good morning to all of U hi this is briij i am a MBA student doing a project on Employee Expectaions about PMS in NTPC, Faridabad plz send me some articles on Performance Management System
From India, Panipat
From India, Panipat
Hi Briji
You may pls go thru this.
Although a little ellaborate but I think as a starter it will be a good idea for you to grasp the concept in its entirety.
Hope you will enjoy reading this :)
Thanks
Abhisek
From India, Bangalore
1You may pls go thru this.
Although a little ellaborate but I think as a starter it will be a good idea for you to grasp the concept in its entirety.
Hope you will enjoy reading this :)
Thanks
Abhisek
From India, Bangalore
Management has become a part and parcel of everyday life, be it at home, in the office or factory and in Government. In all organizations, where a group of human beings assemble for a common purpose irrespective of caste, creed, and religion, management principles come into play through the management of resources, finance and planning, priorities, policies and practice. Management is a systematic way of carrying out activities in any field of human effort. Management need to focus more on leadership skills, e.g., establishing vision and goals, communicating the vision and goals, and guiding others to accomplish them. It also assert that leadership must be more facilitative, participative and empowering in how visions and goals are established and carried out. Some people assert that this really isn't a change in the management functions, rather it's re-emphasizing certain aspects of management.
Its task is to make people capable of joint performance, to make their weaknesses irrelevant, says the Management Guru Peter Drucker. It creates harmony in working together - equilibrium in thoughts and actions, goals and achievements, plans and performance, products and markets. It resolves situations of scarcity, be they in the physical, technical or human fields, through maximum utilization with the minimum available processes to achieve the goal. Lack of management causes disorder, confusion, wastage, delay, destruction and even depression. Managing men, money and materials in the best possible way, according to circumstances and environment, is the most important and essential factor for a successful management.
From India, Kochi
Its task is to make people capable of joint performance, to make their weaknesses irrelevant, says the Management Guru Peter Drucker. It creates harmony in working together - equilibrium in thoughts and actions, goals and achievements, plans and performance, products and markets. It resolves situations of scarcity, be they in the physical, technical or human fields, through maximum utilization with the minimum available processes to achieve the goal. Lack of management causes disorder, confusion, wastage, delay, destruction and even depression. Managing men, money and materials in the best possible way, according to circumstances and environment, is the most important and essential factor for a successful management.
From India, Kochi
Hi Briij,
i am also in ntpc since 1983.the PMS is a joke.ntpc is 50% sarkari and 50% baniya.people who are easily pliable and prepared to obey any order/instructions and have a good control over the boss and good networking of people in and out of ntpc rise.expectations are dreamt by employees who work sincerely and devotedly. but those are rarely fulfilled.seniority and merit has no relevance in ntpc as of now.such survey has already been got done by ntpc thru sriram centre for research, new delhi. no concrete action has been taken to implement the suggestions which were implementable.marks of pms are of no relevance.magmt. promotes anyone whom it wishes.reference above criteria.adverse remarks are never communicated to the appraisee :shock: . this is legal requirement. but in ntpc such instances are in abundance.all the executives fill up their pms and sign it and handover to their reporting officer. now it is upto the reporting officer what he writes/marking. no representations are replied by the mgmt. on query on pms.no expectations by executives on pms.they are now intersted in their kids career.such attitude of mgmt. creates detached employees :twisted: . u can contact me on my mobile for further learning on pms.9810544388. :( :o
yours
satish kumar
ntpc foundation
sector-1, noida
0120-2474086 (off.) :idea:
From India, Delhi
i am also in ntpc since 1983.the PMS is a joke.ntpc is 50% sarkari and 50% baniya.people who are easily pliable and prepared to obey any order/instructions and have a good control over the boss and good networking of people in and out of ntpc rise.expectations are dreamt by employees who work sincerely and devotedly. but those are rarely fulfilled.seniority and merit has no relevance in ntpc as of now.such survey has already been got done by ntpc thru sriram centre for research, new delhi. no concrete action has been taken to implement the suggestions which were implementable.marks of pms are of no relevance.magmt. promotes anyone whom it wishes.reference above criteria.adverse remarks are never communicated to the appraisee :shock: . this is legal requirement. but in ntpc such instances are in abundance.all the executives fill up their pms and sign it and handover to their reporting officer. now it is upto the reporting officer what he writes/marking. no representations are replied by the mgmt. on query on pms.no expectations by executives on pms.they are now intersted in their kids career.such attitude of mgmt. creates detached employees :twisted: . u can contact me on my mobile for further learning on pms.9810544388. :( :o
yours
satish kumar
ntpc foundation
sector-1, noida
0120-2474086 (off.) :idea:
From India, Delhi
Hi Abhishek,
the PPT on per. mgmt are really informative and refreshing. please keep it up. you may like to go through my presentation on "DOMESTIC ENQUIRY" which i have posted for all citeHR members. "Sharing is growing".
Regards,
yours Truly,
satish kumar
NTPC, NOIDA
From India, Delhi
the PPT on per. mgmt are really informative and refreshing. please keep it up. you may like to go through my presentation on "DOMESTIC ENQUIRY" which i have posted for all citeHR members. "Sharing is growing".
