Anout the Performance management and How Deloitte reinvented their performance management in the technological involvement in PM

1. Submitted by
Group 2
•Anushree Sarkar- 20DM037
•Muskan Sharma- 20DM128
•Sharath R- 20DM162
•Soumya Mukherjee-20DM215
Performance management and technology
Guided by:
Dr. Yogita Patra

2. Effective
performance
management
Provide meaningful performance results
Aid in the growth of training and career
development programs
Help set expectations
Monitor performance
Assist in rewarding top performer
Page No.
1

3. Why Performance
Management
software?
•Employee performance insights
•Continuous feedback
•Customized training and development plans
•Employee engagement
Page No.
2

4. Page No.
3
COMPANY
MILESTONES
Methods of
Evaluation

5. BARS Method
Page No.
4
Criterias
Exceptional performance
Excellent performance
Fully competent performance
Marginal performance
Unsatisfactory performance

6. » Increased productivity
» Increase in revenue
» Reduced turnover
» Increase customer satisfaction
» Decrease in operating expenses
» Reduce compliance risks
» Reduction in the risk of legal action by employees
Page No.
5

7. RE-INVENTION OF
PERFORMANCE
MANAGEMENT IN A
POST COVID
WORLD
•Don’t just “manage” performance. improve it.
•Get personal with performance
management.
•Guide your people based on data-driven
facts, not opinions.
•Meet your new coach: an artificial
intelligence app.
•Taking action.
Page No.
6

8. TAKING ACTION
•Reorient performance management toward
shared outcomes.
•Make performance management more
transparent.
•Use technology to enhance the process of
performance improvement.
•Build advanced digital knowledge in your
senior HR leadership.
•Use measurement to motivate.
Page No.
7

9. How Deloitte
reinvented their
performance
management
Page No.
8

10. •Annual goals were “batched”
•Time consuming
•Time spent on talking to
people
•Discussing about their
performance
•Real time performance
management
1. Getting rid of 360 degree feedback
Page No.
9

11. •Identified 60 high performing
teams
•Conducted 6 items survey to find
out common items
•Goal, “Helping people find their
strength”
•Process Performance snapshot
2. Say NO to
“idiosyncratic rater
effect” Page No.
10

12. Regular checkins
Frequency of review
changed to weekly basis
Fueling performance in the
present rather than past
3. Continuous performance management
Page No.
11

13. Automates employee reviews
Anytime & Anywhere
Lifecycle Management
Visual Reports
Page No.
12
TECHNOLOGY SOLUTION PROVIDERS

14. THANK YOU