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Planning for Performance Management

• Name Roll No.• Ms Supriya B. 07• Mr Milind Hodge 15• Mr Mohan K. 22• Mr Anand Parab 32• Mr. Rohit Sakpal 43• Mr Ramesh S. 54• Mr Rajan Bhuvad 60

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Evaluate what you want - because what gets measured, gets produced.

-James Belasco

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Road Map………

• Introduction

• Why it is required – Objective • Parameters For Performance Evaluation

• Methods of Performance Management • Process of APPRAISAL.

• Evaluation system Eg: Financial Institution

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It is a structured formal interaction between a supervisor and his subordinate, annual or semi-annual, work performance of the subordinate is reviewed and discussed, to identify weaknesses and strengths as well as opportunities for improvement and skills development

In terms of their personal strength and weakness is demonstrated performance for purpose of professional growth, development, placements, employability and career planning..

Introduction

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– Assess the present level of efficiency and effectiveness of an individual.

– Determine his future employability and decide about his/her promotion, placement and transfer.

– Identification of his/her potential.

– Training and development needs for improvement of performance.

– To promote individual’s growth and development through motivation & to improve communication.

– Provide a record of the organization’s manpower assets in terms of both the current and future needs.

Objective of Evaluation

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Parameters of Performance Evaluation Job Knowledge Organizing Ability Cost Effectiveness Team Effectiveness Initiative Judgemement Adaptability Communications Skills Targets Achieved 360 feedback

Integrity Intelligence Confidence Creativity Quality of work Quantity of Work Punctuality Timeliness Competencies

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PROCESS:

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Methods of Performance Appraisal

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Performance Evaluation of NBFC- Ops Dept

COMPANY: NBFCBUSINESS: PERSONAL,HOME & AUTOLOANSDEPT: OPERATION

EMPLOYEES COVERED

Sr. NO. DESIGNATIONS GRADES

1 FIELD OFFICERS L9,L8

2 BRANCH MANAGERS L8,L7

3 AREA MANAGER L7

4 ZONAL MANGER L6

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GOAL SETTING EXERCISE

MISSION OF THE COMPANY FOR YEAR 2008-09

TO ACHIEVE RS 400/- CRORES PAT

HUMAN RESOURCES

DEPARTMENT

FINANCE DEPARTMENT

I. T. DEPARTMENT

ACCOUNT DEPARTMENT

OPERATION DEPARTMENT

DIVIDED IN INDIVIDUAL DEPTS

TO DECIDE INDIVIDUAL KRA

TO DECIDEINDIVIDUAL KPA

TO DEFINED JOB DESCRIPTION,DEFINE KRA

TO EVALUATE INDIVIDUAL ON THE

BASIS OF KRA

TO ACHIEVE DISBURSEMENT OF RS.1000/- CRORES

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KRA’s of Field Officer

To Achieve Sales Target of 20 Cases per Month

To Maintain Collection Efficiency More than 98%

To Control Portfolio by Managing NIL NPA

To Collect 100% Post Disbursement Documents

To Collect regular EMI From Customers

To Conduct Field Investigation

To Compliance as per Companies policy

To Convert 80% Cases for Insurance Cover

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LOGIC FOR OPERATIONS (L7 & BELOW)

Components Weightage Quantative- 50%• Sales Target• Collection efficiency

Branch Profitability- 20%• As per target set by company

Qualitative- 20%• Customer Approach• Team Work• Documentation• Timeliness

Portfolio Management- 10%• Control over NPA

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LOGIC FOR MANAGER ( L6 & ABOVE)

Sr. NO. COMPONENTS WEIGHTAGE

1 Quantitative Achievement 50%

2 Behavioral / Attitude 20%

3 Regional / Area Profitability

30%

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ACHIEVEMENT LEVEL & RELATIVE RATINGS

% AGE ACHVMNT

RATING RATINGS

0- 25 1 UNACCEPTABLE (U)

26-50 2 NEEDS IMPROVEMENT (NI)

51-75 3 SUPERIOR (S)

76-100 4 CONSISTENTLY SUPERIOR (CS)

101- Above 5 EXPECTATION SURPASSED (ES)

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Performance Evaluation of Field Officer

Name :-Mr Suresh Branch : Thane

Parameters `Performance Score

Quantative- 50/50• Sales Target 241 Cases during the year • Collection efficiency 99%

Branch Profitability- 20/20• As per target set by company Achieved

Qualitative- 18/20• Customer Approach 5• Team Work 5• Documentation 4• Timeliness 4

Portfolio Management- 0.32% NPA 8/10• Control over NPA

TOTAL SCORE 96/100

RATING 4

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Findings….

• Evaluation are sum total of professional performance of an employee. On this depends his/her career development therefore; there is a need to review it objectively and sincerely.

• This process should be Transparent and effective which can help organsiation and also to employees in their growth path.

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THANK YOU