Performance Management System Implementation in Public Sector Undertakings – With Reference to RSTPS, Telangana
Kamjula Neelima1, M. Ravindar Reddy2
1Kamjula Neelima, Post Doctoral Fellow, National Institutes of Technology, Warangal, Telangana.
2M. Ravindar Reddy, Professor, School of Management, National Institutes of Technology, Warangal, Telangana.
Manuscript received on 15 May 2019 | Revised Manuscript received on 22 May 2019 | Manuscript Published on 02 June 2019 | PP: 231-235 | Volume-8 Issue-7S2 May 2019 | Retrieval Number: G10390587S219/19©BEIESP
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© The Authors. Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open-access article under the CC-BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)
Abstract: Change has become inevitable necessity to understand reality and human beings are most demanding factors of this process of change to fit in the system. It requires understanding and raising knowledge, abilities and skills of the individuals. Employees in the world constitute the major proportion among all and it requires continuous monitoring before evaluation. Organizational practices in Indian organizations are different. In large, medium and small organizations it is common to find formal mechanisms in selecting, training and appraising the employees. Organizational Performance Management practices aims at benchmarking the appropriate reward system and promotional policies, also, job rotations, transfers and so on. The culture of organization is raising employee’s performance through openness, mutual trust and commitment. Components of Employee development include various components like setting of Key Performance Areas (KPAs), counseling, self-assessment, performance analysis, objective setting, training needs identification and so on. It is the part of Performance Management System (PMS) experimented and implemented by National Thermal Power Corporation (NTPC) Ltd., Ramagundam. Necessarily PMS evaluates organizational based employee performance. The based on the ability to accomplish the task the performance of employee is measured and allocated work accordingly which is called an indicator of future performance. The competencies and capabilities are important requirements to perform individual roles at different functional areas. The performance of past is not necessarily a good indicator of the suitability of an individual for next higher role. The present paper analyses the way PMS is implemented in RSTPS (Ramagundam Super Thermal Power Station).
Keywords: Performance, Management, System, Implementation, Important.
Scope of the Article: Data Base Management System