A Project on
Submitted by
Benigopal
(ROLL No.: 510737044)
National Thermal Power Corporation has been the power
behind India`s sustainable power development since
November 7, 1975. Contributing 26% of the country’s entire
power generation, NTPC today lights up every fourth bulb
in the country, with ambitious growth plans to become a
75,000 MW plus power company by 2017. NTPC- the
largest power utility of India has already diversified into
hydro sector. Further initiatives for greater organizational
transformation have been approved under PROJECT DISHA.
NTPC LIMITED: A BRIEF
Type
Central Public Sector Undertaking (CPSU)
Established
1975
Headquarter
New Delhi, India
Headed By
Shri R. S. Sharma, CMD
Core Business
Generation of Electricity
Products
Electricity
Employees
23867
Sixth largest thermal power generator of world
Second most efficient utility in terms of capacity utilization
One of the nine PSUs to be awarded the status of Navratna
Provides power at the cheapest average tariff in the company.
PERFORMANCE MANAGEMENT SYSTEM
PERFORMANCE MANAGEMENT SYSTEM is one of the most
important functions in human resource management. It provides the
context to link individual objectives with departmental targets, thus
supporting and facilitating the attainment of departmental goals.
Performance management is the process of creating a work
environment or setting in which people are enabled to performance to
the best of their abilities. Performance management is a whole work
system that begins when a job is defined as needed. It ends when an
employee leaves your organization.
Objective of the study
•To promote professional excellence
•To encourage two-way communication between the executive and the
reporting officer and bring about transparency in the performance
assessment process
•To evaluate the potential of the executive to assume higher
responsibilities in the organisation
•To provide a source of talent for meeting the organisation’s growth
requirements through a process of mapping the competencies and
potential of executives
•To translate future skill requirements of the organization into
individual development plans
•To identify high performers and recognise them through rewards and
incentives.
LINKAGES WITH HR SYSTEM
TRAINING & DEVELOPMENT
SALARY/PAY
REWARDS/
RECOGNITION
SYSTEM
PMS
CAREER
DEVELOPMENT
KNOWLEDGE
MANAGEMENT
RECRUITMENT
PUNISHMENT/DISCIPLINE
BENEFITS OF PERFORMANCE MANAGEMENT SYSTEM
•Systematic effort to tone up performance based
performance results, appropriate and corrective actions.
on
•Input for an array of personnel decisions such as placement,
transfer, promotion and reward.
• To identify individual with high potential.
•To develop career and succession planning.
•To analyze training and development needs.
•For diagnosing individual and organizational problems.
LIMITATION
It is very difficult to find out the actual Performance of
any employee. There is not any parameter to measure the
exact performance of any person. PMS depends on many
other factors like working conditions, work culture,
other facilities etc. So it is very limited area to find out
actual Performance of any employee.
CONCLUSION
 Increase organisations productivity.
 Improvement in growth rate.
 Increased employee Job Satisfaction.
 Increased employee interest & commitment.
SUGGESTIONS

Evaluate
your
own
performance first

Take time to evaluate your own performance first

Get feedback from others (peers and superiors) to
see how well you are creating an achieving
atmosphere for your executives

Prepare
yourself
and
the

executive for the discussion
Set a date, time and place after consulting with
executive

Ensure that executive is aware of the purpose of the
meeting. Show the same professional courtesy that
is awarded to any business associate

Give the executive the opportunity to ask clarifying
questions prior to and during the meeting
Contd…

Be open, can did and specific

Present your assessment openly, clearly and
rationally

Be prepared to present the facts and rationale if
challenged


Give both good and bad news

Discuss executive accomplishments

Focus on performance, not personality
Close the discussion in a

Summarize the discussion
professional manner

Ask for executive’s impression on how the meeting
went

Thank the executive

Explain the follow-up steps