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Project Work of Business Management On: Performance Appraisal System
Project Work of Business Management On: Performance Appraisal System
By
Lucky Khan
Regd: 1506281036
LUCKY KHAN
ROLL No. MBA/15/75
IPSAR, CUTTACK
Acknowledgement
LUCKY KHAN
ROLL No. MBA/15/75
IPSAR, CUTTACK
Contents
Executive summary
Chapter-1: Introduction
Objective of the study
Scope of the study
Research methodology
Limitation of the study
Chapter-2:COMPANY PROFILE
History of the company
Vision, Mission, Objective
Organizational structure
Chapter-3:Performance Appraisal :A Conceptual Framework
Chapter-4:Performance Appraisal System at CESU
The simple random sampling technique was employed to select the sample.
As CESU is a vast organization spreading over in nine districts of odisha, it
was not possible to go everywhere. Hence, the sample included only the
representative employees of different categories, supervising authorities of
different disciplines. Care has been taken to give equal representation to all
grades of employees & supervisors.
The data for the study were collected mainly from the two source i.e.
Primary
Secondary
The primary data are the basis but important source, which have been
collected by meeting various employees, executives and other supporting
staff of the CESU. The primary data were collected through schedule
questionnaires.
The secondary data have been collected from the annual reports of
CESU for the last five years, house magazines, different books, journals,
official publications and other materials pertaining to the company. The
secondary data were collected from different official documents, broachers,
annual reports, official files, seminar papers etc.
3.3 Questionnaire Design:
The study of performance appraisal in CESU is very broad but the time
period of the study was limited only to a perception of certain section of
employees. A detail microscopic study was not possible due to time
conscious.
Due to work pressure the employees exhibited the reluctance and filling up
the questionnaire.
The response provided may be not accurate from the employee side which
would have affected the project validity and reliability.
(COMPANY PROFILE)
HISTORY OF ORGANISATION
The Odisha Electricity Regulatory Commission (the Commission) vide its
order dated 31.03.1999 passed in case No.2/99, under the provisions of
the Odisha Electricity Reform Act, 1995, had issued License to Central
Electricity Supply Company of Odisha Ltd. (CESCO) Registered Office:
2nd Floor, IDCO Tower, Janpath, Bhubaneswar-751022, Dist: Khurda,
Odisha, to carry out the business of Distribution & Retail Supply in the
area of supply as mentioned in the said license. Under the said license,
CESCO had been carrying out the Distribution and Retail Supply as its
licensed activity in its area of supply as stated in the said license. The
Commission revoked the license of CESCO with effect from 01.04.2005
and on 18.04.2005 the Commission appointed Chief Executive Officer
and Administrator (CEO & A) to discharge the licensed activity of Central
Zone Electricity Distribution and Supply Utility (CZEDSU). Later, vide
order dt.08.09.2006, the Commission in exercise of power u/s 22 of the
Electricity Act,2003 has formulated a Scheme named “ Central Electricity
Supply Utility of Odisha ( Operation and Management ) Scheme ,
2006 for operation and management of the Utility. The said Scheme
shall remain in force for a period of 2 years which may be extended by the
Commission in public interest. Under the provisions of said Scheme, all
assets, liabilities, rights, proceedings and manpower as well as the
license for distribution and supply of electricity held by CESCO has been
developed and vested on Central Electricity Supply Utility of Odisha
(CESU) and it has been authorized to carry out the business of
distribution of electricity in accordance with license conditions in respect
of area assigned to CESCO under revoked license has to abide by the
directions of the Commission issued from time to time. The period of the
Scheme is further extended for a period of one year w.e.f. 08.09.2010 to
07.09.2011.As per provision of aforesaid scheme; the Commission has
also constituted a Management Board for the general / overall
management of CESU. The scheme was again amended and extended
up to 07.09.2016. Under the aforesaid Scheme, the CESU has to comply
with the provisions of the Electricity Act, 2003 and other relevant statutory
provisions and license conditions with regard to distribution of electricity in
its area of supply.
Our Vision
Customer Focus
Organization pride
Quality & reliable services
Mutual respect & pride
Initiative & Speed
Organization structure:
Chairman
CEO CFO
HR & a Wing
Technical wing
Commerce wing
Finance wing
Public relation
Law
Field officer
Electrical power has become almost as much of a necessity as water in our
everyday lives. No one really thinks much about it until an outage occurs
and it isn't there. It is used twenty-four hours a day, seven days a week,
and fifty-two weeks a year. We use it for heating, cooling, cooking,
refrigeration, light, sound, motion, computation and entertainment.
