Professional Documents
Culture Documents
AWARD OF DEGREE
DECLARATION
I hereby declare that this project report titled Performance Review System
for Electricity Distribution Company (Southco Utility) submitted by me to
the department of Business Management of Southcoutility is a bonafide
work undertaken by me and it is not submitted to any other University or
Institute for the Award of any degree diploma/certificate or published any
time before.
Name:
Date:
(Signature)
ACKNOWLEDGEMENT
A Good start leads to a Fine end. The ideal way to begin documenting this
project work would be to extend my earnest gratitude to everyone who has
encouraged, motivated and guided me to make a fine effort for successful
completion of this project.
I would like to thank XXXX, Director of Halcyon technologies for giving me
an opportunity by taking me as an internee in their organization. This
proved to be a very good learning experience for me, where I could get an
exposure to all the aspects of real time Core HR activities.
I am very thankful to XXX, faculty of business management for guiding me
throughout the project. My sincere Gratitude to the College Management for
extending their co-operation for successful completion of my project.
I acknowledge with pleasure and owe my special thanks to XXXX, HR
Manager, Halcyon Technologies for his continuous guidance and support
throughout the project.
A final word of thanks goes to my Parents, Friends and everyone else who
made this project possible. Your contributions have been most appreciated.
INDEX
Table of Contents:
Page No.
1.
Abstract
2.
3.
Introduction
4.
Company Profile
24
5.
Methodology / Approach
38
6.
7.
Data Analysis
41
8.
Findings
46
9.
Recommendations
48
10.
Annexure-1 (Questionnaire)
52
11.
55
12.
59
13.
Bibliography
60
ABSTRACT
at
INTRODUCTION
determining
job
expectations,
writing
job
descriptions, selecting relevant appraisal criteria,
developing assessment tools and procedures, and
collecting interpreting, and reporting results
Performance appraisals are important for staff
motivation, aligning individual and organizational
aims, and fostering positive relationships between
management and staff.
Appraisals must address 'whole person' development
- not just job skills or the skills required for the next
promotion. Appraisals must not discriminate against
anyone on the grounds of age, gender, sexual
orientation, race, religion, disability, etc.
Performance
appraisals
should
be
positive
experiences. The appraisals process provides the
platform for development and motivation, so
organizations
should
foster
a
feeling
that
performance appraisals are positive opportunities, in
order to get the best out of the people and the
process.
Requirements for effective performance management
system:
1.
10
11
based
Strengthen
relationship
subordinate.
Assess the
employees.
training
and
on
competence
between
superior
development
and
and
needs
of
between
employee
and
and
define
job
functions
and
12
13
14
Benefits:
The following are the benefits of a successful appraisal
system:
1. For the Organization:
Improved performance throughout the organization
due to:
- Effective communication of organizations objectives
and values
- Increased sense of cohesiveness and loyalty.
- Managers are better equipped to use their leadership
skills and to develop their staff.
15
Improved overview
member of a group.
of
tasks
performed
by
each
17
Explanation
18
Example
19
3. Grading
- Certain categories of traits/performance criteria, which are
worth of appraising, are established. E.g. cooperativeness,
self-expression, dependability, job knowledge etc.
- The actual performance (Key performance area) of an
employee is then compared to the predetermined grade
definitions.
- Appraisee is allotted with the grade, which describes his
performance in the best possible manner.
- Any grade that is selected should be well defined.
4. Graphic Scales
- A printed form, one for each person to be rated is used.
- The factors included in the form are Employee
characteristics such as leadership, cooperativeness,
enthusiasm, loyalty etc. or Employee contribution which
includes quantity and quality of work, specific goals
achieved, regularity of attendance, responsibility assumed
etc.
- The traits can be evaluated on continuous scale the
appraiser places a mark along a continuum (range).
5. Checklist
- A series of questions are presented concerning an
appraisees behavior.
