455 Appendix- I __________________________________________________________ Dear Mr./ Mrs.____________________ You are being mailed/sent the two sets of questionnaire to know your views on the effectiveness of the mentioned items as practices of HRM in GAIL (India) Limited. Please express your views in the form of yes/no in the given columns. Your views are to be a part of an independent research based on HRM practices in GAIL (India) Limited, It is promised that no where shall it harm your interests in any form. You are free to disclose your identity or not. Please fill your designation in the given space. Thanks and regards. Yours Truly, Suresh Kumar Sharma.
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(As per available information as on 20th July,2011)
Maharatna CPSEs
1. Coal India Limited 2. Indian Oil Corporation Limited 3. NTPC Limited 4. Oil & Natural Gas Coporation Limited 5. Steel Authority of India Limited
Navratna CPSEs
1. Bharat Electronics Limited 2. Bharat Heavy Electrical Limited 3. Bharat Petroleum Corporation Limited 4. GAIL (India) Limited 5. Hindustan Aeronautics Limited 6. Hindustan Petroleum Corporation Limited 7. Mahanagar Telephone Nigam Limited 8. National Aluminium Company Limited 9. NMDC Limited 10. Neyveli Lignite Corporation Limited 11. Oil India Limited 12. Power Finance Corporation Limited 13. Power Grid Corporation 14. Rashtriya Ispat Nigam Limited 15. Rual Electrification Corporation Limited 16. Shipping Corporation of India Limited
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Miniratna Category- I CPSEs
1. Airports Authority of India 2. Antrix Corporation Limited 3. Balmer Lawrie & Co. Limited 4. Bharat Dyamics Limited 5. BEML Limited 6. Bharat Sanchar Nigam Limited 7. Bridge & Roof Company (India) Limited 8. Central Warehousing Corporation 9. Central Coalfields Limited 10. Chennai Petroleum Corporation Limited 11. Cochin Shipyard Limited 12. Container Corporation of India Limited 13. Dredging Corporation of India Limited 14. Engineers India Limited 15. Ennore Port Limited 16. Garden Reach Shipbuilders & Engineers Limited 17. Goa Shipyard Limited 18. Hindustan Copper Limited 19. HLL Lifecare Limited 20. Hindustan Newsprint Limited 21. Hindustan Paper Corporation Limited 22. Housing & Urban Development Corporation Limited 23. India Toruism Development Corporation Limited 24. Indian Railway catering & Torusism Corporation Limited 25. IRCON International Limited 26. KIOCL Limited 27. Mazagaon Dock Limited 28. Mahanadi Coalfields Limited 29. Manganese Ore (India) Limited 30. Mangalore Refinery & Pertrochemical Limited 31. Mishra Dhattu Nigam Limited 32. MMTC Limited 33. MSTC Limited 34. National Fertilizers Limited 35. National Seeds Corporation Limited 36. NHPC Limited 37. Northern Coalfields Limited 38. Numaligarh Refinery Limited
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39. ONGC Videsh Limited 40. Pawan Hans Helicopters Limited 41. Rashtriya Chemicals & Fertilizers Limited 42. RITES Limited 43. SJVN Limited 44. Security Printing and Minting Corporation of India
Limited 45. South Eastern Coalfield Limited 46. State Trading Corporation of India Limited 47. Telecommunications Consultants India Limited 48. THDC Indian Limited 49. Western Coalfields Limited 50. WAPCOS Limited
Miniratna Category – II CPSEs
51. Bharat Pumps & Compressors Limited 52. Broadcast Engineering Consultant(I) Limited 53. Central Mine Planning & Design Institute Limited 54. Ed. CIL (India) Limited 55. Engineering Projects (India) Limited 56. FCI Aravali Gypsum & Minerals India Limited 57. Ferro Scrap Nigam Limited 58. HMT (International ) Limited 59. HSCC (India) Limited 60. India Trade Promotion Organization 61. Indian Medicines & Pharmaceuticals Corporation Limited 62. M E C O N Limited 63. National Film Development Corporation Limited 64. National Small Industries Corporation Limited 65. P E C Limited 66. Rajasthan Electronics & Instruments Limited
Draft Scheme fro Recognizing & Rewarding Top Performing
Employees & Teams
INSPIRE
ANNUAL REWARD PROGRAM
GAIL (India)LTD
1. Nomenclature : The annual Reward Program of GAIL
(I) LTD would henceforth be referred to as "INSPIRE"
(Identifying & Nurturing Superior Performance In
Recognizing Employees)
2. Objective : INSPIRE aims at creating a appreciation
culture within the organization by providing timely
recognition for good efforts, thereby reinforcing positive
behavior within the organization.
