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A Project Report On Performance Appraisal at National Hydroelectric Power Corporation LTD
A Project Report On Performance Appraisal at National Hydroelectric Power Corporation LTD
A Project Report On Performance Appraisal at National Hydroelectric Power Corporation LTD
Appraisal At National
Hydroelectric Power Corporation
Ltd.
SUBMITTED TO:
GURU JAMBESHWAR UNIVERSITY, HISSAR
IN THE ABLE GUIDANCE OF
MR.SOUMITRA MOOKHERJEE
SUBMITTED BY:
GEETIKA RANA
MBA (IV SEMESTER)
(2005-2007)
UNIVERSITY ROLL NO. - 05061241062
STUDY CENTRE
NIMS: NETAJI SUBHASH INSTITUTE OF MANAGEMENT
SCIENCES
CERTIFICATE
…………………………. ………………………..
Table Of Contents
Acknowledgement
Introductions to NHPC
NHPC-An overview
Objective
Mission
Vision
Agenda
Values
Profile
NHPC-Environment Policies
NHPC-Quality Policies
Management Test
Projects of NHPC
Investment Aspects
Achievements of NHPC
Period of Review
Ingredients of Factors
Conclusion
Bibliography
Acknowledgement
I take pleasure in submitting the Survey Report titled “A Project Report on
my project work.
accomplishing this piece of task. We are thankful to him for his kind support to us.
In the end I would like to express my deepest gratitude to the entire faculty members of
NIMS who have been guiding force behind this project and encouraged us for successful
with whom I have interacted and whose thoughts and insights helped me in
Geetika Rana
Introduction to
NHPC
NHPC-An Overview
National Hydroelectric Power Corporation was incorporated under the companies at 1956
in November 1975 as a central government enterprise with the initial authorized share
capital of Rs.2000million for hydro power development in central sector. Since then,
NHPC has become the largest organization of hydro power development in India, with
The corporation included Wind and Tidal power in its objects in 1998 and geothermal
and gas power in 1999 and is also preparing to take up mini-micro hydro projects.
NHPC is a schedule ‘A’ Enterprise of the government of India with an authorized share
capital of Rs.100, 000 million. With an investment base of over Rs.120000 million,
NHPC is among the top ten companies in the country in terms of investment.
About NHPC System
NHPC ltd. Is a leading public sector power company established under the companies act
1956 with the initial authorized share capital of Rs.2000 million for hydro power
development. NHPC Ltd. Is spread throughout the Indian subcontinent, and abroad in its
various project sites, These projects as well as the corporate office have to invite tenders
of around 900 PC’s located at the corporate office and projects and integration of these
a computer to maximize the benefits is underway. A VSAT based closed user group
satellite communications network has been implemented for connecting corporate office
and project and the network supports voice/data/fax communication. In addition, long
distance satellite telephones and INMARSAT phones have been provided for efficient
“IN A NUTSHELL NHPC HAS WORLD CLASS EXPERTISE AND POTENT FOR
OF COMMISSIONING.”
Objective
To Harness the vast hydro potential of the country along with the Wind and Tidal
Power in all aspects to produce cheap, pollution free and inexhaustible power.
power in the central sector covering all aspects- investigation, planning, design,
To generate sufficient internal resource for short term and long term financing foe
To formulate strategic long term corporate plan to achieve desire growth of the
To continue efforts to maximize output and generation at the least economic cost.
To complete all ongoing projects without any time and cost over runs
Mission
The mission of NHPC is to harness the vast hydro potential of the country along with
Wind , Tidal, Geothermal and Gas power in all aspects to produce cheap, pollution free
and inexhaustible power. NHPC would play a significant role in the integrated and
efficient development of Hydroelectric power in the central sector covering all aspects
such as investigation, planning, Design, construction, operation and maintenance of
Vision
Preservation of the environment matrix and biodiversity in the project area as well as
Agenda
NHPC vision for the new millennium is to provide the best solution to match India’s
Values
Be a model Employer
Innovative entrepreneurship.
