Post on 04-Jan-2016
• 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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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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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.