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1 Analysis of Social Security & Labor Welfare Project in BHEL. 2 Analysis of Performance Appraisal System in BHEL 3 Employee Satisfaction Survey of BHEL. 4 New Suggested HR Policy for BHEL.
2011-2012
Submitted for the partial fulfillment of Master of Business Administration (MBA) of Maulana Azad National Institute of Technology, Bhopal
Submitted To Submitted By
Shri Prajjal Adak
Table of Contents
Declaration Certificate Acknowledgements Preface
Human Resource Management 1.1 Introduction 1.2 HRM Strategy 1.3 Functions of HRM
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
i ii iii iv
v
1.4 Objectives of HRM Profile of the Organization 2.1 Company History 2.2 Manufacturing Units of BHEL 2.3 Introduction to BHEL Bhopal 2.4 BHEL, a candidate for Maharatna Company. vi
BHEL Human Resource Departments 3.1 Introduction 3.2 Descriptions of HR Departments 3.3 Functions of HR Departments 3.4 Levels of Employees 3.5 Organizational Hierarchy
vii
HR Trainee,
I. Study on Social Security & Welfare Schemes in BHEL Chapter 1 I.1 I.2 Introduction Welfare Briefing 1.2.1 Welfare Schemes in BHEL 1.2.1.1 Statutory welfare scheme 1.2.1.2 Non- Statutory Welfare Scheme I.3 I.4 I.5 I.6 Statutory labor welfare facilities Non statutory labor welfare facilities Objectives of the Study Social Security Schemes in BHEL
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Chapter 2 2.1 Social Security Schemes in BHEL 2.1.1 Group Saving Linked Insurance Scheme (GSLIS) 2.1.1.1.1Amount Insured 2.1.1.1.2Premium Per Month. (In Rs.) 2.1.2 Death Relief Fund (DRFS) 2.1.3 Employee Deposit Linked insurance (EDLI) 2.1.3.1 Amount Insured 2.1.4 Group Insurance Scheme (GIS) 2.1.4.1 Amount Insured 2.1.5 Group Personnel Accident Policy(GPAP) 2.1.5.1 ICICI LOMBARD 2.1.5.1.1 Compensation 2.1.5.1.2 The coverage for employees 2.1.5.1.3 Process 2.1.6 2.1.7 Gratuity 2.1.6.1 Gratuity Calculation: The Employees Family Pension Scheme 2.1.7.1 Calculations 2.1.7.2 Benefits
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
Provident Fund 2.1.8.1 Provident Fund Calculations Earned Leave Retired Employees' Contributory Health
Act: The workmens Compensation Act, 1923 2.1.11.1 Main Provisions 2.1.11.2 Compensation 2.1.11.3 The process of providing The Workmens Compensation in BHEL
2.1.11.4 The Claim process 2.1.11.4.1 Preparation of Accident Report and Compensation Amount 2.1.11.4.2 Procedure 2.1.10 Retired Employees' Contributory Health Scheme 2.1.10.1 Sample Forms (to be filled by employees) Chapter 3 3.1 Live Case Handling in BHEL 3.1.1 Accident case
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
3.1.1.1 Rules of half monthly compensation (HMC) Calculation. 3.1.1.2 Rules for Earned Leave Calculation 3.1.1.3 Rules for Lumsum Payment 3.1.2 Death case 3.2 Finding of the Study 3.3 Suggestions 3.4 Conclusion II. Analysis of Performance Appraisal System in BHEL
Chapter 1 1.1 Introduction 1.2 Objectives of Performance Appraisal 1.3 Purpose of Appraisal System 1.4 List of Skills/Competencies to be assessed for executives in grades E1A To E5 1.5 List of Skills/Competencies to be assessed for executives in grades E6 & E7 1.6 Values 1.7 Generic Values
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
1.8 Role of Intermediary Level Executives 1.9 Role of Accepting Authority 1.10Chi- Square Test
Chapter 2
PERFORMANCE APPRAISAL PROCEDURE IN BHEL, BHOPAL
2.1 The Workflow 2.2 KRA (Key Result Areas) 2.3 Part A1 2.4 Part A2 2.5 Part B 2.6 Scores 2.7 Screen Shots 2.8 Performance Appraisal for Non-Executive
Chapter 3
3.1 Performance Appraisal Questionnaire
3.2 Analysis of the Questionnaire 3.3 Suggestions of BHEL Employees 3.4 Conclusion. III. IV. Employee Satisfaction Survey of BHEL. New Suggested HR Policy for BHEL. Chapter 1 1.1 Introduction 1.2 General Terms and Conditions 1.3 Star 1 Employees 1.3.1 Workers and Supervisor 1.3.2 Executives 1.3.3 Benefits Given for Star 1 Employee 1.4 Star 2 Employees 1.4.1 Workers and Supervisor 1.4.2 Executives
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
1.4.3 Benefits Given for Star 2 Employees 1.5 Star 3 Employees 1.5.1 Workers and Supervisor 1.5.2 Executives 1.5.3 Benefits Given for Star 3 Employees
V Bibliography
HR Trainee,
Declaration
I Ankit Michael Samuel student of 3rd Sem from Department of Management of Maulana Azad National Institute of Technology, Bhopal. Hereby declare that I did my summer training in BHEL under HR Department and did the following projects:
1 Analysis of Social Security & Labour Welfare Project in BHEL. 2 Analysis of Performance Appraisal System in BHEL 3 Employee Satisfaction Survey of BHEL. 4 New Suggested HR Policy for BHEL.
Yours Sincerely
Ankit Michael Samuel 3rd Sem MANIT (DOMS), Bhopal
HR Trainee,
Certificate
This is a certify that Mr. Ankit Michael Samuel student of
M.B.A. of MANIT, Bhopal has successfully completed summer Internship as a part of professional studies for the period of six weeks i.e. for 12/5/2011 to 22/6/2011 on the following topics: 1 Analysis of Social Security & Labour Welfare Project in BHEL. 2 Analysis of Performance Appraisal System in BHEL 3 Employee Satisfaction Survey of BHEL. 4 New Suggested HR Policy for BHEL.
This project work has been carried out under the supervision and is of sufficiently high standard to warrant is presentation for the examination leading to degree of M.B.A. of MANIT university of Bhopal. I wish them a successful professional career.
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
Ankit
Preface
Personnel Management occupies the prime position of all disciplines in Management which deals with many resources. These resources were expanded to include, among others, the following: Men, materials, machinery, money, etc
Human beings play a dual role- a resource as well as a motive force for all other resources. They
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utilizing, commanding and controlling them like materials, machines, money, information, land, infrastructure, etc. Human resources management (HRM) plays a decisive role in to manpower development: be it labors students, educated unemployed, supervisor or manager. Proper H.R.M. can develop right type of shop floor ethos and values which improve productivity and personal satisfaction of employees.
BHEL is one of the of India's nine largest Public Sector Undertakings or PSUs, known as the Navratnas or the nine jewels. BHEL, Bhopal is the vast bank of knowledge. It is the perfect place to learn about the Management of the Manpower Resources. The knowledge gained here is going to be very helpful in making a successful professional career. I had taken the topic: Study on Social Security & Welfare Schemes in BHEL. Project on Performance Appraisal System in BHEL. Survey on Employee Satisfaction
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
The main purpose of this research is to know about the various Social Security & Welfare Schemes and Performance Appraisal System in BHEL. I had tried to put my best efforts to complete this task on the basis of skills achieved during studies in the institute and the knowledge provided by the respective employees of HRM Department in the BHEL, Bhopal. I had put my maximum effort to gain the accurate data from the BHEL, Bhopal. If any error or mistakes found in study and in collecting data kindly ignore.
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Acknowledgement
The successful completion of our project would have been a dream, devoid of the worthwhile help and ample cooperation of various people, who are expert in their respective fields. I express my gratitude to the Personnel Department of BHEL, Bhopal for giving me an opportunity to carry out this project in their organization.
The inception of the whole process started with, Sh. K.K.Nair (AGM,HRM),his earnest efforts, which motivated us to a great deal. So, I express my deep sense of gratitude toward his innovative ideas.
My project in charge Sh. Prajjal Adak, a man of simplicity and sincerity, whose enthusiasm toward my project provoked me throughout to commit my best efforts and achieve the
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
desired results. Who always showed and directed me towards right path. My commitment to the project is a result of patience, hard work, and dedication as inspired by him. I put deep benevolence and gratitude to Sh.Prajjal Adak.
I would also like to thanks Sh. M.Isadore(DGM), Sh. Nisar Haidar(DGM), Smt. Surekha Banchhor(Manager), Sh.Amol Choubey(Executive),Sh. K.R Divya(Dy.Officer) for being the guiding and encouraging figures all through the duration of this project. Without their cheering and Invaluable insight into this project, the project work would not have been accomplished.
At last, but not the least, it is really a proud privilege for us to express our deepest to our sense of gratitude faculty and external family gratefulness esteemed members,
members & friends who provided proper guidance for the project work and woke enthusiasm for the topic.
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overall plan, concerning the implementation of specific HRM functional areas. An HRM strategy typically consists of the following factors:
"Best fit" and "best practice" - meaning that there is correlation between the HRM strategy and the overall corporate strategy. As HRM as a field seeks to manage human resources in order to achieve properly organizational goals, an organization's HRM strategy seeks to accomplish such management by applying a firm's personnel needs with the goals/objectives of the organisation. As an example, a firm selling cars could have a corporate strategy of increasing car sales by 10% over a five year period.
Accordingly, the HRM strategy would seek to facilitate how exactly to manage personnel in order to achieve the 10% figure. Specific HRM functions, such as recruitment and selection, reward/recognition, an HR plan, or learning and development policies, would be tailored to achieve the corporate objectives.
Close co-operation (at least in theory) between HR and the top/senior management, in the development of the corporate strategy. Theoretically, a senior HR representative should be present when an organization's corporate objectives are devised. This is so, since it is a firm's personnel who actually construct a good, or provide a service. The personnel's proper management is vital in the firm being successful, or even existing as a going
HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
concern. Thus, HR can be seen as one of the critical departments within the functional area of an organization.
The implementation of an HR strategy is not always required, and may depend on a number of factors, namely the size of the firm, the organizational culture within the firm or the industry that the firm operates in and also the people in the firm. An HRM strategy can be divided, in general, into two facets the people strategy and the HR functional strategy. The people strategy pertains to the point listed in the first paragraph, namely the careful correlation of HRM policies/actions to attain the goals laid down in the corporate strategy. The HR functional strategy relates to the policies employed within the HR functional area itself, regarding the management of persons internal to it, to ensure its own departmental goals are met.
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The HRM function and HRD profession have undergone major changes over the past 2030 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing an important role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.
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Bharat Heavy Electricals Limited, Ramachandrapuram, Hyderabad (Andhra Pradesh) Jhansi (Uttar Pradesh) High Pressure Boiler Plant and Seamless Steel Tube Plant, Tiruchirapalli(Tamil Nadu) [11] Boiler Auxiliaries Plant, Ranipet (Tamil Nadu) Electronics Division and Electro Porcelain Division, Bangalore (Karnataka) Jagdishpur (Uttar Pradesh) Rudrapur (Uttrakhand) Industrial Valves Plant, Goindwal (Punjab) Bharat Heavy Plates and Vessels Limited (Vizag)
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Heavy Electrical Plant, Bhopal is the mother plant of Bharat Heavy Electricals Limited, the largest engineering and manufacturing enterprise in India in the energy-related and infrastructure sector, today. It is located at about 7 kms. from Bhopal Railway station, about 5 kms. from Habibganj Railway station and about 18 kms. From Raja Bhoj Airport. With technical assistance from Associated Electricals (India) Ltd., a UK based company, it came into existence on 29 th of August, 1956. Pt. Jawaharlal Nehru, first Prime minister of India dedicated this plant to the nation on 6th of November, 1960. BHEL, Bhopal with state-of-the-art facilities, manufactures wide range of electrical equipments. Its product range includes Hydro, Steam, Marine & Nuclear Turbines, Heat Exchangers, Hydro & Turbo Generators, Transformers, Switchgears, Control gears, Transportation Equipment,
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
Capacitors, Bushings, Electrical Motors, Rectifiers, Oil Drilling Rig Equipments and Diesel Generating sets.