Sensitivity to feedback.
System Approach
Performance of the company
OUR AIM
international standards.
OUR COMMITMENTS
OUR ENDEAVOUR
Concentration of cheap, clean and reliable power through hydro electric project.
OUR COMMITMENTS
related process.
OUR ENDEAVOUR
To maintain optimum gestation period for project development by reducing the processing
This group of test predicts a persons potential for success as supervisor, middle manager
or senior executive. These instruments ranges from individual test to group of test that
Identifies persons with managerial potential by assessing the following six personality
traits:
Management interest
Leadership
Energy level
Practical thinking
trust and two way communication with subordinates. Structure refers to the leaders
tendency to initiate ideas sets standards and plan or direct a group to word organizational
goal.
Self Appraisal by Employees
Employees of the rank of Deputy Manager and above are required to review their own
performance according to their own judgment. They have to mention Key Result areas
Part-II contains factors analysis in which their appraiser rates their appraise on various
has to mention the specific strengths and areas of improvement and areas in which the
Appraise needs training. Then there are recommendation by the appraiser and reviewer
and finally the SBU Head on the assessment made by the formers.
INVESTMENT ASPECTS
The completion cost of some of the hydro power projects
NAME OF PROJECT
STATE CAPACITY(MW) SUBMERGENCE
Chamera-I HP 540 975
Chamera-II HP 300 25
Parbati-II HP 800 27
Tanakpur Uttaranchal 120 140
Dauligang-I Uttaranchal 280 29
Rangit Sikkim 60 13
Teesta-V Sikkim 510 68
LoktakD/S Manipur 90 257
Uri J&K 480 Nil
Dulhasti J&K 390 85
TOTAL 3570 1619
\\
Performance of the
Company In 2002-03
Performance Highlights 2002-03
Record net profit (Un Audited) of Rs.511.40 crores, an increase of 8.6% over 2001-
2002
Survey and investigation works on projects with a total installed capacity of over
Tripartite Agreements signed with 24 states for one time settlement of dues
Employees given extensive raining in various fields and achieved 25387 man days
Shree Nand Lal Nishad, employee of NHPC awarded Prime Minister’s Shram Vir
Award-2001.
For Public Sector, NHPC Pavilion adjudged 1st for excellence in display in the India
Corporation of India Ltd. (IFCI) for 400 MW Maheshwar H.E. Project against stiff
NHPC as Consultant to Financial Institutions for the Projects in the Private Sector. NHPC
has been appointed as “Lender’s Independent Engineer” by ICICI for 300 MW Baspa-II
HE Project against stiff international competition for a consultancy fee of Rs.164 Lakhs
Development of Software packages in F& A areas for BBMB Ltd. For a total fee
of Rs.24.33 Lakhs.
joint inspection and witnessing of major tests for refurbishment of Hydel Unit
for Maithon HE Project of Damodar Valley Corporation (DVC) for a total fee of
Rs.157.50 Lakhs
downstream of the existing concrete Dhanikari Dam for water supply to Port Blair
Annual Maintenance Contract for Software Packages in F& A areas for M/S
Commercial Management for Nathpa Jhakri HE Power Project of NJPC Ltd. For
Hydroelectric Power Project of NJPC Ltd for a consultancy fee of Rs.38.40 Lakhs.
Hydroelectric Power Project of NJPC Ltd for a consultancy fee of Rs32 lakhs.
Hydroelectric Power Project of NJPC Ltd for a consultancy fee of Rs68 lakhs.
Rs.17.25Lakhs.
Nicobar Island for A & N administration for a consultancy fee of Rs.25 lakhs.
Expertise of NHPC in Hydro
Electric Projects
project.
equipment.