20
21
3. Assessment Centres
An assessment centre typically involves the use of
methods like social/informal events, tests and
exercises, assignments being given to a group of
23
II. Benefits:
Appraisals are processed more quickly and
efficiently.
Appraisal
data
is
received
by
concerned
superior/manager in virtual real-time when the
appraisal is uploaded into eAppraisal system..
Appraisals cannot be misplaced or lost, as is possible
with
hardcopies.
Appraisals
can
electronically and available online
27
be
stored
Company Profile
The Southern Electricity Supply Company Of Odisha Limited
(SOUTHCO) was incorporated on 19-11-1997 under the
Companies Act,1956 as a Public Limited Company. The
Company started functioning with effect from 26-11-1998,
under the distribution and retail supply license of GRIDCO,
after notification in the official gazette by the Govt. of
Odisha. SOUTHCO received the Distribution and Retail
Supply
license
from
Odisha
Electricity
Regulatory
Gajapati,
Rayagada,
Koraput,
Phulabani,
of
safety,
loss
Operation:
29
reduction
activities
&
Receiving Station
The Following are the receiving stations under
SOUTHCO. Orissa.
1
2
3
4
5
6
7
8
9
Aska
Tentulikhunti
Therubali
Balimela Power
House
Machkund
Sunabeda
Narendrapur
Paralakhemundi
Sonepur
11
12
10
Balugaon
Bhanjanagar
Berhampur
13
Chhatrapur
14
15
16
17
18
Ganjam
Jayanagar
Mohana
Phulbani
Rayagada
Technical Complain
COMPLAINT HANDLING PROCEDURE RELATING TO
DISTRIBUTION AND RETAIL SUPPLY
(APPROVED BY OERC)on January 10th 2001.
1.
This
Complaint
Distribution
and
handling
retail
supply
30
procedure
relating
(Complaint
to
Handling
dated
January
10th,
2001.
under
(1)
seven
as
Voltage
Interruption/Failure
(3)
Load
(4)
of
shedding/Scheduled
Problems
(5)
power
supply.
shut
downs.
in
metering.
Billing
Disconnection
below:
complaints.
(2)
(6)
heads
and
disputes.
Reconnection
of
Power
Supply.
(7) Delay in providing new connection.
3. Time Limit : A summery of time limits for rendering
service to consumers in categories of complaint 1 to 6
are as follows, where as for category no.7 details are
prescribed in the OERC (Condition of supply) Code, 1998.
S.No
(1)
Types
of Time
limit
for
Rendering
Service
Service
Low Voltage
augmentation
of
distribution
system.
24 hours in all cases except in
case of major failures involving
Restoration
following
(2)
interruption/
failure of power
supply.
transfers
and
where
shall
it
11
KV
not
feeders
exceed
above
is
subject
to
the
Duration of load
shedding
/scheduled
shutdown
(3)
exceeding
12
consecutive days.
(4)
Meter
(a)
supplied
SOUTHCO
(b)
Meter days
and
if
meter
needs
32
the
meter.
consumer
suitably
for
testing/repair/replacement within
7 working days of noticing the
defect.
supplied
by
consumer.
consumer
in
SOUTHCOs
the
consumer.
Billing disputes.
60 days.
Disconnection
(6)
(7)
New connection
seeking
redressal
33
of
grievances,
if
the
with
Bijuli
Adalat
in
the
office
of
the
34
published
by
OERC.
Further
in
case
of
is
as
follows:
also
include
supply
to
occupants
of
flats
in
This
shall
not
cover
residential
colonies
drawn
through
the
meter
of
the
industrial
establishment.
(b) Commercial : This category relates to supply of
power to premises to which are used for office, business,
commercial or other purposes not covered under any
other category with a contract demand up to but
excluding 110KVA and where the non-domestic load
exceeds
10%
of
the
total
connected
load.
to
supply
Irrigation
of
power
Pumping
and
for
railway
traction.
