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Group Members
113
80
Ali Zubairi
78 116
Naeem Iqbal

Shahbaz Akmal Bilal Iqbal

84 88

Zahra Samar Hafiz Usman


Our Topic

Performance Appraisal Challenges at


Sui Northern Gas Pipelines Ltd (SNGPL)
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Case study Down the road

Opening
 SNGPL Performance
Appraisal System
 Corporate Strategy

Introduction
 SNGPL The Company
 History
 Strategic Milestones
Abstract
SNGPL Ltd has defined set of core values that this organization
utilizes to lead the sector. Every ingredient has a potential role
developing in business practices.
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About SNGPL
 Mission & Vision
 Organizational Structure
 Organization Type

HR Functions
 HR Department’s Pyramid
 Efficient & Effective HR
System
 HR Operations
Performance Indicators  Trainings
 Serving Customer Base
 Making Potential Growth
 Annual Revenue
Strategic Objectives
 Benchmarks & OGRA
Standards
 Economic Prosperity
 Environmental Policies
 HR Quality & Automation
 Goodwill
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Context of Problem and


Factual Data
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Goal Setting
 BOD
 Organizational Goals
 Department Level Goals
 MBO approach Performance Appraisal
System
 Business Objectives
 Departmental &
Organizational Level
 Results and Rewards

Performance Appraisal
Form
 Performance Appraisal Forms
 PAD (I)
 PAD (II)
 PAD (III)
Checklist of Challenges
 Nitty Gritties of PAF  Objective approach
 Base for Annual Rewards
 Assess Developmental needs
 Teamwork
 Clarity and Communication
 Justice
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Alternatives to Resolve Issue

95%

98% 68%

-3 -2 -1 0 +1 +2 +3
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Relative Grading &


Normal Distribution
 Relative Grading Model
 Normal Distribution (Forced
Distribution)
 GE’s Vitality Curve Moving Forward
 PSO and Pakistan Tobacco
Success  Updating Performance
 SNGPL bands 5/15/75/3/2 Appraisal Form was easy
with SD +/- 2 relative to Forced
Distribution
 Simultaneously disruption in
PAS or Sequential?

Conclusion
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Conclusion
Recommendations
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Any Questions ???

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