Management

1. Performance Appraisal at Tech
Mahindra Ltd.
Presented by – Samyak Jain
(MCA/25014/2022)
Submitted to – J.K Chandel sir

2. Introduction
Tech Mahindra is multinational technology company that provide
a range of IT and business process outsourcing services.
Founded in 1986 as a joint venture between Mahindra &
Mahindra and British Telecom. Headquartered in Pune,India.
Provides digital transformation and consulting services to clients
worldwide.

3. Performance Appraisal at Tech Mahindra Limited
The company uses a performance appraisal system to
evaluate the performance of its employees and provide
them with feedback to help them improve their skills and
achieve their career goals.
The performance appraisal system at Tech Mahindra is
designed to be comprehensive and objective, and its
includes a range of tools and methods to access employee
performance

4. The Performance Appraisal process at Tech Mahindra
uses these method:
1.Traditional Methods
2. Modern Methods

5. Traditional Methods
1.Straight Ranking Method – In this system , the rating of
a man in a work group is done against that of another
simplest method of separating the most efficient from the
least efficient.
2.Grading Method – Under this method , the rater
consider certain features and marks them accordingly to a
scale.

6. 3.Graphic/Linear Rating Scale – It is the It is the oldest and most
widely used performance appraisal method. The rating can be
a matrix of boxes or a bar graph where the evaluator checks
off a location relative to the rating.
4.Checklist Method – Under this method, the rater does not
evaluate employee performance , he supplies report about it
and the personnel department does the final rating. A series of
questions are presented concerning an employee’s behaviour.
The rater then checks to indicate , if the answer to a question
about the employee is positive or negative.

7. Modern Method
1.Assessment Center Method – Under this method , many evaluators join
together to judge employee performance in several situations with the use of
a variety of criteria. The assessment centers generally measure
interpersonal skills and other aspects such as: organizing and
planning- getting along with others- quality of thinking- resistance to
stress- motivation to work etc.
2. Human Asset Accounting Method- The human asset accounting
method refers to activity devoted to attaching money estima external
customer goodwill. If able, well- trained personnel leave a firm- the
human organization is worthless; if they join it, its human assets are
increase. This method is not yet very popular.

8. 3. Behaviorally Anchored Rating scales (BARS)- This is a new
appraisal technique. It provides better- more equitable appraisals as
compared to other techniques. Since BARS is done by persons who
are expert in the technique- the results are sufficiently accurate. The
technique is not biased by the experience and evaluation of the rater.

9. Conclusion
 Overall , the performance appraisal system at Tech
Mahindra is designed to help employees develop new
skills , achieve their career goals , contribute to the
success of the company.

10. Thank you