PRESENTATION ON SUMMER INTERNSHIP (1).pptx

summer project

1. PRESENTATION ON SUMMER INTERNSHIP A STUDY ON EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM IN POWER GRID CORPORATION OF INDIA LIMITED ,KOLKATA UNDER GUIDENCE OF DR. GAYAN PRAKASH Assistant Professor PRESENTED BY ISHANI 22701008

2. COMPANY PROFILE Power Grid Corporation of India Limited (POWERGRID), is a Schedule ‘A’, ‘ Maharatna ’ Public Sector Enterprise of Govt. of India which was incorporated on 23rd Oct 1989 under the Company Act, 1956. POWERGRID is a listed Company, with 51.34% holding of Government of India and the balance is held by Institutional Investors and public. India’s largest Electric Power Transmission Utility Listed Company since 2007 Consistently rated “Excellent” under Memorandum of Understanding with Ministry of Power since 1993-94

3. VISION World class, Integrated , Global Transmission company with dominant Leadership in Power markets. Ensuring Reliability, Safety and Economy. MISSION We will become global Transmission company with dominant Leadership in emerging Power markets. World class capabilities.

4. VALUES Zeal to Excel and Zest for Change Integrity and Fairness in all matters Respect for dignity and potential of individuals Strict adherence to commitments Ensure speed of Response Foster learning, creativity, and team-work Loyalty and pride in POWERGRID

5. POWER STATIONS Subhasgram Sub-Station Malda Sub-Station New Siliguri ( Binaguri ) Sub-Station Siliguri Sub-Station Gangtok Sub-Station Rangpo Sub-Station Berhampore Sub-Station Durgapur Sub-Station Maithon Sub-Station Birpara Sub-Station Dalkhola Sub-Station

6. COMPETITORS Some of the renowned competitors of the company are: TATA Power India Power Adani Electricity. K-Electric .

7. CLIENTS NTPC, WBSEDCL, OPTCL, Indian Railways, NEEPCO, General Electric, JSW Group, GAIL, NHAI, ESSAR Group, Grid Controller of India Limited, BALCO, GMR Group, Reliance Industries Limited, and Indian Oil.

8. EMPLOYEE PERFORMANCE MAMAGEMENT SYSTEM "Performance management defines measures and motivates an employee's performance on the job and aims to increase the effectiveness of the company ". Performance management is a continuous process of monitoring and feedback. There should be involvement of managers through focus group interviews, Surveys, etc in all stages for the design, implementation and the review process.

9. Purpose of Performance Management To measure and judge performance To relate individual performance to organizational goals and objectives; To foster the increasing competence and growth of managers To stimulate manager's motivation To serve as a basis for judgment about rewards and recognition

10. EMPLOYEE SATISFACTION Employee satisfaction is a term that is used to describe if employees are happy and fulfilling their desires and needs at work.  With high levels of employee satisfaction, organizations can strengthen retention and engagement. 

11. PURPOSE OF EMPLOYEE SATISFACTION When employees are satisfied with their job and workplace, they are more likely to stay committed to the company and its goals. This, in turn, can lead to lower turnover rates, higher engagement, and a more productive and cohesive team.

12. EMPLOYEE’s HIERARCHY

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15. OBJECTIVES OF STUDY Analysis the performance management system Study on E mployee S atisfaction

16. AREA OF STUDY The area of the study is all employees of PGCIL KOLKATA Sample size All the items consideration in any field of inquiry constitutes a universe of population. In this research only a few items can be selected from the population for our study purpose. The items selected constitute what is technically called a sample . Here out sample size is 50 employees from the total population . The samples are selected on the basis of convenience.

17. Sources of Data PRIMARY DATA Questionnaire Interaction SECONDARY DATA Company’s website Manual's

18. DATA ANALYSIS AND INTERPRETATION 1. (a ) Age distribution of the employees of the company AGE NO. OF RESPONDENTS PERCENTAGE (%) BELOW 30 11 22 31 TO 40 23 46 ABOVE 40 16 32 TOTAL 50 100

19. ( b)Gender distribution of the employees of the company. GENDER NO. OF RESPONDENTS PERCENTAGE (%) MALE 41 82 FEMALE 09 18 TOTAL 50 100

20. ( c) Experience of the employees of the company. EXPERIENCE NO. OF RESPONDENTS PERCENTAGE (%) 1-3 YEARS 20 40 3-5YEARS 16 32 ABOVE 5YEARS 14 28 TOTAL 50 100

21. ( d)Monthly salary of the employees of the company. SALARY PER MONTH NO. OF RESPONDENTS PERCENTAGE (%) BELOW 40000 5 10 40000-50000 9 18 50000-60000 17 34 ABOVE 60000 19 38 TOTAL 50 100

22. Are you satisfied with overall working conditions of the company? RESPONSES NO. OF RESPONDENTS PERCENTAGE (%) Strongly satisfied 16 32 satisfied 24 48 neutral 10 20 unsatisfied Strongly unsatisfied TOTAL 50 100

23. 2. Are you satisfied with the bonus criteria of the company? RESPONSES NO. OF RESPONDENTS PERCENTAGE (%) Strongly satisfied 07 14 satisfied 04 08 neutral 14 28 unsatisfied 19 38 Strongly unsatisfied 10 20 TOTAL 50 100

24. 3. Are you satisfied with training programs of the company? RESPONSES NO. OF RESPONSES PERCENTAGE (%) Highly satisfied 15 30 satisfied 25 50 neutral 7 14 unsatisfied 3 6 Highly unsatisfied TOTAL 50 100

25. 4. Are you satisfied with the working hours of the company? 4. Are you satisfied with the working hours of the company ? RESPONSES NO. OF RESPONDENTS PERCENTAGE (%) Highly satisfied Satisfied 18 36 neutral 22 44 unsatisfied 10 20 Highly unsatisfied TOTAL 50 100

26. 5. How do you feel about the relationship with your employers and co- workers? RESPONSES NO. OF RESPONDENTS PERCENTAGE (%) Strongly satisfied 17 34 Satisfied 12 24 Neutral 14 28 unsatisfied 7 14 Strongly unsatisfied TOTAL 50 100

27. 6. Are you satisfied with the holiday’s package of the company? RESPONSES NO. OF RESPONDENTS PERCENTAGE (%) Strongly satisfied satisfied 9 18 neutral 19 38 unsatisfied 10 20 Strongly unsatisfied 12 24 TOTAL 50 100

28. SUGGESTIONS HR department or organization has to educate all managers and employees about the significance and benefits of performance counseling. Appraisal assessment and feedback system must be transparent and introduced throughout the organization. Positive change should be in the attitude and perception of employees and management towards performance appraisal system. It must be transparent and easily understandable to each employee Employees appraisal should be fairly done according to the company’s policy so that it will assist the performance of the employees.

29. CONCLUSION Human resources are the vital source of every organization. Every employee in a organization increases the productivity and goodwill of every company. An employee, being an individual is treated as assets in the organization. So, the organization should mainly emphasis performance appraisal techniques and its development program. Both the appraiser and appraiser should realize the principle and used the tool of appraisal system in a constructive way for the prosperity of an organization.