HINDALCO INDUSTRIES LTD Our Vision

To be a premium metals major, global in size and reach, with a passion for excellence.

Our Mission

To relentlessly pursue the creation of superior shareholder value by exceeding customer expectations profitably, unleashing employee potential and being a responsible corporate citizen adhering to our values.

Our Values

Integrity Commitment Passion Seamlessness Speed

THE MARKET LEADER

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Hindalco is a leading domestic player in two metals business segments aluminum and copper. The aluminium division's product range includes alumina chemicals, primary aluminium ingots and billets, wire rods, rolled products, extrusions, foils and alloy wheels. The company has a significant market share in all the segments in which it operates. It enjoys a domestic market share of 42 per cent in primary aluminum, 63 per cent in rolled products, 20 per cent in extrusions, 44 per cent in foils and 31 per cent in wheels. As a step towards expanding the market for value-added products and services, Hindalco has launched several brands in recent years, which include Aura for alloy wheels, Freshwrap for kitchen foil and Everlast for roofing sheets. Our exclusive showroom, The Aluminium Gallery, seeks to promote Hindalco products to its customers. It is a platform for the company to showcase quality products to a quality audience in an appropriate ambience. The exhibits include products like windows, doors, furniture, ladder, roofing sheets and ceiling and cladding panels. Hindalco's products are well received not only in the domestic market, but also in the international market. The company's metal is accepted for delivery under the high grade aluminium contract on the London Metal Exchange (LME). The company exports about 17 per cent of its total sales volume of aluminium.

The Companys alumina chemical business is a leader in manufacturing and marketing of speciality alumina and alumina hydrate products in the country. It has a major market share in

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the country. These speciality products find wide usage in diversified industries including water treatment chemicals, refractories, ceramics, cryolite, glass, fillers and plastics, conveyor belts and cables, among others. The company also exports these alumina chemicals to over 30 countries covering North America, Western Europe and the Asian region. Birla Copper, Hindalco's copper division at Dahej in Gujarat, enjoys a leadership position in India, having built over 40 percent of the domestic market share within three years of its commissioning. It has also made successful forays into the export markets of the Middle East, Southeast Asia, China, Korea and Taiwan. The copper plant produces world-class copper cathodes, continuous cast copper rods and precious metals. Sulphuric acid, phosphoric acid, di-ammonium phosphate, other phosphatic fertilizers and phospho-gypsum are also produced at this plant. Hindalco businesses Share of net sales value 2006-2007

Aluminium
key products and brands locations capacities

country

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Hindalco Industries Ltd. alumina chemicals Renukoot (Uttar Pradesh), Muri (Jharkhand), Belgaum (Karnataka) Renukoot, Hirakud (Orissa), *Taloja Renukoot, Alupuram Belur (West Bengal), Taloja (Maharashtra), Renukoot, Mauda (Maharashtra) Renukoot, Alupuram (Kerala) Silvassa (Dadra & Nagar Haveli), Kalwa (Maharashtra) Silvassa (Dadra & Nagar Haveli) 1,160,000 tpa

India

primary aluminium

489,000 tpa

extrusions rolled products

27,700 tpa 200,000 tpa

wire rods

64,400 tpa

aluminium foil

11,000 tpa

aluminium wheels

300,000 pcs

*For Taloja recycling plant Indal (subsidiary of Hindalco) Kollur (Andhra Pradesh) foil rolling

4,000 tpa

COPPER

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key products and locations brands Birla Copper (Hindalco Industries Ltd.) copper cathodes continuous cast copper rods sulphuric acid phosphoric acid gold (Birla Gold) silver (Birla Silver) power Dahej (Gujarat)

capacities

country

500,000 tpa 97,200 tpa

India

1,670,000 tpa 180,000 tpa

15 mt 150 mt 135 mw

DAP and complexes 400,000 tpa (Birla Balwan) Hindalco Industries Ltd. (Aditya Birla Minerals Resources Pty. Ltd.) copper cathodes copper in concentrate power Nifty mines Mt. Gordon mines Mt. Gordon mines 25,000 tpa 40,000 tpa 28 mw Australia Australia Australia

