Performance Management System

The main objective of Performance Management System is to link various processes/activities of Human Resource Department (HRD) among other departments of the ORGANIZATIONS. Hence, in order to formalize this, Job Description (JD) of each department along with respective functional title shall be finalized. Performance Appraisal shall be done on the basis of the performance/non-performance of the responsibilities mentioned in JD. Reward (Grade, Salary increment, Incentives, promotion) shall be determined on the basis of the score of Performance Appraisal.

• Performance Appraisal

Performance Appraisal shall be a part of career development plan and shall consist of regular assessment of employee performance which shall review employee’s job performance and productivity in accordance with respective Job Description.

• Performance Improvement Plan

For employees scoring less in Annual Performance Appraisal and having below standard performance, Performance Improvement Plan (PIP) shall be implemented. In PIP, expected performance and actual performance shall be mentioned and measures to correct the deviations shall be pointed out. Regular review date shall be fixed and Supervisor(s) shall supervise and review the performance improvement process.

Methodology:

1. True Judgment: Reviewing three years of appraisal before making final decision of Review Committee.

2. Performance Improvement Plan Method:

3. Online Test Appraisal Method: