455 - Shodhganga : a reservoir of Indian theses @...
Transcript of 455 - Shodhganga : a reservoir of Indian theses @...
455
Appendix- I
__________________________________________________________
Dear Mr./ Mrs.____________________
You are being mailed/sent the two sets of questionnaire to know your
views on the effectiveness of the mentioned items as practices of HRM
in GAIL (India) Limited. Please express your views in the form of
yes/no in the given columns. Your views are to be a part of an
independent research based on HRM practices in GAIL (India)
Limited, It is promised that no where shall it harm your interests in any
form. You are free to disclose your identity or not. Please fill your
designation in the given space. Thanks and regards.
Yours Truly,
Suresh Kumar Sharma.
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Questionnaire- I ( Recruitment and Training):
Sr
No.
Item Yes No
1 Recruitment Policies of your company are fair
and rational.
2 e-Recruitment system is a transparent system.
3 Reservation policy in recruitment does not effect
the merit.
4 Number of posts are fixed in a way that marks
you feel relaxed at your work place.
5 Your Company matches the best in Recruitment
System.
6 HR Department functioning in recruitment
system is highly appreciable.
7 HR Departmental is prescribed as Key
department besides technical department in the
success of your company.
8 You are satisfied with the recruitment system
planned by HR department.
9 The company needs to relax the eligibility
conditions like age and qualifications.
10 The e-recruitment system of the company in
your opinion is good and innovative.
11 Induction level training helps the
employee in real terms
12 Induction level training has helped you to gain a
clear insight of the objectives of the company.
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13 Vision and mission of the company is explained
during training.
14 Comfort zone during training at GTI’s was
good.
15 You were given enough study material at GTI
during training.
16 Quantum of training programmes is adequate to
develop the potential and capacities.
17 Planning of training programmes at GTI’s match
with the actual requirements.
18 Content and quality of training modules is
inspiring.
19 Your motivation level is raised after the training.
20 Level of infra structure at GTI’s is the best in its
kind.
21 Level of trainers at GTI’s is up to the mark.
22 Training programmes of GAIL help to create
knowledge capital.
23 Lodging facilities at GTI’s are of good
standards.
24 Trainees are given ample opportunities to
participate in the activities.
25 External training programs are sufficient in
number.
Name- (optional)
Designation- _____
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Questionnaire- II ( Promotion and Performance Appraisal)
Sr
No.
Item Yes No
1 Promotion policy of the Company provides equal
opportunities for career advancement.
2 Promotion policy helps the employees to raise their
educational qualifications and motivation level.
3 Promotions in the Company are unbiased and
rational.
4 PADR system used in the promotions adds a
scientific approach to the promotion policy.
5 Promotion policy of the Company does not ignore the
merit of the employees.
6 Promotion policy of the Company matches with the
best in the industry.
7 The e-PADR system of appraisal is less time
consuming and its found innovatively employees.
8 Self- Appraisal System in PADR system gives you
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adequate chance to express your potential and
abilities.
9 PADR system has no bias element.
10 There is a transparent linkage of PADR system with
other HRM practices like training promotion and
transfer in GAIL (India) Limited .
11 PADR system is followed as a formality only.
12 PADR system is GAIL (India) Limited is overall a
very useful HRM practice.
13 PADR system has a scope of improvement .
Name- (Optional)
Designation- ____
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Questionnaire- III (Working Conditions, HSE Policy, CSR Policy, Pay Structure and Employer-Employee Relations).
Sr
No.
Item Yes No
1 Your working place is convenient and enjoyable.
2 Your working routine and hours of work are not a
constraint in you effectiveness.
3 The infrastructure provided by the Company matches
the best in its class.
4 The townships of the Company have the necessary
facilities for comfortable stay.
5 The residential accommodation provided to you is
good
enough for you and your family
6 The extra facilities like medical centers, schools and
shopping places in your township meet your
requirements.
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7 Your townships are safe places to live.
8 Your respect and dignity at your working place is not
challenged.
9 Your voice and suggestions are appreciated at your
place of work.
10 Your job design motivates you at your place of work.
11 Canteen facilities in your office are good.
12 You get fair chances to show your experience and
caliber at your working place.
13 Your motivation level generally remains high at your
place of work with the facilities provided.
14 Inter personal relationships at working place are
healthy in nature.
15 You are supported by your colleagues and seniors
when you need some help.
16 You want a change in your job design and find the
work
monotonous.
17 HR Department plans some innovative policies which
benefit the Company and you as individual.
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18 Vigilance at your work place irritate you.
19 You get quick redress to your grievances if any, by the
Management
20 Your company has given fair amount of representation
to SC/ST Categories.
21 Training imparted by the Company helps you to raise
the quality of work.
22 The social environment and working conditions of
your company Satisfy you.
23 Your Company's HSE policy helps the employees to
have a clear knowledge of HSE objectives and
significance.
24 The HSE policy of the Company actually ensures the
safety of
employees, plant and equipment.
25 The HSE policy of the Company is helpful in
maintaining safety and environment of surrounding
areas and people.
26 Your Company actually ensures compliance with rules
and
regulations of HSE standards prescribed
27 The level of training imparted to employees in HSE
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standards
maintenance is good.
28 External Safety Audits help the Company in real terms
to maintain its HSE standards.
29 The plants and your working place is safe enough to
work with the help of maintenance of safety standards.
30 The hygiene and cleanliness maintained at your plants,
work areas and township is of very high standards.
31 Medical facilities and regular check ups are meeting
your
Expectations.
32 Your overall perception about your Company's HSE
policy and standards is very good.
33 CSR Policy of your Company does some real good to
the
down trodden classes.
34 The amount fixed as two percent of Profit After Tax
(PAT) for
CSR programs is enough.
35 Your opinion matters at the time of selection of areas
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for
providing help under CSR programs.
36 You get inspiration to become a socially responsible
citizen
with CSR programs of your company.
37 The CSR program of your company is a genuine socio
economic measure to make it a responsible corporate
citizen.
38 Pay structure and scales of the Company play a good
supportive role in the life of employees.
39 Perks and allowances paid other than salary are very
good.
40 Cafeteria Approach 'designed to club different perks
and allowances is not a rational method.
41 Option and freedom given to employees to choose the
perks of their choice through Cafeteria Approach is
appreciable.
42 Medical Benefits and re-imbursement is always a
hassle free process in the Company.
43 Performance Related Pay (PRP) system helps the
employee to raise the level of his/her efficiency.
44 North East area allowance or Remote/Tribal area
allowance are adequate in their present form.
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45 House Rent Allowance (HRA) paid to employees in
present form is adequate.
46 Superannuation benefits in the Company are justified
and rational.
47 Pay Scales and benefits provided are enough for an
employee to stay with the company.
48 Employees of the Company get their due respect and
recognition from top management and Board of
Directors.
49 Role of Management is supportive and employee
friendly in the Company.
50 'Open House' System is a very effective tool to
strengthen Management-Worker relation in the
Company.
51 'INSPIRE' program improves management's reputation
from
employee’s perception.
52 Grievance Redress System is effectively used in the
Company,
when required.
53 PAD reports are never biased from the management
side.
54 Open PAD report system helps in trust building and
helps the
employee to improvise himself/herself
55 Transparency and openness is truly found in the
management activities.
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56 The management takes adequate steps to develop team
building and leadership qualities in the employees.
57 The overall Employer-Employees or Management
Employee relations are very good and cordial in the
Company.
Name- (Optional)
Designation- ______
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Appendix-II
__________________________________________________________
List of Maharatna, Navratna and Miniratna CPSEs
(As per available information as on 20th July,2011)
Maharatna CPSEs
1. Coal India Limited 2. Indian Oil Corporation Limited 3. NTPC Limited 4. Oil & Natural Gas Coporation Limited 5. Steel Authority of India Limited
Navratna CPSEs
1. Bharat Electronics Limited 2. Bharat Heavy Electrical Limited 3. Bharat Petroleum Corporation Limited 4. GAIL (India) Limited 5. Hindustan Aeronautics Limited 6. Hindustan Petroleum Corporation Limited 7. Mahanagar Telephone Nigam Limited 8. National Aluminium Company Limited 9. NMDC Limited 10. Neyveli Lignite Corporation Limited 11. Oil India Limited 12. Power Finance Corporation Limited 13. Power Grid Corporation 14. Rashtriya Ispat Nigam Limited 15. Rual Electrification Corporation Limited 16. Shipping Corporation of India Limited
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Miniratna Category- I CPSEs
1. Airports Authority of India 2. Antrix Corporation Limited 3. Balmer Lawrie & Co. Limited 4. Bharat Dyamics Limited 5. BEML Limited 6. Bharat Sanchar Nigam Limited 7. Bridge & Roof Company (India) Limited 8. Central Warehousing Corporation 9. Central Coalfields Limited 10. Chennai Petroleum Corporation Limited 11. Cochin Shipyard Limited 12. Container Corporation of India Limited 13. Dredging Corporation of India Limited 14. Engineers India Limited 15. Ennore Port Limited 16. Garden Reach Shipbuilders & Engineers Limited 17. Goa Shipyard Limited 18. Hindustan Copper Limited 19. HLL Lifecare Limited 20. Hindustan Newsprint Limited 21. Hindustan Paper Corporation Limited 22. Housing & Urban Development Corporation Limited 23. India Toruism Development Corporation Limited 24. Indian Railway catering & Torusism Corporation Limited 25. IRCON International Limited 26. KIOCL Limited 27. Mazagaon Dock Limited 28. Mahanadi Coalfields Limited 29. Manganese Ore (India) Limited 30. Mangalore Refinery & Pertrochemical Limited 31. Mishra Dhattu Nigam Limited 32. MMTC Limited 33. MSTC Limited 34. National Fertilizers Limited 35. National Seeds Corporation Limited 36. NHPC Limited 37. Northern Coalfields Limited 38. Numaligarh Refinery Limited
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39. ONGC Videsh Limited 40. Pawan Hans Helicopters Limited 41. Rashtriya Chemicals & Fertilizers Limited 42. RITES Limited 43. SJVN Limited 44. Security Printing and Minting Corporation of India
Limited 45. South Eastern Coalfield Limited 46. State Trading Corporation of India Limited 47. Telecommunications Consultants India Limited 48. THDC Indian Limited 49. Western Coalfields Limited 50. WAPCOS Limited
Miniratna Category – II CPSEs
51. Bharat Pumps & Compressors Limited 52. Broadcast Engineering Consultant(I) Limited 53. Central Mine Planning & Design Institute Limited 54. Ed. CIL (India) Limited 55. Engineering Projects (India) Limited 56. FCI Aravali Gypsum & Minerals India Limited 57. Ferro Scrap Nigam Limited 58. HMT (International ) Limited 59. HSCC (India) Limited 60. India Trade Promotion Organization 61. Indian Medicines & Pharmaceuticals Corporation Limited 62. M E C O N Limited 63. National Film Development Corporation Limited 64. National Small Industries Corporation Limited 65. P E C Limited 66. Rajasthan Electronics & Instruments Limited
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Appendix- III
_____________________________________________________
Financial Assistance in case of Death/Total Permanent Disablement of an Employee in harness
PREAMBLE :
GAIL employees are transferable in any office, establishment etc.
located in different states in India and some of the employees
have to work in remote/disturbed /tribal areas in N.E Region and
Jhabua. As a welfare measure, it has been decided to introduce
this scheme for extending financial assistance to the family
members of the deceased employee in case of death/total
disablement in harness.
TITLE :
The Scheme is called the ' Scheme for financial assistance to the
family members of the employee who dies in harness/ total
permanent disablement." during the service in the Company.
COMMENCEMENT :
The Scheme shall come into effect from 1st December, 1997.
DEFINITIONS :
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'Employee' in this Scheme shall mean an employee in the
regular pay scale including Company Trainees. The
Depuatationists who opt for GAIL's pay scale may be
included with the consent of their parent department
provided GAIL has not been incurring any expense towards
insurance as applicable in the parent Department. The
Scheme will also be applicable to whole –time-Directors of
GAIL.
'Company 'shall mean GAIL (India) Limited.
'Management ' for the purpose of this Scheme mean the
Chairman & Managing Director and the Director (HR) of
GAIL (India) Limited.
5. AMOUNT OF FINANCIAL ASSISTANCE :
Amount of financial assistance to an employee's family
in case of his /her death/total permanent disablement
while in service shall be as under :
Level/Grade Amount (Rs.)
S-O to S-6 400000
S-7 to E-1 500000
E-2 to E-4 600000
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E-5 to E-7 700000
E-8 to above 800000
In case of total permanent disablement, employee shall
be assessed by a medical board to be constituted or the
purpose by the Management and which results in loss of
job, amount of financial assistance shall be equal to the
amount payable in case of death.
(NO.Co/HR/Pol/P-102, dated 26.09.2001 and
No.Co/HR/Pol/W-3, dated 18.1.2002)
Financial Assistance Scheme in case of Death/Permanent Disablement
6. ENTITLEMENT OF FINANCIAL ASSISTANCE :
Financial Assistance under the Scheme shall be payable as
per the provisions of the Employees' Deposit-Linked
Insurance Scheme 1976 framed under the Employees'
Provident Funds & Misc. Provisions Act-1952.