Electrical power is a dynamic commodity and must be produced as it is
being used. Production of electrical power we use occurs in many power
plants across the state of Orissa. The majority of these plants burn coal to
produce electrical power, however, some are powered by water
(hydroelectric), natural gas, oil, nuclear, wind and geothermal. In all cases
energy from the fuel source is used to spin an electrical generator
producing three-phase AC electrical power. CESU has no generation
capacity of its own. Electrical power used on the CESU Electric distribution
system is purchased from NTPC/GRIDCO/OHPC through different
Services.
NTPC provides this power from its coal fired generation at the Talcher
power plant. The remainder is purchased from OHPC.
At most power plants electrical power is generated at 11KV. In the
generating station generator is used to step the voltage up to a
transmission voltage level somewhere between 132KV - 500KV. This high
voltage electrical power is then transported from the power plant to primary
distribution substations through the transmission system. These extremely
high voltages used on the transmission system allow for a greater amount
of power to be transported across the system with less electrical line losses
and greater efficiency. These transmission lines are supported by either
steel towers or wood poles, primarily dependent upon the level of voltage of
the transmission line.
In primary substation, step down transformers are used to reduce the
voltage to a range of 33KV to 66KV.Then electrical power is carried by the
transmission system to a number of power or distribution substations where
the electrical power is stepped down by means of a distribution transformer
to voltage levels between 400V and 11KV for distribution to individual
customers. CESU receives its electrical power at a transmission voltage of
volts at 132KV-33KV at nineteen distribution substations located
throughout its Five Circles in Orissa. CESU then distributes the power from
the distribution substations across its distribution grid to its members at a
three phase primary voltage level of 440V/11KV/33KV and a single phase
primary voltage level of 230 volts.
CESU distribution grid consists of 1800 miles of single phase, 230 volt line
and 750 miles of three phases, 440 lines. In order to provide members
electrical power at their required service voltages, distribution transformers
are installed along the line at each business, residence and farm.
Residential services and most farms require 230 volt single phase service
which is provided by a single distribution transformer located on the pole or
on a concrete pad at the member location. Some farms, larger businesses
and the many irrigation services served by the cooperative require three
phase services. These three phase services may be 440V, 11KV, 33KV.
These services are provided by three single phase distribution transformers
wired together to form a three phase bank located on the pole adjacent to
the service, or by a single three phase transformer located on a concrete
pad at the member location. From the distribution transformer or
transformer bank, secondary and/or service conductors are installed to the
electrical meter, located either on a metering pole or on the member's
house or building. The meter measures all energy used by the member in
kilowatt hours (KWH). In the case of three phase services the meter also
measures kilowatt (KW/KVA) demand which reflects the highest fifteen
minute requirement for power. This meter is used by the cooperative to
determine the member's electrical requirements as well as for billing
purposes. From the meter the member or his electrician installs the service
entrance conductors which provide power to the main electrical panel
within the house or building from which the member's lighting and power
loads are served.
Distribution Sub-Divisions of CESU
SDO2
SDO3
Bhubaneswar City Distribution Division- II (BCDDII)
KHANDAGIRI
NAYAPALLI
PERIPHERY
Bhubaneswar Electrical Division, Bhubaneswar (BED)
RASULGARH
TEMPLE
Nimapada Electrical Division, Nimapada (NED)
KAKATPUR
NIMAPARA
PIPILI
► Electrical Circle - II ,Bhubaneswar
Khurda Electrical Division, Khurda (KHD)
BANKI
BEGUNIA
JANKIA
JATNI
KHURDA
Puri Electrical Division, Puri (PED)
PURI-1
PURI-2
PURI-3
SAKHIGOPAL
Nayagarh Electrical Division, Nayagarh (NYD)
DASAPALLA
ITAMATI
KHANDAPARA
NAYAGARH
Balugaon Electrical Division, Balugaon(BAED)
BALUGAON
TANGI
► Electrical Circle, Cuttack
Athagarh Electrical Division,Athagarh (AED)
ATHAGARH
NARASINGHPUR
City Distribution Division- I ,Cuttack (CDDI)
SDO-1
SDO-3
SDO-4
SDO-6
City Distribution Division- II ,Cuttack (CDDII)
BADAMBADI
JOBRA
MAHANADI VIHAR
Cuttack Electrical Division, Cuttack (CED)
BADACHANA
CHOUDWAR
GOPALPUR
Salipur Electrical Division,Salipur (SED)
MAHANGA
NISCHINTA KOILI
SALIPUR
► Electrical Circle,Dhenkanal
Angul Electrical Division, Angul(ANED)
ANGUL
BOINDA
CHENDIPADA
Dhenkanal Electrical Division, Dhenkanal (DED)
DHENKANAL
GONDIA
HINDOL ROAD
KAMAKHYA NAGAR
Talcher Electrical Division, Talcher (TED)
CHAINPAL
PALLAHARA
PARJANG
TALCHER
► Electrical Circle,Paradeep
Jagatsinghpur Electrical Division, Jagatsinghpur (JED)
BALIKUDA
JAGATSINGPUR
R N PUR
Kendrapara Electrical Division, Kendrapara (KED)
AUL
KENDRAPARA
PATTAMUNDAI
RAJNAGAR
Marshaghai Electrical Division, Marshaghai (MED)
MAHAKALPADA
MARSAGHAI
Paradeep Electrical Division, Paradeep (PDP)
KUJANGA
PARADEEP
TRITOL
Performance Appraisal: A conceptual framework
be transferable cross-culturally.