Agriculture
This
exclusively
for
agricultural
purposes.
public
installations
water
supply
owned
Government,
local
and
and
sewerage
operated
bodies
or
by
pumping
the
their
State
agencies.
centers,
charitable
dispensaries,
religious
sports
organizations.
as
motive
force.
as
motive
force.
utilized
as
motive
force
for
industrial
production.
(l) Heavy Industries : This category relates to supply of
power to industries with a contract demand of 25000 KVA
and above where power is substantially utilized as motive
force.
(m) Mini Steel Plant : This category relates to supply of
power to steel manufacturing units licensed to operate as
mini steel plants with contract demand of 4444 KVA and
above where power is ordinals utilized in induction or arc
furnaces.
(n) Power Intensive Industries : This category relates
to
supply
of
power
to
industries
where
power
is
substantially utilized as raw material involving electrometallurgical process with a contract demand of and
above
2000
KVA.
of
this
code.
81. The
approve
the
tariff
in
such
cases.
the
engineer
may
reclassify
him
under
or
modified
contract
demand.
If
the
Methodology / Approach
As per the requirement of the management to design a new
policy for performance Review system, I basically analyzed
the
questionnaire
given
to
employees
to
know
their
41
to be
various
aspects
of
performance
of
the
his
and then
43
Data Analysis:
44
45
46
47
48
Findings
As the whole Process was designed by the HR department, I
was also involved in it from the designing stage to the
implementation part of the Review system. In this process I
could recognize the benefits derived out of this system as
well as observed some drawbacks.
My Findings from the questionnaire were:
1. The perception of employees regarding performance
Review was a hike in Salary, which is not the case in
reality.
49
Other Findings:
4. The process did not take place in the exact time
frame as planned and scheduled.
5. A good improvement was seen in the inter-personal
relationship
between
the
team
leader
and
subordinates.
6. Many employees could not justify the ratings given by
them in the Self Review Form.
7. It helped the employees in understanding their past
performance and setting up of targets and goals for
future.
8. They got to understand the organizational needs and
it helped in developing a sense of belongingness
towards the company.
9. It helped the management in identifying the Caliber of
employees and encourage the same.
50
10.
51
3. They
must
be
appreciated
for
their
individual
regarding
the
or
negative
will
help
his
colleague
in
extra
ordinary
effective
time
53
19.
a. Strongly agree
b. Neutral
c. Strongly disagree
2.
3. I know all the aspects and standards that are used to evaluate my
performance.
a. Strongly agree
b. Neutral
c. Strongly Disagree
a. To an Extent
b. Totally
c. Not at all
b. Totally
c. Not at all
57
Reviewer
DOJ
Designatio
n
Location
DOR
Period
Tasks
Self Review
1.
2.
3.
4.
5.
6.
58
Rating
Rating
II. Other assignments/tasks /achievements that you would like to mention other than those stated in
Section I.
No
Assignments /Achievements
Remarks
Hindering
IV. Notes: (Write here a brief description about your work at Halcyon)
59
V. Reviewers Feedback
Technical Skills
Comments
Rating
Soft Skills
Technical
Knowledge
Communications
Coding Skills
Team playing
Analytical and
Attitude
Comments
Rating
Logical Skills
Standards
Proactive
Learn ability
Bottom line
responsibility
(To be filled in by the Employee after discussion with the Director/ Person
reporting to)
No
Objectives
Target Date
Comments of Director/ Reporting Head
1.
2.
3.
4.
5.
61
6.
62
Anna
Team Member
Rating
Rating
Communication skills
Technical skills
Bottomline Responsibility
Proactiveness
Job Knowledge
Leadership Skills
Learnability
Team Player
Process adherence
Quality of the work product
Timeliness
Any other Feedback points
Worst
Bad
Ok
Good
Very Good
Excellent
0
1
2
3
4
5
Bibliography
: Gary Desler
Websites:
www.citehr.com
www.google.com
www.custominsight.com
63
: T.V.Rao
64