Human Resource Management

PERFORMANCE APPRAISAL

Presented By,
Hiral Dodia 60226
Aatash Patel 60237
Deep Gadhvi 60238
Rishabh Parekh 60243
Mannan Jhaveri 60416
Abhishek Doshi 60419
 Introduction

 Systematic, periodic and an impartial rating of an

employee’s excellence

 Focus : providing feedback to the employee with the aim

to eliminate performance deficiencies

 Leads to the performance related pay awards

 Objectives
To review the performance of the employees over a given period of time.

To judge the gap between the actual and the desired performance.

To help the management in exercising organizational control.

Helps to strengthen the relationship and communication between

superior – subordinates and management – employees.
To diagnose the strengths and weaknesses of the individuals so as to
identify the training and development needs of the future.

To provide feedback to the employees regarding their past performance.

Provide information to assist in the other personal decisions in the

organization.

To reduce the grievances of the employees.

 Traditional Method of Appraisal
Essay Appraisal

Straight Ranking

Paired Comparison

Critical Incident

Field Interview

Weighted Checklist

Graphic Rating Scales

Forced Distribution
 Modern Methods of Appraisal

Management By Objectives (MBO)

360 degree performance appraisal

Assessment Centers

Behaviorally Anchored Rating Scales

Human Resource Accounting

Process of Performance Appraisal

Establishing
Performance Standards
Communicating
Standards and
Expectations
Measuring Actual
Performance
Comparing with
Standards
Discussing Results
( Feedback )
Decision Making –
Taking Corrective
Actions
Appraisers in Performance Appraisal

SUPERVI PEERS
SORS

CUSTOM SELF
ERS / APPRAI
CLIENTS SAL

SUBORDI
NATES
 Result on Performance Appraisal

80%
Payroll & Compensation Decision

71%
Training & Development Needs

76%
Identifying Cause Of gaps In Performance

42%
Deciding Future Goals & Course Of Actions

35%
Promotions, Demotions & Transfers

6%
Other Puposes

0% 10% 20% 30% 40% 50% 60% 70% 80%

 Performance Appraisal

Advantages Disadvantages

 Record of performance.  Time consuming.

 Performance Review.
 Might be erroneous &
 Performance Feedback.
 Discuss & clarify issues with
biased.
manager.  Can be stressful.
 An opportunity to think about  If not done
the upcoming employee goals.
 Motivational with good
appropriately, can be a
reward and compensation negative experience.
system.  Waste of time.
 WIPRO

When I look at where we have come, what gives me

tremendous satisfaction is not so much the success,
but the fact that we achieved this success without
compromising on the value we defined for
ourselves? Values combined with a powerful vision
can turbo-charge a company to scale new heights
and make it succeed beyond one’s wildest
expectations.”
 -Azim Premji
 WIPRO

 Started as a edible oil producer in1945 under the name

western India vegetable products

 Chairman- Azim Premji

 In 1977 it entered the IT segment.

 Third largest it services company in India

 3rd best HR management company in India

 Employees- 97250 as on November 2008

 Appraisal methods of WIPRO

 E-performance management

 People Capability Maturity Model (PCMM)

 Identification of start performers

 Intensive training program

 Quarterly and half yearly performance appraisal

 Human Resource Planning

 The main objective of HRP are

 Forecast manpower requirements.

 Cope with changes – environment, economic,

organizational.
 Use existing manpower productively.
 Promote employees in a systematic way.

Wipro is the first People Capability Maturity Model (PCMM)

Level 5, SEI Capability Maturity Model(CMM) Level 5 and version 1.1
of CMMi certified IT Services Company globally.
Capability Maturity Model (CMM)
 Evolution of Six Sigma at WIPRO

 1st Indian company to adopt Six Sigma.

 It has one of the most mature Six Sigma program in

industry.

 91% of project are completed on schedule (above industry

average of 55%)

 The program spreads across vertical & impacts multiple

areas such as project management, market development &
resource utilization.
 HR Policies at WIPRO

 Internal and external recruitment

 Intensive training and development

 Performance appraisal

 Promotion, transfer and demotion

 Job rotation

 Wipro employee stock option plan (WESOP) allows

employees to share in companies success
Performance Appraisal at WIPRO
 Promotion

 An employee's reward for good performance.

 Bases of Promotion
 Seniority- Length of service and talent are both interrelated
with each other.
 Merit- Implies the knowledge, skill and performance records of
an employee.

 Working at Wipro is very comparative & to get

promotion required smart work and projection.
 Compensation

 A systematic approach to providing monetary value to

employees in exchange for work performed.

 Wages & salaries structure is very vital for the retention of

the employees.

 If proper salary is not given then the employees will go to

those organization offering higher salaries.

 http://www.glassdoor.com/Salary/Wipro-India-Salaries-E
I_IE9936.0,5_IL.6,11_IN115.htm
 Aims of Performance Appraisal at WIPRO

 Give feedback on performance to employees.

 Identify employee training needs.
 Form a basis for : promotion, demotion, disciplinary actions etc.
 Provide the opportunity for organizational diagnosis and
development.
 Facilitate the communication between the employee and the
administrator.
 Align employee objectives to the business goals.
 Enable strategic
 Performance Management through Management by Objectives
(MBO)
 Evaluate and track Hi-Performance and achievers based on
competency driven practices.
 360 Degree Performance Feedback at WIPRO

 Known as ‘multi-rater feedback’

 Feedback about employees’ performance comes from all the
sources that come in contact with employee on his job
 Other companies using 360 degree performance appraisal
method
 Tata Infotech

 HCL Infosystems
 Asian Paints
 Ashok Leyland
 Conclusion (Advantages)

To the Individual: To the team:

Helps individual to understand how Increase communication.

other perceive them. Higher levels of trust
Uncover blind spots. Better team environment.
Quantifiable data on soft skills. Support teamwork
Increased team effectiveness

To the organization:

Reinforced corporate culture by linking survey items to

organizational leadership competencies & company values.
Better career developed for employees.
Promote from within
Improves customer service by involving them
Conduct relevant training