Further, the objective is to institutionalize a yearly award process
for recognizing top performing employees & teams across various
disciplines and levels in the company.
475
3. Eligibility : All regular employees including executive
trainees of GAIL and employees who are on deputation
from GAIL to other organizations are eligible.
4. Classification of Rewards :
Broadly, INSPIRE would facilitate two types of recognition
mechanisms; they are ;
A. Informal Reward Mechanism
B. Formal Reward Program
Informal Reward Mechanism is intended to motivate people
through appreciation, under this, a Thank You Card would be an
appreciation tool available with GAIL, employee, to appreciate
the efforts/acts of the employees which help make a positive
difference in the work & the work environment. With this,
employee would be able to express their gratitude to colleagues
(irrespective of designations and grades) for their simple efforts/
acts, which has helped make a positive difference to the work
they do.
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All the employees in the Company will be given 12 Thank
you cards in a year (one for each month) & they will have the
freedom to give it to any other employee & make an entry of the
same on Intranet along with a brief mention as to why he/she has
given the thank you card.
Names and photographs of employees receiving the "Thank You"
card during the month along with the reason will be displayed on
INTRANET. The employees receiving max, number of Thank
You Cards in a year (on unit/work centre wise basis) can further
be suitably rewarded through a appreciation letter from concerned
Director.
Formal Reward Program is intended to reward and motivate
employees for excellent job performance through non monetary
means. INSPIRE would facilitate 8 rewards categories for
outstanding 'Performance at Work', 4 reward categories for '
Other than Work' and 2 rewards for 'Team Performance ' as
outlined below.
477
S.No. Reward Category Target
Groups
Objective Max
Number ofRewards
1 Vision and Leadership
Award
(Performance at Work)
E-9 & E8 To recognize and reward outstanding contribution of Executives in Senior Management level, who through their leadership make a direct impact on the organization's growth
1
2 Potential Future
Leader
(Performance at Work)
E5-E-7 To recognize and reward consistent and significant contribution of middle level managers, who have grown with the organization and are budding leaders
1
3 Young Achievers Award
(Performance at Work)
E1- E-4 To recognize and reward significant contributions of junior managers , who act as change initiators and
1
478
have gone a 'extra mile' to serve the organization
4 Lifetime Achievement Award
(Performance at Work)
All levels To recognize the valuable contribution(s) made by the retiring employee, throughout his long career in GAIL
1
5 Non- Executive of the Year Award
(Performance at Work)
Non- Executive
To recognize & reward outstanding performance in the Non- executive cadre to those who are role model's to emulate from , with regard to their work output, attitude, behavior and interpersonal skills etc.
1
6 Suggestion of the Year
Award
(Performance at Work)
All Employees
To recognize employees for providing innovative suggestions which lead to significant improvements in cost, quality productivity ,etc
1
7 Woman Employee of the Year Award
(Performance at Work)
All Women
Employees
To rcognize and encourage the contribution made by the women employees towards the growth &
1
479
success of the organnizations
S.No. Reward Category Target
Groups
Objective Maximumnumber of Rewards
8 The Fittest Fire & Safety personnel of the
year Award
(Performance at Work)
All Non-Executives in
F & S department
To recognize and encourage the fitness to purpose in the area of Fire & Safety
1
9 Outstanding contribution in
Emergent situation Award
(Other than Work)
All levels included
(Max 3 in a year)
To recognize extraordinary performance in emergent situations in GAIL or elsewhere resulting in saving of life, property and /or company image.
1
10 GAIL Sports Idol of the Year Award
(Other than Work)
All Employees, except those
appointed through
Sports Quota
To encourage the spirit of sportsmanship amongst employees, an award in recognition of an employee's outstanding contribution in the field of sports by representing GAIL in various events/ tournaments etc.
