PMS

1. Performance aPPraisal at WiPro
Presented By
Ajay Kumar Gupta (Roll No. -06)
Abhay Kumar (Roll No. -01)
PGDM 2nd
year (Marketing & hr)
ICBM-School of Business Excellence
Hyderabad, India

2. Performance aPPraisalPerformance aPPraisal
 Performance appraisal is the process of obtaining, analyzing and
recording information about the relative worth of an employee. The
focus of the performance appraisal is measuring and improving the
actual performance of the employee and also the future potential of
the employee. Its aim is to evaluate what an employee does.
 According to Flippo, a prominent personality in the field of Human
resources, "performance appraisal is the systematic, periodic and an
impartial rating of an employee’s excellence in the matters pertaining
to his present job and his potential for a better job." Performance
appraisal is a systematic way of reviewing and assessing the
performance of an employee during a given period of time and
planning for his future.

3. objectives of Performanceobjectives of Performance
aPPraisalaPPraisal
 Setting targets and goals as performance standards
 To review the performance of the employees over a given period of
time
 Identifying training and development needs
 Rewarding performance
 Improving performance
 To strengthen the relationship and communication between superior –
subordinates and management – employees
 To reduce the grievances of the employees

4. recent survey result onrecent survey result on
Performance aPPraisal (PurPosesPerformance aPPraisal (PurPoses
of organisations)of organisations)

5. The ApprAisers inThe ApprAisers in
performAnce ApprAisAlperformAnce ApprAisAl

6. 360 Degree performAnce
ApprAisAl sysTem
360 degree feedback, also known as 'multi-rater feedback', is the most comprehensive
appraisal where the feedback about the employees’ performance comes from all the sources
that come in contact with the employee on his job.
360 degree respondents for an employee can be his/her peers, managers (i.e. superior),
subordinates, team members, customers, suppliers/ vendors - anyone who comes into
contact with the employee and can provide valuable insights and information or feedback
regarding the "on-the-job" performance of the employee.

7. compAnies using 360 DegreecompAnies using 360 Degree
performAnce ApprAisAlsperformAnce ApprAisAls
Asian Paints
Wipro
Technologies
Ltd (Dec17th
2002)
Ashok
Leyland
Tata
InfotechHCL Infosystems

8.  Wipro started as a edible oil producer in 1947 from an old mill
founded by Azim Premji's father under the name Western India
Vegetable Products
 Chairman- Azim H Premji
 In 1977 it entered the IT segment.
 Third largest IT services company in India
 Wipro is the first People Capability Maturity Model (PCMM) Level 5
Company & also first Indian company to adopt Six Sigma
 3rd
Best HR Management company in India
 Employees- 97250 as on November 2008
WiproWipro

9.  Manpower Planning
 Internal & External Recruitment
 Intensive Training & Development
 Performance Appraisal
 Promotion, Transfer, & Demotion
 Job Rotation
Administration Section
 Grievance Handling
 Kaizen suggestion
 Welfare Activities
 Wipro Employee Stock Option Plan (WESOP) allows employees
to share in the companies success
HR POLICIES at WIPROHR POLICIES at WIPRO

10. aImS Of a PERfORmanCEaImS Of a PERfORmanCE
aPPRaISaL at WIPROaPPRaISaL at WIPRO
 Give feedback on performance to employees.
 Identify employee training needs.
 Document criteria used to allocate organizational rewards.
 Form a basis for personnel decisions: salary increases,
promotions, disciplinary actions, etc.
 Provide the opportunity for organizational diagnosis and
development.
 Facilitate communication between employee and administrator.
 Validate selection techniques and human resource policies to meet
federal Equal Employment Opportunity requirements.

11. ImPORtant faCtORS In 360ImPORtant faCtORS In 360
dEgREE fEEdbaCkSdEgREE fEEdbaCkS
According to Mr. Pratik Kumar.
The mission and the objective of the
feedback must be clear.
Employees must be involved early.
Resources must be dedicated to the
process, including top management's
time.
Confidentiality must be assured.
The organization, especially top
management, must be committed to
the program.
Pratik Kumar Corporate
VP HR, Wipro
Technologies Limited
One of the pioneers of
360 degree PA in India.

12. advantagESadvantagES
To the individual:To the individual:
Helps individuals to understand
how others perceive them.
Uncover blind spots
Quantifiable data on soft skills
To the individual:To the individual:
Helps individuals to understand
how others perceive them.
Uncover blind spots
Quantifiable data on soft skills
To the team:To the team:
Increases communication
Higher levels of trust
Better team environment
Supports teamwork
Increased team effectiveness
To the organization:To the organization:
Reinforced corporate culture by linking
survey items to organizational leadership
competencies and company values
Better career development for employees
Promote from within
Improves customer service by involving
them
To the organization:To the organization:
Reinforced corporate culture by linking
survey items to organizational leadership
competencies and company values
Better career development for employees
Promote from within
Improves customer service by involving
them

13. ..