• Like
  • Save
Infosys, Performance Measurement( CRR - Consolidated Relative Ranking)
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

Infosys, Performance Measurement( CRR - Consolidated Relative Ranking)

  • 11,335 views
Published

You may now download this complete presentation with a nominal fee of $5.99. Download with Paypal confidence at …

You may now download this complete presentation with a nominal fee of $5.99. Download with Paypal confidence at
https://www.payloadz.com/go/sip?id=1583129

Please contact me at hello@divyamishra.com for any questions regarding the download. Thanks Guys!

Published in Business , Technology
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Be the first to comment
No Downloads

Views

Total Views
11,335
On SlideShare
0
From Embeds
0
Number of Embeds
5

Actions

Shares
Downloads
1
Comments
0
Likes
9

Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide

Transcript

  • 1. PerformanceManagement
    Divya Mishra
    Hanish Pahwa
    Purdue University
    School of Management
    1
  • 2. Outline
    • What is Performance Management?
    • 3. Performance Management System
    • 4. Purpose of Performance Management
    • 5. Performance Feedback
    • 6. Rater Error in Measuring Performance
    • 7. Conclusion
    • 8. Reference
    • 9. Questions
    2
  • 10. What is Performance Management?
    • The means through which managers ensure that employee’s activities and outputs are congruent with the organization’s goals.
    3
  • 11. Performance Management System
    • Performance management system has three parts :
    Defining Performance
    Measuring performance(Performance Appraisal)
    Feedback
    4
  • 12. Purpose of Performance Management
    • Strategic Purpose -Link employee activities with the organization’s goal
    • 13. Administrative Purpose - e.g. salary administration, retention-termination and layoffs
    • 14. Developmental Purpose - Seeks to improve the performance of employees when they do not perform up to the expectations
    5
  • 15. My Employers
    • Past Employer
    Infosys Technologies Limited, India
    • Present Employer
    SADC (Skill Assessment and Developmental Center), PUC
    6
  • 16. Infosys Technologies Ltd.
    7
  • 17. Infosys Technologies Ltd.
    • Provider of IT services, Engineering services, BPO services and consulting services etc
    • 18. Started in 1981 by seven people with US$250. Today revenue of over US$4 billion
    • 19. 50 offices and developmental centers in India, China ,UK , USA, Australia ,Canada and Europe
    • 20. First Indian company that appeared on NASDAQ
    8
  • 21. At Infosys
    • Software developer
    • 22. Team of five people
    • 23. Worked for 20 months
    9
  • 24. India on World Map
    10
  • 25. Infosys Clients
    11
  • 26. Infosys Technologies Ltd.
    12
  • 27. Performance Measurement Method
    • Consolidated Relative Ranking(CRR)
    • 28. Assessment of an individual’s performance relative to the performance of people within his/her peer group.
    • 29. Rating ranges from 1+ to 4
    • 30. 1+ is Star Performance
    • 31. 4 is underperformance
    • 32. Online system –Performagic
    13
  • 33. 14
    Star Performance
    10%
    Star Performance
    Exceeds Expectations
    15%
    Exceeds expectation
    60%
    Met Expectations
    Met Expectations partially / with help
    10%
    Did not meet Expectations
    5%
  • 34. Performagic
    • Online tool to measure performance on task
    • 35. Performed twice a year
    • 36. First step - Self Assessment(by appraisee)
    • 37. Second step - Review by Team Leader in a one to one meeting(appraiser)
    • 38. Third step - Final review by Project Manager(Reviewer)
    15
  • 39. CRR
    Overall Performance based on:
    • Task assigned (as per PERFORMAGIC)
    • 40. Consistency of performance
    • 41. Complexity of work environment
    • 42. Living the Infosys values
    • 43. Demonstrated capability in taking up higher responsibilities 
    16
  • 44. CRR
    • Compare overall performance of employee relative to peer group
    • 45. Resolve conflict, if any
    • 46. End of performance appraisal process
    17
  • 47. CRR
