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HINDALCO INDUSTRIES LTD
Our Vision
To be a premium metals major, global in size and reach, with a
passion for excellence.
Our Mission
To relentlessly pursue the creation of superior shareholder value by
exceeding customer expectations profitably, unleashing employee
potential and being a responsible corporate citizen adhering to our
values.
Our Values
Integrity
Commitment
Passion
Seamlessness
Speed
pg. 1
THE MARKET LEADER
Hindalco is a leading domestic player in two metals business segments — aluminum and copper.
The aluminium division's product range includes alumina chemicals, primary aluminium ingots
and billets, wire rods, rolled products, extrusions, foils and alloy wheels.
The company has a significant market share in all the segments in which it operates. It enjoys a
domestic market share of 42 per cent in primary aluminum, 63 per cent in rolled products, 20 per
cent in extrusions, 44 per cent in foils and 31 per cent in wheels.
As a step towards expanding the market for value-added products and services, Hindalco has
launched several brands in recent years, which include Aura for alloy wheels, Freshwrap for
kitchen foil and Everlast for roofing sheets. Our exclusive showroom, The Aluminium Gallery,
seeks to promote Hindalco products to its customers. It is a platform for the company to
showcase quality products to a quality audience in an appropriate ambience. The exhibits include
products like windows, doors, furniture, ladder, roofing sheets and ceiling and cladding panels.
Hindalco's products are well received not only in the domestic market, but also in the
international market. The company's metal is accepted for delivery under the high grade
aluminium contract on the London Metal Exchange (LME). The company exports about 17 per
cent of its total sales volume of aluminium.
pg. 2
The Company’s alumina chemical business is a leader in manufacturing and marketing of
speciality alumina and alumina hydrate products in the country. It has a major market share in
the country. These speciality products find wide usage in diversified industries including water
treatment chemicals, refractories, ceramics, cryolite, glass, fillers and plastics, conveyor belts
and cables, among others. The company also exports these alumina chemicals to over 30
countries covering North America, Western Europe and the Asian region.
Birla Copper, Hindalco's copper division at Dahej in Gujarat, enjoys a leadership position in
India, having built over 40 percent of the domestic market share within three years of its
commissioning. It has also made successful forays into the export markets of the Middle East,
Southeast Asia, China, Korea and Taiwan.
The copper plant produces world-class copper cathodes, continuous cast copper rods and
precious metals. Sulphuric acid, phosphoric acid, di-ammonium phosphate, other phosphatic
fertilizers and phospho-gypsum are also produced at this plant.
Hindalco businesses — Share of net sales value 2006-2007
Aluminium
pg. 3
key products and brands
locations capacities country
Hindalco Industries Ltd.
alumina chemicals Renukoot (Uttar Pradesh), Muri (Jharkhand), Belgaum (Karnataka)
1,160,000 tpa India
primary aluminium Renukoot, Hirakud (Orissa), *Taloja
489,000 tpa
extrusions Renukoot, Alupuram 27,700 tpa
rolled products Belur (West Bengal), Taloja (Maharashtra), Renukoot, Mauda (Maharashtra)
200,000 tpa
wire rods Renukoot, Alupuram (Kerala)
64,400 tpa
aluminium foil Silvassa (Dadra & Nagar Haveli), Kalwa (Maharashtra)
11,000 tpa
aluminium wheels Silvassa (Dadra & Nagar Haveli)
300,000 pcs
*For Taloja recycling plant
Indal (subsidiary of Hindalco)
foil rolling
Kollur (Andhra Pradesh) 4,000 tpa
COPPER
pg. 4
key products and brands
locations capacities country
Birla Copper (Hindalco Industries Ltd.)
copper cathodes Dahej (Gujarat) 500,000 tpa India
continuous cast copper rods
97,200 tpa
sulphuric acid 1,670,000 tpa
phosphoric acid180,000 tpa
gold (Birla Gold) 15 mt
silver (Birla Silver) 150 mt
power 135 mw
DAP and complexes (Birla Balwan)
400,000 tpa
Hindalco Industries Ltd. (Aditya Birla Minerals Resources Pty. Ltd.)
copper cathodes Nifty mines 25,000 tpa Australia
copper in concentrate Mt. Gordon mines 40,000 tpa Australiapower Mt. Gordon mines 28 mw Australia
Landmarks
pg. 5
2007
India Today Group's Readers Digest Gold Award 2007 in recognition of the work that truly exemplifies the highest values of society as well as those of Reader's Digest at the Pegasus Corporate Social Responsibility Awards.
