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Analysis
INTRODUCTION
C
O
N
T
E
N
T
S
EXISTING SYSTEM
REWARD INTAKES
CHRONOLOGY
PROCEDURE
HIERARCHY
CHALLENGES FACED
ACTION PLAN
IMPACT
SUMMARY
Financial Perspective
Objectives
Internal Perspective
KPIs/ Measures
Customer Perspective
Targets
Initiatives
Existing Framework
Features
Regular Feedback throughout the year: goal & behaviour.
Trainings are organized : focus on goal setting, fair
evaluation, giving feedback and handling difficult reactions
Workshops to perform the responsibilities
Digitized PMS: 95% done online.
Employee Assistance Program
Leadership Review Management
Career Hub
INSPIRE
Rating Process
Half yearly basis H1 & H2
Basis of that employee gets a band which is in correlation with
the ratings.
Rating from 1-5 for non project activities.
Corresponding to the project performance band rating from A E.
goals.
Process Timeline
Month
Process
April
Goal
Setting
Method
April
mid
Starts
working
towards
achieving
goals
Discussion with
immediate superior.
Goals set.
Review process with
immediate superior.
by immediate superior.
Feedback given
whenever required.
Quantifying
measures
Weightage given
to each goal based
on corporate
guidelines.
Can opt for
trainings to
increase specific
skills/competencie
s.
In case of goals to
achieve specific
skills gets enrolled
for training
programs.
In case of
Process Timeline
August
Mid-Year
Rating
Immediate
superior
gives
comment on the given ratings
and puts his ratings irrespective
of what the employees ratings.
Ratings are in the range of 1-5
Completion of Trainings
Challenges faced
Attrition rate increases
Assessment focussed and subjective system
Largely process driven (Template used, process and
timeline)
Compliance is given importance rather than
coaching mentality
Primarily Bi-annual focussed system
Immediate superiors as goal setting mentors
Ratings given on the basis of number of people in
the Project
Components
Dashboard
Compliance Targets
Utilization Percentage
Mandatory Trainings
Communication Training hours
Learning Hours
Firm Initiative Hours
of Rating System
Mid-Year Rating
Year End Rating
Feedback System
Project feedback
Primary Feedback Provider Project Lead Level
Secondary Feedback Provider Project
Manager Level
Impact on Employees
Advantages
Non-biased system
Single rating scale Easier to comprehend
Goal setting framework is improved as mentors
are assigned
Transparent system Real time dashboard
System focussed on outcomes rather than
compliance
Link Performance Management to Talent
Management
Continuous feedback loops
Self-directed, high commitment to own
performance and development
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