1
11 GAIL Quiz Idol of the Year
All employees
To recognize talents through open
1
480
(Other than Work) competitions
12 GAIL Singing Idol of the Year (Other than
Work)
All Employees
To recognize talents through open competitions
1
13 TEAM AWARD
Corporate Challenge
Scheme
All Employees
(Team of 4-6 members)
To recognize talents through open competitions
Revival of existing scheme
14 TEAM AWARD : Best Performing team
All Employees
(Team of 4-6 members)
Completing a significant task identified by themselves during the year
5. Modalities of Operation : Modalities of operations for the
three categories namely a) Performance at Work b) Other
than Work c) Team Awards is detailed below.
i. The entire process would comprise of sub-steps like
nominations, preliminary screening, short listing and final
selection.
ii. Each of these sub-steps except final selection would be
online.
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iii. Employee once awarded in any category shall not be
eligible for consideration in the same category for the next
3 years.
Category- A : PERFORMANCE AT WORK :
The Steps involved in the process of evaluation would be as
follows :
1. Nomination :
i. 'INSPIRE" functions on the premise of nomination through
colleagues for all ' Performance At Work' related awards.
The baseline is to foster an appreciative cultural through
acts of recognition from colleagues/ peers
ii. The nomination process would be a simple online process
through a web based interface.
iii. There will be no self nominations. Nominations can be
made by peers/ colleague only.
iv. Nomination form is appended as Annexure A.
2. Pre Qualifications Criteria :
482
i. This refers to a set of pre-defined criteria to ensure a first
level screening. This screening is aimed at ensuring an
alignment between recognition and Core Values of GAIL.
ii. This would be applicable only to' Performance At Work'
related awards.
iii. The criteria includes :
A. PADR Rating for the previous three years should not
be less than ' Very Good',
B. There should be no disciplinary/ vigilance case
pending against the nominate.
C. Attendance should be regular; no instance of EOL in
the year during which he/she has been nominated,
other then on medical grounds, if any.
D. Should have rendered at least.
a. 3 yrs of service for Vision & Leadership,
Potential Future Leader, Non-Executive of the
year, Women Employee.
b. 10 yrs of uninterrupted service in GAIL (I)Ltd
for Life Time Achievement Award.
483
c. 1 Yrs for Young Achiever of the year Award.
d. No minimum service is required for Best
Suggestion award.
e. Suggestion of the year would be finalized
through the existing suggestions scheme.
i. The above criteria are uniform for all ' Performance At
Work' reward categories except iv(b) above.
3. Consent for Participation :
i. This constitutes the third step in the rewarding process.
ii. This step would be applicable to only ' Performance At
Work' related awards.
iii. The employee who is nominated would receive a system
generated invite to participation in 'INSPIRE'.
iv. The step concludes with the applicant giving his/her
consent for participation.
v. Acceptance Form appended as Annexure B.
4. Short listing of Applications :
484
i. Out of 50 marks assigned for short listing, 25 marks would
be assigned to system based marking and 25 marks to
internal jury evaluation on the basis of documentation
which would include Employee profile, details of peer
nomination.
ii. While marking , the first 25 marks would be system
generated based on factors outlined in Annexure C and the
marking on the remaining 25 marks would be done by jury.
iii. Only those applicant , who get an 'excellent score' in any
three of the five short listing factors , would qualify for jury
evaluation on quality of documentation. Jury at this stage
could be a team of GAIL TMT/ independent, directors/
retired GMs /ED/ Directors.
iv. The total of both the above marks would be used to obtain
a ranking list of short listed applicants. The intent of this
ranking is only to facilitate quicker decision making at the
jury level. In case the numbers of applicants are more than
15 in any of the categories, then this list may be used to
limit the number of participants to max of 15 in each
category.
485
Detailed Process Flow chart for ' Performance at Work' related
rewards are appended as Annexure D.
Category -B : OTHER THAN WORK:
1. Nomination : Same as the category " Performance at
Work".
2. Pre Qualification Criteria :
i. There should be no disciplinary/ vigilance case pending
against the nominee (not applicable for the outstanding
contribution in Emergent situation award)
ii. For GAIL Sports Idol of the year, the PMS rating must no
be less than very good in any of last three years.
iii. Attendance should be regular; no instance of EOL in the
year during which he/she has been nominated, other than
on medical grounds, if any.
iv. No minimum service is required for Best Sportsperson,
Outstanding contribution in Emergent situation award,
Fittest Fire & Safety personnel award and GAIL Idol
awards.
486
v. GAIL Quiz & Singing idol awards would be done through
open competitions.
3. Consent for Participation :
i. This constitutes the third step in the rewarding process.
ii. The employee who is nominated would receive a system
generated invite to participate in ' INSPIRE'.
iii. The step concludes with the applicant giving his/her
consent for participation.
iv. Application Form appended as Annexure B.
4. Short listing of Applications :
i. For Outstanding contribution in Emergent situation award,
Fittest, fire and Safety Personnel & Sports person of the
year awards, separated jury consisting respective, domain
experts from within/outside GAIL would be constituted
which will finalize the awards.
Detailed Process Flow chart for 'Performance at Work' related
rewards are appended as Annexure D.
Category -C : TEAM AWARDS
487
1. Corporate Challenge Scheme :- Under this Scheme, GAIL
Corporate Management shall notify top organizational
challenges. The employees need a form teams preferably
cross. functional ones & register for a challenge. All teams
completing the given challenge as per given guidelines &
timelines to be given goodies like a challenger watch/ Cap/T-
shirt/Pen etc. All the successful teams will then compete
against each other & the best of these teams to be given a
certificate/ trophy etc. The steps would be as under .
1. Step-1 : Notification of challenges :- At the start of
financial year, the Management (A committee of EDs)
shall notify top corporate challenges.
2. Step-2 :- Registration :- A team needs to be registered
through an online process.
3. Step-3 :- Finalization of challenges :- After due
deliberation within the team and /or with
seniors/subordinates, one challenge needs to be finalized.
4. Step-4 :- Submission of Solution & Implementation road
Map :- a detailed road map containing the solution outcome
488
& the implementation program with the envisaged benefits
to the organization shall be filled on-line.
Best Performing Team :- Under this scheme, at the end of the
financial year, a team of 4-6 employees may apply for this award
illustration the task accomplished , its significance & tangible
benefits (financial and /or systemic) to the organization. Final
decision shall be done by the duly constituted Jury for final
evaluation.
6. Constitution of Jury and their role :-
i. The final decision on rewards for the various categories
would be taken by an independent panel of jury comprising
of at least 4 members.
ii. The panel may vary depending on reward category. The
jury may be respective domain experts from in/outside
GAIL.
iii. The jury would be responsible for evaluating the
applications on a total score of 50 through interviews.
7. Reward Cell :-
489
A separate reward cell would be constituted for the purpose of
coordination and administration of annual rewards in GAIL (I)
Ltd. The employee posted in the above cell would be responsible
for the following:
1. Coordination related to processing of rewards.
2. Constituting the Jury based on guidelines.
3. Communications the Judgment parameters/
criteria/weightages to jury members for decision making.
Weightages may be assigned to 'adherence to system
1. Major Assignments/Responsibilities handled during the Assessment Period
498
Any Training/ Development areas identified
and Achievements
Major Assignments/Responsibilities Achievement (s)
1. Dealing with all metering problem of complex, Daily monitoring, calibration, Rectification, Reconciliation, data collection especially fuel gas and steam
2. Continuous checking of nitrogen, Flare, Passing of PSV etc.
3. Looking After man power placement of Instrumental AMC so manpower problem does not occur.
4. Checking of inventory at stores as guided this reduced both inventory and spare requirement.
5. Material follow-up for shut down.
6. Inter and intra –departmental co-ordination for day to day maintenance activities.
7. Various Miscellaneous Jobs related to CEC.
8. Assistance in material procurement activities
9. Contributed with practical field suggestion towards preparation of inst AMC tender.
1. Achieved undisputed co-ordination at Inter and intra- departmental level for daily maint. activities i.e arranging employee utilities, supervision of contract manpower, and provided proactive assistance to all seniors.
2. Assisted all seniors & issue from checking, inspection& statutory requirements i.e Tools & tackle PPE
3. Physically checked non moving, O & M spare, surplus instruments in store, informing seniors ,saving many purchase.
4. Successfully expedited made materials reach in time for S/D.
5. Collecting Data for flow metering , manpower during s/d.
6. MIS Jobs: Assisting & coord./collection with diff. sections for reports attendance, ECO, shift allowance, coord. HR related dept. jobs, preliminary checking & draft prep. of SES & assisting in AMC bills, proc. & followup jobs. All types of misc. jobs as required .
7. Succeeded in making jobs of CEC officers comfortable & by giving my maximum every time.
499
Operational , Technical , Safety & IT Development ) O & M of Turbines
DCS- O & M
Behavioral Programs for Non Executive work life Balance
English Speaking and Personality Development
Preferred places of posting other than existing place of posting