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BHEL, Bhopal certified to ISO: 9001, ISO 14001 and OHSAS 18001, is moving towards excellence by adopting TQM as per EFQM / CII model of Business Excellence. Heat Exchanger Division is accredited with ASME U Stamp. With the slogan of Kadam kadam milana hai, grahak safal banana hai, it is committed to the customers. BHEL Bhopal has its own Laboratories for material testing and instrument calibration which are accredited with ISO 17025 by NABL. The Hydro Laboratory, Ultra High Voltage laboratory and Centre for Electric Transportation are the only laboratories of it are in this part of the world. BHEL Bhopal's strength is its employees. The company continuously invests in Human Resources and pays utmost attention to their needs. The plant's Township, well known for its greenery is spread over an area of around 20 sq kms. and provides all facilities to the residents like, parks, community halls, library, shopping centers, banks, post offices etc. Besides, free health services are extended to all the employees through 350 bedded (inclusive of 50 floating beds) Kasturba Hospital and chain of dispensaries.
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For getting Maharatna status, a company needs to have a three-year track record of annual net profit of over Rs 5,000 crore, net worth of more than Rs 15,000 crore and turnover of more than Rs 25,000 crore. It should also be a listed firm. "It (to accord Maharatna status to BHEL) is being examined and will be done shortly. BHEL is likely to fulfill that criteria soon," Patel added. BHEL's turnover was Rs 33,173.34 crore in the fiscal 2009-10. However, the company's annual average net profit was Rs 3,433 crore during the last three years. Its shares were trading at Rs 2192.5, down 0.05 per cent from the last close at the Bombay Stock Exchange. Maharatna scheme was announced by the government in December 2009 to give more operational freedom to the topperforming PSUs.
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When that several PSUs lack the required number of independent directors on their board, Patel said the positions would be filled up soon. "Many PSUs have independent director vacancies. The independent director position has to be fulfilled at the earliest and Department of Public Enterprises will make sure that all the position have eminent people," he added. As per the Clause 49 of the listing agreement between companies and stock exchanges requires companies to have independent directors in half of the board positions. Some large listed state-run companies do not have the required number of independent directors. This has impeded the government's effort to divest part of its stake in public sector firms, forcing it to name retired bureaucrats as independent directors. Out of 47 listed government companies, the boards of 17 companies like Indian Oil, BHEL and SAIL do not have the required number of independent directors," a recent government report had said. There are 246 Central Public Sector Enterprises in the country, as on March 2009.
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workforce to an organization. The training system in BHEL is to create a smarter workforce and yield the best results.
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Human Resource Development Centre in BHEL performs the following activities:1. Apprenticeship Training 2. Faculty Work 3. Vocational Training 4. Induction Training 5. Developmental Training for employees. II.HRM (Human Resource Management):HRM covers the various departments, performing the different functions, which are as follows:1.Establishment 2.Industrial Relations & Welfare 3.Human Resource Systems Development 4.Law 5.Administration 6.Others
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
6.a Policy 6.b Single Window Cell 6.c Rajbhasha 6.d Contract Labour Cell
1. Establishment All the Establishment Matters comes under this department . It deals with a wide range of activities starting from induction of an employee till retirement. It includes record keeping of all the employees & its verification (as per required). For Example; Sanction of leave , bus pass , higher qualification matters , passport , promotions , transfers , social security forms and their nominations , loans etc.
2. Industrial Relations & Welfare Industrial Relations is a multidisciplinary field that studies the employment relationship. It is a bridge between workers and top management. It focuses on labour relationship which
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
BHEL has various labour unions which are actively giving shape to IR.The main Trade Unions are:1.HMS(Hind Majdoor Sangh) 2.INTUC(Indian National Trade Union Congress) 3.KTU(Karamchari Trade Union) 4.CITU 5.AITUC
During all these years, Indian National Trade Union Congress (INTUC) had the monopoly over four other trade unions in the plant.
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a. Staffing (MPP, Recruitment , Placement & Exits) Understanding & Over staffing reduces the competitive efficiency of the business. Planning staff levels requires an assessment of present and future needs of the organization be compared with present resource and future predicted resources which is accomplished by Man Power Planning.
Recruitments is an essential & indispensable part of HR which deals with hiring process, which may be from outside or inside the company. Internally through transfers, promotions etc. , and externally through campus selection , written examinations and interviews etc.
b. Performance Management BHEL being a very big & widely spread organization which has large number of manpower. Thus to appraise its performance need a comprehensive & exhaustive method. Performance appraisal in BHEL is done in 2 ways:Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
c. New Business Initiative BHEL have a separate department for new Business technique which performs various functions like designing SAP , ERP , eMap , PCMM etc, exclusively for BHEL. d. Rewards & Recognition e. Career Planning f. Succession Planning g. Competency Management h. Compensation Management i. Communication Systems
4. Law
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
This Department performs all the legal activities of the BHEL. It covers:Litigation Regarding Service Matters Arbitration Court Cases Legal Advices Contract Labour Matters 5. Administration For the welfare of the employees the many other facilities were provided by the BHEL which is administered very efficiently. They are as follows: Township Administration Office Administration Hospital Administration Sports Administration Transport
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
6. Others There were so many other departments of HR which are working for the benefits of the employees. It facilitates the information to the employees, which indirectly encourage the employees to perform their best. They are as follows:6. a. Policy Policy matters include check on various implementation processes. It deals with endorsing & distribution of Corporate HR circulars etc. Many concepts like e-Map, competency mapping , HR Software packages (SAP , ERP etc) are its concern areas.
6. b. Single Window Cell This department facilitates the convenience of work dealt by an employee who is unable to go to different cell to process his/her need. So, all the work can be done through a single window or cell.
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
6. c. Rajbhasha Hindi speaking enables proper communication & flow of work within an organization, where majority of people are Hindi speaking. BHEL being a governmental organization needs to do its entire works (as far as possible) in Hindi. 6. d. Contract Labour Cell BHEL employee structure comprises many workers who are not the employees of it. They are working on contract basis. A large chunk of work is done by them thus they are very crucial to the organization. It can be of two types:a) Job Contract- Registered Societies of contract labour supply this kind of labours. b) Work Contract These are brought on temporary basis on fixed priced order value by the contractor.
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1. Analysing the current manpower inventory 2. Making future manpower forecasts 3. Developing employment programmes 4. Design training programmes
3.Promotion Department A promotion is the advancement of an employee's rank or position in an organizational hierarchy system. Promotion may be an employee's reward for good performance i.e. positive appraisal. Before a company promotes an employee to a particular position it ensures that the person is able to handle the added responsibilities by screening the employee with interviews and tests and giving them training or on-thejob experience. A promotion can involve advancement in terms of designation, salary and benefits, and in some organizations the type of job activities may change a great deal. The opposite of a promotion is a demotion.
4.Transfer Department
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
A transfer is a lateral move to a position in the same classified pay range (classified position) or to a position with comparable duties and responsibilities (non-classified positions). 5.Policy Department A policy is typically described as a principle or rule to guide decisions and achieve rational outcome(s). The term is not normally used to denote what is actually done, this is normally referred to as either procedure or protocol. Whereas a policy will contain the 'what' and the 'why', procedures or protocols contain the 'what', the 'how', the 'where', and the 'when'. Policies are generally adopted by the Board of or senior governance body within an organization where as procedures or protocols would be developed and adopted by senior executive officers. A Policy can be considered as a "Statement of Intent" or a "Commitment". For that reason at least, we can be held accountable for our "Policy"
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Executive Category:
E1 E1A E2 E3 E4 E5 E6 E6A
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Engineer/Executive Trainee Engineer/Executive /Officer Sr.Engineer/Executive /Officer Deputy Manager Manager Sr.Manager DGM Sr.DGM
Batch: 12th May, 2011 to 22nd June, 2011
E7 E8 E9
Supervisors Category:
S1 S2 S3 S4 S5 S6 S7 Assistant Engineer Grade 2 Assistant Engineer Grade 1 Deputy Engineer Additional Engineer Grade 2 Additional Engineer Grade 1 Sr.Additional Engineer Grade 2 Sr.Additional Engineer Grade 1
Workers Category:
A1/B1 A2/B2 A3/B3 A4/B4
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Artisan Grade 2 Artisan Grade 1 Technician Sr. Technician Master Technician General Technician Chief Technician
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2. Creating an atmosphere of openness and knowledge sharing- creative communication To promote transparency BHEL has incorporated MECOM (Management Employee Communication Meeting), at its Bhopal unit. This plan entitles each worker to a presentation which facilitates open communication among workers and the senior management. This unique practice welcomes free criticism, appreciation, complaints and feedback from one and all. BHEL intends to bring about a revolutionary change through the incorporation of its new concept MECOM. BHELs initiative is a step towards understanding the organization at every level of management. It identifies the importance of its people and how people are its greatest assets which will finally take the organization to greater heights. Through this initiative, it seeks to strengthen the character of disclosure and transparency so that there is an unrestricted flow of information, which will create a conducive atmosphere for employee as well as organizational growth.
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There ideas.
are
ship
councils, are
canteen
committee, dedicated on
township knowledge
committee etc to promote sharing and soliciting employees There specifically a full management portals, scheme developing
knowledge workers, a Mentoring scheme , a multi-skilling scheme; where sharing is done on a very continuous basis. 3. Developing an atmosphere of Performance linked payments BHEL Reward performance through a very well documented Reward Scheme that rewards both individual and group performance and certainly there are no rewards below a certain level of performance. They have introduced a PRP scheme based on which the employees are paid bonus linked to their performance. There are many other schemes like IMPRESS and an IPR (Patent) scheme that reward excellence in performance.
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4. Fair Evaluation System for Employees BHEL e-MAP system ensures all the parameters of fair Evaluation. All executives and supervisors are mapped through their balanced score cards. The measurement is not only of performance but also that of quality of performance. We at BHEL tend to measure behavioral traits too for identifying futures leaders and specialists. The whole process provides effective feedback leading to discussions and improvements. There have been continuous improvisations in this scheme for better and just evaluation. 5. Getting the right person in right time BHEL has been the first PSU to introduce an online system of recruitment even at artisan level. This has ensured a very quick yet transparent system of recruitment, they announce the results the next day of written test or interview and today this stand as a bench mark process amongst PSUs. They have gone into exercises of identifying the core and non core areas for recruitment, effective redeployment of existing manpower through retraining. They have retainership scheme for
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retaining
the
expert
manpower
much
needed
in
the
organization. Thus in BHEL we have been exploring all the resources to get the best person in time and for the right job. 6. Training and development: BHEL have invested hugely here. They have at specially executive,
designed
focused
training
programmes
supervisor and worker level inductees. A full fledged system is in place to identify the training needs of existing employees. Multi-skilling with a host of behavioral training programmes forms the back bone of our training objectives. BHEL mentoring scheme takes special care of their endeavors like LEAN, DTC , 6 sigma, 5S have been introduced through extensive training 6. Compensation and benefits: BHEL have been extremely good when it comes to pay packages and benefits. The recent wage revision has led to a very handsome increase in salary of workers. Insurance coverage, death relief, medical care , township facilities, parks, schools, colleges, community centers, holiday homes,
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
education
fees,
libraries,
various
allowances,
places
of
worship, extensive sports club, swimming pool, Yoga Centre, cooperative societies etc. are all various benefits that ensure at BHEL. 7. A culture of Continuous Improvement The PCMM model and SAP for HR BHEL have introduced a model called PCMM (People
Capability Maturity model) for continuous improvement of HR practices. The model is based CMM model practiced in software industry and BHEL is first PSU to introduce this model for HR practices. This shall hels in establishing the best form each HR practice and that too uniformly across the organization. BHEL have introduced SAP for HR function and HR deliverables are now sourced through SAP only. 8. Care Swasth Karamchari Yojna
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I. Study on Social Security & Welfare Schemes in BHEL 1.1 Introduction Social Security is one of the fundamental needs of the day. Freedom and security against economic risk is the minimum that must be secured in under developed economies as early as possible.
In the view of International labor organizations, Social Security is that security which a society furnishes through appropriate organization against certain risk to which its members are exposed.
Social security is primarily a social insurance program providing social protection or protection against socially recognized conditions. It is a collective name for those measures, which a society has provided to meet such contingencies .The earning power of the workers may be affected by sickness, maternity, invalidity, employment injury,
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
old age and death. It is not possible for workmen individually to make adequate provisions against these risks. Therefore, the benefits of social security are admissible to all.
Some important schemes for the Social Security of the workers are as follows:Group Saving Linked Insurance Scheme (GSLIS) Death Relief Fund (DRF) Employee Deposit Linked insurance (EDLI) Group Insurance Scheme (GIS) The payment of Gratuity Act, 1972 The employees family pension scheme Provident Fund
1.2 Welfare
Dictionary meaning of welfare is exemption from calamity or enjoyment of health or prosperity. In other words welfare means peoples health, happiness or comfort.
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According to international labor organization Workers welfare should be understood as meaning such services, facilities and demenities which may be established in, or invicinity of an undertaking to enable the persons employed there to perform their working healthy congenial surrounding and provides all voluntary acts by employer aimed at improvement and betterment of workers social moral and social economic and intellectual conditions.
According to Royal Commission of labor The term welfare, as applied to the industrial worker, is one which most necessarily is elastic, bearing somewhat different interpretations in the degree of industrialization of workers. 1.2.1 Welfare Schemes in BHEL
In compliance with the provisions of the factories Act 1948, BHEL Bhopal has undertaken a number of welfare measures for the welfare of its employees and their family members. The various statutory & non statutory welfare measures are discussed as below:Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
1.2.1.1 Statutory welfare scheme 1. Washing facilities: Washing facilities like soap,
cleaning powder are being provided for the workers at their work place.
2. Facilities for storing: - In all the manufacturing blocks as well as in all annexes, the employees have been provided with cupboard/almirahs to keep their personal belongings.
3. Facilities for sitting: - Workers have been provided with suitable sitting facilities while worker may find a pause to rest.
4. First-aid & Ambulance room: - As on date 158 first-aid boxes have been provided to manufacturing blocks/annexes, canteens. These boxes are kept with employees having knowledge of first-aid procedures with
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
training n medical care being provided to them of and on . The contents of these boxes are periodically checked and filled in as and when necessary.
5. Canteens: - there are 03 works canteen at present pulse one staff canteen catering to the needs of employees. Besides these, one canteen is functioning in Hospital for the patients. These canteens supply Meals, tea, coffee, snacks, and sweets. In works canteen No.3 special provision for women employees has been made for their meals, snacks etc.
6. Crche: - Adjacent to works canteen No.3 there is provision for crche. Children up to the age of 6 years of the working mother are kept from 7.00 am to 5.00 pm. Provision is made for fruits, biscuits, milk, meals to these children. Presently about 30 children have been accommodated in the crche.
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7. Shelter, rest rooms and lunch rooms: - Both in works canteen and in staff canteen suitable arrangements have been made for workers who bring meals with them.
8. Labour welfare Officers: - Under Human Resources Management Division 12 welfare offices and 16 labour welfare supervision are functioning to look after the welfare of employees.
1. Educational facilities: - In BHEL Township there are four Hr. Sec. Schools functioning under BHEL Education Society. Two colleges and a nursing college are also functioning in the township.
2. House accommodations: - All employees (100%) have been provided with residential accommodations. BHEL
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Bhopal has also allotted land to their employees who have constructed their own house.
3. Medical facilities :- BHEL Bhopal has a well equipped Kasturba Hospital along with four peripheral dispensaries in each of its four townships plus one occupational health center in the factory premises; equipped with necessary health facilities & infrastructure. Employees and their dependents are given free medical treatment. A highly subsidized contributory health scheme exists for retired employees. Kasturba Hospital is a 400 bedded hospital with nearly 88 doctors and 91 nurses and with a staff of over 285 employees. Besides the regular employees numbering 8000+, Other beneficiaries include nearly 42000 dependents and 14000 retired employees. Some of the most sophisticated surgical procedures in the field of Cardiac and neurocare, complex orthopedic, operations like knee and hip surgeries are being done.
4. Uniforms :- BHEL provides to all categories worker uniforms clothing along with safety shoes.
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
5. Different Social/ Cultural Associations :- For the social and cultural activities of the residents of BHEL township,17 etc. exist. cultural associations support like by Malayalee way of Association, Tamil sangam, Bangla Sanskritik Parishad, Infrastructural accommodation, water, light is provided by BHEL.
BHEL is having a number of clubs for their employees viz., for executive (BHEL SENIOR CLUB), for supervisor (ATA CLUB) and for workers (AGA CLUB). Yoga center are there where yogic exercise are being given by the trained teachers for the benefits of the employee and their family member.
7. Sports Activities: - To promote sports activities BHEL management has provided for one huge sports complex (including a sports stadium and golf course). Facilities for
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
almost all sports and games are provided (both indoor and out-door).A to sports look Authority such has also been established after facilities, inter-unit
8. Community Centers: BHEL has many community halls in BHEL township which provides following facilities: Library: Library / reading room where national/ local news are provided free of cost. Games: Both indoor and outdoor facilities are available for the benefits of employees and their family member. By charging very nominal; charges of Rs.2/- to RS.5/- pre person per game. Marriage hall: BHEL Township is providing the facilities of solemnizing the marriage of the sons/ daughters of their employees. This facility is available at very nominal charges.
HR Trainee,
9. Public Grievance Cell: To redress the Grievances of the inhabitants of BHEL Township, Shopkeepers etc. a Public Grievance Cell is functioning at Town Administrative Office and HOD of the township heads this cell. complainants and resolve amicable solutions. The objective of this cell is to look into the grievances of the
10.
its surroundings and environment. BHEL Town Ship and factory is well known for its greenery. Every year a large number of saplings are planted in the month of August. The plantation drive continues almost throughout the year. On an average, 15,000 saplings are planted every year.
Statutory Facilities are those, which are provided by law. There are compulsory facilities. Every concern has to make
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
arrangement of such facilities so that worker can do the work without problem. These facilities are important for every organization for improving health and for providing safety to the worker. Some of the important health, welfare and safety provisions are given under factories act 1948. Some important facilities are: Cleanliness Drinking Water Proper lighting Bath Rooms facility Medical facility Shelter , restroom and lunch rooms Washing facilities Crches Disposal of waste and effluents spittoons
HR Trainee,
Non-statutory facilities are those facilities, which are not prescribed by law. These facilities are provided by the management to the workers for avoiding labour turnover and absenteeism and for giving maximum satisfaction & job security to them some of the non-Statutory facilities are as follow: Conveyance facility Education facility Housing facility Loan and advance facility House rent allowance (H.R.A) Leave travel allowance (L.T.A) Recreation facilities
1.5 Objectives of the Study The main objectives of the study are as follows:-
HR Trainee,
a) To know about the Social security schemes and policies followed by the company. b) To know about the Welfare Schemes of the company. c) To gather the information about the structure of the schemes in BHEL. d) To gather the information about the process of
implementation of the schemes in BHEL. e) To know about the rules and regulations followed by the company for various policies and schemes.
f) To know about the effectiveness of the schemes for both the employees and the organization. 2.1 Social Security Schemes in BHEL BHEL Bhopal has undertaken a number of Social security Schemes for the Security of its employees and their family members. In compliance with the provisions of the factories Act 1948, The workmens Compensation Act 1923, The employees Provident Fund Act, The payment of Gratuity Act and others. The various Social Security Schemes in BHEL are discussed as below:Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
2.1.12 Group Saving Linked Insurance Scheme (GSLIS) 2.1.13 Death Relief Fund (DRFS) 2.1.14 Employee Deposit Linked insurance (EDLI) 2.1.15 Group Insurance Scheme (GIS) 2.1.16 Group Personnel Accident Policy(GPAP) 2.1.17 Gratuity 2.1.18 The employees family pension scheme 2.1.19 Provident Fund 2.1.20 Earned Leave 2.1.21 Retired Employees' Contributory Health Scheme 2.1.22 Act: The workmens Compensation Act, 1923 2.1.1 Group Saving Linked Insurance Scheme
The BHEL Group Savings Linked Insurance Scheme which effect from April 1987 provides an insurance cover for all the regular employees and promotes savings to provide financial assistance to the employees / beneficiaries at the time of retirement or insurance cover in the event of death while in service. This scheme is applicable to all the full time / regular employees between the age of 18 and 60 years borne on the
HR Trainee,
pay rolls of the Company and drawing pay in the salary grades of the Company.
2.1.1.1 Amount Insured The assurance which shall be effected on the life of each member is for the sums assured as under:
Category - Salary Grade Sum Assured (Rs.) wise AI/BI to A VI/B VI grades, S- 10,000/0, all temporary employees recruited rated AVII/BVII SA1/SB1 Executives E1 to E4 and other 40,000/Batch: 12th May, 2011 to 22nd June, 2011
against wages to
regular or on
HR Trainee,
2.1.1.2 Premium Per Month. (In Rs.) Sum Assured 10,000/20,000/40,000/80,000/Monthly Premium 13.50 27.00 54.00 108.00 Risk Portion 5.00 10.00 20.00 40.00 Savings Portion 8.50 17.00 34.00 68.00
The Risk Portion will be borne by the Company and the Savings portion will be contributed by the employee.
HR Trainee,
2.1.2
The BHEL Employees Death Relief Fund Scheme / Death Relief Scheme give monetary assistance to the families of the members who die while in service of the company. Scheme covers all categories of employees who have voluntarily enrolled themselves as members of the scheme. The scheme is administered by a committee formed by respective unit management. Category All Employees Contribution amount per employee Rs.5/per death
All Employees have to pay Rs.5/- for each death during the corresponding month. The amount is deducted from the Salary of the employee every month.
HR Trainee,
BHEL Employees Deposit Linked Insurance Scheme is a Group Insurance scheme operating with Life Insurance Corporation of India. This scheme is in lieu of the statutory EDLI scheme 1976 which is applicable to all the Provident Fund subscribers. The scheme is applicable to all the full time regular employees between the age of 18 and 60 years on the pay rolls of the company and drawing pay in the salary grades of the Company. 2.1.3.1 Amount Insured This policy confers a uniform cover of Rs. 1,32,000/- to all categories of employees of the company and is applicable to all employees of the company covered under Group Insurance Scheme. Category All Employees Assured Amount Rs.1.32,000
HR Trainee,
The BHEL Employees Group Insurance Scheme one year renewal term assurance plan presently with Life Insurance Corporation of India provides graded insurance cover. The scheme is applicable to all the full time regular employees between the age of 18 and 60 years on the pay rolls of the company and drawing pay in the salary grades of the Company.
HR Trainee,
2.1.4.1 Amount Insured The assurance which shall be effected on the life of each member wef 1/11/2007 is as follows:
Grad Category and Salary Grade Sum e A temporary recruited wages wages. B C D AVII/BVII to AXI/BXI & SAI/SBI 4 Lakhs to SAIII/SBIII, Jr. Executives E1 to E4 and other equivalent 7 Lakhs Grades. E5 and above 10 Lakhs or against on employees regular (Rs.) AI/BI to AVI/BVI grades, S-0, all 2 Lakhs
Assured
HR Trainee,
The scheme is applicable to all the full time regular employees between the age of 18 and 60 years on the pay rolls of the company and drawing pay in the salary grades of the Company.
This Policy is meant to cover accidentally caused body injury due to external reasons except natural deaths, death due to disease and suicide. The The term Accident not has a wide in connotation. death/injury need occur only
connection with an official duty in order to be eligible for compensation. The cover will be in force anywhere in the world.
HR Trainee,
This policy started from the year 2002 and currently it is in tie up with the ICICI LOMBARD.
HR Trainee,
These tie ups changes every year and the span of the policy is from July to June. In the Previous year it is tied up with TATA AIG. During the financial year (July2101-June2011) company paid a premium of 72 lakhs Rs. for 46224 employees (all employees of BHEL.)
2.1.5.1.1 The compensation available is as follows: 1. Full sum insured in case of death due to accident. 2. Prescribed percentage of sum insured in case of loss of limbs resulting in partial or total disablement. 3. Cover for total temporary disablement will covers inability to attend office on account of all types of injuries on the advice of the Doctor @ 1%(One percent) of Sum Insured (limited to Rs 5000.00) per week for absence in excess of
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
eight weeks. Prorata payment will be made for part of the week, if applicable.
HR Trainee,
2.1.5.1.2 The coverage for employees posted at sites and other than at sites is as follows lakhs) Sl.No. Category Other site employees Executives 1 Executive Grades 2 3 Supervisors & Workers in Supervisor Grades Supervisor Employees Grades, employees either on in trainees, Worker recruited daily rated
Batch: 12th May, 2011 to 22nd June, 2011
Supervisors in Executive
4.00 3.00
12.0 0 10.0 0
temporary
HR Trainee,
2.1.5.1.3 Process
STEP 1- Intimation of the accident of the employees is given to the agency by the company.
STEP 2-
which contain:Incident report FIR(accident cause outside of campus and death whether inside or outside of campus) Leave certificate
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
Sickness certificate Treatment papers Discharge certificate In case of death: FIR Death certificate Post mortem report
STEP 3- This filled forms is sent to the agency for cross checking .Agency have their own medical officer who cross check the disability percentage in case of injury. STEP 4- If everything is satisfied then the company pays the capital insured amount within 3-4 month.
2.1.6 Gratuity Gratuity means a small sum of money given to a person as a reward for good service. This rule recognizes the employees
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
service by the management. It is provided only when an employee complete minimum of 5 years of service in the company & in continuation. Gratuity thus mainly depends on the number of years in services & monthly wages. 2.1.6.1 Gratuity Calculation:
Gratuity is received only when an employee willingly resigns or retires. Its maximum limit is up to Rs.10,00,000/- (lumpsum amount).
