REPORT

ON

PERFORMANCE MANAGEMENT SYSTEM

IN

SAIF ENERGY LIMITED COMPANY

BY
MUHAMMAD NAJMUL HASNAIN

SUBMITTED TO
HR Manager SHEHZAD SALEEM

TABLE OF CONTENT

S.No 1 2 3 4 5 6 Acknowledgement Introduction

TOPICS

Page No 1 2 3 4 5__7 8__12

Performance Management system Saif energy limited Flow Chart PMS Flow Chart With Details How PMS Process Will Be Conducted In Saif Energy Limited Performance Review Form

ACKNOWLEDGEMENT

Its being an honor for me that Mr. Shahzad Saleem (Manager HR Saif energy limited) has assigned me the task to work on designing a Performance Management System for Saif energy limited company. It was really a remarkable assignment and a knowledge full assignment for me and it is also an important perspective of HRM because now days PMS is like just a backbone for any organization and many organizations are working on it in order to improve the performance of their employees because they believe that in order to achieve a good performance from the company we need to focus on the performance of our human resource. .Thanks to Mr. Shahzad Saleem (Manager HR Saif energy limited) for guiding me wherever I feel any kind of problems during this assignment.

INTRODUCTION
A management technique intended to holistically consider the performance of (usually a group of) employees or machines to work towards optimum performance of a particular task or (more frequently) a group of tasks. PMS is like just a backbone for any organization and many organizations are working on it in order to improve the performance of their employees because they believe that in order to achieve a good performance from the company we need to focus on the performance of our human resource. Performance management not only deal with just for appraisals of employees but it also related to identify the performance gaps of the employees and then in order to cover these gaps they it identify the training and development need and then its implementation all this is done under a system called PMS in order top achieve the performance of the company.

Performance Management System

PERFORMACNE AGREEMENT

Performance development and improvement plan

Action Employees will work in order to achieve standards

Interim Review (360 0)

DOCUMENTATION

T&D Program is needed? No

Yes

T&D program

Formal review (360 0)

Bad Performer

Decision of PPB & D

Good & Average Performer

Dismissal (D) of Bad Performer

Pay Increments

Bonuses

Promotion

DOCUMENTATION

End

Performance Management System

Agreement between managers and employees in which goals and objectives will be set and agreed Role and responsibilities will also be defined in this stage.

HR dept will design the performance development and improvement plan by keeping the past year performance deficiencies of the employees.

PERFORMACNE AGREEMENT

Performance development and improvement plan

In this phase employees will be working in order to achieve the agreed goal and managers will also be monitoring them timely.

Action Employees will work in order to achieve standards Review of all employees will be conducted after six months from the year started.

After taking interim review as for future use and evidence the review will be recorded.

Interim Review aa
DOCUMENTATION

T&D decision will be taken by HR Dept generally for all employees as they feel the need of training and as well as it will be more specific for those who are not performing well in order to improve their performance.

T&D Program is needed? No

Yes

T&D program

Formal review
T&D program will be started after taking decision. Bad Performer Good Performer

Decision of PPB & D

Dismissal (D) of Bad Performer

Pay Increments

Bonuses

Promotion

DOCUMENTATION

Those who are good performer only for them the decision will be taken regarding to the PBP and for bad performer decision regarding to dismissal will be taken

End
PMS All process will be recorded to be for next year PMS process. (Improvements etc)

HOW PMS PROCESS WILL BE CONDUCTED IN SAIF ENERGY LIMITED

PERFORMACNE AGREEMENT
PMS at Saif energy limited will be started with performance agreement .At the start of the year a performance Agreement between managers and employees will be made in which short and long term goals and objectives will be set and agreed by both managers and employees. Role and responsibilities will also be defined.

PERFORMANCE DEVELOPMENT AND IMPROVEMENT PLAN

As development and improvement plan is needed in order to achieve the stated and agreed goals in the performance agreement ,so the HR dept will design the performance development and improvement plan by keeping the past year performance deficiencies of the employees. The HR Department is required to design the performance improvement and development plan in such a way that fills out the gap between the actual and required performance.

ACTION
After designing the performance development and improvement plan in this phase the implementation of this will be done and all the employees will be working in a way to achieve the agreed goal and objectives and managers will be required to monitor their subordinates timely.

INTERIM REVIEW
In order to check that short term goals and objectives are achieved we will have an Interim review of all employees after six months from the year started. In this review we will mainly focus on achievement of short term goals and this review will also provide us the idea that we are moving towards achievement of long term goals or not. For this 360 degree evaluation method will be adopted.

DOCUMENTATION
After taking interim review as for future use and evidence the review will be recorded in order to reduce any undesirable situation.

