PA hpcl Qs

8/6/2019 PA hpcl Qs

1/22

ANALYSIS AND INTERPRETATION OF DATA

After collecting the data on "Performance Appraisal System of

Supervisory level in HPCL. The data was analysed and interpreted. The

various topics covered for analysis and interpretation of data are:

1. Promotions

A promotion may be defined as an upward advancement of an employee

in an organisation to another job, which commands better pay/wages,

better status/prestige and higher opportunities/challenges and

responsibility, a better working environment, hours of work and

facilities etc.

Promoters have a salutary effect on the satisfaction of the promoted

person's need for esteem, belonging and security. They also afford an

opportunity for greater self-actualizing action through more varied and

challenging assignments. The promotion policies differ from an

organisation to another.

The guidelines for departmental promotion in HPCL are same for male

and female employees. The period of experience required for filling a

higher post departmentally varies from 3-5 years. 5 years experience for

promotion to managerial staff and 3 years experience for promotion to

8/6/2019 PA hpcl Qs

2/22

Junior Management staff is needed. The other area of promotion apart

from seniority are merit and fitness. Though these guidelines are not in a

written format the supervisor and manager get it at the time of appraisal

from the personnel department.

As per the guidelines from the personnel department employees are to be

promoted accordingly. However there is confusion among the employee

as these guidelines are not being explained time to time, many are not

aware of the existing promotion policy in the organisation.

Respondents were asked whether the promotion is well defined in the

organisation. The responses were are given below:

N=48

Response Number Percentage

Yes 26 54.16

No 8 16.66

Can't say 141 29.16

8/6/2019 PA hpcl Qs

3/22

From the above table, it can be seen that 54% agree that promotion is

well defined in the organisation. However 30% were not able to say it asthere is lack of information about the promotion policy. Every employee

need to be communicated about the existing promotion policy.

Respondents were asked about the number of promotion received in last

three years. The responses were as given below:


None 14 29.16

One 30 62.5

Two 0 0

Three 2 4.16

Any other 2 4.16

More than 50% received one promotion in the last 3 years

Yes54%

No17%

Can't say29%

8/6/2019 PA hpcl Qs

4/22

Respondent were also asked to suggest any change in the policy. The

responses were as given below:


Merit not recognized 10 20.83

Does not define career plan 8 16.66

Not integrated with bus 0 0

Heterogeneity within policy

for different position

28 58.83

None31%

One65%

Two0%

Three4%

8/6/2019 PA hpcl Qs

5/22

Majority suggested for no change in the policy. It seems they are

satisfied with the current policy.

Appraisal system/factors/traits/assessment

Performance appraisal in general term refers to the process of evaluating

the performance and qualification of the employees in term of job

requirements for purpose such as placement, selection and promotions,

to provide financial rewards and provide other action of training,

counselling etc.

Respondent were asked about the appraisal system in general. The

responses were as given below:


A fair assessment of ability

and performance

14 29.16

An annual ritual 12 25

A management gimmick 2 4.16

A necessary 0 0

Something useful for the

employee and the organisation

20 41.66

108

0

28

0

5

10

15

20

25

30

Merit not recognised Does not definecareer plan

Not integrated withbus

Heterogeneity withinpolicy for different

position

8/6/2019 PA hpcl Qs

6/22

Any other 0 0

Majority responded that the system of performance appraisal is

something useful for the employee and the organisation.

Factors/traits of evaluation

Employee are assessed on different factors/traits belonging to both

performance and non performance area.

HPCL Junior Management Staff are assessed on following 11 attributes:

y Knowledge of work

y quality of work

y quantity of work

y dependability

yinitiative drive and resourcefulness

y work attitude

y conduct

y discipline -attendance - communication

y subordinate development

108

0

28

0

5

10

15

20

25

30

Merit not recognised Does not definecareer plan

Not integrated withbus

Heterogeneity withinpolicy for different

position

8/6/2019 PA hpcl Qs

7/22

8/6/2019 PA hpcl Qs

8/22

The factors and traits of evaluation were rated satisfactory which need to

be looked for and bring some change in it.

