IIM T R I C H Y

Performance
Management
G4

Group 4
T Tejaswini - 2104020
Gourav Singhal - 2104024
Apoorva Agrawal - 2104028
01.
 G4
1994
About the The employer "X" became
based in 1994 with the aid of
company
using "Chintu Chamkila" and
a group of six different
engineers in Kolkata, India,
The employer has asked us to not with a preliminary capital
reveal the personal or
funding of most effective Rs.
organisational identity.
1,20,000.
02.
2022
Today "X" is an international
chief in next-era virtual
offerings and consultancy. With
27 years of offerings, over 1300
customers, and a presence in
46+ countries, "X" has certainly
been considered one of the
biggest IT workforces with
greater than 2,10,000 workers.
IIM T R I C H Y
 About the company
Overview
They help our clients modernize
technology, reimagine processes
and transform experiences so
they can stay ahead in our fast-
changing world. Together, we’re
improving everyday life.
03.
Specialities
Interactive, Intelligent Process
Automation, Digital Engineering,
Industry & Platform Solutions,
Internet of Things, Artificial
Intelligence, Cloud, Data ,
Healthcare, Banking, Finance ,
Fintech, Manufacturing, Retail,
Technology , and Salesforce
IIM T R I C H Y
 Role: Associate Consultant
An associate consultant have a problem-
solving and client management role in their
company. They may work with project teams
to plan, develop and deliver projects as per
client specifications. Associate consultants
may gather and analyse data, assist with
project management tasks, make
recommendations to improve the project
management process, create reports and
interact with clients to keep them updated and
get their feedback.
04.
IIM T R I C H Y
 Current Performance
Appraisal Process
The current system involves only manager based feedback and
is based on productivity and screentime. The shift to hybrid
work—where employees split their time between working at an
office or other central worksite and working remotely—has
been one of the biggest stories of 2021. And with company "X"
which is currently hybrid, planning to remain that way when the
pandemic is over, it’s looking like this once-niche way of
working will remain a major fixture of talent management in
2022 and beyond.

To make this model succeed, HR leaders at "X" businesses have

already changed how they pay employees, what benefits they
offer, and even what tools and software workers use. But one
05. area that has remained largely untouched during this transition
is performance management
IIM T R I C H Y
Surveys from company "X"

Employees who disagree that

Employees who disagree that manager has
performance that current evaluation
enough visibility into work performance
method accurately reflects performance

Hybrid Hybrid

On-site On-site
55% of hybrid employees say
output is most important in
how their work performance
Remote appraisal is being carried out Remote

0 5 10 15 20 25 0 5 10 15 20 25

06.

IIM T R I C H Y
 Appraisal Problems:

1 2 3
Morale Downfall Senior Sub-ordinate Gap Vacation and sick leaves

Due to performance Due to the hybrid work During the covid-19

appraisal done on the environment, There is a gap
basis of screen time between the expectation and
instead of work done work of those employees
employees felt who are at home, due to
demotivated. which there are hindrances
in future work projects.
outbreak, many of the
employees or their close
ones went through a hard
time, companies provided
cash, but it was not
sufficient.

07. IIM T R I C H Y
 Recommendations:
Need of the Hour

D.E.I. patter work Be Flexible and

Work based appraisal
distribution Empathetic

Updated C&B policy

360* Review (Non-Monetary
Benefits)

08.
 G4

Questions? Clarifications?
We'd love to help!
tejaswini.hr21020@iimtrichy.ac.in
gourav.hr21024@iimtrichy.ac.in
apoorva.hr21028@iimtrichy.ac.in

IIM T R I C H Y