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Prepared by: Aditya Sarda 2010SMT6806 Ankur Gupta 2010SMF6765 Navneet Singh 2010SMF6640 Pranshu Srivastava 2010SMT6822 Roopak Jain 2010SMF6754 Suyash Singh 2010SMF6740
Performance Appraisal
Performance appraisal is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding manager or supervisor
Evaluate performance
Communicate results
Rewards
Rewards are the benefits (monetary and non monetary) given to someone for service rendered or for accomplishing a particular task
Management by objectives
MBO is a process in which managers set objectives for the employee, periodically evaluate his performance, and reward according to the result This method focuses attention on what must be accomplished (goals) rather than how it is to be accomplished (methods) This method is widely used in the industry. It is being used in companies such as Accenture , IBM , Wipro , TCS , Reliance energy , Bharti etc In the coming slides we have explained how this method is used in Accenture along with graphical rating method
Appraisal Hypocrisy
When managers do not follow stated methods and procedures of the organization
Raters Error
When managers want to avoid conflict and wither give undeserved high ratings (researchers call this leniency tendency) or give ratings (central tendency)
The performance is measured on these parameters using three benchmarks, level 1, level 2 and level 3. Level 3 refers to minimum acceptable performance The actual quantum of team reward varies according the level achieved and the grade of the members
List of objectives is given to each member of the team at the beginning of the performance evaluation period Members give a self input and justify how they have completed their objectives The members immediate supervisor checks the self input and validates it. He can rate them as met , partially met , not met or exceeded expectation All supervisors of a particular Account group meet and discuss what rating is to be given to which member Members are given the following ratings following a bell curve i.e. if 5% of employees are CVTPG then 5% have to be CBPG in the particular account group
CVTPG Contribution at the very top of peer group (5%) CSAPG Contribution significantly above peer group(25%) CAPG Contribution above peer group(20%) CCPG Contribution consistent with peer group(40%) CBPG Contribution below peer group(10%)
Ethical Issues with performance appraisal at Accenture Favoritism The final rating is in the hands of the supervisor and how he presents his subordinates to the other supervisors, his decision may be biased The Bell Curve If you have people performing at the top of peer group it does not necessarily mean you have people performing below the average peer group performance No comparison of performance across account groups
Ratings are done on a scale of 1-5, 5 being the highest Appraisal done at the end of year and grade changes accordingly If a member gets a low rating (less than two) in two consecutive appraisals, a warning is given and sometimes exit option may be considered
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