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WORKSHOP ON Performance Management System & Performance Related Pay

WORKSHOP ON Performance Management System & Performance Related Pay. Presentation by NSIC. NSIC’s MANDATE. NSIC established in 1955 with the aim to: aid, counsel, assist, finance, protect and promote the interests of MSMEs in India. NSIC achieves its mandate by:

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WORKSHOP ON Performance Management System & Performance Related Pay

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  1. WORKSHOP ON Performance Management System & Performance Related Pay Presentation byNSIC

  2. NSIC’s MANDATE NSIC established in 1955 with the aim to: aid, counsel, assist, finance, protect and promotethe interests of MSMEs in India. • NSIC achieves its mandate by: • Devising schemes which are need based and demand driven, • Catering to the requirements of the MSMEs through a judicious blend of `Commercial’ and `Promotional’ activities. • Functioning on self-sustaining basis, with cost recovery in each scheme.

  3. NSIC’s SCHEMES • MARKETING • Raw Material Distribution • Registration for Government Purchase • Tender & Consortia Marketing, • Marketing Events • Marketing Intelligence • CREDIT • Credit for Raw Materials & Marketing • Credit facilitation through 15 Banks. • TECHNOLOGY • Training • Material Testing • Job-work • Energy and Environment Audit • SUPPORT SERVICES • Performance and Credit Rating • B2B Portal • Training – cum –Incubation • Software Technology Parks • International Cooperation

  4. A self sustaining, profit making, dividend paying company – Dividend being paid since 2006-07. No budgetary support for its operations since 1.4.2007. Mini – Ratna (Category-II) status conferred in 2011. Achieved ‘Excellent’ MOU rating continuously since 2007-08. ‘Nil’ comments received from C&AG on Annual Accounts continuously since 2006-07. Manpower – 849 in 2006-07 and 896 in 2011-12. NSIC’s BRIEF OUTLINE

  5. Training & Redeployment of Manpower. All offices independent profit centre. Reach & Volume of Operations multiplied manifold during last few years (2006-07 to 2011-12): Total business increased from Rs.2198 crore to Rs.11137 crore (increase of 407%). Business per employee increased from Rs. 2.59 crore to Rs. 12.43 crore, (increase of 380%) Gross Margin increased from Rs. 15.33 crore to Rs. 153.33 crore (increase of 900%), Gross Income increased from Rs.47.68 crore to Rs.252.71 crore Profit Before Tax increased from Rs 3.00 crore to Rs. 60.21 crore , NSIC’s BRIEF OUTLINE

  6. Performance Appraisal System in NSIC MOU signed with each Head at the Field Office, Zonal Office and at Head office outlining the targets for each year. Targets / work allocations are assigned to each employee at Field Office(s) and Head Office, at the beginning of each Financial year. Targets / work allocations are also made to all employees engaged in Support Services. The achievements of the field offices get evaluated on monthly basis by the respective Zonal Head, on quarterly basis by the Directors. A half yearly review is made by the CMD. Achievements at the end of the year are compared with the targets / work allocations assigned for the year.

  7. Performance Appraisal System in NSIC • NSIC adopted new ‘Annual Performance Assessment Report’ (APAR) with effect from 2009-10. • APAR has three segments aggregating to 100 marks viz. • Performance Evaluation (60 marks), • Functional Competencies (20 marks), and • Discipline (20 marks) • Annual Appraisal is linked with the achievements against the targets / work allocation. • Marks obtained against performance in APAR get graded as per details given below:

  8. Performance Appraisal System in NSIC • Performance Evaluation: • made by comparing the achievements against the targets / work allocation. • Functional Competencies: • the achievements w.r.t following are assessed: • Professional Ability and Job Knowledge • Quality of Work • Judgement, Decision Making and Initiative • Organizational Commitment • Discipline: • the achievements w.r.t following are assessed: • System Discipline • Personal Conduct • Punctuality and Frequency of Leave • Inter Personal Relations

  9. Performance Related Pay (PRP) in NSIC • DPE’s guidelines on PRP followed. • Remuneration Committee of the Board constituted, consisting of three independent Directors. • Headed by an Independent Director. • PRP paid in NSIC from 2009-10 to Executives and in 2010-11 to Executives and Unionized cadres.

  10. Details of PBT, PRP, Distributable Profit (Rs. In Crore) PRP for 2009-10 and 2010-11 was restricted to Distributable Profit for each of these years.

  11. Bell Curve Approach in NSIC DPE’s guidelines on compliance of ‘Bell Curve Approach’ followed w.e.f. 2010-11. For complying with ‘Bell Curve Approach’, NSIC has taken: 15% of the highest ranked amongst the ‘Excellent’ graded employees, and 10% of the employees have been graded as ‘Poor’.

  12. THANK YOU

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