LEVI STRAUSS & CO.

PERFORMANCE
MANAGEMENT
SYSTEM
HUMAN RESOURSE MANAGEMENT
BY: AISHWARYA GUPTA (BFT/21/553)
NAYANIKA DAYAL VERMA (BFT/21/305)
TABLE OF CONTENT
Introduction
Performance Management System
PMS Overview
The Role of HR in PMS
Performance management in apparel industries
Brand Overview
Brand PMS
Phases of Implementation
Tools for ms implementation
Conclusion
INTRODUCTION
Understand how Levi Strauss & Co.
(LS&Co.) fosters a high-performing
workforce.

Diving into specific strategies for

continuous development and goal
alignment.

Evaluating how the system fosters

employee engagement and
performance.
PERFORMANCE
MANAGEMENT SYSTEM
A Performance Management System (PMS) is a
structured way to check in on employees, set
goals together, and help them improve. It's like a
coach for work, ensuring everyone's efforts
contribute to the company's success.

Benefits of a strong PMS:

1. Improved Performance
2. Increased Employee Engagement
3. Talent Development
4. Strategic Alignment
PMS OVERVIEW
Identify Key Result Areas Provide learning and
Establish rewards and
(KRA), Key Performance development
recognition initiatives to
Indicators, Performance interventions not limited
promote positive
Targets, and to training, to enhance
behaviors and results
Competencies performance

PLANNING MONITERING DEVELOPING RATING REWARDING

Establish monitoring Objectively evaluate

system that provides performance using
regular and timely scorecards and
feedback critical incidents
THE ROLE OF HR IN PMS
Ensures fairness, objectivity, and consistency in performance reviews.

Establishes and maintains evaluation standards.

Guides managers in the review process.

Develops performance criteria aligned with company goals and values.

Identifies key performance indicators (KPIs) for accurate measurement.

Conducts regular calibration sessions to review and discuss evaluations.

Eliminates biases and discrepancies in ratings.

Provides training on effective evaluation techniques.

Educates managers on giving constructive feedback and fostering growth.

PERFORMANCE MANAGEMENT
IN APPAREL INDUSTRIES
Performance management is crucial for efficiency,
productivity, and competitiveness in the garment sector.

Sets clear employee performance goals and expectations,

enhancing focus, motivation, and commitment.

Provides a framework for measuring and evaluating

performance, enabling targeted training and development.

Improves work quality and efficiency by enhancing skills,

knowledge, and competence.

Facilitates communication and recognizes talent, driving

success in the fast-paced garment industry.
LEVI STRAUSS &
CO. (LS&CO.)
Levi Strauss & Co. is an American clothing company
known worldwide for its Levi's brand of denim jeans.

Founder: Levi Strauss, a German-Jewish immigrant

Year of Establishment: 1853, San Francisco, California,

United States

Origin: Buttenheim, Bavaria

Brands: Levi's, Dockers, Denizen, Signature by Levi

Strauss & Co
LEVI STRAUSS & CO.
PERFORMANCE
MANAGEMENT SYSTEM
Levi Strauss & Co. has implemented Phase 1 Phase 2
several specific activities as part of Policy development and Planning and
its Performance Management management information
commitment management
System.

The Four-Phase MS Implementation Phase 3 Phase 4

Plan The implementation plan is
MS implementation, Initiate continuous
organized around four key phases. training and manual improvement of MS
preparation
PHASE I: POLICY DEVELOPMENT AND
MANAGEMENT COMMITMENT
Task 1: Secure Management Task 2: Assign and Train Task 3: Define MS Scope
Commitment Core Team Refine the MS implementation

Gain top management support. Identify core team members process agreed upon by top

Identify MS scope and secure responsible for MS implementation. management.

resources. Provide training to core team Identify specific operations and

Communicate commitment to the members on MS objectives, effort activities within the defined scope.

company for momentum. required, and expected benefits.

Task 4: Perform Gap Task 5: Develop/Review Task 6: Develop

Assessment Code of Conduct Policy Implementation Plan and
Assess existing MS elements. Create or review the Code of Schedule
Identify integration points and Conduct. Create a detailed plan with phases
gaps. Communicate a commitment to and milestones.
ethical standards. Communicate plan to core team and
company.
PHASE 2: PLANNING AND
INFORMATION MANAGEMENT
Task 7: Identify Key Stakeholders Task 8: Perform Aspects and Impacts
and Legal Requirements Analysis
Identify stakeholders involved in MS Identify activities within MS scope interacting with
implementation. Code of Conduct issues.
Identify legal requirements relevant to MS. Analyze potential impacts.
Identify LS&Co Code of Conduct requirements. Develop Global Sourcing and Operating Guidelines.

