hrm project performance appraisal grp5

8/12/2019 Hrm Project Performance Appraisal Grp5

1/14

Group 5


2/14

Group Members Oindrila Mitra 13202026

Parag Parmar 13202027

Paulomi Mukherjee 13202028 Pragya Panda 13202030

Premasha Kar 13202031

Prerna Agrahari - 13202032


3/14

Company overview: TCS Global Multinational into IT Services.

Operates out of 46 countries and 199 branches across

the world. Subsidiary of the erstwhile TATA group.

Founded in 1968. Total of 276,198 employees as ofMarch 2013.

One of the pioneers of IT industry in Manpowermanagement.


4/14

Performance Appraisal Process Half Yearly review system- H1 and H2.

Technique used: Objective production andJudgemental.

Process: Associates set Goals

Supervisor approves the goals

Skill sets are decided in joint meeting by supervisor andassociate to achieve goals.

Training deadlines are set to achieve required skill levels

Senior Supervisor achieves final plan


5/14

Process (Contd)Associate employee OKs final goals.

Queries are acknowledged and addressed.

Scores are given on half yearly appraisals to achieverating bands: A to E

Bands given at the end of H2 evaluation.

A is highest in accordance with relative rating of group

employees. No of people assessed by a Supervisor can rage from 8-

80.


6/14

Relative Ranking systemAttributes rated can reach a maximum of 50-60 based

on type of team.

Varies in a team of people Directly linked to goals set.

Type of Appraisal Self Appraisal -----Moves to appraiser for evaluation


7/14

Objective of Appraisal To asses the performance of employees

Data driven process for defining success at work.

Quantifying the success A rated employeesrewarded generously with bonus and hikes of around15%

Scoring is absolute- but banding is relative to

encourage intra team competitiveness. Evaluation of attributes based on industry standards

and specifications


8/14

Process Involvement Levels of employees:

Associate

Supervisor (Business Consultants)

Senior Supervisor (Business Heads)

HR Executives of concerned departments

Feedback is subjective- areas of improvement are told.

Completely system generated process built onindigenous software ERP platform.


9/14

Importance of the Process For the Employee:

To understand his performance and place in the team.

What he needs to do more.

Where is it going good for him. Technical areas of development.

For the Supervisor/Employer:

Who are the key people in the teams.

Whom to make better.

Who is a droppable resource


10/14

Where it lacks? Employees dont focus on what the Supervisor says.

Each factors importance is not taken seriously.

Employee should get to know the overall prospects ofappraisal.

Peer evaluation is missing.

Only concerned about the bands they get, hence no

absolute sense of performing. 30-40 attributes make it cumbersome.


11/14

Barriers Time is limited and difficult to manage along with

regular business process.

Biases exist among supervisors- should be avoided.

Probable Improvements Max number of employees capped for each Supervisor

Supervisor should be mandated to provide feedbackcomments.

HR involvement should be increased to monitor &channelize proper flow of process.


12/14

Desired Attributes Soft Skills:

Analytical abilities

Team Player Leadership skills

Technical:

Testing Improving productivity based on previous cycles

Value addition in terms of $ to the customer.


13/14

Person Contacted Chandan Kar

Associate Consultant

Head of British Petroleum TestingProcess at Bhubaneswar

Contact:

+91- 9437133488

Email: [email protected]


14/14

hrm project performance appraisal grp5

Documents