Case Study on

appraisal system
SACHIN MORE

PIMSR , NEW PANVEL

1 st YEAR 2011
INTRODUCTION
• About Performance Appraisal

• About Total industries

• Special Group Activities

• Requirement of Reward Systems

TOTAL INDUSTRIES

Individual Excellence

Trait Based Appraisal

Goal Based Appraisal

360 Degree Appraisal System

 About CPL
v Rely on Pride Money System
Replace bonuses and commissions above superior level

v Factors involved:
Ø Individual performance
Ø Performance division
Ø Overall performance.

v
Disadvantages:
1.Breakage of salary
Performance Management

An iterative process of goal-setting,

communication, observation and evaluation
to support, retain and develop exceptional
employees for organizational success.
Effective performance
management
Effective management of
performance involves:

1. Set clear expectations (goals)

2. Track progress towards achievement

3. Regular two-way communication about

performance

4. Set milestones and make adjustments

(when necessary)
 About ABC

Manufacture in Switchgears.
Implementation of Development Appraisal System
Development Appraisal=Uniform Increment + Performance of Business
Division

Uniform Increment on a basic flat percentage Includes:

a. Individual Performance
b. Annual Rate of Inflation.
c. Bridging the gap between company pay-scale and compensation trends
in rest of industry.
 Cont………

Performance of Business Division

It is the team reward each member gets as a lump sum payment every year.

ADVANTAGES :
Treatment of Equality among workers.

Equality in salary increment.

Add-on Rewards if the individual performs better.

Introduction of team Reward.

Comparison…….

TOTAL CPL ABC

Advantage:UPDATION OF GIVE REWARD TO UNIFORM
REWARD INDIVIDUAL AND INCREMENT TO ALL
SYSTEM. TEAM, BASED ON MANAGERS OF ALL
PRODUCTIVITY GRADES ON A FLAT
STUDY OF PERCENTAGE
COMPETITORS
REWARD
SYSTEM
Disadvanta DELAY IN ADD REWARD IN REWARD BASED ON
ge: DECISION REGULAR THE FINANCIAL
MAKING MONTHLY SALARY PERFORMANCE OF
THE COMPANY
 Reviews And
Suggestions
Reviews

Suggestions
•

For the organisation

For the manager

For the employee

Article
Performance Appraisal
System
q“Forced Curve System” implemented
in early 1980’s
qAwarding of rating to the employees

from the scale of 1-5

qHelped to measure the annual

performance & their long term

potential
q The number of employees was fixed

who could get the top rating

Commitment Rating System
q The relevant factor in the decisions for
bonuses
q Three-tiered ranking was introduced

q People’s work was given priority than

other things
 Employee Benefits
q Introduction of Mobil Medicine
q Discounts on purchases (pet & auto
care)
q Local foods @ Cafeteria
q Free dry-cleaning service
q Child care & Tuition benefits
q
 Benefits Reaped
q Employee attrition rate went down to 8.3% from
10% in 2007
q Great rating to almost every single employee
q Performance review process became more
transparent
 s t yl e s
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Click level
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Secon rd level
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● Fou el
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● Fif

Thank You!!!