Landmarks

2007

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India Today Group's Readers Digest Gold Award 2007 in recognition of the work that truly exemplifies the highest values of society as well as those of Reader's Digest at the Pegasus Corporate Social Responsibility Awards. Hindalco awarded the CII - Sorabji Green Business Centre "National Award for Excellence in Water Management 2007". In May 2007, Novelis became a Hindalco subsidiary with the completion of the acquisition process. The transaction makes Hindalco the world's largest aluminum rolling company and one of the biggest producers of primary aluminum in Asia, as well as being India's leading copper producer.

2004 Hindalco receives, India CFO Award 2004 for excellence in finance in a large corporate.

2003 Hindalco receives the Asian CSR Award for its "Rural Poverty Alleviation Programme". The Asian CSR Awards are Asia's premier awards programme on Corporate Social Responsibility.

HR VISION

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To provide an enabling environment where employees competencies are nurtured and harnessed towards sustainable business growth and leadership.

HR MISSION

To proactively assess and provide services for the HR needs of the business & customers for the attainment of organizational goals.

HR OBJECTIVES

To collaborate with and support internal Customers of HR services viz. effective manpower planning, ensuring harmonious industrial relations etc. To review and redesign the structure of the organization with clarity of role, responsibilities and accountability for overall organizational effectiveness and speedy response to emerging business challenges. To develop knowledge and skills of the employees and groom leaders with functional and business competencies to meet future demands of the organization (viz. flexibility and change management).

To benchmark best HR practices in order to enhance Human Resource effectiveness. To enhance employee productivity through rationalization of jobs and manpower optimization.

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To promote employee involvement in decision making, team working, creativity and empowerment. To institutionalize transparency by framing, updating and communicating systems and processes. To maintain good liaison with government/ external agencies in order to better serve the organizational cause. To provide a safe and healthy work environment and continuously benchmark and update the standards of safety and hygiene; and To work towards improving the quality of work life of employees and the life of their families.

HR Department Structure
The following diagram describes the departmental structure. The chart illustrates various positions in the HR department at HINDALCO Industries Ltd.

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PREAMBLE
Performance management system (PMS) is the heart of any people management " process in organization. Organizations exist to perform. If people do not perform organizations don't survive. If people perform at their peak level organization can compete and create waves. Performance management systems if properly designed and implemented can change the course of growth and pace of impact of organizations.

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Performance management is process of goal setting, mentoring, coaching and evaluating performance. This system is important to the organization because the employees are accountable for achieving results that are clearly tied to organizational goals. Information about linkage between mission goal and individual accountability is reviewed during the performance management process. The system also incorporates performance plans which have specific business results with clear measures of performance. Hindalco Industries has an online performance management system portal developed in POORNATA which is a Peoplesoft HRMS 8.9 implementation project. This system was implemented 2 years ago. This system was taken up for project study, as it is an upcoming technology in all industries, to gain information about the process, its importance and to understand the various modules included in POORNATA. The understanding of online performance management system is of utmost importance as the trend of implementing HR policies through system driven program to achieve organizational goals is increasing. The Aditya Birla Group also backed the best employer award, so I found it necessary to study the human resource management system at HINDALCO INDUSTRIES as it is one of the important component in the policies of the group.

The project includes the study and evaluation to check the effectiveness of the online performance management system. The effectiveness was evaluated through a questionnaire, which included questions based on the online Performance management process. This questionnaire was administered to a sample of 50 employees and the data was collected for analysis. This survey was undertaken to find out the loop holes in the system, areas where the employees have difficulty in operating the system, any changes employees want in the system and overall feedback about the online system.

