Performance

Management
System

BY AA1
ADITI REDDY (21F505)
ASEEM SHARMA (21F517)
KUSHIK DUBEY (21F534)
A T SIVASARAVANAN (21F555)
YASHWI KHANDELWAL
(21F562)
Agenda

 Why Performance management systems are relevant to the oil and gas industry
 Understanding the practice in both the firms
 What changes have occurred in the past
 What the future holds for the HR practice
Significance It Provides a Look Into
The Future
Helps Create
Development and
Provides Clarity in the
Organization
Training Strategies
of
Performance
Management
Provides Opportunity to Increases Employee It Helps in Boosting
Exchanging Feedback Retention Employee Productivity
and Engagement
E-Par and EPMS

The ePAR (Electronic Performance Through E-performance management

Assessment Review) allows supervisors it is possible to integrate
to track employees’

Job Responsibilities Strategies

Expectations Policies 

Performance Practices
Implementation of PMS

ONGC IOCL
• Key Result Areas (KRA) • Performance planning (April-June)

• Self assessment process • Mid-year review (October)

Stages
• Mid-term reviews • Final appraisal, review & feedback
(April-May)
• Performance appraisal
Grading System at ONGC & IOCL

ONGC IOCL
• A+ (95+) • Significantly above expectations (4.35-
5.0)
• A (85-94)
• Moderately above expectations (3.85-
• A- (75-84) 4.349)

• B+ (65-74) • Just meets expectation (3-

3.849)
• B (55-64)
• Moderately below expectations (2-2.999)
• C (45-54)
• Significantly below expectations (1-
• D less than 45 1.999)
Changes Implemented in IOCL

 Common system in an office

 Quality of the questions

 Accountability of the Employees

 5 Point scale

 Feedback System
Changes Implemented In ONGC

 Previous Performance Appraisal  Current Performance Appraisal Practices

Practices
 E- PAR
 Paper PAR
 KRAs

 Reward System
 Potential Appraisal

 Assessment Development Centre

Way Forward

360-degree feedback should The appraisal system should

Currently in both
be reintroduced to be more objective and there
companies' promotion is
performance appraisal is a need to develop a well-
currently based on seniority
procedure. designed instrument

Proper instruction should be

A proper feedback should be
given by the PAR section to
given at the end of appraisal
the reporting and the
exercise.
accepting officer.