DECISION T&D PROGRAM IS NEEDED?

T&D decision will be taken by HR Department generally for all employees as they feel the need of training and as well as it will be more specific for those who are not performing well in order to improve their performance and fill the gap between actual and required performance for this they are required to conduct a training need analysis of employees. If HR department with mutual consultation of respective departments will feel that training is required for some employees so they will design it and implement it immediately in order to get fruitful results

FORMAL REVIEW
Formal review will be conducted after completion of fiscal year. In order to check that long term goals and objectives are achieved or not. In this review our focus area will be on achievement of long term goals. After evaluating all the employees the results will be documented for future use. For this 360 degree evaluation method will be adopted.

DECISION OF PAY, BONUSES, PERFORMANCE & DISMISSAL

With the help of final review a decision related to Pay ,Bonuses ,performance & Dismissal will be taken .Those who are good performer and average performer for the decision will be related to Pay ,Bonuses ,performance and on the other hand for low or bad performers the decision related to their dismissal or giving them a chance will be taken.

DOCUMENTATION
PMS All process will be recorded in order to be use for coming year PMS process. (Improvements etc)
END Finally PMS will be completed.

FINAL REVIEW FORM

Name: ___________________________ Designation: ___________________________ Department: __________________Employee I.D: ____________________________ Review Period From ___________ To____________

FIRST LEVEL APPRAISAL: SELF APPRAISAL

HOW FAR YOU ARE AS A ROLE MODEL TO YOUR SUBORDINATES?

Rating Scale S. No
1 2 3 4 5 6 7 8 9 10

Traits
Punctuality Personal cleanliness House-keeping Sharing knowledge Participative Approach Un-biased Relationship Confidence in your subordinates Time management Stress control Tolerance

5 100%

4 80%

3 60%

2 40%

1 20%

Average % _____
MANAGEMENT SUPPORT THAT YOU GOT TO PERFORM WELL?

Rating Scale S. No
1 2 3 4 5 6 7 8

Traits
Manpower System Working conditions Confidence Delegation Motivation Leadership Training

5 100%

4 80%

3 60%

2 40%

1 20%

Average % _____

Signature: ________________________

Date: _____/_____/_____

SECOND LEVEL: SUB-ORDINATES

Rating Scale S. No
1 2 3 4 5 6 7 8 9 10 11 12

Traits
Approach towards sub- ordinates Sharing knowledge Participative approach Communication skills Taking concern on subordinates Un-biased approach Role model Time planning Listening skills Rigidness Flexibility Team lead ability

5 100%

4 80%

3 60%

2 40%

1 20%

Signature: __________________ Average % _____ Date: ______________________

Rating Scale S. No
1 2 3 4 5 6 7 8 9 10 11 12

Traits
Communication skills Co-ordination Listening skills Knowledge of other departments. Team lead Abilities Presentation skills Time planning Sharing knowledge Quick and effective Decision making Picking power Creativeness Punctuality

5 100%

4 80%

3 60%

2 40%

1 20%

THIRD LEVEL: PEERS

Signature: __________________
Date: ______________________

Average % _____

FOUTH LEVEL: MANAGERS

Rating Scale S. No
1 2 3 4 5 6 7 8 9 10 11 12

Traits
Communication skills Co-ordination Listening skills Knowledge of other departments. Team lead Abilities Presentation skills Time planning Sharing knowledge Quick and effective Decision making key performance indicators Creativeness Punctuality

5 100%

4 80%

3 60%

2 40%

1 20%

Signature: __________________ Average % _____

Date: ______________________

FIFTH LEVEL: SUPERIORS

Rating Scale S. No
1 2 3 4 5 6 7 8 9 10 11 12

Traits
Communication skills Personality Listening skills Value addition Leadership quality System and procedures Time planning Sharing knowledge Quick and effective Decision making Potential Scope for higher level Punctuality

5 100%

4 80%

3 60%

2 40%

1 20%

Signature: __________________
Date: ______________________

Average % _____

REMARKS FROM HR DEPARTMENT: ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ _________________________________________________________________ .

HR Managers Signature:

Employee Signature: ________________________ Date: _____/______/_______

DEPARTMENTAL WISE KEY PERFORMANCE INDICATORS OF EMPLOYEES

Name: ________________________________________ Designation: ___________________________

Department: ______________________________Employee I.D: _____________________________

Review Period From ___________ To____________

Rating Scale S. No
1 2 3 4 5 6 7 8 9 10 11 12 key performance indicators 5 100% 4 80% 3 60% 2 40% 1 20% %

Signature: __________________
Date: ______________________

Average % _____