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I had to scan 10 pages before I could reach the Preamble. I would rather use the conventional title of Introduction. Pages 1-9 should come after the introduction, in a project report. I did not see any title page or contents page. I hope you have seen the links I have suggested on writing dissertations or project reports. The methodology section is good; succinct and you have explained why you selected the methods chosen. However, in the tabulation, you should have shown the number of staff in each of the sections. That would have helped the reader to assess if you really used Quota Sampling.

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OBJECTIVE OF THE STUDY

To study and evaluate the effectiveness of overall online performance management system. Reasons for the study

Study the HRMS at HINDLACO INDUSTRIES LTD. Critically evaluate the effectiveness of online Performance Management System. To get the feedback of the employees on the online Performance Management System.

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RESEARCH METHODOLOGY
Primary Data Source: The source of primary data in the research was Structured Questionnaire. This method of collecting data by mailing the questionnaire to respondents is most extensively employed in various economic and business surveys. This method of data collection was chosen because: As the employees are located at different geographical location so, the method was low in cost and adequate. It is free from the bias of interviewer, answers are in respondents own words. Respondents have adequate time to give well thought answers.

The questionnaire developed for the study included the Five Point Rating Scale. The scale items were5- Strongly Agree 4-Agree 3- Neutral 2- Disagree 1- Strongly Disagree Items in the questionnaire were included depending upon the various aspects of e-PMS in POORNATA Portal at HINDALCO Industries Ltd.

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Secondary Data Source Source of secondary data were various books, reckoner and websites. Sample Size The sample size selected was of 50 employees. Sampling Design & Technique The sampling design was the Non- Probability Sampling. In this type of sampling items for the sample are selected deliberately by the researcher; his choice concerning the items remains supreme. In other words, under non-probability sampling the organizers of the enquiry purposively choose the particular units of the universe for constituting a sample on the basis that the small mass that they so select out of the huge one will be representative of the whole. In small enquiries and researches, this design may be adopted because of the relative advantage of time and money inherent in this method of sampling. Quota Sampling was adopted as the sampling technique. In this technique, the interviewers are simply given quotas to be filled from the different strata with some restrictions on how they are to be filled. The actual selection of the items for the sample is left to the interviewers discretion. This sampling is very convenient and relatively inexpensive. Sample Distribution Hindalco Industries limited

Total population=200(Metals+Marketing) Sample size selected=50(25% of total population) Total no. Of respondents= 40 Non-respondents= 10

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METALS
DEPARTMENT CPO-MET BUSINESS IT-MET TREASURY AND ACCOUNTS RISK MANAGEMENT OFFICE OF CFO BH-MET DIRECT TAX-MET PROJECT-MET NO. OF EMPLOYEES 3 6 3 1 5 5
1 1

MARKETING pg.
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Everlast -HHM Business Finance Domestic- HHM ERP- HHM Regional Extrusion-HHM IT-HHM Rolled Export Product Head-HHM Regional Rolled Domestic HHM Territory Rolled Delhi- HHM Territory Primary HHM CMO- Marketing Hindalco Export MHO-HHM Regional Primary

3 2 1 5 2 3 4 1 1 1 1 3

The sample consist only the management cadre employees like the secretary, deputy manager, manager, general manager, assistant manager, officer, senior manager, vice president etc. It does not include the supervisory level staff as the online PMS is applicable only to the management cadre employees.

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INFORMATION AND ANALYSIS

Theoretical framework of the topic

Performance Management System Performance management system is the process of performance planning (goal setting), performance mentoring, coaching, measuring (evaluation). Individual performance linked to organizational goals, giving him/ her feedback, rewarding the individual achievements against set performance goals and required competencies, and working out a plan for his/ her development. The system of Performance Management for an organization is a strategic and integrated process that establishes a culture of sustained success by improving the performance of the people who work in them and by developing the capabilities of individuals contributors and teams. Performance Management . Aligns individuals goals to organizational goals Is a tool to channel employee efforts in the right direction and get work done Ensures clarity of role to be performed Encourages feedback and creates an environment for development Facilitates better understanding and rapport between manager and team members Measures and assesses all performance against jointly agreed goals.

