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 definesmeasures 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

13. To be continued..

14. To be continued..

15. OBJECTIVES OF STUDY
1. Analysis the performance management system
2. Study on Employee Satisfaction

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
NO. OF RESPONDENTS
BELOW 30
31 TO 40
ABOVE 40
TOTAL

19. (b)Gender distribution of the employees of the company.
GENDER NO. OF RESPONDENTS PERCENTAGE (%)
MALE 41 82
FEMALE 09 18
TOTAL 50 100
NO. OF RESPONDENTS
MALE
FEMALE
TOTAL
Interpretation:
Majority of the respondents (82%) are male and 18% of the respondents are female

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
NO. OF RESPONDENTS
1-3 YEARS
3-5YEARS
ABOVE 5YEARS
TOTAL
Interpretation:
Majority of the respondents (40%) have 1-3 year experience and 32% of the respondents have 3-5 years
and 28% of the respondents have above 5 years’ experience.

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
NO. OF RESPONDENTS
BELOW 40000
40000-50000
50000-60000
ABOVE 60000
TOTAL
Interpretation:
Majority of the respondents (38%) have above Rs.60, 000 as monthly salary and 34% of the respondents have
50,000 – 60,000 and 18% of the respondents have 40,000 – 50,000 and the remaining 10% of respondents
have below 40,000 as monthly salary.

22. 1. 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 0 0
Strongly unsatisfied 0 0
TOTAL 50 100
NO. OF RESPONDENTS
Strongly satisfied
satisfied
neutral
unsatisfied
Strongly unsatisfied
TOTAL
Interpretation:
Majority of respondents are satisfied with overall working conditions of the company i.e. 40%.

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
NO. OF RESPONSES
Highly satisfied
satisfied
neutral
unsatisfied
Highly unsatisfied
TOTAL
Interpretation:
Majority of respondents of the company i.e. 80% are satisfied with the training programs.

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 0 0
TOTAL 50 100
NO. OF RESPONSES
Highly satisfied
satisfied
neutral
unsatisfied
Highly unsatisfied
TOTAL
Interpretation:
Majority of respondents of the company i.e. 80% are satisfied with the training programs.

25. 4. Are you satisfied with the working hours of the company?
RESPONSES NO. OF RESPONDENTS PERCENTAGE (%)
Highly satisfied 0 0
Satisfied 18 36
neutral 22 44
unsatisfied 10 20
Highly unsatisfied 0 0
TOTAL 50 100
NO. OF RESPONDENTS
Highly satisfied
Satisfied
neutral
unsatisfied
Highly unsatisfied
TOTAL
Interpretation:
Majority of the respondents are having neutral response.

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 0 0
TOTAL 50 100
NO. OF RESPONDENTS
Strongly satisfied
satisfied
neutral
unsatisfied
Strongly unsatisfied
TOTAL
Interpretation:
Majority of the respondents are satisfied with the relationship i.e. 58%

27. 6. Are you satisfied with the holiday’s package of the company?
RESPONSES NO. OF RESPONDENTS PERCENTAGE (%)
Strongly satisfied 0 0
satisfied 9 18
neutral 19 38
unsatisfied 10 20
Strongly unsatisfied 12 24
TOTAL 50 100
NO. OF RESPONDENTS
Strongly satisfied
satisfied
neutral
unsatisfied
Strongly unsatisfied
TOTAL
Interpretation:
Majority of the respondents are unsatisfied i.e. 44%

28. SUGGESTIONS
1. HR department or organization has to educate all managers and employees
about the significance and benefits of performance counseling.
2. Appraisal assessment and feedback system must be transparent and introduced
throughout the organization.
3. Positive change should be in the attitude and perception of employees and
management towards performance appraisal system.
4. It must be transparent and easily understandable to each employee
5. 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.