Despite of the fact that HE Projects are recognized as the most economic and preferred
source of electricity, share of hydropower in the total installed capacity in India has been
declining steadily since 1963. The hydro share has declined from 44%to in 1970 to 24%
in 1999. The ideal hydrothermal mix should be in the ratio of 40:60 and present
imbalance is largely responsible for the system in stability. In order to reverse the trends
and given the renewed trust on hydropower by the Government, NHPC has drawn up a
Tenth Plan,(2002-07)
Punj Lloyd Ltd. Is a front line engineering construction company engaged in a diverse
range of project activities in India and abroad. It has executed over 400 industrial
complexes and significant industrial civil projects in diverse sectors such as nuclear and
Punj Lloyd Ltd., was promoted in 1989 by Shri .SNP Punj along with his two sons Atul
Punj and Udai Punj. Its main task was to provide infrastructure for Oil And Gas sector
Over the period, the company has built itself as a premier force in engineering and
construction, in recognition of its quality system standards. Punj Lloyd Ltd, has been
awarded 9002 certificate in 1985 by DNV, Netherlands for installation of cross country
pipelines from a tank ages, Civil construction, implant piping, mechanical, electrical and
In Punj Lloyd Ltd. A much importance is attached to performance appraisal system right
from the planning stage to the execution. The company makes every effort to motivate
the employees to perform at the optimum level and hence endeavors to suitably place the
aptitude and potential. Performance appraisal is one such exercise conducted by the
company to know the performance of its employees and take appropriate measures to
develop their to meet individual aspirations for career growth and organization need.
The company has developed a systematic appraisal system for its employees which
provides for an objective assessment of the employees performance. The period of review
Performance appraisal system in Punj Lloyd was introduced from the year 1993-94 and
as such is still in its development stage. An effort is made to improve upon the system
The overall objective of the performance review system is to ensure that each
employee is guided and developed in such a way that the company obtains the
maximum benefit from his abilities throughout his career, while at the same time,
providing for the employees the maximum job satisfaction and growth
opportunities.
employees who have capabilities to progress further and who can shoulder
Period Of Review
Review period is from 1st January to 31st December.
a) Group performance
b) Job competence
c) Planning and execution
d) System discipline
e) Cost consciousness
f) Initiative
g) Communication
h) Leadership
i) Interpersonal relationship
a) Job competence
b) Work attitude
c) Interpersonal relationship
d) Initiative/creativity
e) Communication
# Non-supervisory staff
a) Overall work
b) Attitude to Work
c) Discipline
d) Honesty and sincere towards job and company
a) Overall work
b) Attitude to work
c) Dependability
d) Discipline
Part-I requires the appraiser to give a brief description of the nature of appraiser’s
work, major assignments carried out by him during the assessment year, significant
achievements and contributions made by him and if he is capable of handling other areas
of work.
Appraisal in NHPC.
fulfillment.
CONCEPT OF HUMAN RESOURCE
DEVELOPMENT
Globalization and liberalization has brought into focus the basic issues that are being
faced by organization today and perhaps the greatest challenge to the corporate sector in
the coming years will be the management of its people. This is an acknowledgement of
the fact that it is the people and not machines and materials that must run the
reply on their people as the only source of competitive advantage today. There has been a
growing recognition of this valuable asset - the human beings in an organization and has
management.
It is the greater demand being made by customers that is making people increasingly
important. Because they are both the source and conduit of knowledge, it is the people
who lie at the heart of the core functions of the corporation, as well as of the management
As Adi Godrej, CEO Godrej Soaps, puts it "all corporate strengths are dependent on
people.
in a planned way to •
3) - Develop their general capabilities as individuals so that they are able to discover
and exploit their own inner potential for their own and/or organizational purposes;
teamwork and collaboration among different sub-units are strong and contribute to
Thus HRD means the growth of individual and hence of the organization. Coalescing
corporate needs with the individual is crucial. Individual bring into the corporation their
own ambitions. As a result human resource function has acquired a new and crucial
responsibility; ensuring those corporate and individual objectives are melded into one.
potential for a better job. It is the process of obtaining, analyzing and recording
estimating or judging the value, excellence, qualities for the purpose of administration
The appraisal and reward system must be so designed that exacts the best people, retains
them and motivates them to give their best. Today, rewards for an employee - covering
both monetary compensation and non-monetary recognition must fulfill four objectives:
They must meet his basic needs and conform to the three parameters of external equity,
internal equity and individual equity. The first of these must ensure fairness vis-à-vis
compensation standards in the industry. The second must ensure a fair deal for him within
the organization in comparison to his colleagues. And the third must reward his unique
1)- To Provide feedback to employees so that they come to know where they stand and
Training needs.