    CRR rating impacts three key areas :
    • Individual Performance Incentives
    • 48. Promotional Opportunities
    • 49. Salary Reviews
    18
  • 50. CRR
    • Star performers awarded with STAR INFOSIAN certificate
    • 51. Salary hike
    • 52. Promotion
    19
  • 53. Performance Measurement for fresh hires
    • Four months training period
    • 54. Trainee graded at the end of every module
    • 55. Grading based on CGPA
    • 56. A highest (CGPA 5), F lowest (CGPA 3)
    • 57. Special sessions for underperformers
    • 58. Mandatory ILI sessions(Infosys Leadership Institute)
    • 59. ILI helps trainee live Infosys values
    20
  • 60. 21
    2. Skill Assessment Developmental Center
  • 61. Skill Assessment and Developmental Centre(SADC)
    • Supplemental Instructor(SI)
    • 62. MGMT 225-Fundamental of Managerial Statistics
    • 63. Instruct students after class twice a week
    • 64. 10 hours job per week
    22
  • 65. SADC – Performance Evaluation
    • Evaluation done once a semester
    • 66. Meeting with the SI Supervisor
    • 67. Discussion on performance by evaluating observation record
    • 68. Feedback from students through survey but not often
    • 69. More chances of being hired in next semester if performed well
    23
  • 70. My Employers
    • Past Employer
    Moolchand Medicity, India
    • Present Employer
    School of Management, PUC
    24
  • 71. Moolchand Medicity
    25
  • 72. Headquarter Moolchand Medicity
    26
  • 73. Moolchand Medicity
    • India’s foremost names in healthcare
    • 74. India's first JCI and Comprehensive NABH Accredited Hospital
    • 75. Joint Commission International Accreditation, USA
    • 76. “Patients First” culture result in Moolchand being “Simply Better”
    27
  • 77. At Moolchand Medicity
    • Senior Executive
    • 78. Team of five members
    • 79. Maintained relation with the corporate clients
    • 80. Worked for 2 years
    28
  • 81. Performance Measurement
    • Performed twice a year
    • 82. One to one meeting with the Assistant Manager or corresponding head
    • 83. Discussion on the yearly performance on different parameters
    • 84. Some of the parameters are:
    Intelligence and decision making capabilities
    Revenue/cost focus
    Leadership and acceptability
    Integrity and loyalty towards organization
    29
  • 85. Scale of Performance Measurement
    30
  • 89. Rewards
    • Monetary Rewards/Salary Hike
    • 90. Promotional Opportunities
    • 91. Recognition Awards for the best performer
    31
  • 92. Present Employer
    • School of Management
    • 93. Graduate Assistant
    • 94. Purdue University ,Calumet
    32
  • 95. Performance Feedback
    • Should be frequent
    • 96. Focus on solving problems
    • 97. Focus feedback on the results not on the person
    • 98. Ask the employee to rate his/her performance before the session and encourage participation of the employee
    • 99. Recognize effective performance through praise.
    33
  • 100. Importance of Feedback
    • Employee becomes aware of his/her strength and weakness
    • 101. Improves employee’s productivity
    • 102. Helps in meeting the professional goals of the company and improving competencies between the employees.
    34
  • 103. Rater Error in Performance Measurement
    • Similar to me - Judging those who are similar to us more highly than those who are not
    • 104. Contrast- Comparing individuals with one another instead of against an objective standard
    • 105. Halo-when one positive performance aspect causes the rater to rate all other aspect positively
    • 106. Horn-when one negative performance aspect causes the rater to rate all other aspect negatively
    • 107. Distributional Errors-Result of rater's tendency to use only one part of the rating scale
    35
  • 108. Conclusion
    • Performance management
    • 109. Purpose of Performance Management
    • 110. Importance of feedback for an employee
    • 111. Errors in measuring performance
    36
  • 112. References
    • Noe. Hollenbeck. Gerhart. Wright
    Human Resource Management(6th edition)
    • www.infosys.com
    • 113. www.moolchandhealthcare.com
    37
  • 114. Questions
    38
  • 115. 39