Hindalco awarded the CII - Sorabji Green Business Centre "National Award for Excellence in Water Management 2007".
In May 2007, Novelis became a Hindalco subsidiary with the completion of the acquisition process. The transaction makes Hindalco the world's largest aluminum rolling company and one of the biggest producers of primary aluminum in Asia, as well as being India's leading copper producer.
2004
Hindalco receives, India CFO Award 2004 for excellence in finance in a large corporate.
2003
Hindalco receives the Asian CSR Award for its "Rural Poverty Alleviation Programme". The Asian CSR Awards are Asia's premier awards programme on Corporate Social Responsibility.
HR VISION
pg. 6
To provide an enabling environment where employees’ competencies are nurtured and harnessed towards sustainable
business growth and leadership.
HR MISSION
To proactively assess and provide services for the HR needs of the business & customers for the attainment of organizational goals.
HR OBJECTIVES
To collaborate with and support internal Customers of HR services viz. effective manpower planning, ensuring harmonious industrial relations etc.
To review and redesign the structure of the organization with clarity of role, responsibilities and accountability for overall organizational effectiveness and speedy response to emerging business challenges.
To develop knowledge and skills of the employees’ and groom leaders with functional and business competencies to meet future demands of the organization (viz. flexibility and change management).
To benchmark best HR practices in order to enhance Human Resource effectiveness.
To enhance employee productivity through rationalization of jobs and manpower optimization.
pg. 7
To promote employee involvement in decision making, team working, creativity and empowerment.
To institutionalize transparency by framing, updating and communicating systems and processes.
To maintain good liaison with government/ external agencies in order to better serve the organizational cause.
To provide a safe and healthy work environment and continuously benchmark and update the standards of safety and hygiene; and
To work towards improving the quality of work life of employees and the life of their families.
HR Department Structure
pg. 8
The following diagram describes the departmental structure. The chart illustrates various
positions in the HR department at HINDALCO Industries Ltd.
PREAMBLE
Performance management system (PMS) is the heart of any “people management " process in
organization. Organizations exist to perform. If people do not perform organizations don't
pg. 9
survive. If people perform at their peak level organization can compete and create waves.
Performance management systems if properly designed and implemented can change the course
of growth and pace of impact of organizations.
Performance management is process of goal setting, mentoring, coaching and evaluating
performance. This system is important to the organization because the employees are
accountable for achieving results that are clearly tied to organizational goals. Information about
linkage between mission goal and individual accountability is reviewed during the performance
management process. The system also incorporates performance plans which have specific
business results with clear measures of performance.
Hindalco Industries has an online performance management system portal developed in
POORNATA which is a Peoplesoft HRMS 8.9 implementation project. This system was
implemented 2 years ago. This system was taken up for project study, as it is an upcoming
technology in all industries, to gain information about the process, its importance and to
understand the various modules included in POORNATA. The understanding of online
performance management system is of utmost importance as the trend of implementing HR
policies through system driven program to achieve organizational goals is increasing. The Aditya
Birla Group also backed the best employer award, so I found it necessary to study the human
resource management system at HINDALCO INDUSTRIES as it is one of the important
component in the policies of the group.
The project includes the study and evaluation to check the effectiveness of the online
performance management system. The effectiveness was evaluated through a questionnaire,
which included questions based on the online Performance management process. This
pg. 10
questionnaire was administered to a sample of 50 employees and the data was collected for
analysis. This survey was undertaken to find out the loop holes in the system, areas where the
employees have difficulty in operating the system, any changes employees want in the system
and overall feedback about the online system.
I had to scan 10 pages before I could reach the Preamble. I would rather use the conventional title of Introduction.
Pages 1-9 should come after the introduction, in a project report.
I did not see any title page or contents’ page.
I hope you have seen the links I have suggested on writing dissertations or project reports.
The methodology section is good; succinct and you have explained why you selected the methods chosen. However, in the tabulation, you should have shown the number of staff in each of the sections. That would have helped the reader to assess if you really used ‘Quota Sampling’.
pg. 11
OBJECTIVE OF THE STUDY
To study and evaluate the effectiveness of overall online performance management system.
Reasons for the study
Study the HRMS at HINDLACO INDUSTRIES LTD.
Critically evaluate the effectiveness of online Performance Management System.
To get the feedback of the employees on the online Performance Management System.
pg. 12
RESEARCH METHODOLOGY
Primary Data Source:
The source of primary data in the research was Structured Questionnaire. This method of
collecting data by mailing the questionnaire to respondents is most extensively employed in
various economic and business surveys. This method of data collection was chosen because:-
As the employees are located at different geographical location so, the method was low in
cost and adequate.
It is free from the bias of interviewer, answers are in respondents own words.
Respondents have adequate time to give well thought answers.
The questionnaire developed for the study included the Five Point Rating Scale. The scale items
were-
5- Strongly Agree
4-Agree
3- Neutral
2- Disagree
1- Strongly Disagree
Items in the questionnaire were included depending upon the various aspects of e-PMS in
POORNATA Portal at HINDALCO Industries Ltd.
pg. 13
Secondary Data Source
Source of secondary data were various books, reckoner and websites.
Sample Size
The sample size selected was of 50 employees.
Sampling Design & Technique
The sampling design was the Non- Probability Sampling. In this type of sampling items for the
sample are selected deliberately by the researcher; his choice concerning the items remains
supreme. In other words, under non-probability sampling the organizers of the enquiry
purposively choose the particular units of the universe for constituting a sample on the basis that
the small mass that they so select out of the huge one will be representative of the whole. In
small enquiries and researches, this design may be adopted because of the relative advantage of
time and money inherent in this method of sampling.
Quota Sampling was adopted as the sampling technique. In this technique, the interviewers are
simply given quotas to be filled from the different strata with some restrictions on how they are
to be filled. The actual selection of the items for the sample is left to the interviewer’s discretion.
This sampling is very convenient and relatively inexpensive.
Sample Distribution Hindalco Industries limited
Total population=200(Metals+Marketing)
Sample size selected=50(25% of total population)
Total no. Of respondents= 40
Non-respondents= 10
pg. 14
METALS
DEPARTMENT NO. OF EMPLOYEES
CPO-MET 3
BUSINESS IT-MET 6
TREASURY AND ACCOUNTS 3
RISK MANAGEMENT 1
OFFICE OF CFO 5
BH-MET 5
DIRECT TAX-MET 1
PROJECT-MET 1
MARKETING
pg. 15
Everlast -HHM 3
Business Finance Domestic- HHM 2
ERP- HHM 1
Regional Extrusion-HHM 5
IT-HHM 2
Rolled Export Product Head-HHM 3
Regional Rolled Domestic –HHM 4
Territory Rolled Delhi- HHM 1
Territory Primary – HHM 1
CMO- Marketing Hindalco 1
Export –MHO-HHM 1
Regional Primary 3
The sample consist only the management cadre employees like the secretary, deputy manager, manager, general manager, assistant manager, officer, senior manager, vice president etc. It does not include the supervisory level staff as the online PMS is applicable only to the management cadre employees.
pg. 16
INFORMATION AND ANALYSIS
Theoretical framework of the topic
Performance Management System
Performance management system is the process of performance planning (goal setting),
performance mentoring, coaching, measuring (evaluation). Individual performance linked to
organizational goals, giving him/ her feedback, rewarding the individual achievements against
set performance goals and required competencies, and working out a plan for his/ her
development.
The system of Performance Management for an organization is a strategic and integrated process
that establishes a culture of sustained success by improving the performance of the people who
work in them and by developing the capabilities of individuals’ contributors and teams.
Performance Management ….
Aligns individuals goals to organizational goals
Is a tool to channel employee efforts in the right direction and get work done
Ensures clarity of role to be performed
Encourages feedback and creates an environment for development
Facilitates better understanding and rapport between manager and team members
Measures and assesses all performance against jointly agreed goals.
pg. 17
Performance management has two objectives-
Evaluation objective: To provide feedback to individuals on their performance levels and on current
competency levels.