Task 9: Develop Objectives and Task 10: Develop/Revise Code of

Targets
Set measurable goals for MS benefits.
Enhance management control over significant
aspects of operations.
Develop indicators to measure and track
objectives.
Conduct Management Programs
Supplement existing code of conduct programs.
Add new programs as needed.
Refer to gap analysis for insights.
PHASE 3: MS IMPLEMENTATION, TRAINING
AND MANUAL PREPARATION
Task 11: Develop Procedures for Task 12: Develop Monitoring and
Operational Control Measurement Procedures
Identify additional procedures needed based Track progress of MS programs in achieving objectives.
on gap analysis. Define key performance indicators for suppliers.
Ensure appropriate operational control in Include monitoring and measurement procedures for
relation to code of conduct standards. company activities..

Task 13: Develop MS Auditing
Procedures
Establish procedures for periodic reviews of
MS performance.
Ensure consistency in future MS audits.
Task 14: Develop Procedures for Corrective
and Preventive Actions
Define procedures for resolving issues discovered during
operations or audits.
Ensure consistency in addressing issues and incorporating
lessons learned.
Task 15: Develop Task 17: Assemble Task 18: Develop Task 19: Assemble
Emergency Existing Additional MS Manual
Preparedness and Documentation Documentation Compile documents
Gather generated Create any necessary into a comprehensive
Response Procedures
documents and assess additional manual for MS rollout.
Review and enhance existing
sufficiency. documents.
emergency plans.
Supplement as needed
Ensure clarity, completeness,
to create a complete
and effectiveness.
MS system.

Task 16: Develop a Task 20: Develop Task 21: Deliver Task 22:
Management Review Training Modules Training to Staff Implement MS
Procedure Prepare a general Conduct training Announce MS

Outline process for top training module sessions for implementation.

management to review MS introducing MS to employees on MS Recognize the core

effectiveness. employees. implementation. team's efforts.

Conduct reviews annually. Develop additional Formalize MS rollout

procedural training into the organization.
modules as needed.
PHASE 4: IMPLEMENT CONTINUOUS
IMPROVEMENT OF MS

Task 23: Perform Self-Audit Task 24: Perform First MS

of the MS Management Review Cycle
Conduct a thorough self-audit using Update management on MS using self-
the Diagnostic Tool. audit results.
Identify remaining gaps in the Initiate a cycle of continuous
system. improvement.
Initiate the process of continual Develop an annual improvement plan.
improvement.
PHASE 5: MS MONITORING AND FOLLOW-U
(LS&CO REQUIREMENT)

Task 25: Report on Task 26: LS&Co TOE Task 27: MS Follow-Up
Indicators Assessment Follow up on the Corrective Action

Require suppliers to report on Conduct annual assessments of Plan (CAP) agreed with suppliers.

designated indicators. suppliers through the Terms of Ensure compliance and address

Use indicators to assess supplier Engagement program. any issues identified during the

performance and compliance. Evaluate supplier performance assessment

and compliance.
TOOLS FOR MS IMPLEMENTATION
Tools for evaluating improvement
opportunities in your company's
operations, organized according to
the four phases of the MS
Implementation Plan. These tools are
designed for independent use.
Suppliers should review the
following steps and tools to
determine which ones are most
suitable for their activities.
CONCLUSION
Levi Strauss & Co.'s performance
management system serves as a
valuable example of how a well-
designed system can contribute to a
company's overall success. By fostering
a culture of continuous improvement,
employee engagement, and alignment
with strategic goals, LS&Co. positions
itself for long-term growth and industry
leadership.
REFERENCE
Company. (n.d.). Levi Strauss. Retrieved May 18, 2024, from https://www.levistrauss.com/who-we-
are/company/
Guide Summary. (n.d.). Guide Summary. Retrieved May 18, 2024, from https://www.opm.gov/policy-data-
oversight/human-capital-framework/reference-materials/results-oriented-performance-
culture/performancemanagement.pdf
Jain, A. (2022, July 7). Performance Management System: Definition, Importance, Types, Components &
Examples. Darwinbox Blog. Retrieved May 18, 2024, from https://blog.darwinbox.com/performance-
management-system
Levi Strauss & Co. (2005). CODE OF CONDUCT MANAGEMENT SYSTEMS. Levi Strauss & Co.
https://levistrauss.com/wp-content/uploads/2014/01/Code-of-Conduct-Management-Systems-
Guidebook.pdf
The Role of HR in Performance Review Calibration and Standardization. (2023, July 6). Trakstar. Retrieved
May 18, 2024, from https://www.trakstar.com/blog-post/the-role-of-hr-in-performance-review-calibration-
and-standardization/
What is Performance Management. (2023, July 4). LinkedIn. Retrieved May 18, 2024, from
https://www.linkedin.com/pulse/what-performance-management-tanmoy-debnath
THANK
YOU