The ceiling limit of gratuity amount payable in case of death of an employee are as follows: A. during the first 2 months'
year of service
Ankit Michael Samuel, HR Trainee,
emoluments
B.
months'
emoluments
C.
after of 5
completion 12 years
months'
but emoluments
before 20 years of service D. service of 20 years Half a month's more emoluments for completed half year of qualifying service subject to a maximum of 33 times the emoluments provided the amount of death gratuity shall in no
HR Trainee,
case
exceed
Rs.3,50,000/-.
Employees'
Pension
Scheme-95
came
into
effect
from
16.11.95. The Employees' Pension Scheme-95 has been conceived as a Benefit defined Social Insurance Scheme formulated following actuarial principles for ensuring long term financial sustenance. In BHEL Employees' Pension Scheme-95 is followed. Here the pension schemes include monetary benefits of Rs.1500-2000 per month as per the grade of the employee. 8.33% of pension is given out of 12% and rest of the amount is transferred to the Provident Fund Accounts of that employee.
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
2.1.7.1 Calculations: Let us take an example of employee having salary of Rs.1000/- per month then, Employee contribution of 12% equals 120 Employer contribution of 12% equals 120 Now 8.33% of 1000 equals 83 And, 120-83 = 37 So, Fund For Pension Rs. 83/- (Employer Contribution) Fund For PF(Provident Fund) 37 + 120 = Rs. 157/where 37 is employer & 120 is employee contribution. NOTE: Pension doesnt exceed Rs.6500/Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
For Example:If employee salary :- Rs. 20,000/- p.m. Employee & Employer contribution of 12% is :- Rs.2400/8.33% of 20,000 is 1666 but it doesnt exceed 6500 so 541 goes to the pension fund i.e. Pension Fund = Rs. 541/Fund For PF(Provident Fund) 2400-541 = 1859 1859 + 2400 = Rs. 4259/Where 1859 is employer & 2400 is employee contribution. 2.1.7.2 Benefits Newly introduced Employees' Pension Scheme-95 provides for following benefit package: 1. Pension for life to the member, on
superannuation/retirement and invalidation. 2. To the members of the family upon death of the member:
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
a. Pension to Widow/Widower for life or till re-marriage. b. To children/orphan, two at a time additionally upto 25 years of age simultaneously with widow/widower pension. c. Children/orphan with total and permanent disability shall be entitled to payment of children pension or orphan pension as the case may be irrespective of age and number of children in the family. d. Facility for payment of pension to nominee in the event of member who is unmarried or without any eligible family member to receive pension, and e. Facility for payment of pension to dependent
father/mother in the event the member dies leaving behind no eligible family members and no nomination by such deceased member exists.
HR Trainee,
It is that fund (pension fund) in which a monthly sum is set aside for an old age pension. Employee Provident fund is that amount of money which is deposited by every employee in the company during the services, so that invested amount could be withdrawn after retirement. Thus it is a very crucial part of each & every employees salary. CPF which is Company Provident fund is the fund where money of employee is invested every month & thus it goes to the companies account. Thus company also gives some amount of money from its own side which is equivalent amount as that of an employee contribution. Thus PF is a joint investment of both the company & its employees.
Provident Fund = [12%(Basic salary + DA)per month] + [Equivalent amount by the company]
Interest on PF is also given which is in the range of 8 to 8.5% currently. Provisions like withdrawals can be made use of this scheme, like: 1. Temporary loan marriage of dependents 2. Permanent withdrawal own marriage, marriage of children , construction or purchase of house properties . This withdrawal can be made only once. & other
Before 1 year of retirement, 90% of total PF amount can be withdrawn. Thus in case of any need ,one can be safe & secure with the money of PF. PF is a compulsion and is provided to all employees.
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
2.1.9 Earned Leave Earned Leave is defined by the BHEL , as it is related to the number of years of service put in by the employees as under:No. of complete years of service Upto 5 yr Above 5 upto 10 yr Above 10 upto 15 yr Above 15 upto 20 yr Above 20 yr Entitlement of earned leave per annum(days) 22 24 26 28 30
On retirement, the remaining earned leave (taken in account of full service years) of the employee is paid by the last basic salary. If the employee wants to withdraw the money of Earned Leave during the period of the service than company pays for the Earned Leave as :-
HR Trainee,
Earned leave = (Basic of one day ) * Number of Earned Leave employees required ( remaining year) earned leaves from previous
Earned leave = (Basic of one day) * (Total number of remaining earned leave in employees service)
HR Trainee,
2.1.10 Retired Employees' Contributory Health Scheme This scheme shall be known as 'BHEL Retired Employees' Contributory Health Scheme' effective from 1st Nov., 1985. The scheme is intended to extend medical cover to the retired BHEL employee and his/her spouse and spouse of an employee who dies while in service. This scheme is applied to all the categories of BHEL retired / deceased employees i.e , Regular employees who retired from service on attaining the age of superannuation after rendering a minimum of 5 years continuous service in the Company.
A nominal amount has to pay by the employee and for his/her spouse per year and he/she is eligible to get all the medical facilities , treatments , medicines without any charge.
2.1.10.1 Sample Forms (to be filled by employees) Below are the sample forms to be filled by the employees for Social Security. Employees have to filled up these forms
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
during the joining of their services. So as to gather the information about and others. FORMS are as follows:1. BHEL GROUP SAVING LINKED INSURANCE SCHEME 2. BHEL EMPLOYEES GROUP INSURANCE SCHEME AND EMPLOYEE DEPOSIT LINKED INSURANCE 3. GRATUITY NOMINATION 4. PROVIDENT FUND 5. NOMINATION FOR DEATH RELIEF FUND their personal profile, family, nominations
The Workmen's Compensation Act, 1923 is one of the important social security legislations. It aims at providing financial protection to workmen and their dependants in case of accidental injury by means of payment of compensation by
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
the employers.
2.1.11.1 Main Provisions Under the Act, the State Governments are empowered to appoint Commissioners for Workmen's Compensation for; (i) Settlement of disputed claims, (ii) Disposal of cases of injuries involving death, and (iii) Revision of periodical payments.
2.1.11.2 Compensation In case of death the minimum amount of compensation fixed is Rs 80,000 and Rs. 90,000 in case of permanent total disablement. The existing wage ceiling for computation of maximum amount of compensation is Rs. 4000. The maximum amount of compensation payable is Rs. 4.56 lakh in the case of death and Rs. 5.48 lakh in the case of permanent total disablement. 2.1.11.3 The process of providing The Workmens Compensation in BHEL
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
When an accident takes place in BHEL, it is judged on the basis of severity i.e. Major or Minor accident or Near Missed Case. Then Cases of disability is checked as: Total Temporary Disability: When the part of the person following an accident is temporary disabled and can be recovered or healed. Such Disabilities are termed as Total Temporary Disability. Total Permanent Disability: When the person following an accident is permanently disabled and cannot be recovered or healed. And cannot be used further in the factory, then such disabilities are termed as Total Permanent
Disability. Partial Permanent Disability: When the part of the person following an accident is permanently disabled and cannot be recovered or healed. Such Disabilities are termed as
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
Partial Permanent Disability. 2.1.11.4 The Claim process Accident report Committee Amount of Compensation
2.1.11.4.1
Preparation
of
Accident
Report
and
Compensation Amount:Accident report is prepared by referring the Workmens Compensation Act. 081 2000 ISO1778 (E-15 0995K) Case: 1. If Doctor Advice rest for 28 days or above then consider number of leaves as such. 2. If Doctor Advice rest for less than 28 days then deducts 3 days payment.
2.1.11.4.2 Procedure
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
1. Fill up the primary accident form. 2. Issue of sick leave with medical certificate by doctor. 3. Setting of enquiry officer team. a. Enquiry officer. b. Safety. c. Human resource. 4. Enquiry teams check the accident place and prepare the report by taking in consideration of the statement of eye witness. 5. Report is prepared about About the work worker is performing during injury. Whole incident about accident. Reason of occurrence. Measure to stop or avoid the accident. 6. Approval of report by : HR,
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
Law, Finance, and HODs 7. HMC(Half Monthly Compensation ) , Lumsum Payment according to injury , Earned leave Payment is done. 8. The details of payment copy goes to the labour court where labour court asks the employee about the satisfaction level with the payment done to him/her in the presence of witness. 9. If everything is satisfactory then the case is closed. 10. Otherwise court gives the letter to the BHEL about the dissatisfaction of the employee and further proceedings were takes place. 3.1 Live Case Handling in BHEL There were 2 live cases studied in BHEL, related to Social Security they are :1. Accident Case 2. Death Case
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
3.1.1 Accident case Consider a case of Mr. XYZ. (Name hidden for security reasons) Accident Date: 9/1/2011 Re-Joining Date of Factory: 25/2/2011 10/1/2011 24/2/2011 :- 46 days Age:- 25 years Injured during working hours causing fracture in palm with 4% permanent disability.
1. Annual Salary = 189756 Average Salary = Annual Salary/12 = 15813 25% of Average Salary = 3953.25 2. Taking pay of 15 days395325 15=26355 (pay for one day.) For 46 daysHalf monthly compensation263.5546=1212330 or 12123 Rs.12,123/- is paid as HMC.
HR Trainee,
According to personal manual S.No (02/1998) (S.No/AA/KA/C/H/1/12 FEB 1998) NOTE: It is applicable only for 90 days leave for more days approval has to be taken by higher authority.
1.Earned leave for one monthBasic + DA = 11,700+5031 = 16,731 2. 16,731 30 = 557.70 (pay for one day) 557.70 * 46 = 25,654 (for 46 days)
3. 25654 12123 = 13,531(disability payment for earned leave) It means Half Monthly Compensation +Earned leave
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
3.1.1.3 Rules for Lumsum Payment: Detail accident report is given to the doctor for examine. Doctor provides the percentage of disability of worker. Rs.8000/- from 31 may 2010(before it was Rs.4000/-) Compensation Monthly Wage 4% of injury found in this case. AGE FACTOR- Factor for working out lumsum equivalent of compensation amount in case of permanent disability and death. In this case age is 25 which equals 216.14.
Payment is done asAnkit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
Monthly Wage * Age Factor * Disability percentage 100 Here , 8000 * 21691 * 4 100 = 6941120 6941120 12,123 (Half Monthly Compensation) = 57,288 Rs.57,288/- is paid as Lumsum Payment.
3.1.2 Death case Consider a case of Mr. XYZ. (Name hidden for security reasons) Date of Birth:- 14/7/1955 Death Date:16 /3/2011 Mode of Death :- Road Accident Place of Death :- Near Jublee Gate of BHEL Case date of Duty attended :- 16/3/2011 Family members Information 1. Wife :- 100% nomination in every scheme
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
AMOUNT PAID GPA :- 4lakhs Death Relief :- Rs. 45 , 485/ GIS :- Rs.40,000/ EDLI :- Rs. 1,20,000 / GSLIS :- Rs. 25,000 /-(More compensation due to death) CPF :- Rs.10,57,015/ Gratuity :- Rs. 9,48,409/ Leave Earned :- Rs. 3,40,845/-
HR Trainee,
BHEL follows the Social Security & Labour Welfare Schemes very effectively & efficiently. The Timeframe provided by the BHEL to give the compensation to their employees at the time of Accidents & Death cases is very less.
BHEL Personnel procedures and information regarding internal circulars etc. were communicated to the workers at the right time and it is be easily available. The relation between the management and employees was found quiet cooperative and constructive in nature. BHEL employees were very satisfied with the current Schemes.
HR Trainee,
Successfully following the Social Security & Labour Welfare Schemes in BHEL increases the overall efficiency as :-
HR Trainee,
3.3 Suggestions
HR Trainee,
1. LCDs in office flashing the current updates and the BHEL turn over and assets update and current stock rate. 2. Uniform off Day on Friday. 3. BHEL Office Bus for the employees and extra facility for the employees doing over time & working late hours.
4. Providing Coupons (such as , McDonalds , Dominos, Pizza Hut ,Big Bazaar , Reliance Fresh , etc.) in the end of the month for the employees who are coming to the office/work area at right time. Amount of coupons are according to the number of days they are punctual and at the right time. This acts as the motivation tool for the employees to come at the right time in the office/work area. 5. Installation of automatic tea and coffee machines and cold drink machines in BHEL. 6. Some management games should be played among the worker in the recreation hall, in this way their will be better coordination among employee and worker. 7. I had observe in the Gas Plants of BHEL, that proper ventilation was not there and the environment was very dusty
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
which is not good from the point view of workers health. Thus, I recommend that management should consider it properly so that the atmosphere of these workshops could not effect negatively on employees health by introducing Electro Static Preceptor (ECP).