Performance evaluation and assessment of the readiness of an individual to take on higher
responsibilities
To generate data required for decisions on compensation, training etc.
Development objective: To counsel and coach subordinates so that the improve their
performance and develop competencies
To motivate subordinates through recognition and support
To strengthen supervisor subordinates relations
To diagnose individual and organizational competencies, so that actions can be taken on problem
areas
To define the training requirements based on individual competency
pg. 18
Linkage of performance management system to various other processes
The theoretical framework section is very shallow. There is hardly any reference to any work that you have referred. If it is for an academic purpose, it needs beefing up.
pg. 19
Performance Management System
Performance Assessment Promotion/ Upgradation
Job rotation and Transfer
Training and Development
Compensation Management
PROJECT STUDY
Introduction to POORNATA
POORNATA is a Group wide People Soft HRMS 8.9 implementation project. This project was
started in May 2005 with the functional and technical training; it was implemented in 18 months
from the start date. The purpose of this project is to implement HR policies through a system
driven program, to achieve organizational objectives. POORNATA is implemented across 78
domestic units and 26 units overseas. It covers all management cadre employees across the group
and all employees for transworks, approximately 1600 employees.
Objectives
Poornata automates and standardizes HR processes across the group for all management
cadre employees.
Poornata introduces best- in- class HR processes through out the group.
Poornata gives employees access to data which was hitherto available only to the HR
department and thus enables them to plan their own development.
Poornata also gives managers access to information about their direct reports and thus
enables managers to plan the development of their direct reports more proactively.
Scope of POORNATA
Modules included in POORNATA are:
Recruitment
Workforce Administration
pg. 20
Position Management
Compensation
Performance Management System
Enterprise Learning Solution
Talent Management
Significance of POORNATA
1. Employees
Empowers employees by making development self driven.
Creates career opportunities for employees by enabling knowledge sharing of likely
vacancies and jobs amongst varied businesses.
2. Business
Delivers faster services.
More- database decision-making.
Put Line Managers in control of People and development.
3. Group
Takes the group to a league of Global Organizations with cutting edge HR-ERP
operational that enables seamless delivery of common HR processes a diversified multi
location group.
Builds employer brand.
pg. 21
4. HR Department
Enables faster service delivery.
Facilitates continuous improvement.
Builds a more professional image.
Makes HR department more data driven.
The online Human Resource Management System at HINDALCO is called as
“POORNATA” .This on- line Performance Management system enables the group to
proactively manage their performance appraisal .The module delivers maximum business benefit
by helping an employee and manager to set goals and track them on an ongoing basis.
The Performance Management business process includes the following basic steps-
1. Identification of goals for the next year.
2. Review of performance against goals set for current year.
This guide is both a reference tool for use in your day- to- day role and also a training manual. It
is a common appraisal process, an automated, system driven; goal focused and standardized
process across the group. Performance management at Aditya Birla Group will be focused to-
1. set goals for coming financial year
2. half- yearly review of performance
3. Annual appraisal.
pg. 22
Performance Management system in POORNATA includes the following basic processes:
1. Annual goal setting: in the months of April/may every year, after the annual planning
and budgeting rounds, all teams will identify their KRAs and Goals for the forthcoming
financial year. This process will largely happen off-line. An employee will fill in his Goal
Setting Document in Poornata System, listing the KRAs, Goals, and Measurement Criteria
and due date for completion of specific goals. He will then notify the same to his manager.
The
Manager recommends changes and approves the document. The approved document is
available to the employee and his manager for reference throughout the year.
Organizational Goal Setting:
Individual Goal Setting:
pg. 23
Start
Senior Management sets Annual Organizational Goals
Function Head sets Annual Departmental goals
Employee with Manager sets Individual goals
A
Employee and Manager get a view only access of the job description while assigning KRAs
Employee sets goals and assigns weightages and measures
Manager agrees
Goal setting document is finalized
B
2 Mid- Year Review: of goals set at the beginning of financial year will be held in the months of
October/ November every year. It will be initiated by manager. The main focus of the mid year review is
to check if the goals set at the beginning of the year are relevant or if they need to be updated. It gives an
opportunity to Manager and his team members to identify and discuss about any performance issues,
initiate corrective action for the same.
2. Annual Performance Appraisal: against goals set and achieved will be held during the
months of April- May every year. The employee will complete his self appraisal against
goals set online in the Poornata System and submit the same to his manager for review. The
manager will discuss the performance of employee offline, give him feedback on his
performance and capture his own comments and performance ratings. The document is send
to the HR department for further processing.
Hindalco has two types of employees on payroll and on contract. Payroll employees are of
two types- Management employees (Job band 11- Executives) and Supervisory employees
(S3- S1 level). POORNATA system covers only management level employees. POORNATA
is under HRMS. It has various employee and manager self- service options like personal
information, recruitment, enterprise learning solutions, performance management system,
and talent management system.
pg. 24
HR Administrator sends email to all employees and managers to initiate half yearly review
Manager will reopen the document
Employee goes to ‘goals’ edit details and enter the ‘status’ and ‘complete percent’
Manager reviews the results against the agreed goals
C
D
Three different people are a part of POORNATA:
Employee
Manager
Administrator ( Human resource department)
The administrator of the system is the HR department, it has the accountability and responsibility
for the entire process .POORNATA has different modules they are- work force administration,
recruitment, and performance management system and position management.
The performance management system process is completed in POORNATA by an employee
(employee self service) and by manager (manager self service).As the system includes 3
processes. The first process is Goal Setting, mid year review and Annual performance appraisal.
There are nine sections in Performance document: Job Purpose, KRA, Goals, Value, Overall
Summary, Employee Comments, and Manager Comments, Training need identification, Career
Aspiration.
Both the employee has to log on to www.portal.poornata.com by giving their User ID and
Password and then access the document through HRMS > Self service> Performance
Management> My performance document> current document > ABG Performance Document
Performance Management Process in POORNATA by Employee
The goal setting process starts with defining the job purpose, the KRAs and then the goal is
finally set. Goals include the job description, start and end dates, measurement criteria of the
goal, giving weightages to each goal, stating the progress status of the goal (initially not started
status). The second process is the mid year review, the HR department will notify to start the mid
pg. 25
year reviews, the goal status (in progress/ complete, percentage achieved will be updated by the
employee. The last process is the Annual performance appraisal, here no updates are made to
thejob purpose and KRAs, only the goal status is updated (100% achieved, complete status). The
employee gives his comments stating all the facilitating and hindering factors in achieving the
goals, after which employee gives rating to each goal on a 5 point rating scale-
5- Far exceeds expectation
4- Exceeds expectation
3- Meets expectation
2- below expectation
1- Far below expectation
After the goal rating is completed, a goal summary is given by the employee; mid year review
comment is given by the employee. Next the employee rates the values (commitment,
seamlessness, integrity, speed, passion) with the following rating scale-
* Needs improvement
** Meets standards
*** Strength
The next step involves training need identification i.e. the training employee needs in the coming
year and the career aspirations (short term as well as long term) are identified.
pg. 26
The performance management process in POORNATA by manager.
Now the Manager reviews the goals set by the employee, mid year performance status and
annual performance appraisal of the employee is reviewed and appraised.
The manager reviews the job purpose, KRAs and goals along with weights, after receiving an
offline e-mail from HR administrator to initiate half yearly assessment; manager will reopen the
performance document and will review the current status of the completion of each goal. Annual
Performance review is done by the manager. The manager will review the document of
employee by logging in to the POONATA portal. The employee will be evaluated by the
manager by rating the employee’s performance against each goal by selecting a rating from the 5
point rating scale and by rating employee’s performance against each value by selecting a rating
from the scale.
Training needs and career aspirations will be identified by the manager. By clicking on the
calculator icon, the overall rating will be available to the manager. Manager will then forward
the document to the HR department for further processing.
The HR department gets a prenormalised report which has a rating to be given to the employee.
In case the rating finalized by the moderation committee is different as compared to the one
given by the manager, the HR department would deny the document. The prenomalisation
process has 3 people involved – the HR administrator, Top management level employee and
department head. The prenomalisation process is based on –
How the manufacturing industry has performed
How the company has performed
How the unit has performed
pg. 27
How the department has performed
How the functional unit has performed
How the team has performed.