Employees are the Corporation's most precious asset and like all assets need to be
individual in that it should enable both to know the strength and weakness of the
organization and individual growth. The need for an honest unbiased and frank
etc. of the Performance Appraisal are laid down for observance in the Corporate
The forms as indicated below will be used for writing the Performance Appraisal:
b) For deputationist:
.
1.2 PERIODICITY
a) For executives, the reports will be written for year basis i.e. 1st January to 31st
December.
b) For all other employees including workcharged, the reports will be written for 12
months period on financial year basis i.e. 1st April to 31st March.
1, 3 RECORDING/COMPLETING OF APPRAISAL
a) Deputationists
expiry of the period for which, the appraisal is to be recorded. On receipt of the forms
and after filling in the relevant particulars, the same will be passed on to the concerned
officers for recording the appraisal. Performance Appraisals of all executives duly
Corporate Office (in sealed cover by name to General Manager (P&A)/Chief (P&A)
Appraisal may be kept by the Project for their reference before sending to the
Corporate Office.
c) Cadre Employees •
departments, the forms with relevant particulars of employees duly filled in.
d) P&A Wing will scrutinize all Appraisals to ensure that the same are complete in
all respects. Incomplete Appraisals will be returned and got completed from the
only when the employee has completed at least three months with the Initiating
the Performance Appraisals of the staff who have worked under him for a period of
three months and more should be got completed by him before his release.
f) When an employee is transferred very frequently and does not complete even
three months with any Initiating Officer, a Certificate to the effect that the
Performance Appraisal of such employee has not been written as he did not work
with any officer for at least three months, will be inserted in his Performance
Appraisal dossier under the signature of his present immediate Officer. However, if
the present Initiating Officer or the Reviewing Officer is of the opinion that he can
comment upon the work and conduct of such an employee he may record his
for the previous year may be taken as his appraisal for the current year also and
NOTE 1:
The appraisal as a rule be initiated by the officer directly supervising the work of the
employee reported upon. in a case where there is no initiating / reviewing officer at the
level indicated above, the appraisal will be initiated / reviewed by an officer in the next
another officer who is in the higher scale than the initiating officer. (clarification issued
vide
NOTE 2:
personality, strength and weakness of the employee reported upon. Vague and
the performance appraisals can be fixed; the following may be kept in view, as
Outstanding 10%
Above 20%
Average
High 30%
Average
Average 30%
Low 05%
Average
Below 05%
Average
3. The assessment should be based on sufficient evidence reflected during the period
under review. It should be fair and accurate. Personal bias should not operate in
assessing an employee.
during the assessment period but on his performance throughout the period under review.
6. Notwithstanding any other instructions, all Low and below average and outstanding
initiating officer and the fact of such communication noted on his appraisal, within 30
days from the date of acceptance of the appraisal. In exceptional cases, if the
accepting officer feels that communication of adverse remarks will serve no useful
purpose and may only discourage the reportee; he should submit the case for orders of
his next superior officer unless the accepting officer is himself a Director/General
remark and will be communicated to the assessee. In regard to factors which are not
Officer, whose decision will be final. The accepting officer will clearly spell out in
9. Appeals, if any, against, ' adverse remarks' will be submitted within 30 days from the
10. The power to expunge the adverse remarks will lie with Chief Engineer or General
Manager in the case of non-executives and Chairman & Managing Director in the
Case of executives.
