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    Performance Appraisal of DRDO: Nitika Kataria Swati Singh

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    Nitika Kataria
    The document discusses the performance appraisal system of DRDO, India's government agency responsible for military science research. It provides background on DRDO including its budget, employees, and leadership. The objectives of performance appraisal at DRDO are to make promotions and development decisions, provide feedback, and improve communication. Key result areas evaluated include meeting defense supply agreements, regulatory compliance, employee development, and collaboration with other organizations. The appraisal process incorporates annual confidential reports, 360 degree feedback, and interviews. Identified issues include a lack of awareness of goals, slow procedures, and brain drain; recommendations focus on increased training, improved feedback systems, and incentives.

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    Performance Appraisal of DRDO: Nitika Kataria Swati Singh

    Uploaded by

    Nitika Kataria
    198 views17 pages
    The document discusses the performance appraisal system of DRDO, India's government agency responsible for military science research. It provides background on DRDO including its budget, employees, and leadership. The objectives of performance appraisal at DRDO are to make promotions and development decisions, provide feedback, and improve communication. Key result areas evaluated include meeting defense supply agreements, regulatory compliance, employee development, and collaboration with other organizations. The appraisal process incorporates annual confidential reports, 360 degree feedback, and interviews. Identified issues include a lack of awareness of goals, slow procedures, and brain drain; recommendations focus on increased training, improved feedback systems, and incentives.

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    The document discusses the performance appraisal system of DRDO, India's government agency responsible for military science research. It provides background on DRDO including its budget, employees, and leadership. The objectives of performance appraisal at DRDO are to make promotions and development decisions, provide feedback, and improve communication. Key result areas evaluated include meeting defense supply agreements, regulatory compliance, employee development, and collaboration with other organizations. The appraisal process incorporates annual confidential reports, 360 degree feedback, and interviews. Identified issues include a lack of awareness of goals, slow procedures, and brain drain; recommendations focus on increased training, improved feedback systems, and incentives.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    198 views17 pages

    Performance Appraisal of DRDO: Nitika Kataria Swati Singh

    Uploaded by

    Nitika Kataria
    The document discusses the performance appraisal system of DRDO, India's government agency responsible for military science research. It provides background on DRDO including its budget, employees, and leadership. The objectives of performance appraisal at DRDO are to make promotions and development decisions, provide feedback, and improve communication. Key result areas evaluated include meeting defense supply agreements, regulatory compliance, employee development, and collaboration with other organizations. The appraisal process incorporates annual confidential reports, 360 degree feedback, and interviews. Identified issues include a lack of awareness of goals, slow procedures, and brain drain; recommendations focus on increased training, improved feedback systems, and incentives.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
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    Performance appraisal of DRDO

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    Nitika kataria
    Swati singh
    Formed : 1958

    Headquarters : DRDO Bhavan, NEW DELHI

    Employees : 30,000 (7,000 scientists)

    Annual budget : 8,317.27 crore (US$ 1.9 billion)


    (2009-10)

    Minister : A.K Antony

    Agency executive: Dr.V.K.Saraswat, Director General,


    DRDO and Scientific Adviser(SA) to Defence Minister
    OBJECTIVE OF PA
    Data relating to performance assessment of employees arc
    recorded,stored and used.
    The main purposes of employee assessment are:
    • To affect promotions based on competence and performance.
    • To let the employees know where they stand in so far as their
    performance is concerned and to assist them with constructive criticism
    and guidance for the purpose of their development.
    • To improve communication. It provides a format for dialoguebw the
    superior and the subordinate. This also affect the trust bw the rater and
    the ratee.
     
    Multiple Purpose of PA
    • Developmental Uses
    • Administrative Uses/Decisions
    • Identification of individual needs
    • Determining transfers and job assignments

    • Administrative Uses/Decisions
    • Salary
    • Promotion

    • Organizational Maintenance/ Objectives


    • Documentation
    • Determining organization training needs
    • Documentation for HR decisions
    Dept Heirarchy
    DIRECTOR
    I
    ADD. DIRECTOR
    I
    JOINT DIRECTOR
    I
    DEPUTY DIRECTOR
    I
    SECTION OFFICER
    I
    ASSISTANT
    I
    UDC
    I
    LDC
    I
    PEONS
    -

    KPA's
    - of ARMS & AMMUNITION Deptt

    Compliance with bulk arms supply agreement with the Indian


    Forces

    - Environmental Releases Complaince with OFB (ORDNANCE


    FACTORY BOARD) for R&D

    - To ensure continuous growth & knowledge gains and


    development of employees

    - To get in with HAL for other INDIAN AIR FORCE upgraded


    programes.
    TRAINING & DEVELOPMENT

    DRDO has a dynamic training and development policy which is


    executed through the Continuing Educational Programmes (CEP) for all
    cadre personnel viz DRDS, DRTC, Admin & Allied.
    • At the entry level in DRDS, the newly recruited scientists undergo a 16
    weeks Induction Course at Institute of Armament Technology (IAT), Pune.

    •In addition to this, the Organisation through its two premier Institutes namely
    Institute of Technology Management (ITM) and Institute of Armament
    Technology (IAT) deemed university offer courses for scientists and Armed
    Forces in the area of Technology Management, R&D Management and
    Armament.

    •Recently, a training centre at Jodhpur has been established to meet the


    training needs for Admin & Allied cadre.
    PERFORMANCE APPRAISAL TOOLS

    1. ACRs

    2.180 Degree Feedback System

    3. Pen Picture Concept

    ACR OF AN EMPLOYEE.
    ACR PROCESS
    Impact of Performance Appraisal

    Training
    promotions
    suspensions
    FLEXIBLE COMPLEMENTING SCHEME

    • Used for the promotion from one grade to the next


    higher grade.
    • It is the merit based promotion.
    • FCS operates on the basis of evaluation of
    confidential performance appraisal form and
    interviews.
    KRA’s

    Following are the Key Result Areas:


     
    Performance in respect to volume
    Quality of output
    Timeliness of jobs completed
    Questiones Asked.....

    1. Are you satisfied with current performance appraisal


    system ?
    YES

    2. Are you well aware of individual and organisations


    KRA's & KPA's ?
    Not everyone is well aware as at times things get
    bit clumsy.
    3.The whole cycle of appraisal takes how many
    days?
    APPROX 10-15 DAYS at each level

    4.At what basis you get the promotions?


    TIME SCALE
    SELECTION SCALE
    P.A SCALES

    5.Do you think P.A is motivational for employees ?


    YES
    Problems Identified
    • Job security leads to reduced affinity of employees for
    learning.
    • As only 180 DEGREE APPRAISAL is there employees are
    bit reluctant towards there attitude with others.
    • Procedures and action taking duration is too long.
    • Documentation proof is required at every step to plan out.
    • BRAIN-DRAIN.
    Recommendations
    • Training plays a vital role in the development of an individual and
    helps improve the performance. Note may be taken of the training
    requirements shown by the appraise/ appraiser.

    • They should go for 360 degree appraisal rather than 180.


    • More emphasis on overall development to avoid Brain-Drain.
    • Performance Appraisals should be done twice in a year rather than once in
    a year. (to maintain proper feedback system)
    • Immediate Incentives and Rewards should be provided to them.
    • Participative management.
    • More predefined KRA/KPIs should be defined and to be provided in the
    system to cover more jobs/ assignments.
    • Better up down flow of communication..
    • Job Rotation.

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