When there is a new employee the HR department conducts induction program for employee self
service and manager self service to access POORNATA and refresher training program is
conducted by the department 15 days prior to the appraisal process in the organization.
Various Modules in POORNATA
1. Personal Information :
Employee self service- employee self service is used by the employees to view and update their
own information in POORNATA. Information pertaining to Name, address, marital status,
education, honors and awards, languages, licenses, memberships, email-id , phone numbers,
emergency contacts. There are 3 kinds of processes to update information through employee self
service.
Process without approval or notification
This updating of information does not need the approval of HR administrator.
pg. 28
Employee updates
a. Phone number
b .Email address
c. Emergency contact number
Database updated
Process with HR notification
Process with HR approval
pg. 29
Employee updates
a. Education
b. Honors& awards
c. Languages
d. Licenses& certificates
e. Memberships
Database updated
Supervisor notified
HR administrator
notified
Employee updates
a. Name
b. Address
c. Marital status
HR to approv
e
Database updated
Employee notified
Name- employee submits a name change request online, he/she must provide sufficient proof to
the concerned HR manager to get an approval like, marriage certificate, divorce certificate.
Manager self service- the e-Profile manager desktop in POORNATA is a web based application
that allows the managers to view personal and job related data of all the employees to them. The
manager can view the details
of the employees reporting to them with the help of manager self service. Following details can
be viewed by a manager using manager self service – Name, address, marital status, education,
honors& awards, languages, licenses, membership, email ID, phone numbers, emergency
contacts.
2. Recruiting:
Manager self service- creating a job opening, the hiring manager is typically a line manager who
is of a department head and above level. The process flow is as follows-
pg. 30
Manager selects the employee whose data he/she wishes to see
Manager clicks on the hyperlinks to view the data
Hiring manager initiates job opening
Adds job details: BU, Position, Location, Salary, Staffing &
hiring team information
System sends job opening details to the supervisor of the hiring manager for approval
Employee self service- The process flow is as follows-
The employee views the job postings on the careers page through self service.
3. Interview calendar and Evaluation
Employee self service- recruiter schedules interview for an applicant
a. Interview calendar
b. Interview team schedule
c. Interview evaluations
- job band 10 & below
- job band 7,8 &9
- job band 4,5 &6
- job band 3 & above
pg. 31
Employee views job details posted in portal
Employee applies by filling online application form
Employee submits application form
3. Enterprise learning solution:
Employee self service- POORNATA that enables, the group to proactively manage their
learning environment, ensuring that employees acquire knowledge and skills, consistent with
corporate objectives. Employee learning solution will focus on session based trainings.
Employee learning solutions process at Aditya Birla Group is used for entire range of end- to-
end training process. The objective is to standardize and automate training processes across the
group-
- to create and foster a learning culture.
- to enable the learners to plan and review their learning.
In employee learning management system employee can enroll himself to an activity according
to the training needs identification and objectives assigned to him. His/ her manager will approve
or decline the activity to be attended by him / her .If approved then learner can attend the
activity.
Manager self service- manager can browse or search the catalog for activities and programs in
which to enroll and register any team member directly reporting to them. They can add activities
to employees learning plans and enroll the employees in the planned activities later.
4. Talent management system:
Purpose- the Talent Management system (TMS) within Poornata enables the group to proactively
manage talent. The module delivers maximum business benefit by helping a Manager to assess
competencies and track them on a going basis. The talent management business process as
envisaged in the system focuses on the potential and competencies associated with the role of the
employees.
pg. 32
Competency Evaluation Cycle- competency evolution form will include evaluation of the
employee on set of competencies which are attached to his/her job profile. Each position will be
linked to a job profile where competencies will be defined based on the current role and
responsibilities.
pg. 33
Manager will evaluate the employee on the pre defined competencies defaulting in the competency evaluation form and give potential
Submits the document for approval to the reviewer
Reviewer
Reviews
Reviewer approves and submits it to HR Administrator
HR Administrator process the document
RESEARCH ANALYSIS-
A survey was undertaken to study and evaluate the effectiveness of online performance management system. The data obtained is analyzed below.
