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Presented To: Ms Abida Shaheen Presented By: Muhammad Faisal, Qurat ul Ain, Rafia Aslam, Zuneira Ahmed & Ussama Saeed
Introduction PMS vs. PAS Company Performance Management
System Principle of Performance Management Methods of Performance Management Performance Review Form of SSGC Performance Management Process at SSGC Performance Based Rewarding at SSGC Conclusion
SSGC was established in 1989 as a result of
the merger of two gas companies - (SGTC) and (SGC).
Involved in purification, transmission and
distribution of natural gas throughout the country.
SSGC staff of 5,500 which comprises of
1,350 executives executive staff.
PMS VS PAS
involves evaluating employees performance, current and present PMS involves Goal setting, Performance Appraisal, a single common system. SSGC is focusing on PMS
Performance Management System
provides a review to support decisions related to training and career development, compensatio n, transfers and promotions.
Performance Management System…
In order to utilize this system effectively, all company managers/supervisors pay special attention to the following major underlying elements of the system: Supervisor responsibility Performance criteria Communication Continuous feedback Development coaching Link to compensation
Principles of Performance Management System
Effective business management Tool to help managers to manage Driven by corporate values and strategic goals Focuses on solutions to work problems and
produces results Promotes change in behavior, increases productivity and reduces paperwork Its not just a “System” – its about managing people in the best possible way
Methods of Performance Management
In Performance Review Form: Rating method/Graphic rating scales Essay Method/Pen picture
Performance rating method/Graphic rating scales
Facilitates the company management in
evaluating employee performance from finest to most terrible. Manager compares the employee on the basis of standard KPIs which he/she has to maintain Past KPIs are also analyzed to judge and compare the performance
Essay Writing/Pen Picture
Evaluator's written report appraising an
Justification of pay, promotion, or
Bell Curve method of Performance Appraisal
Forced ranking system imposed on the employees by the
management In order to develop and thrive, a company must identify its best and worst performers. Nurture the former and rehabilitate or discard the latter. Rates the entire workforce by comparing those engaged in similar activities and ranking them on the basis of their performance. This gives us:
The top performer (10%) The medium performer (80%) The poor performer (10%)
Performance Review Form
Individual’s performance assessed annually
(July 2009 to June 2010) Evaluate the employee performance A complete assessment process carried out by Initiating Reporting Officer Percentage of increment is determined and paid in July of each year on the basis of the annual ratings
Parts of Performance Review Form
Part I - Personal Information Part II - Performance Indicators Part III - Pen Picture Part IV - Improvements in performance
on the basis of training received during the year under review Part V - Any disciplinary proceedings Part VI - Comments by Reporting Officers
Ratings at SSGC
Form’s Part II - Rating scale used in SSGC:
Substantially exceed expectation 81% and above
(SEE) Exceed expectation 66% to 80% (EE) Meets expectation 51% to 65% (ME) Below expectation 26% to 50% (BE) Not acceptable 0% to 25% (NA)
Form’s Part II - Key Performance Indicators (KPI)
To evaluate its success or the success of
a particular activity in which it is engaged Leads to the identification of potential improvements Performance indicators are routinely associated with 'performance improvement' initiatives.
Problems while Appraising Employee Performance
Performance evaluations may lead to a
pessimistic impact on office dynamics Time consuming Employee de-motivation Legal issues; Personal Bias/Favoritism Biases Personal grudges Undeserving ratings Ultimately these problems are solved by Conflict Resolution
Committee for Grievance Handling Disagreement between the subordinate and the
initial reporting officer Unfair, undeserving and unjust KPIs rewarded by the initial reporting officer Meeting held annually The employee (not satisfied with awarded points), employee Head/immediate supervisor and Jury of HR is present in the meeting
Steps of Performance Management Process
Step 1: Performance plan Step 2: Midyear review Step 3: Executive input Step 4:Annual performance review
Step I: Performance plan
Step II: Mid year review
Step III: Executive input
Step IV: Annual performance review
Compensation System at SSGC
The company’s compensation system comprises of:
Performance based rewarding
Extrinsic rewards. Rewarding for labor classes
Strategic goals and objective when its
employees work effectively.
Performance appraisal is a tool that should
be done in a proper manner.
Biasness/ favoritism, halo effect leads to
the de-motivation of employees and can negatively affect the performance.