Professional Documents
Culture Documents
HRM Project
HRM Project
HRM Project
Appraisal System
HUMAN RESOURCE MANAGEMENT
SECTION D
GROUP 5
INTRODUCTION
HCL
Technologies
HCL
HCL
Healthcare
Operates in 31 countries
HCL
Infosystems
TRANSFORMATION OF HCL
MIRROR MIRROR
TRUST through
TRANSPARENCY
Determine Areas
where company
required to change
Creation of culture of
trust
Awareness of current
situation
Opening financial
books
Sharing information
Acquiring support of
employees
Enabling employees
and managers to ask
questions of each
other
INVERTING the
PYRAMID
Recasting CEOs
Role
Customer value
creation
Transfer of
responsibilities from
higher level to the
lower level
Resulted in
improvement in
employees in terms of
effectiveness and
passion for the work
Appraisee
can add
more
appraisers
After 2005,
i4excel
platform is
used
In 2013,
i4excel is
changed to
iPERFORM
iPERFORM / i4excel
Performance Appraisal Portal
Performance philosophy at HCL is driven by the individuals
need to excel/perform
Activated once in a year, generally in June
Employees Fill in Appraisal Form in detail
Employees Rate the work done by them
i4excel also has the provision to upload the supporting
documents
STEPS
Employee fills
the Appraisal
form
Appraisal
Portal
Opens in
June
Reporting
Manager
of the
Employee
goes
through
the form
and rates
the
employee
One - to One
meeting
with the
Reporting
Manager
regarding
the
appraisal
form
ratings
The
Reviewer
(generally
RM's RM)
reviews
the form
and rates
the
employee
Meeting
with the
Reporting
Manager
and
Reviewer
regarding
the
appraisal
form
ratings
BU
(Business
Unit)
Head
reviews
the form
and rates
the
employee
HR
manager
reviews
the form,
rates the
employee
according
ly and
action is
taken
according
to the
final
ratings.
The parameters
on which an
employees
work is judged
The employee
need to select
at least 3 KPPs
and at most 6
KPPs
The appraisee
need to
describe the
work done
him/her in
details against
the chosen
KPPs
The appraisee
also has to
provide weights
to the selected
KPPs
Then rate
himself/herself
accordingly on
a scale of 1
10
Improvement (Internal)
Monitoring / Supervising
Conceptualizing / Defining
Solutioning
Customer Interface
Others
PERFORMANCE RATINGS
CONCLUSION