Graphical Presentation
Table 1- Graphical representation of percentage responses of employees on the parameter
‘Clarity in understanding’ the online performance management system.
pg. 34
Table 2- Graphical representation of percentages responses of employees on the parameter
‘external factors’ in the online performance management
Table 3- Graphical representation of percentages responses of employees on the parameter
‘career growth’ associated with the online performance management system.
pg. 35
Table 4- Graphical presentation of percentage responses of employees on the parameter ‘timely
notification’ associated with the online performance management system.
Table 5- Graphical representation of percentage responses of employees on the parameter
‘Grievance redresses’ related to the online performance management system.
pg. 36
Table 6- Graphical representation of percentage responses on the parameter ‘ satisfaction with
goal setting and weightages given’ in the online performance management system.
The above shown graphical presentation shows the percentage distribution of responses on the
parameters set to check the effectiveness of the online performance management system. The
percentage responses are calculated based on the responses given by the employees on the five
point rating scale.
pg. 37
Table 7- Pie- chart distribution table presenting the percentage distribution of ‘Agree
Responses’ to the parameters set on the online performance management system.
pg. 38
FINDING AND OBSERVATION
The sample study was undertaken to check the effectiveness of the online Performance
Management System.The sample taken up for the study was of 50, out of which 40 respondents
gave their feedback.
A structured questionnaire was developed with five point rating scale.The no. of questions
included were 19 .These questions are put under six parameters which are as follows, 1. Clarity
in Understanding 2. External Factors 3. Career Growth 4. Timely Notification 5. Grievance
Redressal 6. Satisfaction with goal setting and weightages given. Let us analyse each parameter
in detail.
Clarity in Understanding- this includes questions pertaining to the navigation path given, to
operate the Performance Management System in HRMS ( Poornata) and the manager assists the
employee in getting a clear idea of the task to be performed. 40 respondent’s feedback on this
parameter shows that 66.25% of respondents agree with the parameter and 30% strongly
agree ,2.5% disagree and 0% strongly disagree with the set parameter. This indicated that
maximum no.of employees have clear understanding of operating the online performance
management system and the tasks to be performed.
External Factors – This parameter includes factors which are external to the online performance
management system. The questions related to feedback on goal setting, basis of final rating,
facilitating and hindering factors in performance are taken into consideration. The percentage
responses are as follows, 58.33% agree, 22.5% strongly agree, 11.66% disagree, 0% strongly
disagrees and 10% neutral. This clearly indicates that external factors are also taken into
consideration other than those included in the system.
pg. 39
Career Growth- this parameter essentially deals with whether the online performance
management system helps to appraise factors related to the career aspirations, future
performance improvement, career planning and rewards of the employees in the organization.
The responses are as follows, 59.37% agree, 16.25% strongly agree, 13.12% neutral, 10%
disagree and 0.625% strongly disagree. This clearly indicates that career growth is taken into
account by the online performance management system.
Timely Notification-with this parameter feedback was taken to check factors like timely updates
given by the HR dept pertaining to the online performance management system and the deadlines
set to complete the performance document in the online performance management system. The
responses are as follows, 52.5% agree, 18.75% strongly agree, 13.75% neutral, 7.5% disagree
and 6.25% strongly disagree. This clearly shows those employees are given proper notifications
when required.
Grievance Redressal- This parameter deals with factors like, addressing the doubts and queries
by the Performance management system operator and whether the employees feel free to express
their disagreement regarding the appraisal decision, are taken into consideration by the online
performance management system. The responses are as follows 67.5% agree, 17.5% strongly
agree, 18.75% neutral, 5% disagree and 1.25% strongly disagree with the set parameter. This
clearly indicates that employee’s grievances are properly addressed.
Satisfaction with goal setting and weightages given to the goals- This parameter includes
factors related to goal setting, weightages given to the goals, time period set for goal setting, key
result areas associated with goal setting which is performed in the online performance
management system. . The responses are as follows 63.12% agree, 20% strongly agree, 6.87%
neutral, 4.37% disagree and 0.62% strongly disagree with the set parameter.
