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Submitted by:
Himanshi Shah, Vikas Kumar, Bharat Dhurve,
Anjali Rathod, Neha Mishra, Neeta Handa.
PGD-HRM,
SEM III.
 Khat is Performance Management?

Performance Management is a
process to ensure that goals are
consistently being met in an
efficient and effective manner.
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Ê ^acilitation of frame work:
0 Tata Motors: In-house
0 M&M: Outsourced

Ê Skill/Level of expertise in implementing

PMS
0 Business understanding & alignment with the
overall corporate strategy the most important
criterion in both the firms.
0 Tata Motors also focuses on people sensitivity
indicating that itǯs a peoples organization.
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Ê ^requency of Appraisal:
0 Tata Motors: Once a year
0 M&M : Twice a year(focus on the mid term
objectives)

Ê Korkshops & Trainings:

0 Tata Motors: Mandatory Training programmes
for employees chosen by the employee
&approved by the peer.
0 M&M: More of group based learning exercise.
Compulsory 2 day workshop to be attended by
every employee
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Ê Challenges in implementing PMS:
0 Tata Motors:
ÿ uality of MPAs framed by the employees
ÿ Seriousness about timeliness
ÿ Migration to online system was not easy

0 M&M :
ÿ Mid term reviews are easier said than done as it is
not easy to find time to allocate to these reviews.
ÿ Training needs of an employee not aligned clearly
as it is a group exercise.
ÿ uality of KRAs mentioned by the employee.
Need to be reworked more than once.
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Ê ^eedback and Counseling :

0 The superior gives an immediate feedback to the subordinate

after the final performance appraisal.

0 The appraiser and the appraise together review the overall

performance of an individual against the agreed targets.

0 Helps in identifying areas for improvement.

0 Provides development opportunities for the growth of the

people.

0 Agree/ Generate data for actions relating to increments ,

promotions etc.
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Ê Measurement of performance ratings:
0 Tata Motors:
ÿ D point scale.
0 M&M :
ÿ [ point scale.
Ê Rewards & Recognitions

0 Tata Motors:
ÿ Increments related to ratings and Annual Pay for
Performance
0 M&M :
ÿ § $  $ 
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Ê Top down rather than bottom up approach is
preferred by the firms.

Ê BSC is the most important tool. Used by the firms

today because of its inherent advantage of
aligning the firms strategic goal with the
individual goal.

Ê Constant monitoring (half yearly reviews) helps to

keep away the surprises at the end of the year.

Ê Tata Motors is a much more individual driven

organization & M&M imparts group objectives.
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Ê PMS is online & linked to SAP.

Ê ^or effective PMS, skip-level meetings are

considered very important (^GD).

Ê A Group Leader doesnǯt perform the

appraisal but is responsible for day-to-day
monitoring.
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Ê ^ocus on: Kaizen, uality Circles, Cross
^unctional Teams.
Ê Disclosure of PA results: 1st July.
Ê ^or Bargainable work force :Skill Versatility
Test (Performance enhancement reward
scheme), includes :Safety, uality,
Delivery, Cost, Morale, Environment,
Involvement in C & Kaizen.
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Topic Document
Copy of uestionnaire
a




 

^eedback to questionnaire
by HR-Tata Motors. a



Organizational Structure- a



HR-Tata Motors Ltd.
 
 

Ê Ms.Deepa Shukla (Sectional Head-HR-PMS

& Employee Engagement.) Tata Motors
Ltd, PSBU, Pune.

Ê Ms.Deepti (Sr.Manager-HR-PMS) Mahindra

& Mahindra, Pune.
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