3.4 Conclusion
Every activity has its purpose or an objective behind it. Thus the efforts made were directed towards the achievement of its purpose. This project help in gaining experience and acquiring certain knowledge about the company, Human Resource Management practice in an organization like BHEL which is one of the industries in India and one of its own kinds. It has helped to correlate the subject taught in class and the way it is practiced at the site.
I would like to conclude that all employees are provided with Social Security measures and employee benefit schemes
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
which play an important role in raising their efficiency and in turn increases the production level.
This project has helped to study Social Security & Welfare Schemes and processing of various cases in the Human Resource Department of BHEL, Bhopal. It was found that most of the employees are well aware of the procedures and policies and are satisfied with the present system of dealing with the cases. Hence, handling of Social Security & Welfare Schemes is quite effective in the company.
II.
1.1 Introduction A performance appraisal, employee appraisal, performance review, or (career) development discussion is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding manager or supervisor. A performance appraisal is a part of guiding and managing career development. It is the process of obtaining, analyzing, and recording information about the relative worth of an employee to the organization.
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
Performance appraisal is an analysis of an employee's recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgement of an employee's performance in a job based on considerations other than productivity alone. People differ in their abilities and their aptitudes. There is always some difference between the quality and quantity of the same work on the same job being done by two different people. Performance appraisals of Employees are necessary to understand each employees abilities, competencies and relative merit and worth for the organization. Performance appraisal rates the employees in terms of their performance. Performance appraisals are widely used in the society. The history of performance appraisal can be dated back to the 20th century and then to the second world war when the merit rating was used for the first time. An employer evaluating their employees is a very old concept. Performance appraisals are an indispensable part of performance measurement.
HR Trainee,
The Employees ability, potential and performance are judged in the appraisal process. It is being tested that whether employee meets the declared objectives and how far the decided parameters are justified. The factors like Quality of work, Cost Effectiveness, Process Orientation, Contribution to the Group and Objective being met are analyzed in the process. The Objective of Appraisal system is to analysis the effectiveness of the employee in performing his/her job successfully or in an effective way. The Performance Appraisal Process gives a clear picture of the efforts placed by an employee in performing his/her job and the way he/she meets the deadlines of the project. This acts as an input to the promotion system of the organization.
HR Trainee,
Give employees feedback on performance Identify employee training needs Document criteria used to allocate organizational rewards Form a basis for personnel decisions: salary increases, promotions, disciplinary actions, bonuses, etc. Provide the opportunity for organizational diagnosis and development Facilitate communication between employee and employer Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements.
HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
1.4 List of Skills/Competencies to be assessed for executives in grades E1A To E5 1 Functional / Technical Knowledge : Possesses of knowledge related to function, understands and appropriately applies technical ability related to functional / technical expertise 2 Leadership: Motivates & develops individuals. Sensitive to the needs and problems of others. Encourages participants in decision making by members of the Team 3 Interpersonal Relations & Team Playing : Sensitive to the needs and problems of others. Collaborates with colleagues to seek solutions that are beneficial to the team. Supports others contribution and helps in achievement of teams goals. 4 Analytical Ability: Displaying the ability to analyse the information and draw logical conclusions.
HR Trainee,
5 Openness to Continuous Learning : Assesses and recognizes own strengths and weaknesses; pursue selfdevelopment. 6 Communication: Skill to give and receive instructions accurately, ability to present issues lucidly and shares information will all concerned. 7 Initiative & Resourcefulness : Able to act effectively / imaginatively to accomplish mission ; initiative taken to solve problems, improve processes 8 Achievement / Result Orientation : Display zeal to achieve by aggressively and passionately pursuing targets which have a standard of excellence. 9 Sense of Responsibility / Tenacity : Meeting targets, shouldering responsibility, extent of follow up required. 10 Quality of Work : Thoroughness, accuracy and general excellence of output ; extent of work free from errors; consistency of output under varying conditions. 11 Customer Focus & Service Orientation : Ability to strive for success of both internal & external customers through high responsiveness and delivering value. 12 Administrative / Executive Ability : Ability to objectively view administrative situation and demonstrate courage in enforcing financial and personal discipline; ability to appraise subordinates objectively.
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
13 Decision Making & Flexibility : Ability to diagnose and analyse problems and generate effective solutions by taking practical and calculated decisions; open and flexible when required. 14 Planning & Organising :Displaying the ability to plan dynamically and implement the same for achieving desired goals. 15 Creativity & Innovation : Develops new insights into situations; encourages new ideas and innovations; solves problems creatively
1.5 List of Skills/Competencies to be assessed for executives in grades E6 & E7 1 Business Environment Knowledge : Knowledge and understanding of economic, legal, socio-political trends. 2 Profession Specific Knowledge: Knowledge related to profession as a whole. Knowledge which is determined by authority & responsibility pf other positions, knowledge of mission, values and standard operating procedures, policies. 3 Making Business Decisions : Use business related data to sport effective and timely business decisions by *Systematically gathering relevant business information *Identifying the strengths and weaknesses of a particular
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
business line *Recognising opportunities or threats and acting on them rapidly *Using business facts collected in daily decision making. 4 Vision : Develop a vision for the future of the organization by : *Grasping the meaning of trends & interrelationships between the organization and its environment at the local, national and international level *Identifying fundamental values and beliefs to guide the organization into the future. 5 Systematic Thinking : Identifying connections between situations that are not obviously related *using common sense, past experience and basic roles to identify key underlying issues *Generating and testing hunches which may explain complex situations or problems. 6 Networking : To cultivate an informal network which may help to get things done through *Developing contacts with people outside of the immediate work Unit *Using networks as a source of information & sport. 7 Organising Resources :Ensure that all financial, personnel and/or other resources are in place to meet needs by *Identifying and acquiring the resources. *Allocating and utilizing the resources in a timely and cost effective way *Monitoring and controlling all resources required to maintain the efficiency of operations. 8 Inspire People : To generate a sense of purpose for the work done by the organization instilling enthusiasm,
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
loyalty and commitment among team members at all levels of the organization *Inspiring, motivating and guiding others towards organizational goals and objectives *Setting an example for others by behaving in ways that are consistent with espoused beliefs and values and the organisations vision and direction. 9 Team Player : To contribute to group objectives in a team environment through *Cooperating and interacting well with others *Contributing actively and fully to team projects *Working collaboratively as opposed to competitively with others *Acknowledging diverse opinions, addressing relevant concerns and working towards consensual solutions that enhance the output of the team.
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1.6 Values 1 Fairness : Decisions are made objectively, free from patronage and reflect the just treatment of employees and applicants. 2 Transparency : There is open communication about every aspect of managerial decisions which concern people. 3 Trust : Trustworthiness leading to confidence *Allow staff the freedom to grow and develop *Relate to others on the basis of mutual respect * Courage to stand by your convictions. 4 Candour: Frank and forthright *Give and receive constructive criticism/suggestions *openly discuss performance deficiencies and take corrective action *Appreciate good performance *Be consistent in words and deeds *Face up to your mistake. 5 Collaboration : Working in tandem *Be open in sharing information and in seeking suggestions / opinion * Be sensitive to concerns of others *Honour your commitment *Encourage team work across departments / functions.
6 Involvement : Total commitment *Be dedicated and committed to work. *Build commitment by encouraging
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
wide participation in decision making process to the maximum extent. 7 Flexibility : Ability to participate and adapt to changing circumstances using sound judgement *Be open to accepting new ideas *Be willing to learn from anyone and to do things differently *Be prepared to operate and adapt to different environments. 8 Willingness to Accept Challenge :*Be willing to experiment*Allow for freedom to fail, but learn from it too. 9 Discipline : Adherence to accepted norms *Honours the promises and adhere to agreed system *Respect for others time and space *Exercise self control. 10Ethical Behaviour : Demonstrate honesty and sincerity in every action *Apply sound business and professional ethics *Show consistency with principles, values and behaviours. 1.7 Generic Values 1 Leadership Abilities: Demonstrates ability For guiding collective decision making For succession planning Crisis management and Ability to take risks.
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
2 Team Building: Demonstrates effectiveness in re-organizing his/her own department Manage diverse and divergent views and group processes without losing sight of objectives. 3 Ability to Build a Strategic Vision: Demonstrates ability to manage change Focus on long term issues Strategic thinking Translate vision into goals. 4 Business Sense: *Commitment to bottom line results by enhancing revenue generation by addressing interest of customers and stakeholders *Balancing need for viable short and long term performance *Optimizing unit/organizations contribution while supporting corporate objectives *Spotting and pursuing new business opportunities wherever possible. 5 Communication Skills: Communicate ideas and information effectively and market key points effectively through public speaking and presentation * Ability to convert ideas through action plan and ensure acceptability within the organization and performance at Board meetings
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
1.8 Role of Intermediary Level Executives Intermediary is that executive who comes in the line of Reporting between the Reviewer and the Accepting Authority of the individual. Intermediaries will be identified by the MAP system based on the reporting relationships built in the system. Only Part-B of the individuals MAP will go through the Intermediary. Intermediary will be able to view the scores given by Appraiser & Reviewer but will not be able to make any changes. He will be required to only record his comments in the comments box.
Accepting Authority (AA) is the one marked specifically for a set of individuals in the MAP system for finalising the scores of Part-B. AAs score of Part-B will be taken as Final Score of Part-B for the individual & used for calculating the Composite Score of Part A+B. AA will be able to view the Part-A score of the individual but will not be able to change it. AA will also be able to get a comparative view of scores of Part-A & B of all individuals under his purview through a report on his dashboard.
1.10 Chi Square Test Pearson's chi-square is used to assess two types of comparison: tests of goodness of fit and tests of independence.
A test of goodness of fit establishes whether or not an observed frequency distribution differs from a theoretical distribution. A test of independence assesses whether paired observations on two variables, expressed in a contingency table, are independent of each otherfor example, whether people from different regions differ in the frequency with which they report that they support a political candidate.
HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
The first step in the chi-square test is to calculate the chisquare statistic. In order to avoid ambiguity, the value of the test-statistic is denoted by 2 rather than 2 (i.e. uppercase chi instead of lowercase); this also serves as a reminder that the distribution of the test statistic is not exactly that of a chisquare random variable. However some authors do use the 2 notation for the test statistic. An exact test which does not rely on using the approximate 2 distribution is Fisher's exact test: this is significantly more accurate in evaluating the significance level of the test, especially with small numbers of observation. The chi-square statistic is calculated by finding the difference between each observed and theoretical frequency for each possible outcome, squaring them, dividing each by the theoretical frequency, and taking the sum of the results. A second important part of determining the test statistic is to define the degrees of freedom of the test: this is essentially the number of observed frequencies adjusted for the effect of using some of those observations to define the "theoretical frequencies".
HR Trainee,
where 2 = Pearson's cumulative test statistic, which asymptotically approaches a 2 distribution. Oi = an observed frequency; Ei = an expected (theoretical) frequency, asserted by the null hypothesis; n = the number of cells in the table.
Chi-square distribution, showing on the x-axis and P-value on the y-axis. The chi-square statistic can then be used to calculate a pvalue by comparing the value of the statistic to a chi-squared distribution. The number of degrees of freedom is equal to the number of cells n, minus the reduction in degrees of freedom, p.
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
The result about the number of degrees of freedom is valid when the original data was multinomial and hence the estimated parameters are efficient for minimizing the chisquare statistic. More generally however, when maximum likelihood estimation does not coincide with minimum chisquare estimation, the distribution will lie somewhere between a chi-square distribution with n 1 p and n 1 degrees of freedom
HR Trainee,
The Performance Appraisal process in BHEL (Bhopal) mainly categorized in two way-
ARTISIAN/
th
WORKERS
Explanation: The Appraise does his self assessment by selecting certain KRA and allocating certain percent of work rate to it and
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
forward it to the supervisor i.e. The Appraiser. The Appraiser gives his assessment on Part A and Part B and forwards it to the Appraise. The Appraise can have discussion only on the score of the Part A while Part B score is kept hidden. When Both Appraise and Appraiser are satisfied with their Part A score the report is forwarded to the reviewer who gives his final assessment score on Part A and Part B. This Ends the Phase 1 Process of Performance Appraisal. Note: No Self Assessment for Part-A2.