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Performance management has two objectivesEvaluation objective: To provide feedback to individuals on their performance levels and on current competency levels. Performance evaluation and assessment of the readiness of an individual to take on higher responsibilities To generate data required for decisions on compensation, training etc. Development objective: To counsel and coach subordinates so that the improve their performance and develop competencies To motivate subordinates through recognition and support To strengthen supervisor subordinates relations To diagnose individual and organizational competencies, so that actions can be taken on problem areas To define the training requirements based on individual competency

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Linkage of performance management system to various other processes

Performance Management System

Performance Assessment

Promotion/ Upgradation

Compensation Management

Job rotation and Transfer

Training and Development

The theoretical framework section is very shallow. There is hardly any reference to any work that you have referred. If it is for an academic purpose, it needs beefing up.

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PROJECT STUDY

Introduction to POORNATA POORNATA is a Group wide People Soft HRMS 8.9 implementation project. This project was started in May 2005 with the functional and technical training; it was implemented in 18 months from the start date. The purpose of this project is to implement HR policies through a system driven program, to achieve organizational objectives. POORNATA is implemented across 78 domestic units and 26 units overseas. It covers all management cadre employees across the group and all employees for transworks, approximately 1600 employees. Objectives Poornata automates and standardizes HR processes across the group for all management cadre employees. Poornata introduces best- in- class HR processes through out the group. Poornata gives employees access to data which was hitherto available only to the HR department and thus enables them to plan their own development. Poornata also gives managers access to information about their direct reports and thus enables managers to plan the development of their direct reports more proactively.

Scope of POORNATA Modules included in POORNATA are:

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Recruitment Workforce Administration Position Management Compensation Performance Management System Enterprise Learning Solution Talent Management Significance of POORNATA

1.

Employees Empowers employees by making development self driven. Creates career opportunities for employees by enabling knowledge sharing of likely vacancies and jobs amongst varied businesses.

2. Business Delivers faster services. More- database decision-making. Put Line Managers in control of People and development.

3. Group

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Takes the group to a league of Global Organizations with cutting edge HR-ERP operational that enables seamless delivery of common HR processes a diversified multi location group.

Builds employer brand.

4. HR Department Enables faster service delivery. Facilitates continuous improvement. Builds a more professional image. Makes HR department more data driven.

The online Human Resource Management System at HINDALCO is called as POORNATA .This on- line Performance Management system enables the group to proactively manage their performance appraisal .The module delivers maximum business benefit by helping an employee and manager to set goals and track them on an ongoing basis. The Performance Management business process includes the following basic steps1. Identification of goals for the next year. 2. Review of performance against goals set for current year. This guide is both a reference tool for use in your day- to- day role and also a training manual. It is a common appraisal process, an automated, system driven; goal focused and standardized process across the group. Performance management at Aditya Birla Group will be focused to1. set goals for coming financial year 2. half- yearly review of performance

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3. Annual appraisal.

Performance Management system in POORNATA includes the following basic processes:

1. Annual goal setting: in the months of April/may every year, after the annual planning and

budgeting rounds, all teams will identify their KRAs and Goals for the forthcoming financial year. This process will largely happen off-line. An employee will fill in his Goal Setting Document in Poornata System, listing the KRAs, Goals, and Measurement Criteria and due date for completion of specific goals. He will then notify the same to his manager. The Manager recommends changes and approves the document. The approved document is available to the employee and his manager for reference throughout the year. Organizational Goal Setting:
Senior Management sets Annual Organizational Goals Function Head sets Annual Departmental goals Employee with Manager sets Individual goals

Start

Individual Goal Setting:

B Employee and Manager get a view only access of the job description while assigning KRAs

Employee sets goals and assigns weightages and measures

Manage r agrees

Goal setting document is finalized

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2 Mid- Year Review: of goals set at the beginning of financial year will be held in the months of October/ November every year. It will be initiated by manager. The main focus of the mid year review is to check if the goals set at the beginning of the year are relevant or if they need to be updated. It gives an opportunity to Manager and his team members to identify and discuss about any performance issues, initiate corrective action for the same.
C

