Fortnightly

Status Report for IIP Date: 13th JUNE 2012 Name of the Student: Swarnika Nayak
Process of Performance Management System

Fortnightly Report No. : 4 Reg: no. : 11010121109 Title of Internship work:

Summary of previous fortnight report : In previous report I have discussed about the various services provided to employees for enhancing their living conditions. And also seen the basic essential facilities provided to contract labors for their welfare.

Work carried out during the fortnight report a. Visits to departments in the organization if any: EMPLOYEE DEVELOPMENT CENTRE:The center looks after the conduct of long duration training programs under the executive / Diploma / ITI trainee schemes apart from short-term skill / worker / supervisory development program. The development and maintenance of training center. Management training programs such as Role playing, Case study etc. are provided by Employee development centre. - EMPLOYEE DEVELOPMENT/ HRD:

Performance management system PMS started in 2004 for the alignment of companys and employees goals. It is a 5-stage process

Target setting Midterm appraisal- shortcomings are corrected in between the project to get the desired result

 Annual Appraisal- Final review is done and on the basis of the marks allotted Normalization Communication of scores

Awards, rewards and incentives: for employees motivation. Incentives scheme It is group performance based (no individual incentives) illustrates that the company encourages effective and efficient teamwork. which

Quiz and competition Higher education: To encourage its employees to acquire further qualification NTPC provides incentives to its employees.

EDC conducts IGNOU exams for Employees who are interested in doing higher education with jobs.

Individual development plan:This is for executives development for making their Strength to strengthen and to convert their weak areas into their strong areas.

Mentoring- Mentoring is a Fundamental form of Human development where one person invest time, energy, and personal know- how assisting the growth and ability of another person.

Purpose of Mentoring: To create an environment of socialization in the organization for new entrants i.e. Executive Trainees. To look after and care for the new entrant during the initial year of career in NTPC and provide useful guidance. To remove apprehension and difficulties faced by the new entrant in an uncharted atmosphere from his point of view.

 To enable the new entrant to assimilate and adapt to the organizational culture and environment. Initially to cover Executives Trainees and later extend to other categories like promoted E1 level executives. Sponsorship for further studies - Employees with minimum 7 yrs of work experiences are allowed to avail for this opportunity of having higher education during their work period; This facility is provided by ace institutes of India that have a tie up. it consist of For executives: M TECH (IIT Delhi) MBA (MDI, Gorgon) Non executives: ITI AND POLYTECHNIC training programs.

CORPORATE SOCIAL RESPONSIBILITY:

Every organization works leaps and bounds to satisfy its employees, retain them and to motivate them so that they work with their maximum potential for the productivity of the organization but what about the people who are indirectly contributing to the organization, what the company does for their welfare and satisfaction as they make indirect contribution and they are required for the smooth running of the organization, these are the questions that are answered by the CSR of the company how much is it responsible to the society we are living in. This cell looks after various activities, which are related to the development of society as a whole. Here the NTPC-VSTPS has its CSR in different heads namely Health, sanitation, education, water and others. This company contributes 2% of its profit in CSR. Thereby making it operational and active not only for its employees but for those who are living nearby and making indirect contribution. Here in VSTPS it has 4 stages where 3 stages are taken care by CSR and the 4th stage is taken care by the rehabilitation and resettlement and employee relation. Rehabilitation and resettlement of land outsides, community development activities in nearby villages, providing infrastructure like that for schools, primary health etc., planting trees etc. One of the major contributions of this section is the plantation of about 14 lakhs trees across the nation.

In VSTPS 15 villages are taken into consideration. The resettlement colony was started in 1984-99. The prominent activities that are supported by VSTPS are Vocational training for males and females of motor winding which is funded by NTPC. Angan wadi for children Medical camps.

B) Training undergone in the organization if any:

c. People with whom you have interacted in the organization if any:

a). Sr. head Officer(HRD section)- To discuss the benefits provide by the organization to employee in terms of their career development. b). Officer(TRAINNING dept.) To discuss the various kinds of training provided to employees for their bright future. d. Visits to Institution / Libraries / companies, if any: Visited the central library of Administrative building.

e. Designing of a questionnaire and administered . if any:

PMS QUESTIONNAIRE I am doing this survey as part of my summer project only. Your response will be used only for academic purpose only.Your Feedback on this survey will remain confidential. The following questionnaire is aimed at gauging the effectiveness of PMS function at your unit. Respondent Details:Age:i) Age <= 35 years ii) 35< Age <=50 years iii) Age > 50 years Gender:i) Male ii) Female Experience:- i) below 2 years ii) 2-5 years iii) 5-10 years iv) above 10 years Designation/Grade: -

Department:1) Do you think performance management system is clearly defined in this organization? (1) Yes (2) No

2) Are you satisfied with the weightage given against each activity that you are supposed to perform in specific period of PMS? (1) Yes (2) No

3) Do you think all the factors facilitating and hindering performance are taken into consideration while appraising the performance ? (1) Yes (2) No

4) Does the PMS implemented in your organization create a participative environment (1) Yes (2) No .