Regards,
yours Truly,
satish kumar
NTPC, NOIDA
From India, Delhi
good evening sir
thank you very much for your reply sir.
I have done a survey at NTPC Faridabad, and much of the peolple didn't want to fill up the questionnaire.
In this regard they said whatever you want to know from us we will tell you but we can't fill up this form.
They are not happy with many HR policies including PMS also.
But not all people at this unit refused to fill up the form, some people are very coopertive. They appreciate me and tell me valuable things about NTPC
You are working at NTPC as you described, sir i would like to know why all didn't participate actively in such study.
Is HR Policies are really bad at NTPC, because most of the people at this unit are not happy with this depptt. they also said job promotions at NTPC are not saisfatory.
While your organisation is ranked great position with regard to HR effectiveness.
regards
briij : :) :) :)
From India, Panipat
thank you very much for your reply sir.
I have done a survey at NTPC Faridabad, and much of the peolple didn't want to fill up the questionnaire.
In this regard they said whatever you want to know from us we will tell you but we can't fill up this form.
They are not happy with many HR policies including PMS also.
But not all people at this unit refused to fill up the form, some people are very coopertive. They appreciate me and tell me valuable things about NTPC
You are working at NTPC as you described, sir i would like to know why all didn't participate actively in such study.
Is HR Policies are really bad at NTPC, because most of the people at this unit are not happy with this depptt. they also said job promotions at NTPC are not saisfatory.
While your organisation is ranked great position with regard to HR effectiveness.
regards
briij : :) :) :)
From India, Panipat
Dear Brij,
i have not seen your questionnaire.i think u must have put columns of respondent such as name, level, deptt. etc. u put only level of the respondent. then u see the results.if there is only one executive in a deptt. then he may refuse to fill it.because Fbd. is having small no. of total executives that's why they are afraid to be exposed. and mgmt. would not take their opinion/outburst on paper like yours.so u may fill up the form and u just interview them. that seems to be the way out for getting response. please do not quote my communications on this forum to you in your report.there are senior people in this orgn. who have no capacity to listen to criticism. i do not mean each and every criticism or finding should lead to change in policy.there are so many considerations , pulls and pressures for promotions apart from PMS ratings.this is a hard reality.an assessee can't do anything in this process. i hope i have answered your query.still if you have any other query u may contact me on my mobile anytime. my objective is to teach the youngsters "what is reality"? that's i do not miss any opportunity to take sessions for executive trainees at NTPC.the sooner you know the reality the better it is for your decision making in all aspects. :idea:
yours truly,
satish kumar
sr. manager(hr)
ntpc foundation, noida
9810544388(m)
From India, Delhi
i have not seen your questionnaire.i think u must have put columns of respondent such as name, level, deptt. etc. u put only level of the respondent. then u see the results.if there is only one executive in a deptt. then he may refuse to fill it.because Fbd. is having small no. of total executives that's why they are afraid to be exposed. and mgmt. would not take their opinion/outburst on paper like yours.so u may fill up the form and u just interview them. that seems to be the way out for getting response. please do not quote my communications on this forum to you in your report.there are senior people in this orgn. who have no capacity to listen to criticism. i do not mean each and every criticism or finding should lead to change in policy.there are so many considerations , pulls and pressures for promotions apart from PMS ratings.this is a hard reality.an assessee can't do anything in this process. i hope i have answered your query.still if you have any other query u may contact me on my mobile anytime. my objective is to teach the youngsters "what is reality"? that's i do not miss any opportunity to take sessions for executive trainees at NTPC.the sooner you know the reality the better it is for your decision making in all aspects. :idea:
yours truly,
satish kumar
sr. manager(hr)
ntpc foundation, noida
9810544388(m)
From India, Delhi
Mr.satish kumar ji
sir
Thank You very much for your reply
I have received about 76 responses from 150 employees
I think it's a good thing.
And the persons who refused to fill the form, from among those nearly half of the persons behaved in an excellent manner. And shares with me
great thing about NTPC as well as Bad things. But still they were not ready to fill up the form.
for my project concerned, i have chosen a sample of one third from the number of employees.
And their is no fake responses are included in my project report.
But we( other trainees also ) are not provided with the enviornment and facilities as we expected.
Sir i really like if you will provide me some interesting practical things about HR Practices.
Sincerely
briij :)
From India, Panipat
sir
Thank You very much for your reply
I have received about 76 responses from 150 employees
I think it's a good thing.
And the persons who refused to fill the form, from among those nearly half of the persons behaved in an excellent manner. And shares with me
great thing about NTPC as well as Bad things. But still they were not ready to fill up the form.
for my project concerned, i have chosen a sample of one third from the number of employees.
And their is no fake responses are included in my project report.
But we( other trainees also ) are not provided with the enviornment and facilities as we expected.
Sir i really like if you will provide me some interesting practical things about HR Practices.
Sincerely
briij :)
From India, Panipat
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Performance Management System.doc