HR Administrator sends email to all employees and managers to initiate half yearly review

Manager will reopen the document

Employee goes to goals edit details and enter the status and complete percent

Manager reviews the results against the agreed goals D

2. Annual Performance Appraisal: against goals set and achieved will be held during the

months of April- May every year. The employee will complete his self appraisal against goals set online in the Poornata System and submit the same to his manager for review. The manager will discuss the performance of employee offline, give him feedback on his performance and capture his own comments and performance ratings. The document is send to the HR department for further processing. Hindalco has two types of employees on payroll and on contract. Payroll employees are of two types- Management employees (Job band 11- Executives) and Supervisory employees (S3- S1 level). POORNATA system covers only management level employees. POORNATA

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is under HRMS. It has various employee and manager self- service options like personal information, recruitment, enterprise learning solutions, performance management system, and talent management system.

Three different people are a part of POORNATA: Employee Manager Administrator ( Human resource department)

The administrator of the system is the HR department, it has the accountability and responsibility for the entire process .POORNATA has different modules they are- work force administration, recruitment, and performance management system and position management. The performance management system process is completed in POORNATA by an employee (employee self service) and by manager (manager self service).As the system includes 3 processes. The first process is Goal Setting, mid year review and Annual performance appraisal. There are nine sections in Performance document: Job Purpose, KRA, Goals, Value, Overall Summary, Employee Comments, and Manager Comments, Training need identification, Career Aspiration. Both the employee has to log on to www.portal.poornata.com by giving their User ID and Password and then access the document through HRMS > Self service> Performance Management> My performance document> current document > ABG Performance Document Performance Management Process in POORNATA by Employee The goal setting process starts with defining the job purpose, the KRAs and then the goal is finally set. Goals include the job description, start and end dates, measurement criteria of the

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goal, giving weightages to each goal, stating the progress status of the goal (initially not started status). The second process is the mid year review, the HR department will notify to start the mid

year reviews, the goal status (in progress/ complete, percentage achieved will be updated by the employee. The last process is the Annual performance appraisal, here no updates are made to thejob purpose and KRAs, only the goal status is updated (100% achieved, complete status). The employee gives his comments stating all the facilitating and hindering factors in achieving the goals, after which employee gives rating to each goal on a 5 point rating scale5- Far exceeds expectation 4- Exceeds expectation 3- Meets expectation 2- below expectation 1- Far below expectation After the goal rating is completed, a goal summary is given by the employee; mid year review comment is given by the employee. Next the employee rates the values (commitment, seamlessness, integrity, speed, passion) with the following rating scale* Needs improvement ** Meets standards *** Strength

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The next step involves training need identification i.e. the training employee needs in the coming year and the career aspirations (short term as well as long term) are identified.

The performance management process in POORNATA by manager. Now the Manager reviews the goals set by the employee, mid year performance status and annual performance appraisal of the employee is reviewed and appraised. The manager reviews the job purpose, KRAs and goals along with weights, after receiving an offline e-mail from HR administrator to initiate half yearly assessment; manager will reopen the performance document and will review the current status of the completion of each goal. Annual Performance review is done by the manager. The manager will review the document of employee by logging in to the POONATA portal. The employee will be evaluated by the manager by rating the employees performance against each goal by selecting a rating from the 5 point rating scale and by rating employees performance against each value by selecting a rating from the scale. Training needs and career aspirations will be identified by the manager. By clicking on the calculator icon, the overall rating will be available to the manager. Manager will then forward the document to the HR department for further processing. The HR department gets a prenormalised report which has a rating to be given to the employee. In case the rating finalized by the moderation committee is different as compared to the one given by the manager, the HR department would deny the document. The prenomalisation process has 3 people involved the HR administrator, Top management level employee and department head. The prenomalisation process is based on