1.5 CUSTODY
Managing Director
In respect of all other Executives Manager (P&A) & other Central Cadre Supervisors
Corporate Office
1.6 The development of an officer is the direct responsibility of the officer under whom
the individual is working. It is, therefore, the paramount duty of the reporting officer to
counsel the assessee once a quarter, on various inadequacies and ways to overcome
them. He should also keep a tag on the progress made by the assessee .The personal
record of such counsels and responses may be kept by the Reporting Officer as an aid
From…………to…………
1. Name
8. Self appraisal by the assessee (if the space is sufficient, please attach a separate
sheet)
c) Reasons for shortcomings and your suggestions for overcoming the same
d) Do you really feel that your time is fully utilized and if not, how much more and
e) Do you think that you are in the right job? If not, would you suggest a Division /
Section to which you should be assigned to realize better results?
f) What are the training programmes that you have so far attended? Briefly indicate to
PERFORMANCE EVALUATION
1. PROFESSIONAL ABILITY
2. JOB RESPONSIBILITY
of follow up required
3. QUALITY OF WORK
output; extent of work free from errors; consistence of output under varying
conditions
4. INITIATIVE
Ability to be self-reliant and resourceful; ability to carry out task without outside
guidance' innovative
5. COST CONSCIOUSNESS
Efforts towards optimum utilization of available resources and elimination of waste
6. INNOVATIVE THINKING
relevant solutions
concerned.
8. DECISION MAKING
10. LEADERSHIP
11. DISCIPLINE
12. TRAINING
13. INTEGRITY
supportive evidence.
OVERALL EVALUATION
Outstanding
Very good
Good
Average
Poor
POTENTIAL EVALUATION
present position.
INGREDIENTS OF FACTORS
a) Does he understand objectives and develop realistic and workable plan of action
d) Does he initiate corrective action, when necessary and develop new procedures
c) Has he produced results commensurate with the manpower and other resources
c) Has his work shown constructive imagination, initiative and innovative approach?
v) Decision Making
b) Does he think out and critically examine alternative course of action in the light of
relevant facts?
c) Does he take timely and sound decisions?
d) Does he take decisions willingly at his level, or does he pass on the buck?
vi) Leadership;
develop?
professionally?
a) Is he principled?
c) Does he keep his juniors, seniors and associates well informed about work
matters?
a) Does he adjust to new or changing situation and cooperate well with colleagues
and seniors?
c) Does he use problem solving skills to settle differences with others, consistent with
organizational objectives?
x) Punctuality
xi) Discipline
xii) Dependability/Loyalty:
b) Is he faithful to you?
xiii) Integrity:
CONFIDENTIAL
FORM II
NATIONAL HYDROELECTRIC POWER CORPORATION LIMITED
(A GOVERNMENT OF INDIA ENTERPRISE)
PERFORMANCE APPRAISAL FOR NON-EXECUTIVES
Appraisal for the period from………to
1. Name
3. Project/Division/Office
7. Describe briefly the nature of work which the employee has been engaged on
I) Job ability
Vl) Punctuality
Total
9. Dependability / Loyalty
communicated.
INGREDIENTS OF FACTORS
i) Job ability:
d) Does he take interest, work hard and carry out his duties willingly and responsibly?
v) Inter-personal relations •
a) Does he adjust to new or changing situation and co-operate well with colleagues
and seniors?
c) Does he use problem solving skills to settle differences with others, consistent
vi) Punctuality:
vii) Discipline:
ix) Integrity:
All the objectives planned to be achieved during this training module were successfully
achieved. It was clearly understood and penned down as to how the Human Resource
All these helped in understanding that training not only enables employees to do their job
effectively but it also helps them throughout their career by preparing them to undertake
future responsibilities and understand the corporate world before they actually get into it.
Key lies in the fact that if a corporation has developed a set of values and principles that
view employee as an important asset then education and training remains even during
Corporate downsizing.
Bibliography
www.nhpc.co.in
Intranet Of NHPC