1. This report will analyse current organisational situation of Heidelberg Insurance Services Company which is ...

    The range of payment can range from 30% to 50% from the minimum wage. Appendix 11 Family structure payment system design is divided into different branches which each of them represents different group of jobs with the similar nature, for example administration, development, executives etc.

  2. Cape Breton Wallcoverings - HRM analysis

    Incentives The Cape Breton Wall coverings don?t offer any significant incentives at the moment for workers. The only straight reward for doing the job well is a distant possibility of gaining a promotion. Also there is a small group incentive in a place, the ?team approach? that John Hooker employs.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work