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How the manufacturing industry has performed How the company has performed How the unit has performed How the department has performed How the functional unit has performed How the team has performed. When there is a new employee the HR department conducts induction program for employee self service and manager self service to access POORNATA and refresher training program is conducted by the department 15 days prior to the appraisal process in the organization. Various Modules in POORNATA 1. Personal Information : Employee self service- employee self service is used by the employees to view and update their own information in POORNATA. Information pertaining to Name, address, marital status, education, honors and awards, languages, licenses, memberships, email-id , phone numbers, emergency contacts. There are 3 kinds of processes to update information through employee self service. Process without approval or notification
Employee updates a. Phone number b .Email address c. Emergency contact number Database updated

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This updating of information does not need the approval of HR administrator.

Process with HR notification

Employee updates a. Education b. Honors& awards c. Languages d. Licenses& certificates e. Memberships Supervisor notified HR administrator notified Database updated

Process with HR approval

Employee updates a. Name b. Address c. Marital status

HR to approv e

Database updated

Employee notified

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Name- employee submits a name change request online, he/she must provide sufficient proof to the concerned HR manager to get an approval like, marriage certificate, divorce certificate. Manager self service- the e-Profile manager desktop in POORNATA is a web based application that allows the managers to view personal and job related data of all the employees to them. The manager can view the details of the employees reporting to them with the help of manager self service. Following details can be viewed by a manager using manager self service Name, address, marital status, education, honors& awards, languages, licenses, membership, email ID, phone numbers, emergency contacts.
Manager selects the employee whose data he/she wishes to see

Manager clicks on the hyperlinks to view the data

2. Recruiting: Manager self service- creating a job opening, the hiring manager is typically a line manager who is of a department head and above level. The process flow is as followsHiring manager initiates job opening Adds job details: BU, Position, Location, Salary, Staffing & hiring team information

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System sends job opening details to the supervisor of the hiring manager for approval

Employee self service- The process flow is as follows-

Employee views job details posted in portal Employee applies by filling online application form

Employee submits application form

The employee views the job postings on the careers page through self service. 3. Interview calendar and Evaluation Employee self service- recruiter schedules interview for an applicant a. b. c. Interview calendar Interview team schedule Interview evaluations job band 10 & below job band 7,8 &9

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job band 4,5 &6 job band 3 & above

3. Enterprise learning solution: Employee self service- POORNATA that enables, the group to proactively manage their learning environment, ensuring that employees acquire knowledge and skills, consistent with corporate objectives. Employee learning solution will focus on session based trainings. Employee learning solutions process at Aditya Birla Group is used for entire range of end- toend training process. The objective is to standardize and automate training processes across the group-

to create and foster a learning culture. to enable the learners to plan and review their learning.

In employee learning management system employee can enroll himself to an activity according to the training needs identification and objectives assigned to him. His/ her manager will approve or decline the activity to be attended by him / her .If approved then learner can attend the activity. Manager self service- manager can browse or search the catalog for activities and programs in which to enroll and register any team member directly reporting to them. They can add activities to employees learning plans and enroll the employees in the planned activities later. 4. Talent management system:

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Purpose- the Talent Management system (TMS) within Poornata enables the group to proactively manage talent. The module delivers maximum business benefit by helping a Manager to assess competencies and track them on a going basis. The talent management business process as envisaged in the system focuses on the potential and competencies associated with the role of the employees.

Competency Evaluation Cycle- competency evolution form will include evaluation of the employee on set of competencies which are attached to his/her job profile. Each position will be linked to a job profile where competencies will be defined based on the current role and responsibilities.

Manager will evaluate the employee on the pre defined competencies defaulting in the competency evaluation form and give potential

Submits the document for approval to the reviewer

Reviewe r Reviews

Reviewer approves and submits it to HR Administrator

HR Administrator process the document

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RESEARCH ANALYSISA survey was undertaken to study and evaluate the effectiveness of online performance management system. The data obtained is analyzed below. Graphical Presentation

Table 1- Graphical representation of percentage responses of employees on the parameter Clarity in understanding the online performance management system.