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Figure 7 illustrates the overall percentage of employees satisfaction with the parameters defined
in the questionnaire relating to the online performance management system. It can be seen that
the maximum satisfaction and agreement is with the “Goal Setting” parameter i.e. 24%. This
means that, the process of goal setting and assigning weightages to the respected goals is
adequate in the online performance management system. Employees agree that, goals are set and
with mutual agreement between the manager and the employee. Employees also agree to the
point that, the weightages given against respective goals is adequate and the goals are also
revised based on changing business needs of the organization.
The maximum dissatisfaction is seen with the parameter “Timely Notification” i.e. 10%. This
indicates that employees are not very satisfied with the updates that they receive from the HR
regarding their case. Employees also exhibit dissatisfaction with the deadlines set to complete
and submit the performance documents.
But the study and analysis did reveal that the online performance management system is
effective one.
Rather than place all the exhibits together and then discuss what they mean, it
would be better to comment on the findings exhibit by exhibit. But make sure
that you do not just repeat what can be seen in a bar chart or a pie chart.
Summarise the findings, i.e. rather than say certain % strongly agreed, etc. ,
combine the findings into couple of key groups. First present all the findings
and then have a separate section for discussing the implications. You also have
not said how you grouped the 19 items into 7 categories and why? What
weights did you give each of the items in a construct, and why such a
weighting?
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CONCLUSION-
From the above data it can be observed that the online performance management system at
HINDALCO INDUSTRIES LTD is extremely effective. Employees are satisfied with the online
performance management system and the coverage given to various factors of performance
appraisal.
LIMITATIONS OF THE STUDY The study performed encompasses following limitations:-
1. The sample size selected was 50 out of the total population of 200; hence the study and evaluation cannot be generalized to the whole population.
2. The sampling does not include all the divisions of HINDALCO INDUSTRIES LTD.
3. As the survey was conducted online, no personal interview was taken.
4. Due to the non respondents few aspects of the research analysis got defeated.
5. As the sampling technique is Quota sampling, statistical analysis cannot be performed.
There is problem with on-line surveys? How do you know who responded?
pg. 42
SUGGESTIONS –
According to my observation following suggestions should be taken into consideration,
It is customary to avoid writing in first person.
Gap Analysis- Training needs are given by the employees online, once the identification
is done and training is imparted to the employees, some feedback about the training is to
taken from the manager and the respective employee. Feedback in terms of whether the
program met the objective, did it make value addition to the knowledge of the employee
and its application in the present job should be undertaken. Thus the gap between training
need identification and imparting of training should be analyzed.
Quarterly performance reviews should be undertaken for short term goals.
Some employees are not satisfied with the updates given by the HR department related
to their case, while assessing the online performance appraisal system. Thus proper
feedback should be given to the employees to further increase the effectiveness of the
system.
Training need identification should be done half-yearly, so that it helps the employees in
improving the performance in the remaining time period.
The career growth factor should be given more attention in the online performance
management system. As 13.12% neutral and 10% disagree responses are observed in the
study, which means that some percentages of employees are not satisfied with their career
growth. This factor is important, from the view of employee performance and retention.
pg. 43
ANNEXURE-
Blank questionnaire and five copies of the filled in questionnaire by the employees attached.
pg. 44
BIBLIOGRAPHY
Sahu, R.K., Performance Management System, New Delhi, Excel Books, 2007
Kothari, C.R., Research Methodology, New Delhi, New Age International (P) Ltd., 2008
www.adityabirla.com/the_group/heritage.htm
www.adityabirla.com/the_group/corp_hrcell.htm
www.adityabirla.com/the_group/corporate_cells.htm
www.adityabirla.com/the_group/management.htm
www.adityabirla.com/the_group/our_values.htm
www.adityabirla.com/the_group/milestones.htm
www.adityabirla.com/products/index.htm
www.hindalco.com/products/overview.htm
POORNATA for me, ePMS Reckoner
sections. The mere fact that you have listed only a book each on PMS and
Research Methodology shows that you did not do enough literature survey
before conducting your project.
Overall a creditable effort has gone in. But as an academic, I would like to see
a bit more literature survey added to say why the project is of importance.
You also should say when you accessed the web pages. Pl see my post on
Research Methodology, where I have attached ppt slides.
pg. 45
Wish you all the best.
Narasimhan
pg. 46