1. Planning for Performance Management

2. Name Roll No.
Ms Supriya B
Mr Milind Hodge
Mr Mohan K
Mr Anand Parab
Mr. Rohit Sakpal 43
Mr Ramesh S
Mr Rajan Bhuvad

3. Evaluate what you want - because what gets measured, gets produced.
-James Belasco

4. Road Map……… Introduction Why it is required – Objective
Parameters For Performance Evaluation
Methods of Performance Management
Process of APPRAISAL.
Evaluation system
Eg: Financial Institution

5. Introduction
It is a structured formal interaction between a supervisor and his subordinate, annual or semi-annual, work performance of the subordinate is reviewed and discussed, to identify weaknesses and strengths as well as opportunities for improvement and skills development
In terms of their personal strength and weakness is demonstrated performance for purpose of professional growth, development, placements, employability and career planning..

6. Objective of Evaluation
Assess the present level of efficiency and effectiveness of an individual.
Determine his future employability and decide about his/her promotion, placement and transfer.
Identification of his/her potential.
Training and development needs for improvement of performance.
To promote individual’s growth and development through motivation & to improve communication.
Provide a record of the organization’s manpower assets in terms of both the current and future needs.

7. Parameters of Performance Evaluation
Job Knowledge
Organizing Ability
Cost Effectiveness
Team Effectiveness
Initiative
Judgemement
Adaptability
Communications Skills
Targets Achieved
360 feedback
Integrity
Intelligence
Confidence
Creativity
Quality of work
Quantity of Work
Punctuality
Timeliness
Competencies

8. PROCESS:

9. Methods of Performance Appraisal

11. Performance Evaluation of NBFC- Ops Dept
COMPANY: NBFC
BUSINESS: PERSONAL,HOME & AUTOLOANS
DEPT: OPERATION
EMPLOYEES COVERED
Sr. NO.
DESIGNATIONS
GRADES 1
FIELD OFFICERS
L9,L8 2
BRANCH MANAGERS
L8,L7 3
AREA MANAGER L7 4
ZONAL MANGER L6

12. GOAL SETTING EXERCISE

13. KRA’s of Field Officer To Achieve Sales Target of 20 Cases per Month
To Maintain Collection Efficiency More than 98%
To Control Portfolio by Managing NIL NPA
To Collect 100% Post Disbursement Documents
To Collect regular EMI From Customers
To Conduct Field Investigation
To Compliance as per Companies policy
To Convert 80% Cases for Insurance Cover

14. LOGIC FOR OPERATIONS (L7 & BELOW)
Components Weightage
Quantative %
Sales Target
Collection efficiency
Branch Profitability %
As per target set by company
Qualitative %
Customer Approach
Team Work
Documentation
Timeliness
Portfolio Management %
Control over NPA

15. LOGIC FOR MANAGER ( L6 & ABOVE)
Sr. NO.
COMPONENTS
WEIGHTAGE 1
Quantitative Achievement
50% 2
Behavioral / Attitude
20% 3
Regional / Area Profitability
30%

16. ACHIEVEMENT LEVEL & RELATIVE RATINGS
% AGE ACHVMNT
RATING
RATINGS
0- 25 1
UNACCEPTABLE (U)
26-50 2
NEEDS IMPROVEMENT (NI)
51-75 3
SUPERIOR (S)
76-100 4
CONSISTENTLY SUPERIOR (CS)
101- Above 5
EXPECTATION SURPASSED (ES)

17. Performance Evaluation of Field Officer
Name :-Mr Suresh Branch : Thane
Parameters `Performance Score
Quantative /50
Sales Target 241 Cases during the year
Collection efficiency 99%
Branch Profitability /20
As per target set by company Achieved
Qualitative /20
Customer Approach 5
Team Work 5
Documentation 4
Timeliness 4
Portfolio Management- 0.32% NPA 8/10
Control over NPA
TOTAL SCORE /100
RATING

18. Findings….
Evaluation are sum total of professional performance of an employee. On this depends his/her career development therefore; there is a need to review it objectively and sincerely.
This process should be Transparent and effective which can help organsiation and also to employees in their growth path.

19. THANK YOU