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Table 2- Graphical representation of percentages responses of employees on the parameter external factors in the online performance management

Table 3- Graphical representation of percentages responses of employees on the parameter career growth associated with the online performance management system.

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Table 4- Graphical presentation of percentage responses of employees on the parameter timely notification associated with the online performance management system.

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Table 5- Graphical representation of percentage responses of employees on the parameter Grievance redresses related to the online performance management system.

Table 6- Graphical representation of percentage responses on the parameter satisfaction with goal setting and weightages given in the online performance management system.

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The above shown graphical presentation shows the percentage distribution of responses on the parameters set to check the effectiveness of the online performance management system. The percentage responses are calculated based on the responses given by the employees on the five point rating scale.

Table 7- Pie- chart distribution table presenting the percentage distribution of Agree Responses to the parameters set on the online performance management system.

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FINDING AND OBSERVATION

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The sample study was undertaken to check the effectiveness of the online Performance Management System.The sample taken up for the study was of 50, out of which 40 respondents gave their feedback. A structured questionnaire was developed with five point rating scale.The no. of questions included were 19 .These questions are put under six parameters which are as follows, 1. Clarity in Understanding 2. External Factors 3. Career Growth 4. Timely Notification 5. Grievance Redressal 6. Satisfaction with goal setting and weightages given. Let us analyse each parameter in detail. Clarity in Understanding- this includes questions pertaining to the navigation path given, to operate the Performance Management System in HRMS ( Poornata) and the manager assists the employee in getting a clear idea of the task to be performed. 40 respondents feedback on this parameter shows that 66.25% of respondents agree with the parameter and 30% strongly agree , 2.5% disagree and 0% strongly disagree with the set parameter. This indicated that system and the tasks to be performed. External Factors This parameter includes factors which are external to the online performance management system. The questions related to feedback on goal setting, basis of final rating, facilitating and hindering factors in performance are taken into consideration. The percentage responses are as follows, 58.33% agree, 22.5% strongly agree, 11.66% disagree, 0% strongly disagrees and 10% neutral. This clearly indicates that external factors are also taken into consideration other than those included in the system. maximum no.of employees have clear understanding of operating the online performance management

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Career Growth- this parameter essentially deals with whether the online performance management system helps to appraise factors related to the career aspirations, future performance improvement, career planning and rewards of the employees in the organization. The responses are as follows, 59.37% agree, 16.25% strongly agree, 13.12% neutral, 10% disagree and 0.625% strongly disagree. This clearly indicates that career growth is taken into account by the online performance management system. Timely Notification-with this parameter feedback was taken to check factors like timely updates given by the HR dept pertaining to the online performance management system and the deadlines set to complete the performance document in the online performance management system. The responses are as follows, 52.5% agree, 18.75% strongly agree, 13.75% neutral, 7.5% disagree and 6.25% strongly disagree. This clearly shows those employees are given proper notifications when required. Grievance Redressal- This parameter deals with factors like, addressing the doubts and queries by the Performance management system operator and whether the employees feel free to express their disagreement regarding the appraisal decision, are taken into consideration by the online performance management system. The responses are as follows 67.5% agree, 17.5% strongly agree, 18.75% neutral, 5% disagree and 1.25% strongly disagree with the set parameter. This clearly indicates that employees grievances are properly addressed. Satisfaction with goal setting and weightages given to the goals- This parameter includes factors related to goal setting, weightages given to the goals, time period set for goal setting, key result areas associated with goal setting which is performed in the online performance management system. . The responses are as follows 63.12% agree, 20% strongly agree, 6.87% neutral, 4.37% disagree and 0.62% strongly disagree with the set parameter.