Aligning goal

Respondent were asked about the present system, does it help in aligning

individual goal with those of the organisation. The responses were as

given below:


Yes 22 45.83

No 6 12.5

Can't say 18 37.5

No response 2 4.16

8/6/2019 PA hpcl Qs

9/22

Here the response from the supervisor were 45.83% for the factor that it

help in aligning their goal with those of organisation.

Who should appraise?

The method of evaluation and who should appraise varies from

organisation to organisation. Sometimes its department head or appraisal

committee and sometimes self appraisal. Many organisation are

following the system where department head or immediate supervisor

appraise the subordinate.

Response

0.00%

Yes45.83%

No12.50%

Can't say37.50%

No response4.16%

8/6/2019 PA hpcl Qs

10/22

Respondent were asked, who should appraise them? The responses were

as given below:


Your immediate supervisor 6 12.5

Department head 22 45.83

Appraisal committee 12 25

Self Appraisal 6 12.5

Satisfied with the present

system

2 4.16

Majority response were for the department head to appraise. A quarter

also responded for the appraisal committee to do the appraisal.

Yourimmediatesupervisor

12%

Departmenthead46%

Appraisalcommittee

25%

Self Appraisal13%

Satisfiedwith thepresentsystem

4%

8/6/2019 PA hpcl Qs

11/22

Appraiser's Approach

Respondent were asked to rate the appraiser's approach. The response

were as given below:


Outstanding Nil Nil

Very good 8 16.66

Good 26 54.16

Satisfactory 14 29.163

Poor Nil Nil

Majority rated the appraised approach to be good while appraising. No

body rated it to be outstanding and poor.

Monetary benefit/reward

Performance appraisal system help in the system of providing monetary

benefit and rewards. This helps in keeping the employee motivated and

meet both the individual and organised goal.

Respondent were asked about the system linkage to monetary benefit

and also frequency of rewards in performing well. The responses were

as given below:

8/6/2019 PA hpcl Qs

12/22

Monetary benefit


Yes 28 58.33

No 6 12.5

Can't say 12 25

No response 2 4.16

Here more than 58% responded that the monetary benefit is extended to

them as a result of the outcome of the performance appraisal system.

Rewards

Respondent were asked about the frequency of reward as an outcome of

the current performance appraisal system. The responses were as given

below.


Rarely 14 29.16

On a few occasion 10 20.83

Sometimes 18 37.5

Often 0 0

Almost always 6 12.5

Here the response were mix with 37.5 percent agreeing that rewards

8/6/2019 PA hpcl Qs

13/22

come to them sometimes as a result of performance. This has to be

looked into and the frequency be increased to keep employee motivated

and meet their goal.

Area of Responsibility

Respondent were asked about their area of responsibility. Whether the

organization help them in prioritizing their own area of responsibility.

The response to the above were as given below:

Responses Number Percentage

Yes 22 45.83

No 4 8.33

Can't say 20 41.66

No response 2 4.16

The response were not even 50% which shows some difference in

meeting the goal of prioritizing the area of responsibility. 41% of the

respondent were not able to say anything. This shows that the

management has to look into the above and see what the employee can

do, making them more aware of their responsibility.

Career Progress

Career progress is something which is continuous, with the input from

organisation in term of training, feedback and counselling. In today's

8/6/2019 PA hpcl Qs

14/22

changing scenario this has to be followed in every organisation so that

an individual make progress in the career adding value to himself and

the organisation. Respondent were asked about the current system

helping in their career progress. The responses to the above were as

given below:


To a large extent 12 25

To some extent 28 58.33

Not at all 8 16.66

Here only 58% response were for the option that it helps in career

progress to some extent while 25% were for the option that it helps to a

large extent. The system of performance appraisal has to incorporate the

element of career progress by highlighting the strength and weakness of

each employee.

Career Development

Career advancement is the most motivating factor when employee aspire

for the advancement of his career and for better opportunities to use

his/her talents. From the organisation's point of view, it is necessary to

develop in manager. Some expectations of opportunities for the future in

8/6/2019 PA hpcl Qs

15/22

8/6/2019 PA hpcl Qs

16/22

development plan to some extent while 38% gave response that there is

no career development plan at all.

The reason for the above were:

1. Limited promotional avenues

2. Limited exposure towards practical experience as they are not

exposed to any outside/foreign training and no special privilege is

provided to them in this regard.