7. REGULATION ON PROMOTION FROM
RETROSPECTIVE EFFECT :
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In the even of effect of promotion to a higher grade from a
retrospective effect, benefit under the Financial Assistance
Scheme corresponding to promoted grade, shall be
regulated from the date of effect of promotion.
(No.Co/HR/Pol/P-90,dated 24.5.2002)
8. CONTRIBUTION :
No contribution is required to be made by any employee.
9. GENERAL :
Above financial assistance shall be in addition to all
other benefits/relief's available under the statutory
schemes such as EDLI and the Workmen's
Compensation Act- 1923, as applicable.
Financial Assistance will not be admissible in case of
death due to suicide.
(No.Co/HR/Pol/W-3,dated 24.5.2002)
For any clarification and/ or interpretation relating to
this scheme, decision of the Chairman and Managing
Director and / or the Director(HR) of the company shall
be final and binding.
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Appendix- IV
____________________________________________________
Draft Scheme fro Recognizing & Rewarding Top Performing
Employees & Teams
INSPIRE
ANNUAL REWARD PROGRAM
GAIL (India)LTD
1. Nomenclature : The annual Reward Program of GAIL
(I) LTD would henceforth be referred to as "INSPIRE"
(Identifying & Nurturing Superior Performance In
Recognizing Employees)
2. Objective : INSPIRE aims at creating a appreciation
culture within the organization by providing timely
recognition for good efforts, thereby reinforcing positive
behavior within the organization.
Further, the objective is to institutionalize a yearly award process
for recognizing top performing employees & teams across various
disciplines and levels in the company.
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3. Eligibility : All regular employees including executive
trainees of GAIL and employees who are on deputation
from GAIL to other organizations are eligible.
4. Classification of Rewards :
Broadly, INSPIRE would facilitate two types of recognition
mechanisms; they are ;
A. Informal Reward Mechanism
B. Formal Reward Program
Informal Reward Mechanism is intended to motivate people
through appreciation, under this, a Thank You Card would be an
appreciation tool available with GAIL, employee, to appreciate
the efforts/acts of the employees which help make a positive
difference in the work & the work environment. With this,
employee would be able to express their gratitude to colleagues
(irrespective of designations and grades) for their simple efforts/
acts, which has helped make a positive difference to the work
they do.
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All the employees in the Company will be given 12 Thank
you cards in a year (one for each month) & they will have the
freedom to give it to any other employee & make an entry of the
same on Intranet along with a brief mention as to why he/she has
given the thank you card.
Names and photographs of employees receiving the "Thank You"
card during the month along with the reason will be displayed on
INTRANET. The employees receiving max, number of Thank
You Cards in a year (on unit/work centre wise basis) can further
be suitably rewarded through a appreciation letter from concerned
Director.
Formal Reward Program is intended to reward and motivate
employees for excellent job performance through non monetary
means. INSPIRE would facilitate 8 rewards categories for
outstanding 'Performance at Work', 4 reward categories for '
Other than Work' and 2 rewards for 'Team Performance ' as
outlined below.
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S.No. Reward Category Target
Groups
Objective Max
Number ofRewards
1 Vision and Leadership
Award
(Performance at Work)
E-9 & E8 To recognize and reward outstanding contribution of Executives in Senior Management level, who through their leadership make a direct impact on the organization's growth
1
2 Potential Future
Leader
(Performance at Work)
E5-E-7 To recognize and reward consistent and significant contribution of middle level managers, who have grown with the organization and are budding leaders
1
3 Young Achievers Award
(Performance at Work)
E1- E-4 To recognize and reward significant contributions of junior managers , who act as change initiators and
1
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have gone a 'extra mile' to serve the organization
4 Lifetime Achievement Award
(Performance at Work)
All levels To recognize the valuable contribution(s) made by the retiring employee, throughout his long career in GAIL
1
5 Non- Executive of the Year Award
(Performance at Work)
Non- Executive
To recognize & reward outstanding performance in the Non- executive cadre to those who are role model's to emulate from , with regard to their work output, attitude, behavior and interpersonal skills etc.
1
6 Suggestion of the Year
Award
(Performance at Work)
All Employees
To recognize employees for providing innovative suggestions which lead to significant improvements in cost, quality productivity ,etc
1
7 Woman Employee of the Year Award
(Performance at Work)
All Women
Employees
To rcognize and encourage the contribution made by the women employees towards the growth &
1
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success of the organnizations
S.No. Reward Category Target
Groups
Objective Maximumnumber of Rewards
8 The Fittest Fire & Safety personnel of the
year Award
(Performance at Work)
All Non-Executives in
F & S department
To recognize and encourage the fitness to purpose in the area of Fire & Safety
1
9 Outstanding contribution in
Emergent situation Award
(Other than Work)
All levels included
(Max 3 in a year)
To recognize extraordinary performance in emergent situations in GAIL or elsewhere resulting in saving of life, property and /or company image.
1
10 GAIL Sports Idol of the Year Award
(Other than Work)
All Employees, except those
appointed through
Sports Quota
To encourage the spirit of sportsmanship amongst employees, an award in recognition of an employee's outstanding contribution in the field of sports by representing GAIL in various events/ tournaments etc.
1
11 GAIL Quiz Idol of the Year
All employees
To recognize talents through open
1
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(Other than Work) competitions
12 GAIL Singing Idol of the Year (Other than
Work)
All Employees
To recognize talents through open competitions
1
13 TEAM AWARD
Corporate Challenge
Scheme
All Employees
(Team of 4-6 members)
To recognize talents through open competitions
Revival of existing scheme
14 TEAM AWARD : Best Performing team
All Employees
(Team of 4-6 members)
Completing a significant task identified by themselves during the year
5. Modalities of Operation : Modalities of operations for the
three categories namely a) Performance at Work b) Other
than Work c) Team Awards is detailed below.
i. The entire process would comprise of sub-steps like
nominations, preliminary screening, short listing and final
selection.
ii. Each of these sub-steps except final selection would be
online.
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iii. Employee once awarded in any category shall not be
eligible for consideration in the same category for the next
3 years.
Category- A : PERFORMANCE AT WORK :
The Steps involved in the process of evaluation would be as
follows :
1. Nomination :
i. 'INSPIRE" functions on the premise of nomination through
colleagues for all ' Performance At Work' related awards.
The baseline is to foster an appreciative cultural through
acts of recognition from colleagues/ peers
ii. The nomination process would be a simple online process
through a web based interface.
iii. There will be no self nominations. Nominations can be
made by peers/ colleague only.
iv. Nomination form is appended as Annexure A.
2. Pre Qualifications Criteria :
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i. This refers to a set of pre-defined criteria to ensure a first
level screening. This screening is aimed at ensuring an
alignment between recognition and Core Values of GAIL.
ii. This would be applicable only to' Performance At Work'
related awards.
iii. The criteria includes :
A. PADR Rating for the previous three years should not
be less than ' Very Good',
B. There should be no disciplinary/ vigilance case
pending against the nominate.
C. Attendance should be regular; no instance of EOL in
the year during which he/she has been nominated,
other then on medical grounds, if any.
D. Should have rendered at least.
a. 3 yrs of service for Vision & Leadership,
Potential Future Leader, Non-Executive of the
year, Women Employee.
b. 10 yrs of uninterrupted service in GAIL (I)Ltd
for Life Time Achievement Award.
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c. 1 Yrs for Young Achiever of the year Award.
d. No minimum service is required for Best
Suggestion award.
e. Suggestion of the year would be finalized
through the existing suggestions scheme.
i. The above criteria are uniform for all ' Performance At
Work' reward categories except iv(b) above.
3. Consent for Participation :
i. This constitutes the third step in the rewarding process.
ii. This step would be applicable to only ' Performance At
Work' related awards.
iii. The employee who is nominated would receive a system
generated invite to participation in 'INSPIRE'.
iv. The step concludes with the applicant giving his/her
consent for participation.
v. Acceptance Form appended as Annexure B.
4. Short listing of Applications :
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i. Out of 50 marks assigned for short listing, 25 marks would
be assigned to system based marking and 25 marks to
internal jury evaluation on the basis of documentation
which would include Employee profile, details of peer
nomination.
ii. While marking , the first 25 marks would be system
generated based on factors outlined in Annexure C and the
marking on the remaining 25 marks would be done by jury.
iii. Only those applicant , who get an 'excellent score' in any
three of the five short listing factors , would qualify for jury
evaluation on quality of documentation. Jury at this stage
could be a team of GAIL TMT/ independent, directors/
retired GMs /ED/ Directors.
iv. The total of both the above marks would be used to obtain
a ranking list of short listed applicants. The intent of this
ranking is only to facilitate quicker decision making at the
jury level. In case the numbers of applicants are more than
15 in any of the categories, then this list may be used to
limit the number of participants to max of 15 in each
category.
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Detailed Process Flow chart for ' Performance at Work' related
rewards are appended as Annexure D.
Category -B : OTHER THAN WORK:
1. Nomination : Same as the category " Performance at
Work".
2. Pre Qualification Criteria :
i. There should be no disciplinary/ vigilance case pending
against the nominee (not applicable for the outstanding
contribution in Emergent situation award)
ii. For GAIL Sports Idol of the year, the PMS rating must no
be less than very good in any of last three years.
iii. Attendance should be regular; no instance of EOL in the
year during which he/she has been nominated, other than
on medical grounds, if any.
iv. No minimum service is required for Best Sportsperson,
Outstanding contribution in Emergent situation award,
Fittest Fire & Safety personnel award and GAIL Idol
awards.
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v. GAIL Quiz & Singing idol awards would be done through
open competitions.
3. Consent for Participation :
i. This constitutes the third step in the rewarding process.
ii. The employee who is nominated would receive a system
generated invite to participate in ' INSPIRE'.
iii. The step concludes with the applicant giving his/her
consent for participation.
iv. Application Form appended as Annexure B.
4. Short listing of Applications :
i. For Outstanding contribution in Emergent situation award,
Fittest, fire and Safety Personnel & Sports person of the
year awards, separated jury consisting respective, domain
experts from within/outside GAIL would be constituted
which will finalize the awards.
Detailed Process Flow chart for 'Performance at Work' related
rewards are appended as Annexure D.
Category -C : TEAM AWARDS
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1. Corporate Challenge Scheme :- Under this Scheme, GAIL
Corporate Management shall notify top organizational
challenges. The employees need a form teams preferably
cross. functional ones & register for a challenge. All teams
completing the given challenge as per given guidelines &
timelines to be given goodies like a challenger watch/ Cap/T-
shirt/Pen etc. All the successful teams will then compete
against each other & the best of these teams to be given a
certificate/ trophy etc. The steps would be as under .
1. Step-1 : Notification of challenges :- At the start of
financial year, the Management (A committee of EDs)
shall notify top corporate challenges.
2. Step-2 :- Registration :- A team needs to be registered
through an online process.
3. Step-3 :- Finalization of challenges :- After due
deliberation within the team and /or with
seniors/subordinates, one challenge needs to be finalized.
4. Step-4 :- Submission of Solution & Implementation road
Map :- a detailed road map containing the solution outcome
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& the implementation program with the envisaged benefits
to the organization shall be filled on-line.
Best Performing Team :- Under this scheme, at the end of the
financial year, a team of 4-6 employees may apply for this award
illustration the task accomplished , its significance & tangible
benefits (financial and /or systemic) to the organization. Final
decision shall be done by the duly constituted Jury for final
evaluation.
6. Constitution of Jury and their role :-
i. The final decision on rewards for the various categories
would be taken by an independent panel of jury comprising
of at least 4 members.
ii. The panel may vary depending on reward category. The
jury may be respective domain experts from in/outside
GAIL.
iii. The jury would be responsible for evaluating the
applications on a total score of 50 through interviews.
7. Reward Cell :-
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A separate reward cell would be constituted for the purpose of
coordination and administration of annual rewards in GAIL (I)
Ltd. The employee posted in the above cell would be responsible
for the following:
1. Coordination related to processing of rewards.
2. Constituting the Jury based on guidelines.
3. Communications the Judgment parameters/
criteria/weightages to jury members for decision making.
Weightages may be assigned to 'adherence to system
discipline (FMS/BWS/ Attendance), documents submitted
in support of nomination etc. These would be subject to
review from time to time.
4. Designing / amendment of forms/ formats required for the
scheme and introducing amendments to scheme as per
requirement.
5. Preparing the ranking of applications received for review
by jury.
6. Maintaining the communication link with employees on the
scheme and ensuring transparency in administration .
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7. Identifying 'Recognition Champions' in work centers who
would be responsible for propagating the Scheme,
obtaining feedback on the scheme and drumming up the
nominations.
8. Assisting in organizing the reward distribution event.
9. Maintaining records of proceedings.
8. Award details :-
Each award shall consist of :-
a. A Certificate
b. A Trophy
c. Non-Monetary Awards based on Award Category
d. Citation for each award.
9. Reward Assessment Year and Reward Distribution :
The reward assessment year would be from April to March of
every year. The window for inviting nominations/ applications for
the reward assessment year would be open throughout the year
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except for the period July 1st to August 16th of any year. The
period from July 1st up to August 16th would be utilized for
subsequent screening final evaluation by jury and distribution of
rewards for the previous reward assessment year.
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Appendix- V
__________________________________________________________
GAIL TOTAL QUALITY MANAGEMENT PHILOSPIES
With growing global competition, Quality Management is
becoming increasingly important to the leadership and
management of all organizations. Quality Management
Philosophies provide understanding of and guidance on the
application of Quality Management By applying following eight
Quality Management Philosophies, organizations will produce
benefits for customers, owners, people, suppliers and society at
large.
Customer-Focused Organization:
Organizations depend on their customers and therefore should
understand current and future customer needs , meet customer
requirements, and strive to exceed customer expectations.
Leadership :
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Leaders establish unity of purpose and direction of
organization. GAIL has already created and maintained the
internal environment in which people can become fully
involved in achieving the organization's objectives.
Involvement of People :
People of all levels are the essence of an organizations and
their full involvement enables their abilities to be used for the
organization's benefit.
Process Approach :
A desired result is achieved more efficiently when related
resources and activities are managed as a process.
System Approach to Management :
Identifying understanding and managing a system of
interrelated process and activities are managed as a process.
Continual Improvement :
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Continual improvement should be a permanent objective of
the organizations in our LPG and Petrochemical Product
Quality and Services.
Factual Approach to Decision Making :
Effective decisions and actions are based on the analysis of
data and information.
Mutually Beneficial Supplier Relationship :
An organization and its suppliers are independent and a
mutually beneficial relationship enhances the ability to
creative value.
495
Appendix- VI
__________________________________________________
GAIL (India) Limited (Performance Appraisal and
Development)
(Annual Assessment)
(For S-3, S-4, S-5, S-6 & S-7 grades only)
SELF ASSESSMENT
CPF NO : Date of Joining
GAIL :
Name : Joining Grade :
Present Grade : Existing
Location :
Date of Present Grade : Date of Joining in
existing location :
Designation : Directorate :
Function : Date of birth :
Department : Qualifications :
496
Reporting Officer :-
Name : CPF NO :-
Reporting Period
01/JAN/2010-31/DEC/2010
Attributes
Self Assessment
A- WORK RELATED (WRA)
1. Job Performance
(Max. Score-30)
30
2. Job Knowledge 15
3. Initiative & Acceptance of
Responsibility
10
4. Regularity & Punctuality 10
5. Work Habit & Safety
Consciousness
10
497
6. BEHAVIOURAL (BA) 10
1. Attitude
(Max. Score -10)
10
2. Co-operation
(Max. Score-5)
5
3. Communication Skill
(Max. Score-5)
5
4. Inter-personal Relation
(Max. Score-5)
5
Total (Max. Score-100) 100
1. Major Assignments/Responsibilities handled during the Assessment Period
498
Any Training/ Development areas identified
and Achievements
Major Assignments/Responsibilities Achievement (s)
1. Dealing with all metering problem of complex, Daily monitoring, calibration, Rectification, Reconciliation, data collection especially fuel gas and steam
2. Continuous checking of nitrogen, Flare, Passing of PSV etc.
3. Looking After man power placement of Instrumental AMC so manpower problem does not occur.
4. Checking of inventory at stores as guided this reduced both inventory and spare requirement.
5. Material follow-up for shut down.
6. Inter and intra –departmental co-ordination for day to day maintenance activities.
7. Various Miscellaneous Jobs related to CEC.
8. Assistance in material procurement activities
9. Contributed with practical field suggestion towards preparation of inst AMC tender.
1. Achieved undisputed co-ordination at Inter and intra- departmental level for daily maint. activities i.e arranging employee utilities, supervision of contract manpower, and provided proactive assistance to all seniors.
2. Assisted all seniors & issue from checking, inspection& statutory requirements i.e Tools & tackle PPE
3. Physically checked non moving, O & M spare, surplus instruments in store, informing seniors ,saving many purchase.
4. Successfully expedited made materials reach in time for S/D.
5. Collecting Data for flow metering , manpower during s/d.
6. MIS Jobs: Assisting & coord./collection with diff. sections for reports attendance, ECO, shift allowance, coord. HR related dept. jobs, preliminary checking & draft prep. of SES & assisting in AMC bills, proc. & followup jobs. All types of misc. jobs as required .
