Performance Management Systems

at Avon Moldplast Ltd

Arjun Rao K – 180101018
MSV Samhita – 180101050
Pradyoth K – 180101065
Unnati Vaid – 180101117
Sarat Chandra – 180102097
Kamal Gupta – 180103096
Manul Agarwal - 180103127
 Agenda

Problem Statement

About the Company

Conceptual Model

Research Methodology

Data Analysis

Findings

Recommendations
 Problem Statement

To study the Performance Management practices and

procedures followed by Avon Moldplast Limited and
understand the implications these actions have on the
employees of the organization.
 About the Topic

Unique method
– Displayed performance level of all payroll employees in the public
 Avon Moldplast Ltd

• Established in 2002
• Focus on creating quality plastic molded furniture
• Business Model  Sale & Distribution of plastic
molded furniture
• All India distribution channel
• Listed on NSE Emerge on 26/07/18
 Conceptual Model

• “Matching Model” under the “Descriptive Theory of

HRM”
– Developed by Fombrum, Tichy, and Devanna of
Michigan School
• Entire HRM is a cyclical process
– Functions are independent
• Model uses 5 variables
Conceptual Model
Research Methodology – Details of Sample

• Sample Size – 26 employees

• Various Departments
– Maintenance
– Production
– Quality Management
 Research Methodology – Method of Data Collection

• Factory Visit
– Daily performance
– Improvement Task Assignment Tracker
– Production Planning and Scheduling Tracker
• Over Email
– Job Descriptions
– Key Responsibility Areas (KRA)
 Few Things to Keep in Mind

• Monthly performance reviews conducted

– Company policy
• Company lists reviews of each employee in public
• New Performance management system implemented
in January 2018
• Training or Rewards or carried out for each employee
based on rating
 Data Analysis

• Technique used for Appraisal Performance  Graphical

Rating Scale Method
• Each KRA has a different weightage
• 4 levels of performance: Excellent, Good, Average, Poor
– Bonus provided based on this
– Awarded in front of whole team if Excellent rating is
achieved
War Room
Findings
 Findings

• Timely reviews help employees

• Employees understood Significance of their
contribution
• Able to ensure proper aligning & linking of objectives
• Motivation to work amongst employees has
increased
• Transparent system prevented feeling of bias
 Recommendations

• Keep the current system however, track very closely

• Short term results show very positive signs however,
must watch for long term implications
– Excessive transparency may cause distraction
among employees
– Sharing sensitive information with all employees
may cause instability
THANK YOU!!!