Part-A2 (new):
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Explanation: The data from Phase 1 acts as an input to this phase 2. The intermediaries levels can only add comments to the performance score but cannot change anything. Its like a read only phase. And, then finally the report reaches the final authority , who gives the final score for Part B only on individual competencies. And then a final Performance Score Card is generated for the Employee for that year. 2.2 KRA (Key Result Areas)
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
In the performance appraisal process an employee has to select some KRA per department to a net sum of 100. Some KRAs are optional functional while some are core functions. The KRAs that ends with 00 are termed as Mother Care KRAs . It includes all sub child KRAs under it. While if an employee wishes to choose just some child care KRAs he/she can do that also! Example: Mother Care KRA: HRX02200 (Ends with 00)
Child Care KRAs: HRX002201, HRX002202, HRX002203, HRX002204, HRX002205, HRX002206, HRX002207 Mother Child KRA: Many of the KRAs derived from the Balanced Scorecard are group level activities that cannot be performed by a single executive. Such KRAs can normally be taken up by the group head and people at the working level may not find it suitable for their plans as they would be doing only part of the activity. Such group level KRAs have been marked as Mother KRAs. These Mother KRAs are further broken down into smaller activities which can be performed at the level of the individual team members. Such individual level KRAs are called Child KRAs. The purpose of the Mother-Child Concept is to break down major activities into smaller ones which are executable by the working level executives for which they are accountable.
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
In case the entire work related to an activity is being done by a single individual, he will select the Mother KRA in his plan. In such a case he cannot select the Child KRAs However, if an individual is responsible for only a part(s) of a Mother KRA, he has to choose the specific Child KRA (s). He can choose more than one Child KRA of the same Mother, in case it is applicable. Critical KRAs: Certain KRAs have been identified and marked as "Critical" for their function. These KRAs are essential for the fulfillment of the objectives of that function and must be taken by someone in that function. Functional HODs should ensure that all Critical KRAs have been taken by some individual or the other of that function. They have been identified with an Asterisk (*) mark towards the Left Hand Side Panel in the KRA Master (Near the Check Boxes). 2.3 Part A1 The Part A1 deals with the KRA Target Achievement. It focuses on: It consists of KRA assessment. It will have the WEIGHTAGE of 80 %. The score of part A1 will be finalized by reviewer itself. Part-A1 (as existing):
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
HR Trainee,
2.4 Part A2 Part A2 will apply to all executives except the PG/ Function Heads and the Unit Heads where the assessment of performance is being done by Committees. Note: Part A2: Qualitative Assessment 1.Quality of work : Has demonstrated awareness of the quality requirements of the job and has at his level delivered results/ output of the expected standard free from deficiencies. 2. Cost effectiveness: Understands cost implications of own work and has at his level ensured efficiencies to optimize the same. 3. Process orientation: Employee has performed the job in a systematic manner following defined/ desired processes. And, the employee did not resort to shortcuts that may impact the quality, cost etc. of the output.
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Displayed strong ownership of Group objectives and accepted challenging tasks to achieve them, even if they were not part of his/ her agreed work plan.
2.5 Part B To assess the Skills/ Competencies possessed by individuals and factor in this assessment for the purpose of Promotion decisions. Assessment of Part-B will be done on-line as part of Final Review Module of e-MAP. It will be available to the assessment authorities after the assessment of Part-A is completed. The final authority to approve Part-B score will be called the Accepting Authority. There will be two sets of Skills/ Competencies mapped to different levels of executives as follows: E1A to E5 - Skill/ Competency Set-1 E6 & E7
Ankit Michael Samuel,
Note: Assessment will be on a 5-point scale EXECUTIVE BAND WEIGHTAGE OF PART-A (KRAs of e-MAP) E1A to E3 E4 & E5 E6,E6A& E7 80% 70% 50% WEIGHTAGE OF PART-B
2.6 Scores
1 Score of Part-A will constitute the Performance Score of the individual for the year. Going forward this score will be used for determining the payout of Performance Related Pay (PRP) at individual level after Normalisation.
2 Consolidated Score of Part-A and Part-B will constitute Composite Score of the individual for the year and will be reckoned for the purpose of promotion decisions.
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
Composite Score
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HR Trainee,
Part A Screen remains the same for Appraiser HR Trainee, Batch: 12 May, 2011 to 22
th
nd
June, 2011
List of Skills and Competencies applicable to the Appraisees Grade appears in the Part B Screen Ankit Michael Samuel, HR Trainee, Batch: 12 May, 2011 to 22 June, 2011
th nd
HR Trainee,
nd
June, 2011
Scores of Part A as given by Appraisee and Appraiser are visible. The Score which Reviewer HR Trainee, Batch: 12 May, 2011 to 22 June, 2011 will give also get calculated and displayed dynamically. The percentage distribution of Part A and Part B Scores for the individual also get displayed at (Maulana Azad National Institute of Technology, Bhopal) the top of the screen
th nd
Reviewer can see the Total Score as given by himself and the Appraiser, give his feedback on Integrity of the individual, enter remarks & overall comments & Save.
HR Trainee,
Scores as given by Appraiser / Reviewer are visible. The Reviewers scores are pre-populated into the Accepting Authoritys boxes. These Ankit Michael Samuel, HR Trainee, Batch: 12 May, 2011 to 22 June, 2011 are in editable mode and can be modified.
th nd
Final Part A Score (after Deduction, if any), Part B scores as given by the Appraiser and Reviewer, Part B Score as given by the Accepting Authority, And the Final Consolidated Score (Part A+Part B as per the weightages Ankit Michael Samuel, HR Trainee, Batch: 12 May, 2011 to 22 June, 2011 applicable) appear on this screen.
th nd
Accepting Authority enters feedback on Integrity, gives his comments and Saves.
HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011 (Maulana Azad National Institute of Technology, Bhopal)
The report Status of Scores of entire Team is available to the AA Ankit Michael HR of Trainee, Batch: for 12 whom May, 2011 to been 22 June, 2011 to view the Samuel, Final Scores all executives he has marked as AA.
th nd
2.8.1
PERFORMANCE
APPRAISAL
SYSTEM
FOR
ARTISIAN/WORKERS:-
The
Performance
Appraisal
of
Artesian/workers
is
done
through ACR (ANNUAL CONFEDENTIAL REPORT).The ACR is a confidential report and is assigned by the controlling officer and not disclose to the employees. PROCEDURESTEP 1Firstly the basic information of the employees is written in the ACR form such asSECTION AND DIVISION which is followed by :
A)
PERSONAL DATA
Name
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
Staff number Designation Date of birth Pay scale Present grade Date of entry in present grade Qualification Number of time EL/SL taken Number of LWP taken during a year (The LWP is considering of past 3 year, if the leave without pay i.e. LWP is more than 90 days, then employee is not eligible for the promotion and removed the name of such employee from promotion list.) Nature of work done during a period.
B)
PERFORMANCE EVALUTIONHR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
The performance evaluation mainly includes the various parameters through which the performance of employee is to be evaluated. Here quality is assessed with brief explanation .the maximum number is allotted for every parameter through which employees are assessed. Some of parameter is as follow-
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Planning 10 Attendance 10
housekeeping
and
safety
and
punctuality.
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STEP 2The controlling officer of the employees assigns numbers on above parameter in the form. STANDARD FORM FOR MARKING AS GIVEN BELOW MAY BE ADOPTEDASSESSEMEN RANGE T MARK FOR 15 MARKS EXECELLENT HIGH AVERAGE AVERAGE BELOW AVERAGE POOR 0-3 0-3 0-1 7-9 4-6 5-6 3-6 3 2 13-15 10-12 9-10 7-8 5 4 A OF RANGE OF RANGE OF FOR
MAXIMUM
MAXIMUM OF
OF 5 MARKS
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STEP 3Now other information about the employees are recorded as1) a) Disciplinary action taken b) Any other defect in character which may affect his/her efficiency. 2) a) Any distinctive award or reward received by employee. b) Any meritorious or innovative task taken up or significant improvement made. c) Any specific contribution during a year toward official language Hindi, Productivity, Suggestion, Scheme and quality circles.
3)
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a) Honesty including loyalty to the company through fullness ,frankness and observance of secrecy. b) Assessment of integrity. If anything adverse has come to your notice, please specify it also. NOTE: In case there is any doubt the integrity of the employee ,the column in the ACR form should be left blank and a secret note may be recorded and follow up action the doubt are cleared, the employees integrity should be certified and if the doubt are confirmed this should be recorded in the ACR and communicated to the employees.
4) There basic strength and aptitude is mentioned. 5) State of his/her health. 6) Is he/she fit for promotion which is assessed as- Yes or No 7) Check whether the employee is fit for house changing or not.If the employee has the leadership quality, ability skills
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etc. then the employee is recommended for the house changing, promotion by the controlling officer. STEP 4General remarks were given by initiative officer. STEP 5Remark were given by the approving officer asOutstanding Very good Average Below average Poor (41-50) (35-42) (15-24) (25-34) (0-14)
NOTE: 1) If the employee get outstanding grade then the initiating officer have to give citation for outstanding justification. 2) If the employee get poor and below average grade, then same is communicated to the employees.
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
STEP 6Remark of countersigning officer taken as1) Grading accepted 2) Whether adverse mark/grading communicate. Yes or No or Not applicable
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2.8.2
PERFORMANCE
APPRAISAL
SYSTEM
FOR
1.Broad Frame Work The system will have three phases: a. b. c. Performance Planning Mid-year Review Final Review
Part A will comprise three sections: KRA Section (40%) Routine Responsibilities (40%) Relative Contribution to Group Objectives (20%)
2.ROLES INVOLVED
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
i. Appraisee: The Supervisor being assessed. ii. Appraiser: Necessarily an Executive as per current DOP as under. Appraisee S4 S5 S6 S7/S8 Appraiser Not below E2 Not below E3 Not below E4 Not below E5
3.DETAILS OF THE SYSTEM A. PERFORMANCE PLANNING: WORK FLOW: APPRAISEE REVIEWER APPRIASER
Appraisee (supervisor) will initiate performance planning; it will be reviewed by his Appraiser and finalized by his Reviewer.
There will be two sections in the Performance Plan KRA Section and Routine Responsibilities Section.
KRA Section:
a. b.
Total Weightage for the KRA Section will be 40%. A standard list of KRAs will be available in the
system to select from. b. There will be Provision to select minimum three and maximum five KRAs.
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
c.
Appraises can select KRAs from the standard KRA list or type out their KRAs directly in their plan.
d.
Appraise will assign five target levels to each KRA - Level 5 being the highest and Level 1 the lowest.
e.
the range of 5-20. f. There will be an Action Plan box where the Appraise KRA. will have to write Action Plan, Resources, Assumptions & Milestones for each
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a. b. c.
Total Weightage for the RR Section will be 40%. There will be a provision to take minimum five and maximum eight RRs. Individuals can select from the Suggestive list of RRs or type directly in the box provided.
d.
e.
Note:
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To be done by Appraise and Appraiser only for KRA Section. Mid-year Review will be initiated by the Appraisee and accepted by the Appraiser. Comments on progress of each KRA will be documented by the Appraisee. Feedback and suggestions for mid-course
correction, if any, will be given by the Appraiser. There would be no mid-year Review for RR section. No scores will be assigned at this stage.
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C. FINAL REVIEW: Assessment of Part-A i) KRA Section WORK FLOW : APPRIASER REVIEWER APPRAISEE
Appraisee will initiate and give his assessment of Actual Targets achieved against each KRA and record his comments. He will not give any score for the KRAs. Appraiser and Reviewer will give their assessment of Target achieved against each KRA & record comments. They will not give any score for the KRAs. Score for each KRA and Final Score for KRA section ( weighted average) will be calculated by the system on a 5-point scale based on achievement reflected by Reviewer.
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
The score of KRA Section will be calculated up to a maximum of 2 decimal places and also displayed upto 2 decimals in the system.
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ii) Routine Responsibilities Section WORK FLOW : APPRAISEE REVIEWER Appraisee will give comments on performance against each RR but no score. Appraiser and Reviewer will assign Score on 5-point scale against each RR based on the performance and the effort involved. Scores can be given upto one decimal point. Final RR Score (weighted average) will be APPRAISER
calculated by the system on a 5-point scale based on assessment score given by Reviewer. No two individuals under the same Reviewer can have the same score for RR section. The score of RR Section will be calculated up to a maximum of 2 decimal places and also displayed upto 2 decimals in the system.
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
Assessment of this section will be done by Appraiser and Reviewer only. Appraiser and Reviewer will assign a single Score on this parameter on a 5-point scale, upto one decimal point. Final Score of this section will be based on assessment score given by Reviewer. No two individuals under the same Reviewer can have the same score. Calculation of Final Performance Score (Part A) Final Performance Score will be calculated by the system on a 5- point scale as a weighted average of scores of (i) KRA section (40%) (ii) RR section (40%) Objectives (20%).