3. No motivation as employees performing well are not awarded

appropriately

4. Stagnation at certain levels for prolonged period.

Feedback

Providing feedback play a constructive role. It helps the employee know

his/her weakness and strength. Feedback provides for the area of

improvement.

Respondent were asked about the frequency of feedback based on their

performance. The responses were as given below:


Rarely 12 25

On a few occasion 20 41.66

8/6/2019 PA hpcl Qs

17/22

Sometimes 12 25

Often 4 8.34

Almost always Nil Nil

41 percent responded that feedback is provided though on a few

occasion. The frequency has to increase both from the individual and

organisation point of view to keep the individual motivated for work in

line with the organisational expectation.

Remedial measure

Based on the performance the remedial measures are taken to do away

with weakness if any and build on the strength and add to the existing

capability

Response on the remedial measure were as given below:


Job rotation 22 45.83

Sent to training programme 20 41.66

Counselled 6 12.5

Any other Nil Nil

None Nil Nil

8/6/2019 PA hpcl Qs

18/22

Here the response were both for job rotation and training programme.

During the course it was felt that more training input is to be provided to

the employee to overcome the weakness and improve upon the existing

capability of the employee.

Taping the potential

In an organisation human are the capital with their skill, intellect ad

capability. It lies on the organisation's strategy and the manager to tap

the real potential of an employee and take work in that regard which is

good both for individual and the organisation.

Respondent were asked about the response on the same. The response


In your opinion does this system provide for taping the potential of

individual?


To a large extent 12 25


Not at all 4 8.33

Majority response were positive but only to some extent. The human

resource department need to assess the real potential of human capital

through the future performance appraisal process and need to channelise

all the potential in right direction with a fixed goal.

8/6/2019 PA hpcl Qs

19/22

Training

Training refers to the teaching/learning activities carried on for the

primary purpose of helping members of an organisation to acquire and

apply the knowledge, skills abilities and attitude needed by that

organisation. It is an act of increasing the knowledge and skill of an

employee for doing a particular job.

Respondent were asked for whether the present system help in

identifying training needs. The response were given as below:


To large extent 12 25


Not at all 10 20.83

The system does help in identifying training needs but only to some

extent. During the course, suggestion for separate section for identifying

training needs came from the supervisory and above level employee.

Job rotation

Job rotation means systematically moving workers from one job to

another. Job rotation is the method of enhancing skill and providing

opportunity to overcome weakness in any area of work. Respondent

were asked about the frequency of job rotation. The responses were as

given below:

8/6/2019 PA hpcl Qs

20/22

Have you been rotated to other department or within the department?


Yes 22 45.83

No 26 54.00

Majority of the response were 'No' for the job rotation. The employee

need to be put on job rotation on regular basis in order to enhance their

own capability and increase organisations productivity.

Right individual for right job

Respondent were asked about the system help in identifying right

individual for a right job.

In your opinion does this system help the management identify right

individual for a right job to achieve the goal of the organisation?

The responses were as given below:


To a large extent 14 29.16


Not at all Nil

Majority response were that it does help in identifying right individual

for a right job. This means some clarity do exist at the supervisory level

in terms of job.

8/6/2019 PA hpcl Qs

21/22

Counselling

Respondent were asked about the need of counselling and whether the

organisation provide counselling. The responses were as given below:

Do you need counselling?


Yes 32 66.66

No 2 4.16

Can't say 14 29.16Majority response came for the need of counselling. This proves that

employee need counselling both in work areas and behavioural area.

Respondent were asked about the organisation providing counselling.

The responses were as given below:


Yes 16 33.33

No 24 50

Can't Say 8 16.66

Majority response were that organisation does not provide counselling.

This brings the need of counselling.

Overall assessment of performance appraisal.

Respondent were asked to rate the performance appraisal. The response


8/6/2019 PA hpcl Qs

22/22


Outstanding Nil Nil

Very good 8 16.66

Good 16 33.33

Satisfactory 24 50

Poor Nil Nil

50% of the respondent rated the system of performance appraisal to be

satisfactory. Nobody rated it to be poor.

PA hpcl Qs

Documents

Transcript of PA hpcl Qs