5) Give your suggestions to improve the effectiveness of PMS?

6) With reference to Employee Services (ES) Section. Please rate the following statements on 1-5 scale
Please write 1 if you Strongly Disagree 2 if you Disagree 3 if you Neither Agree Nor Disagree 4 if you Agree 5 if you Strongly Agree Q.No.

Questions

Ratings

1 2

I am fairly recognized and awarded for my contribution in organizations success. Regular documentation of individuals work which can be easily referred during annual performance appraisal.

3 4 5 6 7

Executives should set the goals which are realistic and achievable in respect of organizations objectives. Managers/Superiors are actively involved before, during and after training program There is a meaningful and interactive evaluation of midyear review and normalization. My reporting officer inspire me for higher level of performance. Individuals career goals are also taken into account while setting KPAs

8 9 10 11 12 13

HR is able to effectively answer system related queries put forward by me. An outstanding performance results into an outstanding rewards. The performance assessment process helps me in improving my performance. Managers jointly set goals with subordinate to ensure that objectives are clearly stated. You are satisfied with the new training list provided in PMS form. My manager gives me a regular performance feedback so that there are no surprises at the end of performance cycle.

14 15

My reporting officer takes time to perform fair and effective analysis of PACE. HR provides regular training and reading material to help employees to understand PMS better.

THANKING YOU, FOR GIVING YOUR TIME

f. Research papers/ Articles read/ internet searching results, if any:

g. Analysis of data collected:

Analysis of data will take time.

h. Draft write up prepared if any:

An article on What Can be Done to Reduce the Dropout Rate Percentage in Government School

Strategies for Reducing Dropout rate

1. Improve teaching By encouraging teachers to be more participative, more encouraging to students, more actively involved in students development program. This all can be done with the help of small workshop, Focused discussion, Interactive strategies or project-based learning, Socratic seminars, experiential learning, simulations, presentation. Teachers should make class time work time (i.e.) reduce reliance on homework; they should try to cover as much as they can in school itself.

2. Make curriculum more relevant to the lives of students Vocational education by teaching them those skills in which they are good at and in future it will help them in enhancing their career. Cultural relevance -build connections between what is learned and what is familiar to students Show how what is learned in school can help students to address real problems in their lives. 3. Invest in early childhood education. Dropping out of school is a long-term process of disengagement that can be observed as early as elementary school. When students enter school without the required knowledge and skills to succeed, they start the race a lap behind and never catch up. Investments in high-quality early childhood programs that support the emotional, cognitive, and social development of children and provide parent support programs by providing them (children and parent) workshop, interactive sessions, seminars, simulations which will help them to understand the worth of education. 4. Build information systems that can pinpoint at-risk students. Students who come from low-income families, have low academic skills, have parents who are illiterate , have disabilities, or who have a history of inconsistent school attendance are all particularly at risk of dropping out. Prevention programs can be constructed to enrich the school experience for these at-risk students early in their school careers. Financial help and scholarship program can help in retaining them in school.

5. Build and support student transition programs for the middle years. Transitioning into and out of middle school can be difficult for many students, and as a result, many students are retained, particularly in the 8th grade. Ninth-grade retention strongly correlates with dropping out of high school. The government should provide fund and should develop a simple program of exam evaluation to improve the support for students during critical transition years.

6. Ensure that all students have meaningful relationships with adults at school. Students who leave school prematurely often do so because they feel alienated from others and disconnected from the school experience. One highly effective strategy to reduce dropout rates is to build environments in which all students can benefit from high quality sustained relationships with school staff, good culture of school by doing various activities which include monetary value.

7. Help districts develop and advertise individualized, non-traditional high school options. Evidence suggests that building the kinds of comprehensive student supports mentioned above

will go a long way to substantially reduce the dropout rate. However, for students who continue to fall through the cracks, nontraditional school settings should be available. These options may include intensive tutoring programs, accelerated graduation programs, credit recovery programs, and community college campus-based programs. Although these programs may be offered in collaboration with several education, workforce development, and social service agencies.

I.Problems encountered, if any: Responses are very slow.

j. Proposed steps during the next fortnight:

k. Any other relevant information: