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PERFORMANCE APPRAISAL

AT ONGC ANKLESHWAR LTD


RAJESH RAGHAVAN
THE OBJECTIVES
The objectives of the performance appraisal system at ONGC
are:
To set norms and targets of work performance, as well as, to
monitor the work progress of employees.
To facilitate placement of employees in accordance with their
suitability for different types of assignments.
To provide an objective basis for determination of merit,
efficiency and suitability for the purpose of promotion.
To identify areas requiring exposure for training and
development.

The appraisal covers:
Performance during the period from 1
st
April to 31
st
March of
every year.
All regular employees of the company.
Non executives.
Executives

PERFORMANCE APPRAISAL FORMAT FOR
EXECUTIVES
I. Personal data
This includes personal details of the individual being appraised.
II. Self-appraisal
In this section the appraisee is required to mention the tasks
achieved in the appraisal period including enabling and constraining
factors. These achievements are then rated by the individual itself
and the appraiser.

III. Performance appraisal
Performance appraisal is done on the basis of Key Result
Areas(KRA) and a certain weightage is assigned to each.
Following are the key result areas:
Performance in respect to volume 40
Quality of output 30
Timeliness of jobs completed 30
The total of the score gained by the individual is noted and
termed as P.

B. Potential appraisal
Potential of the candidate is appraised on the scale of 1 to 5
keeping the existing role as well as future positions in
perspective.
Scale 1 to 5 is given for (1-poor, 2-fair, 3-good, 4-very good,
5-excellent)

Potential is appraised on the basis of following traits:






Total of score gained by an individual in this section is again
noted and termed as Q.

Result oriented approach Leadership

Willingness to accept
challenges
Inter personal relationship

Diligence and reliability Communication skills
Initiative Commitment and dedication
Professional competence Personal conduct and
discipline
Total score(s) is calculated as
S = a * P + b * 2 * Q
Where a and b are weightages for performance and potentials.
This weightage is as per the level.


Level a b
E1 0.9 0.1
E2 0.8 0.2
E3 0.7 0.3
E4 0.6 0.4
E5 0.5 0.5
E6 0.4 0.6
THE GRADING SYSTEM

A+ 95 and above
A 85 and above but less than 95
A- 75 and above but less than 85
B+ 65 and above but less than 75
B 55 and above but less than 65
C 45 and above but less than 55
D less than 45
Assessment by reviewing officer
Training needs
The appraisee himself mentions the training requirements
which are then remarked by the appraiser.
Final grade with score
Communication to executive
Counseling

Project title
Performance appraisal system on the productivity of
employees of ONGC Ltd.
Research methodology
The approach used for the study was survey method. For this
literature and diagnostic survey were carried out
Literature survey
Secondary sources were referred to get the basic culture and
working pattern of ONGC.
RESEARCH DESIGN
I have divided the whole sample into various groups on
various criterions like age, experience, discipline, and
management level.
To do the better analysis these groups are further divided as
Age
Age less than 40 years
Age between 40-50 years
Age above 50 years
Age not provided

Experience
Experience less than 10 years
Experience between 10-20 years
Experience between 20-25 years
Experience between 25-30 years
Experience more than 30 years
Managerial level
Junior management (E0 - E2)
Middle management (E3 E4)
Senior management (E5 and above)

Discipline
Finance
Geo sciences
HR
Production
Technical and engineering
Scope of the study
The scope of the study is limited to Ankleshwar.
Population of the study
All those persons who are working in ONGC are the population
of this study.
Sample size
The sample size is 50.

Limitations
Due to time constraint and hectic schedule of ONGC
employees some time I found difficulty in interaction with
employees.
Employees delayed in submitting the feedback form so it
effected the time in compiling and analyzing data for findings
and suggestions.
Many questions were responded as cannot say due to the
subjectivity of the topic and some information was not
revealed due to certain reasons like being confidential in
nature.

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