7. Succeeded in making jobs of CEC officers comfortable & by giving my maximum every time.
499
Operational , Technical , Safety & IT Development ) O & M of Turbines
DCS- O & M
Behavioral Programs for Non Executive work life Balance
English Speaking and Personality Development
Preferred places of posting other than existing place of posting
(Optional) :
(Any 3 locations , in the order of preference)
Name-
Designation
500
Appendix- VII
Grievance Redressal Procedure
_______________________________________________________
_
GAIL (INDIA) LIMITED Form - I
(To be submitted to Section Head in duplicate)
STAGE- I : GRIEVANCE
Employee No : Name :
Department :
Section :
Designation :
Location :
Nature of Grievance :
____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
Date :________________ (Signature of
Employee)
501
For use of Sectional Head
Grievance No : Received on :
Whether interviewed the Employee : (Yes/No)
Results of the Examination :
(Please also mention the source relied upon/procedure followed in brief)
_______________________________________________________________________________________________________________________________________________________________________________________
Replied vide Reference No : _____________ Date :___________
Date :_______________________ (Signature of Sectional Head )
Name :___________________
Designation_______________
Grievance Redressal Procedure
________________________________________________________
GAIL (INDIA) LIMITED Form – II
(To be submitted to Head of Department in duplicate)
STAGE- II :RIEVANCE
502
Employee No : Name :
Department :
Section :
Designation :
Location :
Reply to Grievance at Stage-I, Whether received :Yes/No
If Yes,
Reference No :Date :
Reasons for Appeal in brief:
_________________________________________________________________________________________________________________________________________________________________________________
Date :_______________ (Signature of Employee)
________________________________________________________
____
For use of Head of Department
Whether interviewed the Employee : (Yes/No)
503
Results of the Examination :
(Please also mention the source relied upon/procedure followed in brief)
_______________________________________________________________________________________________________________________________________________________________________________________
Replied vide Reference No : _____________ Date :___________
Date :_______________________ (Signature of Head of Department)
Name :___________________
Designation_______________
Grievance Redressal Procedure
_________________________________________________________
GAIL (INDIA) LIMITED Form - III
(To be submitted to Secretary, Grievance Committee in
duplicate)
STAGE- III : GRIEVANCE
Employee No : Name :
504
Department :
Section :
Designation :
Location :
Reply to Grievance at Stage-II, whether received : Yes/No
If Yes,
Reference No :Date :
Reasons for Appeal in brief:
_________________________________________________________________________________________________________________________________________________________________________________
Date :________________ (Signature of Employee)
For use of Secretary, Grievance Committee
Grievance No : Received on :
Results of the Examination at Stage – I & II (Salient Points :
____________________________________________________________________________________________________________________
505
_________________________________________________________________
Grievance put up to Grievance Committee on : _____________
Whether Hearing given to the Employee : Yes/No
Dates of Hearings :_____________________________________
Decision of the Grievance Committee :_____________________________
Replied vide Reference No :___________________ Date :______________
Date :_______________________ (Signature of secretary , Grievance Committee) )
Name :_______________________
Designation____________________
Long Service Award
506
Appendix- VIII
__________________________________________________________
GAIL (INDIA) LIMITED
Name of Work Centre
Certificate for Long Service
< Applicable in respect of Superannuated employees only>
This Certificate is awarded to Shri/ Smt.
______________________
<Name>_________________________<Designation>______________
___<Employee No.> and posted at _________________<Designation>,
__________________<Employee No.> and posted at
_________________ < Name of Work Centre>, in recognition of
his/her long association of ______________ <fifteen /twenty/twenty
five/ thirty/ thirty five or actual number of years of service> years with
the Company on the occasion of GAIL Day Celebrations. GAIL looks
forward to a continuing and mutually satisfying association.
Place : (Signature of
CMD/Director/OIC)
Date : Date/Month/Year
Name:________________________
507
Designation:___________________
Long Service Award
_____________________________________________________________
GAIL (INDIA) LIMITED
Name of Work Centre
Certificate for Long Service
< Applicable in respect of serving employees only>
508
This Certificate is awarded to Shri/ Smt.
______________________
<Name>_________________________<Designation>______________
___<Employee No.> and superannuated from _______________<
Name of Work Centre>, in recognition of his/her attaining the age of
superannuation after long association of
__________<fifteen/twenty/twenty five/ thirty/thirty five or actual
number of years of service> years with the Company. GAIL wishes
him/her her a peaceful superannuated life.
Place : (Signature of CMD/Director/OIC)
Date : Date/Monthe/Year
Name:________________________
Designation:___________________