1. Potential Benefits:
Numerous methods have been devised to measure the quantity and quality
of performance appraisals. Each of the methods is effective for some
purposes for some organizations only. None should be dismissed or
accepted as appropriate except as they relate to the particular needs of the
organization or an employee.
3.1.10 Essay Method: In this method the rater writes down the
employee description in detail within a number of broad categories like,
overall impression of performance, promote ability of employee, existing
capabilities and qualifications of performing jobs, strengths and
weaknesses and training needs of the employee.
N x (N-1) / 2
Establish new goals and new strategies for goals not achieved in
previous year.
.
3 2.3 Assessment Centers: This technique was first developed in
USA and UK in 1943. An assessment center is a central location where
managers may come together to have their participation in job related
exercises evaluated by trained observers. It is more focused on
observation of behaviors across a series of select exercises or work
samples. Assesses are requested to participate in in-basket exercises,
work groups, computer simulations, role playing and other similar activities
which require same attributes for successful performance in actual job. The
characteristics assessed in assessment center can be assertiveness,
persuasive ability, communicating ability, planning and organizational
ability, self confidence, resistance to stress, energy level, decision making,
sensitivity to feelings, administrative ability, creativity and mental alertness
etc.
Job Knowledge
Quality of Work
Leadership
Problem solving and decision making
Planning & Organizing
Responsibility & Accountability
Customer Service
Business Judgment
Ability to work with others
Motivating others
Creativity
Initiative and Enthusiasm
Interpersonal Competence
Communication skill
Integrity and courage
Honesty and sincerity
1.2Custody of CCRs:
Reporting Authority
Reviewing Authority
Accepting Authority
Reviewing authorities & Accepting authorities are those officers who have
occasion to see the work of the officer reported upon.
CESU which is an out-come of the reform process in the state has adopted
an Open Ended Appraisal System for assessment of the performance of its
executives. It is based on the principle that Development or Changes takes
place only if the appraise is interested any development or change. Such
desire is normally an outcome of self-review or reflection. It is an
opportunity for the appraise to recapitulate and list-down his
accomplishment and failure important part of the self-appraisal is the
process of review and reflection through performance analysis.
b) Managerial Traits
“OUTSTANDING”
“VERYGOOD”
“GOOD”
“AVERAGE”
“BELOW AVERAGE”
If the employee concerned is working for less than 3 months under the
Reporting Authority, a “No Remark Certificate “is to be recorded in the
CCR.
Officers and workers are well aware of the performance appraisal system.Officer
and workmen are familiar with the traits on which they are evaluated. Feed back
is given properly in employee’s case. They receive feedback only in cases they are
lacking. Self appraisal is beneficial for executives. Functional benefits, co-
operatives boss, working conditions etc. affect their performance but promotion
is the most important factors which affect performance. The success of
performance appraisal system depends on the sincerity shown by the
management and the existence of transparent link between performance and
reward. The aim is to develop employees. The managers need to be counselors,
helpers and teachers. But in contrast, no organization goes for a detailed
appraisal and the results are not communicated to the employees. Even if some
actions are taken its impact is negligible, as a result most of the employees
consider it a wasteful paperwork.
Major Findings:
In the project study the questionnaire has been framed as such that it
covers almost all spheres under performance appraisal.
Not only the close-ended questions, but also open-ended questions have
been asked where the feedbacks have been taken care of individually.
Depending upon the results, the subjective responses are also presented in
a tabular manner, along with which pie-charts give a clear-cut picture of the
responses for certain type of questions which reveals the nature &
genuinely of the research.
The feedback given in percentage is clearly showing the weight age of any
option with regard to the total options available.
SUGGESTION
BIBLIOGRAPHY
BOOKS:
WEBSITE’S NAME
www.cesuorissa.com
www.citehr.com
REFERENCES