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Figure 7 illustrates the overall percentage of employees satisfaction with the parameters defined in the questionnaire relating to the online performance management system. It can be seen that the maximum satisfaction and agreement is with the Goal Setting parameter i.e. 24%. This means that, the process of goal setting and assigning weightages to the respected goals is adequate in the online performance management system. Employees agree that, goals are set and with mutual agreement between the manager and the employee. Employees also agree to the point that, the weightages given against respective goals is adequate and the goals are also revised based on changing business needs of the organization. The maximum dissatisfaction is seen with the parameter Timely Notification i.e. 10%. This indicates that employees are not very satisfied with the updates that they receive from the HR regarding their case. Employees also exhibit dissatisfaction with the deadlines set to complete and submit the performance documents. But the study and analysis did reveal that the online performance management system is effective one.

Rather than place all the exhibits together and then discuss what they mean, it would be better to comment on the findings exhibit by exhibit. But make sure that you do not just repeat what can be seen in a bar chart or a pie chart. Summarise the findings, i.e. rather than say certain % strongly agreed, etc. , combine the findings into couple of key groups. First present all the findings and then have a separate section for discussing the implications. You also have not said how you grouped the 19 items into 7 categories and why? What weights did you give each of the items in a construct, and why such a weighting? pg.
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CONCLUSIONFrom the above data it can be observed that the online performance management system at HINDALCO INDUSTRIES LTD is extremely effective. Employees are satisfied with the online performance management system and the coverage given to various factors of performance appraisal.

LIMITATIONS OF THE STUDY

The study performed encompasses following limitations:1. The sample size selected was 50 out of the total population of 200; hence the study and evaluation cannot be generalized to the whole population. 2. The sampling does not include all the divisions of HINDALCO INDUSTRIES LTD. 3. As the survey was conducted online, no personal interview was taken. 4. Due to the non respondents few aspects of the research analysis got defeated. 5. As the sampling technique is Quota sampling, statistical analysis cannot be performed.

There is problem with on-line surveys? How do you know who responded?

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SUGGESTIONS
According to

my observation following suggestions should be taken into consideration,

It is customary to avoid writing in first person.

Gap Analysis- Training needs are given by the employees online, once the identification is done and training is imparted to the employees, some feedback about the training is to taken from the manager and the respective employee. Feedback in terms of whether the program met the objective, did it make value addition to the knowledge of the employee and its application in the present job should be undertaken. Thus the gap between training need identification and imparting of training should be analyzed.

Quarterly performance reviews should be undertaken for short term goals. Some employees are not satisfied with the updates given by the HR department related to their case, while assessing the online performance appraisal system. Thus proper feedback should be given to the employees to further increase the effectiveness of the system.

Training need identification should be done half-yearly, so that it helps the employees in improving the performance in the remaining time period.

The career growth factor should be given more attention in the online performance management system. As 13.12% neutral and 10% disagree responses are observed in the study, which means that some percentages of employees are not satisfied with their career growth. This factor is important, from the view of employee performance and retention.

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ANNEXUREBlank questionnaire and five copies of the filled in questionnaire by the employees attached.

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BIBLIOGRAPHY

Sahu, R.K., Performance Management System, New Delhi, Excel Books, 2007 Kothari, C.R., Research Methodology, New Delhi, New Age International (P) Ltd., 2008 www.adityabirla.com/the_group/heritage.htm www.adityabirla.com/the_group/corp_hrcell.htm www.adityabirla.com/the_group/corporate_cells.htm www.adityabirla.com/the_group/management.htm www.adityabirla.com/the_group/our_values.htm www.adityabirla.com/the_group/milestones.htm www.adityabirla.com/products/index.htm www.hindalco.com/products/overview.htm POORNATA for me, ePMS Reckoner

sections. The mere fact that you have listed only a book each on PMS and Research Methodology shows that you did not do enough literature survey before conducting your project. Overall a creditable effort has gone in. But as an academic, I would like to see a bit more literature survey added to say why the project is of importance. You also should say when you accessed the web pages. Pl see my post on Research Methodology, where I have attached ppt slides.

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Wish you all the best. Narasimhan

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