management & Leadership Development - 360 Degree Appraisal Analysis Snapshot Oct. 26, 2009Saama Technologies, Inc.

Saama-ConfidentialPage 225 October 2009Highlights 142 Participants Overall (US & India) OnshoreAppraisers: 56Appraisees: 20OffshoreAppraisers: 46Appraisees: 2025 October 2009Page 2Saama-Confidential

142 Participants Overall (US & India)

Onshore

Appraisers: 56

Appraisees: 20

Offshore

Appraisers: 46

Appraisees: 20

Saama-ConfidentialPage 325 October 2009Results 1 of 2Excellence Indices – SCALE 1 TO 5

Saama-ConfidentialPage 425 October 2009Results 2 of 2Excellence Indices – Comparison (Offshore – India)

Saama-ConfidentialPage 525 October 2009Final RatingNeed to take action on the bottom less than 3 cases.

Saama-ConfidentialPage 625 October 2009Synchronization25% of Appraisees are in Sync (Self Image Vs Others)We need to increase this percentage in order to bring leadership alignment

Saama-ConfidentialPage 725 October 2009Global Appraisal Scores – Highest & Lowest

Saama-ConfidentialPage 825 October 2009Mean Score Across - Parameters

Saama-ConfidentialPage 925 October 2009Extremities & WeaknessesUS Strength AreasJob Related Competencies—technical competencies US Weak AreasPeople Management Competencies.-especially in middle managementOrganizational alignment—middle and lowerLeadership skillsIndia Strength AreasJob Related Competencies-Technical skillsLeadership CompetenciesIndia Weak AreasPerformance Management Competencies

US Strength Areas

Job Related Competencies—technical competencies

US Weak Areas

People Management Competencies.-especially in middle management

Organizational alignment—middle and lower

Leadership skills

India Strength Areas

Job Related Competencies-Technical skills

Leadership Competencies

India Weak Areas

Performance Management Competencies

Saama PopulationSayers We have people who will speak for SaamaSlayersWe do have loyal peopleStriversWe may have good deal of work to do to create passionate people25 October 2009Saama-ConfidentialPage 10

Sayers

Slayers

Strivers

Saama-ConfidentialPage 1125 October 2009ComparisonComparison of 2 Year data for India Top Management has Maintained or Improved their scoresMiddle Management, in few cases, the score has gone down

Comparison of 2 Year data for India

Top Management has Maintained or Improved their scores

Middle Management, in few cases, the score has gone down

Saama-ConfidentialPage 1225 October 2009Goals for FY 2010 1 of 4Excellence Index to move from Current 3.57 (US) and 3.38 (India) to 44.00US 3.57IND 3.38

Excellence Index to move from Current 3.57 (US) and 3.38 (India) to 4

Goals for FY 2010 2 of 4To Increase the Population Scoring at an Average Greater than 4 from 10% to 15%15%10%Page 1325 October 2009Saama-Confidential

To Increase the Population Scoring at an Average Greater than 4 from 10% to 15%

Goals for FY 2010 3 of 4To Bring Down the % Population Scoring Less Than 3 from current 10% to 5% for US and from 20% to 10% for India10% (US) 20% (IND) 5% (US) 10% (IND)Page 1425 October 2009Saama-Confidential

To Bring Down the % Population Scoring Less Than 3 from current 10% to 5% for US and from 20% to 10% for India

Saama-ConfidentialPage 1525 October 2009Goals for FY 2010 4 of 4Onshore Team: To Focus on People Management – CREATE STAYERS/STRIVERSOffshore Team: To Focus on Performance Management-STRIVERS

Onshore Team:

To Focus on People Management – CREATE STAYERS/STRIVERS

Offshore Team:

To Focus on Performance Management-STRIVERS

Saama-ConfidentialPage 1625 October 20095 Levels of Excellence 1 of 3LEVEL 1: Highly Capable IndividualsMakes productive contributions through talent, knowledge, skills & good work habitsFocus more on the individual’s capability These Individuals have the job specific knowledge and can guide others through their expertiseHave few of them in lower levels-they are potential candidates for grooming in managerial skillsLEVEL 2: Contributing Team Leaderswork effectively with others in a group settingContributes to the achievement of Group ObjectivesGood Team PlayersHave awareness of the objectivesFew Good Team Players however need more training in Team SkillsDo contribute towards achieving their goals

LEVEL 1: Highly Capable Individuals

Makes productive contributions through talent, knowledge, skills & good work habits

Focus more on the individual’s capability

These Individuals have the job specific knowledge and can guide others through their

Have few of them in lower levels-they are potential candidates for grooming in managerial

LEVEL 2: Contributing Team Leaders

work effectively with others in a group setting

Contributes to the achievement of Group Objectives

Good Team Players

Have awareness of the objectives

Few Good Team Players however need more training in Team Skills

Do contribute towards achieving their goals

Saama-ConfidentialPage 1725 October 20095 Levels of Excellence 2 of 3LEVEL 3: Truly Competent ManagersOrganizes people towards the effective & efficient pursuit of pre determined ObjectivesMay not have potential Candidates, yet can be count on few to groom for Business, General Management & People SkillsLEVEL 4: Effective Leaderwork effectively with others in a group settingContributes to the achievement of Group ObjectivesGood Team PlayersHave awareness of the objectivesFew Good Team Players however need more training in Team SkillsDo contribute towards achieving their goals

LEVEL 3: Truly Competent Managers

Organizes people towards the effective & efficient pursuit of pre determined Objectives

May not have potential Candidates, yet can be count on few to groom for Business, General Management & People Skills

LEVEL 4: Effective Leader

work effectively with others in a group setting

Contributes to the achievement of Group Objectives

Good Team Players

Have awareness of the objectives

Few Good Team Players however need more training in Team Skills

Do contribute towards achieving their goals

Saama-ConfidentialPage 1825 October 20095 Levels of Excellence 3 of 3LEVEL 3: Exemplary LeadersThis is the highest of all the Categories and we need more of thisBuilds enduring greatness through a paradoxical combination of personal humility plus Professional willCombines Humility with Strong Will Power. They are generally Cool, Shy & Confident in nature.Don’t look for adulation either personally or publiclyAttribute all the success to the Team Mates & are very forward in taking responsibility for anything that has gone wrongWe have potential candidates but need to invest on them to become Future Leaders of larger Saama

LEVEL 3: Exemplary Leaders

This is the highest of all the Categories and we need more of this

Builds enduring greatness through a paradoxical combination of personal humility plus Professional will

Combines Humility with Strong Will Power. They are generally Cool, Shy & Confident in nature.

Don’t look for adulation either personally or publicly

Attribute all the success to the Team Mates & are very forward in taking responsibility for anything that has gone wrong

We have potential candidates but need to invest on them to become Future Leaders of larger Saama

Thank YouOct. 26, 2009Saama Technologies, Inc.