Performance Management is a whole work system

that begins when a job is defined as needed. It ends

when an employee leaves your organization.
According to this definition, performance
management involves creating work environment for
employees’ success rather than setting a tight control
system as many managers would believe

Incorporated on 25th Aug 1947.

 Flagship company of Aditya Birla Group.
 World’s Largest Producer & Exporter of
Viscose Staple Fibre(VSF).
 World’s 11th Largest Cement Producer.
 Chairman- Mr. Kumar Managalam Birla.
 Employees- 1,00,000.
 Award-Forbes Asia “Fabulous 50

HR PRACTICES
 Earlier Grasim used to have a
traditional HR Department.
 But in the year 2001 they contracted
ICOMM to make the HRMS online.
 It outsourced its HR IT needs to
ICOMM.
 This was done in two phases.
In phase 1 they experimented on the
appraisal process.
With the satisfying results whole of
the HR functions were made online

PERFORMANCE MANAGEMENT
 TRADITIONAL METHOD:
b) Supervisors used to rate the employees’.
c) Time consuming, lot of paper work-
Logistical Nightmare
 CURRENTLY USED METHOD: A few
years back the company decided to
outsource its HR system to a company
named ICOMM.
e) Appraisals are done online. Employee-
Appraiser communications are also
maintained online.
f) All the users were empowered
independently using separate Login ID's
to maintain complete confidentiality

ANALYSIS OF PERFORMANCE
MANAGEMENT SYSTEM
BENEFITS:
 Time saving
 Can easily differentiate between
poor performers and good performers
 Helps in forecasting budgeting for
the next year.
DRAWBACKS:
 Though system is doing well
presently but as everything is
standardized so can lead to less
consideration of human factors so HR
as a human science can lose its
significance.

Analysis
SUGGESTIONS:
Rather than making whole process
completely technical, monitoring of the
process can be done by skilled experts
so it will be less time consuming as well
as will take variables and special cases
into consideration

Wipro started as a edible oil

producer in 1945 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
 PCMM( People Capability Maturity
Model)
 Identification Of Star performers
 Intensive training programs
 Quarterly and half yearly performance
appraisal
 Wipro Employee Stock Option Plan
(WESOP) allows employees to share in
the companies success

Where Do The Raters Go Wrong?

Types of Rating Errors
b) Halo Error
c) Horns Error
d) Mistake of taking Central Tendency
and Averaging
e) Similarity Error
f) Recency Error
g) Stereotyping
h) Contrast Effect
i) Typecasting

HR policies
 Internal Recruitment
 Intensive Training
 Job Rotation
 Wipro Employee Stock Option Plan
(WESOP) allows employees to
share in the companies success

CONCLUSION
An effective and efficient performance
PMS is imperative for a company to
achieve financial success. A PMS is most
important systems by which a company
transforms one of its resources peopleinto
an asset
 It facilitates the managers in
coordinating with employees and
assisting them to perform in their best
possible way to meet and perhaps excel
in achieving the targets and standards

apply for jobs in the organization”. The recruitment trends like- Outsourcing, E-Recruitment, Poaching/Raiding are
catching everyone’s attention. These practices, have given the organization an edge over the other. So far, how
has the recruitment scenario changed? Do the recruiters feel that their way of selection is the best, retains talent
and promises loyal employees?

I feel the answer to the above is ‘not sure’ or ‘most likely’ or ‘may be no’. We all are aware of the recent trends in
recruitment, the practices, what sells and what does not and all WH questions related to recruitment. I read some
interesting excerpts on the practices and felt why we can’t emulate them!

Google was the company which came to my mind because, recently, a survey by Business Week noted that
Google was the number two choice among students as a place to begin their career. This is an incredible
accomplishment for any firm and unprecedented for a firm less than five years old. All of the brand recognition
around Google has been developed without employing any of the formal advertising approaches that many other
firms rely upon. Google's recruitment process is based largely on a series of interviews with a series of different
interviewers. A range of interview topics from programming questions to general logic puzzles to personality
checks are there. While Google does have some outrageous benefits and management practices, what truly
establishes their great brand is their ability to get their management practices talked about in such a wide range
of media outlets. I have heard that the interview process is intense!

Bank of America is a company which is known for its retreat from outsourcing. Even though every
consulting firm on the planet seems to be pushing recruitment for outsourcing, Bank of America has chosen to
pull back after realizing that outsourcing can negatively affect the quality of applicants and hires, which in turn
impacts organizational performance. As an early adopter, they gave outsourced models time to adapt and refined
established processes. Ultimately, though, they decided that driving efficiency was not the answer and concluded
it’s the quality. It takes great vision to measure the effectiveness of outsourcing, and even greater courage to
drop it when you find it’s not as fast, cost effective, or focused on quality as you might have hoped.

Infosys, a US$ 2 billion company by the year 2006, has reportedly one of the best recruitment practices. Infosys
attracted the best talent from across the world, and recruited candidates by conducting one of the toughest
selection process. All the selected candidates were required to go through an intensive 14 week training program.
All the employees were required to undergo training every year, and some of the chosen employees were trained
at the Infosys Leadership Institute to take on higher responsibilities in the company. Infosys was one of the first
companies to offer ESOPs to its employees. The company followed variable compensation structure where the
employees' compensation depended on the performance of individual, the team and the company.

Recruitment is the activity that links the employers and the job seekers. It is important to have a clear and
concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the
selection of the right candidate at the right place quickly.