Task based, online performance appraisal system: a study on Indian railways

Abstract

Task based online performance appraisal is a novel approach to performance appraisal of an employee hitherto not tried out in any organization, and especially in the government. There is considerable dissatisfaction amongst managers regarding appropriate performance appraisal techniques, methods, and metrics in order to enable them to use these for employee (performance) management. Literature is replete on these issues of HR Management in its endeavour for better appraisal and measurement methods in order to reduce rater error, the element of bias etc. There have been a number of pointers in literature which emphasize on continuous rating; on job rating, categorization of jobs, rating on a large number of job factors and on accuracy of rating systems. The two aspects of performance namely task aspect of performance and behavior aspect to performance were identified andthe study focuses on the task aspect of performance. The Surinder Nath Committee and the Hota Committee have commented on performance appraisal reporting in the government of India and emphasized on transparency, accuracy, numerical grading and objective assessment with a work plan. The researcher had many opportunities to study in the performance of appraisal systems in the US namely the Department of Transportation, the GAO to the extent possible and had reviewed the available literature on performance appraisal practices such as pay for performance and the IRS model etc. As there is little or no literature on the proposed task based online performance appraisal system (TOPAS) done in real time the researcher has examined the issue starting from a need for such a system and what would be its acceptability and feasibility. The research methodology followed is focused group largely on interviews and study of documents in the available literature Two focus groups were taken for study, one at Diesel locomotive maintenance Shed at Visakhapatnam and the other at Material Management Office, Rail Nilayam at Secunderabad. Both these focus group-interviews had expressed gross dissatisfaction with the existing system of appraisal, and emphasized on the need for an objective evaluation system. The interview at Diesel shed, Visakhapatnam reveals a tacit acceptance of task based approach and a desire for an evaluation system based on each and every schedule that is carried out during the month. This has reinforced the need for a system of task based on line performance appraisal in real time as envisaged by the researcher. The focus group interview held at the Materials Management office reveals that staffs working in the sections perceive the lack of utility and redundancies found in the existing format of reporting. In the implementation of the ISO 9000, the material management office, though is measuring the performance task wise the same is not reflecting in the performance of the staff as recorded in the ACRs. The focus group also had expressed interest in having their performance rated on each and every file, there by indicating the need for task based online performance appraisal system(TOPAS).The model for TOPAS was drawn and made operational with the data of running staff Locomotive Drivers of Guntur Division of South Central Railway and thus demonstrated its workability. A new comprehensive PAS was drawn using TOPAS for the task component and competencies for the behavior component of performance and steps to implement were drawn.