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
No two individuals under the same Reviewer can have the same Performance Score.
The Final Performance Score will be calculated up to a maximum of 2 decimal places and also displayed upto 2 decimals in the system.
Assessment of Part B (Competencies) [ WORK FLOW: Assessment APPRAISER of this REVIEWER] will be done by
section
Appraiser and Reviewer only. Appraiser and Reviewer will assign score on each competency on a 5-point scale upto one decimal point. Final Competency Score ( average) will be
calculated by the system based on scores assigned to each competency by the Reviewer. No two individuals under the same Reviewer can have the same Competency Score.
HR Trainee,
The Final Competency Score will be calculated up to a maximum of 2 decimal places and also displayed upto 2 decimals . Performance Rating Through Normalization, the Final Performance Score (Part-A) will be converted to Rating (A+ / A / B+ / B / C) for calculation of PRP.
HR Trainee,
4.USAGE OF SCORES/ RATINGS Part-A Performance Score converted to Rating (A+ / A / B+ / B / C) will be used for PRP payments every year. Part B Competency Score along with Part-A Performance Score will be used for Promotion in ratio of 20:80. 5.SHARING OF SCORES Appraise will be able to view the break up of Performance Score (Part-A) and Competency Score (Part-B) separately as well as the final Consolidated Score (A+B). Appraises will be provided 15 days for appeal to higher authority, in case they are not in agreement with the final assessment. 6.IMPLEMENTATION
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The new system will be implemented on-line from year 2010-11. For ease of administration it is recommended that e-MAP Administrators at Units may also handle implementation Supervisors. and maintenance of PMS for
LIST OF COMPETENCIES FOR PART-B 1. Job Knowledge 2. Planning & Organizing Skills 3. Problem Solving Skills 4. Customer Focus 5.Commitment to Quality 6.Communication Skills 7.Team Work 8.Achievement Orientation
HR Trainee,
3.1 Performance Appraisal Questionnaire 1 2 3 4 5 = = = = = Highly Satisfied Satisfied Average Unsatisfied Highly Unsatisfied
1. How Satisfied are you with the process for setting your targets ? 2. How Satisfied are you with the percentage given to Optional and Compulsory KRA's ? 3. How satisfied are you with the variant Domain KRA's ? 4. How Satisfied are you with the feedback & Guidance provided by your superior for improvement ?
5. How Satisfied are you with the level of access provided by your superiors to discuss your problem concerns ? 6. How Satisfied are you with the participation of your team members in completion of your targets?
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
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7. How Satisfied are you with the Timeframe provided to you in completion of your targets? 8. How Satisfied are you with the process of identification of training needs? 9. How Satisfied are you with the usefulness of training inputs in improving your current performance ? 10. How satisfied are you with the responsibilities commensurate with your level in the company?
11. How Satisfied are you with the process of your performance appraisal?
12. How satisfied you feel that the BSC & E-map business process have an impact in bringing continual improvements in your unit/ division.?
Suggestions:
HR Trainee,
3.2 Analysis of the Questionnaire Question 1 Q How Satisfied are you with the process for setting your targets? Employee Rated Scores 1 4 2 4 3 4 4 4 5 3 6 3 7 4 8 3 9 4 10 3 11 3 12 3 13 4 14 4
Ankit Michael Samuel,
Frequency 1 2 3 4 5 Oi 0 0 21 26 3 50 Chi-Square Test Analysis Hypothesis: Let us take the hypothesis that BHEL Employees are satisfied by the process of setting their targets. Ei= Oi/5 = 50/5 = 10 Oi Oi-Ei (Oi(Oi-Ei)^2/Ei^ Ei)^2 0 -10 100 1
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15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45
3 5 5 4 3 4 4 4 4 4 4 3 3 4 3 4 3 3 3 4 4 3 5 4 4 4 4 3 3 4 3
0 21 26 3
-10 11 16 -7
Degree of Freedom (v) = n-1= 5-1=4 v=4, 0.05=9.49(Tabulated) Interpretation: The Calculated value of is less than the tabulated value. Hence hypothesis holds true and we conclude that BHEL Employees are satisfied by the process of setting their targets.
Graph
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46 47 48 49 50 Tot al
4 3 3 3 4 182
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Question 2 Q How Satisfied are you with the percentage given to Optional and Compulsory KRAs? Employee Rated Frequency Scores 1 2 3 4 5 Oi 1 3 0 0 18 21 11 50 2 3 Chi-Square Test Analysis 3 3 Hypothesis: 4 3 5 5 Let us take the hypothesis that 6 5 BHEL Employees are satisfied by 7 5 the percentage given to Optional 8 4 and Compulsory KRAs. 9 4 10 4 11 3 Ei= Oi/5= 50/5 =10 12 4 Oi Oi-Ei (Oi(Oi13 3 Ei)^2 Ei)^2/Ei^2 14 3 15 4 0 -10 100 1 16 4 0 -10 100 1 17 4 18 8 64 0.64 18 4 21 11 121 1.21 19 4 11 1 1 0.01 20 5 Total= 3.86 21 4 Degree of Freedom (v) = n-1= 5-1=4 22 3 23 3 v=4, 0.05=9.49(Tabulated) 24 3
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 Tot al
3 5 5 5 4 4 4 3 4 3 3 4 4 4 4 4 5 4 3 3 3 3 5 5 5 4 193
Interpretation: The Calculated value of is less than the tabulated value. Hence hypothesis holds true and we conclude that BHEL Employees are satisfied by the percentage given to Optional and Compulsory KRAs.
Graph
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Question 3 Q How Satisfied are you with the variant Domain KRAs available? Employee Rated Frequency Scores 1 2 3 4 5 Oi 1 5 0 6 17 19 8 50 2 4 Chi-Square Test Analysis 3 4 Hypothesis: 4 4
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35
5 3 3 4 3 3 4 3 4 4 2 2 4 5 3 3 3 2 5 4 4 4 5 3 3 4 3 3 4 3 4
Let us take the hypothesis that BHEL Employees are satisfied with the variant Domain KRAs available. Ei= Oi/5 = 50/10 = 10 Oi Oi-Ei (Oi(OiEi)^2 Ei)^2/Ei^2 0 6 17 19 8 -10 -4 7 9 -2 100 16 49 81 4 1 0.16 0.49 0.81 0.04 Total= 2.5
Degree of Freedom (v) = n-1= 5-1=4 v=4, 0.05=9.49 (Tabulated) Interpretation: The Calculated value of is less than the tabulated value. Hence hypothesis holds true and we conclude that BHEL Employees are satisfied with the variant Domain KRAs available.
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36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 Tot al
4 2 2 4 5 3 3 3 2 5 4 4 4 5 3 179
Graph
HR Trainee,
Question 4 Q How Satisfied are you with the feedback & guidance provided by your superior for improvement? Employee Rated Frequency Scores 1 2 3 4 5 Oi 1 4 2 8 10 22 8 50 2 4 Chi-Square Test Analysis 3 2 Hypothesis: 4 4 5 5 Let us take the hypothesis that 6 5 BHEL Employees are satisfied with 7 4 the feedback & guidance provided 8 2 by their superior for improvement. 9 4 10 4 11 4 Ei= Oi/5 = 50/5= 10 12 3 Oi Oi-Ei (Oi(Oi13 3 Ei)^2 Ei)^2/Ei^2 14 3 15 3 2 -8 64 0.64 16 2 8 -2 4 0.04 17 1 10 0 0 0 18 5 22 12 144 1.44 19 4 8 -2 4 0.04 20 4 Total= 2.16 21 3 Degree of Freedom (v) = n-1= 5-1=4 22 4 23 4 v=4, 0.05=9.49 (Tabulated) 24 2
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 Tot al
4 5 5 4 2 4 4 4 3 3 3 3 2 1 5 4 4 3 4 4 2 4 5 5 4 2 176
Interpretation: The Calculated value of is less than the tabulated value. Hence hypothesis holds true and we conclude that BHEL Employees are satisfied with the feedback & guidance provided by their superior for improvement.
Graph
HR Trainee,
Question 5 Q How Satisfied are you with the level of access provided by your superiors to discuss your problem concerns? Employee Rated Frequency Scores 1 2 3 4 5 Oi 1 4 4 2 10 28 6 50 2 4 Chi-Square Test Analysis 3 4 Hypothesis: 4 5 5 1 Let us take the hypothesis that 6 1 BHEL Employees are satisfied with 7 4 the level of access provided by 8 3 their superiors to discuss their 9 3 problem concerns. 10 4 11 4 Ei= Oi/5= 50/5=10 12 4 Oi Oi-Ei (Oi(Oi13 4 Ei)^2 Ei)^2/Ei^2 14 3 15 2 4 -6 36 0.36 16 5 2 -8 64 0.64 17 5 10 0 0 0 18 4 28 18 324 3.24 19 4 6 -4 16 0.16 20 3 Total= 4.4 21 4 Degree of Freedom (v) = n-1=5-1=4 22 4 23 4 v=4, 0.05=9.49 (Tabulated) 24 4
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 Tot al
5 1 1 4 3 3 4 4 4 4 3 2 5 5 4 4 3 4 4 4 3 4 4 4 3 4 180
Interpretation: The Calculated value of is less than the tabulated value. Hence hypothesis holds true and we conclude that BHEL Employees are satisfied with the level of access provided by their superiors to discuss their problem concerns.
Graph
HR Trainee,
HR Trainee,
Question 6 Q How Satisfied are you with the participation of your team members in completion of your targets? Employee Rated Frequency Scores 1 2 3 4 5 Oi 1 5 2 4 12 19 13 50 2 3 Chi-Square Test Analysis 3 4 Hypothesis: 4 4 5 5 Let us take the hypothesis that BHEL 6 5 Employees are satisfied with the 7 1 participation of their team members 8 3 in completion of their targets. 9 4 Ei= Oi/5=50/5=10 10 4 Oi Oi-Ei (Oi-Ei)^2 (Oi11 4 Ei)^2/Ei^2 12 4 2 -8 64 0.64 13 3 4 -6 36 0.36 14 5 12 2 4 0.04 15 4 19 9 81 0.81 16 3 13 3 9 0.09 17 3 Total= 1.94 18 4 Degree of Freedom (v) = n-1= 5-1=4 19 5 20 2 v=4, 0.05=9.49 (Tabulated) 21 5 Interpretation: 22 3 23 4 The Calculated value of is less than 24 4 the tabulated value. Hence hypothesis
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 Tot al
5 5 1 3 4 4 4 4 3 5 4 3 3 4 5 2 5 4 3 3 4 5 2 2 5 4 187
holds true and we conclude that BHEL Employees are satisfied with the participation of their team members in completion of their targets.
Graph
HR Trainee,
Question 7 Q How Satisfied are you with the Timeframe provided to you in completion of your targets? Employee Rated Frequency Scores 1 2 3 4 5 Oi 1 2 0 8 17 11 14 50 2 5 Chi-Square Test Analysis 3 3 Hypothesis: 4 4 5 3 Let us take the hypothesis that BHEL 6 2 Employees are satisfied with the 7 3 Timeframe provided to them in 8 2 completion of their targets. 9 2 Ei= Oi/5= 50/5= 10 10 3 Oi Oi-Ei (Oi-Ei)^2 (Oi11 4 Ei)^2/Ei^2 12 3 0 -10 100 1 13 5 8 -2 4 0.04 14 3 17 7 49 0.49 15 5 11 1 1 0.01 16 5 14 4 16 0.16 17 5 Total= 1.7 18 4 Degree of Freedom (v) = n-1= 5-1=4 19 3 20 4 v=4, 0.05=9.49 (Tabulated) 21 2 Interpretation: 22 5 23 3 24 4 The Calculated value of is less than
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 Tot al
3 2 3 2 2 3 4 3 5 3 5 5 5 4 3 4 4 3 5 3 5 5 5 4 3 4 181
the tabulated value. Hence hypothesis holds true and we conclude that BHEL Employees are satisfied with the Timeframe provided to them in completion of their targets.
Graph
HR Trainee,
Question 8 Q How Satisfied are you with the process of identification of training needs? Employee Rated Frequency Scores 1 2 3 4 5 Oi 1 4 7 4 23 12 4 50 2 3 Chi-Square Test Analysis 3 3 Hypothesis: 4 3 5 5 Let us take the hypothesis that BHEL 6 4 Employees are satisfied with the 7 1 process of identification of training 8 3 needs. 9 4 Ei= Oi/5 = 50/5= 10 10 3 Oi Oi-Ei (Oi-Ei)^2 (Oi11 3 Ei)^2/Ei^2 12 4 7 -3 9 0.09 13 1 4 -6 36 0.36 14 2 23 13 169 1.69 15 3 12 2 4 0.04 16 1 4 -6 36 0.36 17 4 Total= 2.54 18 3 Degree of Freedom (v) = n-1= 5-1=4 19 3 20 3 v=4, 0.05=9.49 (Tabulated) 21 5 Interpretation: 22 4 23 3 24 3 The Calculated value of is less than
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 Tot al
3 5 4 1 3 4 3 3 4 1 2 3 1 4 3 3 3 5 2 3 1 4 4 3 3 2 152
the tabulated value. Hence hypothesis holds true and we conclude that BHEL Employees are satisfied with the process of identification of training needs.
Graph
HR Trainee,
HR Trainee,
Question 9 Q How Satisfied are you with the usefulness of training inputs in improving your current performance? Employee Rated Frequency Scores 1 2 3 4 5 Oi 1 4 6 6 22 12 4 50 2 3 Chi-Square Test Analysis 3 3 Hypothesis: 4 4 5 1 Let us take the hypothesis that BHEL 6 2 Employees are satisfied with the 7 3 usefulness of training inputs in 8 3 improving their current performance. 9 2 Ei= Oi/5 = 50/5=10 10 3 Oi Oi-Ei (Oi-Ei)^2 (Oi11 3 Ei)^2/Ei^2 12 3 6 -4 16 0.16 13 4 6 -4 16 0.16 14 4 22 12 144 1.44 15 1 12 2 4 0.04 16 4 4 -6 36 0.36 17 5 Total= 2.16 18 3 Degree of Freedom (v) = n-1= 5-1=4 19 5 20 4 v=4, 0.05=9.49 (Tabulated) 21 1 Interpretation: 22 4 23 3 24 3 The Calculated value of is less than
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 Tot al
4 1 2 3 3 2 3 3 3 4 4 1 4 5 3 5 4 1 3 2 3 3 3 2 3 3 152
the tabulated value. Hence hypothesis holds true and we conclude that BHEL Employees are satisfied with the usefulness of training inputs in improving their current performance.
Graph
HR Trainee,
Question 10 Q How Satisfied are you with the responsibilities commensurate with your level in the company? Employee Rated Frequency Scores 1 2 3 4 5 Oi 1 4 0 0 22 22 6 50 2 4 Chi-Square Test Analysis 3 4 Hypothesis: 4 4 5 5 Let us take the hypothesis that BHEL 6 4 Employees are satisfied with the 7 3 responsibilities commensurate with 8 4 their level in the company. 9 4 10 3 Ei= Oi/5= 50/5=10 11 4 Oi Oi-Ei (Oi-Ei)^2 (Oi12 3 Ei)^2/Ei^2 13 3 0 -10 100 1 14 3 0 -10 100 1 15 3 22 12 144 1.44 16 3 22 12 144 1.44 17 3 6 -4 16 0.16 18 5 Total= 5.04 19 4 Degree of Freedom (v) = n-1= 5-1=4 20 4 21 5 v=4, 0.05=9.49 (Tabulated) 22 4 Interpretation: 23 4 24 4
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 Tot al
4 5 4 3 4 4 3 4 3 3 3 3 3 3 5 4 4 5 4 3 3 3 4 3 3 3 184
The Calculated value of is less than the tabulated value. Hence hypothesis holds true and we conclude that BHEL Employees are satisfied with the responsibilities commensurate with their level in the company.
Graph
HR Trainee,
HR Trainee,
Question 11 Q How Satisfied are you with the process of your performance appraisal? Employee Rated Frequency Scores 1 2 3 4 5 Oi 1 4 2 6 20 18 4 50 2 5 Chi-Square Test Analysis 3 4 Hypothesis: 4 4 5 1 Let us take the hypothesis that BHEL 6 3 Employees are satisfied with the 7 4 process of their performance 8 2 appraisal. 9 4 Ei= Oi/5= 50/5=10 10 3 Oi Oi-Ei (Oi-Ei)^2 (Oi11 3 Ei)^2/Ei^2 12 3 2 -8 64 0.64 13 4 6 -4 16 0.16 14 4 20 10 100 1 15 2 18 8 64 0.64 16 4 4 -6 36 0.36 17 5 Total= 2.8 18 3 Degree of Freedom (v) = n-1= 5-1=4 19 3 20 3 v=4, 0.05=9.49 (Tabulated) 21 3 Interpretation: 22 2 23 4 24 5 The Calculated value of is less than
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 Tot al
4 4 1 3 4 2 4 3 3 3 4 4 2 4 5 3 3 3 3 2 3 3 4 4 3 3 166
the tabulated value. Hence hypothesis holds true and we conclude that BHEL Employees are satisfied with the process of their performance appraisal.
Graph
HR Trainee,
HR Trainee,
Question 12 Q How Satisfied you feel that the BSC & e-Map process have an impact in bringing continual improvements in your unit/division? Employee Rated Frequency Scores 1 2 3 4 5 Oi 1 2 2 14 12 13 9 50 2 4 Chi-Square Test Analysis 3 4 Hypothesis: 4 3 5 5 Let us take the hypothesis that BHEL 6 4 Employees are satisfied with BSC & e7 1 Map process that has an impact in 8 4 bringing continual improvements in 9 4 their unit/division. 10 3 Ei= Oi/5=50/5=10 11 4 Oi Oi-Ei (Oi-Ei)^2 (Oi12 3 Ei)^2/Ei^2 13 2 2 -8 64 0.64 14 2 14 4 16 0.16 15 3 12 2 4 0.04 16 2 13 3 9 0.09 17 2 9 -1 1 0.01 18 5 Total= 0.94 19 3 Degree of Freedom (v) = n-1= 5-1=4 20 5 21 5 v=4, 0.05=9.49 (Tabulated) 22 2 Interpretation: 23 4
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 Tot al
4 3 5 4 1 4 4 3 4 3 2 2 3 2 2 5 3 5 5 4 3 2 2 3 2 2 5 163
The Calculated value of is less than the tabulated value. Hence hypothesis holds true and we conclude that BHEL Employees are satisfied with BSC & e-Map process that has an impact in bringing continual improvements in their unit/division.
Graph
HR Trainee,
3.3 Suggestions of BHEL Employees 1. The Process which had been implemented should be monitored effectively else its purpose except for the PRP will not serve. 2. Discussion and representation mode of e-Map and should be more transparent. 3. Training programs should be conducted for executives for enrichment of knowledge. 4. Should be 100% transparent and performance based. 5. It is excellent System.
1.4 Conclusion The overall BHEL Employees were seemed to be satisfied by the current Performance Appraisal System prevailing in BHEL. The Analytical Chi-Square test justifies that hypothesis.
The Employees were tested on different aspects of performance system and on 5 variant parameters that were used as the rating score grade. Performance Analysis System Questionnaire served the purpose of justifying the BHEL System used for performance management.
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
From the Interpretations and the Graphs Analysis, I hereby conclude that BHEL Employees are satisfied by the Performance Appraisal System.
HR Trainee,
In BHEL after every two years a survey is conducted on employee satisfaction as per the orders given by BHEL DELHI CORPORATE OFFICE to know the satisfaction level of the employees.
Under which it covers a Questionnaires containing 94 Questions on 20 broader parameters where employees can show their satisfaction level on the marking scale of 0-10
Survey is conducted for every employee of BHEL but the sample size of the survey consists of 30% of the employees. It is because of the huge number of employees in BHEL.
No personal information was mentioned in that survey form rather than department code. So that they can give their opinion openly on the satisfaction level without any pressure or fear.
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
This year i.e 2011 in the month of June the Employee Satisfaction Survey is held in BHEL, Bhopal. The work is assigned by the HRM department to the group of trainees including me to help them in conducting the Employee Satisfaction Survey in various divisions of BHEL.
There was a target of getting the survey form filled by the BHEL employee and all the Trainees including me were assign to complete the target, for the different departments were allot to us, like TAM , TXM , CET , TCB , PDX etc. As BHEL is having a very big arena for work place which consist of both the workers/ supervisors & Executives, so we have to adopt different procedures for different level of employees. We have to visit to the different departments to organize the event, help them [employee] to understand the Survey, supervising the process, interpreting it in a easy
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
language, and then taking the filled form back and submit it to our mentors so that they can forward it to the CORPORATE OFFICE.
HR Trainee,
All the trainees including me have got the very good responses from all the employees of the BHEL for filling up the OMR sheet of Survey and most of them shows the enthusiasm & interest for the same.. They co-operate us to fill up the form in due time. Finally, the OMR sheet which is collected by the employees is forward to the CORPORATE OFFICE for further analysis.
The copy of the circulars which has come from the HRM Department regarding the information about the Survey and the pattern of the Employee Satisfaction Survey Questionnaire is attached below:-
HR Trainee,
HR Trainee,
HR Trainee,
HR Trainee,
HR Trainee,
HR Trainee,
HR Trainee,
1.1 Introduction This is the scheme for the benefit of all the employees working in BHEL. This scheme comes under the Social Security which is influenced by the performance of the employees. It is provided after the retirement of the employees.
This Scheme is divided into three parts such as: STAR - 1 STAR - 2 STAR 3
For getting the STAR after retirement there are some mandatory conditions they are as follows:Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
1.2 General Terms and Conditions: Different Conditions Service STAR-1 25 YEARS STAR-2 20 YEARS 80% 1 TIMES STAR-3 18 YEARS 70% NIL
*Note: The Awards are as follow Shramvir award Shramshri award Viswakarma award
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
Other national/state level awards. The employee must not involve in any illegal activities such as: Any police record, Harassment, Conflicts & Disputes, Terrorist, Suspensions etc.
HR Trainee,
1.3 Star 1 Employees It is for the employees who have given their excellent performance within the organization in his/her whole service span. Conditions Applicable1.3.1 Workers and Supervisor Condition 1:- The employee must have got 85% Very Good result in ACR(Annual Confidential Report) in his/her whole service span & 5 time Outstanding result. Condition 2 :- Employee had received HOUSE CHANGE PROMOTION atleast one time in his/her whole service span. i.e, A6 to S1 or S3 to E1
1.3.2 Executives Condition 1-The employee must have received 95% of performance score during his/her whole service duration.
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
* 100 = 95%
Total Grade = 5 * length of service (As the Result comes out of 5) Example: - Let us assume that an employee have received grade as 4.0 , 4.5 , 4.8 , 4.9 , 4.6 , 5.0 in his 6 years of service then calculation goes as:(4.8 + 4.5 + 4.8 + 4.9 + 4.9 + 5.0) 5*6 It equals 96%. * 100
Condition 2- The employee must have participated 5 times in Impress Scheme and 3 times implemented.
Memo
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
Travel allowance (Holy places) on All India Basis NOTE: The employee can go with his/her spouse and one person either from his/her family or outside family according to their desire. Cash Award (Service length X Rs.7000/-) , Maximum Limit Rs.1.5 lakhs Recognition by writing the name of employee on the website of BHEL, under the head as; EMPLOYEES OF BHEL. STAR ONE
1.4 For Star 2 Employees Conditions Applicable1.4.1 Workers/Supervisors Condition 1- The employee must have received 75% of Very Good result in their annual ACR Report in his/her whole service span & 3 time outstanding result. Condition 2 The employee is recommended for HOUSE CHANGE PROMOTION by his/her controlling officer.
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
performance score during his/her service duration. Condition 2- The employee must participated 3 times in impress scheme and 1 times implemented. 1.4.3 Benefits Given for Star 2 Employee: Memo Travel allowance(Holy places) for any one state in India (according to employee desire) NOTE: The employee can go with his/her spouse and one person either from his/her family or outside family according to their desire. Cash Award (Service length X Rs.5000/-) , Maximum Limit Rs.1.5 lakhs
Conditions Applicable1.5.1 Workers/Supervisor Condition 1- The employee must have received 65% very Good result in their annual ACR Report in his/her whole service span. Condition 2- The employee must have received 1 time outstanding result in their annual ACR Report in his/her whole service span. 1.5.2 Executives Condition 1- The employee must have 75% performance score during his/her service duration. Condition 2- The employee must have participated 3 times in Impress Scheme. 1.5.3 Benefits Given for Star 3 Employees Memo Cash Award (Service length X Rs.4000/-) , Maximum Limit Rs.1.5 lakhs
Ankit Michael Samuel, HR Trainee, Batch: 12th May, 2011 to 22nd June, 2011
V Bibliography
BHEL Intranet. Wikipedia site. BHEL Manuals Google Search Site. HR Executives Lectures Session. BHEL Plant Visit. BHEL Departmental Focused Discussion and Review of the Department. Brainstorming through Team Work.
HR Trainee,
HR Trainee,